The Contract Enforcement/Grievance (CEG) team has compiled answers to the questions they hear most often about important university policies that may affect you. Click on any question below to view the answer. Contact CEG to ask other questions and discuss how to proceed on your issue (email@example.com for tenured and tenure-track faculty; firstname.lastname@example.org or email@example.com for NTTs and grad workers).
Click to read the University Policy Prohibiting Harassment and Discrimination. Click to read the University Policy Prohibiting Sexual Harassment, Sexual Violence, Relationship Violence, Stalking, and Related Misconduct. Click here to read the Title IX Policy and Grievance Procedures.
How are complaints of sexual harassment and discrimination processed by the University?
The University’s Office of Employment Equity (OEE) processes and investigates complaints of discrimination and harassment, defined as an intentional or unintentional act which adversely affects employment or educational opportunities due to membership in a protected category. This includes harassment or discrimination on the basis of sex/gender.
OEE also oversees the University Policy Prohibiting Sexual Misconduct, which covers sexual harassment, sexual violence, sexual exploitation, gender-based harassment, stalking, and relationship violence.
Additionally, the University is required to comply with Title IX of the Education Amendments of 1972, which prohibits discrimination on the basis of sex in educational programs and activities. On May 19, 2020, the US Department of Education issued regulations under Title IX that define sexual harassment; address how colleges and universities, including Rutgers, must respond to reports of misconduct falling within that definition of sexual harassment; and mandate a specific grievance process that the University must follow in those cases.
The new requirements and grievance process can be found in the Title IX Policy and Grievance Procedures. This is a new process, and faculty are urged to review the policy and contact the union with any questions. The remainder of this FAQ is focused on complaints filed under the OEE Policies and not directly related to the Title IX ProceduresUniversity Policy 60.1.33. Note that Title IX Coordinators are required to “oversee the administration of this Policy in a neutral and equitable manner and serve as the central points of contact for all University students, employees, faculty, and staff affected by conduct prohibited by this Policy.”
Title IX Campus Coordinators are identified in the policy. University-wide coordinators are:
For Complaints Against Faculty or Staff (or individuals who do business with Rutgers):
Lisa Grosskreutz, J.D.
Title IX Coordinator
Office of Employment Equity
University Human Resources
57 US Highway 1, ASB II
University-Wide Title IX Coordinator:
Judy Ryan, J.D.
Enterprise Risk and Institutional Compliance Officer
335 George Street, Suite 2400
New Brunswick, NJ 08901, Suite 2400
Phone: (732) 235-5304
I am being sexually harassed and want to file a complaint. How can the union support me?
The union provides guidance and support to faculty and graduate employees throughout the OEE process. Our staff representatives are experienced in the procedures and are available to confidentially assist members in their communications with OEE and throughout an investigation. We can also identify support and resources for individuals in cases of trauma and/or where additional counseling is needed.
I have been notified that a complaint has been filed against me. Can the union assist me?
The union works with members responding to complaints filed with OEE to ensure that procedures are followed and due process is provided. We are available to accompany members to investigatory interviews and provide general guidance and suggestions on how to best approach a response to a complaint.
I have been contacted by an investigator with OEE and asked to answer questions as a witness with regard to a complaint that has been filed. I do have knowledge of what occurred but have concerns about participating in an investigation. What should I do?
We encourage all members of the University community to assist in investigations where requested. We are available to talk confidentially about whatever concerns you may have, answer questions about what to expect during an investigation, and accompany you to any interviews requested by OEE.
What are the steps that OEE will take in processing and investigating a complaint?
Once a complaint has been filed by submitting a complaint form and accepted by OEE for investigation, respondents are informed, and an investigation is conducted by one of the University’s Investigation and Resolution Specialists. The investigation will include research and interviews conducted by the investigator to determine facts and make assessments of credibility. This may include interviews of witnesses identified by the complainant or respondent.
The investigator presents a written report to the Director of OEE following the investigation. The Director has discretion to request further investigation or assign a new investigator to the complaint before making a decision. The Director determines whether there has been a violation of University policy in a Letter of Determination, which is forwarded, together with the Investigator’s findings, to the complainant and respondent and to the dean, chancellor, or vice president involved, as applicable.
Is there a mechanism to appeal the Director’s determination?
Yes. A complainant or respondent may present a written appeal within ten working days from the date of the Director’s decision letter. The basis upon which an appeal may be made is limited to claims of an unsupported conclusion, a procedural error in processing the complaint, and/or new information that is potentially sufficient to alter the original decision. New information means information that wasn’t known or available during the time the complaint was pending.
Are my communications with the union kept confidential?
The union is a resource to provide confidential counseling and assistance to faculty. Your communications with the union are kept confidential. When the union becomes aware of a complaint filed by one member against another, we will make certain that both complainant and respondent are aware that union representation is available upon request.