Human Resources
Appendix I - Discrimination Complaint Procedures
Western Illinois University has established the following complaint procedures to demonstrate its commitment to non-discrimination on the basis of sex, race, age, national origin, sexual orientation, religion, disability, or status as a Vietnam veteran. These procedures also fulfill obligations established by statute. Any member of the University community who believes he/she has been discriminated against on the basis of age, sex, race, sexual orientation, national origin, religion, disability, or status as a Vietnam era veteran may file a complaint under these procedures. These procedures do not supersede any provisions set forth by an applicable contractual agreement.
No retaliation may be taken against any employee or student of the University who seeks redress under this procedure. Retaliatory action shall be regarded as a separate and distinct cause of complaint under these procedures.
Complaints filed against the President will be referred to the Chancellor. In the case of complaints filed against Vice Presidents or other persons who report directly to the President, the President shall substitute for the "appropriate Vice President" in steps 7, 8, and 9 below. Complaints against the Affirmative Actio Officer will be referred to the President, who will appoint a neutral person to carry out the role of the Affirmative Action Officer as outlined below.
All complaints should be filed with the Affirmative Action Office and will be promptly investigated. Information obtained in the review of a complaint will be kept as confidential as possible.
The following steps will be taken to resolve complaints that are filed with the Affirmative Action Office:
- An in-depth interview will be conducted by the Affirmative Action Officer with the complainant.
- If the complaint is warranted, the Affirmative Action Officer will inform the person(s) against whom the complaint is being filed, send a copy of the complaint, and will also interview that person to ascertain their response to the substance of the complaint.
- The Affirmative Action Officer will conduct interviews with the complainant, respondent, and/or both to provide an opportunity for resolution of the complaint.
- If resolution has not been reached, then further investigation may be conducted by the Affirmative Action Officer, including possible interviewing of witnesses, confirming information and seeking additional information and/or documentation.
- Where there are conflicts of information or opinion, the Affirmative Action Officer will conduct an informational hearing with both parties. The complainant and respondent will receive at least 3 days notice of this meeting. After notifying the Affirmative Action Office either party may bring a person to serve in a supportive role.
- When the investigation is completed, an Investigative Report will be drafted by the Affirmative Action Officer. This will include information collected during the investigation, interview and informational hearing process.
- The Affirmative Action Officer, the appropriate Vice President, and relevant supervisory personnel will then review the Investigative Report and the Vice President will make a final decision on the complaint.
- If the Vice President determines that further information is needed to make a decision, he/she will request that the Affirmative Action Officer conduct follow-up and/or additional interviews.
- A written report, setting forth the Vice President's decision of the basis of the evidence gathered during the investigation, will be sent to both parties.
- Either party may appeal that decision to the President. The President's decision is final.
If discrimination is found, administrative action will be initiated by the appropriate Vice President. If disciplinary action is proposed as a result of a finding of discrimination, procedures required under relevant collective bargaining agreements, BOT Regulations, or the State Universities Civil Service Statute and Rules will apply. The consideration of a complaint, including investigation of the positions of the person involved, attempts at informal resolution, and the formulation of a final decision ordinarily will be completed within eight calendar weeks, exclusive of holidays, after receipt of a complaint. If consideration cannot be completed in the eight-week interval, the complainant, and other parties as appropriate will be notified as to the delay.
January 1994
Donald S. Spencer, President
- Handbook Directory
- Absences
- Adoption Benefits
- Affirmative Action Administrative Internship Program
- Appointment Types
- Apprentice Appointment
- Art Exhibits (see Entertainment)
- Athletic Events
- Audit Appeal Procedure
- Audit Procedure for Positions
- Benefits
- Benefits While on Leave
- Bereavement Leave
- Bonds
- Book Awards for Civil Service Employees
- Breaks
- Bureau of Cultural Affairs (see Entertainment)
- Campus Connection
- Civil Service Award Fund
- Civil Service Award Selection Committee
- Civil Service Bulletin Boards
- Classification
- Clerical Services Policy
- Committees
- Concerts (see Entertainment)
- Copying, Printing, and Copiers
- Credit Union
- Cultural Affairs (see Entertainment)
- Death Benefits and Survivor Benefits
- Disability Leave
- Discharge
- Disciplinary Management Program
- Dismissal
- Educational Benefits
- Educational Benefits for Retirees/Employees' Children
- Educational Leave
- Employee Assistance Program
- Employee Newsletter (see Campus Connection)
- Entertainment
- Equal Opportunity Policy
- Examination Scheduling Procedures
- Extra-Help Appointment
- Family and Medical Leave Act - FMLA
- Fine Arts (see Entertainment)
- Food Service Operations
- Funeral Leave (see Bereavement Leave)
- Health Service
- Hiring Procedures
- Holidays
- Identification Cards
- Insurance
- Intern Appointment
- Interviewing for Positions
- Job Descriptions
- Jury Duty/Court Witness Service
- Layoff Policy
- Learner Appointment
- Leaves of Absence
- Library Privileges
- Lost and Found (see University Union Facilities)
- Lunch Period
- Mail Services
- Make-Up Time
- Medical Leave
- Military Leave
- Night Shift Differential (see Shift Differential Procedures)
- Notary Public Service
- Office Supplies
- Overtime
- Parental Leave
- Parking and Traffic Regulations
- Part-Time Employee Benefits
- Pay Checks
- Payroll/Personnel Procedures
- Performance Evaluation
- Personal Convenience Leave
- Personnel Files
- Physical Plant Services
- Pregnancy Leave
- Probationary Period - Six Months
- Probationary Period - Twelve Months
- Promotions
- Provisional Appointment
- Reassignment
- Recreation for Employees and Families
- Resignation
- Retirement
- Safety
- Salary
- Scholarship Awards to Dependents of Civil Service Employees
- Sexual Harassment Policy
- Sexual Misconduct & Gender Non-Discrimination Policy (Title IX)
- Shift Differential Procedures
- Sick Leave
- Sports (see Athletic Events)
- Status Changes
- Status Appointment
- Status Notice
- Tax Deferred Accounts
- Telecommunication/WESTEL Services
- Temporary Appointment
- Termination
- Time Cards
- Transfers
- Transportation Services
- Tuition Waivers
- Unemployment Compensation
- University Union Facilities
- Vacation
- Veterans Preference Points
- Work Schedules
- Workers' Compensation
Appendices
- A - Policy on Acquiring Computing Devices
- B - Clean Air/No Smoking Policy
- C - Clerical Services Policy
- D - Policy on Commercial and Charitable Solicitation
- E - University Compensation Policy
- F - Compensatory Time/Overtime Policy
- G - Constitution & By-Laws of WIU Civil Service Employee's Council
- H - Disciplinary Management Program
- I - Discrimination Complaint Procedures
- J - Policy on Distribution of Printed Materials and Collection of Signatures
- K - Drug and Alcohol Abuse Policy
- L - Drug-Free Workplace Policy
- M - Policy on Employment of Individuals with Disabilities
- N - Policy Statement on Equal Opportunity & Affirmative Action
- O - Flex-Time Policy
- P - Flex-Year Civil Service Status Appointments
- Q - Civil Service Employee Grievance Policy
- R - Legal Procedures
- S - Policy on Limiting University Operations Because of Emergency Conditions
- T - Policy on Providing Student/Staff Computer Listings or Labels
- U - Racial & Ethnic Harassment Policy
- V - Security of Information
- W - Policy on Sexual Harassment in the Campus Community
- X - Tuition Reduction & Educational Assistance Plan
- Y - Union Solicitation Guidelines
- AA - Use of the WIU LAN Bulletin Board
- BB - Blood and Organ Donor Leave Policy
Other Links
Connect with us: