Nondiscrimination Policies

Procedures for Complaints

The Procedures for Individual and Class Complaints were adopted by the Affirmative Action Committee on February 3, 1994 and accepted by the President of Queens College.

The guidelines are as follows:

1. Complaints that will be accepted and adjudicated by the Committee must indicate patterns of discrimination against an individual or identifiable class by a particular unit of the college. No anonymous complaints will be received.

2. Documentation will indicate that the complaint is one that is not actively before any government agency, Board of Trustees committee, or City University officer.

3. The name and status within the college community— including title and department, if applicable—of the person bringing the complaint to the attention of the committee must be affixed to any written complaint. A statement as to whether any other action arising out of the same alleged act is pending in any other form shall also be required.

4. A complaint that does not originate within the committee must be made in writing to the chair of the Affirmative Action Committee (the Director of Affirmative Action, Compliance & Diversity, hereafter referred to as the Affirmative Action Officer) with documentation, which should be attached whenever possible. The basis of the alleged discriminatory act must be stated, i.e., race, creed, national origin, sex, sexual orientation, age, marital status, veteran’s status, or disability.

5. The Affirmative Action Officer will acknowledge the complaint and will advise the complainant if the complaint does not fall within the jurisdiction of the Affirmative Action Committee, or if on its face it is faulty or incorrect. To make these determinations, the officer may review and request pertinent data and information from the college community.

6. The Affirmative Action Officer shall, after meeting with the person(s) making the complaint, consult with the person or department against whom the complaint is made and make an initial inquiry into the complaint. Members of the Affirmative Action Committee may be requested to assist in this consultation. Objective assessment of the facts presented at this time shall be made and, if appropriate, they shall make recommendations and/or advise the person(s) involved of the legal and affirmative action consequences of the inquiry.

7. The Affirmative Action Officer shall present a written report of this preliminary inquiry to the committee, who shall determine the future action, if any, to be taken. If the committee decides there is no merit to the complaint, it shall send a written decision to that effect to the complainant. Should the committee decide that there is reason for the belief that the department is deficient in its procedures, it shall authorize the Affirmative Action Officer, who may be accompanied by member(s) of the Affirmative Action Committee, to meet with the supervisor and other appropriate persons. If the supervisor agrees that there is merit to the allegation, the committee shall make a recommendation to correct the deficiency. The committee may supervise the future implementation of the recommendation.

8. Should the supervisor disagree or should further investigation seem warranted to the committee, a subcommittee of the Affirmative Action Committee will investigate further.

9. If the complaint is one emanating from outside of the committee, at this point, the person(s) making the complaint may be asked to come before the subcommittee and any other person(s) invited by the subcommittee to sit with it. This committee may also meet with those charged in the complaint ex parte or simultaneously with the complainant.

10. It shall be the duty of the Affirmative Action Officer to keep a record of the materials submitted and to keep a record of the relevant statements made by the parties.

11. The committee shall within the confines of due process carry on the investigation in a confidential and judicious manner.

12. A report of the investigation and recommendations for action shall be made to the Affirmative Action Committee by its subcommittee. A separate statement may be submitted by the Affirmative Action Officer. Members of the subcommittee may present minority opinions.

13. The Affirmative Action Committee will review the recommendations and statements to determine if there is a violation of the Affirmative Action Plan and/or any federal regulations and then forward its own recommendations to the President of the college and the appropriate administrative officer. Any member of the committee or the Affirmative Action Officer may submit a minority opinion.

14. The President shall consider the recommendation in making his/her decision on the complaint. The President may mandate changes in department or college procedures and advise individuals or departments involved of his/her finding. The President may take any action deemed appropriate to redress the aggrieved individuals.

15. Prior to the imposition of any sanctions or penalties by the President, the department or office shall be afforded the opportunity to present justification to the President or his/her designee for the alleged noncompliance. In addition, appropriate efforts must be made within a reasonable time to secure compliance through conference, mediation, and persuasion.

After the above measures have been exhausted, any department or office found in violation shall be subject to appropriate penalties, which may include but not be limited to direct monitoring of recruitment procedures, withholding of the awarding of new faculty lines, making faculty and administrative appointments and reappointments, and removal of those persons responsible for the continued violation.

16. None of the above shall inhibit any individual from seeking future redress through established procedures of CUNY, state, or federal agencies.

Individuals seeking further information about Affirmative Action matters or procedures at Queens College should contact the Affirmative Action Officer in Razran Hall, Room 314, 718-997-5888, or any member of the Affirmative Action Committee. The members of the campus-wide Affirmative Action Committee are:

Ms. Cynthia W. Rountree
Director, Affirmative Action, Compliance & Diversity
Chair of the Committee
718-997-5888

Associate Director, Registrar
718-997-4400

Mr. Frank S. Franklin
Director, Search for Education, Elevation & Knowledge (SEEK)
718-997-3130

Dr. Irma Llorens
Associate Professor, Hispanic Languages & Literatures
718-997-5624

Mr. Pedro Pineiro
Director, Security & Public Safety Office
718-997-4443

Dr. Thomas C. Strekas
Dean, Division of Mathematics & Natural Sciences
718-997-4105

Dr. Joyce Tang
Associate Professor, Sociology
718-997-2839

Students with physical or learning disabilities that require reasonable accommodation are served through the following procedure:

1. Students make a request for accommodative test conditions to the Office of Special Services (Kiely Hall, Room 171). Medical and/or psychoeducational documentation is required.

2. The Office of Special Services reviews the documentation and determines appropriate testing accommodations.

3. Students are then referred to outside agencies for assessment. Individuals with disabilities applying for campus parking permits must present a New York State license with the access for the disabled logo or a blue pass issued by the New York State Motor Vehicle Bureau along with proof of student status and disability to the Security & Public Safety Office, Jefferson Hall, Room 201.

Queens College procedures relating to grievances of discrimination on the basis of disability state that any member of the staff or any student believing himself or herself aggrieved because of discrimination prohibited by Section 504 of the Rehabilitation Act of 1973, or the Americans with Disabilities Act (ADA), or the Human Rights Law, may file a grievance. All grievances should be initiated through the Step I: Informal Complaints procedure set forth below.

Informal complaints should be filed within 30 days of the alleged incident(s) with the Section 504/ADA coordinator. The coordinator will advise the member of the staff or the student of his/her rights.

The coordinator will determine how the complaint can best be resolved and will, if appropriate, arrange a discussion between the complainant and an appropriate member of the college community. Data and facts relating to the complaint will be collected in an attempt to resolve the complaint.

The complainant will be notified by the coordinator of the disposition of the complaint when the informal investigation has terminated. If the complaint is resolved, no further action will be taken and all records will remain confidential.

If the complaint is not resolved within 60 days of the filing of the informal complaint, and if the complainant wishes to pursue the alleged discriminatory act to formal grievance, he/she should file a formal grievance with the 504/ADA Grievance Officer within 10 working days following notification of the disposition of the informal complaint or within 60 days of the filing of the informal complaint. All time limits may be extended by mutual consent.

Formal grievances should be filed with the Grievance Officer in Kiely Hall, Room 805. Upon receipt of a written and signed formal complaint, the Grievance Officer will take appropriate action, which may include forming a committee to hear and investigate the complaint. A determination in writing will be issued with appropriate recommendations to correct any deficiencies, if necessary. Copies of the determination will be filed with the college President and the chair of the Queens College Affirmative Action Committee.

The Grievance Officer for Section 504 and the Americans with Disabilities Act is Assistant Vice President Jane Denkensohn (Kiely Hall, Room 805, 718-997-5725).

A student or employee claiming that the college has failed to act in accordance with the provisions of Title IX may file an informal complaint, either orally or in writing, with Assistant Vice President Jane Denkensohn, the college’s Coordinator for Title IX in Kiely Hall, Room 805. The complaint should be made within 30 working days of the date of the alleged occurrence(s), except for extenuating circumstances. Upon receipt of such complaint, the Title IX Coordinator shall conduct an inquiry in an attempt to resolve the complaint. The Title IX Coordinator shall take necessary action to resolve the situation, including recommendations to appropriate college officials. The complainant shall be notified by the Title IX Coordinator of the disposition of the complaint when the informal stage has concluded. Any settlement, withdrawal, or disposition of a complaint at this informal stage shall not constitute a binding precedent in the settlement of similar complaints or grievances.

If the complaint is resolved, no further action will be taken and all records will remain confidential. If the complaint is not resolved within 60 working days of the filing of the informal complaint, or is not resolved to the satisfaction of the complainant, any complainant wishing to pursue the matter to formal grievance who is eligible to do so must file a formal grievance within 10 working days following notification of the disposition of the informal complaint, or within 60 working days of the filing of the informal complaint. Employees covered by collective bargaining agreements that include gender discrimination as a ground for grievance must utilize the grievance procedure provided in their respective agreements.

The Title IX Coordinator shall be responsible for keeping a record of all complaints filed and dispositions thereof.

Formal grievances shall be filed with the Title IX Coordinator in Kiely Hall, Room 805, on forms available in that office. The grievance must be presented in writing, setting forth the nature of the grievance, the evidence on which it is based, and the redress being sought.

The college President shall appoint the members of the Title IX Review Committee and shall designate a chair. The committee shall be convened by the chair promptly upon receipt of a grievance from the Title IX Coordinator. The committee shall schedule a meeting with the grievant within 20 working days after the grievance is filed with the Title IX Coordinator, or as soon thereafter as is practicable, and shall investigate the complaint as appropriate. The committee shall thereafter send its recommendation(s) to the college President. The President shall consider the recommendation(s) of the committee, and shall render a written decision on the matter, which shall be sent to the grievant. The President shall take any action deemed appropriate to redress the grievance. There shall be no further recourse within the college for appeal of the grievance.

Persons seeking further information about Title IX matters should contact the Assistant Vice President Jane Denkensohn, Kiely Hall, Room 805, 718-997-5725.