California State University, Long Beach affirms that students, employees, volunteers, members of the public, and recipients of services, and/or benefits provided by CSULB have the right to a University free from discrimination and harassment, including hostile environment, on the basis of race, color, ancestry, national origin, ethnicity, gender/gender identity, religion, sexual orientation, marital status, disability, age, pregnancy, veteran status (Vietnam-Era, special disabled and other protected - http://www.opm.gov/veterans/html/vgmedal2.htm.) These protected categories are identified in the state statute, the Fair Employment and Housing Act, and, to a large extent, in a number of federal statutes.
Retaliation for exercising one’s right to protection from discrimination and/or harassment or for participating in the investigation of a complaint is prohibited by law, and will not be tolerated.
The policy applies to all CSULB programs and activities, including, but not limited to, Educational, cultural, recreational, and social and/or athletics programs and activities provided, sponsored, administered, or assisted by CSULB; CSULB academic programs and/or activities; CSULB-sponsored off-campus programs; housing supplied or regulated by CSULB; the administration of educational policies, admission policies, and employment policies and actions, including but limited to, recruitment, hiring, education, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeships; choice of contractors and suppliers of goods and services; provision of services and benefits to CSULB students, employment, volunteers, or the public; receipt of CSULB services and benefits provided by CSULB contractors or vendors.
Federally-required affirmative action plans are available for inspection in the University Library, Reserve Book Room during normal business hours.
The University is committed to maintaining a safe environment in which individuals can be unafraid to discuss concerns. Any member of the University community may seek general information and guidance about discrimination, harassment, and retaliation issues in confidence and anonymously.
However, the University’s obligation is to take appropriate action to stop prohibited behavior and to prevent retaliation. This may preempt any request for anonymity or confidentiality.
Resolution of discrimination, harassment and retaliation complaints is available to all members of the University community. The procedures vary, but are all intended to resolve complaints in a timely and responsive manner at the earliest possible stage.
For employees represented by a collective bargaining agreement, the collective bargaining agreement outlines procedures, process and timelines. Information is available from your campus union representative, or online at http://www.calstate.edu/LaborRel/Contracts_HTML/contracts.shtml. For employees not eligible to file a complaint or grievance under a collective bargaining agreement or whose collective bargaining agreement incorporates CSU system-wide complaint procedure, the complaint procedure is outlined in CSU Executive Order 928. It is available online at: http://www.calstate.edu/LaborRel/Contracts_HTML/contracts.shtml
For students or other members of the campus community, guests, visitors, affiliates and associates, the Campus Complaint Resolution Procedure will apply. Forms are available in the Office of Equity & Diversity, USU 301. Please note: for students, these complaint procedures are applicable if the alleged offender is an employee, vendor, contractor, or visitor. Alternatively, if the alleged offender is a student, complaints should be filed in the Office of Judicial Affairs.
This procedure is initiated by speaking with one of the following persons of your choice: Immediate supervisor, program/office director, department chairperson/director, dean/associate dean, designated resource person (list available from the Office of Equity & Diversity or online at http://www.csulb.edu/depts/oed/resources/res-r3-2.htm), Director of Equity & Diversity.
These individuals are expected to: provide information about University policy and procedures, ensure the safety and security of the complainant in the immediate environment, ensure the due process of the individual(s) charged, ensure confidentiality to the extent possible by and with all parties, report the complaint to the Director of Equity & Diversity within five (5) working days from receipt of the complaint, consult with the Director of Equity & Diversity at least once per week until the complaint is resolved, an outcome is reached, or the complaint is referred to the Director of Equity & Diversity for review and consideration, maintain notes of the complaint and log of all contacts made, report monthly to the Director of Equity & Diversity of the number, nature, and outcome of the complaints. The outcome of all informal complaints must be reported to the Director of Equity & Diversity. If the proposed remedy is unsatisfactory to the complainant, or if the complaint is not resolved in the informal process, the complaint may proceed to the formal level.
An allegation becomes a formal complaint only when it is filed in writing on an official University discrimination complaint resolution form and is signed, or when the Director of Equity & Diversity files the complaint. The form is available from the Office of Equity & Diversity.
The alleged offender will be notified of the complaint by the Director of Equity & Diversity. The alleged offender is required to respond in writing.
If agreement is reached, the Director of Equity & Diversity shall provide all concerned parties with a written statement of the resolution.
If agreement is not reached, the Director of Equity & Diversity will proceed to evaluate the applicability of University policy prohibiting discrimination, harassment, and retaliation to the alleged behavior.
The Director of Equity & Diversity is authorized to interview anyone deemed necessary to the investigation. The investigation will normally be completed within thirty (30) working days.
Time limits may be extended or waived by the President or upon request of the Director of Equity & Diversity.
At the conclusion of the investigation, the Director of Equity & Diversity will submit a report of the complaint, investigation and findings and recommendations to all concerned parties, and the appropriate division executive. The division executive will notify the Director of Equity & Diversity of resulting action.