Resolution of Complaints and Grievances
Informal Procedures
The University encourages open and honest communication
between members of the community. Most conflict and
differences of opinion can be resolved by the individuals
directly confronting issues and jointly exploring
alternatives. In addition, there are a variety of resources
available to individuals who may be called upon to assist in
informal conflict resolution. These are, in the case of
students and faculty: The Dean of the Faculty, Dean of
Undergraduate Students, and Dean of the Graduate School and,
in the case of staff: the supervisor's supervisor or
department head; the Human Resources Representative, the
Employee Assistance Program counselor. Additional resources
include: the SHARE counselor for cases relating to sexual
harassment; the Associate Provost, who is the University
Affirmative Action Officer, for problems relating to
discrimination; and the University Ombudsperson.
Formal Procedures
In cases where conflicts cannot be mutually resolved, the
University has established formal grievance procedures. For
further information, students should consult the Orange
Pages. Faculty, administrators, and staff should consult
their relevant policy manuals.
Academic Matters
An undergraduate student with a grievance should first
bring it to the attention of the faculty member(s) involved.
If the grievance cannot be resolved in this way, the student
should discuss the matter with the chairperson of the
relevant department. Further appeal may be made to the Dean
of the College and to the Dean of the Faculty. (A graduate
student with a grievance should consult the procedures on
page 73.)
Nonacademic Matters Involving
Students
Normally, an alleged infringement upon the rights or
sensibilities of an individual, including complaints of
discrimination, by an undergraduate or graduate student
should first be discussed with that student. If this is not
possible, or does not lead to a satisfactory resolution, the
matter should be brought to the attention of the Dean or an
Associate Dean of Undergraduate Students or the Dean of the
Graduate School. If the matter is not resolved through
discussion or through formal action by a dean, a complaint
can be made in accordance with the normal disciplinary
procedures (see page 65), or, in cases of alleged
infringement by graduate students, to the Dean of the
Graduate School (see page 69).
Nonacademic Matters Involving Undergraduate Student
Organizations
A grievance should first be brought to the attention of
the Dean or an Associate Dean of Undergraduate Students. If
the grievance cannot be settled in this way, appeal may be
made to the Faculty Committee on Undergraduate Life in
accordance with procedures set out in Rules and
Procedures of the Faculty, and to the appropriate
Faculty Advisory Committee.
Nonacademic Matters Regarding
Faculty, Staff, or Administration
Normally, an individual who has any concern about, or
complaint against, a member of the faculty, staff, or
administration regarding nonacademic matters, including
complaints of discrimination, should first discuss the
concern or complaint with the individual involved. If this
is not possible, or does not lead to a satisfactory
resolution, the person should, in the case of a faculty
member, appeal to the department chair and, in the case of a
member of the University staff or administration, to the
head of the office. Further appeal, if necessary, may then
be made to the Office of the Dean of the Faculty for matters
pertaining to faculty, professional library staff, and
professional research and technical staff, or to the Human
Resources region manager or to the Ombudsperson for all
other staffs. All complaints will be investigated
promptly.
If the matter is such that a direct discussion of it with
the individual involved and/or with his or her department
chair or office head does not seem appropriate (because, for
example, the concern or complaint is of a personal or
private nature), an initial discussion may be sought
directly with the Dean of the Faculty or the Human Resources
regional manager as appropriate.
Concerns or complaints about nonacademic matters can
often be resolved on an informal basis. Whenever an
individual wishes to make a formal complaint, however, he or
she should review the appropriate staff rules or handbook
and then contact the Office of the Dean of the Faculty or
Human Resources to implement the formal review process.
Matters Involving Sexual Harassment or Assault or
Racial or Ethnic Bias or Harassment
In cases of alleged sexual harassment or assaultdefined
on pages 5the complainant may wish to discuss the problem,
in confidence, with a member of the Sexual Harassment and
Assault Advising Resources and Education (SHARE) Office. In
cases of alleged racial or ethnic bias or harassmentdefined
on page 4the complainant may wish first to discuss the
problem with the University Ombudsperson. In addition, other
administrators, specifically designated to handle these
matters, are available in such offices as: Dean of the
Faculty, Dean of the Graduate School, Dean of the College,
Dean of Undergraduate Students and Human Resources. A list
of the names, campus addresses and telephone numbers of
these administrators is distributed in the beginning of each
academic year to all members of the University community by
the SHARE Office and the University Ombuds Office. These
administrators have been selected for their sensitivity to
the needs of the diverse population of the University
community. They are prepared to offer support and advice
about established policies and procedures for dealing with
matters of sexual or racial harassment. Other resources
available to members of the University community who wish to
discuss their concerns about sexual or racial harassment
include: the staff of the Counseling Center at McCosh Health
Center, any member of the offices of the Dean of the Chapel
and Religious Life, the directors of the Women's Center, the
Third World Center and the International Center, and the
masters and directors of studies of the residential
colleges. For more information, consult the brochures
distributed by the SHARE office or the Ombuds Office.
If a matter involving alleged racial or ethnic harassment
or sexual harassment or assault by an undergraduate or
graduate student is not resolved through discussion, then a
complaint may be made to the Dean of Undergraduate Students
or the Dean of the Graduate School who may refer the matter
to the appropriate disciplinary committee or person for
action. In cases of alleged infringement by members of the
faculty or other academic staff members (professional
library staff, professional research staff or professional
technical staff), complaints may be made to the Dean of the
Faculty; in cases of alleged infringement by members of the
administrative and support staff, complaints may be made to
the Vice President for Human Resources. The Vice President
for Human Resources or the Dean of the Faculty may forward
matters involving sexual harassment to the Secretary of the
Faculty/Staff Sexual Harassment Panel for action.
Protection Against
Retaliation
Since community members are encouraged to use University
grievance procedures when they believe that they have been
unfairly treated or harassed, it is critical that there be
no retaliation against an individual who gives information
or appears before a formal review panel. Retaliation will
not be tolerated and will be subject to University
disciplinary procedures.
Appeals Regarding Procedural
Unfairness in Initial Proceedings
The Judicial Committee of the Council of the Princeton
University Community may, in accordance with the Charter of
the Council, hear procedural appeals from the Committee on
Discipline and nonacademic decisions of the Dean of the
Graduate School (see page 69). Rules and Procedures of the
Faculty provides that the Faculty Advisory Committee on
Policy may hear appeals from decisions of faculty committees
made on academic grounds which directly affect a student's
academic standing and for which appeal is not otherwise
provided.
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