Official Policies and
Procedures
Equal Opportunity Policy
Princeton University subscribes to a policy of equal opportunity. The University believes that commitment to principles of fairness and respect for all helps create a climate that is favorable to
the free and open exchange of ideas, and the University seecks to reach out as widely as possible in order to attract the ablest individuals as students, faculty, and staff members. For these reasons, decisions concerning admission to University academic
and other programs, as well as employment decisions in all University departments and offices, are made on the basis of an individual's qualifications to contribute to meeting Princeton's educational objectives and its institutional needs. In applying thi
s policy, the University is committed to the principle of not discriminating against individuals on the basis of personal beliefs or characteristics such as political views, religion, national or ethnic origin, race, color, sex, sexual orientation, age, m
artial status, veteran status, or disability unrelated to job or program requirements.
In addition to the general policy just defined, Princeton has specific legal obligations as a recipient of federal financial assistance and as a federal contractor. These obligations include the development and implementation of a plan to undertake approp
riate forms of affirmative action to employ women, people of color, people with disabilities, and Vietnam-era and disabled veterans. Princeton's affirmative action plan is available for review at the University upon request.
The University president and provost are responsible for overseeing the implementation of this equal opportunity policy and the affirmative action plan. The associate provost and special assistant to the president is responsible for
monitoring University practices and procedures to ensure compliance with our policy and federal, state, and local laws and regulations, including Section 504 of the ehabilitation Act and Title IX of the Education Amendments of 1972. Inquiries regarding th
ese matters should be directed to the associate provost and special assistant to the president, One Nassau Hall, Princeton University, Princeton, NJ 08544 or (609) 258-6110.
Respect for Others
(taken from Rights, Rules, Responsibilities, 1995, page 4.)
Respect for the rights, privileges, and sensibilities of each other is essential in preserving the spirit of community at Princeton. Actions which make the atmosphere intimidating, threatening, or hostile to individuals are therefore regarded as serious o
ffenses. Abusive or harassing behavior, verbal or physical, that demeans, intimidates, threatens, or injures another because of his or her personal characteristics or beliefs is subject to University disciplinary sanctions. Examples of personal characteri
stics or beliefs include but are not limited to sex, sexual orientation, race, ethnicity,
national origin, religion, and handicap. Making tolerance of such behavior or submission to it a condition of employment, evaluation, compensation, or advancement is an especially serious offense. Princeton University strives to be an intellectual and res
idential community in which all members can participate fully and equally, in an atmosphere free from all manifestations of bias and from all forms of harassment, exploitation, or intimidation. As an intellectual community, it attaches great value to free
dom of expression and vigorous debate, but it also attaches great importance
to mutual respect, and it deplores expression of hatred directed against any individual or group. The University seeks to promote the full inclusion of all members and groups in every aspect of
University life.
Princeton is a community devoted to learning We actively seek students, faculty and staff of exceptional ability and promise who share in our commitment to excellence in teaching and scholarship, and who will bring a diversity of viewpoints and cultures.
By incorporating a broad range of human experiences and a rich variety of human perspectives, we enlarge our capacity for Earning, enrich the quality and texture of campus life, and better prepare for life and leadership in a pluralistic society.
As a community, we respect the dignity, individuality, and freedom of each member. At the same time, we strive to be a place where individuals and groups learn with and from each other. We aim
to foster a sense of shared experience and common purpose, along with a collective responsibility for each other's well-being and for the well-being of the University as a whole.
Although we acknowledge the difficulties inherent in creating a community of individuals who are different from each other, we remain unwavering in our commitment to both diversity and community in a context of academic excellence. We seek to enable all m
embers of this community to pursue their educational, scholarly, and career interests in an environment that recognizes both the distinctiveness of each person's experience and the common humanity that unites us all, and permits us to take full educationa
l advantage of the variety of talents, backgrounds, and perspectives of those who live and work here.
Domestic Partnership
Princeton University defines domestic partnership as " . . . a relationship of two individuals of the same sex who have an exclusive mutual commitment, similar to marriage, in which the partners agree to be jointly responsible for each other's common welf
are, living expenses, and financial obligations. The individuals must be each other's sole domestic partner and intend to remain so indefinitely. Both partners must be at least 18 years of age, not be related by blood to a degree of closeness that would p
rohibit marriage in their state of residence."
Sexual Harassment and Assault
"Every member of the University community should be aware that the University is strongly opposed to sexual harassment and assault and that such behavior is prohibited both by federal and state law and by University policy It is the intention of the Unive
rsity to take whatever action may be needed to prevent, and if necessary, discipline behavior that violates this policy. All
forms of sexual assault and all attempts to commit such acts are regarded as serious offenses that are likely to result in suspension, required withdrawal, or expulsion." Essentially, the University
defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct that are either explicitly or implicitly made a term or condition of employment or educational opportunity, or if such conduct has the
effect of unreasonably interfering with an individual's work, academic performance, or living conditions. (See Rights, Rules, Responsibilities, 1995, pages 4 and 5 for a complete definition of sexual harassment.)
In essence, the University defines sexual assault, which includes but is not limited to rape, as any sexual contact that involves the use or threat of coercion or intimidation, or sexual contact
with someone who is incapable of giving their consent because of mental or physical impairment. (See Rights, Rules, Responsibilities, 1995, pages 4 and 5 for a complete definition of sexual assault.) A copy of the "Campus Sexual Assault Victim's Bi
ll of Rights," can be obtained from SHARE, McCosh Health Center, and the Offices of the Dean of Student Life, West College; Dean of the Graduate School, Nassau Hall; Dean of the Faculty, Nassau Hall; and Vice
President for Human Services, Clio Hall. New Jersey criminal law encompasses the offenses described above as well as other offenses. Prosecution for a violation of New Jersey criminal law is independent of any charges brought under University regulations.
Policy on HIV Infection
Princeton University regards human immunodeficiency virus (HIV) infection as an important public health issue. It does not discriminate on the basis of HIV infection. The University recognizes the responsibility of every individual to prevent transmission
of the infection, and it makes reasonable accommodations for people living with HIV infection. As an institution, it does not mandate testing
for any individual or group. However, the University encourages voluntary testing, which may be obtained through confidential or anonymous testing facilities. Details about the policy, procedures
and campus resources are described in "Princeton University Guidelines for Students Regarding HIV Infection" and "Princeton University Guidelines for Faculty and Staff Regarding HIV Infection"
which are available from McCosh Health Services or the LGB coordinator.
Filing Complaints for Harassment or Assault
In cases of alleged sexual harassment (including harassment based on sexual orientation) or sexual assault, the complainant may first wish to discuss the problem, in confidence, with a member of the SHARE Office (Sexual Harassment/Assault Advising, Resour
ces, and Education) or a confidential counselor. In cases of alleged racial or ethnic bias or harassment, the complainant may wish first to discuss the problem with the University ombuds officer or a confidential counselor (See Responding to Racial and Et
hnic Harassment.)
The names, campus addresses, and telephone numbers of administrators designated to handle matters of sexual harassment and racial or ethnic harassment are made available to all members of the community at the beginning of each academic year. The administr
ators who serve as confidential counselors designated individuals, or harassment advisers have been selected because of their sensitivity to the needs of the diverse populations within the University community. For additional information about these polic
ies or a list of the confidential counselors, designated individuals, or harassment advisors, please contact the SHARE office or the University Ombuds Office.
Responding to Harassment Based On Sexual Orientation
If you witness or experience harassment or discrimination based on sexual orientation, the SHARE office (258-3310) provides a completely confidential place to discuss your concerns, obtain
information, and get advice or help with filing a private report or initiating a complaint. In addition, you may report the incident to the LGB coordinator in the Office of the Dean of Student Life (258-1353), the Office of Public Safety (258-3134), your
representative in the Office of Human Resources (258-3275), staff members in the Office of the Associate Dean of the Faculty (258-3022). The associate provost and special assistant to the president (258-6110), the ombuds officer (258-1775), deans of stud
ent life, human resources representatives, associate deans of the faculty, directors of studies, and the director of SHARE (258-3110) are available to answer questions and provide information on University policies and procedures for resolving conflicts b
etween individuals and/or groups based on harassment or discrimination. Generally, complaints
can be resolved through the University's informal complaint processes. However, if the complaint is not resolved informally, or if it is deemed to be inappropriate for informal resolution, a formal
complaint may be initiated. Information about the University's informal and formal complaint procedures may be found in Rights, Rules, Responsibilities, the Policy and Procedure Manual published by the Office of Human Resou
rces, the SHARE office, the University Ombuds Office, the Office of Human Resources, and the Office of the Dean of the Faculty.
Legal Prohibitions Against Discrimination
Americans with Disabilities Act
The Americans with Disabilities Act (ADA) prohibits discrimination against qualified people with disabilities in employment, public accommodations, transportation, and telecommunications. A disability is defined as "any mental or physical condition that s
ubstantially limits one or more major life activities." HIV infection is considered to be a disability under the ADA.
In 1992 the New Jersey Law Against Discrimination was amended to prohibit discrimination on the basis of "affectional or sexual orientation," among other things, in employment and public accommodations (USA 10:5-1). The law also prohibits discrimination a
gainst people with disabilities, including people with HIV/ AIDS. The law makes it illegal to discriminate against
people for being straight, gay, lesbian, bisexual, or for being perceived to be gay or lesbian. The law is strictly an equal opportunity/nondiscrimination statute and no affirmative action programs are mandated.
The Rehabilitation Act of 1973 prohibits discrimination against qualified people with disabilities in employment and education by the recipients of federal funding. In addition, the Rehabilitation
Act requires those covered by the statute to take affirmative action to recruit people with disabilities. A disability is defined as "any mental or physical condition that substantially limits
one or more major life activities." HIV infection is considered to be a disability. If you have questions about the Rehabilitation Act, please contact the associate provost and special assistant
to the president (258-6110) who serves as the University's Section 504 coordinator.
Title VII of the Civil Rights Act of 1964
Sexual harassment is a form of sex discrimination that is a violation of University policy, as well as federal and state law. Sexual harassment that is based on gender is a violation of Title VII of the Civil Rights Act of 1964 that prohibits discriminati
on on the basis of race, color, religion, sex, and national origin. Further information about sex discrimination and sexual harassment that violates Title VII may be obtained from the associate provost and special assistant to the president (258-6110), th
e Office of General Counsel (258-2500), or the Equal Employment Opportunity
Commission, l Newark Center,21st Floor, Newark, NJ 07102; (201) 645-6385.
Title IX of the Education Amendments of 1972
Title IX prohibits sex discrimination in educational institutions that are the recipients of federal funds. Sexual harassment that is based on gender is a violation of Title IX as well being a
violation of University policy. Further information about sex discrimination or sexual harassment that violates Title IX may be obtained from the associate provost and special assistant to the president (258-6110) who serves as the University's Title IX c
oordinator, the Office of General Counsel (258-2500), or the U.S. Department of Education, Office for Civil Rights, 75 Park Avenue, New York, NY 10007 or (212) 637-6291.
Copyright © 1996 by the trustees of
Princeton University
This document
(/~lgba/TheSource/procedures.shtml) was last modified on 17 November 1997
[Table of Contents] [The Source Index]
[Lesbian Gay Bisexual Alliance of Princeton
University]