Non-Discrimination/Anti-Harassment Policy Statement
"Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia (USG). The Board of Regents prohibits discrimination on the basis of an individual鈥檚 age, color, disability, genetic information, national origin, race, religion, sex, or veteran status (鈥減rotected status鈥�). No individual shall be excluded from participation in, denied the benefits of, or otherwise subjected to unlawful discrimination, harassment, or retaliation under, any USG program or activity because of the individual鈥檚 protected status; nor shall any individual be given preferential treatment because of the individual鈥檚 protected status, except that preferential treatment may be given on the basis of veteran status when appropriate under federal or state law." "
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Upon receipt of a complaint, AU Employee Relations will review the complaint and a determination will be made as to whether or not to proceed with a formal investigation, or proceed with management review. Complainants are asked to allow two (2) business days after submission for AU Employee Relations to conduct the review and respond. Absence of a written complaint does not prevent the office from initiating an investigation.
The Complainant should provide sufficient information to support the allegation(s) of discrimination. This information can include emails, notes, pictures or any items which can help substantiate the claim(s). The accused will be informed of the allegations, and may provide an explanation and/or denial statement regarding the allegations.
In any proceedings, the investigation will be under the direction of AU Employee Relations.
Notification of EEO Complaint
After submitting a public report or EEO Intake Complaint form, notification will be made to the relevant parties (i.e. department management, the Accused, Provost, Vice President of Human Resources, and General Counsel for Legal Affairs).
Investigation Confidentiality
The AA/EEO Officer will endeavor to complete the investigation within a reasonable timeframe. Throughout the investigation, confidentiality will be maintained to the extent that it does not impede the investigation or prevent corrective actions from being taken. Participants may have a non-legal person attend interview meetings. However, this person will not represent the employee or take an active part in the interview proceedings.
黄瓜短视频 officials may not fire, demote, harass, or otherwise 鈥渞etaliate鈥� against individuals who: (1) file or encourage one to file a complaint of unlawful discrimination, (2) participate in an investigation of unlawful discrimination, or (3) oppose unlawful discrimination in one or more of the listed protected categories. An individual who reasonably believes that he/she has experienced retaliation under these procedures, should report the incident to AU Employee Relations.
Once the investigation has concluded, the AA/EEO Officer will normally document the findings in an investigative report that will be submitted to the applicable Executive Vice President (EVP). The Complainant and the accused will be notified by department management after the findings have been accepted by the EVP. The recommendations cited in the investigative report will be implemented within a reasonable period of time. The AA/EEO Officer will work with appropriate management personnel to carry out the recommended actions.
Mediation
Mediation is a viable option for settling disputes. For further information regarding mediation, contact Human Resources Division鈥檚 Employee Relations & Organizational Development section. Should mediation efforts breakdown, the Complainant will return to AU Employee Relations to begin the investigation.
AU Employee Relations is responsible for responding to complaints from the Equal Employment Opportunity Commission (EEOC) or Georgia Commission on Equal Opportunity (GCEO). AU Employee Relations will request information from sources (e.g. departments, human resources, etc.) in order to facilitate an appropriate response. A response to an external agency usually has a preset deadline.
AU Employee Relations will maintain a record of EEO Complaints for a period of seven (7) years.