UNIVERSITY OF PITTSBURGH PROCEDURE 07-01-03
CATEGORY: PERSONNEL
SECTION: Recruitment
SUBJECT: Nondiscrimination and Anti-Harassment
EFFECTIVE DATE: September 1, 2008 Revised
PAGE(S): 3
I. SCOPE
This document establishes procedures pertaining to the University’s prohibition against
discrimination and harassment, as fully set forth in the University of Pittsburgh’s
Nondiscrimination Policy 07-01-03 and the University’s Anti-Harassment Policy Statement.
Excepted from the scope is the University’s Sexual Harassment Policy, for which the policy and
procedure are set forth at 07-06-04.
II. NONDISCRIMINATION AND ANTI-HARASSMENT PROCEDURE
Any faculty, staff, or student who believes that he or she has been the victim of discrimination or
harassment in violation of the University’s Nondiscrimination Policy or Anti-Harassment Policy
Statement should contact his or her department chair, dean, director, immediate supervisor, or
one of the persons identified at the end of this document. Individuals have the right to raise
issues of discrimination or harassment without fear of retaliation. Complaints may be handled
by the person/office receiving the complaint or referred to another appropriate office within the
University.
All complaints, whether informal or formal, verbal or written, must be given serious, impartial
and timely consideration. Not every act that might be offensive to an individual or group will be
considered a violation of the Nondiscrimination Policy or the Anti-Harassment Policy Statement.
Whether a specific act is a violation of policy will be determined on a case-by-case basis, with
due consideration for the protection of individual rights, freedom of speech and academic
freedom. While every effort will be made to protect the privacy of all parties, confidentiality
cannot be guaranteed.
If a matter is not resolved informally, a prompt investigation will be undertaken by the appropriate
office. In addition to the complainant and the accused, appropriate administrative personnel will
be notified of the findings of the investigation.
If the investigation concludes a violation of University policy has occurred, a chair, dean, director,
supervisor or head of a responsibility center should initiate action within thirty (30) days of
receiving the findings and recommendations of the investigating office. The complainant and
the accused will be informed when action has been taken.
If an individual is found to have violated the University’s non-discrimination policy and/or anti-
harassment policy statement, prompt steps will be taken that are reasonably calculated to stop
the discriminatory conduct or harassment and, depending on the seriousness of the violation,
the violator may be subject to disciplinary sanctions, including by not limited to, oral or written
warning, required education program, mandatory counseling, reprimand, suspension (with or
without pay), reassignment of responsibilities, termination of employment or expulsion from the
University. If it is found that the complaint is without reasonable foundation, the parties will be
so informed and will also be informed that no further action is warranted. All parties will be
advised that retaliation is prohibited. A record of the findings, recommendations, and the action
taken must be kept in the unit that handled the complaint.
Once a complaint has been reviewed and/or investigated as noted above, the determination of
the chair, dean, director, head of responsibility center or supervisor may be appealed by the
complainant or the accused as described below.
III. APPEAL PROCEDURE
The findings of an investigation and the actions of a chair, dean, director, head of responsibility
center or supervisor may be appealed within thirty (30) days. Appeals must be submitted in
writing to the appropriate senior officer of the University, i.e., the Provost or Senior Vice
Chancellor for the Health Sciences in complaints where a faculty member is the accused, the
Executive Vice Chancellor in complaints where a staff member is the accused, or the Vice
Provost and Dean of Students where a student is the accused. The senior officer has thirty (30)
days to respond to the appeal. Decisions of the senior officer are final.
Once a written appeal has been filed according to this procedure, the same appeal may not be
filed through an alternative procedure within the University.
IV. FOR ADDITIONAL INFORMATION ON HOW TO PROCEED OR ON THIS PROCEDURE
Pittsburgh Campus Regional Campuses
Faculty, Staff or Students Bradford Campus
Carol W. Mohamed Dr. K. James Evans
Office of Affirmative Action, Vice President and Dean of Student Affairs or
Diversity and Inclusion Dr. Holly J. Spittler
Director, (Title IX, 504 and ADA Coordinator) Associate Dean of Student Affairs and
University of Pittsburgh Director of Career Services
412 Bellefield Hall Common Building
(412) 648-7860 (814) 362-3801
Faculty Greensburg Campus
Andrew R. Blair Carol A. Calloway
Vice Provost for Faculty Affairs Registrar and Special Assistant to the
826 Cathedral of Learning President for Minority and Diversity Affairs
(412) 624-5749 Room 123 Millstein Library
(724) 836-9904
Graduate Students/Postdocs Johnstown Campus
Patricia Beeson Robert Yaskanich
Vice Provost for Undergraduate and Director of the Personal Counseling Center
Graduate Studies 121 Blackington Hall
809 Cathedral of Learning (814) 269-7118
(412) 624-0790
Titusville Campus
Staff
Shelly L. Proper
John Greeno Director of Counseling/Student Development
Associate Vice Chancellor Office of Student Affairs
Office of Human Resources (814) 827-4465
117 Craig Hall
(412) 624-4645
Students - Undergraduate
Kathy Humphrey
Vice Provost and Dean of Students
809 Cathedral of Learning
(412) 624-4221
V. FOR COUNSELING SERVICES
Faculty and Staff Assistance Program University Counseling Center
504 Medical Arts Building 334 William Pitt Union
(412) 647-3327 or (800) 647-3327 (412) 648-7930
VI. REFERENCES
Policy 07-01-03, Nondiscrimination, Equal Opportunity, and Affirmative Action
Policy 07-06-04, Sexual Harassment