UNIVERSITY OF PITTSBURGH PROCEDURE 07-01-03
CATEGORY: PERSONNEL
SECTION: Recruitment
SUBJECT: Nondiscrimination and Anti-Harassment
EFFECTIVE DATE: September 21, 2012 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 or expression 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 against any person who makes a claim of discrimination or
harassment or provides information in an investigation of discrimination or harassment. 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
Faculty, Staff or Students Graduate Students/Postdocs
Carol W. Mohamed Alberta M. Sbragia
Office of Affirmative Action Vice Provost for Graduate Studies
Diversity and Inclusion 801 Cathedral of Learning
Director, (Title IX, 504 and ADA Coordinator) 412-624-2137
412 Bellefield Hall
412-648-7860
Faculty Students - Undergraduate
Carey D. Balaban Deborah Walker
Vice Provost for Faculty Affairs Student Conduct Officer
826 Cathedral of Learning 738 William Pitt Union
412-624-5749 412-648-7910
Staff
John Greeno
Associate Vice Chancellor
Office of Human Resources
117 Craig Hall
412-624-4645
REGIONAL CAMPUSES
Bradford Campus Greensburg Campus
Liza Greville Faculty
202 Hanley Library Martha Koehler
814-362-5121 129 Powers Hall
724-836-9993
Johnstown Campus
Laura Perry-Thompson Staff
UPJ Outreach Karen Antoniak
114 Blackington Hall Director of Human Resources
814-269-7070 108 Lynch Hall
724-836-7116
Titusville Campus
Shelly L. Proper Students
Director of Counseling/Student Development R. Leigh Hoffman
Office of Student Affairs Assistant Dean Student Services
814-827-4465 219 Chambers Hall
724-836-9954
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
Robert J. Yaskanich
121 Blackington Hall
Johnstown Campus
814-269-7118
VI. REFERENCES
Policy 07-01-03, Nondiscrimination, Equal Opportunity, and Affirmative Action