Employment Policies

CITY COLLEGES OF CHICAGO EQUAL OPPORTUNITY COMPLAINT PROCEDURES

Revised August 2003
POLICY STATEMENT
The Board of Trustees of the City Colleges of Chicago prohibits discrimination, except as allowed by law, by any person with respect to hire, terms and conditions of employment, continued employment, admissions, or participation in Board programs, services, or activities. "Discrimination" includes harassment or the creation of a hostile working or learning environment based upon race, national origin, ethnicity, gender, age, religion, citizenship, sexual orientation, marital status, disability or handicap, veteran status, membership or lawful participation in the activities of any organization, or the exercise of rights guaranteed by local, state, or federal law.

Prohibited harassment under this policy includes, but is not limited to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, where the conduct is made a condition of employment or participation in a Board program, service, or activity. Prohibited harassment also includes where submission to or rejection of such conduct is the basis for an employment or educational decision, or where such conduct interferes with the individual's work or academic performance or creates an intimidating, hostile, or offensive working or learning environment.

EMPLOYEE COMPLAINTS OF DISCRIMINATION
Employee complaints of discrimination may include issues concerning hiring, wages, salary, benefits, promotions, transfers, work environment, or any other term or condition of employment.

STUDENT OR OTHER PERSONS' COMPLAINTS OF DISCRIMINATION
Student or other persons' complaints of discrimination may include issues concerning admissions, participation in Board programs, services, or activities, application of academic policies, educational or learning environment, or any other term or condition of participation in Board programs, services, or activities.

Any employee, student, or other person who believes he or she has been the victim of prohibited discrimination must file a complaint within 180 days of the occurrence of the discrimination. The complaint should be filed on the attached 'Complaint' form pursuant to the procedures listed below. All employees, students, and complainants must provide their full cooperation to the EEO Officer when that cooperation is requested.

EEO OFFICER AND COMPLAINT RESOLUTION PROCESS
The Equal Employment Opportunity ("EEO") Officer is responsible for investigating all equal opportunity concerns of City Colleges of Chicago employees, applicants for employment, students, applicants for admission, or any other person including complaints of discrimination, harassment, hostile work or learning environment, retaliation, intimidation, and requests for accommodation due to religion or disability.

Who May File A Complaint
Complaints of harassment may be made by or against employees, students, or other participants in Board programs, activities, or services. CCC employees are required to report any incidents of discrimination, harassment, or hostile work or learning environment to the EEO Officer regardless of whether the individual being harassed is an employee, student, participant in Board programs, activities, or services, or other person.

How To File A Complaint
Complaints must be in writing, preferably on the form provided. They must be filed within 180 days of the discriminatory act complained of on the form. All complaints must be directed to the EEO Officer in the Office of Human Resources and Staff Development at the District Office. The EEO Officer will also accept complaints at eeofficer@ccc.edu or via telephone at 312/553-2900.

After A Complaint Is Filed
The EEO Officer will conduct an investigation of the complaint and bring the complaint resolution process to a conclusion within forty-five (45) calendar days of its receipt, if feasible. The EEO Officer will transmit a copy of the complaint to the employee or student alleged to have engaged in prohibited conduct, allow the responding employee or student an opportunity to respond to the complaint either through interviews or in writing and allow both the complainant and the responding employee or student a full and fair opportunity to present evidence to the EEO Officer in support of or in mitigation of their respective positions.

Resolution of A Complaint
Complaints and reports shall be held in confidence to the extent that such confidence is consistent with the policy of eliminating and correcting incidents of discrimination, harassment, retaliation, or intimidation, and bringing the Board and its facilities into compliance with Section 504 of the Rehabilitation Act and the Americans with Disabilities Act. Complaints and reports will be held in confidence. Information in any complaint will only be revealed to individuals with whom it is necessary to facilitate resolution of the complaint. All individuals filing complaints must provide their full cooperation to the EEO Officer during the complaint resolution process.

When A Complaint Is Unfounded
Where a complaint is found to be untimely or without substantive merit, a determination to the complaining individual will be issued. That determination will advise the individual that no further EEO action will be taken on the complaint. When applicable, the individual will be referred to other processes or services which may address the issue which is the subject of the complaint.

When A Complaint Is Upheld
Where discriminatory conduct or a violation of a statutory or regulatory mandate is found to exist, the EEO Officer will consult with the individual filing the complaint and where appropriate, the Chancellor, College President, or Vice Chancellor regarding a corrective action recommendation. This recommendation may include discipline up to and including termination of employment, transfer, or any other remedy deemed feasible and appropriate to correct the discrimination and insure it does not recur. After the consultation, the EEO Office will issue a corrective action determination to the Chancellor, College President, or Vice Chancellor through the Vice Chancellor of Human Resources and Staff Development. The corrective action determination is the plan of action to be implemented to correct the discrimination. The due process and "just cause" provisions of any applicable collective bargaining agreements will be followed when implementing any corrective action determinations against union employees.

Prohibition Against Retaliation and Intimidation
Retaliation against and/or intimidation of employees, students, program participants, witnesses or any other persons who make complaints or who cooperate in EEO investigations is strictly prohibited. Anyone who feels he or she is the victim of retaliation or intimidation should contact the EEO Officer to report such incidents immediately.

Follow-Up Investigations
The EEO Officer will conduct follow-up investigations within 30 days of issuing a corrective action determination. The purpose of the follow-up investigation is to determine that the corrective action recommendation is being followed. In the event it has not been followed, the EEO Office will issue a report to the Vice Chancellor of Human Resources and Staff Development and the Chancellor to request assistance in enforcement of the corrective action determination.

Download the Complaint Procedures and Discrimination Complaint Form.