Contact Info

          Office of Social Equity
          Reeder Hall, 3rd Floor
          219 Meadville Street
          Edinboro, PA  16444
          Phone: (814) 732-2167
          Fax: (814) 732-2153
          Email: equalopportunity@edinboro.edu

          Terrence A. Mitchell 
          Chief Diversity and Inclusion Officer 
          Office: Reeder Hall 306 
          Phone: (814) 732-1259 
          Email: tamitchell@edinboro.edu

          Andrew Matt, JD 
          Title IX Coordinator & Investigator
          Office: Reeder Hall, 3rd Floor
          Phone: (814) 732-1564
          Email: amatt@edinboro.edu

          Jordan McMillan
          Administrative Support
          Office: Reeder Hall, 308
          Phone: (814) 732-1250
          Email: jgass@edinboro.edu

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          Informal Complaint



          Informal Complaint Resolution

          The purpose of informal complaint resolution is to encourage the reporting of complaints concerning unlawful or prohibited discrimination and to facilitate a resolution of the complaint without the need for a formal investigation as outlined below under Formal Complaint Resolution.

          The procedure for informal complaints calls for prompt review and mediation, if desired, followed by action intended to prevent any unlawful or prohibited discrimination. The informal process does not result in disciplinary action, but includes efforts to mediate a resolution upon which both the complainant and the respondent can agree.

          Employment Issues

          The informal complaint procedure for employment issues is as follows:

          1. If the issue complained about involves provisions of collective bargaining agreements, with the exception of the fair practices provision addressing non-discrimination, the Complainant is encouraged to consult with his/her respective bargaining unit or the Associate Vice President for Human Resources and Faculty Relations. 
          2. A determination must be made if a violation of this specific policy may have occurred if the allegations are assumed to be true. This is not a substantiated determination but an assumption that if the allegations were assumed to be true, it would give rise to a violation of the policy. Otherwise, the applicability of this policy and its procedures are unwarranted.
          3. If the Complainant desires to resolve the issue informally, a meeting is arranged to inform the Respondent of the formal and informal complaint procedures. The Respondent can elect whether to participate in resolving the issue informally through mediation or to elect a formal investigation. 
          4. With the approval of the parties, the Director of Social Equity shall act as the Mediator in an effort to resolve the issue. In the Mediator role, the Director of Social Equity facilitates communication between the parties regarding their perceptions and allegations in an attempt to arrive at an action plan to address the issue. If, however, the parties are still not able to come to agreement and one of the parties elects to file a discrimination claim, the Associate Vice President of Human Resources and Faculty Relations or his/her designee shall conduct the investigation into the allegations of discrimination.
          5. At the successful conclusion of mediation, the Mediator shall memorialize their agreement in writing and provide each party with a copy. A copy of the agreement shall be made a part of the record involving the issue.
          6. If the mediation was not successful in resolving the matter, the Complainant may file a formal complaint as outlined below. 
          7. In the event that the allegations are severe or pervasive and the Director of Social Equity, in consultation with the appropriate individuals, determines that mediation is not in the best interest of the University, a formal investigation into the allegations will occur as outlined below under Formal Complaint Resolution.

          Academic Issues

          The informal complaint procedure for academic issues is as follows:

          If the Complainant elects to proceed formally, a formal investigation will begin as outlined below under Formal Complaint Resolution.

          1. If the issue complained about involves academic matters, the Complainant is encouraged to use the Student Appeal Procedure outlined in the Undergraduate and Graduate Handbooks. 
          2. A determination must be made if a violation of this specific policy may have occurred if the allegations are assumed to be true. This is not a substantiated determination but an assumption that if the allegations were assumed to be true, it would give rise to a violation of the policy. Otherwise, the applicability of this policy and its procedures are unwarranted.
          3. If the Complainant desires to resolve the issue informally, a meeting is arranged to inform the Respondent of the formal and informal complaint procedures. The Respondent can elect whether to participate in resolving the issue informally through mediation or to elect a formal investigation. 
          4. With the approval of the parties, the Director of Social Equity shall act as the Mediator in an effort to resolve the matter. In the Mediator role, the Director of Social Equity facilitates communication between the parties regarding their perceptions and allegations in an attempt to arrive at an action plan to address the issue. If, however, the parties are still not able to come to agreement and one of the parties elects to file a discrimination claim, the Associate Vice President of Human Resources and Faculty Relations or his/her designee shall conduct the investigation into the allegations of discrimination.
          5. At the successful conclusion of mediation, the Mediator shall memorialize agreement of the parties in writing and provide each party with a copy. A copy of the agreement shall be made a part of the record involving the issue.
          6. If the mediation was not successful in resolving the issue, the Complainant may file a formal complaint as outlined below. 
          7. In the event that the allegations are severe or pervasive and the Director of Social Equity, in consultation with the appropriate individuals, determines that mediation is not in the best interest of the University, a formal investigation into the allegations will occur as outlined below.