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:
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.
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.
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.
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.
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.
If the mediation was not successful in resolving the matter, the Complainant may file
a formal complaint as outlined below.
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 underFormal 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.
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.
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.
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.
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.
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.
If the mediation was not successful in resolving the issue, the Complainant may file
a formal complaint as outlined below.
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.
Contact Us
Social Equity Investigator 213 Reeder Hall 219 Meadville Street Edinboro, PA 16444 Email:equalopportunity@pennwest.edu Phone: 814-732-2167 Fax:814-732-2153
Andrew Matt, JD Title IX Coordinator & Investigator 213 Reeder Hall Email:amatt@pennwest.edu Phone: 814-732-1564