Fairfield University adheres to all federal and state civil rights laws and regulations prohibiting discrimination in private institutions of higher education.
Fairfield University provides equal employment opportunities to all employees and applicants for employment and does not discriminate against any employee, applicant for employment, student, or applicant for admission on the basis of: race, religion, hearing status, color, sex, pregnancy, political affiliation, source of income, place of business, residence, religion, creed, ethnicity, national origin (including ancestry), citizenship status, physical or mental disability (including perceived disability), age, marital status, family responsibilities, sexual orientation, gender identity, gender expression, veteran or military status (including disabled veteran, recently separated veteran, active duty wartime or campaign badge veteran, and Armed Forces Service Medal veteran), predisposing genetic characteristics, domestic violence victim status or any other protected category under applicable local, state, or federal law, including protections for those opposing discrimination or participating in any resolution process on campus, with the Equal Employment Opportunity Commission, the State of Connecticut Commission on Human Rights and Opportunities, or other human rights agencies. University policy is committed to affirmative action under law in employment of women, minority group members, individuals with disabilities, and protected veterans.
This policy covers nondiscrimination in both employment and access to educational opportunities. Therefore, any member of the University community whose acts deny, deprive, or limit the educational or employment or residential and/or social access, benefits, and/or opportunities of any member of the University community, guest, or visitor on the basis of that person’s actual or perceived membership in the protected classes listed above is in violation of the University policy on nondiscrimination. Unlawful discrimination includes harassment based on an individual’s membership, or perceived membership, in any legally protected category.
When Title IX of the Education Amendments of 1972 applies to alleged conduct, the Sexual Misconduct Policy and not this policy will govern. Similarly, discrimination based on disability status will be addressed through the ADA/Section 504 Grievance Procedure.
Procedures
To file a complaint pursuant to a violation of this policy, contact Megan D. Monahan, director of Title IX and equity compliance at
mmonahan@fairfield.edu or (203) 254-4357.
Retaliation against any person who has made a complaint of discrimination, or who has cooperated in the investigation of such a complaint, is prohibited and is a violation of Fairfield University policy.
Informal Complaint Procedure
The complainant shall first attempt to resolve their complaint informally by meeting with the director of Title IX and equity compliance. If the complaint is not resolved informally, the complainant can file a formal complaint by following the procedure outlined below.
Formal Complaint Procedure
A complainant may submit a written complaint to the director of Title IX and equity compliance. The complaint must clearly state: (a) The basis and rationale for the complaint; (b) The specific facts and/or policies supporting the complainant’s position; and (c) The remedy and resolution desired by the complainant.
The director of Title IX and equity compliance shall assess the written complaint and review all information necessary to render a written determination. If requested, the complainant shall supply any additional information and/or documents as requested by the director of Title IX and equity compliance. After a thorough investigation, the director of Title IX and equity compliance will issue a written letter of determination on the complaint within 30 business days after receiving the written complaint or will provide the complainant with notice as to any need for additional time to complete the letter, which shall not be unduly delayed. Further, the director of title IX and equity compliance shall provide the complainant with a copy of the letter of determination and take any steps necessary to implement their decision, including, but not limited to, providing a copy of the letter of determination to appropriate University officials. The director of Title IX and equity compliance’s letter of determination shall constitute the final decision in response to the complaint. All files relating to complaints will be kept for seven years.
