Staff Handbook - Selection

Notice of Non Discrimination Policy

It is the policy of Seattle Pacific University not to discriminate on the basis of race, color, national origin, sex, age or disability in admissions and access to, or treatment or employment in its programs or activities, as required by section 504 of the Rehabilitation Act of 1973, as amended, the Americans with Disabilities Act, as amended (to the extent applicable to the University), Title IX of the Educational Amendments of 1972, as amended, Title VI of the Civil Rights Act of 1964, as amended, and the Age Discrimination Act of 1975, as amended, and their implementing regulations.

As a religious educational institution operating under the auspices of the Free Methodist Church of North America, Seattle Pacific University is permitted and reserves the right to prefer employees or prospective employees on the basis of religion.

If you have any questions regarding this policy, please contact the following persons:

Section 504 Coordinators:

Primary: Coordinator of Academic Support (206) 281-2272
Secondary: Associate Vice President for Academic Affairs and Dean of Student Life (206) 281-2067

Title IX Coordinators:

Primary: Assistant Vice President and Dean of Enrollment Services (206) 281-2650
Secondary: Executive Director of Human Resources (206) 281-2809

Title VI Coordinators:

Primary: Associate Vice President for Academic Affairs and Dean of Student Life (206) 281-2067
Secondary: Executive Director of Human Resources (206) 281-2809

Age Discrimination Compliance Coordinators:

Primary: Executive Director of Human Resources (206) 281-2809
Secondary: Vice President for Business and Planning (206) 281-2222

Address for all of the Above:

Seattle Pacific University
3307 3rd Avenue West
Seattle, WA 98119

If you believe you may have been discriminated against in violation of this policy, please immediately contact the Section 504 Coordinators, the Title IX Coordinators, the Age Discrimination Compliance Coordinator, the Office of Student Life or the Office of Human Resources for a copy of the University's Discrimination Grievance Procedures. If, due to a disability, you require reasonable accommodations to perform the essential functions of your job, you should immediately notify your supervisor and the Executive Director of Human Resources.

Discrimination Grievance Procedures

Seattle Pacific University has adopted an internal grievance procedure providing for the prompt and equitable resolution of complaints alleging any action prohibited by Section 504 of the Rehabilitation Act of 1973, as amended (involving disability discrimination), the Americans with Disabilities Act, as amended (to the extent applicable to the University), Title IX of the Education Amendments of 1972, as amended (involving sex discrimination), Title VI of the Civil Rights Act of 1964, as amended and the Age Discrimination Act of 1975, as amended, or its Nondiscrimination Policy.

1. Complaints.
	a.	Disability Discrimination. Complaints by students involving disability discrimination should be filed with the Section 504 Coordinator. The Section 504 Coordinator is the Coordinator of Academic Support (location: lower Moyer Hall; telephone number: 281-2272).
	b.	Sex Discrimination. Complaints by students involving sex discrimination should be filed with the Title IX Coordinator. The Title IX Coordinator is the Assistant Vice President and Dean of Enrollment Services (location: Demaray Hall, Room 253; telephone number: 281-2650). Complaints regarding sexual harassment will be addressed under the procedures set forth in the University's Sexual Harassment Policy.
	c.	Age Discrimination. Complaints by students involving age discrimination should be filed with the Age Discrimination Compliance Officer. The Age Discrimination Compliance Officer is the Executive Director of Human Resources (location: 330 W. Nickerson Street; telephone number: (206) 281-2809).
	d.	Complaints by Employees. All discrimination complaints (other than sexual harassment complaints) by faculty members should be filed with the Vice President of Academic Affairs (location: Demaray Hall, Room 210; telephone number: 281-2125). All discrimination complaints (other than sexual harassment complaints) by other employees should be filed with the Executive Director of Human Resources (location: 330 W. Nickerson; telephone number: 281-2809). Sexual harassment complaints will be addressed under the procedures set forth in the University's sexual harassment policy.
	e.	Race, Color, or National Origin Discrimination. Complaints by students involving race, color or national origin discrimination should be filed with the Associate Vice President and Dean of Student Life (location: Second floor of the Student Union Building: telephone number: 281-2123).
	f.	Discrimination Grievance Officers. The persons designated above to receive complaints under these procedures shall be referred to as discrimination grievance officers. If the designated grievance officer is the accused party, the complaint may be filed with any other grievance officer.
	g.	Complaints by Mail. Complaints may also be mailed to the appropriate discrimination grievance officer at the following address: Seattle Pacific University, 3307 Third Avenue West, Seattle, Washington, 98119.
	The complaint and its envelope should be marked "Confidential".

2. Procedure.
	a.	Contents of Complaint. Complaints must be filed in writing with the Discrimination Grievance Officer and must contain 1) the name and address of the person making the complaint ("Complainant"); 2) a brief description of the alleged discriminatory action or actions; 3) the date or dates of the alleged discriminatory actions; and 4) the person or persons alleged to have engaged in the discriminatory action or actions.
	b.	Deadline for filing the Complaint. The complaint must be filed with the appropriate Discrimination Grievance Officer within 30 days after the Complainant becomes aware of the alleged discrimination. (Processing of allegations of discrimination that occurred before this grievance procedure was in place will be considered on a case-by-case basis, or under other appropriate grievance procedures.)
	c.	Informal Resolution. The Grievance Officer will notify the appropriate area Vice President of the complaint. When the accused party is a faculty member, the Grievance Officer should contact the Vice President of Academic Affairs. When the accused party is a student, the officer should contact the Associate Vice President for Academic Affairs and Dean of Student Life. When the accused party is a staff employee, the officer should contact the Executive Director of Human Resources. The area Vice President (or designee) or Executive Director of Human Resources (or designee) shall determine whether the matter may be promptly resolved informally (for example, when the complaint arises from miscommunication between the parties, or when the accused party admits wrongdoing and agrees to take appropriate corrective action). Informal resolution will be attempted as soon as possible and need not wait for the written response of the accused party, unless deemed appropriate by the area Vice President or Executive Director of Human Resources. If the area Vice President is the accused party, the Grievance Officer will contact the President instead of the Vice President. If the Director of Human Resources is the accused party, the Grievance Officer will contact the Vice President of Business and Planning instead of the Executive Director of Human Resources.
	d.	Response. The accused party will be provided a copy of the complaint and will provide the Grievance Officer a written response within five days after receiving a copy of the complaint. The Grievance Officer, in consultation with the Vice President (or Executive Director of Human Resources, as appropriate), may waive the requirement for a written response if the matter has been informally resolved.
	e.	Investigation. If it appears that the matter cannot be informally resolved, the area Vice President (or Executive Director of Human Resources) will direct the Grievance Officer to proceed with the investigation. The investigation may be informal, but shall be impartial and as thorough as appropriate under the circumstances. The Complainant and the accused party shall be given an opportunity to submit evidence relevant to the filed complaint. The Grievance Officer may also interview persons who the officer believes may have knowledge bearing on the matter and may require the Complainant or accused party to provide additional documentation, information or evidence that the officer deems appropriate.
	f.	Determination and Resolution. The Grievance Officer will prepare written recommended findings as to the validity of the complaint and will, after consultation with the Vice President (or Executive Director of Human Resources), recommend resolution of the complaint, if any ("Recommendation"). The recommendation will then be given to the area Vice President, who will make the final decision and communicate the decision to the Complainant and the accused party ("determination").
	g.	Appeal. Either party may appeal the Determination by filing a notice of appeal ("Notice") with the President of the University. The Notice must be filed within five days after receipt of the Determination, and must include a copy of the Determination and a description of the errors being appealed. Copies of the Notice shall be provided by the appealing party to the Grievance Officer and the appropriate area Vice President. The Grievance Officer will provide a copy of the Notice to the other party. The other party may file a rebuttal statement to the appeal within five days after receipt of the Notice. The President (or designee) shall review the matter and take any appropriate action, including, but not limited to affirming, modifying or reversing the Determination or requiring that additional investigation be performed. The President shall provide a written decision to both parties, the appropriate area Vice President and the Grievance Officer.