American University Washington College of Law and the Office of Career & Professional Development (OCPD) are committed to a policy of equal opportunity employment.
American University is an equal opportunity, affirmative action institution that operates in compliance with applicable laws and regulations. The University does not discriminate on the basis of race, color, national origin, religion, sex, pregnancy or parenting, age, sexual orientation, disability, marital status, personal appearance, gender identity and expression, family responsibilities, political affiliation, source of income, veteran status, an individual’s genetic information or any other bases under applicable federal and local laws and regulations (collectively “Protected Bases”) in its programs and activities. The University expressly prohibits any form of discriminatory harassment including sexual harassment, dating and domestic violence, rape, sexual assault, sexual exploitation and stalking.
Any employer that discriminates for the purposes of hiring, promotion or the granting of security clearance, on the basis of race, color, national origin, religion, sex, pregnancy or parenting, age, sexual orientation, disability, marital status, personal appearance, gender identity and expression, family responsibilities, political affiliation, source of income, veteran status, an individual’s genetic information or any other bases under applicable federal and local laws and regulations (collectively “Protected Bases”) is prohibited from using the facilities and services of OCPD. In order to execute this policy, the OCPD Assistant Dean shall require every employer to certify nondiscrimination before allowing that employer to use our office for any purposes. The OCPD Assistant Dean shall determine an appropriate manner for obtaining such certification.
As a condition of using the services of the OCPD, and in order to implement the University's affirmative action and nondiscrimination policies, students shall notify OCPD of recruiting practices or interviewing conduct, on or off campus, by employers which are reasonably believed to violate, or not be consistent with, the University’s policy, as soon as possible after the incident in question.
Oral Complaint: A student shall make an oral complaint to the OCPD Assistant Dean of any employer conduct that the student reasonably believes either violates, or is not consistent with the Law School's policy. If the student does not wish to pursue the matter following the initial conversation with the Assistant Dean, the employer will not be informed of the complaint and the identity of the student if the student so elects, but a good and sufficient recording or notes of the complaint or conversation will be kept. However, an investigation will not commence with only an oral report.
Written Complaint: A student who wishes to have his or her complaint investigated shall submit the complaint in writing to the Assistant Dean. After discussing the complaint with the student, and when a reasonable person would in good faith conclude that the employer conduct complained of violates or is not consistent with this policy, the Assistant Dean shall, upon consultation with the Associate Dean for Academic Affairs, contact the employer to discuss the complaint, to clarify the employer's policies and practices, and to suggest the initiation of remedial action as required. If the complaining student so requests, the Assistant Dean will preserve the student's confidentiality to the extent practicable in discussing the complaint with the employer.
Record Keeping and Reporting Requirements: The Assistant Dean will keep written records of the complaint, related conversations, and any informal compromise or resolution of the matter. Such records shall be for the sole use of the Law School and information in such records shall not be available to students other than the complainant. Any student who submits a written complaint and subsequently decides not to pursue the matter may withdraw his or her complaint and an appropriate notation will be made in the Assistant Dean's file.
Sanction Imposition Procedures: If, after the Assistant Dean has investigated a written complaint and believes in objective good faith that the practices complained of violate or are not consistent with the Law School's policy, and the employer declines to initiate appropriate remedial action, the Assistant Dean shall then communicate with the employer that a written response is requested or privilege to use OCPD may be denied for at least one year.
The Associate Dean for Academic Affairs can review any and all decisions of the Assistant Dean. If the Associate Dean finds, after viewing all materials, that the employer did not employ discriminatory practices, that employer's privilege will be reinstated. The Associate Dean may speak directly with the complaining student or the employer when circumstances make such action either necessary or desirable.