Non-Discrimination Policy & Complaint Procedures
The Washington College of Law and the Office of Career & Professional Development are committed to a policy of equal opportunity employment. Any employer that discriminates for the purposes of hiring, promotion or the granting of security clearance, on the basis of
race, color, religion, national origin, gender, age, marital status, sexual orientation or disability is prohibited from using the facilities and services of the OCPD. In order to execute this policy the OCPD Director shall require every employer to certify nondiscrimination before allowing that employer to use our office for any purposes. The OCPD Director shall determine an appropriate manner for obtaining such certification. (Faculty decision April 4, 1988)
The above policy shall also apply to any and all other WCL campus facilities for purposes of recruitment. Nothing herein shall prevent any student from distributing materials except as an agent for an employer. (Faculty decision Nov. 5, 1988).
NOTE: By Faculty Resolution, on September 17, 1997 a temporary addendum to this policy was granted. This addendum reads: Therefore, although the Washington College of Law reaffirms its existing nondiscrimination policy, it suspends enforcement of that policy with respect to the military. At the same time, WCL commits itself to actions intended to maintain an environment supportive of and welcoming to gay and lesbian members of the WCL community, to educate its students and other constituencies about the importance of nondiscrimination on the basis of sexual orientation, and to state publicly its objections both to discrimination on the basis of sexual orientation and to the Solomon Amendment. Additional information about the Solomon Amendment and the Law School's policy is available in the Office of the Dean.
As a condition of using the services of the OCPD, and in order to implement the University's and the college's affirmative action and nondiscrimination policies, students shall notify the Office of Career & Professional Development of recruiting practices or interviewing conduct, on or off campus, by employers which are reasonably believed to violate, or not be consistent with, the College's policy, as soon as possible after the incident in question.
A student shall make an oral complaint to the OCPD Director 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 Director, 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.
A student who wishes to have his or her complaint investigated shall submit the complaint in writing to the Director. 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 Director 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 Director will preserve the student's confidentiality to the extent practicable in discussing the complaint with the employer.
Record Keeping and Reporting Requirements
The Director 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 Director's file.
Sanction Imposition Procedures
If, after the Director 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 Director shall then communicate with the employer that a written response is requested or privilege to use the Office of Career & Professional Development may be denied for at least one year.
The Associate Dean for Academic Affairs can review any and all decisions of the Director. 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.
Office of Career & Professional Development • American University Washington College of Law
4300 Nebraska Avenue, NW, Suite C115 Washington, DC 20016 • 202-274-4090 F: 202-274-4096