ADA/Section 504 Grievance Policy
|Oversight unit:||EQUAL OPPORTUNITY|
|This policy has a related procedure. Click to view the procedure below.|
It is the policy of Northern Michigan University not to discriminate on the basis of disability. Northern Michigan University has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act of 1990 (ADA). Section 504 and the ADA prohibits discrimination on the basis of disability in any program or activity receiving Federal financial assistance.
Complaints should be address to:
Faculty, Staff and Applicant Complaints
Section 504/ADA Grievance Procedures
Northern Michigan is an Equal Opportunity Educational Institution/Equal Opportunity Employer and complies with the guidelines of the Americans with Disabilities Act.
The following procedure is designed for most discrimination complaints other than sex discrimination/harassment. Please see the Sexual Misconduct Policy for complaints of sex discrimination/harassment.
The Equal Opportunity Office, 105 Cohodas, 227-2420, handles employee, applicant, and student employee discrimination/harassment complaints.
If you are uncertain which procedure applies to your complaint, please contact the Equal Opportunity Office at 227-2420 or e-mail firstname.lastname@example.org.
Retaliation: Retaliation against anyone who files a claim, who is named as a respondent, or who participates in the resolution of a case, regardless of the outcome of the case, is expressly prohibited and could lead to discipline and possible dismissal or expulsion.
False Claim: Deliberate filing of a false claim is expressly prohibited and could lead to discipline and possible dismissal or expulsion.
Confidentiality: Confidentiality is expected to the fullest extent possible from all who are involved in a claim, directly or indirectly.
The following outlines the University’s timeline, investigation process, final summary of findings, and appeal process for employees.
Final Summary of Findings
Sanction Process for Employees (Faculty and Staff) as Respondent
Individuals involved in the investigation and appeal process will adequately document the testimony of the parties and witnesses, relevant investigation documents, all facts and evidence reviewed, the rationale for determinations, and interim and final remedies and sanctions imposed, if any. All documentation will be submitted to and maintained in the Equal Opportunity Office.
Misconduct by Third Parties
University students participate in NMU academic programs (examples: student teaching, internships, clinical lab practicums, conferences, student trips, etc.) with or under the supervision of persons who are not University faculty or staff. If a student believes that she or he has been subject to discrimination/harassment in a University academic program by an individual who is not a University employee or student, the student should report the alleged discrimination/harassment to the faculty member, department head or dean responsible for that academic program or to the Equal Opportunity Office.
When performing their jobs, University faculty and staff interact with contractors, suppliers, or customers who are not University faculty, staff or students. If a University employee (including a student employee) believes that he or she has been discriminated/harassed within the scope of his or her employment activities by an individual who is not a University employee or student, the University employee should report the alleged discrimination/harassment to his or her supervisor or to the Equal Opportunity Office or to Human Resources.
Individuals who are not students or faculty and staff of the University are not subject to discipline under the University's internal processes. Nonetheless, if the University determines that a third party has perpetrated discrimination/harassment within the scope of her or his employment, the University will take corrective action, which may include terminating a contract.
*All dates noted are considered days when the university is in operation. Days are weekdays when the university is open.