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The Discrimination, Harassment &, Retaliation (DHR) coordinator is responsible to work as a DHR administrator and Deputy Title IX Coordinator.
- Conduct comprehensive and thorough investigations related to discrimination, harassment (including sexual misconduct), and retaliation.
- Use sound investigative technics to encourage engagement, interpret laws, analyze situations and logically come to the conclusion of the preponderance of the evidence.
- Receive and process, in a timely manner, inquiries from students, faculty, staff, and administrators regarding rights and responsibilities concerning behavior in violation of policies.
- Receive and process, in a timely manner, inquiries from third parties who report suspicion of behavior in violation of policies.
- If not appropriate for investigation, refer inquiries to other resources.
- Notify complainants and respondents of receipt of the complaint.
- Determine and oversee implementation of interim remedies should be taken.
- Notify supervisor/manager of respondents that a complaint has been made.
- Interview complainants, respondents, and material witnesses.
- Obtain and review documents and other relevant materials from complainant and/or respondent.
- Issue findings of fact and recommendations for disposition of complaints.
- Notify all parties regarding disposition.
- Provide testimony, advice, and guidance as needed to conclude complaints and proceedings.
- Prepares the University's position in matters involving complaint investigations conducted by governmental regulatory agencies including the EEOC, DFEH, and OCR.
- Work with appropriate Student Affairs staff to fully implement and use Advocate tracking website.
CSU Executive Order 1096 is the systemwide procedure for all complaints of Sex Discrimination, Sexual Harassment, Sexual Violence, Domestic Violence, Dating Violence, and Stalking made by employees, student employees, or a third party against the CSU, a CSU employee, CSU students or a third party.
A summary of the complaint process (in cases alleging Sex Discrimination) is outlined below. Please reference the full policy for details.
- Filing a Complaint. A written Complaint shall be submitted to the Title IX Coordinator. The date of receipt shall be deemed to be the Complaint filing date. The Title IX Coordinator shall offer reasonable accommodation to Complainants who are unable to submit a written complaint because of a Disability.
- Timeline for filing a Complaint. To be timely, a Complaint must be filed no later than 30 Working Days after the occurrence of the most recent alleged act of Discrimination, Harassment or Retaliation, unless extended pursuant to Article V.
- Complaint Requirements. The Complainant should complete the Complaint form EO 1096 Employee
- Intake interview. The Title IX Coordinator shall promptly meet with the Complainant after receiving the Complaint. The Complainant shall make him/herself available for this meeting.
- Confidentiality. Information regarding the Complaint shall be shared with other University employees and law enforcement exclusively on a “need to know” basis.
- Investigation Procedure. The Complainant and the Accused shall have equal opportunities to present relevant witnesses and evidence in connection with the investigation. The investigation shall be completed no later than 60 Working Days after receiving the Level I Complaint, unless the timeline has been extended pursuant to Article VIII. E or F.
- Investigative Report. Within the investigation period stated above, the Investigator shall prepare an investigative report.
- Notice of Investigation Outcome. The Title IX Coordinator shall notify the Complainant in writing of the investigation outcome within 10 Working Days of completing the report. If the outcome is that this Executive Order was not violated, the notice shall inform the Complainant of his/her right to file an appeal under Article VII. A separate written notice shall be provided to the Accused indicating whether the allegations at Level I were substantiated. If the investigation outcome is that this Executive Order was not violated, the Accused shall also be informed of the Complainant’s right to file an appeal.
Please read the full policy for information regarding the appeal process.
- When complainant and respondent receive the Notice of Investigation, they are informed of their right to have a representative of their choice when being interviewed by the investigator.
- The complainant is informed through the official notice of the Investigation Outcome of the right to appeal to the Chancellor's Office if not satisfied with the findings of the investigation.
- The complainant and the respondent are informed of their rights to provide the investigator with information and documentation they feel are relevant to the claim at any time during the investigation.
- The complainant and the respondent have the right to identify witnesses to support their respective positions during the interview process of the investigation.
Please click the link for an incident report Title IX/Discrimination Harassment Retaliation Incident Reporting Form
Complaint forms available in fillable .pdf are available below:
Resources for Faculty and Staff
What is your reporting responsibility?
Any campus community member* who knows or has reason to know of allegations or acts that violate the policy prohibiting Discrimination, Harassment and Retaliation, shall promptly inform the DHR Administrator or Title IX Coordinator (if the allegations involve Sex Discrimination, Harassment or Sexual Violence).
Employees are required to disclose the name of a possible victim of Sexual Violence to the Title IX Coordinator even where the victim has requested that his/her name remain confidential; the Title IX Coordinator will determine whether confidentiality is appropriate given the circumstances of each such incident as set forth in Executive Order 1095.
To the extent possible, information reported to the Title IX Coordinator or other University employees will be shared only with individuals responsible for handling the University’s response to the incident. The University will protect the privacy of individuals involved in a Sexual Violence incident except as otherwise required by law or University policy.
Training for Faculty and Staff
As part of our commitment to creating and sustaining an educational and working environment free from all forms of violence and harassment, and in compliance with the recommendations of Title IX and the Violence Against Women Act (VAWA), the University is offering training and education for all employees through CSU Learn, a content management system that provides access to a wealth of engaging online eLearning courses, books, and videos:
*Limited Exceptions: The following persons are not required to report any information about an incident of sexual violence: (1) physicians; psychotherapists; professional, and licensed counselors who work on or off campus, and who provide medical or mental health treatment or counseling (including those who act in that role under their supervision); and (2) sexual assault and domestic violence counselors and advocates who work or volunteer on or off campus in sexual assault centers, victim advocacy offices, women’s centers, and health centers (including those who act in that role under their supervision, along with non-professional counselors or advocates who work or volunteer in sexual assault centers, victim advocacy offices, women’s centers or health centers), without the victim’s consent.
University Police are not required to report any personally-identifiable information about a victim of sexual violence if the victim requests confidentiality, but must report the facts of the incident.