The Office of Affirmative Action administers the policies and procedures related to equal employment opportunity, affirmative action, and the Americans with Disabilities Act.
Resolution of Complaints
Introduction
K-State prohibits discrimination and harassment against any applicant for admission or employment, student, employee, faculty, staff, participant in a K-State program, service or activity, or visitor to a K-State facility based on race, color, sex, national origin, religion, age, ancestry, military status, veteran status, sexual orientation, gender identity and disability. K-State also prohibits retaliation against any person who files a complaint or who participates in the resolution of a complaint.
K-State uses an administrative review team to investigate and resolve complaints. The team consists of an OAA staff member and a responsible administrator, who may be a department head or an individual appointed by the president, provost and senior vice president, vice president, associate vice president or dean. The objectives of the team are to conduct a thorough and complete investigation and to issue findings and recommendations based on credible information. See http://www.k-state.edu/affact/Plan/DiscHarass.htm for the Policy and Procedure for Discrimination and Harassment Complaints.
Confidentiality and Anonymous Complaints
Kansas State University has a duty to respond to allegations of discrimination, retaliation and harassment. Therefore, OAA staff cannot guarantee absolute confidentiality when an official receives a report with allegations of discrimination, retaliation or harassment. Information obtained during the review of complaint will only be disclosed to persons who "need to know" in order for K-State to effectively investigate and/or resolve the complaint, to Federal and State enforcement agencies for investigation and compliance reviews, and during litigation. Typically, persons who need to know are the complainant, respondent, witnesses, K-State attorneys, and K-State officials with authority to adopt recommendations for sanctions and corrective actions. OAA staff advises everyone to keep the complaint and the review confidential
Allegations of discrimination, harassment and retaliation are serious and could lead to discipline, suspension, demotion or dismissal. A respondent has a right to know the complainant's identity. Therefore, K-State does not permit anonymous complaints.
Third Party Complaints
A third party complaint is one made by an individual who has spoken to the alleged victim of discrimination, harassment or retaliation, and who may or may not have been present when the alleged conduct occurred. A complaint from a third party will require the OAA to encourage the alleged victim to come forward. If that individual refuses, the OAA may have to review the allegations without the cooperation of the alleged victim.
Advice, Consultation and Referral
If you just want to talk to someone concerning something that has happened, you may contact the OAA at 214 Anderson Hall, telephone: 785-532-6220; TDD: 785-532- 4807; Fax 785-532-4474; or e-mail: affact@k-state.edu. The OAA staff will schedule an appointment with you. Walk-ins are welcome. Office hours are 8:00am to 12:00 noon and 1:00pm to 5:00pm, Monday through Friday, but OAA staff will meet with you at other times or accept your call by prior agreement. If you call after-hours, please leave a message and an OAA staff member will contact you as soon as practicable. OAA staff will answer your questions, obtain information from other offices, explore options for resolving issues and explain complaint resolution process. All discussions will be confidential.
Interim Measures
Interim measures may be taken to protect the complainant if the team decides that it is necessary to arrange for you and the respondent to be separated pending completion of the review, then the team will inform the Respondent's supervisor or other official of the complaint and explain the basis for the request. Possible measures include, but are not limited to non-disciplinary leave with pay, restricted or no access to specific areas, transfer out of a class, temporary change of work assignment, and change of housing. These measures are not disciplinary or an indication that the allegations are true, and do not indicate the outcome of the review. Rather, they are taken out of an abundance of caution.