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CSM BRUNTON

DISCRIMINATION POLICY AND COMPLAINT PROCEDURE

Discrimination Policy and Complaint Procedure

I. STATEMENT OF AUTHORITY AND PURPOSE

This policy is promulgated by the Board of Trustees pursuant to the authority conferred upon it by §23-41-104(1), C.R.S. (1998) in order to set forth a policy concerning unlawful discrimination at CSM. This policy shall supersede any previously promulgated CSM policy which is in conflict herewith.

II. UNLAWFUL DISCRIMINATION POLICY

Attendance and employment at CSM are based solely on merit and fairness. Discrimination on the basis of age, gender, race, ethnicity, religion, national origin, disability, and military veteran status is prohibited. No discrimination in admission, application of academic standards, financial aid, scholastic awards, promotion, salary, benefits, transfers, reductions in force, terminations, re-employment, professional development, or conditions of employment shall be permitted. The remainder of this policy shall contain a complaint procedure outlining a method for reporting alleged violations of this policy and a review mechanism for the impartial determination of the merits of complaints alleging unlawful discrimination.

III. PERSONS WHO MAY FILE AN UNLAWFUL DISCRIMINATION COMPLAINT

An unlawful discrimination complaint may be filed by any individual described in one of the categories below:

1. Any member of the CSM community, including classified staff, exempt employees, and students as well as any applicant for employment or admission, who believes that he or she has been discriminated against by CSM, a branch of CSM, or another member of the CSM community on account of age, gender, race, ethnicity, religion, national origin, disability, or military veteran status;
2. Any person who believes that he or she has been threatened with or subjected to duress or retaliation by CSM, a branch of CSM, or a member of the CSM community as a result of (1) opposing any unlawful discriminatory practice; (2) filing a complaint hereunder; (3) representing a Complainant hereunder; or (4) testifying, assisting, or participating in any manner in an investigation, proceeding, hearing, or lawsuit involving unlawful discrimination; or
3. The Human Resources Director or an attorney from the Office of Legal Services, if any of these individuals deem it to be in the best interest of CSM to do so.

The full complaint procedure and resolution process can be found in the CSM Bulletin.