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Discrimination Complaint Policy

COMPLAINT PROCEDURE 
FOR THE REVIEW OF 
ALLEGATIONS OF UNLAWFUL DISCRIMINATION

Affirmative Action Officer/Title IX Coordinator • 2014

OVERVIEW

SUNY Cortland, in its continuing effort to seek equity in education and employment and in support of Federal and State anti-discrimination legislation, has adopted a complaint procedure for the prompt and equitable investigation and resolution of allegations of unlawful discrimination on the basis of race, color, national origin, religion, creed, age, sex, sexual orientation, disability, gender identity, familial status, pregnancy, predisposing genetic characteristics, military status, domestic violence victim status, or criminal conviction. Harassment on the basis of any of the above-protected categories is a form of unlawful discrimination. Conduct that may constitute harassment is described in 950.10. These procedures also apply to complaints alleging all forms of sex discrimination, including sexual harassment, sexual assault, and sexual violence against employees, students, or third parties. For more detailed information contact the Affirmative Action Officer (hereafter AAO) or the Title IX Coordinator (hereafter TIXC).

This Complaint Procedure for the Review of Allegations of Unlawful Discrimination provides a mechanism through which the College may identify, respond to, prevent and eliminate incidents of illegal discrimination. The College recognizes and accepts its responsibility in this regard and believes that the establishment of this internal, non-adversarial grievance process will benefit students, faculty, staff and administration, permitting investigation and resolution of problems without resorting to the frequently expensive and time-consuming procedures of State and Federal enforcement agencies or courts.

This procedure has been developed in accordance with guidelines and recommendations provided by the Chancellor’s Office of Affirmative Action. The policy is administered by the College’s Affirmative Action Office. The AAO directs that office and reports directly to the College President and the Assistant Vice President for Human Resources. These procedures have been approved by the State University of New York, Office of General Counsel. These procedures are intended to balance the rights of those bringing complaints of discrimination, harassment and retaliation (the “Complainant”) with those against whom such claims are brought (the “Respondent”).  Throughout these procedures the “parties” shall refer to the Complainant, Respondent, and witnesses involved in the complaint.

This procedure may be used by any person who is the victim of discrimination by a SUNY Cortland student or employee. Employee grievance procedures established through negotiated contracts, academic grievance review committees, student disciplinary grievance boards and any other procedures defined by contract will continue to operate as before. This procedure does not in any way deprive a Complainant of the right to file with outside enforcement agencies, such as the New York State Division of Human Rights, the Equal Employment Opportunity Commission, the Office for Civil Rights of the United States Department of Education and the Office of Federal Contract Compliance of the United States Department of Labor. Contact information for these agencies and more detailed information may be obtained from the Affirmative Action Office. More detailed information may be obtained from the Affirmative Action Office.

The Complainant is not required to pursue the SUNY internal procedure before filing a complaint with a State or Federal agency. In addition, if the Complainant chooses to pursue the SUNY internal procedure, the Complainant is free to file a complaint with the appropriate State or Federal agency at any point during the process. Upon filing with an external agency, however, the SUNY Cortland internal complaint procedure will be terminated and the matter referred to the Office of the University Counsel for review, defense or, if deemed appropriate by Counsel, involvement in mediation, conciliation or settlement with the external agency where the complaint was filed, or such other actions as may be in the interests of the College.

During any portion of the procedures detailed hereafter, the parties shall not employ audio or video taping devices.

CONFIDENTIALITY

Every effort will be made to protect the privacy of all individuals throughout all phases of the complaint and resolution process. Information about complaints or inquiries will be maintained in confidence to the fullest extent possible. However, an investigation will generally include interviewing necessary parties and coordination when necessary with relevant offices.

In responding to complaints, the AAO will take appropriate action to provide remedies and protect the privacy of all those involved to the fullest extent possible. The AAO will instruct the parties and all other affected persons that the complaint investigation procedure is best able to achieve a mutually acceptable agreement for resolution of the complaint when confidentiality is not breached.  Once breached, it will make it difficult for the AAO to successfully conclude the complaint investigation process to the satisfaction of the complainant.  Additionally, Federal law prohibits retaliation. Adverse action taken against any individual who files a complaint, or who assists or participates in any manner in an investigation proceeding, or hearing is against the law. 

The complainant and respondent will receive a preliminary report summarizing the complaint and the initial findings of fact.  

The College will make every effort to prevent discrimination and harassment, to prevent the reoccurrence of discrimination and harassment, and to remedy the discriminatory effects on victims and others affected by discrimination or harassment.

JURISDICTION OF THE AFFIRMATIVE ACTION OFFICE

SUNY Cortland is responsible for providing a learning and working environment free of discrimination. The College has an obligation to make reasonable efforts to investigate and address instances of sex discrimination when it knows or should have known about such instances, regardless of complainant cooperation or involvement. Based on information received by the Affirmative Action Office, the AAO or designee may exercise his/her own discretion and initiate a complaint on behalf of the College community.

In addition, the Affirmative Action Office may determine that a specific complaint of unlawful discrimination or harassment is of such a serious or potentially criminal nature that the investigative steps outlined in this process should be accelerated or eliminated. This determination, if made, shall be communicated to the Human Resources Office for appropriate action, which may include the initiation of disciplinary and/or other action. 

If, at any time during the course of resolving or investigating a complaint of discrimination, the AAO or designee determines that a complaint is not within the jurisdiction of the office, the complaint and complainant shall be referred to the appropriate office and the matter shall be considered concluded for the purposes of the Affirmative Action Office.

ROLE OF THE AFFIRMATIVE ACTION OFFICER

The AAO is trained in investigating and resolving complaints. The officer is available for assistance in filing the complaint with the College and will remain impartial during an investigation. The Affirmative Action Office does not represent any individual or department, but does advocate or behalf of the College’s goals of equal opportunity and nondiscrimination. 

The AAO may receive initial inquiries, reports and requests for consultation and counseling. Assistance will be available whether or not a formal complaint is contemplated or even possible. It is the responsibility of the AAO to respond to all such inquiries, reports and requests as promptly as possible and in a manner appropriate to the particular circumstances. An individual may refuse to reduce a complaint to writing. However, notwithstanding that refusal, there may be a continuing obligation on the part of the campus to investigate the verbal complaint to the best of its ability and proceed with any action that is warranted. Although in certain instances verbal complaints may be acted upon, the procedures set forth here rest upon the submission of a written complaint that will enable the AAO to conduct a full and fair investigation of the facts.

The Affirmative Action Office shall solicit information concerning any factors that might prejudice an objective evaluation of the evidence and shall reassign an investigation if a conflict or potential conflict emerges.

SUPERVISORY AND REPORTING RESPONSIBILITIES

Complaints or concerns that are reported to an administrator, manager or supervisor concerning an act of discrimination or harassment, or acts of discrimination or harassment that administrators, managers, or supervisors observe or become aware of must be immediately referred to the AAO. Employees with Title IX compliance responsibilities and/or employees who have the authority to take action to redress the harassment must report any complaints to the TIXC. Employees who observe or become aware of sex discrimination, including sexual harassment and sexual violence, should report this information to the campus TIXC.    Complaints may also be made directly to the AAO by anyone who experiences, observes, or becomes aware of discrimination or harassment.

RETALIATION

Any participant in the procedure has the right to do so without fear of or actual retaliation.  It will be made clear that retaliation against an employee or a student who have filed a discrimination complaint, including a sex discrimination complaint under Title IX, or an individual who serves as a witness will result in appropriate sanctions or other disciplinary action as covered by collective bargaining agreements, and/or applicable College policies. 

COMPLAINANTS’ RIGHTS DURING INVESTIGATIONS

In the case of an investigation of sex discrimination, interim measures will be taken to protect the parties involved while the investigation is taking place. These provisions may include counseling and academic assistance or temporary arrangements if the alleged perpetrator lives on campus and/ or attends classes with the victim. Such interim measures will not disproportionately impact the complainant.

WHO CAN FILE A COMPLAINT

Employees may file a written complaint with the AAO or TIXC within 90 calendar days following the alleged discriminatory act or the date on which the Complainant first knew or reasonably should have known of such act. Complainants may complete an intake form, available from the Affirmative Action Office, to initiate an investigation. Students must file a complaint within 90 calendar days following the alleged discriminatory act or 90 calendar days after a final grade is received, for the semester during which the discriminatory acts occurred, if that date is later.

It is the Complainant’s responsibility to be certain that any complaint is filed within the applicable 90 day period. In the event that the Complainant would be barred under these procedures, the Complainant may contact the Affirmative Action Office with regard to other avenues of recourse that may be available. 

If a Complainant elects to withdraw a complaint, this decision must be communicated in writing to the AAO indicating the reason for withdrawal.  The College may nevertheless pursue its review of the allegations. 

AGAINST WHOM MAY COMPLAINTS BE BROUGHT?

A complaint of unlawful discrimination may be brought against any student or employee. If your complaint concerns behavior by a vendor or contractor or some other individual who may not be a member of the College community, but who may have an affiliation or a recognized connection to SUNY Cortland, The concerns may be brought to the attention of the AAO or TIXC for assistance.

If the President is the Respondent, the AAO reserves the right to refer the complaint to the Office of General Counsel. The finding and recommendation shall be submitted to the Chancellor or his designee. If the AAO is the Respondent, the matter shall be referred to the President or his or her designee. 

If a student is the Respondent, the AAO may refer the complaint to the Student Conduct Office for review, investigation and appropriate action through the student conduct process as outlined in the Code of Student Conduct.

PROCEDURE FOR RESOLVING COMPLAINTS

Complaint Consultation and Review

Any member of the College community may consult with the AAO or TIXC  regarding potential discrimination or harassment. The length of time for the consultation varies depending on factors such as the complexity of the situation, office workload, or whether the situation involves actual or imminent loss of employment or academic standing, potential physical harm, or an ongoing relationship between the involved individuals.  In a telephone conversation or in person appointment, the AAO or TIXC will: 

  • receive complaints of alleged discrimination or harassment.
  • discuss the facts of the situation and help the individual identify the problem(s).
  • assist the Complainant in the use of the complaint form to define the charge.
  • determine if the Affirmative Action Office is the appropriate College resource to address the concern.
  • inform the individual of the ways in which the Affirmative Action Office approaches the investigation and problem solving.
  • explore methods of resolving the situation on one’s own, if that is the individual’s preference.
  • advise an individual of alternate available College resources and external options for resolution.
  • provide the Complainant with information about the various internal and external mechanisms through which the complaint may be filed, including applicable time limits for filing with each agency.

If the initial consultation takes place with the TIXC, the complaint may then be turned over to the Affirmative Action Office for investigation as appropriate. 

The AAO will ask a Complainant to participate in an initial interview.  During the initial contact known as the Intake Interview, the Complainant will be:

  • asked to complete an Intake and Information Sheet (the Complainant may be asked to have this completed prior to the Intake Interview.).
  • interviewed about the allegations so that the charge may be clearly stated.
  • asked to provide information about witnesses and other possibly aggrieved persons.
  • advised of the Office’s intake procedures to enhance the complainant(s) understanding and to facilitate realistic expectations as to the role of the Office.
  • referred to a proper College department/agency if the complaint does not fall within the jurisdiction of the Affirmative Action Office.
  • advised of the protection against retaliation.
  • advised of the College’s policy on confidentiality.
  • advised of the option to file a complaint with one of the external Federal/State investigative agencies at any time.
  • advised that the Complainant will not be required to resolve the problem directly with the Respondent and that there will be instances when the informal resolution mechanism may be inappropriate.
  • advised of the Complainant’s right to end the informal process at any time at any time and begin the formal stage of the complaint process.
  • made aware of their rights under Title IX and any applicable available resources, such as counseling and rape crisis centers. 

Each Party’s Rights and Responsibilities

The College’s formal review procedures are not designed to replicate an external judicial process.

Consequently:

  • Complainants and Respondents are expected to meet with the AAO as requested and needed.
  • Legal counsel retained by a Complainant or Respondent may not participate or be present at any meeting convened by the AAO.
  • Complainants are expected to communicate with the AAO either directly or with the assistance of a person serving in an advocacy or supportive role, but not through legal counsel.
  • Respondents are expected to communicate with the AAO directly, not through legal counsel, other intermediaries or persons accompanying them. 
  • Complainants and Respondents have the right to receive simultaneous written notification of determinations and findings made by the AAO.
  • Both the Complainant and the Respondent(s) shall be entitled to submit written statements or other relevant and material evidence and witness names.

Should the Affirmative Action Office determine that a complaint of unlawful discrimination merits further review, the AAO will immediately commence an investigation.  The complaint shall contain:

(a) The name, local and permanent address(s), and telephone number(s) of the Complainant. 

(b) A statement of facts explaining what happened and what the Complainant believes constituted the unlawful discriminatory acts in sufficient detail to give each Respondent reasonable notice of what is claimed against him/her. The statement should include the date, approximate time and place where the alleged acts of unlawful discrimination or harassment occurred. If the acts occurred on more than one date, the statement should also include the last date on which the acts occurred as well as detailed information about the prior acts. The names of any potential witnesses should be provided, if appropriate.

(c) The name(s), address(es) and telephone number(s) of the Respondent(s), i.e., the person(s) claimed to have committed the act(s) of unlawful discrimination.

(d) Identification of the status of the persons charged whether faculty, staff, student or persons otherwise affiliated with the College.

(e) A statement indicating whether or not the Complainant has filed or reported information concerning the incidents referred to in the complaint with a non-college official or agency, under any other complaint or complaint procedure. If an external complaint has been filed, the statement should indicate the name of the person or department or agency with which the information was filed and its address or to which it was reported 

(f) Other supplemental information as may be requested.

If the Complainant brings a complaint beyond the period in which the complaint may be addressed under these procedures, the AAO may terminate any further processing of the complaint, refer the complaint to University Counsel or direct the Complainant to the appropriate alternative forum (see Appendix B for a list of alternative forums).

Investigative Procedures

If a Complainant elects to have the matter dealt with in an informal manner, the AAO will attempt to reasonably resolve the problem to the mutual satisfaction of the parties within 30 calendar days.  If these informal efforts are not successful, and the AAO has determined that the complaint merits further investigation, the Complainant and Respondent shall be advised in writing of the initiation of an investigation.  During the investigation the AAO will:

  • provide an initialed, signed, date-stamped copy of the complaint to the Complainant.
  • review all College records that concern the complaint.
  • interview witnesses and other relevant persons.
  • review statements provided by the Complainant and the Respondent(s).
  • review other relevant and material evidence.
  • take all reasonable steps necessary to complete the investigation within ninety (90) calendar days after receipt of the complaint.  If such is not possible, the AAO may extend this deadline for a reasonable period of time.  The Complainant will receive notification from the Affirmative Action Office regarding the basis for extension. 

In the case that the investigation involves outside law enforcement, the College will cooperate with any requests from the law enforcement agency. Such requests may require the College to temporarily suspend the fact finding aspect of a discrimination or Title IX investigation, which will resume once the law enforcement agency has completed its evidence gathering process.

In the case that the investigation involves outside law enforcement, the College will implement appropriate interim steps during the law enforcement’s investigation period to provide for the safety of the victim and the campus community and the avoidance of retaliation

The preponderance of evidence standard will be used in investigating alleged sex discrimination and sexual harassment.

Failure to Cooperate

If the Respondent refuses to cooperate and/or respond in a timely manner, the Affirmative Action Office may forego completion of an investigation and refer the matter to Human Resources, or the office may take any other action it deems necessary and appropriate to address the situation.  Failure to cooperate meaningfully in a review of a complaint of discrimination may be grounds for discipline.

Inaction by Complainant

If at any time during an investigation, a Complainant declines to cooperate with the Affirmative Action Office, or if the office determines that the Complainant no longer wishes to pursue his/her complaint, the Affirmative Action Office may consider the matter closed and take no further action or may continue the investigation, if necessary, with appropriate notification.  However, the College has an obligation to make reasonable efforts to investigate and address instances of sex discrimination when it knows or should have known about such instances, regardless of Complainant cooperation or involvement.

Evaluating the Evidence and Resolution

In reaching its finding, the Affirmative Action Office shall evaluate the conduct alleged to have been discriminatory by considering the totality of the circumstances, including the nature, frequency, intensity, context and duration of the conduct.  Although repeated incidents would create a strong claim of discrimination, a serious isolated incident can present sufficient grounds for corrective action.

The Affirmative Action Office shall make every reasonable effort to resolve the matter.  Resolution can take any form that is acceptable to the College.  It may, for example, take the form of:

  • separate meetings with the Complainant and Respondent
  • joint meetings between the Complainant and Respondent with the AAO as facilitator
  • separate and/or joint meetings with the Complainant and/or Respondent’s supervisor(s)
  • a written agreement or memorandum of understanding signed by one or both of the parties
  • mandated training in the area of discrimination for the Respondent or departmental unit
  • a verbal counseling session with the Respondent
  • a written counseling memo issued to the Respondent
  • no further action at the request of the Complainant

This list is not exhaustive and other forms of resolution may be appropriate although they are not listed here.

Determination

The AAO issues a written statement to the Complainant and Respondent, indicating the finding at the conclusion of the investigation.  If a resolution satisfactory to both the Complainant and the Respondent is reached through the efforts of the AAO, the AAO will close the case, sending a written notice to that effect to the Complainant and the Respondent.

The actions proposed in the finding may consist of:

A determination that the complaint was not substantiated.

If the AAO determines that there is insufficient credible evidence to support the allegation(s) of discrimination, the complaint shall be dismissed, the matter shall be concluded and the College shall take no further action.

A determination that the complaint was substantiated.

For Employees (including student employees) not in a Collective Bargaining Unit – In consultation with the Human Resources Office and the Office of University Counsel, the President may take such administrative action as he/she deems appropriate under his/her authority as the chief administrative officer of the college, including, but not limited to: termination, demotion, reassignment, suspension, reprimand, or training.

For Students – The Director of Student Conduct may determine that sufficient information exists and the Director of Student Conduct may take such administrative action as they deem appropriate, including, but not limited to: community service, counseling, reprimand, residence hall suspension, suspension, loss of privileges, restitution, or a letter of apology, as outlined in the Code of Student Conduct.

For Employees in Collective Bargaining Units – The AAO may determine that sufficient information exists to refer the matter to Human Resources for investigation and disciplinary action or other action as may be appropriate under the applicable collective bargaining agreement including, but not limited to: reprimand, probation, suspension, termination of employment, or non-renewal of a contract.

If the President is the Respondent, the Chancellor or his designee shall issue a written statement indicating what action the Chancellor proposes to take. The Chancellor’s decision shall be final for purposes of this discrimination procedure. 

The Affirmative Action Office may:

  • Place a confidential written report in its file, subject to applicable law and policy, and disclosure, if required by law.
  • Prepare and distribute a written report to the President and any other person designated by the AAO as a person who has a need to know how the complaint was resolved.
  • Refer the matter to another department or administrator in the College for review.

If the AAO is unable to resolve the complaint to the satisfaction of the Complainant, the AAO shall again notify the Complainant of his or her right to separately file with appropriate external enforcement agencies.

There is no right of appeal to this procedure.  The AAO’s decision is considered final for the purposes of this procedure. 

To request assistance or additional information:

Dawn Norcross, Affirmative Action Officer
SUNY Cortland
Miller Building, Room 301
Cortland, NY  13045-0900
607-753-2302
Fax: 607-753-5994
cortland.edu/hr/aaction.html

Nan Pasquarello, Interim Title IX Coordinator
SUNY Cortland
President’s Office
Miller Building, Room 408
607-753-4550
nan.pasquarello@cortland.edu
TitleIX@cortland.edu

APPENDIX A

Definitions and Prohibited Acts and Behaviors

Sexual Harassment in the Employment Setting is defined as:

Unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature when any of the following occurs:

  • Submission to such conduct is made a term or condition of an individual’s continued employment, promotion, or other condition of employment.
  • Submission to or rejection of such conduct is used as a basis for employment decisions affecting an employee or job applicant.
  • Such conduct is intended to interfere, or results in interference, with an employee’s work performance, or creates an intimidating, hostile, or offensive work environment.

Sexual Harassment in the Educational Setting is defined as:

Unwelcome conduct of a sexual nature. Sexual harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature. Sexual harassment of a student denies or limits, on the basis of sex, the student’s ability to participate in or to receive benefits, services, or opportunities in the educational institution’s program.

Harassment on the Basis of Protected Characteristic(s) other than Sex/Gender:

Harassment based on race, color, age, religion, or national origin, disability, sexual orientation or other protected characteristics may be oral, written, graphic or physical conduct relating to an individual's race, color, or national origin (including an individual's ancestry, country of origin, or country of origin of the student's parents, family members, or ancestors) or other protected characteristics that is sufficiently severe, pervasive, or persistent so as to interfere with or limit the ability of an individual to participate in or benefit from the educational institution’s programs or activities, or terms, conditions or status of employment.

Sex Discrimination:

Behaviors and actions that deny or limit a person’s ability to benefit from, and/or fully participate in the educational programs or activities or employment opportunities because of a person’s sex.  This includes but is not limited to sexual harassment, sexual assault, sexual violence by employees, students, or third parties.  Employees should report sexual harassment that they observe or become aware of to the TIXC or AAO.

Sexual assault:

A physical sexual act or acts committed against a person’s will and consent or when a person is incapable of giving active consent, incapable of appraising the nature of the conduct, or incapable of declining participation in, or communicating unwillingness to engage in, a sexual act or acts. Sexual assault is an extreme form of sexual harassment.* Sexual assault includes what is commonly known as “rape,” whether forcible or non-forcible,  “date rape” and “acquaintance rape.” Nothing contained in this definition shall be construed to limit or, conflict with the sex offenses enumerated in Article 130 of the New York State Penal Law, which shall be the guiding reference in determining if alleged conduct is consistent with the definition of sexual assault.

Sexual Violence:

Physical sexual acts perpetrated against a person’s will or where a person is incapable of giving consent. 

Preponderance of the Evidence:

The standard of proof in sexual harassment and sexual assault cases, which asks whether it is “more likely than not” that the sexual harassment or sexual violence occurred. If the evidence presented meets this standard, then the accused should be found responsible.

Retaliation:

An employee or student who participates in the procedure has the right to do so without fear of retaliation.  It will be made clear that retaliation against an employee or a student who has filed a discrimination complaint or a person who serves as a witness will result in appropriate sanctions or other disciplinary action as covered by collective bargaining agreements, and/or applicable University policies.

APPENDIX B  

External Enforcement Agencies

State Headquarters

New York State Division of Human Rights

One Fordham Plaza

4th Floor

Bronx, NY 10458

 

718-741-8400

Fax: 718-741-3214

Albany

New York State Division of Human Rights

Empire State Plaza

Agency Building #2, 18th Floor

Albany, NY 12220

 

518-474-2705

Fax: 518-473-3422

Binghamton

New York State Division of Human Rights

44 Hawley Street

Room 603

Binghamton, NY 13901

 

Tel: 607-721-8467

Fax: 607-721-8470

Brooklyn

New York State Division of Human Rights

55 Hanson Place

Room 304

Brooklyn, NY 11217

 

718-722-2856

Fax: 718-722-2869

Buffalo

New York State Division of Human Rights

The Walter J. Mahoney State Office Bldg

65 Court Street

Suite 506

Buffalo, NY 14202

 

716-847-7632

Fax: 716-847-7625

Manhattan

New York State Division of Human Rights

20 Exchange Place

2nd Floor

New York, NY 10005

 

212-480-2522

Fax: 212-480-0143

New York State Division of Human Rights

Adam Clayton Powell State Office Bldg

163 West 123rd Street

4th Floor

New York, NY 10027

 

212-961-8650

Fax: 212-961-4126

 

Long Island

New York State Division of Human Rights

175 Fulton Avenue

Hempstead, New York 11550

 

Tel:  (516) 538-1360

Fax:  (516) 483-6589

New York State Division of Human Rights

State Office Building

Veterans Memorial Building

Hauppauge, NY 11787

 

631-952-6434

Fax: 631-952-6436

Rochester

New York State Division of Human Rights

One Monroe Square

259 Monroe Avenue

3rd Floor

Rochester, NY 14607

 

Tel: 585-238-8250

Fax: 585-238-8259

Syracuse

New York State Division of Human Rights

333 E. Washington Street

Room 401

Syracuse, NY 13202

 

315-428-4633

Fax: 315-428-4638

Peekskill

New York State Division of Human Rights

8 John Walsh Boulevard

Suite 204

Peekskill, NY 10566

 

914-788-8050

Fax: 914-788-8059

Office of Sexual Harassment

New York State Division of Human Rights

Office of Sexual Harassment

55 Hanson Place

Suite 347

Brooklyn, NY 11217

 

718-722-2060

or 1-800-427-2773

Fax: 718-722-4525

Office of AIDS Discrimination

New York State Division of Human Rights

Office of AIDS Discrimination20 Exchange Place

2nd Floor

New York, NY 10005

 

212-480-2522

or 1-800-522-4369

Fax: 212-480-0143

 

Office of Federal Contract Compliance Programs

201 Varick Street

Room 750

New York, NY 10014

 

212-337-2006

Fax: 212-620-7705

Buffalo District Office

6 Fountain Plaza

Suite 300

Buffalo, NY 14202-2199

 

716-551-5065

Fax: 716-551-4035

New York District Office

26 Federal Plaza

Room 36-116

New York, NY 10278-0002

 

212-264-7742

Fax: 212-264-8166

New York State Department of Labor

State Campus

Building 12,Room 500

Albany, NY 12240-0003

 

518-457-2741

Fax: 518-457-6908

EEOC National Headquarters

1801 L. Street, N.W.

Washington, D.C. 20507

 

202-663-4900

Fax: 202-663-4912

EEOC Field Office

6 Fountain Plaza

Suite 350

Buffalo, NY 14202

 

716-551-4441

Fax: 716-551-4387

OCR National Headquarters

U.S. Department of Education

Office of Civil Rights

Customer Service Team

Mary E. Switzer Building

330 C. Street, S.W.

Washington, D. C. 20202

 

800-421-3481

Fax: 202-205-9862

Office for Civil Rights

New York Office

32 Old Slip, 26th Floor

New York, NY 10005-2500

 

646-428-3800

Fax: 646-428-3843

Appendix C

Complaint Intake and Information Sheet