Williams College Employee Handbook

Faculty Handbook . | . Administrative Staff Handbook . | . Support Staff Handbook

Discrimination Grievance Procedures

Reporting and Further Action

If at any point during the discrimination grievance procedures, the respondent’s behavior threatens immediate harm to others members of the community, he or she may be temporarily suspended, without prejudice. The need for and the conditions of the temporary suspension shall be decided by the President in consultation with the Dean of the College, if the respondent is a student; with the Vice-President for Operations, if the respondent is a member of staff; and with the Committee on Appointments and Promotions, if the respondent is a member of the faculty. Ordinarily, the suspension for faculty or staff will be with pay.

In the event that a criminal case is brought in which the factual issue is the same as that currently within the College’s internal procedures, the internal procedures may be temporarily suspended upon the request of the respondent.

At the beginning of each academic year, the executive officers who play a role in the discrimination grievance procedures, shall report to the College community the number of cases heard in the prior year and which of those cases, if any, came before a grievance committee. They shall specify any findings of discriminatory behavior, the resolution of the cases, and the disciplinary actions, if any, that were taken. They shall do so, however, in a way that protects the privacy of the parties to the case.

Discrimination Grievance Procedures

Office of the Vice President for Strategic Planning and Institutional Diversity
Revised June 30, 2006

Faculty Handbook . | . Administrative Staff Handbook . | . Support Staff Handbook