Equal Employment Opportunity Complaint Process

The George Washington University is an Equal Opportunity Employer committed to maintaining a non-discriminatory, harassment-free, and diverse work environment. The university does not unlawfully discriminate on the basis of protected characteristics, or on any other basis prohibited by applicable law in any of its programs or activities.

Equal Employment Opportunity & Access (EEOA) is the office responsible for investigating complaints of discrimination against non-faculty employees at GW (including staff, post-docs, and librarians). Any members of the University community, including staff, students, faculty, visitors or job applicants, who feel they have faced or witnessed discrimination by a non-faculty employee may file a report by completing the Discrimination and Harassment Report Form and may also contact EEOA about their concerns. EEOA investigators work to ensure compliance with GW’s Equal Opportunity, Non-Discrimination, and Anti-Harassment Policy. The university encourages all individuals to report a potential violation of the university’s policy using the Discrimination and Harassment Process set forth below.

If you are a staff member and believe you have been subjected to adverse action in the terms and conditions of your employment but do not believe it was due to discrimination, please observe the procedures set forth in the Employee Relations Complaint process.

The EEOA Office may be contacted by telephone at 202-994-9656 or by email at eeogwu [dot] edu.

Discrimination, Harassment, and Related Retaliation Complaint Procedures 

If you believe you have witnessed or experienced discrimination in violation of  GW’s Equal Opportunity, Non-Discrimination, and Anti-Harassment Policy (the “EO Policy”), EEOA (or another designated office) will investigate in accordance with the university’s Discrimination, Harassment, and Related Retaliation Complaint Procedures.

How to Report a Complaint

The university encourages all individuals to report a potential violation of the university’s policy by completing the Discrimination and Harassment Report Form. If you need to contact the EEOA office directly, you may do so in person (appointments are encouraged to ensure someone is available to meet with you), by telephone, or by email:

Office of Equal Employment Opportunity and Access (EEOA Office)
2013 H Street, NW, Suite 202
Washington, D.C. 20006
202-994-9656
eeogwu [dot] edu

Individuals are encouraged to file a complaint as soon as possible. Passage of time can affect the efficacy of the investigations as well as the quality of evidence.

If you have a Sexual And Gender-Based Harassment And Interpersonal Violence complaint, you have a right to file a complaint directly with the university’s Title IX Office, Office of Diversity, Equity, and Community Engagement, via 24/7 Sexual Assault & Intimate Violence (SAIV) Helpline at 202-994-7222 or report an Incident, without first reporting to the EEOA Office. SAIV is a confidential crisis helpline for GW students impacted by sexual harassment, sexual assault, dating and domestic violence and stalking.

Who can file a complaint

Anyone can submit a report of discrimination or harassment on the basis of protected characteristics, as defined in the EO Policy, and/or related retaliation (hereafter “complaint”) against a member of the university community via a central reporting form. Those who provide information are encouraged to give as much detail as they are willing and able to do and provide their contact information so that the university can request clarification or additional information as needed. A reporter’s decision to remain anonymous may inhibit the university’s ability to investigate and/or remediate a complaint due to incomplete information.

The Complaint Process

EEOA will investigate reports of discrimination against non-faculty employees in accordance with the university’s Discrimination, Harassment, and Related Retaliation Complaint Procedures.

Appeals

Appealing Parties should notify EEOA within ten (10) business days of their intent to appeal after receiving the "Notification of Investigation Outcome" sent to all parties by sending an email to eeogwu [dot] edu.  Parties will be provided with an "Appeal Request" form to be submitted directly to the EEOA office or sent via email at eeogwu [dot] edu. Within ten (10) business days from receipt of the "Appeal Request", the EEOA team will convene an appeals committee comprised of HR directors and/or University Administrators to review the appeal request.  If the Committee finds grounds for appeal, they will review the investigation file to determine whether EEOA's findings were clearly erroneous based on the evidence provided or improper application of a university policy. While Parties cannot submit new evidence on appeal that was available at the time of the investigation, they may submit newly available evidence that is likely to have changed the outcome of the investigation. In its discretion, the Committee may request from the parties and/or the EEOA investigator additional information necessary to their review. The Committee's determination is final and cannot be appealed further.

Administrative Discretion

• In limited situations, the EEOA Office will conduct an investigation into allegation(s) of a violation of university policies and procedures where no staff member has filed a specific complaint.
• In limited situations, the EEOA Office will not conduct an investigation, if after reviewing the allegations set forth in the complaint form and consulting with the Complainant, it is  concluded that the Complainant has not alleged a cause of action that violates the law and/or GW policies. Where applicable, the complaint may be referred to another office for resolution.

Timeframe

EEOA strives to complete all investigations in a timely manner. The exact  timeframe to conduct an equitable investigation may depend upon various factors, including witness availability, case complexity, and other extenuating circumstances.

The timeframe for the appeals process depends upon a variety of factors, although every effort is made to complete the appeal process as quickly as possible.

Expectations 

Non-Retaliation

Retaliation against a person who makes a good faith report of violations of laws, regulations, or university policies, and/or who provides information or participates in a complaint review process, is prohibited. Additional information can be found in the university’s GW’s Equal Opportunity, Non-Discrimination, and Anti-Harassment Policy and Non-Retaliation Policy. 

Allegations of retaliation will be investigated and may result in disciplinary action, up to and including termination of the accused retaliator if substantiated. Members of the university community who believe that they have been retaliated against for engaging in protected activity 

Obligation to Provide Truthful Information

All university community members are expected to provide truthful information in this process. Intentionally submitting or providing false or misleading information may subject employees to disciplinary action, up to and including termination. This provision does not apply to reports made or information provided in good faith, even if the facts alleged in the report are unsubstantiated.    

Cooperation

All university community members are expected to cooperate fully with the investigation and disciplinary procedures. 

Confidentiality and Privacy

To the extent possible, the university will protect the confidentiality of Complainants, witnesses, and accused parties and, if information is disclosed, will disclose it on a need-to-know basis. However, parties should understand that in order to investigate the matter and provide the other party with notice of the allegations and an opportunity to respond, the university may need to reveal the identity of the complainant and relevant witnesses. Individuals involved in investigations or disciplinary proceedings under this complaint process are encouraged to exercise discretion in sharing information with individuals outside the EEOA office in order to safeguard the integrity of the process. All parties, however, are encouraged to maintain the confidentiality of sensitive information gathered or learned in the process.

Actions upon Completion of Investigation and/or Appeal

In all instances, the Disciplinary Authority may consult with their HR Business Partner to ensure that the sanction and/or remedies satisfy the university’s obligation to maintain a non-discriminatory, and harassment-free work environment.