Reporting to the Executive Director of Boston University's Equal Opportunity Office, who serves as the University's Title IX Coordinator, the primary role of this position is to investigate and resolve complaints of unlawful discrimination and harassment against employees under the University's Equal Opportunity Policy and Sexual Misconduct/Title IX Policy. The Equal Opportunity Office investigative team works together to respond to and address complaints and concerns about harassment and discrimination, to address its effects, and to promote an environment free of harassment and discrimination on both of its campuses and off-campus sites, with a combined population of approximately 12,000 employees.
Other duties include developing and presenting training for various groups at all levels of the University; assisting the Executive Director/Title IX Coordinator with matters related to student sexual misconduct; and working with individual employees and departments to evaluate requests for and implement reasonable accommodations for employees with disabilities.
Complaint Investigation and Resolution
Investigate complaints against faculty, staff, and other affiliates, of unlawful discrimination and harassment based on race, color, religion, sex, age, national origin, physical or mental disability, sexual orientation, gender identity, genetic information, military service, or because of marital, parental, or veteran status. Conduct prompt, thorough, impartial investigations; ensure the provision of appropriate interim measures; ensure that all parties and witnesses are aware of their rights and resources and are able to access support and other services; communicate effectively with other offices (e.g., dean's offices, General Counsel's office, police department, faculty and staff assistance) as needed.
Prepare detailed reports of findings analyzing all evidence and concluding whether violation of policy(ies) has occurred. Provide responses regarding outcomes to all parties. Work with appropriate colleagues to ensure any unlawful discrimination or harassment found is eliminated and its effects are redressed. Assist in preventing the occurrence of retaliation against complainants, witnesses or others. Keep thorough documentation of timelines and steps taken during both the investigation and resolution phases of the response to complaints. Enter information into case management database in a timely manner. Provide on-going updates to Executive Director/Title IX Coordinator. Inform Executive Director/Title IX Coordinator of any education/training needs that become apparent during the course of the investigation and resolution of complaints. Prepare periodic reports analyzing types of complaints received, status of involved parties and outcomes. Occasionally assist with cases involving student on student sexual misconduct.
Training and advising
Assist Executive Director/Title IX Coordinator and Assistant Director in developing various kinds of training programs for faculty and staff at all levels of the University. Present programs to a wide range of groups. Assist the Executive Director/Title IX Coordinator in developing appropriate prevention efforts for educating students, in collaboration with other departments (e.g, Student Affairs Division, Athletics).
Advise managers and supervisors regarding response to concerns they may present regarding potential unlawful harassment and discrimination within their departments or between employees. Provide guidance on reporting obligations and appropriate actions to address sensitive situations.
Evaluation and implementation of requests for reasonable accommodation
Review requests from employees for reasonable accommodation of a disability(ies). Ensure that necessary medical documentation is received from the employee's medical provider(s). Engage in an interactive process with the employee to determine whether the requested accommodation is reasonable and feasible. Determine whether there are any barriers to implementing the requested accommodation (e.g., undue hardship for the department) and if so, explore other options that would allow the employee to perform the essential duties of the position. Collaborate with Occupational Health and Human Resources as appropriate during this process.
Work with departments and other offices (e.g., Environmental Health and Safety, Human Resources, Facilities, Disability Services) to implement reasonable accommodations that are granted. Monitor outcomes as appropriate. Assist departments in addressing any workplace issues arising from providing reasonable accommodations.
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