Procedures for Addressing Complaints of
Violations of This Policy
When New England Conservatory receives any complaint of harassment it will promptly investigate the allegation in a fair and expeditious manner. New England Conservatory will make every effort to proceed in such a way as to maintain confidentiality to the extent practicable under the circumstances. If it is determined that inappropriate conduct has occurred NEC will act promptly to eliminate the offending conduct, and where appropriate we will also impose disciplinary action.
Procedure: If an individual believes that s/he has been subjected to discrimination or sexual or other harassment prohibited by this policy, whether by a supervisor, a co-worker, faculty member, student, vendor, contractor or any other person with whom s/he comes in contact at the Conservatory, the individual should report the incident promptly to his/her supervisor or Department Head, Dean of Students, Assistant Dean of Students or the Director of Human Resources at X1229, or to those listed in Section X of this policy.
If the particular circumstances make a discussion with or a complaint to an employee’s own supervisor inappropriate (for example, the complaint involves the employee’s supervisor, or the employee fears retaliation by his/her supervisor), the employee should bring the matter immediately to his/her Department Head, the Director of Human Resources at X1229, or to those listed in Section X of this policy. Any person who receives a complaint of sexual harassment or discrimination from an employee or student, or who otherwise knows or has reason to believe that an employee or student has been subjected to sexual harassment or discrimination, is expected to report the incident promptly to the Director of Human Resources for investigation.
The following is an outline of the procedure generally followed once a complaint has been brought to the attention of the Conservatory:
A prompt and impartial investigation of the complaint is conducted by the Conservatory Investigators or by their designee. (For example, for a complaint against a student, this would be the Dean of Students or Assistant Dean of Students.) This investigation will consist of (but will not necessarily be limited to) interviews of the individual who made the complaint, of the person or persons against whom the complaint was made and of other individuals who may have witnessed the reported incident or incidents.
Upon completion of the investigation, the person who conducted the investigation will meet individually with the individual who made the complaint and the individual or individuals against whom the complaint was made, to report the results of the investigation and, where a remedy is determined to be appropriate, to inform the parties of the steps that will be taken to remedy the situation.
In the event that the investigation reveals that sexual harassment, discrimination, or other inappropriate or unprofessional conduct (even if not unlawful) has occurred, further action will be taken, including disciplinary action, such as but not limited to reprimand, change in work assignment, loss of privileges, mandatory training or suspension and/or immediate termination.
All actions taken to investigate and resolve complaints through this procedure shall be conducted with as much privacy, discretion and confidentiality as possible without compromising the thoroughness and fairness of the investigation. All persons involved are to treat the situation with respect. To conduct a thorough investigation, the Investigator(s) may discuss the complaint with witnesses and those persons involved in or affected by the complaint, and those persons necessary to assist in the investigation or to implement appropriate disciplinary actions.
No Retaliation for Filing a Complaint of
Sexual Harassment or Unlawful Discrimination
Retaliation against any individual for making a complaint of sexual harassment or of any unlawful discrimination or for assisting in the investigation of such a complaint is illegal and will not be tolerated. Any acts of retaliation will be subject to appropriate disciplinary action, such as but not limited to reprimand, change in work assignment, and loss of privileges, mandatory training or suspension and/or immediate termination.