Part XII, Section VI: Grievance Procedures Related to Complaints of Unlawful or Prohibited Harassment, Discrimination or Improper Relationships Brought Against East Carolina University Faculty Members or Administrators Holding Faculty Status

1. Federal and state laws and/or university policies prohibit unlawful discrimination based on the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex, sexual orientation, gender identity, age, disability, political affiliation, and veteran status (including relationship or association with a protected veteran; or Active Duty or National Guard service). East Carolina University establishes formal procedures for individuals to report concerns if they believe that they are the victims of unlawful or prohibited harassment, discrimination, or have concerns about improper relationships.
   
   The East Carolina University Faculty Manual (Part XII) is subject to university policies governing nondiscrimination, sexual and gender-based harassment and other forms of interpersonal violence at East Carolina University, which are available through the Equal Opportunity & Title IX section of the Department for People Operations, Success, and Opportunity (POSO).
2. Unlawful or prohibited harassment, discrimination, or improper relationships violate East Carolina University’s policies and will not be tolerated.  Members of the University community are encouraged to express freely, responsibly, and in an orderly way their opinions and feelings about any problem or complaint of unlawful or prohibited harassment, discrimination or improper relationships prohibited under the policies of East Carolina University.  The University will take every reasonable step to resolve concerns promptly and confidentially.
3. Any act by a University employee or student of retaliation, interference, restraint, penalty, discrimination, coercion, reprisal, intimidation, threats, or harassment against an employee or student for using the applicable policies responsibly interferes with free expression and openness and violates University policy.  Accordingly, members of the University community are prohibited from acts of reprisal and/or retaliation against those who file complaints, are involved as witnesses, or otherwise try to use University policies responsibly.
4. When complaints of harassment, discrimination, or improper relationships have been substantiated against a faculty member, the provost or dean/executive dean of Brody School of Medicine (as appropriate according to supervisory authority), or the chancellor, may take such disciplinary action as they deem appropriate, including discharge from employment, suspension, or reduction in rank or title in a manner that is consistent with the policies and procedures stated in the POL06.35.04 Faculty Appellate Provisions (Implementing Processes for Sections 603, 604, 605, and 607 of The Code).

Grievance Procedures

1. Faculty subject to sanction(s) for violations of University policies on harassment, discrimination or improper relationships are provided due process through appropriate appeals procedures provided by University policy, and based on the type of sanction imposed.
2. A faculty member may appeal matters directly related to a faculty member’s terms and conditions of employment, based upon a decision made by an administrator in a supervisory role over a faculty member, through provisions governing general grievances contained in Section 5 POL06.35.04 Faculty Appellate Provisions (Implementing Processes for Sections 603, 604, 605, and 607 of The Code).
3. Disciplinary actions of discharge, suspension, or demotion may be appealed following provisions in Section 3 of POL06.35.04 Faculty Appellate Provisions (Implementing Processes for Sections 603, 604, 605, and 607 of The Code). Note that The UNC Code, Section 603 warns that if, within fourteen (14) calendar days after receiving the notice of a serious sanction, the faculty member makes no written request for appeal, the faculty member may be discharged or serious sanction imposed without recourse to any institutional grievance or appellate procedure.
4. Review of specific findings, either positive or negative, of an investigation of complaints of unlawful or prohibited discrimination, harassment or improper relationship may be available under specific university policies. Current information on university policies governing these areas is available at the Department for People Operations, Success, and Opportunity (POSO).

Faculty Senate Resolution #25-55, June 2025.