Office Contact Information

Lisa Miles Affirmative Action Officer 861 Bedford Road Pleasantville, NY Phone: 914-773-3856    Fax: 914-773-3559 156 William Street, 5th Floor Phone: 212-346-1310 Fax: 212-346-1036 E-Mail: LMiles@pace.edu

Zoila Perez EEO Coordinator 156 William Street, 5th Floor Phone: 212-346-1310 Fax: 212-346-1036 E-Mail: ZPerez@pace.edu

The Affirmative Action Office aids in the implementation of the University's commitment to equal opportunity, affirmative action and diversity. This office ensures campus compliance with Federal, State, and Local laws pertaining to non-discrimination and affirmative action.

Prohibits discrimination by employers against any individual with respect to hiring, discharge, compensation, and all terms, conditions and privileges of employment because of race, color, religion, sex, or national origin.

Presidential Executive Order No. 11246 (1965), as amended

Prohibits discrimination by federal contractors against any employee or applicant for employment on the basis of race, color, religion, sex, or national origin. Requires the employer to take affirmative action to expand employment opportunities for women and members of minority groups and to eliminate practices which have the effect of excluding or limiting their employment. Also requires a written affirmative action plan, including goals for overcoming the underutilization of minorities and women in the employer's workforce.

Section 503, Rehabilitation Act (1973)

Prohibits discrimination by federal contractors against any employee or applicant for employment because of physical or mental disability regarding any position for which he or she is qualified. Requires the employer to take affirmative action to employ, promote, and otherwise treat qualified individuals with disabilities without discrimination based on their disability. Also requires a written affirmative action plan, but hiring goals need not be established. Affirmative action does require that an employer take steps to accommodate a qualified worker with a disability unless accommodation poses an undue hardship.

Prohibits discrimination by federal contractors against applicants or employees because they are special disabled veterans or veterans of the Vietnam era in regard to any position for which they are qualified. Requires that employers take affirmative action to employ, advance in employment, and otherwise treat special disabled veterans and Vietnam era veterans without discrimination based on their disability or veteran's status. Also requires a written affirmative action plan, but hiring goals need not be established.

Age Discrimination in Employment Act of 1967, as amended

Prohibits employers from failing or refusing to hire, or from discharging, or from otherwise discriminating against any individual aged 40 or over with respect to compensation and all terms, conditions, and privileges of employment because of the individual's age. Exceptions to the prohibition against forced retirement include certain high-level executives and public safety personnel.

Prohibits employers from discriminating on the basis of sex in paying salaries for equal work requiring equal skill, effort, and responsibility and performed under similar working conditions.

Title I of the Americans with Disabilities Act (1990)

Prohibits employers from discriminating against any qualified employee or applicant for employment because of a physical or mental disability. In addition, it requires employers to make reasonable accommodations for qualified individuals with disabilities unless doing so would impose an undue hardship.

Pace University is committed to achieving full equal opportunity in all aspects of University life. Pursuant to this commitment, the University does not discriminate on the basis of sex, race, age, ethnicity, marital status, national origin, sexual orientation, religion, disability, or veteran status,

In line with its commitment to equal opportunity, the University will take affirmative action to recruit, hire, promote and educate minorities, women, persons with disabilities, and Vietnam-era veterans.

Pace University fully complies with all federal and state legislation and regulations regarding discrimination. 

University Search Policies

Employment Search Policy As an institution of higher education, and as part of its responsibility as a leader in education, Pace University commits itself to play an active role in developing a diverse workforce.  It is an important goal of Pace University to provide to students, faculty and staff, opportunities to interact with colleagues from the widest possible range of racial, ethnic and cultural backgrounds. The search policy guidelines outlined in the document are meant to facilitate the search process and to result in greater diversity at Pace. They will be “piloted” for the August 2001 to July 2002 period for all administrative and faculty searches taking place during that time.  During the year and within individual searches, full evaluations of the search process and potential problems will be reviewed.  In June, 2002, a full review of the process will be undertaken by the President’s Office. It is also a goal of Pace University’s Affirmative Action program to provide for a formal and consistent framework designed to aid us in our affirmative recruitment and compliance with our goals and policies. It is the shared responsibility of the Affirmative Action Officer, the hiring official, the chairperson, and the search committee, to ensure that these procedures are followed, that information about all position openings reaches the broadest possible range of appropriately qualified people, and that special care is taken to assure that recruitment information reaches members of traditionally underrepresented groups. Pace University requires that a search committee be used for the recruitment, selection, and appointment of any individual(s) to full-time faculty positions, tenure or non-tenure track, and administrative leadership positions (officers, deans, department heads and some supervisory level positions).  Oversight of this requirement vests with the Affirmative Action Officer, who reports directly to the President.  Exemption from this requirement may only be granted by the President, upon review and recommendation of the Affirmative Action Officer.  This policy will apply to all position openings, as defined above, and/or searches commencing after August 1, 2001. Searches for authorized vacancies that are not covered by this policy shall still be subject to the same affirmative action review requirements. Adherence to these requirements is the responsibility of the Human Resources Services Department. From time to time the search committee may choose to enlist the services of a search firm.  The committee should work with the Affirmative Action Officer to ensure that the firm chosen is aware of the University’s affirmative action policy, and is willing and able to provide a diverse pool of candidates. Search Committee members should take all reasonable steps to insure the confidentiality of search committee proceedings and records. However, should any information produced during the course of the search become public knowledge, the University reserves the right to issue appropriate statements. The search for new personnel is also an exercise in public communications.  A poorly worded advertisement, imprecise written communications and/or improperly handled interviews or unclear oral communications are all factors which may adversely reflect on the academic community’s perception of the University. Applicants are looking carefully at the University.  Remember the search is not a one-sided proposition.  Unless great care is taken throughout the search process, the most highly qualified and attractive candidates may be lost or choose to withdraw because of a poorly handled search. Employment Search Policy Search Policy Forms

University Policy Prohibiting Sexual Harassment

Sexual Harassment Policy

Pace University reaffirms the principle that its students, faculty and staff shall be free from sex discrimination. Sexual offenses such as rape, sexual abuse, or discrimination in the form of sexual harassment will not be tolerated.

Sexual harassment in any situation is reprehensible; it is particularly damaging when it exploits the educational or professional dependence and trust between individuals with different levels of authority. When the authority and power inherent in such relationships, whether overtly, implicitly, or mistakenly, are abused, there is potentially great damage to the individual, the alleged offender, and to the educational and professional climate of the University.

Sexual harassment is defined under University policy as an attempt to coerce an unwilling person into a sexual relationship, or to subject a person to unwanted sexual attention, or to punish a refusal to comply or to create a sexually intimidating, hostile, or offensive working or educational environment. Sexual harassment includes a wide range of behaviors, from the actual coercing of sexual relations to the unwelcome emphasizing of sexual identity, verbal harassment or abuse, unwelcome sexual advances and unnecessary touching. This definition will be interpreted and applied consistent with accepted standards of mature behavior, academic freedom, and freedom of expression.

Members of the University community who believe they have been sexually assaulted or harassed may obtain redress through the established informal and/or formal procedures set forth in the University Discrimination Grievance Procedure. All complaints will be addressed promptly and equitably. The informal channels are designed to provide counseling and an evaluation of options — all completely confidential and off the record. The formal procedures handle cases when the charge is written and signed and can result in an investigation.

Online Sexual Harassment Course

1. Definitions:

Discrimination Claims: Allegations of unlawful discrimination on the basis of race, creed, color, national or ethnic origin, religion, age, sex (including sexual harassment), marital status or handicap in any educational or employment program, policy or practice of Pace University.

Affirmative Action Officer (AAO): Administrator responsible for the coordination and implementation of University policy and procedure regarding discrimination claims.

University Grievance Reserve Pool (Pool): The group from which panelists will be drawn to hear grievances, shall be composed of administrators, faculty, staff and students to be selected by the University Senate in consultation with the AAO.

Discrimination Hearing Panel (Panel): Three-member panel formed to conduct a hearing with respect to a formal written complaint alleging discrimination. Panel shall be selected from the Pool in the manner set forth below.

2. Informal Procedure:

Seek, at staff member’s option, to resolve complaint through management line described in procedures for non-discrimination grievances.

3. Formal Procedure:

1. Preparation of Complaint: If for any reason the complaint is not resolved informally to the satisfaction of the staff member, within a reasonable period of time, the staff member should contact the AAO, who will assist the grievant in the preparation of a formal written complaint.

2. Service of Complaint and Convening of Panel: As soon as practicable, after preparation of a formal complaint, the AAO shall:

• Serve the complaint upon the respondent.

• Convene a panel from the Pool.

3. Panel Selection:

1. The grievant and the respondent shall each select one panelist from the Pool. The third panel member shall be selected by the aforesaid two panelists, and shall serve as Chairperson of the Panel.
2. In the event that either party does not select a panel member, the AAO shall fill the vacancy or vacancies from the Pool.
3. In the event the first two panelists selected cannot agree upon a third panelist, the AAO shall make such selection from the Pool.
4. The AAO shall be an ex-officio non-voting member of the Panel.

4. Procedural Guidelines:

1. Each of the parties shall be afforded an opportunity to present an opening and closing statement.
2. The grievant and his/her witnesses shall be heard first.
3. The respondent shall be given an opportunity to testify and present evidence and witnesses, but shall not be compelled to testify against his/her will, nor shall an inference be drawn from the failure to testify.
4. Each of the parties or their advisor shall have an opportunity to hear and question adverse witnesses.
5. The decision of the Panel shall be based solely upon evidence presented at the hearing.
6. A finding of the Panel shall be based on a fair preponderance of credible evidence.
7. The burden of proof rests with the grievant.
8. A tape recording of the hearing shall be made at the University’s expense. Said recording shall be retained by the AAO for a period of one year. A party to the proceeding may obtain a written transcript or a copy of the tape recording at his/her expense.
9. The failure of a party to either respond to the complaint or to participate in a hearing shall not preclude the Panel from proceeding and rendering its decision.
10. Within thirty days after the conclusion of the hearing, the Panel shall prepare a written opinion as to whether the charges alleged in the complaint have been substantiated, stating the findings relied upon for such conclusion. A minority opinion and recommendation regarding action to be taken may be included. When such opinion is completed, the Panel shall serve copies thereof upon the parties and shall submit the opinion to the President. The Panel’s opinion and recommendations are advisory in nature and are not binding upon the President.

5. Decision and Notice of Decision: As soon as practicable after receipt of the Panel’s opinion, the President shall render a written decision as to whether the charges have been substantiated. Such decision shall be communicated to the parties.

6. Remedial Action: If the President finds that the grievant’s charges have been substantiated, he shall confer with the grievant to determine appropriate corrective action. The University will implement corrective action upon receipt from the grievant of a signed statement releasing the University from all claims that the grievant might have arising out of the incidents or conditions upon which the grievance was based.

7. Miscellaneous General Provisions:

1. Time Limits: All time limits contained in the foregoing procedures may be extended by mutual written consent of the parties or by the AAO.

2. Confidentiality of Proceedings: The University shall take all reasonable steps to insure the confidentiality of all proceedings, hearings and the records produced therefrom. However, should any matter developed during the course of the proceedings become public knowledge, the University reserves the right to issue appropriate statements.