Equal Employment & Educational Opportunity Policies

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Notice of Nondiscrimination

Equal employment and equal educational opportunity have been and will continue to be fundamental principles at Manhattan School of Music, where employment and enrollment are based upon personal capabilities and qualifications without discrimination or harassment because of race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship or veteran status, disability, or any other characteristic protected by federal, state, or local laws and regulations. Manhattan School of Music does not permit retaliation against individuals who oppose a discriminatory practice or participate in an investigation.

This policy of equal opportunity applies to all policies and procedures relating to recruitment, hiring, admission, financial aid, compensation, benefits, termination, and all other terms and conditions of employment and education.

The office of the Vice President for Administration and Human Relations maintains reporting and monitoring procedures for these policies. Questions or concerns should be referred to the Vice President for Administration and Human Relations. Students may direct their questions and concerns to the Provost, Dean of Students or the Vice President for Administration and Human Relations and Title IX Coordinator.

Appropriate disciplinary action may be taken against any faculty or staff or student for violating this policy after review and investigation by administration.

Anti-Harassment Policy

Manhattan School of Music is committed to a work and learning environment in which all individuals are treated with respect and dignity. Each individual has the right to teach, learn, work and/or study in a professional atmosphere that promotes equal opportunity and prohibits discriminatory practices, including harassment. Therefore, Manhattan School of Music expects that all relationships among persons in the School will be professional and free of bias, prejudice, and harassment. It is the policy of the School to ensure equal opportunity without discrimination or harassment based on race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship or veteran status, disability, or any other characteristic protected by federal, state, or local laws and regulations. The School prohibits and will not tolerate any such discrimination or harassment.

Complaint Procedure: Reporting an Incident of Harassment, Discrimination, or Retaliation

Manhattan School of Music strongly urges the reporting of all incidents of discrimination, harassment, or retaliation, regardless of the offender’s identity or position in the School. Any faculty, staff member, or student who believes he or she has experienced conduct that is contrary to the School’s policy, or who has concerns about such matters, should file a complaint as soon as possible before the conduct becomes severe and pervasive. Faculty may address their complaints to their immediate supervisor, the Vice President for Administration and Human Relations or the Provost. Staff may address their complaints to their immediate supervisor, the Vice President for Administration and Human Relations or the Vice President for Business and Finance. Students who experience conduct they believe is contrary to the School’s policy may address their complaints to the Vice President for Administration and Human Relations, the Provost, or the Dean of Students. This procedure, including its investigation and disciplinary processes, supersedes all other grievance procedures otherwise applicable.

Faculty, staff, and students should not feel obligated to file their complaints with their department chairs or supervisors before bringing the matter to the attention of the Vice President for Administration and Human Relations, the Vice President for Business and Finance, the Provost or the Dean of Students.