Equal Employment & Educational Opportunity Policies

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Equal Employment and Educational Opportunity Policies

Manhattan School of Music expects that all relationships among persons in the School will be professional and free of bias, prejudice, discrimination, 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.

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 Manhattan School of Music Title IX /Sexual Misconduct Policy Protecting Students pertains to students who experience sexual harassment.

That policy can be found here:

www.msmnyc.edu/msm-title-ix-sexual-misconduct-policy.

NOTE: All MSM employees, regardless of title or supervisory role, are obligated to report instances of sexual assault either to the Title IX Coordinator, Carol Matos, Vice President for Administration & Human Relations, or anonymously by filling out the Sexual Misconduct Report Form online at www.msmnyc.edu/sexual-misconduct-report-form

Persons and Conduct Covered by these Policies

The School’s Equal Employment and Equal Opportunity Policies apply to faculty, staff, applicants for employment or enrollment, and students in the School and in School-sponsored settings outside the School facilities, such as School-sponsored artistic and social events.  The School’s policies prohibit unlawful discrimination, harassment, and retaliation whether engaged in by faculty, staff, or students, or, to the extent the School exercises control over the non-affiliated individual, by someone associated with, although not directly employed or enrolled by, the School (e.g., an outside vendor, consultant, guest artist, competition judge, etc.).

Faculty, department chairs, and supervisory and managerial staff are responsible for taking reasonable steps so that no faculty, staff, or student is subjected to conduct that constitutes discrimination or harassment in the School and in School-sponsored settings.  Any faculty or staff member or student who has knowledge of any discriminatory, harassing, or retaliatory conduct is encouraged to make a report in accordance with the complaint procedure set forth below.

Notice of Nondiscrimination

 Equal employment and equal educational opportunity are fundamental principles at Manhattan School of Music. The School strictly prohibits 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.

The office of 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 and Title IX Coordinator.  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.