Policy No. 510-A – RFCUNY Employee Complaints

The purpose of this policy is to facilitate the orderly resolution of employee complaints of unfair or improper treatment, including discrimination and harassment.

This policy applies to all employees of the Research Foundation of The City University of New York. This policy does not apply to students on stipends or foreign nationals employed outside the U.S. by the Research Foundation. Where sponsoring agencies require different procedures for the processing of employee complaints, such procedures shall supersede those contained in this policy.

The Research Foundation supports the right of an employee to present a complaint when the employee believes they have been subject to unfair or improper treatment, including discrimination and harassment, and/or a misapplication of employment related rules, regulations, or procedures.

A complaint is a claimed violation or misapplication of the rules, regulations or written policies of the Research Foundation related to the terms and conditions of employment, and/or a claim of discrimination, harassment, or unfair treatment based on race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, veteran status, or other legally protected characteristic.

• An employee who wants to file a complaint should contact the Office of Human Resources, Employee and Labor Relations, at the Research Foundation of The City University of New York (“Employee and Labor Relations”), to schedule a meeting to review the complaint, discuss the formal complaint process, review the policy on non-retaliation, and determine if the complaint would be handled under this or another policy.
• Following the meeting with Employee and Labor Relations, if the employee wishes to pursue a formal complaint, Employee and Labor Relations will ask the employee to present their complaint in writing and provide any relevant documentation.
• Employee and Labor Relations will then begin a thorough investigation into the complaint, ensuring confidentiality to the degree possible. The investigation will involve meeting with the person the complaint is against, as well as any individuals who have direct knowledge related to the complaint. All parties involved in the investigation will be informed about the statement against retaliation in this policy.
• In the event the complaint involves one or more employees of the City University of New York, Employee and Labor Relations will partner with City University of New York personnel to conduct a joint investigation.
• Upon completion of the investigation, Employee and Labor Relations will send a letter to the employee who filed the complaint, informing them as to the outcome of the investigation. A similar letter will be sent to the employee the complaint is against.
• If Employee and Labor Relations determines that there was unfair, improper, discriminatory, or harassing conduct against the employee who filed the complaint, appropriate disciplinary action will be taken against the offending employee.
• All investigations will be concluded within 30 business days from receipt of the complaint except when circumstances warrant an extension of the investigation period. The complainant will be informed when additional time is needed.

The Research Foundation prohibits any form of retaliation against an employee who files a complaint in good faith as well as against any employee who participates in an investigation. Upon receipt of information showing such retaliation, Employee and Labor Relations will investigate the matter and take appropriate action.

The provisions of this policy were updated on March 5, 2025.