The affected party may seek input from a supervisor, the Office for Institutional Equity and Diversity or University Human Resources regarding how to resolve the concern. Consultations do not require a formal investigation.
To request consultation, call 919.513.0574 or email email@example.com to schedule an appointment. Appointments are not required for consultation but are highly recommended.
When an issue has been reported to OIED, an investigator will conduct a preliminary review of the issue to determine how best to address the concerns.
Informal and Facilitated Resolutions
At any time after a formal complaint has been filed, parties may opt to resolve the issue through an informal resolution or facilitated resolution. A facilitated resolution is an informed, signed, voluntary agreement between the parties and NC State to resolve a formal complaint utilizing strategies such as facilitations, educational interventions, or other restorative principles to address the concern, prevent its recurrence, and/or restore the community. The facilitated resolution process allows the parties an opportunity to resolve the issue without a formal hearing and the process is facilitated by a trained, neutral facilitator provided by NC State.
Once an investigation is initiated, EOE will notify the respondent. The respondent will have an opportunity to respond to the allegations. Every effort will be made to complete the investigation within 120 calendar days of the filing or referral of the complainant; however, the investigation may be extended when deemed necessary.
For more information about resolution procedures, please see the NC State regulations: Discrimination, Harassment and Retaliation Complaint Procedure (REG 04.25.02) and Title IX Sexual Harassment Resolution Procedure (REG 04.25.08).
Additional Options for Employees
In accordance with the SHRA Employee Grievance Policy, employees may also file a grievance within 15 calendar days of alleged unlawful discrimination, harassment or retaliation by filing through the Office for Institutional Equity and Diversity or University Human Resources Employee Relations. The complaint shall first proceed through the University Equal Employment Opportunity (EEO) Informal Inquiry process for review in accordance with NCSU REG 04.25.02 – Discrimination, Harassment and Retaliation Complaint Procedures or NCSU REG 04.25.08 Title IX Sexual Harassment Resolution Procedure, as applicable. If the complaint is not successfully resolved during the EEO Informal Inquiry process, the SHRA employee may then file a Step 1 grievance with Employee Relations within 15 calendar days of the written notification from OIED regarding the closure of the EEO Informal Inquiry process.
In accordance with NCSU POL 05.25.03 – Review and Appeal Processes for EHRA Non-Faculty Employees (EHRA Professionals and Tier-II Senior Academic & Administrative Officers), an EHRA employee may file a EHRA Review and Appeal Form with University Human Resources Employee Relations within 30 days of an adverse employment action based on unlawful discrimination, harassment, or retaliation.
The Equal Employment Opportunity Commission (EEOC) ) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. This option is available to all employees concurrently with, or instead of, the university process. It is administered by the EEOC.