CHAPTER 12 – PLACEMENT

12.01. Equal Employment Opportunities, Policy Statement.

The College of Law, together with other law schools in Ohio and the nation, has expanded opportunities in legal education for students who belong to minority groups and for women. It is the joint responsibility of the College and the legal profession at large to ensure that all students are afforded equal employment opportunities. Many employers have taken positive steps to ensure that law school graduates are employed on the basis of full equality. The placement services of the College of Law are available only to employers who provide equal employment opportunities for all, regardless of sex, race, color, creed, religion, disability, national or ethnic origin, sexual orientation, or Vietnam-era veteran status or disabled veteran status, except as mandated by pertinent legal requirements.

Source: Faculty minutes, October 21, 1970, May 24, 1978, May 2, 1979, and March 17, 1999.

12.02. Publication, Equal Employment Opportunities Statement.

The statement set out in Rule 12.01 shall be incorporated in the College of Law Bulletin and in any general placement brochure prepared or issued by the College. Such statement shall be mailed annually as part of the placement brochure if one is published or otherwise in printed form to all persons and organizations (firms, corporations, and agencies) who may reasonably be expected to contemplate recruiting among students of the College, being those primarily who have contacted the College for recruitment purposes in the past several years by telephone or mail whether or not they have actually interviewed at the College. Such statement shall be provided for each interviewer who comes to the College to conduct placement interviews.

Source: Faculty minutes, October 21, 1970, and March 17, 1999.

12.03. Complaints by Students of Discriminatory Practices, Time Limits.

Students shall be informed of the policy set out in Rule 12.01 and advised that, if they wish to register a complaint of discriminatory practices, they should address themselves to the Director of Placement within a reasonable time.

Source: Faculty minutes, November 4, 1970, and March 17, 1999.

12.04. Complaints of Discriminatory Practices: Action by Director of Placement; Hearing Panel.

A. Upon receiving a complaint, the Director of Placement shall consider whether there are reasonable grounds to believe that a violation of the Equal Employment Opportunity policy has occurred. If the Director determines such grounds to exist, the matter shall be referred to the Dean.

B. If the Director finds no reasonable grounds to believe that a violation of the Equal Employment Opportunity policy has occurred, the Director shall, if the complainant desires, 71 convene a panel consisting of two tenured faculty members and one student. The faculty members shall be drawn according to seniority on the faculty from the committees on Affirmative Action/Minority Affairs and Admissions. The student shall be drawn from the hierarchy of officers in the Student Bar Association, according to rank but excluding the President. This panel shall consider whether there are reasonable grounds to believe that a violation has occurred. If the panel is unanimous in concluding that there are no reasonable grounds to believe that a violation has occurred, the complaint shall be rejected. In all other cases, the complaint shall be forwarded to the Dean.

Source: Faculty minutes, November 4, 1970, March 17, 1999, and February 12, 2003.

12.05. Conciliation of Complaint of Discrimination.

The Dean or his or her designee may attempt to conciliate the matter between the complainant and the person or organization named in the complaint.

Source: Faculty minutes, November 4, 1970, and March 17, 1999.

12.06. Complaint to Administration Committee of College, When.

If the matter is not resolved by conciliation to the satisfaction of the complainant within a period of four weeks, the complainant may bring his or her complaint before the Administration Committee, within a reasonable time, for a hearing and disposition.

Source: Faculty minutes, November 4, 1970, and March 17, 1999.

12.07. Administration Committee to Hear Complaints of Discrimination, When, How Constituted, Notice, Burden of Proof, Counsel, Disposition.

The Administration Committee, excluding the Deans and any person who has participated in the matter at an earlier stage, shall hear complaints submitted to it pursuant to the procedure set forth above. The Committee shall ensure that the person or organization named in the complaint receives reasonable notice of the substance of the complaint and an opportunity to be heard, confront the complainant, and present evidence material to the disposition of the matter. The burden of proof by a preponderance of the evidence shall be on the complainant. The parties to such proceeding may be assisted by counsel or an advisor of their choice, and if either party retains a member of the faculty as counsel or advisor, the Dean shall appoint another member of the faculty to act as counsel or advisor to the other party if such party desires that the Dean do so. The Committee shall make a final determination on questions of law and fact and shall impose such remedial action as it deems appropriate. The Committee shall report its disposition of the matter to the faculty for its information.

Source: Faculty minutes, November 4, 1970, and March 17, 1999.

12.08. Remedial Action When Discriminatory Practice Found.

Remedial action shall be limited to: (a) warning; (b) a pledge of future non-discrimination as a condition of continued use of placement facilities; (c) suspension from use of placement services; or (d) exclusion of a specific individual from interviewing at the College for particularly odious personal conduct.

Source: Faculty minutes, November 4, 1970.

12.09. File of Unfair Employment Practices Complaints.

The Director of Placement shall keep a file of all complaints of unfair employment practices received and shall record the disposition made of each complaint.

Source: Faculty minutes, November 4, 1970.

 

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