Office for Equity & Inclusion

Nondiscrimination in Education and Employment Policy

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In accordance with Section 46a-68-46 of the Affirmative Action Regulations of Connecticut State Agencies, the following procedures provide an internal process for the handling of complaints involving claims of discrimination or harassment, including sexual misconduct/violence. This procedure is designed to further implement Central Connecticut State University (Central) policies relating to Nondiscrimination in Education and Employment, Sexual Harassment and Sexual Misconduct by providing a process through which individuals alleging violation of these policies may pursue a complaint. This includes allegations of retaliation, discrimination, harassment based on age; ancestry, color; gender identity and expression; intellectual disability; learning disability; mental disability; physical disability; marital status, national origin; race; religious creed; sex, including pregnancy, transgender status, sexual harassment and sexual assault; sexual orientation; veteran status; or any other status protected by federal or state laws When responding to an internal complaint, disclosure of information relating to the internal complaint and the identity of the complainant will be handled with appropriate sensitivity and in accordance with applicable laws.


Discrimination: Discrimination is defined as conduct that is directed at an individual because of his or her protected class and subjects the individual to different treatment so as to interfere with or limit the ability of the individual to participate in, or benefit from, the services, activities, or privileges provided by the university or otherwise adversely affects the individual's employment or education.

Discriminatory harassment: Discriminatory harassment is defined as verbal or physical conduct that is directed at an individual because of his or her protected class, and that is sufficiently severe, persistent or pervasive so as to have the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile or offensive work or educational environment.

Retaliation: Retaliation is subjecting a person to a materially adverse action because he or she made a complaint under this policy or assisted or participated in any manner in an investigation under this policy.


The responsibility for implementation of this policy is assigned to the Chief Diversity Officer, who may delegate duties as appropriate. The Office for Equity & Inclusion will promptly address each complaint and make reasonable efforts to expeditiously affect a resolution. The investigation of such complaints will be managed with appropriate sensitivity.

State and federal agencies that process discrimination complaints

Several state and federal agencies enforce laws concerning discrimination in employment and education. Because each agency has its own limitation period for filing complaints, the complainant should contact the agency for accurate advice. The following is a list of some of those agencies.

Offices of the Connecticut Commission on Human Rights and Opportunities

999 Asylum Avenue, Hartford, CT 06105 (860) 566-7710
100 Broadway, Norwich, CT (860) 886-5703
55 W. Main Street, Suite 210, Waterbury, CT 06702 (203) 805-6530
350 Fairfield Avenue, 6th Floor, Bridgeport, CT 06604 (203) 579-6246

United States Department of Labor Wage and Hour Division

135 High Street
Hartford, CT 06103
(860) 240-4277

United States Department of Education, Office for Civil Rights

33 Arch Street, Ninth Floor
Boston, MA 02110
(617) 289-0111

Connecticut Labor Department

Regulation of Wages Division
200 Folly Brook Boulevard
Wethersfield, CT 06109 (860) 566-3450

Equal Employment Opportunity Commission

John F. Kennedy Federal Office Building
Government Center, Room 475
Boston, MA 02203 (617) 565-3200

Connecticut Permanent Commission on the Status of Women

18-20 Trinity Street
Hartford, CT 06106 (860) 240-8300