The Seminary will actively and expeditiously investigate any allegation of discrimination or discriminatory harassment. Any person who believes that he or she has been subject of discrimination or discriminatory harassment may initially choose to deal with the alleged offender directly. The Seminary also offers several options for those seeking the intervention of the offices and individuals who are authorized to respond to their complaints. These include informal counseling, mediation, and formal processes for having their complaints reviewed. The Seminary encourages anyone who has knowledge of discrimination on campus to report alleged violations of this policy.
The Title VI Coordinator, either upon personally receiving a complaint or upon receipt of a report from a Mediation Advocate regarding either the resolution of a complaint under the ADR Procedure or the filing of a complaint under the Hearing Committee Formal Procedure, shall keep a record of any and all such complaints. Upon the receipt of a new complaint, the Title VI Coordinator shall review the record of filed complaints to determine if there are any previous complaints under these policies that have been filed against the Respondent. In the event that there has been one or more previous complaints filed against the Respondent, the Title VI Coordinator shall immediately refer the matter to the President for review. In this circumstance, and notwithstanding this policy, the Respondent may be subject to immediate disciplinary action if, in the sole discretion of the President, such discipline is warranted. In addition, the President will also have the option, in his or her sole discretion, to permit the new complaint to proceed under the policy without taking further action, or to instruct the Title VI Coordinator or the Chair of the Non-Discrimination and Sexual Misconduct Panel to commence an action directly against the Respondent pursuant to either, or both, of the procedures outlined below.
These policies are designed to provide definitions and procedures for handling cases of racial and disabilities discrimination, harassment and/or misconduct. If a conflict should arise between the provisions of these policies and other Seminary procedures, rules, regulations, or terms or conditions of employment, the provisions of these policies shall govern and control in cases of racial and disabilities discrimination, harassment and/or misconduct, unless those other procedures, rules, regulations, or terms or conditions of employment shall specifically provide to the contrary.
The Title VI Coordinator and/or the Chair of the Panel may, from time to time, recommend to the President of the Seminary amendments to the Title VI Non-Discrimination Policy and Procedures. To the extent authorized by the Board of Trustees, the President may then either approve the recommended amendments and put them into effect or reject them. In the alternative, the President may refer them to the Board of Trustees for disposition. The Board of Trustees reserves to itself the right, on its own initiative, to repeal, amend, or replace these policies if in its judgment the interests of the Seminary so require.
The Seminary’s review of allegations of discrimination under this policy shall be made by applying a preponderance of the evidence standard.
Not all forms of racial and disability discrimination and misconduct will be deemed to be equally serious offenses, and the Seminary reserves the right to impose different sanctions depending, without limitation, on the severity of the offense and/or offender history, up to and including termination or expulsion.
The Seminary reserves the absolute right to take whatever interim measures it deems necessary to protect the rights and personal safety of its community members. Such measures include, but are not limited to, providing an escort between classes, no-contact orders, modification of class or living arrangements, and interim suspension from campus pending a hearing.
The Seminary believes it is important to be proactive in taking reasonable steps to identify and prevent incidents of discrimination. If an individual in a supervisory capacity has direct knowledge of an incident of racial discrimination and/or misconduct on the part of a member of the Seminary community, that supervisor should bring the matter to the attention of the Title VI Coordinator. If after such notice is given it appears to the Title VI Coordinator or the Mediation Advocate that a potential violation of this non-discrimination misconduct policy exists, that individual may serve as the Complainant in such matter and pursue the matter through the policies set forth herein.
In an emergency, where the health or well-being of a member of the Seminary community or the well-being of the Seminary as an institution is threatened, any individual with knowledge of a situation involving racial discrimination, misconduct and/or harassment should promptly inform the President of the Seminary of that circumstance. The President, or someone designated to act on the President’s behalf, is authorized to take any immediate steps as may be necessary and appropriate under the circumstances to ensure the well-being of the Seminary community and the Seminary as an institution. Office of the President, Princeton Theological Seminary, Administration Building, 64 Mercer Street, Princeton, NJ 08542, 609.497.7800.
The permanent records of the Title VI Coordinator and the Panel shall be maintained by Title VI Coordinator for a minimum period of seven years, and shall include, without limitation, all documents related to the investigation and /or resolution of a particular claim. These records may be kept in paper or digital form, in the sole discretion of the Title VI Coordinator.
 Preponderance of the Evidence – A standard of proof that must be met by a complainant or respondent to prove his/her complaint.