6.7 A Procedure to Ensure Compliance with Non-discrimination Policies

  •  6.7 A Procedure to Ensure Compliance with Non-discrimination Policies

    The use of career services is restricted to those who agree to abide by career services office policies and procedures including the University non-discrimination policy. Capital University Law School provides equality of opportunity in legal education for all persons including faculty and employees with respect to hiring, continuation, promotion and tenure, applicants for admission, enrolled students and graduates without discrimination or segregation on the grounds of race, color, religion, national origin, sex, age, handicap or disability, or sexual orientation. Capital University Law School pursues a policy of providing its students and graduates with equal opportunity to obtain employment without discrimination or segregation on the grounds of race, color, religion, national origin, sex, age, handicap or disability, or sexual orientation except as mandated by Ohio or Federal Law.

  •  6.7.01 Complaint Procedure

    A law student who has reason to believe that a prospective employer, who interviews on campus, does not comply with Capital University and other applicable regulations concerning employment practices, may file a complaint with the Office of the Dean.

    Student Complaint and Appeal Procedure Form PDF 

  • 6.7.02 Dean’s Actions

    The Dean or Dean’s delegate will talk informally with the prospective employer in an attempt to ascertain the precise nature of that employer's policy.
  • 6.7.03 Suspicion of Non-compliance

    If, based on the prospective employer's response, the Dean or Dean’s delegate has reason to believe that the prospective employer is not in compliance with the relevant regulations, the Dean or Dean’s delegate will appoint an ad hoc committee to make a more formal inquiry to determine the facts. The committee will submit a report to the Dean within a reasonable period of time.
  •  6.7.04 Decision

    The Dean or Dean’s delegate will decide whether the prospective employer is in compliance with the relevant regulations. If not, the Dean or Dean’s delegate will attempt to use mediation to attempt to bring the prospective employer into compliance. After mediation, the Dean or Dean’s delegate will determine whether a sanction should be imposed, or the Dean or Dean’s delegate can refer the entire matter to the faculty for decision. The sanction can range from the filing of a formal objection (most likely in the case of an inadvertent violation not likely to recur) to a denial of the privilege to use law school premises, offices, or both for recruitment purposes.
  •  6.7.05 Report

    The Dean or Dean’s delegate will report the matter, on a confidential basis, to the faculty. If a faculty member disagrees with the Dean’s or Dean’s delegate’s decision, he or she may appeal that decision to the faculty, which may modify the sanction imposed by the Dean or Dean’s delegate.