Skip to main content

Policies and Practices

OEE Policies are designed to foster a safe and non-discriminatory University environment. OEE investigates complaints filed against staff, faculty, and third parties working at or for the University under the polices referenced below.

Sexual Misconduct under Title IX

This policy applies to conduct committed by University employees, faculty, and/or third parties working at or for the University, and prohibits the following behaviors:

  • Sexual harassment
  • Sexual violence
  • Sexual exploitation
  • Gender-based harassment
  • Stalking
  • Relationship violence

If you think you have experienced sexual misconduct, please refer to University Policy 60.1.33: Title IX Policy and Grievance Procedures. This Policy describes the ways in which Rutgers will respond to reported instances of sexual harassment that fall within the definition set forth in the Title IX regulations.

Title IX of the Education Amendments of 1972

Title IX of the Education Amendments of 1972 is a federal law that prohibits sex discrimination in education. It provides that no person shall, on the basis of sex, be excluded from participation in, denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance. Sex discrimination includes sexual harassment and sexual violence. While it is often thought of as a law that applies to athletics programs, Title IX is much broader than athletics, applying to educational programs as well as employment with the University.

While compliance with the law is everyone’s responsibility at the University, listed below are the staff members who have primary responsibility for Title IX compliance. If you have a complaint against a member of the Rutgers community, the following Title IX Coordinators are here to help for complaints against Faculty, Staff, Student Workers, or individuals who conduct business with Rutgers:

Complaints under this Policy will be addressed as outlined in the University Policy 60.1.33: Title IX Policy and Grievance Procedures in accordance with the OEE Complaint Process.

For Complaints Against Faculty or Staff (or individuals who do business with Rutgers):

Melissa Lynn Ercolano, J.D.
Director of Employment Equity Title and IX Coordinator for Faculty/Staff (employees)
Office of Employment Equity
University Human Resources
57 US Highway 1, ASB II
Cook Campus
(848) 932-3973

University-Wide Title IX Coordinator:

Jennifer Francone, J.D.
Director of Institutional Compliance and Interim Title IX Compliance Officer
University Ethics and Compliance
335 George Street – Suite 2100
New Brunswick, NJ 08901
(732) - 235 - 5304

For Piscataway/New Brunswick Students

Amy Miele, Ph.D
Associate Dean of Students and Director for Student Affairs Compliance and Title IX Coordinator
Office of Student Affairs Compliance and Title IX
2 Richardson Street
New Brunswick, NJ 08901
(848) - 932 - 8200

Bill Spear
Associate Director and Lead Investigator
2 Richardson Street
New Brunswick, NJ 08901
(848) - 932 - 8200

For Camden Student

Allison Wisniewski
Associate Dean of Students/Executive Director, Title IX Coordinator
326 Penn Street
Camden, NJ 08102
(856) 225-6422

For Newark Student

Ednin Martinez
Assistant Dean/Director of Student Compliance, Title IX Coordinator & ADA Compliance, Ombudsperson
Robeson Center- Room 306
Newark, NJ 07102
(973) 353-1906

For Gender Equity Complaints in Athletics

Kathleen Hickey
Title IX Coordinator
Intercollegiate Athletics
83 Rockafeller Road
Livingston Campus
(732) 445-7899

For RBHS Student

Susan Hamilton
Assistant Vice Chancellor for Academic and Student Affairs, Title IX Coordinator
RBHS – Registrar
65 Bergen Street, Rm 1459
Newark, NJ 07101
(973) 972-9794

Additional Resources on the Web

To learn more about the university's commitment to preventing sexual harassment and misconduct, visit the Rutgers Sexual Harassment Prevention and Culture Change website.

Discrimination and Harassment

This is defined as an intentional or unintentional act which adversely affects employment or educational opportunities due to membership in one or more of the following protected categories:

  • Race/Color
  • National Origin/Ancestry
  • Religion
  • Age
  • Sex/Gender
  • Ethnicity
  • Disability
  • Sexual orientation
  • Gender Identity and Expression
  • Genetic Information
  • Marital Status
  • Veteran or Military Status

If you think you have experienced discrimination or harassment based upon a protected class, please refer to the Policy Prohibiting Discrimination and Harassment. This Policy also discusses the University’s prohibitions against retaliation based upon the exercise of rights under this Policy.

Workplace Violence

Workplace violence is defined as any actual or threatening behavior of a violent nature, as understood by a reasonable person, exhibited by faculty, staff, student employees, or others within the scope of this Policy.

Conscientious Employee Protection

The Conscientious Employee Protection Policy protects employees who report workplace wrongdoing in violation of law or public policy from retaliatory action. Retaliation includes, but is not limited to, the following adverse actions taken against employees:

  • Discharge
  • Suspension
  • Demotion
  • Other forms of discipline

The University prohibits retaliation against individuals who, in good faith, assert their rights to bring a complaint discrimination or harassment, sexual misconduct, workplace violence, or violations of law or public policy.

Similarly, employees are protected for participation in investigations of, or otherwise objecting to, the same conduct. Retaliation is also prohibited against individuals who request accommodations based on their disability or religion.

Complaint/Investigation Process

To request a review of an alleged violation of any of these policies:

There are several options available to those who believe that they have been subject to conduct that may violate one or more of OEE’s policies. An individual may contact the Office of Employment Equity to discuss available options. A complainant may also discuss any interim measures that they feel are necessary during the pendency of OEE’s resolution process. Depending upon the circumstances, a complainant may select an informal or formal resolution process.

  • Formal resolution process (“formal resolution”) involves an investigation
    • Your case will be assigned to an OEE investigator who will interview each party involved, including witnesses.
    • At the end of the investigation process, a letter of determination outlining whether a policy violation was made will be sent to each party, including the appropriate Dean or unit head. If there is a finding, the Dean or unit head will determine appropriate corrective and/or disciplinary actions.
    • To learn more about formal resolution process, click here:
  • Informal resolution process (“informal resolution”) focuses on stopping discriminatory, harassing, or other behavior without a formal investigation
    • Informal resolution is a voluntary, remedies-based, structured interaction between or among affected Parties that balances support and accountability.
    • Informal resolution options may include educational programs and workshops, impact statement discussions, one-on-one meetings with staff, mediation, or Restorative Practices.
  • Detailed information can be reviewed on the Discrimination, Harassment, Workplace Violence and Retaliation Complaint Process document.