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Princeton Theological Seminary does not discriminate on the basis of race, color, ancestry, age, gender, marital status, civil union status, military status, national origin, religious affiliation (except as religion may be a bona fide qualification), disability, sexual or affectional orientation, atypical hereditary cellular or blood trait of an individual, or any other characteristic protected by law in its admission policies, education programs, activities, or employment policies. Princeton Theological Seminary is committed to creating an environment free of unlawful discrimination and harassment for all its employees, students, families, overall Seminary community and to fostering a nurturing and vibrant community founded upon the fundamental dignity and worth of all its members.

The Seminary is subject to and complies with the requirements of numerous federal laws in the administration of its mission and programs. These laws include Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, and the Rehabilitation Act of 1973. These federal laws require the Seminary to designate an employee to coordinate its compliance with their requirements, and to be responsible for investigating complaints that might arise thereunder. Accordingly, any individual who believes he or she has been discriminated against by an individual or office acting for the Seminary, or who has witnessed discrimination against another, or who believes that the Seminary is not complying with the requirements of Title IX, Title VI, or the Rehabilitation Act, has the right to register a complaint and seek redress of his or her grievance. Except in cases of sexual harassment, the individual should take his or her complaint of discrimination or non-compliance with Title IX, Title VI, or the Rehabilitation Act to Victor Aloyo, Associate Dean for Institutional Diversity and Community Engagement (the “Title VI/IX coordinator”) at the Multicultural Relations Office, 201 Templeton Hall or call 609.688.1941. Complaints of sexual harassment should be handled through the Seminary’s Title IX and Sexual Harassment Policy (see Appendix B). Complaints of racial discrimination or harassment should be handled through the Seminary’s Title VI Policy and Procedures. (See Appendix C).

The Seminary has adopted the following procedures to resolve specific allegations of discrimination or noncompliance with Title IX, Title VI, or the Rehabilitation Act. In addition, these procedures may be used by individuals to raise issues of alleged discrimination or noncompliance that they would like reviewed with the Seminary’s administrators. For a detailed overview, visit: titleix.ptsem.edu.

Sexual misconduct of any kind is not acceptable behavior. It is inconsistent with the commitment to excellence and Christian ethics that characterize the Seminary’s activities. The Seminary will take such action as it deems appropriate to prevent, correct, and if necessary, discipline behavior constituting sexual misconduct. Sanctions that may be applied include, but are not limited to, warning, probation, suspension (with or without pay for employees), dismissal and expulsion. In addition, sexual misconduct by a vendor, contractor, or other third-party having an agreement or contract with the Seminary may be grounds for the abrogation of such agreement or contract.

Title VI of the Civil Rights Act of 1964 prohibits discrimination in Federal and Federally assisted projects and programs based upon race, color, and national origin. Since 1964, additional Title VI-like statutes have prohibited discrimination based upon sex (Federal-aid Highway Act of 1973), age (The Age Discrimination Act of 1975), and disability (Section 504 of the Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990). Taken together, Princeton Seminary has defined a Title VI/Nondiscrimination Program to prohibit discrimination based upon race, color, ancestry, age, gender, marital status, civil union status, military status, national origin, religious affiliation (except as religion may be a bona fide qualification), disability, sexual or affectional orientation, atypical hereditary cellular or blood trait of an individual, or any other characteristic protected by law in its admission policies, education programs, activities, or employment policies.

(1)   Initial inquiries or complaints of discrimination should be directed to the Title VI/IX coordinator, either in person or in writing. After receiving the initial inquiry, the Title VI/IX coordinator will meet with the complainant to address the complainant’s issues and explain the Seminary’s policies in an effort to resolve the complaint. Reporting Forms are available.  

(2)   If further clarification or resolution of the complaint is deemed necessary, specific questions of institutional policy or individual charges of discrimination must be filed in writing with the Title VI/IX coordinator. The Title VI/IX coordinator will then provide copies to appropriate parties and attempt to resolve the issue that has been raised by the complainant.

(3)   Should steps one and two fail to resolve the complainant’s issue within a reasonable amount of time, the Title VI/IX coordinator shall direct the complainant to use the relevant grievance procedure found elsewhere in this Handbook in order to resolve the complainant’s issue.

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