Equal Employment Opportunity Statement
Seton Hall University is committed to programs of Equal Employment Opportunity (EEO) and the principles of affirmative action. The University is committed to maintaining a working and learning environment that is free of unlawful discrimination, and that assures the fair and equitable treatment of all employees and students. EEO programs are consistent with our Catholic educational mission and enjoy a high priority among our institutional goals and objectives. The University reserves its right to administer and apply all policies, programs, and benefits in a manner consistent with its Catholic educational mission and the teachings of the Catholic Church.
The University supports and implements all state and federal anti-discrimination laws and regulations, including Presidential Executive Order 11246, as amended, which prohibits discrimination in employment by institutions with federal contracts; Title VI of the 1964 Civil Rights Act, which prohibits discrimination against students and individuals on the basis of race, color and/or national origin; Title VII of the 1964 Civil Rights Act as amended by the Equal Employment Opportunity Act of 1972, which prohibits discrimination in employment on the basis of race, color, religion, national origin and/or sex; Title IX of the Education Amendments of 1972, which prohibits discrimination against students and individuals on the basis of sex (including sexual harassment and sexual assault/violence); Vietnam Era Veterans’ Rehabilitation Assistance Act of 1974, which requires affirmative action to employ and advance in employment qualified disabled veterans of the Vietnam Era; Equal Pay Act of 1963, which prohibits discrimination in salaries; Lily Ledbetter Fair Pay Act of 2009, which prohibits discrimination in pay; Age Discrimination in Employment Acts of 1967 and 1975, which prohibit discrimination on the basis of age; Sections 503 and 504 of the Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990, which prohibit discrimination on the basis of disability or perceived disability; Title II of the Genetic Information Non-Discrimination Act of 2008 (GINA), which protects individuals from employment discrimination based on genetic information and also restricts the acquisition and disclosure of genetic information; Pregnancy Discrimination Act, which prohibits discrimination against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth; the New Jersey Law Against Discrimination, N.J.S.A. 10:5-1, et seq.; and the Diane B. Allen Equal Pay Act, which prohibits pay disparities based upon characteristics protected by the New Jersey Law Against Discrimination.
No person may be denied employment or related benefits, or admission to the University or any of its programs or activities, either academic or nonacademic, curricular or extracurricular, because of age, sex, gender, disability and/or handicap, race (including traits historically associated with race such as hair texture, hair type and protective hairstyles), creed, color, religion, national origin, nationality, ancestry, affectional or sexual orientation, gender identity or expression, pregnancy, breastfeeding, veteran status, marital status, domestic partnership or civil union status, status as a domestic violence victim, arrest status, AIDS and/or HIV status, atypical hereditary cellular or blood trait, liability for service in the Armed Forces of the United States, genetic information, the refusal to submit to genetic testing, the refusal to make available the results of a genetic test, or membership in any other class protected by state or federal laws, now or in the future. All officers, administrators, faculty, priests, and staff are responsible for supporting Seton Hall’s EEO policies and programs, and the principles of affirmative action. EEO policies are to be applied in all decisions regarding recruitment, hiring, promotion, transfer, retention, tenure, termination, compensation, benefits, layoffs, union membership, academic programs, and social and recreational programs.
Unlawful retaliation against complainants, respondents, alleged victims, or witnesses in relation to any complaints of discrimination is prohibited pursuant to University policies. Acts of unlawful retaliation may result in disciplinary action regardless of the outcome of the underlying complaint. The University provides several internal resources for filing complaints and raising issues related to potential discrimination, harassment, or retaliation, including the following:
- Office of EEO and Title IX Compliance: Lori A. Brown, J.D., Chief Equity, Diversity and Compliance Officer (973) 313-6132
- Office of EEO and Title IX Compliance: Toni Hindsman, M.A., Director of EEO Compliance, Title IX Coordinator and Acting Deputy Title IX Coordinator for the IHS Campus and Interim Deputy Title IX Coordinator for the Law School (973) 275-2513
- Office of EEO and Title IX Compliance: Anthony I. Turon, M.Ed.,
MBA, Assistant Dean of Students, Deputy Title IX Coordinator (973) 761-9076
- ADA/Section 504 Coordinator: Toni Hindsman, M.A., Director of EEO Compliance, Title IX Coordinator (973) 275-2513
- Human Resources: Michael Silvestro, Associate Vice President for Human Resources (973) 761-9138
- Department of Student Life: Karen Van Norman, Associate Vice President & Dean of Students, Deputy Title IX Coordinator (973) 761-9076
- Department of Athletics: Tatum Colitz, Senior Associate Athletic Director/Senior Woman Administrator, Deputy Title IX Coordinator (973) 761-9494
- Immaculate Conception Seminary School of Theology and St. Andrew's College Seminary: Delica Reduque, Manager, Employee & Labor Relations, M.S. Ed, SHRM-CP, Deputy Title IX Coordinator (973) 761-9284
- School of Law: Toni Hindsman, M.A., Director of EEO Compliance, Title IX Coordinator and Acting Deputy Title IX Coordinator for the IHS Campus and Interim Deputy Title IX Coordinator, Law School (973) 275-2513
- Office of the Provost: Professor Amy Newcombe, Assistant Provost (973) 275-2480
- Electronic and Information Accessibility Coordinator: Michael Hyland, Executive Director, Digital Communications and Marketing (973) 761-9099
In addition to reporting allegations or concerns to the above-named individuals, the University provides an additional reporting mechanism through EthicsPoint which is a confidential and anonymous reporting system.
Related University Policies and Procedures:
- Policy Against Discrimination, Harassment and Retaliation
- Policy Against Sexual Misconduct, Sexual Harassment and Retaliation
- Guidelines for Responding to Complaints of Sexual Misconduct, Discrimination, Harassment and Retaliation
- Title IX Grievance Procedure
- Policy Against Intimate Relationships with Subordinates
- Student Code of Conduct
- Policy on Reasonable Accommodations
- Conscientious Employee Protection Act Policy
- Guidelines for Web Accessibility