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Seton Hall University

Equal Employment Opportunity Statement

Seton Hall University is committed to programs of Equal Employment Opportunity (EEO) and the principles of affirmative action. The University has a responsibility to create and maintain 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; Titles 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 prohibits discrimination on the basis of age, as well as Sections 503 and 504 of the Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990, which prohibits 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, color, religion, national origin, nationality or ancestry, affectional or sexual orientation, gender identity and expression, pregnancy, veteran status or military service, 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, genetic information or membership in any other class protected by state or federal laws, now or in the future. . All executives, administrators, faculty 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.

Retaliation against complainants, respondents, alleged victims, or witnesses is prohibited pursuant to University policies.  Acts of 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 Compliance:  Toni Hindsman, Director of EEO Compliance, Title IX Coordinator (973) 275-2513 
  • ADA/Section 504 Coordinator: Toni Hindsman, 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 Director of Athletics/ SWA and 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/Deputy Title IX Coordinator (973) 761-9284
  • School of Law:  Cara Foerst, Associate Dean for Academics/Deputy Title IX Coordinator (973) 642-8726
  • Interprofessional Health Sciences Campus: Kelly Freeman, Director of Student Life/Deputy Title IX Coordinator (973) 542-6983
  • Office of the Provost:  Dr. Joan Guetti, Senior Associate Provost (973) 275-2480
  • Electronic and Information Accessibility Coordinator:  Michael Hyland, Director Web and Digital Communications (973) 761-9099

Links to Related University Policies and Procedures:

Revised and approved by Joseph E. Nyre, Ph.D., President, on the recommendation of the Executive Cabinet. 

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