Student Grievances

Discrimination

Discrimination based on sex, race, color, religion, national origin, age, disability, sexual orientation, or gender identity is strictly prohibited at EIMT. These principles align with legal standards which prohibit expressions that incite discrimination, promote ideas of racial superiority, or spread hatred against specific groups. Clear guidelines define unacceptable conduct and provide a framework for addressing violations.

Sexual Misconduct

Acts of sexual or moral misconduct undermine an individual's dignity, rights, and integrity, conflicting with the institution's core mission and values. EIMT actively prohibits such behavior and is dedicated to maintaining a community free from misconduct. This commitment is supported through educational initiatives, preventive measures, clearly defined policies, and a straightforward grievance process for addressing concerns.

Academic Concerns

Academic grievances may arise from disputes over grades or assessments, issues with course content or teaching quality, or instances of non-compliance with academic standards. Students at EIMT are encouraged to address such concerns promptly and constructively.

The first step in resolving academic issues is to communicate directly with the instructor involved. Openly discussing the problem often helps clarify misunderstandings and reach a solution. If the issue remains unresolved after speaking with the instructor, students should consult the Academic Coordinator or the relevant department head for further assistance.

Should these efforts fail to provide a satisfactory resolution, students may escalate their concerns through the formal grievance procedures outlined by EIMT. It is important to follow the required steps and adhere to any specified timelines to ensure the matter is addressed effectively.

EIMT Student Grievance Procedure

Informal Resolution

Students at EIMT are encouraged to utilize available resources for support and guidance to resolve issues informally before considering formal procedures. These resources are intended to help students address concerns involving peers, faculty, or staff effectively:

• Dean of Student Affairs: Students can meet with the Dean to discuss their concerns, seek advice, and receive support.
• Department Head or Supervisor: If a concern involves an EIMT employee, students are advised to approach the individual's superior for guidance and assistance.
• Counselors: Students have the option to meet confidentiality with counselors to receive support and referrals to external resources when necessary.
• Advocacy Groups: Students who feel they have experienced bias or discrimination based on race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or gender expression can seek confidential support from advocacy representatives.
• Consent and Harassment Support: Students can consult designated advocacy groups or representatives to address issues related to harassment or assault in a confidential setting.
• External Mental Health Resources: For additional support, students may choose to access mental health professionals outside of EIMT.

Formal Complaint Procedure

Students are advised to maintain detailed records of any meetings or agreements related to their grievance. Those handling the complaint will require factual evidence and documentation to verify that there has been a violation of EIMT policies and that there are valid grounds for pursuing a formal complaint.

Complaints Against Other Students

If a student wishes to file a formal complaint against another student, they can submit it directly to the Dean of Student Affairs. The Dean will initiate an investigation by convening the Conduct Board, which consists of two staff members selected by the Dean, one faculty member chosen by the Faculty Senate, and two students appointed by the Student Government Association. The Conduct Board will review all evidence, meet with all relevant parties, and present its formal recommendation to the Dean within three weeks of receiving the complaint. The Dean will then communicate the decision in writing to both the complainant and the student involved.

Complaints Against Employees

Students wishing to file a formal complaint against an employee may do so by submitting it to the appropriate department head or supervisor. The relevant department head will then consult with the designated human resources representative to investigate the complaint and determine if any disciplinary action is required.

Alternatively, if no specific procedure is available or if normal communication channels fail, students may submit a grievance through an alternative process. These grievances can be categorized into academic and non-academic concerns, and the institution will address them in a manner that ensures a fair and thorough review.

Students may file a grievance by using the appropriate online form based on the nature of the issue.

Academic Grievances

Academic grievances may include issues such as:

• Unfair actions by a faculty member.
• The application of different standards compared to other students within the same course or program.
• Other academic concerns unrelated to grades. For grade-related issues, please refer to the procedure for challenging final grades.

Non-Academic Grievances

Non-academic grievances refer to situations involving:

• Unfair treatment by a university employee that violates the student’s personal rights.
• Breaches of university policies, procedures, or regulations.
• Actions that disrupt or undermine the intellectual diversity of the campus environment.

Sanctions

Formal complaints made by students against other students may lead to disciplinary actions. These sanctions are designed to address and correct behavior that violates the institution's code of conduct and ensure a respectful and safe environment for all students. The range of sanctions may include warnings, probation, suspension, or expulsion, depending on the severity of the violation.

When formal complaints are filed against employees, the institution will evaluate the situation and determine appropriate actions based on the nature of the complaint. Sanctions for employees may involve measures such as counseling, reassignment, suspension, or other corrective actions aimed at upholding the institution's values and policies. All sanctions are enforced with the goal of maintaining fairness, accountability, and a positive academic environment.

Confidentiality and Data Protection

This Policy is effective as of January 1st, 2022, and replaces any previous versions of the Policy.