Reporting to the Associate Vice President of the Office of Institutional Equity (OIE) and the Director of Investigations, the Equal Employment Opportunity Investigator will investigate complaints of violations of University policy based on discrimination and prepare investigative reports for investigations conducted at all UConn campuses. Position to be based at the main campus in Storrs and/or at OIE’s UConn Health office in Farmington, Connecticut. Act as an impartial, neutral investigator throughout all aspects of the investigation process, and ensure that all investigation activities and OIE decisions are consistent with University policies and procedures. At the direction of management, assist in developing, implementing, and evaluating goals and objectives related to affirmative action and equal employment opportunity matters. As assigned, assist with diversity, sexual harassment prevention and related trainings in accordance with University training mandates and state and federal statutes.
In accordance with University policies and procedures, lead independent and unbiased employment discrimination investigations, and draft memoranda of findings and recommendations for University leadership. Prepare supporting documents and materials as necessary. Consult with the Office of Faculty and Staff Labor Relations, the General Counsel’s Office, and other University offices as necessary concerning investigation activities and findings. Respond to inquiries from members of the University community regarding matters related to University discrimination and harassment policies.
Assist in maintaining OIE’s discrimination case database that shall include access to confidential information which may be used in collective bargaining. As directed, assist with preparation and maintenance of statistical, demographic, and subject matter data necessary to respond to inquiries regarding the University’s discrimination complaint management system and annual Affirmative Action Plan.
Intake inquiries and complaints, and assess for appropriate response. Provide consultation and education to members of the University community regarding discrimination, harassment and/or retaliation concerns, and available resources for support and assistance in addressing and resolving concerns.
Develop investigative plans, which include deciding which witnesses to interview, outlining which questions to ask, and planning which documents to request and how to acquire said documents.
Assess allegations to determine whether interim measures are required and if so, ensure the appropriate implementation of such measures.
Provide updates and advise parties, direct supervisors, senior management, and parties’ advocates (legal counsel or union representatives) on investigative process. Execute investigative plans by leading witness interviews, reviewing personnel files, supervisory files and disciplinary history of relevant parties. Analyzing witness statements, making credibility assessments, recording findings of fact, and communicating with parties and witness advocates while protecting the independence, integrity, and privacy of the investigation.
Draft and present memoranda of findings and appropriate supporting documents related to the resolution of each matter.
Consult with parties and/or management as necessary concerning options for resolving conflict.
Provide education and guidance concerning the University’s non-retaliation policy during and after investigation for all parties involved in the complaint and investigation.
Interface with University offices including the Department of Human Resources, the Office of Faculty and Staff Labor Relations, and union representatives relative to informal conflict resolution, remedial action/training, interim measures prior to and during investigations, investigation activities, outcomes and further response as needed following investigations.
May consult with members of search compliance unit and other stakeholders on matters related to faculty and staff recruiting and hiring activities.
Assist management in the development and review of University-wide policies and procedures consistent with current law and policy concerning discrimination, affirmative action and diversity objectives regarding employee conduct. Regularly update knowledge and awareness of trends and laws related to discrimination issues at institutions of higher education. At the direction of the OIE Associate Vice President, serve as liaison and representative to internal and external committees and professional associations.
Assist the OIE Associate Vice President in ensuring that diversity training and sexual harassment prevention curriculum complies with state and federal mandates. Assist the OIE Associate Vice President in preparing, presenting, and/or overseeing diversity training, sexual harassment prevention training, and other related trainings for supervisory and non- supervisory employees and students on the Storrs campus, regional campuses and UConn Health.
Perform other duties as assigned by the OIE Associate Vice President and/or Director of Investigations.
- Minimum of two years of recent and substantive work experience in conducting employment-based discrimination and discriminatory harassment investigations or employment litigation.
- Demonstrated ability to conduct thorough, efficient employment investigations.
- Strong command and working knowledge of basic and advanced principles of civil rights and employment discrimination.
- Resume reflecting demonstrated skill in witness examination/interview and investigation techniques, including leading effective party and witness interviews; producing high quality written work products.
- Demonstrated ability to independently and efficiently manage a significant caseload.
- Superb written and verbal communication skills and strong public speaking and presentation skills.
- Strong work ethic and attention to detail: Highly motivated, self-directed execution of routine and special projects.
- Strong interpersonal skills: Demonstrated ability to function well in both leader and teammate roles and interact with colleagues and superiors in a positive and constructive manner when faced with significant deadlines or workloads.
- Demonstrated ability to exercise high level of discretion and good judgment, and ability to quickly establish credibility and productive working relationships with broad range of constituents, including executives, administration, faculty, staff, student groups and unions.
- Ability to maintain confidentiality.
- Three or more years of experience in conducting employment-based discrimination and discriminatory harassment investigations or employment litigation.
- Experience working in a unionized environment with a complex human resources or labor relations structure.
- Juris Doctor with demonstrated employment litigation experience, and/or motion practice (particularly summary judgment motions).
- Demonstrated ability to work constructively with diverse populations, and participation in, or support of, organizations that promote diversity or affirmative action.
- Experience relative to Americans with Disabilities Act (ADA) compliance, including evaluation of requests for accommodations.
- Experience with Title IX investigations or litigation.
- Experience working in a higher education environment or with higher education clients.
Salary commensurate with qualifications and experience. Excellent benefits package is available.
Candidates must submit letter of application, resume, and the names of three references to: http://www.jobs.uconn.edu. Applications received by March 10, 2017 will be given preference. Employment of the successful candidate will be contingent upon the successful completion of a pre-employment criminal background check. (Search # 2017359)
This job posting is scheduled to be removed at 11:59 p.m. Eastern time on March 24, 2017.
All employees are subject to adherence to the State Code of Ethics which may be found at http://www.ct.gov/ethics/site/default.asp.
The University of Connecticut is committed to building and supporting a multicultural and diverse community of students, faculty and staff. The diversity of students, faculty and staff continues to increase, as does the number of honors students, valedictorians and salutatorians who consistently make UConn their top choice. More than 100 research centers and institutes serve the University’s teaching, research, diversity, and outreach missions, leading to UConn’s ranking as one of the nation’s top research universities. UConn’s faculty and staff are the critical link to fostering and expanding our vibrant, multicultural and diverse University community. As an Affirmative Action/Equal Employment Opportunity employer, UConn encourages applications from women, veterans, people with disabilities and members of traditionally underrepresented populations.