Discrimination, Harassment, and Retaliation

CSUSM is committed to maintaining an inclusive community that values diversity and fosters tolerance and mutual respect. We embrace and encourage our community differences in Age, Disability (physical and mental), Gender (or sex), Gender Identity (including transgender), Gender Expression, Genetic Information, Marital Status, Medical Condition, Nationality, Race or Ethnicity (including color or ancestry), Religion (or Religious Creed), Sexual Orientation, sex stereotype, and Veteran or Military Status, and other characteristics that make our community unique.

Interim CSU Nondiscrimination Policy (CSU Policy Prohibiting Discrimination, Harassment, Sexual Misconduct, Sexual Exploitation, Dating Violence, Domestic Violence, Stalking and Retaliation)

All individuals have the right to participate fully in CSUSM programs and activities free from Discrimination, Harassment, and Retaliation. The CSU prohibits Harassment of any kind, including Sexual Harassment, as well as Sexual Misconduct, Dating and Domestic Violence, and Stalking. Such misconduct violates University policy and may also violate state or federal law.

If you feel you have experienced Discrimination, Harassment, or Retaliation, you have the right to file a complaint.  To learn more about CSUSM’s policies and procedures please follow the links below.

• Discrimination

  As defined by the Interim CSU Nondiscrimination Policy Discrimination means Adverse Action taken against an Employee, Student or Third Party by the CSU, a CSU employee or a Student, because of a Protected Status.  

  Protected Status: includes Age, Disability (physical or mental), Gender (or sex), Genetic Information, Gender Identity (including transgender), Gender Expression, Marital Status, Medical Condition, Nationality, Race or Ethnicity (including color or ancestry), Religion or Religious Creed, Sexual Orientation, and Veteran or Military Status. 

  Adverse Action: is an action that has a substantial and material adverse effect on the Complainant’s employment or ability to participate in a University program or activity free from DHR. Minor or trivial actions or conduct not reasonably likely to do more than anger or upset a Complainant does not constitute an Adverse Action.

• Harassment

  As defined by the Interim CSU Nondiscrimination Policy, Harassment means unwelcome conduct, based on the Complainant’s Protected Status, that is sufficiently severe, persistent or pervasive that its effect, whether or not intended, could be considered by a reasonable person in the shoes of the Complainant, and is in fact considered by the Complainant, as limiting her/his ability to participate in or benefit from the services, activities or opportunities offered by the University.

  Harassment includes, but is not limited to, verbal harassment (e.g., epithets, derogatory comments, or slurs), physical harassment (e.g., assault, impeding or blocking movement, or any physical interference with normal work or movement), and visual forms of harassment (e.g., derogatory posters, cartoons, drawings, symbols, or gestures.)

  Protected Status: includes Age, Disability (physical or mental), Gender (or sex), Genetic Information, Gender Identity (including transgender), Gender Expression, Marital Status, Medical Condition, Nationality, Race or Ethnicity (including color or ancestry), Religion or Religious Creed, Sexual Orientation, and Veteran or Military Status. 

  Adverse Action is an action that has a substantial and material adverse effect on the Complainant’s employment or ability to participate in a University program or activity free from DHR. Minor or trivial actions or conduct not reasonably likely to do more than anger or upset a Complainant does not constitute an Adverse Action.

• Retaliation

  As defined by the Interim CSU Nondiscrimination Policy, Retaliation means Adverse Action taken against a person because the person has or is believed to have:

  1. Exercised rights under this policy;
  2. Reported or opposed conduct which was reasonably and in good faith believed to be in violation of this policy;
  3. Assisted or participated in a policy-related investigation/proceeding regardless of whether the Complaint was substantiated; or,
  4. Assisted someone in reporting or opposing a violation of this policy, or assisted someone in reporting or opposing Retaliation under this policy.

  Retaliation may occur whether or not there is a power or authority differential between the individuals involved.

  Adverse Action is an action that has a substantial and material adverse effect on the Complainant’s employment or ability to participate in a University program or activity free from DHR. Minor or trivial actions or conduct not reasonably likely to do more than anger or upset a Complainant does not constitute an Adverse Action.