Home :: Policies :: University Policies
University Policies
P 102 | P 105 | P 106 | P 208

The Stony Brook University as a community and as a public institution of higher learning is committed to promoting the highest quality research and creative activity. In meeting this commitment, the Office of Diversity and Affirmative Action and encourages that all members to make themselves aware of our policies and procedures.

To review the complete University Policy Manual please click here

P 102R

Notices In University Publications:
Affirmative Action and Equal Opportunity
Dated: December 5th, 1995

Issued by: Office of the President
Replaces: Policy P7 (in part), September, 1979
Approved: February, 1988
Revised: March, 2009

The University requires Affirmative Action/Equal Opportunity notices in all University publications for external distribution.

All pamphlets, fliers, print and electronic advertising and the like should state:


This document is available in alternative format upon request. Contact (Insert Phone Number)

The following longer statement should appear in all catalogues, bulletins and other more substantial publications:

Consistent with federal and state guidelines, Stony Brook University does not discriminate on the basis of race, color, sex, age, ethnicity, religion, national origin, sexual orientation, disability, marital status, or veterans' status in its educational programs or employment. If you are a student or an employee of Stony Brook University and you consider yourself to be a target of discrimination or harassment, you may file a complaint in writing with the Office of Diversity and Affirmative Action. If you choose to file a complaint within the University, you do not lose your right to file with an outside enforcement agency such as the State Division of Human Rights, Equal Employment Opportunity Commission, or the Office of Civil Rights.
For additional information go to: http:www.stonybrook.edu/diversity/complaint.html

Photographs in various University publications should feature ethnic, gender, ability, age and other forms of diversity. Copy for publications should include the accomplishments of diverse populations and appear appropriately distributed throughout the publication wherever relevant or possible.

The Director of Diversity and Affirmative Action conducts regular reviews of publications, advertising, promotional materials and the like to ensure compliance.

All publications for external distribution must be registered with the Office of University Communications prior to printing. Print advertising, video and radio scripts, must also be registered with the Communications Office.

Office of Diversity and Affirmative Action
Room 201, Administration Building
(631) 632-6280

Office of University Communications
Room 138 Administration
(631) 632-6335

Office of Disability Support Services
128 Educational Communications Center
(631) 632-6748

Click here to review University page

P 105R


Issued by: Office of the President
Replaces: Policy 7, September, 1979 and Policy 9, June, 1990
Approved: November, 1989
Revised: March, 1994
Updated: May 2008

The University expresses and demonstrates its commitment to equal opportunity for all persons in the University community, regardless of race, color, sex, age, ethnicity, religion, national origin, sexual orientation, disability, marital status, or status as disabled or Vietnam-era veteran. This policy applies to all University offices, departments, and affiliates, including part-time students, faculty and staff members.

  • According to Federal and/or State guidelines:
  • Equal opportunity is a system of employment and educational practices under which individuals are included in participation and benefits regardless of their race, color, sex age, ethnicity, religion, national origin, sexual orientation, disability, marital status, or status as a disabled or Vietnam-era veteran.
  • Affirmative action requires that the University take specific actions and make special efforts to recruit, employ, and promote qualified members of formerly excluded or clearly underrepresented groups.
  • All members of the University community must abide by the rules, regulations, and policies of equal employment/educational opportunity and affirmative action.
  • Affirmative action and equal opportunity affect all employment practices including, but not limited to, recruitment, hiring, transfers, promotions, benefits, compensation, training, educational opportunities, and terminations. To further ensure the goals of equal opportunity and affirmative action with respect to employment and education, the University endeavors to increase the availability of opportunities for students, staff, and faculty from groups that have been previously excluded or underrepresented. Students or employees having disabilities that require reasonable accommodations or auxiliary aids may be accommodated through the Office of the ADA Coordinator.

Click here to review University page

P 106


Issued by: Office of the President
Replaces: P7, September, 1979
Approved: January, 1990
Revised: March, 1994

The University reaffirms the principle that students, faculty, and staff have the right to be free from discrimination based upon gender, commonly known as "sexual harassment."

· Harassment on the basis of gender is a form of sexual discrimination, and violates Title VII of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972.

· The University is responsible for and fully committed to the prevention and elimination of gender harassment. Super visors and department heads are responsible for promoting an atmosphere that prohibits such unacceptable behavior.

· Unwelcome sexual advances, requests for sexual favors and verbal or physical conduct of an abusive, sexual nature constitute harassment when such conduct interferes with an individual's work or academic performance, or creates an intimidating, hostile, or offensive work or academic environment. Harassment of employees by supervisors, or of students by faculty or administrators, is unlawful. Conversely, harassment of supervisors by employees, faculty by students, or individuals by co-workers, is also unlawful.

· The University does not tolerate gender harassment and treats it as a form of misconduct. Sanctions are enforced against individuals engaging in such behavior.

Click here to review University page

P 208


Issued by: Office of the President
Replaces: Policy 208, December 1993
Approved: March 26, 2008

All University employees, including administrative staff, medical personnel, full and part-time faculty, teaching assistants and academic mentors, act on behalf of the University and with its authority when supervising or evaluating student work, assigning grades for credit, or acting in an advisory capacity.

Personal Relationships:

Familial, romantic and sexual relationships compromise the objectivity and integrity with which University employees discharge their academic, administrative and supervisory responsibilities. The use of the student-faculty or student-supervisor relationship to seek or maintain a personal relationship is an abuse of power and is specifically prohibited by campus policies P105 Equal Opportunity / Affirmative Action and P106 Sexual Harassment.

Business Relationships:

Business relationships between faculty and students that actually or potentially entail obligations or concessions that may compromise the academic integrity of either party or the academic program are not acceptable. See campus policies P209 Conflict of Interest and P508 Financial Transactions with Students.

Additionally, all full and part-time University staff, as State employees, are subject to the ethics provisions of the New York State Public Officers Law that prohibit acceptance of any personal gift of more than nominal value.

Individuals engaged in such behavior are subject to disciplinary and/or legal action.


Office of Diversity & Affirmative Action
Room 201, Administration Building

Human Resource Services
Room 390, Administration Building

Office of the Provost
Room 407, Administration Building

Office of the Dean of the Graduate School
Room 2401, Computer Sciences Building

School of Health Technology and Management
L-2, Room 400 Health Sciences Center

School of Medicine
L-4, 170, Health Sciences Center


P105: http://www.stonybrook.edu/policy/policies.shtml?ID=105

P106: http://www.stonybrook.edu/policy/policies.shtml?ID=106

P209: http://www.stonybrook.edu/policy/policies.shtml?ID=209

P508: http://www.stonybrook.edu/policy/policies.shtml?ID=508

SUNY at Stony Brook Graduate School Policies and Procedures University Senate Policy: "Minimal Instructional Responsibilities" USB Graduate Bulletin USB Foreign Students Handbook

Office of the Provost: http://www.stonybrook.edu/commcms/provost/

Public Officers Law ' 73 (5): http://www.nyintegrity.org/law/ethc/POL73.html

Commission on Public Integrity: http://www.nyintegrity.org/law/ethics.html

Click here to review University page