/Office of Equity & Access
Equal Opportunity & Discrimination

Frequently Asked Questions (FAQs)

General Information

Title VI refers to Title VI of the Civil Rights Act of 1964, a federal law in the United States that prohibits discrimination based on race, color, or national origin in programs and activities receiving federal financial assistance. This means that any organization, institution, or agency that gets funding from the federal government cannot exclude, deny benefits to, or discriminate against individuals based on these characteristics.

Title VII refers to Title VII of the Civil Rights Act of 1964, a federal law that prohibits employment discrimination based on race, color, religion, sex, or national origin. It applies to employers with 15 or more employees, including private companies, government agencies, labor unions, and employment agencies.

The Civil Rights Act of 1964 is a landmark U.S. federal law that prohibits discrimination based on race, color, religion, sex, or national origin. It is one of the most significant civil rights laws in American history and was enacted to address racial segregation and inequality.

President Trump's Executive Order "Ending Illegal Discrimination and Restoring Merit-Based Opportunity," as well as the Department of Education's guidance in the "Dear Colleague Letter" issued February 14 , 2025 and the follow up "Frequently Asked Questions About Racial Preferences and Stereotypes Under Title VI of the Civil Rights Act" of February 28, 2025 have made clear that discriminatory practices cannot be "digusied" as DEI programs and that "policies or programs under any name" that treat individuals differently,"  "or create hostile environments" for  individuals based on a protected classifications are illegal.  They make equally clear that Diversity, Equity and Inclusion initiatives are not "per se illegal" because of the use of those terms.  Stony Brook University's commitment to Diversity, Equity and Inclusion is firmly grounded in our committment to equal opportunity and is tool to promote merit-based opportunity. 

The New York State Human Rights Law (NYSHRL) is a statewide anti-discrimination law that protects individuals from discrimination in various areas, including employment, housing, public accommodations, education, and credit transactions. It is one of the most comprehensive civil rights laws in the U.S. and is enforced by the New York State Division of Human Rights (DHR).   The law prohibits discrimination based on the following protected characteristics:  race, color, national origin, sex, sexual orientation, gender identity, and gender expression, age , disability, religion or creed, marital status, familial status, military status, domestic violence victim status, arrest or conviction record (with some exceptions), and retaliation or protects individuals from being punished for reporting discrimination.

Even though appointment is not required, it is strongly encouraged to set aside the appropriate time to listen to any reports or concerns.

Parties (Reporting Individuals / Respondents)

No.  Our investigator is a university official charged with determining the likelihood that there was a violation of the Code of Student Responsibility or the University Policy Manual.  Any questions regarding whether there was a violation of the penal law should be directed to police or the district attorney.  

Also note that criminal investigations utilize different standards of proof than our investigation.  Preserving evidence and obtaining a forensic examination in certain cases, such as sexual assault, may be crucial if you wish to pursue a criminal investigation/

No, but you think a disriminatory act might also be a crime are strongly encouraged to do so. If you feel like you are facing an immediate threat or harm, you should absolutely report to the police.

Stony Brook University does not contact law enforcement regarding reported or on-going investigations unless it is determined that the facts reported represent an on-going threat to the wider community.  However, every complainant or reporting individual has the right to contact local law enforcement or state police to report any crime or to inquire if any particular incident is a violation of the penal law.  

At the initial stage you will meet with a university official who will investigate the allegations.   Following that meeting the  investigator will contact the Respondent(s) or any other persons identified as witnesses.  In addition the investigator will review any evidence submitted by you, other persons or available through other means.     

If the evidence supports the allegation(s), the matter will be referred to Student Conduct and Community Standards, Employee and Labor Relations or another appropriate official depedning on the status of the Respondent.   

Student Conduct and Coummunity Standards will issue a Notice of Charges tating the alleged violations.  The Notice of Charges includes a Waiver of Administrative Hearing outlining the sanction if the Respondent accepts responsibility for the alleged conduct.   Unless this waiver is accepted the matter is forwarded to the Hearing Board.  

Employee and Labor Relations will follow the process governed by the appliable collective barginning agreement or employment contract.

No.  You can request interim measures or support services to prevent on-going discrimination or to address any personal safety issue regardless of whether they decide to file a complaint or participate in any resulting investigation.

Generally, Stony Brook does not inform parents of any student’s involvement in Title IX investigation or case without the student’s permission.  We do, however, encourage students to seek support from family and/or friends.  In certain extraordinary circumstances, such as where a health or safety emergency exists, parents may be informed.

Students filing complaints, witnesses or bystanders reporting or participating in good faith in the investigation of these cases will not be charged with violations of the alcohol or drug policy.  Please see the Amnesty policy (VII.C.3) in the Code of Student Responsibility.  

Not unless it is necessary.   We make every effort to respect the privacy of all parties, including witnesses, to any investigation.  The nature of inquiry, however, may require that we divulge some information in order to be able to complete the investigation.

The fact that a student reported a complaint or participated in or were the subject of an investigation will not be reflected on anyone’s record or transcript.  Student’s found responsible for code violations that include violent acts will have a notation on their transcript. 

No.  A complaint can be filed at any time.  Note, however that the more time lapses between the incident and the investigation the more difficult it will be for the investigator to obtain complete and accurate witness statements and other information to address the complaint.

Absent extenuating circumstances, review and resolution is expected to take place within ninety (90) calendar days from University’s receipt of the complaint.  The preliminary review of all complaints, including any necessary interviews/investigations and interim measures, will usually be completed within thirty (30) calendar days of receipt of the complaint.  The subsequent, comprehensive review and investigation of the complaint, including interviews and the gathering of evidence, is usually completed within ninety (90) calendar days from receipt of the complaint.  

Stony Brook University will comply with law enforcement requests for cooperation, which may require the Office of Student Conduct and Community Standards and other University offices to temporarily suspend the fact‐finding aspect of an investigation while the law enforcement agency is in the process of gathering evidence. Temporary delays should not last more than ten (10) days except when law enforcement specifically requests and justifies a longer delay.  

Both the complainant and the respondent have the right to request a review of the implementation or denial of any interim measure, including the right to present evidence and make an impact statement.

Retaliation by anyone, including family and friends of the accused or the complainant, against anyone for their role in an investigation, whether as complainant or witness, is a violation of the Code of Student Responsibility and University Policy Manual.   If you feel you have been the victim of retaliation, please contact the Office of  Equity and Access and/or the Office of Student Conduct and Community Standards.  

Complainants have the right to withdraw the complaint at any time, to refuse consent to or participate in any investigation.  Note, however that OEAQ will weigh this right against the potential risk of harm to the Complainant or to the larger community.  Also we must feel confident that the Complainant’s decision to withdraw was voluntary and not influenced by any pressure or intimidation.   It is important that a Complainant understand that if we proceed without the Complainant’s participation, their failure to participate in any investigation may limit Stony Brook’s ability to purse a conduct charge against the accused.

Stony Brook investigations into allegations of discrimination are conducted in a fair and impartial manner.  Statements of the respondent, complainant, any witnesses or bystanders and any and all other available evidence or information, will be weighed to determine if reasonable cause for conduct charges exists.  Note that intentionally making false statements in the course of an investigation is a violation of the Univesrity Policy Manual and the Code of Student Responsibility.

Witnesses

If you have been contacted  one or more individuals identified you as a witness in an investigation.   OEA is contacting you to ask you to provide factual information about the incident or incidents in question. 

Your role is only to objectively relay waht you witnessed or experienced, not to  advocate for any party involved.

You can request that your name not be disclosed however OEA may not be able to honor this request.   Both the complainant and the respondent may have a right to question or challenge any information you provide at the hearing.  

You  can bring one support person with you to your interview with the investigator.

All students can request contact the Center for Prevention and Outreach (CPO) or psychological services from the Counseling and Psycholgocial Services (CAPS) for emotional supoprt, counseling or psychological services.   Employees can contact the Employee Assistance Program.  

If a case proceeds to hearing you may be called to appear as a witness at the hearing.  The appearance will generally be at the request of one or both of th parties to the case.   One or both of the parties may ask you questions about the incident or about the information you provided to the investigator.   

Retaliation against any individual who participates in any OEA investigation is prohibited by law and Stony Brook Univesrity policy.  If you are subjected to retaliation, please contact OEA immediately. Call: 631.632.6280.

Any evidence relevant to the investigation should be provided to the investigator.

While parties to investigations are notified of the outcome of cases, witnesses are not.  You maynot ever know the outcome.   This is because OEA priortizes the privacy of all of the parties.  

You have the right to make a report to University Police, local law enforcement and/or state police or choose not to report; to report the incident to the University, to be protected by the University from retaliation for reporting an incident; and to receive assistance and resources from the University.

N.Y. Educ. Law 129-B §6444 

Stony Brook offices and employees who cannot guarantee confidentiality will maintain your privacy to the greatest extent possible.  The information you provide to a non-confidential resource will be relayed only as necessary for the Title IX Coordinator to investigate and/or seek a resolution.

N.Y. Educ. Law § 129-B §6446

At Stony Brook University, we value all students, employees, and job candidates as unique individuals, and we welcome the variety of experiences they bring to our institution. As such, we have a strict non-discrimination policy. It is the policy of Stony Brook University not to discriminate on the basis of race, color, national origin, religion, sex, pregnancy, familial status, sexual orientation, gender identity or expression, age, genetic information, disability, protected veteran status, or any other characteristic protected by law.

Stony Brook University Notice of Non-Discrimination