This page contains the University of California College of the Law, San Francisco’s Statement of Nondiscrimination and its procedures for reporting harassment and other forms of discrimination.
The University of California College of the Law, San Francisco prohibits discrimination against any person on the basis of race, color, national origin, religion, age, sex, gender, sexual orientation, gender expression, gender identity, gender transition status, sex- or gender-stereotyping, pregnancy, physical or mental disability, medical condition (e.g., cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, citizenship, or service in the uniformed services, including protected veterans. This policy is intended to be consistent with applicable state and federal laws and the law school’s policies.
Every person at UC Law SF has the right to pursue an academic or professional career in an atmosphere that is safe and free from prohibited acts of discrimination, harassment, or violence, including sexual abuse, rape, sexual assault, domestic violence, intimate-partner violence, stalking, sexual coercion, or other forms of sexual violence. Bigotry, harassment, or intimidation is particularly insidious when directed at a member or group of the UC Law SF community on the basis of actual or perceived race, color, national origin, religion, age, sex, gender, sexual orientation, gender expression, gender identity, gender transition status, sex- or gender-stereotyping, pregnancy, physical or mental disability, medical condition (e.g., cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, citizenship, or service in the uniformed services, including protected veterans, or any combination of these or related factors; and, to the degree it constitutes prohibited bias activity, such conduct will also not be tolerated. UC Law SF complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act, as amended, Section 504 of the Rehabilitation Act of 1973, and Title VII of the Civil Rights Act of 1964, as well as applicable state and local laws. This nondiscrimination policy covers admissions to, access to and treatment in UC Law SF-sponsored programs and activities.
Any member of the UC Law SF College of the Law community who believes he or she has been subjected to prohibited conduct in violation of the Sexual Misconduct Policy (“Prohibited Conduct” and “SMP” or “Policy”) is encouraged to report such a concern to Title IX Coordinator Andrea Bing or to the US Department of Education’s Office for Civil Rights (contact information below). Additionally, any person with knowledge of Prohibited Conduct is encouraged to report the concern to the Title IX Coordinator.
Except for UC Law SF-recognized confidential resources, the following UC Law SF members with knowledge of unreported Prohibited Conduct (or potentially Prohibited Conduct) must report such allegations to the Title IX Coordinator: (a) faculty and teaching staff, including adjunct faculty, lecturers in law, and visiting faculty, and (b) all other UC Law SF employees.
A report of Prohibited Conduct need not be in writing.
In order to comply with the U.S. Department of Education’s (“DOE”) newly issued regulations for how colleges manage Title IX cases, UC Law SF has adopted an interim Sexual Misconduct Policy (“SMP”) which covers the new Title IX requirements for adjudicating cases of prohibited sexual conduct. The regulations require that the changes be implemented by August 14, 2020. Many of the changes narrow the definitions and jurisdiction of Title IX, while requiring sweeping changes to the complaint and adjudication process and how it must be structured.
The University of California, Hastings College of the Law (“Hastings”) is a community of students and professionals committed to upholding the principles of academic integrity and honesty and the highest standards of professional conduct in teaching, learning, research, and service. In expression of this commitment, and in strict compliance with federal, state, and local laws, Hastings has adopted a policy prohibiting acts of discrimination, bias, protected-status harassment, sexual harassment, and sexual assault and violence against students, and establishing procedures for responding to violations against students by students, employees, other students, or third parties. An electronic copy of the policy is e-mailed to each student at the time of orientation.
Every student at Hastings has the right to pursue their academic or professional career in an atmosphere that is safe and free from prohibited acts of discrimination, harassment, or violence, including sexual abuse, rape, sexual assault, domestic violence, intimate-partner violence, stalking, sexual coercion, or other forms of sexual violence by or against students. Bigotry, harassment, or intimidation is particularly insidious when directed at a member or group of the Hastings community on the basis of actual or perceived age, color, creed, physical or mental disability, ethnicity, gender, gender identity or expression, marital status, national origin, race, religion, sexual orientation, military or veteran status, or any combination of these or related factors; and, to the degree it constitutes prohibited bias activity, such conduct will also not be tolerated. The occurrence of prohibited activity violates the trust that is essential to the thriving of Hastings’ academic and professional environment, threatens the well-being of UC Law SF students and ultimately undermines Hastings’ core mission.
Contained in the policy is a detailed description of the different types of prohibited conduct and the duties that arise under the policy, including Hastings’ policy on mandatory reporting. The policy also details the procedures for filing a complaint and the options that are available prior to or in lieu of a formal complaint, including the option to seek advice or informal resolution, or to report anonymously. Information is provided about the possibility of limited immunity for related misconduct. Further detailed in the policy is the period of limitations for the filing of a complaint, the evidentiary standard applied in the formal investigatory process, rights of the various parties during and throughout the investigatory and appellate process, and all other aspects of the protocol governing investigation and resolution of a complaint. Finally, the policy contains a detailed list of the responsibilities of the various parties in connection with the policy, and a list of resources for survivors and perpetrators of sexual assault/violence.
The Policy is binding upon all students of Hastings and describes processes by which redress and remediation can be provided to individuals or groups who believe they have been the victims of prohibited conduct. Where sexual misconduct is involved, the policy is presumed to supersede all other procedures and policies set forth in other Hastings policies. The Policy establishes standards and procedures for the reporting and investigation of complaints, the dispensation of disciplinary action, and the provision of information pertaining to the pursuit of criminal or other legal action, where appropriate. Members of the Hastings community who have relevant information are expected to cooperate with any investigations conducted pursuant to the Policy. Ignorance of the Policy is not an excuse for its violation. Acts in retaliation for complaints filed pursuant to the policy will not be tolerated.
Hastings will respond to the fullest extent of its authority to violations of the Policy. The Policy applies to allegations of misconduct made by or against students regardless of where the misconduct may have occurred, to the degree that the conduct giving rise to the complaint is related to Hastings’ social, cultural, academic, extracurricular, educational, or professional activities. Additionally, although there is no geographical limitation to applicability of the Policy, sexual misconduct that is alleged to have occurred at a significant distance from Hastings’ property may be more difficult for Hastings to investigate.
Complaints regarding inappropriate workplace conduct that is not covered by the Policy should be directed to the UC Law SF Department of Human Resources. Complaints by faculty of unlawful discrimination in reappointment, promotion, and tenure are governed by procedures set out in the UC Law SF Faculty Rules and Regulations. Complaints alleging misconduct by students that is not covered by the Policy are governed by the UC Law SF Student Conduct Code and should be directed to the Office of the Associate Academic Dean.
Employees may bring complaints regarding sexual harassment and harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, gender, national origin or ancestry, physical or mental disability, medical condition, marital status, registered domestic partner status, age, sexual orientation or any other basis protected by federal state or local law or ordinance or regulation under the following policy: Personnel Non-Harassment Policy. Employees may also bring complaints under the Gender-Based Harassment, Discrimination and Sexual Misconduct Policy.
Any member of the UC Law SF College of the Law community who believes he or she has been subjected to unlawful discrimination on the basis of disability is encouraged to report such a concern to the ADA-Section 504 Coordinator, Andrea Bing, or to the US Department of Education’s Office for Civil Rights. Andrea Bing is responsible for coordinating UC Law SF’ compliance with these disability rights laws. Questions or concerns related the rights of persons with disabilities may also be directed to her.
Additionally, any student who believes he or she has been discriminated against on the basis of disability may file a grievance under the Students with Disabilities policy.
If you are a student with a documented disability and believe you require reasonable accommodations, please contact the Disability Resource Program or view their page for more information.