Student Handbook
Policy of Non-Descrimination

Title IX of the Education Amendments:

DeVry complies with Title IX of the Education Amendments (P.L. 29-310) of 1972, which prohibits discrimination on the basis of sex in any education program or activity receiving federal financial assistance. DeVry does not discriminate on the basis of sex in its educational programs, activities, admissions, or employment. Inquiries or complaints concerning the application of Title IX may be referred to the Dean of Students of DeVry or to the Director of the Office of Civil Rights for the Department of Education in Washington, D.C.

Section 504 of the Rehabilitation Act of 1973:

DeVry complies with Section 504 of the Rehabilitation Act of 1973, which governs special accommodation for the physically challenged. Any current or prospective student who believes that a special accommodation is warranted must complete a Special Accommodation Request Form, which can be obtained in the Student Services Office. This request form will be reviewed by the Dean of Career and Student Services and will be forwarded to the DeVry corporate office in Oakbrook Terrace, IL for final approval.

Procedures for Student Grievances Involving Charges of Discrimination and Sexual Harassment:

I. Policy:

DeVry is committed to the maintenance of an academic environment free of discrimination and complies with Title VI of the Civil Rights Act of 1964, Title IX of the Educational Amendments, Section 504 of the Rehabilitation Act of 1973 and the American's with Disabilities Act. You may refer also to the published statements regarding discrimination in the regulation section of the DeVry Academic Catalog. Sexual Harassment, a form of discrimination based on sex, is a violation of Title IX of the 1972 Education Amendments. Taking many forms, it is commonly defined as an unsolicited, offensive behavior over another. It can be, but is not limited to, the following: verbal harassment consisting of suggestive comments, innuendo, insults, humor or jokes, propositions, threats; non-verbal harassment consisting of obscene gestures, leering or ogling; and physical harassment consisting of touching, patting, pinching, brushing of body, coerced sexual intercourse, assault.

II. Grievance Initiation:

Grievance procedures are started by making an appointment to see the Dean of Career and Student Services or University President within (10) days of the occurrence of the alleged discrimination or harassment. If the complainant prefers to talk to someone of his/her same sex, an appropriate person will be designated by the Dean of Career and Student Services or the University President. The student will be asked to verbally present the alleged charge of discrimination or sexual harassment. At the end of this meeting, the student may be asked to prepare and file written charges.

III. Investigation:

The Human Resources Manager, under the direction of the University President, will discreetly commence an investigation to consider each charge within five (5) working days. Part of the investigation may include meeting with both parties in a private setting. The President will make a final determination as to the validity of the grievance and take appropriate action after reviewing the matter with the National Director of Employee Relations and the Regional Vice President. The President may or may not present his final decision in writing.

IV. Committee Structure and Hearing Procedure:

The Grievance Committee will consist of the Dean of Career and Student Services, respective Academic Deans of the student alleging discrimination or harassment, a faculty member and two student representatives.

The Grievance Committee will meet to consider each charge within five (5) working days of the charge(s). After the hearing, the committee will review the grievance and submit a written report to the President of the University. Such determination will include a summary of the operative facts and an opinion as to the validity of the grievance. The report may include a recommendation as to any further action(s) to be taken.

V. Appeals:

The student alleging discrimination or harassment will have the right to appeal the decision(s) of the President to the Director of Employee Relations at the Corporate Office at One Tower Lane, Oakbrook Terrace, Illinois 60181-4624, (708) 571-7700 within 5 class days after notification of the decision.

VI. Right to Counsel:

Students alleging discrimination or harassment have the right to be advised by legal counsel at any meeting concerning the grievance.

VII. Information and Data Collection:

Any charge(s) of discrimination or harassment and written documentation of the investigation will be treated as confidential and will be maintained in the University's Human Resources Office, unless the decision is appealed to the Corporate Office, then the documentation will be maintained at the Corporate Office. For charges of discrimination and/or sexual harassment of one student against another student, please refer to the student disciplinary code procedures.

VIII. Additional Grievance Appeal:

If the complaint cannot be resolved after exhausting DeVry's grievance procedure, the student may file a complaint with the Arizona State Board for Private Post secondary Education. The student must contact the State Board for further details.

Return to: Student Handbook Contents

Home | Student Services | Academics | Campus Info | Financial Info | Admissions | Career Services | Community Outreach