University Policy
Case Western Reserve University does not discriminate in recruitment, employment or policy administration on the basis of race, religion, age, sex, color, disability, sexual orientation, gender identity/expression, national or ethnic origin, political affiliation, or status as a disabled veteran or other protected veteran under U.S. federal law. In addition, the University expects all employees, students, vendors, and associates to participate in its program of non-discrimination. The University intends to maintain an environment free of sexual harassment and will not tolerate any form of harassment of employees or students. Retaliation against persons raising concerns about sexual harassment of any kind is prohibited and will constitute separate grounds for disciplinary action up to and including discharge or expulsion from the university.

The Assistant Vice President of the Office of Equal Opportunity and Diversity coordinates compliance with Title III (age), Title VI (race), Title IX (sex), Section 504 of the Rehabilitation Act (disability), and the Americans with Disabilities Act (disability) for the University. A student with a complaint about discrimination on the basis of race, sex, age or disability may contact either the Assistant Vice President of Equal Opportunity and Diversity, 310 Adelbert Hall (368-8877) or the University Office of Student Affairs (368-2020). The Assistant Vice President for Student Affairs, or his/her designee, will investigate student complaints of discrimination. In resolving such discrimination complaints, the University will utilize the Grievance Process and/or the Disciplinary Process.

Requests for accommodations for disabilities should be directed to the Coordinator of Disability Services in Educational Services for Students (368-5320).

Law School Policy
This policy supplements the university policy and was adopted by the law school faculty.

Case Western Reserve University School of Law is committed to a policy of equal employment opportunity and will comply fully with the Association of American Law School's Accreditation standard set forth in Section 6-3(b) of the Association bylaws: A member school shall pursue a policy of providing its students and graduates with equal opportunity to obtain employment, without discrimination or segregation on the ground of race, color, religion, national origin, sex, age, disability, or sexual orientation. A member school shall communicate to each employer to whom it furnishes assistance and facilities for interviewing and other placement functions the school’s firm expectation that the employer will observe the principle of equal opportunity.

Consistent with AALS interpretation, this policy shall prohibit discrimination based upon the listed grounds even if that discrimination is not illegal under applicable federal, state, or local law. The Career Services Office shall establish informal as well as formal complaint procedures to encourage students to report incidents in which the student believes an employer is violating the policy.

Exception: The Executive Committee of the Board of Trustees of the university has established a policy that no unit of the university is permitted to bar military recruiters from using career counseling facilities or services. Accordingly, branches of the military are invited and permitted to schedule interviews through the law school's Career Services Office and to use other career counseling services.

PLEASE NOTE THAT FEDERAL LAW MANDATES THAT THE FEDERAL ARMED SERVICES IMPLEMENT A "DON'T ASK/DON'T TELL" POLICY WITH REGARD TO GAY AND LESBIAN MEMBERS OF THE ARMED SERVICES. THE DEPARTMENT OF DEFENSE TREATS STATEMENTS "THAT DEMONSTRATE A PROPENSITY OR INTENT TO ENGAGE IN HOMOSEXUAL ACTS" AS CONDUCT THAT CREATES A REBUTTABLE PRESUMPTION THAT AN INDIVIDUAL SHOULD BE SEPARATED FROM THE ARMED SERVICES. THESE FEDERAL MILITARY EMPLOYMENT PRACTICES ARE INCONSISTENT WITH THE NON-DISCRIMINATION POLICIES OF CASE WESTERN RESERVE UNIVERSITY AND THE LAW SCHOOL.