Cuny queens Colleg

require that any or all of the above
information not be released, without
the student’s prior written consent, by 
completion of a form available in the
Registrar’s Office. The form may be
completed, withdrawn, or modified at
any time the Registrar’s Office is open.
A student whose request for access is
denied or not responded to within 15
days of receipt may appeal in writing to
Jane Denkensohn, Esq., Special Coun-
sel to the President, Kiely 1303, indicat-
ing the date of the original request for
access, the particular records to which
access was requested, the person to
whom the request was made, and the
reasons why the student believes he or
she has a right of access to the record.
The appeal will be decided no later than
25 days after the receipt of the original
request for access. A denial of an appeal
may be further appealed to the General
Counsel and Vice Chancellor for Legal
Affairs of the City University.
NON-DISCRIMINATION POLICIES
It is the policy of Queens College of the
City University of New York to recruit,
employ, retain, and promote employees
and to admit and provide services for
students without regard to sex, age,
race, color, national or ethnic origin,
religion, sexual orientation, veteran or
marital status, or disability.
Affirmative Action
Affirmative Action (AA) goes beyond
equal opportunity principles; it attests
to the College’s commitment to achieve
substantial participation by women and
minority groups in all phases of the Col-
lege endeavor. The AA Committee mon-
itors accomplishment of these goals,
identifies problem areas that indicate
patterns of discrimination against a
group of people by a particular unit of
the College, and presents proposals for
remedial action to the President. For
more information and for the names of
the members of the AA Committee, you
may obtain a copy of the pamphlet enti-
tled Your Right to Know at the Informa-
tion Center, Kiely 100; the Office of the
Dean of Students, Powdermaker 116; or
in the Student Union at the information
kiosk, front lobby area; or contact the
Director of Affirmative Action, Kiely
1311, 997-5554.
Rights of Persons with Disabilities
The College complies with Section 504
of the Rehabilitation Act of 1973 and
the Americans with Disabilities Act
(ADA) of 1990, which protect persons
from discrimination on the basis of dis-
ability for all educational and employ-
ment purposes, including admissions,
evaluation and placement programs,
activities and courses, counseling,
financial aid, scholarships, athletics,
and employment. The Office of Special
Services coordinates implementation of
the regulations contained in Section
504 and the ADA. 
Those seeking information regarding
Section 504 or ADA regulations or who
wish to file a grievance, may do so with
the Director of Special Services. For
more information, you may obtain a
copy of the pamphlet entitled Your
Right to Know at the Information Cen-
ter, Kiely 100; the Office of the Dean of
Students, Powdermaker 116; or in the
Student Union at the information
kiosk, front lobby area; or contact the
Counseling and Advisement Center,
Powdermaker 128, 997-5420; or the
Special Services Office, Christopher
Rosa, Director, Kiely 171, 997-5870.
Sexual Discrimination
The College complies with Title IX of
the Educational Amendments Act of
1972, which protects persons from dis-
crimination on the basis of sex in the
operation of its educational programs.
Persons seeking information about Title
IX may obtain a copy of the pamphlet
Your Right to Know at the Information
Center, Kiely 100; the Office of the
Dean of Students, Powdermaker 116; or
in the Student Union at the information
kiosk, front lobby area; or may contact
Jane Denkensohn, Esq., Title IX Coordi-
nator, Kiely 1303, 997-5725.
Sexual Harassment
The following is the text of the City
University of New York’s Policy
Against Sexual Harassment.
Policy Statement
It is the policy of the City University of
New York to promote a cooperative
work and academic environment in
which there exists mutual respect for
all University students, faculty, and
staff. Harassment of employees or stu-
dents based upon sex is inconsistent
with this objective and contrary to the
University policy of equal employment
and academic opportunity without
regard to age, sex, sexual orientation,
alienage or citizenship, religion, race,
color, national or ethnic origin, handi-
cap, and veteran or marital status. Sex-
ual harassment is illegal under
Federal, State, and City laws, and will
not be tolerated within the University.
The University, through its colleges,
will disseminate this policy and take
other steps to educate the University
community about sexual harassment.
The University will establish proce-
dures to ensure that investigations of
allegations of sexual harassment are
conducted in a manner that is prompt,
fair, thorough, and as confidential as
possible under the circumstances, and
that appropriate corrective and/or disci-
plinary action is taken as warranted by
the circumstances when sexual harass-
ment is determined to have occurred.
Members of the University community
who believe themselves to be aggrieved
under this policy are strongly encour-
aged to report the allegations of sexual
harassment as promptly as possible.
Delay in making a complaint of sexual
harassment may make it more difficult
for the college to investigate the allega-
tions.
Prohibited Conduct
It is a violation of University policy for
any member of the University commu-
nity to engage in sexual harassment or
to retaliate against any member of the
University community for raising an
allegation of sexual harassment, for fil-
ing a complaint alleging sexual harass-
ment, or for participating in any
proceeding to determine if sexual
harassment has occurred.
Definition of Sexual Harassment
For purposes of this policy, sexual
harassment is defined as unwelcome
sexual advances, requests for sexual
favors, and other oral or written com-
munications or physical conduct of a
sexual nature when:
1) submission to such conduct is
made either explicitly or implicitly a
term or condition of an individual’s
employment or academic standing;
2) submission to or rejection of such
conduct by an individual is used as a
basis for employment or academic deci-
sions affecting such individual; or
3) such conduct has the purpose or
effect of unreasonably interfering with
an individual’s work or academic per-
formance or creating an intimidating,
hostile, or abusive work or academic
environment.
Sexual harassment can occur between
individuals of different sexes or of the
same sex. Although sexual harassment
most often exploits a relationship
between individuals of unequal power
(such as between faculty/staff member
and student, supervisor and employee,
or tenured and untenured faculty mem-
bers), it may also occur between indi-
viduals of equal power (such as
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