Remedial and Protective Measures. Brown University will take and/or make available reasonable and appropriate measures to protect a Graduate Student Employee’s access to Brown University employment or education programs and activities regardless of whether they choose to file a Complaint under the applicable University procedures and/or exercise their constitutional or statutory rights. These measures may be both remedial (designed to address a complainant’s safety and well-being and continued access to educational opportunities) or protective (involving action against a respondent). Remedial and protective measures, which may be temporary or permanent, may include counseling and emotional support, no contact and communication directives, residence modification, academic schedule modification, academic accommodations or assistance, escort, voluntary leave of absence, interim suspension, administrative leave, restrictions on campus activities, work schedule modifications, and other remedies as reasonable and appropriate. A Graduate Student Employee seeking relief under this section shall have the right to have an authorized Union Representative present at any point. Remedial and protective measures are available to all members of the Brown University community through the appropriate offices, including Title IX and Gender Equity and Campus Life. For purposes of this Agreement, the University and the Union acknowledge that matters specific to the terms and conditions of employment as Graduate Student Employees may need to be addressed from time to time. A Graduate Student Employee seeking remedial and protective measures related to their employment may do so through the Xxxx of the Graduate School at any time. The Xxxx of the Graduate School, in coordination with other offices as necessary and appropriate, may provide any of the remedial and protective measures referenced above as well as switching the advisor or laboratory of a Graduate Student Employee with as minimal disruption to their employment and research as possible, work schedule modifications, including the extension of funding timeline to accommodate time lost due to switching advisors or other changes, and other reasonable accommodations as necessary and appropriate. The Xxxx of the Graduate School has the discretion to ensure the appropriateness of any measure. The University shall create a log of instances in which a Graduate Student Employee brings a request for Remedial and Protective Measures to the Xxxx of the Graduate Sch...
Remedial and Protective Measures. Brown University will take and/or make available reasonable and appropriate measures to protect a Community Coordinator’s access to Brown University employment or education programs and activities regardless of whether they choose to file a Complaint under the applicable University procedures and/or exercise their constitutional or statutory rights. These measures may be both remedial (designed to address a complainant’s safety and well-being and continued access to educational opportunities) or protective (involving action against a respondent). Remedial and protective measures, which may be temporary or permanent, may include counseling and emotional support, no contact and communication directives, residence modification, academic schedule modification, academic accommodations or assistance, escort, voluntary leave of absence, interim suspension, administrative leave, restrictions on campus activities, work schedule modifications, and other remedies as reasonable and appropriate. A Community Coordinator seeking relief under this section shall have the right to have an authorized Union Representative present at any point. Remedial and Protective Measures are available to all members of the Brown University community through the appropriate offices, including Title IX and Gender Equity and Campus Life. For purposes of this Agreement, the University and the Union acknowledge that matters specific to the terms and conditions of employment as Community Coordinator may need to be addressed from time to time. A Community Coordinator seeking remedial and protective measures related to their employment may do so through the Assistant Vice President for Residential & Community Living, their designee, or another appropriate official within the Division of Campus Life at any time. The Assistant Vice President for Residential & Community Living, their designee, or another appropriate official within the Division of Campus Life, in coordination with other offices as necessary and appropriate, may provide any of the remedial and protective measures referenced above as well as switching the Area Coordinator or supervisor of the Community Coordinator with as minimal disruption to their employment as possible, work schedule modifications, and other reasonable accommodations as necessary and appropriate. The Assistant Vice President for Residential & Community Living, their designee, or another appropriate official within the Division of Campus Life, has the discretion to...
Remedial and Protective Measures. The University will take and/or make available reasonable and appropriate measures to ensure an employee's report of violations of Section 1 or Section 2 does not unreasonably interfere with that employee's access to University employment.
Remedial and Protective Measures. Columbia University will take and/or make available reasonable and appropriate measures to protect a [Bargaining Unit Employee]’s access to Columbia University employment or education programs and activities. These measures may be both remedial (designed to address a complainant’s safety and well-being and continued access to educational opportunities) or protective (involving action against a respondent). University offices, including the office of Equal Opportunity and Affirmative Action, as well as relevant Deans or Department Directors, shall provide such measures. Remedial and protective measures, which may be temporary or permanent, may include counseling and emotional support, no contact or communication directives, change in advisor, extension of funding timeline, residence modifications, voluntary leaves of absence, or other remedies as reasonable and appropriate. When a grievance is filed to address a violation of this article through the Article [Grievance and Arbitration] of this Agreement, the University shall promptly provide, as appropriate, any of the above measures to individuals involved in this grievance report.
