Marist is committed to creating a diverse workforce on our campus by ensuring that barriers to equal employment opportunity and upward mobility do not exist here. To this end, the College will strive to achieve the full and fair participation of minorities, women, people with disabilities, and any other protected groups found to be under-represented.
Equal opportunity means employment, development, and promotion of individuals without consideration of race, color, disability, religion, age, sex, marital status, national origin, sexual orientation, or veteran status unless there is a bona fide occupational requirement which excludes persons in one of these protected groups. The College will review its employment policies and procedures to ensure that barriers which may unnecessarily exclude protected groups are identified and eliminated. The College will also explore alternative approaches if any policy or practice is found to have a negative impact on protected groups.
Marist's policy of non-discrimination includes not only employment practices but also extends to all services and programs provided by the College. It shall be considered a violation of College policy for any member of the community to discriminate against any individual or group with respect to employment or attendance at Marist on the basis of race, color, disability, religion, age, sex, marital status, national origin, sexual orientation, veteran status, or any other condition established by law.
Affirmative Action Officer
The College's Affirmative Action Officer is responsible for overseeing affirmative action and equal employment opportunity. All questions, concerns, and complaints regarding the College's Affirmative Action Plan should be directed to Christina Daniele, Vice President for Human Resources via email Christina.Daniele@marist.edu or ext. 2115.
The Americans with Disabilities Act (ADA) is a federal civil rights law enacted on July 26, 1990. It is intended to protect qualified persons with disabilities from discrimination in employment, government services and programs, transportation, public accommodations, and telecommunications. The ADA supplements and complements other federal and state laws which protect persons with disabilities.
Marist supports the spirit and intent of the ADA. Accessibility questions or concerns may be addressed by calling the Marist College ADA phone line at 845-575-4ADA or contact Eva Jackson, Director for Employee Relations, at Eva.Jackson@marist.edu.
Policy and Procedures: Procedure for Discrimination, Harassment, and Sexual Misconduct for All Students and Employees
Marist affirms its commitment to promote the goals of fairness and equity in all aspects of the educational enterprise. All policies below are subject to resolution using the College's Equity Resolution Process, as detailed below. The Equity Resolution Process is applicable regardless of the status of the parties involved, who may be members or non-members of the campus community, students, student organizations, faculty, administrators and/or staff. The College reserves the right to act on incidents occurring on-campus, or off-campus, when the off-campus conduct could have an on-campus impact or impact the educational mission of the College.
Key staff members who oversee implementation of the College's Affirmative Action and Equal Opportunity plan, disability compliance, and the College's policy on Civil Rights Equity Grievance are:
- Christina Daniele serves as the Title IX Coordinator
- Christina Daniele serves as the Equity/AA Coordinator
- Eva Jackson serves as the ADA/504 Coordinator
Reports of discrimination, harassment and/or retaliation should be made to the Title IX Coordinator, Christina Daniele, or deputy/deputies promptly, but there is no time limitation on the filing of grievances, as long as the accused individual remains subject to the College's jurisdiction. All reports are acted upon promptly while every effort is made by the College to preserve the privacy of reports. Emergency access to the Title IX Coordinator or other appropriate, trained official is provided at all times, for intake of the first instance of a disclosure. All victims will be provided with a comprehensive brochure detailing options and resources, which the intake officer will also go over in person with the victim. Reports of discrimination by the Title IX Coordinator or designee should be reported to the College President.
This policy applies to behaviors that take place on the campus, at College-sponsored events, and to off-campus and actions online when the Title IX Coordinator or designee determines that the off-campus conduct affects a substantial College interest. A substantial College interest is defined to include:
a) Any action that constitutes criminal offense as defined by federal or New York law. This includes, but is not limited to, single or repeat violations of any local, state, or federal law committed in the municipality where the College is located;
b) Any situation where it appears that the accused individual may present a danger or threat to the health or safety of self or others;
c) Any situation that significantly infringes upon the rights, property, or achievements of self or others or significantly breaches the peace and/or causes social disorder; and/or
d) Any situation that is detrimental to the educational interests of the College.
Internal inquiries regarding the enclosed policies and procedures may be made to:
Christina Daniele Deborah DiCaprio
Title IX Coordinator VP/Dean for Student Affairs
Office of Human Resources Rotunda 389
Donnelly Hall 120 845-575-3515
(845) 575-3799 email@example.com
External inquiries may be made to:
Office for Civil Rights (OCR)
U.S. Department of Education
400 Maryland Avenue, SW
Washington, DC 20202-1100
Customer Service Hotline #: (800) 421-3481
Fax: (202) 453-6012
TDD: (877) 521-2172
Local OCR office contact information:
Region II - New York (New Jersey, New York, Puerto Rico, Virgin Islands)
Linda Colon, Regional Manager
Office for Civil Rights
U.S. Department of Health and Human Services
Jacob Javits Federal Building
26 Federal Plaza - Suite 3312
New York, NY 10278
Phone (800) 368-1019
Fax: (212) 264-3039
TDD: (800) 537-7697
Equal Employment Opportunity Commission (EEOC)
Members of the College community are encouraged to review the entire Procedure for Discrimination, Harassment, and Sexual Misconduct for All Students and Employees policy.
Smoking within buildings on the campus is a violation of the New York State Clean Air Act which has been in effect since 2003. The law requires every employer in the state to provide smoke-free work areas for all employees in the workplace. The Dutchess County Clean Air Act mirrors the New York State law. Violations of the law can result in fines to the both the College and the individual.
Smoking is not permitted in any building on campus including any private office, College vehicles, locker room, loading dock, or storage area. Smoking is also prohibited near doors, windows, or air intakes.
To ensure proper compliance with the law and to prevent potential injury or damage due to a fire, it is important that members of the Marist community keep in mind that SMOKING is PROHIBITED in any College building. It is also College policy that SMOKING is PROHIBITED within 25 feet of any College building.
Security staff have been instructed to remind employees and students who are observed smoking too close to a building of the policy and to ask the person(s) to move further away from the building or extinguish the cigarette. Your cooperation and support in complying with the College’s policy on smoking is greatly appreciated.
The use and effects of illegal drugs and the abuse of alcohol pose very serious threats to our society. This policy statement is intended to clearly communicate, to current and future employees and students of Marist College, our primary objective:
To eliminate, through treatment, cessation of use or the dismissal of those whose actions violate established standards of behavior, all on-campus problems, real or potential, associated with the use of illegal drugs or the abuse of alcohol.
Distributing, purchasing, selling, using, possessing, manufacturing or being under the influence of any illegal drug while on campus, or anywhere while representing Marist College, is strictly prohibited. Likewise, the use of alcohol by any underage member of the College Community or by anyone in other than authorized circumstances and the abuse of alcohol by anyone at any time on campus, or anywhere while representing Marist College, is also strictly prohibited. Violation of these rules of conduct constitute grounds for disciplinary action up to and including termination of employment or permanent expulsion from the College. Such violations and any off-campus violations may also subject an individual to arrest and prosecution by law enforcement agencies. The penalties for violations of drug and alcohol statutes can be severe and can include extended prison terms.
As a condition of employment and in accordance with requirements established by the Drug Free Workplace Act (1988), all employees must notify the College of any criminal drug statute convictions for a violation occurring in the workplace, no later than five (5) days after such conviction.
The College recognizes that drug dependency and alcoholism are health problems which are often contributing factors to poor work or academic performance, absenteeism and related behavior. Marist does not wish to become involved in the personal affairs and activities of its employees or students. Our primary concern is that each performs satisfactorily and safely while on campus, or anywhere while representing the College. However, if an individual's job or academic performance decline can be attributed to drug or alcohol addiction, the College will treat that individual as one with a health problem and will assist him or her in meeting his or her responsibility to correct their problem using the services of those organizations capable of providing the best rehabilitative assistance.
Dependency problems which manifest themselves in drug or alcohol use on-campus, or anywhere while representing the College, or which continue to adversely affect an individual's work or academic performance may subject that individual to disciplinary action up to and including dismissal.
Referrals for treatment or counseling will be an option available to the College within disciplinary processes for individuals found in violation of any of the provisions of this policy. Failure to comply with a disciplinary referral or to satisfactorily complete the course of treatment ordered may be grounds for dismissal.
To Seek Assistance:
Resource information and referral services will be provided to anyone who requests them. Information regarding requests for referral will be held in complete confidence.
Students should contact:
Office of Health Services
Student Center - Room 350
College Staff should contact:
Office of Human Resources
Donnelly Hall - Room 120
As members of the Marist community, all executive officers, trustees, faculty, staff members, and student workers are responsible for conducting themselves with the highest ethical standards. The College values integrity, honesty, and fairness and strives to integrate these values into its teaching, scholarship, business practices, and daily interactions among all members of the campus community. The increasingly necessary relationships that have evolved between the College and outside entities, including but not limited to governmental agencies, community groups, and business firms, require that persons representing the College conduct themselves in a manner that will withstand the sharpest scrutiny.
Sexual misconduct, including sexual assault, dating/relationship violence, domestic violence, and stalking, are violations of Marist's standards of conduct and the State of New York Penal Code. Members of the College community, guests, and visitors have the right to be free from sexual violence and any form of gender-based discrimination prohibited by Title IX. All members of the campus community are expected to conduct themselves in a manner that does not infringe upon the rights of others. When a responding party is found to have violated this policy, sanctions will be imposed based on the nature of the case. This policy is intended to define community expectations and to establish a mechanism for determining when those expectations have been violated. The sexual orientation and/or gender identity of individuals engaging in sexual activity is not relevant to allegations under this policy.
While there are a number of laws and regulations that mandate how colleges and universities handle allegations of sexual misconduct and assault, it is impossible to define every scenario that could be a violation of this policy. Ultimately, the College has the discretion to determine whether or not the policy has been violated and impose appropriate sanctions for infractions.
Building a Healthy Community
Violence based on sex and/or gender, including sexual assault, concerns most of the world's colleges and universities, including Marist College. Marist aims to prevent and respond to sexual assault, dating/intimate partner/domestic violence, stalking, and sexual harassment through prevention training, collaboration, outreach, and advocacy. This website offers information and resources to prepare our community about sexual assault prevention, awareness, and what healthy relationships entail.
The resources provided on this site are to assist and educate members of the Marist community, support a survivor immediately after an assault, and to provide information to the family and friends of survivors.
Because the knowledge and resources available about relationships and sexual aggression continues to grow, new information will be posted to this website on an ongoing basis. It is our intention to continue to build a healthy campus culture of support and good-will.
Should you have suggestions for the site, please don't hesitate to contact the Title IX Coordinator:
Marist College’s Title IX Coordinator
Vice President for Human Resources
120 Donnelly Hall