Compliance Ethics and Equal Opportunity

See also: CEEO Discrimination Claims Procedure

Compliance Ethics and Equal Opportunity (CEEO) has the responsibility for implementing the University's affirmative action policy. As part of that responsibility, CEEO shall receive inquiries regarding issues involving civil rights issues; counsel claimants; evaluate claims; receive and process formal claims; prepare written investigative reports which contain findings of fact; and conciliate meritorious claims separately or jointly with the parties. CEEO will also refer claimants to other offices, if appropriate.

The office is located at 609 Buena Vista NE, 277-5251,


An employee (faculty, staff) or student is encouraged to discuss any discrimination or sexual harassment problem with the potential respondent in the first instance and thereafter with a supervisor, faculty member, department chair, director, or dean, as appropriate, in an attempt to resolve the problem without filing a formal claim.

Consultation with CEEO

Prior to filing a formal discrimination or sexual harassment claim an employee (faculty, staff) or student shall contact CEEO, obtain an intake form, and submit it to CEEO for review. If CEEO determines the complaint falls within its jurisdiction, an investigator will contact the person to set up a meeting. The person can call, access the CEEO Website (, or go to CEEO to obtain the intake form.

When a person meets with an investigator, the investigator will provide an opportunity to talk about the problem; discuss whether the conduct / practice in question appears to constitute discrimination or sexual harassment within the meaning of this procedure; and discuss the possibility of retaliation, and how to identify and report it. If the entire problem does not appear to be covered by these procedures, the investigator will refer the person elsewhere, if appropriate, for additional assistance.

The investigator will also explain options for resolution including problem solving, formal claim, legal action, mediation, and counseling; discuss the requirements, advantages and disadvantages of each option; and offer referrals to other sources of assistance, including the Equal Employment Opportunity Commission, the New Mexico Human Rights Division of the Department of Labor, and the Department of Education’s Office of Civil Rights. The investigator shall explain that this Procedure has no effect on deadlines applicable to filing with the Equal Employment Opportunity Commission or any other appropriate outside agencies.

It is intended that discrimination and sexual harassment problems be resolved with the cooperation of everyone involved, at the lowest administrative level possible, where appropriate.

If the claimant wishes, CEEO will attempt to assist him or her in resolving an alleged discriminatory or sexual harassment situation. CEEO shall, to the extent possible, preserve the parties' confidentiality.