Security Force Monitor is not currently hiring.
Non-Discrimination Statement and Policies
The Security Force Monitor is a part of Columbia Law School in New York. We conduct our work in accordance with Columbia University’s equal opportunities and affirmative action policies and procedures:
Columbia University is committed to providing a learning, living, and working environment free from discrimination and discriminatory harassment and to fostering a nurturing and vibrant community founded upon the fundamental dignity and worth of all of its members. Each individual has the right to work and learn in a professional atmosphere that promotes equal employment opportunities and prohibits discrimination and discriminatory harassment. All employees, applicants for employment, interns (paid or unpaid), students, contractors and people conducting business with the University are protected from prohibited conduct.
The University does not tolerate unlawful discrimination, discriminatory harassment, sexual assault, domestic violence, dating violence, stalking, or sexual exploitation and all such conduct is forbidden by Columbia University Policy.
The University strongly encourages those who have experienced, witnessed, or become aware of conduct that violates EOAA Policies & Procedures to come forward promptly so that the University can take appropriate steps to prevent such conduct from occurring in the future and to ameliorate its effects. The University will protect the privacy of those who come forward to the extent possible and permissible by law.
Nothing in University Policy and EOAA Policies & Procedures shall be construed to abridge academic freedom and inquiry, principles of free speech, or the University’s educational mission.”Columbia University Non-Discrimination Statement and Policies (Archived version)
Columbia University sets out the full set of equal opportunity and affirmative action policies in this document, including:
- Prohibited conduct including discrimination, harrassment and sexual harrassment, gender-based misconduct, and retaliation.
- The Duty to Report and Duty to Act that Columbia staff are required to undertake with respect to each other, to students of the University, and to minors.
- Romantic and sexual relationships that are prohibited by the university.
- Accommodations the university must make to help employees with disabilities do their job.
- Accomodations the university must make based on the needs of pregnancy, childbirth or related medical conditions.
- Accomodations for observances of the religious beliefs and and practices of employees.
It also sets out the procedures for complaint, resolution, investigation, adjudication and appeal that may be used by people who have experienced, witnessed or become aware of violations of any of the university’s equal opportunity and affirmative action policies.
Additionally, the New York Anti-Sexual Harassment Training is mandated by New York State and New York City legislation. This annual training is required of all Columbia personnel, including faculty, staff, researchers, librarians, and student workers.
Security Force Monitor is committed to and required to follow this set of policies and procedures in all aspects of our work including how we recruit and manage staff, contractors and interns, how we conduct ourselves in the digital and physical workplace, and how we behave at external events.