Complaints Committee

There are various bodies at the university who offer support and advice in cases of discrimination. They are listed with links under “advisory bodies”. All of these bodies provide advice, including anonymously, and some also take preventative action.

If a complaint is submitted officially (formal complaint), the complaints committee has responsibility for investigating it.

Prevention: anti-discrimination officers
Advice: the various advisory bodies
Formal complaint: Complaints Committee

The following bodies offer support and advice in cases of discrimination:

• the anti-discrimination officers,
• the equality officers,
• the representative for the severely disabled and the disability officer,
• the staff council
• the student council and the student representatives in the departments
• the team for threat, complaints and conflict management,
• the conflict mediators in the departments and organisational units
• external advisory bodies for protection against discrimination
• voluntary assistants working on behalf of the anti-discrimination officers
• Student confidants

A formal complaint must be submitted to the Complaints Committee in writing. The Complaints Committee then examines the facts described by questioning the persons involved and gathering proof. The person who is the subject of the complaint also has a hearing and is given the opportunity to make a (written) statement on the complaint(s) that has/have been lodged.

If a formal complaint is submitted, this can no longer be anonymous.

All university members, that is, students, lecturers and employees, as well as third parties who feel that they have been subjected to discrimination by university members or affiliates, may file a complaint.

The Complaints Committee is the body responsible for formal complaints in accordance with the “Regulations concerning protection from discrimination at Magdeburg-Stendal University of Applied Sciences” dated 25.10.2022 and in accordance with §13 of the General Equal Treatment Act (Allgemeine Gleichbehandlungsgesetz, AGG).

This means, for example, in cases of discrimination, bullying or (sexual) harassment.

1. Making contact with the Complaints Committee and submitting a complaint:

The easiest way to reach the Complaints Committee is by the following email address: beschwerdestelle-diskriminierung@h2.de.

The complainant (a member of the university or a third party who feels that they have been discriminated against) submits their complaint in writing to a member of the Complaints Committee or verbally for transcription.

The formal complaint may be made after first making use of the advisory bodies or directly, i.e. it is not compulsory to seek advice first.

2. Initial information and support:

the member of the Complaints Committee informs the complainant of their rights and the subsequent procedure as well as about any other support available. They direct the complaint to the committee and act as the first point of contact during the process.

3. Processing of the complaint by the committee:

The Complaints Committee accepts the complaint and checks that it is plausible. An investigation of the facts is initiated during which the persons involved and witnesses are interviewed.

4. Statement from the respondent (person against whom the complaint has been made)

The Complaints Committee requests that the respondent make a written statement about the accusations that have been made. If necessary, a personal hearing is conducted with the respondent.

5. Reporting and decision:

The Complaints Committee drafts a report with the findings of its investigation. The report is presented to the Rector or the President of the university, who will rule upon the further measures and sanctions that are to be implemented. These may range from official discussions to disciplinary procedures, depending on the seriousness of the disadvantage ascertained.

6. Follow-up and evaluation:

The Complaints Committee reports regularly to the Academic Senate about its activities and about concrete cases of discrimination in anonymised form. There is an exchange of information with other relevant bodies such as the anti-discrimination officers and the advisory bodies with a view to bringing about continuous improvement in the process and their cooperation.