Protection against Discrimination and Sexualized Violence
The Guideline for Protection against Discrimination and Sexualized Violence at TU Dortmund University specifies a consultation and complaints procedure for those affected by discrimination and sexualized violence at TU Dortmund University. It also aims to raise awareness and attention at TU Dortmund University for discrimination and sexualized violence.
Advisory Service Center for Protection against Discrimination and Sexualized Violence
TU Dortmund University has set up a central advice center (SchuDS) to support the implementation of the above-mentioned directive. The staff of the advice center are available to all members and affiliates of TU Dortmund University.
Further information can be found on the SchuDS website: SchuDS
Contact the Advice Center:
Complaints Office according to § 13 AGG
The General Equal Treatment Act (AGG) is a federal law that aims to prevent or eliminate sexual harassment and discrimination on the grounds of racial ascription, ethnic origin, gender, religion or belief, disability, age or sexual orientation.
Section 13 of the AGG gives university employees the right to complain to the department if they feel disadvantaged by their employer, superiors, other employees or third parties in connection with their employment relationship for one of the reasons mentioned.
Are you an employee of TU Dortmund University and would like to report a case in which you feel you have been disadvantaged in the above sense? Please contact the TU Dortmund University Complaints Office.
Please note: Your AGG complaint is subject to a deadline.
The deadline for submitting claims in writing is generally two months after becoming aware of them. Knowledge means that the person concerned is aware that something has happened to them (Section 15 (4) AGG).
However, this period may be extended by a collective agreement. TU Dortmund University and its employees are bound by the collective agreement's limitation period of 6 months for claims arising from the employment relationship (§ 37 TV-L). A claim from the employment relationship exists if the claim is closely related to the employment relationship as the actual permanent relationship. In principle, the limitation period begins when the claim becomes due and the employee becomes aware of the discrimination.