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2, 2016

The following information is provided to Duke Students and Workers in Solidarity in response to
their list of demands presented on April 1, 2016:

1. Duke University has well-established internal and legal processes for addressing
concerns of any employee, regardless of their position. These are spelled out in the
universitys human resources policies, and are covered by state and federal law.

The incident involving Shelvia Underwood and Tallman Trask was immediately reported
to Duke Police in August, 2014. Duke Police investigated Ms. Underwoods allegations
under standard procedures. Ms. Underwood chose not to pursue her police complaint.

Dukes Office of Institutional Equity, which reports directly to the president, conducted a
separate and independent investigation of the allegation that a racial comment was
made. This investigation also did not produce sufficient evidence to confirm the

2. Dr. Trask denies that he made any kind of racial comments. He has stated his regrets
about the incident and presented a written apology to Ms. Underwood in 2014. He
restated that apology in January when asked about it by the Duke Chronicle.

3. Ms. Underwood has filed a civil lawsuit against Duke University and Dr. Trask. As a
result, this matter is now subject to a legal proceeding in which everyone involved will
have the opportunity to present evidence and a decision will be made through the legal

4. Duke employees have access to a four-step grievance process that includes a review
panel made up of peers from across the institution and continues through the decision
of an independent outside arbitrator, selected by the employee, who evaluates the
merits of each case. In addition, any employees can bring forward a complaint of
discrimination to the Office of Institutional Equity, or to the federal Equal Opportunity
Employment Commission (EEOC). Former and current employees of Parking and
Transportation Services (PTS) who have filed complaints or lawsuits against Duke have
all gone through the extensive appeals process available to any employee who is
terminated or whose position is abolished as part of a reorganization.

5. Duke has a long history of working with contractors regarding their practices to ensure
that their employees are treated equitably and paid fairly. The university is moving
towards requiring that all full time subcontractors working on campus be paid the Duke
minimum wage of $12/hour.

6. Duke administrators are selected and reviewed through a rigorous process that balances
levels of openness and confidentiality to ensure that the university attracts, and retains,
the best individuals for leadership positions.
7. Duke is consistently recognized in North Carolina and nationally for its progressive
employment and compensation policies. The current minimum wage at Duke is
$12/hour this significantly higher than the federal and state minimum of $7.50/hour.
In addition, every full-time employee receives benefits that include paid time off,
retirement benefits, health insurance (80% of the cost of which are paid by the
university), long-term disability, life insurance and tuition benefits for themselves and
their children. Dukes total compensation package is very attractive relative to other
employers in the area.