20170223 DOL Robins Interview
Employee Name: Kori (Koren) Robins
Date: 2/23/2017
Race: Caucasian
Gender: Female
Veteran Status: Non-Veteran
Job Title at Duke University: Coordinator of Student Records/ Registrar
Starting Date in Position: December 1, 2012
Starting Date with Duke University: October 1, 2012, as external recruiter
Other Prior Experience: I started working for Duke on December 1, 2012 as the External Recruiter for Duke Divinity School Office of Admissions. I earned a Master of Divinity (MDiv) in May 2012. I worked in the capacity of Registrar from January 2015 – June 30, 2016. I worked as a contract employee through the end of August 2016.
Education: Master of Divinity
I. BACKGROUND INFORMATION:
Is the position you stated the same job and title that you had during January 1, 2015 – August 31, 2016?
Yes
If not, what was your job title?
NA
What were your job duties as it relates to hiring TA employees?
I facilitated coordination for doctoral students (and external students). I paired and matched them with a professor for each semester, Jeff Konklin Miller, Dean of Academics and my supervisor, Fujin Pak, helped me to manage the process.
There is a process we follow during hiring, but it is not written or formal. Based on need, preceptor preference form, and professor recommendation we would create a list of potential candidates, and then offer those positions to qualified students. Additionally, I would find alternates, if applicable, as well as send out contracts.
Being a PhD student is major factor for being selected as a Teacher's Assistant (TA). Doctoral students are given preference; we are required by contract to employ them so they have absolute priority.
I facilitated the selection process, however, the professor makes the final decision, and it is approved by Konklin Miller who oversees the process.
Who supervised you during January 1, 2015–August 31, 2016?
Jeff Conklin Miller and Fujin Pak
What are the written policies or guidelines that bear on your role in hiring decisions of TAs? (Obtain a copy)
There is no formal guidelines established in the hiring decisions of TAs. Each semester the need for preceptors is emailed out based on the number of students enrolled for a class. In the email sent out to the prospective preceptors, deadlines are established and offers are given later.
Please explain the selection procedures for hiring TA employees. (See #3 above)
What are the major criteria for selection?
Being a PhD student is major factor for being selected as a Teacher's Assistant (TA). Doctoral students are given preference; we are required by contract to employ them so they have absolute priority.
Who makes final decision?
Jeff Conklin Miller and the professors who teach the classes are the final decision makers. I am a facilitator only by offering the TA positions to successful applicants.
Is there oversight in your selection process?
Yes Jeff oversees the selection process
Who are involved?
Jeff, the professors and myself
When is the veteran status captured for TA applicants?
I do not collect Vet information before or during process.
Have you received training about hiring TA employees? If so,
a. Who provided the training?
I was taught the process for hiring TA's during OJT from my supervisor Fujin Pak. The training lasted for two semesters. I had the last informal training over the winter break for spring 2015.
b. What was the content of the training?
On the Job Training
c. How frequently has it taken place?
It depends when there is open position. I was trained for two Semesters
d. What was its duration and type (for example, one-hour webinar, one-week in person, etc.)?
No time limit. It is OJT
e. When was your last training?
Spring of 2015
f. Is there any documentation of this training? If so, please provide a copy.
It is informal training
II. HIRING:
Are you responsible to hire TAs for the entire Duke University or only for the Divinity School only?
I only helped hire TAs for the Divinity School. I am unaware of the hiring process for TAs outside of the Divinity Program
Is TA selection procedure the same for the entire Duke University?
I only helped hire TAs for the Divinity School. I am unaware of the hiring process for TAs outside of the Divinity Program
Do you know the complainant (Logan Martin Isaac)? How do you know him? How long have you known him?
I knew Mr. Isaac when we became classmates in 2010; he started a year after me. I considered Isaac an associate; I hired him in 2016 as a TA
What is your employment relationship with the complainant?
I hired him as a TA
Was the Complainant hired by the registrar/you for the Spring Semester of 2016?
Yes
When did you receive copy of AAP from Dr. Struble?
I did not receive any info from Mr. Dan Stubble about the AAP. After preceptor orientation, late August 2016, Isaac posted something on Facebook—this is when I learned he had an issue against Duke University in regard to treatment of veterans
Did you discuss about Mr. Isaac's veteran status with any of your supervisors before making any hiring decisions. Please explain in details.
What are the reasons for not selecting the Complainant during the first round of offer for the Fall Semester of 2016? Who was hired instead of him?
Fall 2016, Isaac was not selected because he wasn't a doctoral student; external experience was looked at along with professor approval. Selectees were the students who had experience in the course itself or had worked for multiple professors before—these are typically the students who have preference
How was the Complainant notified? Was he provided a rejection notice? If so, please provide a copy.
Notification is by email. I emailed Isaac of non-selection (email was already forwarded to OFCCP). Non-selection was due to high number of doctoral students. Non-selects were told that there was a possibility that there would be additional selections later. The Academic Dean and the professors were aware of non-selections
Was the complainant asked to sign any documents when he was rejected? Did he sign them? Please provide a copy.
It is by email correspondences
Who else was involved in the decision process of not selecting the complainant for the Fall Semester of 2016?
Professors and Jeff Conklin Miller
What were the qualifications of the TAs who were hired for the fall semester of 2016? Please provide copies of their applications and the Complainant's application.
Typically TAs submits a resume that are kept on file, PhD students do not submit resumes, but external applicants do. Resumes are kept as long as students remain on preceptor listing. The preceptor listing is kept in the office of the Registrar.
Do you know of the veteran status of the applicants/eligible for the TA positions? How? When are you notified?
I do not know. I do not know if vet status is included in the resumes.
Why was the Complainant hired as a TA for the Fall Semester of 2016 on July 21, 2016?
When I could not find doctoral students, I searched for those with preceptor experience. Isaac had preceptor experience he gained from the previous semester in the New Testament course. The delay in response of notifying Isaac about non-selection was due to my being out of the office. As a contract employee, I was in office once or twice a week.
Have you identified any TA employee that has been rejected for not having teaching experience? Please explain under what circumstances they were rejected.
There are many students who have not received placement because of no preceptor experience. Another way I am made aware of the student's experience is by looking on preceptor form. I consult with my supervisor and professors to select the best candidate.
Did you consult with any other management officials when deciding to reject the complainant?
I receive recommendation for TA's from the professors via telephone, in person, or email; but I do not recall if email recommendations were maintained.
If yes, with whom did you consult, when and how did this consultation occur, and what was the substance of the consultation?
I recommended Isaac to [redacted (7)(C)] and [redacted] approved the recommendation. No professors recommended Isaac when he was not selected the first time.
What advice did other management officials provide to you regarding rejecting the complainant or other employees? Did you follow it? Why or why not?
None
Is Duke's rejection process spelled out anywhere? Is it given to employees? Was it followed consistently with this Complainant?
I never had an employee appeal a rejection for TA position, but I believe the university has an appeal process in place
Please provide any documentation.
NA
The Complainant alleges that he was retaliated against because of his veteran status and filed an informal complaint. Then, he was reinstated as a TA. He also stated that he is suffering from mental anguish resulting from his employment with Duke University. Are you aware of these allegations? Did you make any recommendations or plan to resolve these allegations. Please explain.
A month ago Isaac sent me an email (about 45 pages) it was the first time I was made aware about Isaac's allegation against me.
Did the complainant's veteran status play a role in the decision to reject him? Please explain.
Absolutely, not. Isaac's non-selection had nothing to do with his vet status. I had no knowledge that Isaac was asking questions about veteran's treatment until the end of August 2016
The Complainant also alleges retaliation for asking questions concerning veterans because; he was subsequently not invited back as a TA; after Spring Semester of 2016. What is your response to this allegation?
I do not have any knowledge of this allegation
Did the complainant's questioning about veteran status concern play a role in the decision of not being invited him back as a TA after Spring Semester of 2016? Please explain.
No
Can employees appeal rejection?
I never had an employee appeal a rejection for TA position, but I believe the university has an appeal process in place
III. EEO/AFFIRMATIVE ACTION:
How would you describe the workplace culture with respect to diversity and inclusion for veterans Duke University?
Duke University upholds federal law and I would not discriminate against anyone. I believe Duke has an EEOC policy. Supervisors are to adhere to EEO standard
Does Duke University have an EEO Policy? Please provide a copy.
As far as I know there is a formal EEO complaint process led by the Office of Institutional Equity (OIE).
Are supervisors held accountable for adhering to this policy? Explain how?
Yes
Does Duke University have an internal complaint process for discrimination, harassment and retaliation issues raised by employees? If so, does that process cover veteran status discrimination issues?
Yes
IV. DOCUMENTARY EVIDENCE:
When did you become aware of the complainant's veteran status? Please provide date.
In 2010, as classmates I learned that Isaac served in the military. Isaac led a veterans group, and he published a book that he shared with students
Did you ask complainant about his veteran status? When? How? Where? How did you react? Explain.
See above #26
Do you know of other employees at Duke University who are veterans? If yes, have they ever mentioned discrimination or negative treatment? Please be specific.
[Redacted (7)(C)] is another veteran I know of; he was also a divinity student. [Redacted] was an advocate for veterans. [Redacted (7)(C)], came directly from the military to serve in the role of [redacted (7)(C)].
Is there anything else you would like to add at this time?
No
The information I have provided above is true and accurate to the best of my knowledge and recollection.
Interviewee: [Signature]
Date: 2/23/2017
Compliance Officer: [Signature]
Date:
