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Center for Wellness Policies & Procedures

  • Confidentiality

    Counseling Services ensures the confidentiality of every student session. In order to comply with Massachusetts privacy laws, information disclosed during a session may only be released to another individual with the written consent of the student. Parents and family members are encouraged to speak directly with their adult child about any issues of concern. Parents, faculty, or staff members who are concerned about a student are encouraged to contact the Center for Wellness directly. Counselors are able to reach out to students of concern. These referrals can be made in a confidential manner if preferred. Please note that releases of confidential information are different from the FERPA  release through the Student Service Center.

    However, there are some circumstances under which, according to Massachusetts State Laws, confidentiality cannot be maintained. Such circumstances include the following:

    • If a counselor reasonably believes a student poses imminent physical or psychological danger to themselves or others, if necessary, the counselor may need to have the student transported to a hospital for psychiatric care.
    • The counselor is considered a “mandated reporter” under the law and must notify appropriate government agencies if the counselor reasonably believes that a child, a disabled person or an elderly person is suffering injury as a result of abuse or neglect.
    • If ordered to release information by a court of law.


    All services at The Center for Wellness are available without additional charge to all registered students.

  • Institute Disability Grievance Procedure

    Wentworth Institute of Technology is committed to the fair treatment of all students, including qualified students with a disability.

    Amendments Act of 2008 states, "no otherwise qualified disabled individual shall solely by reason of such disability, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination in programs or activities sponsored by a public entity." The goal of the grievance procedure is prompt and equitable resolution of complaints alleging discrimination based on a disability.

    Any Wentworth student with a documented disability who believes that they have been adversely affected by the discriminatory behavior of a student or student organization may file a complaint with the Dean of Students Office. All complaints filed against students or student groups will be processed according to the procedures set forth in the Student Handbook covering student code of conduct violations.

    Any Wentworth student with a documented disability who believes that they have been adversely affected by the discriminatory behavior of a faculty or staff member may file a complaint under the Institute Disability Grievance Procedure. A complaint should be filed as soon as the incident or event has occurred to ensure prompt investigation and resolution, but no later than 180 days after the incident.

    The Disability Grievance Procedures process has 2 options for resolution of issues concerning disability discrimination: an informal complaint process and a formal complaint process.

    Informal complaint 

    Any student with a documented disability may report a complaint against a faculty or staff member to the Center for Wellness. The Center for Wellness will document the allegations and advise the student of his/her options, including the right to file a formal complaint. With the student’s permission, the allegations will be addressed directly with the faculty or staff member in question in an attempt to achieve a timely resolution. If a student refuses to grant permission for the Center for Wellness to address the complaint, the student will be asked to sign a waiver indicating this refusal. In these situations, the student is acknowledging that he/she is refusing assistance and an opportunity to address and resolve his/her specific allegations. If the allegations are not resolved through the informal process, students have the opportunity to file a formal complaint as outlined below. A student may proceed directly to the formal complaint process at any time. 

    Formal Complaint 

    Any student with a documented disability may file a formal written complaint against a faculty or staff member with the Center for Wellness or to the ADA Compliance Officer (Director of Human Resources). In order to process the complaint, a student must provide permission to the Center for Wellness and/or the ADA Compliance Officer to investigate the allegations and receive and review information related to the student’s disability and allegations. 


    Upon receipt of a formal complaint, the ADA Compliance Officer or designee from the ADA Liaison Committee (“Investigator”) will investigate the allegations. The members of the ADA Liaison Committee (the “Committee”) will review the information gathered by the Investigator. The Committee may request additional information and investigation at any time. Once the investigation is complete, the Committee will determine whether or not the allegations have merit and if violation of Wentworth's policies concerning disability discrimination has occurred. The Committee will usually meet within one week after the Investigator has completed her/his investigation. The meeting may be delayed for Institute breaks, holidays or the schedules of the Committee members. 


    If a violation is found to have occurred, the Committee will make a recommendation concerning the resolution of the complaint. In cases involving faculty members, the Committee makes a recommendation to the Provost. In cases involving staff members, the Committee makes a recommendation to the divisional Vice President and the Vice President of Human Resources. If no appeal is filed within the time period noted below, the Provost or Divisional Vice President makes the final determination concerning the violation and the resolution based upon the information provided in the Committee’s decision. 


    The ADA Liaison Committee is composed of employees of the Institute, and may include representatives from the Office of Student Affairs, Academic Affairs, faculty, and the Center for Wellness. If the allegations involve a faculty member, the Department Chair or Dean of the College may also be included on the Committee. 


    A minimum of five voting members constitutes a quorum of the Committee. A quorum must be present for the decision on the allegations, any determination that a violation of the Wentworth disability discrimination policies has occurred and for the recommendation for resolution. 


    An appeal by the student and staff member of the Committee's decision on a finding of a violation may be made to the Vice President of Human Resources for cases involving a staff member. An appeal by the student and faculty of the Committee's decision on a finding of a violation may be made to the Provost for cases involving a faculty member. An appeal must be made in writing, within one week of receiving the Committee's decision letter. The Vice President of Human Resources and Provost may request additional information from the Committee or parties involved and will respond as promptly as possible to the appeal after completing his/her review. The Provost and Vice President of Human Resources make the final determination concerning the violation and the resolution. 


    Any retaliation against a student for filing a good faith complaint, or against witnesses for providing information during an investigation, is prohibited and may result in severe sanctions, up to and including termination. 

    Additional Assistance 

    Although Wentworth Institute of Technology strives to resolve all complaints within the campus grievance process, students always have the right to file a complaint with the U.S. Department of Education’s Office of Civil Rights. For more information, see The Office of Civil Rights

    Wentworth also prohibits discrimination on the basis of age, gender, gender identity, sex, sexual orientation, race, religion, national origin, veteran status or any other protected status. Sexual harassment, which includes sexual assault, is one type of sex discrimination. Unlawful employment discrimination by faculty, administrators, supervisors, employees, contractors, guests, vendors, parents and students will not be tolerated. If you believe you have been subjected to any of these forms of discrimination, please contact the Title IX Coordinator, the Vice President of Human Resources.