University Reports Bias Incident Against Austin Franco ’28

Cornell University reported a bias incident to the Office for Civil Rights involving Austin Franco, a student in the class of 2028. The report follows an interaction on the Handshake career platform where Franco allegedly responded to a job offer by stating he was not interested in working for a Jewish person.

The university identified the comment as a bias incident after it was flagged on the professional networking site. The specific phrase used by Franco, according to reports on June 14, 2026, was Not interested in working for a Jew.

How did the Handshake bias incident occur?

The incident took place on Handshake, a career services platform integrated into Cornell University’s employment and internship pipeline. Employers use the system to send direct job offers and interview invitations to students based on their academic profiles.

Franco allegedly received a professional outreach from an employer and used the platform’s messaging feature to decline the offer. Rather than providing a professional reason for the refusal, the student cited the employer’s religious identity as the reason for his lack of interest.

Handshake maintains terms of service that prohibit harassment and discriminatory language. Because the platform is tied to university credentials, the communication was accessible to university administrators and the affected employer.

What actions did Cornell University take?

Cornell University officials filed a formal report with the Office for Civil Rights (OCR) following the discovery of the message. The university categorized the remark as a bias incident, which triggers specific institutional protocols for investigation and response.

The university administration condemned the antisemitic nature of the comment. While the university has not disclosed specific disciplinary actions against Franco due to student privacy laws, the referral to the OCR indicates the institution is treating the matter as a potential violation of civil rights protections.

Cornell’s bias reporting system is designed to document incidents of hate speech or discrimination on campus and in university-affiliated digital spaces. These reports are used to determine if a student has violated the Student Code of Conduct, which prohibits harassment based on religion or ethnicity.

What is the role of the Office for Civil Rights?

The Office for Civil Rights is a federal entity within the U.S. Department of Education. It enforces federal civil rights laws that prohibit discrimination on the basis of race, color, national origin, sex, and disability in programs that receive federal financial assistance.

When a university reports a bias incident to the OCR, it often involves allegations that a hostile environment has been created or that a specific individual’s rights have been violated. The OCR can launch its own investigation to ensure the institution is taking adequate steps to prevent discrimination.

The reporting of Franco’s comments to the OCR distinguishes this case from a standard internal disciplinary matter. It moves the incident from a private university grievance to a federal record of bias, which can influence how the university is evaluated for compliance with federal anti-discrimination laws.

How does this differ from standard student discipline?

Most student conduct violations are handled internally through a university’s dean of students or a conduct board. These processes are typically governed by the Family Educational Rights and Privacy Act (FERPA), which prevents the university from publicly disclosing the punishment a student receives.

By involving the OCR, Cornell has signaled that the incident exceeds a simple breach of etiquette. The referral focuses on the legal framework of protected classes. While a conduct board might issue a suspension or probation, the OCR’s involvement focuses on whether the university is maintaining an environment free from systemic bias.

This approach contrasts with previous campus bias incidents where universities handled rhetoric as a “teachable moment” through mandatory training. The direct reporting of a student to a federal civil rights office represents a more formal legal escalation.

The use of a professional platform like Handshake further complicates the incident. Because the comment was directed at a third-party employer, the bias incident extended beyond the campus community and into the professional sphere, potentially affecting the university’s relationship with corporate partners.