Discrimination + Harassment Complaint Resolution Process

The process for complaints of discrimination and harassment that do not involve allegations of sexual misconduct provides an informal resolution process and a formal resolution process.

Complainants electing the informal process may move to a formal process should the outcome not result in a mutually satisfying resolution, at the discretion of the complainant at any time during the informal resolution process, or the complainant may elect to forego the information resolution process altogether.

Informal Resolution Process

• Complainant discusses allegations with perceived harasser(s) (when safe/possible).
• If the discussion does not lead to resolution or the Complainant elects not to exercise the first step, the Complainant approaches the appropriate responsible administrator.
  • The appropriate responsible administrator may include a department chair, college dean, or director that has supervising authority over the employee.
  • In student-to-student complaints, the responsible administrator is the Dean of Students.
• The responsible administrator conducts an inquiry into the complaint.
• If a reasonable basis exists, the responsible administrator will work with both parties to attempt to reach a mutually agreeable resolution.
• The responsible administrator reports any mutually agreeable resolution back to the Affirmative Action and Equal Employment Opportunity Officer.
• If a mutually agreeable resolution is not reached, or if the Complainant does not wish to engage the informal resolution process, the Complainant has the right to enter the Formal Resolution Process.

Formal Resolution Process

• Complainant files a formal complaint form that includes relevant information, including but not limited to:
  • Basis of the alleged harassment and/or discrimination;
  • Description of the incident(s) related to the alleged harassment and/or discrimination, including dates, locations, and party or parties involved; and
  • Remedy desired.
• Affirmative Action and Equal Employment Opportunity Officer (AA/EEO) will meet with the Complainant to discuss the allegation.
• The AA/EEO conducts a complaint assessment. If the complaint does not pass a complaint evaluation, the Respondent will not be informed of the complaint. The Complainant will receive a letter outlining the reasons the complaint did not pass the complaint evaluation and will be notified of appeal rights. If, on appeal, the complaint evaluation is overturned, the AA/EEO will conduct a full investigation. If the complaint evaluation is upheld, no formal investigation will occur, and this will be considered final agency action.
• Should the complaint warrant further investigation, the AA/EEO will inform the Respondent of the complaint. The Respondent will have an opportunity to respond.
• The AA/EEO Officer may interview other parties who may have specific knowledge of the allegation and review evidence relevant to the investigation.
• The AA/EEO Officer drafts a report containing a summary of the relevant interviews nad evidence for the Complainant and Respondent to review in person. Both parties may respond to the review in writing within one week of reviewing the factual information in the report. This written response will be submitted to the appropriate adjudicating body without amendment. Parties will have one week to prepare their written responses and submit them to the AA/EEO.
• The AA/EEO drafts an analysis and recommendations in the report and submits the full report and responses to the appropriate adjudicating body for final decision.
• The final decision regarding the matter is made by the appropriate adjudicating body.
• If a finding is made, and the Respondent believes that a mistake was made in the investigatory process or new evidence that was not available during the investigation has come to light, they may appeal that decision within 10 days and in writing to the appropriate body.
• If a finding is not made, and the Complainant believes that a mistake was made in the investigatory process or new evidence that was not available during the investigation has come to light, they may appeal that decision within 10 days and in writing to the appropriate body.