Effective January 2020, this policy has been revised. For individual changes, see the redlined version.
- In order to empower community members to voice concerns and bring complaints, the confidentiality of all parties will be protected to the greatest extent possible. However, confidentiality cannot be guaranteed in all cases, and legal obligations may require the University to take some action once it is made aware that harassment may be occurring, even when the impacted party is reluctant to proceed. Appropriate University officials will be consulted, including the Office of Equal Opportunity and Diversity when the complaint alleges harassment based on a protected classification (see II-14.5e above), and information will be shared only with those individuals who need to know it to implement this policy.
- Impacted parties, third-party reporters, and responding parties are expected to maintain confidentiality as well. They are not prohibited from discussing the situation outside of the work or educational environment. However, the matter should not be discussed in the work or educational environment.
- Dissemination of documents relating to complaints of harassment and/or to the investigation of such complaints, other than as necessary to pursue an appeal, grievance, or other legal or administrative proceeding, is prohibited.
- Failure to maintain confidentiality by a responding party may be considered to be a form of retaliation in violation of II-14.10c of this policy. Failure to maintain confidentiality by any party (impacted party, third-party reporter, or responding party) may result in disciplinary action.