(Amended 7/15; 1/20)
- The following administrators will review the finding of the investigating office:
- the Office of the Provost, if the responding party is a faculty member or other instructional personnel (except graduate assistants);
- the office of the vice president or dean responsible for the unit employing the person charged, if the responding party is a staff member (including a graduate assistant, in which case the Dean of the Graduate College also must be notified in order to determine whether ramifications apply for the student's academic progress);
- the Dean of Students, if the responding party is a student (including a graduate student, in which case the Dean of the Graduate College also must be notified in order to determine whether ramifications apply for the student's academic progress);
- The administrator may:
- accept all or any part of the findings of the investigating office;
- not accept all or any part of the findings of the investigating office;
- reach a negotiated settlement of the complaint with the responding party; or
- initiate formal disciplinary action.
- Violations of this Anti-Harassment Policy may lead to disciplinary sanctions up to and including termination or separation from the University. Sanctions for violations of this policy should be commensurate with the nature of the violation and the responding party's disciplinary history.
- In addition to other disciplinary action, persons who are found to have violated this policy may be required to participate in policy and behavioral expectations education. They also may be required to complete community service, enroll in a specific academic course, attend an educational workshop, and/or make restitution for economic damages caused by their behavior.
When the responding party is a faculty or staff member, the Employee Assistance Program, 121-50 University Service Building, is available to assist with locating appropriate resources. When the responding party is a student, University Counseling Service, 3223 Westlawn, is available to assist with locating appropriate resources.
- It is the responsibility of the appropriate administrator to follow-up with the parties at a reasonable interval(s) to assess their compliance with the disciplinary and/or remedial sanctions imposed. More serious sanctions, up to and including termination of employment or separation from the University, may be imposed in the event that the individual fails to comply with the sanctions initially imposed.