(Amended 3/07; 1/20)
Effective January 2020, this policy has been revised. For individual changes, see the redlined version.
- The following administrators will review the finding of the investigating office:
- the Office of the Executive Vice President and 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;
- the Office of the Dean of Students, if the responding party is a student;
- the appointing dean/vice president, if the responding party is a graduate assistant.
- 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 Policy on Violence 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. Those who violate this policy should bear the consequences of their actions, even if factors such as substance abuse or personal problems contribute to misconduct. When the offense is serious, it is appropriate to consider separation from the University even in cases of first offense, and even when the responding party experiences remorse and/or did not intend to cause the resulting degree of harm.
- In addition to other disciplinary action, persons who are found to have violated this policy may be required to participate in group counseling or personal therapy sessions, 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 Services 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 monitor 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.