(Amended 3/07; 1/20)
Effective January 2020, this policy has been revised. For individual changes, see the redlined version.
- Impacted parties will be informed of relevant procedural steps taken during the investigation and any interim protective measures taken.
- Throughout the investigation and resolution of a complaint, reasonable steps will be taken to protect impacted parties, any reporting parties, witnesses, and others from harm associated with the complaint.
- Retaliation against impacted parties, any reporting parties, and/or witnesses who provide information during an investigation pursuant to this policy is prohibited by II-11 Anti-Retaliation. Reasonable action will be taken to assure that alleged victims, complainants, and/or witnesses suffer no retaliation as a result of their activities with regard to the process.
- Steps that may be taken to protect impacted parties, any reporting parties, witnesses, and others from continued violence and/or retaliation might include:
- lateral transfers of one or more of the parties in an employment setting and a comparable move if a classroom setting is involved, and
- arrangement that academic and/or employment evaluations concerning impacted parties, any reporting parties, or others be made by an appropriate individual other than the responding party.
- Any retaliation against impacted parties, any reporting parties, or witnesses should be reported pursuant to II-11 Anti-Retaliation. Retaliation may result in disciplinary action against the person committing the retaliatory act(s).
- The Executive Vice President and Provost, a dean, a DEO, or any vice president may, at any time during or after an investigation of a violence complaint, suspend or partially restrict from employment any employee accused of violence if the Executive Vice President and Provost, dean, DEO, or vice president finds that it is reasonably certain that:
- the alleged violence has occurred, and
- serious and immediate harm will ensue if the person continues their employment.