1B.1.1 Nondiscrimination and/or Discriminatory Harassment Complaint Process

An overview of this investigation process begins with reporting. Potential complainants, such as students, faculty, and staff, are strongly encouraged to report allegations of discrimination and/or discriminatory harassment to the Office of Equal Opportunity & Title IX. Some administrators and supervisors have a duty to report allegations of discrimination and/or discriminatory harassment.

1. Reporting: Potential complainants, students, faculty, and staff are strongly encouraged to report allegations of discrimination and/or harassment to EOTIX. Administrators and supervisors have a duty to report allegations of discrimination and/or harassment to EOTIX.
2. EOTIX determines jurisdiction after initial collection of information.
3. If EOTIX does not have jurisdiction, the matter is referred to the appropriate resource or office.
4. If EOTIX does have jurisdiction, EOTIX conducts an initial inquiry.
5. Initial Inquiry: Designated officer (EOTIX) determines the process. The goal is to have the alleged behavior stop.
6. Designated officer can determine to proceed with an informal resolution or formal investigation and formal report.
7. Informal Resolution: Designated officer intervenes to stop the alleged behavior. During this process, the designated officer will meet with the
8. Complainant and Respondent (parties) separately, informs parties of process options, and offers options for informal resolutions.
9. If the informal resolution is successful, the file is closed.
10. If the informal resolution is unsuccessful, the matter returns to the initial inquiry for the designated officer to determine how to proceed.
11. After initial inquiry, the designated can determine to proceed with a formal investigation.
12. Formal Investigation and Formal Report: Designated officer conducts interviews, collect additional evidence/documentation, and draft investigative report written and forwarded to the President for assignment to a decisionmaker.
13. Decision: Decisionmaker determines if a 1B.1 Policy violation occurred.
14. If there is no violation, there is no discipline.
15. If there is a violation, decisionmaker also decides discipline.
16. Discipline: Decisionmaker determines discipline, in consultation with Human Resources, student conduct, and/or Attorney General’s office. Decisionmaker informs Respondent of the decision.
17. Regardless of whether the Decisionmaker finds a violation or no violation, the parties all have the opportunity to appeal the decision.
18. If there is no appeal the file is closed.
19. Appeal: A new Decisionmaker will uphold, reverse, or revise decision.
20. After the appeal is complete the file is closed.