Every complaint is based on its own facts and circumstances, which can impact the course of the OIDE's investigation. The following is an illustration of the steps in a typical investigation:
- The complainant (or reporter) will complete the Complaint Intake Form and return it to OIDE.
- The complainant (or reporter) will receive an email acknowledgement of receipt from the Office of Institutional Diversity and Equity.
- The OIDE Investigator will schedule the initial meeting with the complainant (or reporter).
- After the initial meeting, the OIDE investigator will send a Notice of Complaint to the respondent and complainant.
- The OIDE investigator will schedule confidential interviews with the respondent and any witness(es), and will review relevant documentation.
- The OIDE investigator will involve and consult with appropriate university stakeholders, as necessary.
- When the investigation is complete, the OIDE investigator will write the complainant and respondent to close the investigation. If a finding of violation is made, the OIDE investigator will determine what further notification is necessary (e.g., manager, Employee Relations & Engagement, Student Affairs, Public Safety, etc.).
These procedures outline general practices and procedures. Additional considerations, policies and procedures may come in to play depending upon the classification of the individuals involved (for example, students or vendors), or the nature of the underlying factual allegations (for example, allegations of sexual or relationship violence, or criminal conduct).
The university's Anti-Discrimination and Anti-Harassment Policy and Procedures prohibits discrimination, harassment based on a protected class and sexual harassment. The Anti-Discrimination and Anti-Harassment Policy and Procedures encompasses the university's Section 504 Grievance Procedures.
No person, including parties and witnesses, exercising his or her rights and/or responsibilities under the Anti-Discriminatory Harassment Policy or the Sexual Harassment Policy shall be subject to retaliation or threat of retaliation in any form. Retaliation includes, but is not limited to, those actions directed against an individual on the basis of or in reaction to the exercise of rights accorded and/or defined by this policy which affect a person's employment, advancement, scholarship, performance, habitation and/or property. Claims of retaliation will be investigated and, if substantiated, constitute a separate violation of this policy. Any acts of retaliation will be subject to appropriate disciplinary action, including but not limited to reprimand, change in work assignment, loss of privileges, mandatory training, suspension and/or termination.