| Step 1: |
An allegation of discrimination or harassment is reported to the Office of Discrimination and Harassment (ODH) |
| Step 2: |
The complainant/alleged victim is interviewed by the ODH. |
| Step 3: |
The discrimination and harassment officer or investigator determines whether a full investigation should be conducted. Some situations can be resolved through an informal resolution process. |
| Step 4: |
If a full investigation is conducted, a Notice of Investigation (NOI) is sent to the respondent/alleged harasser informing him/her of the allegations. The respondent is required to contact the ODH and meet with the investigator. |
| Step 5: |
The investigator meets with the parties, relevant witnesses and collects all supporting evidence. |
| Step 6: |
The investigator drafts a report. |
| Step 7: |
The report is submitted to the standing review committee for review. |
| Step 8: |
After the standing review committee approves the report, it is sent to the complainant, respondent, respondent's supervisors and the Chancellor. |
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| There are three possible outcomes to an investigation |
| (1) |
A violation of the policy.
|
| (2) |
There is no violation of the policy, but the behavior was unprofessional. |
| (3) |
The policy was not violated.
|
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| The report contains the investigator's findings of fact and conclusions; it does not contain any recommendations for discipline. The ODH does not have the authority to recommend disciplinary action. |
| It is also a violation of the policies for an individual to make an intentionally false complaint of discrimination, harassment or related retaliation or to provide intentionally false information regarding a complaint. |
