Resolution Options for Reports Under the Equal Opportunity Policy:
Involving Employee Respondents
Visit our Infographics page for a flowchart image of this process or download it here
Formal Report
After filing a report or having a report filed on their behalf, the Complainant has the option to ask the OUEC to take action. This can be through a formal or informal process.
Informal Resolution
- Voluntary
- Remedy driven
- No formal findings of fact or sanctioning
- Options for Informal Resolution: Education/Training AND/OR Facilitated Dialogue
Formal Resolution
- OUEC interviews Complainant, Respondent, and any Witnesses
- OUEC investigator gathers other pertinent information
- OUEC compiles Investigative Report, inclusive of all information collected
In consultation with AVP for OUEC, Investigator determines whether or not policy was violated
OUEC Notifies HR + Respondent’s next level supervisor of determination + may consult on sanctioning as needed or appropriate
Definition Review:
What is a Complainant?
Complainant means an individual who is alleged to be the victim of conduct that could constitute a potential violation of the University’s Policy on Equal Opportunity, the Policy on Sexual and Gender-Based Harassment and Title IX, and/or the Policy on Non-Fraternization.
What is a Respondent?
Respondent means the individual who is alleged to have violated the University’s Policy on Equal Opportunity, the Policy on Sexual and Gender-Based Harassment and Title IX, and/or the Policy on Non-Fraternization.
Who constitutes as a Witness?
Anyone who saw or heard anything about a policy break would be considered a witness. Witnesses are not required to share information, but it is highly suggested that they speak with someone from the OUEC to share their story and gain access to supports if needed.
Policy on Equal Opportunity
Prohibits discrimination (differential treatment and/or harassment) based on race, color, religion, religious creed, genetic information, sex, gender identity, sexual orientation, age, national origin, ancestry, veteran or disability status.
Policy on Non-Fraternization
Prohibits romantic or sexual relationships where there is supervision, direction or control between the parties. Includes prohibition of romantic or sexual relationships between employees and undergraduate students