Grievance Process Sanctioning & Remedies
IF A HEARING RESULTS in one or more findings of responsibility (i.e., the respondent is found to have violated the Comprehensive Policy), the matter will proceed to sanctioning determination. Sanctions are determined differently depending on whether the respondent is a student, faculty employee, or staff employee. Allegations involving student-worker respondents or other respondents who hold dual classifications will be routed to the most appropriate sanctioning administrator depending on the individual context of the alleged misconduct, at the discretion of the EDEC.
Factors that may be considered by the hearing and/or sanctioning administrator(s) when determining sanctions for Title IX sexual harassment may include, but are not limited to:
- The nature, severity of, and circumstances surrounding the violation;
- The respondent’s student and/or employee conduct/disciplinary history (or absence thereof), whether or not the previous discipline was related to the current violation;
- The existence or circumstances of previous reports or complaints alleging similar conduct (or absence thereof);
- The University’s obligation to stop, prevent, and remedy the effects of the misconduct; and
- The impact of the violation on the parties
Sanctions for Title IX sexual harassment may range from intensive educational sanctions (e.g., extended mandated training or professional coaching) to disciplinary sanctions such as temporary or permanent separation from the University (e.g., suspension or expulsion for students, or unpaid leave of absence or termination for employees). The range of sanctions described here is not exclusive of, and may be in addition to, other responsive interventions or other actions undertaken by the University or imposed by outside authorities.
IF A HEARING RESULTS in one or more findings of responsibility (i.e., the respondent is found to have violated the Comprehensive Policy), the matter will proceed to sanctioning determination. Sanctions are determined differently depending on whether the respondent is a student, faculty employee, or staff employee. Allegations involving student-worker respondents or other respondents who hold dual classifications will be routed to the most appropriate sanctioning administrator depending on the individual context of the alleged misconduct, at the discretion of the EDEC.
Factors that may be considered by the hearing and/or sanctioning administrator(s) when determining sanctions for Title IX sexual harassment may include, but are not limited to:
- The nature, severity of, and circumstances surrounding the violation;
- The respondent’s student and/or employee conduct/disciplinary history (or absence thereof), whether or not the previous discipline was related to the current violation;
- The existence or circumstances of previous reports or complaints alleging similar conduct (or absence thereof);
- The University’s obligation to stop, prevent, and remedy the effects of the misconduct; and
- The impact of the violation on the parties
Sanctions for Title IX sexual harassment may range from intensive educational sanctions (e.g., extended mandated training or professional coaching) to disciplinary sanctions such as temporary or permanent separation from the University (e.g., suspension or expulsion for students, or unpaid leave of absence or termination for employees). The range of sanctions described here is not exclusive of, and may be in addition to, other responsive interventions or other actions undertaken by the University or imposed by outside authorities.