Employees involved in the investigation or resolution of a complaint of discrimination or harassment, including sexual harassment and sexual misconduct, are afforded certain rights by the University:

• To be treated with respect by staff, faculty, and administrators
• To request Supportive Measures (link)
• To have access to University support resources (link) and to have assistance in obtaining that access by contacting the Title IX Coordinator/Equity Officer (link)
• To request a No Contact Directive (link) between yourself and others
• In resolving complaints of sexual harassment or sexual misconduct under Title IX:
  • To have a Support Person (link) of your choice attend all interviews and meetings with you
  • To have an Advisor (link) of your choice participate in any hearings and conduct cross-examination of parties and witnesses
• In resolving complaints of discrimination and harassment, including sexual harassment and sexual misconduct, under the Equity Resolution Process:
  • To have a Support Person (link) of your choice attend all interviews, meetings, and hearings with you
• To be free from retaliation for reporting a violation, filing a formal complaint, or participating in an investigation or resolution process
• To report the matter to law enforcement (if applicable) and to have assistance in making that report (link)
• To refuse to have an allegation resolved informally
• To have a formal complaint heard and resolved in line with the applicable procedures
• To have an opportunity to present evidence and a list of potential witnesses as part of the investigation
• To receive an investigative report that fairly summarizes the relevant evidence in an electronic format or hard copy for your review and written response prior to a hearing or other determination regarding responsibility
• To receive written notice of any delay of the investigation or resolution process or to request a limited extension of time for good cause
  • “Good cause” may include your absence from the University, the availability of your advisor or support person, the availability of any witnesses, a law enforcement investigation into the same allegations, or a need for language assistance or accommodation of a disability
• To be informed of the finding, reasons for the finding, and any sanctions or remedial actions
• To have an opportunity to appeal the dismissal or summary resolution of all or a portion of a complaint
• To appeal the finding and sanctions of the decision-maker