In addition to the work-setting possibilities for discrimination or harassment of staff and students, other possible areas of discrimination concerning students may include housing, employment, organizational membership, university services, evaluation, and recognition. Any type of retaliation against someone filing a sexual or racial harassment complaint will be treated as an additional violation of the sexual or racial harassment policy. I, the matter should be taken to a third party who is the next highest official in the unit or department. If the complainant is not satisfied when both the above steps have been completed, an appeal to the Affirmative Action Officer is recommended. A committee member may also choose to withdraw and be replaced by an alternate.
Confidentiality is of extreme importance throughout the grievance procedure.
Each committee member shall acknowledge awareness of this stipulation as a requisite for involvement in those proceedings. Both parties in the dispute may be present at this meeting or should be apprised of the Affirmative Action Officer s statements in writing. The committee will review the statement and determine if it is necessary to have a written defense from the accused. Such defense, if necessary, will be given to the Affirmative Action Officer within one week of the request. The Affirmative Action Office will distribute it to the committee members.