The process itself is informal and does not typically involve disciplinary procedures. Depending on the circumstances, informal resolution options could include educational programs for targeted units or for particular individuals, or mediation between the parties. Where informal resolution is unsuccessful or inappropriate, a formal complaint may be filed and a formal investigation undertaken. There is no prescribed sequence, so choosing one option first does not prevent a complainant from choosing a different option for resolution later on. Individuals with concerns about sexual harassment are urged to seek assistance early, for under most circumstances, the sooner an incident or situation is addressed, the better the chances are for successful resolution .
Emphasis is on prevention and early resolution.
University officials are charged by state and federal laws to provide a work environment free of harassment and to assist those who report harassing conduct or environment to them. If a student or employee reports conduct that may constitute sexual harassment, the University is obliged to investigate and, where appropriate, to take prompt remedial action. Remedial action may simply involve educating the parties involved, or it may involve more serious action. It is important that faculty respond to reports with sensitivity and objectivity. Retaliation against an individual who reports an incident of sexual harassment, or provides testimony regarding an incident of harassment, is illegal.