B. Process Information and Advising Complainants are encouraged to contact their supervisor, appropriate manager or an advisor of their choice to obtain information about the sexual harassment policy and procedures, to learn options for preventing further harassment, to provide specific information about the complaint, and to learn about other rights for filing internal or external grievances. Information provided by the complainant will determine which official needs to be notified and which of the following steps may be taken. Confidentiality will be maintained to the fullest extent possible according to the policy guidelines in Attachment A. Mediation Mediation is the preferred form of dispute resolution, upon an agreement of both parties, and may occur at any time during the resolution process. Advisors will not attempt mediation between the complainant and the alleged harasser before contacting the Coordinator.
Mediation frequently requires some fact-finding.
Gathering facts at this point will not be considered equivalent to an investigation as discussed under III B.3. The nature and duration of the reported behavior, and preferences of the parties, will be considered in deciding whether and how long to pursue mediation attempts. Copies of mediation agreements will be provided to the complainant, alleged harasser, manager and department chairs or dean, as appropriate. Monitoring of compliance with the mediation agreement is the responsibility of the department manager, with assistance from the Coordinator. The purpose of an investigation is to find the facts associated with the complaint and to determine if there is probable cause.