Therefore, the University will hold in the strictest of confidence any facts shared, except for limited occasions. If others in a supervisory position must know or be made aware of certain facts in order to further an investigation or to halt a discriminatory practice. These exceptions are merely illustrative and are not meant to be an exhaustive list. Therefore, outside the scope of the investigation, all parties are cautioned not to publicize or divulge the nature of the proceedings, or the identity of those involved. It is unlawful to retaliate against student, faculty member, or staff employee for filing a complaint or for cooperating in an investigation.
Retaliation is a separate violation, distinct from the initial underlying harassment allegation.
Those who violate this policy will be subject to discipline, regardless of whether or not there has been a finding for cause in the initial harassment complaint. Malicious Complaints Individuals who knowingly and maliciously file a false complaint alleging harassment, discrimination or retaliation may be subject to discipline as a violation of this policy. Such conduct may be pursued using the Grievance Procedures described above. Filing a grievance with an external organization is always an option. The use of this procedure does not extend the applicable deadlines for filing complaints with external agencies.