The specific procedures for assessing, reviewing and resolving Prohibited Conduct depend upon the nature of the Respondent's relationship to the University, and when a Respondent is an Employee or a Third Party, on the type of Prohibited Conduct at issue.
The Respondent is a Student:
If the Respondent is a Student and the alleged conduct would constitute either Sexual and Gender-Based Misconduct or Title IX Misconduct, the University will use the Student Procedures for responding to the alleged conduct.
The Respondent is an Employee:
If the Respondent is an Employee, the University will use the Employee Procedures. The specific process the University will use to respond to a complaint of Prohibited Conduct will depend on whether the alleged conduct Misconduct, as defined in this Policy. Please see Employee Procedures for details.
The Respondent is both a Student and an Employee:
OIE will determine whether Student or Employee Procedures apply based upon the facts and circumstances, and whether those circumstances relate more closely to the Respondent’s status as a Student or an Employee.
The Respondent is a Third Party:
The University’s ability to take appropriate corrective action against a Third Party will be determined by the nature of the Third Party’s relationship to the University. Complaints against Third Parties are addressed using the Employee Procedures.
When the University receives a report of behavior that could violate this Policy as well as other University policies, the University will determine which policy/ies and procedures apply and whether action will be taken under this Policy exclusively, or under multiple policies and/or procedures. A list of potentially related policies and procedures can be found in the Standard Practice Guide (SPG). In the event that at the time of a report or the conclusion of an investigation it becomes apparent that the alleged conduct, if true, would not constitute Prohibited Conduct, the matter may be adjudicated under another applicable policy or procedure.