Procedures

The university has established procedures for receiving, investigating, and resolving complaints of discrimination, harassment, and/or related retaliation under the Equal Opportunity, Non-discrimination, Anti-Harassment, and Non-Retaliation Policy (EO Policy). The following is a high-level process workflow. Please review the procedures for full details.

• Submitting a Complaint
  Anyone can submit a report of discrimination or harassment on the basis of protected characteristics, as defined in the EO Policy, and/or related retaliation, against a member of the university community via a central reporting form. Reports may not be reviewed outside of normal business hours. If there are immediate health or safety concerns, please contact 911 or GWPD at 202-004-6111.  
• Complaint Intake and Triage
  OAO provides central complaint intake, review, and referral which may include collaboration with other university units as needed.
• Initial Assessment
  A complaint will be assessed to determine if it falls under the EO Policy. Initial assessment does not predetermine an outcome.
• Referral
  If the outcome of the initial assessment results in a determination that the complaint falls under the EO Policy, it will be referred for informal or investigative process. Different units will be involved based on the status of the alleged respondent (the individual or organization/group alleged to have engaged in the behavior documented in the complaint).

• Resolution Pathways 

  
  Informal Process 

  • Only considered when the parties involved voluntarily agree to engage in the option and can withdraw from the process at anytime.
  • Does not involve an investigation, resolution, or appeal process. The outcome does not typically result in the university making a determination regarding potential violations of university policies. 
  • Outcomes are typically remedy-based as opposed to corrective action.
  • Agreement must be accepted by both parties and is binding unless modifications needed and again must be accepted by both parties. If an agreement is violated, the individual may be subject to correction action for noncomplaince. 
  • An agreement is not typically considered a disciplinary record unless stipulated in the agreement. 

  
  Investigative Process

  • The complaint is assigned to a trained, neutral fact finder who will conduct interviews and gather/review available records, notes, statements, or other related evidence. 
  • Different processes exist for resolution at the conclusion of the investigation based on the role of the respondent

  For Faculty and Non-Faculty Staff Employee Respondent

  • Investigative findings shared with management chain who make final determination.
  • Involved parties are provided an opportunity to appeal.

  For Student Respondents

  • Student Conduct Conferences are used to make final determination and resolution if outcomes are not likely to include removal from housing, suspension, or expulsion.
  • Student Conduct Panels or Ad Hoc Panels are used to make final determination and resolution if outcomes could reasonably include removal from housing, suspension, or expulsion.
  • Involved parties are provided an opportunity to appeal.