Disciplinary procedures involving allegations of sex discrimination will be conducted promptly and will be fair, equitable, and impartial. The standard of proof in such disciplinary proceedings shall be that of the preponderance of the evidence, which is based upon whether it is more likely than not that a violation occured.
The internal investigation is completely separate from any formal report that may be investigated by law enforcement. Both the complaintant and the alleged individual shall have an equal opportunity for a reliable and impartial investigation, and will be afforded equal rights to have an advisor, present witnesses, and review information.
After a complaint has been fully investigated and reviewed, a decision will be made about whether it is more likely than not that a violation of policy has occurred. If it is deemed that a violation did occur, appropriate sanctions will be issued. The complainant will be informed of the outcome in writing. All parties shall have equal rights to appeal the decision.
In all complaints of sex discrimination, even in cases where the complainant may not wish to pursue a formal complaint, the university will perform its due diligence to investigate and take prompt and effective action as is reasonably practicable under the circumstances to support and protect the complainant. This includes taking interim remedial actions pending the investigation and formal resolution process.
These interim actions are designed to end the harassment, eliminate the hostile environment, and prevent recurrence. They are not decisions about responsibility. They can include no contact orders, changes to university academic schedules, housing, and employment arrangements, and interim suspension in some cases.