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Administrative Resolution Format for Staff Respondents

UPON A FINDING BY THE INVESTIGATOR that a staff employee respondent is responsible for one or more policy violations, the matter is referred to the respondent’s supervising director or other designee and the respective Human Resources manager responsible for the respondent’s business unit, to be resolved in accordance with the Employee Staff Handbook and/or the respondent’s collective bargaining agreement, if applicable. For the purposes of the Comprehensive Policy, the respondent's supervising director and Human Resources manager (or other Human Resources designee) are considered the Administrative Resolution Officers ("ARO") assigned to the case.

Sanctions for Staff Employees

Factors that may be considered by the Administrative Resolution Officer ("ARO") when determining sanctions for staff employees may include, but are not limited to:

  • The nature, severity of, and circumstances surrounding the violation
  • The respondent’s employment records
  • Previous allegations or allegations involving similar conduct
  • The need for the University intervention to stop, prevent, and remedy the effects of the discrimination, sexual misconduct, and/or retaliation
  • The impact on the parties
  • Any other information deemed relevant by the ARO(s)

Sanctions for a staff employee respondent who is responsible for discrimination, sexual misconduct, and/or retaliation may include the following (for further information about these and other disciplinary measures for staff employees, please consult the Employee Staff Handbook):

  • Warning – Verbal
  • Warning – Written
  • Performance Improvement/Management Process
  • Required Counseling
  • Required Training or Education
  • Probation
  • Loss of Future Pay Increase
  • Loss of Oversight or Supervisory Responsibility
  • Demotion
  • Suspension with Pay
  • Suspension without Pay
  • Termination
  • Other Actions (in addition to or in place of those listed above, the University may assign any other sanctions as deemed appropriate)

The sanctions described here are not exclusive of, and may be in addition to, other actions undertaken by the University or imposed by outside authorities.

For staff employees, sanctions are implemented as soon as feasible following the final resolution of the case. Additionally, parties’ activities and/or access may be restricted on an interim basis pending the resolution of a pending appeal.

Notice of Administrative Resolution for Staff Employees

The Administrative Resolution Officer ("ARO") issues a Notice of Administrative Resolution, which is communicated by the EDEC to all respondents and complainants simultaneously and in writing notifying them of the administrative resolution decision. The information provided to respondents and complainants may not be identical, as the exact details of some actions undertaken may be withheld to protect the privacy of the parties. Notices of Administrative Resolution in cases of staff respondents include a restatement of the findings, a summary of and rationale for sanctions (of which some details may be withheld for privacy reasons), and relevant information necessary for the parties to assess their safety moving forward. Notices of Administrative Resolution may also include information about eligibility for appeal where applicable.

Notices of Administrative Resolution may be delivered by one or more of the following methods: in person, mailed to the local or permanent address of the parties as indicated in official University records, or emailed to the parties’ University-issued email account. Once mailed, emailed, and/or received in-person, notice will be presumptively delivered.

The University reserves the right to redact or withhold information from Notices of Administrative Resolution to protect privacy or safety interests.