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Student Complaints at Cambridge College

 Specific policies and procedures:

 All policies and procedures are reproduced below.

 

Non-Discrimination and Harassment

Date of original implementation: 9/13/2004

Date of Revision: August 2012

Reason for this Policy:

Cambridge College (CC) is committed to an educational and work environment in which all individuals are treated with respect and dignity. Each individual has the right to study and work in a professional atmosphere that promotes equal opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, CC expects that all relationships among persons in the educational setting and the workplace will be business-like and free of bias, prejudice and harassment.

Equal Opportunity

It is the policy of CC to ensure equal opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity, age, disability, marital status, citizenship, national origin, genetics, or any other characteristic protected by law. CC prohibits any such discrimination or harassment.

Retaliation Is Also Prohibited

CC encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of CC to promptly and thoroughly investigate such reports. CC prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.

Definitions

  1. Discrimination is defined as conduct directed at a specific individual or a group of identifiable individuals that subjects the individual or group to treatment that adversely affects their employment or education because of their race, color, religion, sex, sexual orientation, gender identity, age, disability, marital status, citizenship, national origin, genetics, or any other characteristic protected by law.
  2. Harassment as a form of discrimination is defined as verbal or physical conduct that is directed at an individual or group because of race, color, religion, sex, sexual orientation, age, disability, marital status, citizenship, national origin, genetics, or any other characteristic protected by law when such conduct is sufficiently severe, pervasive, or persistent so as to have the purpose or effect of interfering with an individual’s or group’s academic or work performance; or of creating a hostile academic or work environment. This conduct can include technology-based communications such as texting, online classroom chats, or social networking sites.
  3. Sexual Harassment is a form of sex discrimination and is described as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, including but not limited to technology-based communications such as texting, online classroom chats, or social networking chats, even if carried out under the guise of humor, and constitutes sexual harassment when:
  • submission to or tolerance of such conduct is made either explicitly or implicitly a term or condition of an individual's employment or education; or
  • submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions (including admissions and hiring) affecting that individual; or
  • such conduct has the purpose or effect of substantially interfering with an individual's academic or professional performance or creating an intimidating, hostile or offensive employment, educational or living environment.

Physical conduct that, depending on the totality of circumstances present, including frequency and severity, may constitute sexual harassment includes, but is not limited to,

  • unwelcome intentional touching;
  • deliberate physical interference with or restriction of movement or;
  • sexual violence.

Verbal conduct, defined as oral, written, or symbolic expressions, that, depending on the totality of circumstances present, may constitute sexual harassment includes, but is not limited to,

  • explicit or implicit propositions to engage in sexual activity;
  • gratuitous comments, jokes, questions, anecdotes, or remarks of a sexual nature about clothing or bodies;
  • gratuitous remarks about sexual activities or speculation about sexual experiences;
  • persistent, unwanted sexual or romantic attention;
  • subtle or overt pressure for sexual favors;
  • exposure to sexually suggestive visual displays such as photographs, graffiti, posters, calendars, or other materials;
  • deliberate, repeated humiliation or intimidation based upon sex.

Individuals and Conduct Covered

These policies apply to all applicants, students and employees, whether related to conduct engaged in by fellow employees or students or someone not directly connected to CC (e.g., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the educational environment and workplace and in any work-related or education related setting outside the College, such as

during business trips, business meetings and business-related social events or field trips, internships or other academic or College related functions.

Reporting an Incident of Harassment, Discrimination or Retaliation

CC encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender's identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, Academic Dean, the Director of Human Resources (Title IX Coordinator), Dean of Student Affairs (Assistant Title IX Coordinator for Students) or any member of the Executive Leadership Council. See the Complaint Procedure described below. Any other faculty member or employee who receives reported information of potential incidents of harassment, discrimination or retaliation has an obligation to appropriately follow-through and report the information to one of these listed authorities for proper investigation.

Employees can also call the Ethics Point Hotline at 1-866-855-6872 to report anonymous issues. Please note that anonymous reporting may limit the ability for CC to fully investigate and follow-through.

In addition, CC encourages individuals who believe they are being subjected to such conduct promptly to advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. CC recognizes, however, that an individual may prefer to pursue the matter through informal or formal complaint procedures.

Complaint Procedures

Informal Procedure

If for any reason an individual does not wish to address the offender directly, or if such action does not successfully end the offensive conduct, the individual should notify his/her immediate supervisor, Academic Dean, the Director of Human Resources, the Dean of Student Affairs or a member of the Executive Leadership Council. An individual reporting harassment, discrimination or retaliation should be aware; however, that CC may decide it is necessary to take action to address such conduct beyond an informal discussion. This decision will be discussed with the individual. The best course of action in any case will depend on many factors and, therefore, the informal procedure will remain flexible. Moreover, the informal procedure is not a required first step for the reporting individual. Regardless of the informal nature of the complaint, an official file must be maintained of the reported incident to document the nature of the report and the action taken in response to this report.

Formal Procedure

As noted above, individuals who believe they have been the victims of conduct prohibited by this policy statement or believe they have witnessed such conduct should discuss their concerns with their Supervisor, Academic Dean, Director of Human Resources, the Dean of Student Affairs or any member of Executive Leadership Council. Any other faculty member or employee who receives reported information of potential incidents of harassment, discrimination or retaliation has an obligation to appropriately follow-through and report the information to one of these listed authorities for proper investigation.

CC encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

While appropriate levels of confidentiality may be maintained throughout the investigatory process consistent with adequate investigation and appropriate corrective action protocols, complete confidentiality cannot be provided once a final report is issued at the conclusion of the investigative process. The investigative report will be issued to the appropriate supervisor and both the complainant and the accused, providing rights of appeal to both parties. If a party to a complaint does not agree with its resolution, that party may appeal to the Vice President for the area involved. Recommendations from the investigative report will be considered by the supervisor in consultation with Human Resources and followed through within their discretion. Out of respect for all parties, confidentiality of the investigation and report should be limited to the complainant, accused, appropriate supervisor(s), Human Resources, General Counsel and other Leadership officials with an appropriate need to know. Witnesses who participate in the investigative process will also be cautioned to maintain the confidentiality of their participation, related information and the investigation.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include training, referral to counseling and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension or termination, student conduct probation, suspension or expulsion as CC believes appropriate under the circumstances.

False and or malicious complaints of harassment, discrimination or retaliation (as opposed to complaints which, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.

Conclusion

CC has developed this policy to ensure that all its employees and students can work and learn in an environment free from unlawful harassment, discrimination and retaliation. CC will make every reasonable effort to ensure that all concerned are familiar with these policies and aware that any complaint in violation of such policies will be investigated and resolved appropriately.

Any employee who has any questions or concerns about these policies should contact the Director of Human Resources. Any student who has questions or concerns about these policies should contact the Dean of Student Affairs.

Finally, these policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business, work-related, or educational social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion in order to avoid allegations of harassment. The law and the policies of CC prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further those policies, not to form the basis of an exception to them.

 

Disability Grievance Policy and Procedure

Date of original implementation: March 15, 2013
Date of Last Revision: May 2013

Cambridge College is committed to providing a learning and working environment that is free from discrimination. Cambridge College does not discriminate on the basis of disability. As such, the College has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990. These laws prohibit discrimination on the basis of disability in the programs, activities, and employment opportunities available at the College. These laws also prohibit retaliation against an individual who alleges discrimination.

Students, faculty, staff, applicants, guests, contractors, and other third parties of the college who are qualified individuals with disabilities as defined by law may request reasonable accommodations which afford them equal opportunity to access, use, and participate in the programs, activities, facilities, and employment available at Cambridge College. Accommodations are provided unless they would present an undue burden, make a fundamental alteration to the nature of the academic program or activity at issue, or an exception is otherwise permitted under law. In some cases, the College may provide an equally effective alternative to the requested accommodation.

If a requested accommodation is not provided, the College will attempt to propose alternatives if appropriate. The College will work with the person requesting the accommodation to determine if there are acceptable alternatives. If a dispute concerning an accommodation is not resolved by the College's interactive process, the individual may file a complaint using the process outlined below.

Individuals who wish to request an accommodation or who have questions about the process should contact:

Bridget Sullivan
Manager of Disability Support Services and Student Health Records
Room 1285
500 Rutherford Ave.
617-873-0614 (phone)
617-242-0018 (fax)
Bridget.Sullivan@cambridgecollege.edu

The College's Equal Access to Education Policy and Disability Declaration and Documentation Policy give more information for students and applicants and the ADA and Reasonable Accommodations Policy gives more information for employees.

Any person who believes he/she has been discriminated against or has been the victim of retaliation on the basis of disability by any party at Cambridge College may file a grievance. Discrimination or retaliation complaints grieved under this policy may be directed against fellow students, employees, contractors or other third parties. The College will investigate the grievance and if there is a finding that discrimination occurred, the College will take steps to prevent recurrence of discrimination and address any resulting discriminatory effects on the complaining party if appropriate.

Filing a Grievance

Grievances must be addressed in writing directly to the Section 504 Disability Coordinator. The written grievance should contain as much information as possible but at a minimum should contain:

  1. The name and contact information for the person filing the grievance
  2. A description of the problem or action alleged to be discriminatory or retaliatory
  3. Where applicable, the names and titles of any persons who were involved in the act of discrimination or who witnessed the discrimination
  4. The proposed remedy sought if appropriate

Any employee or student who is aware of someone wishing to pursue a grievance under this policy, should direct the individual to the Section 504 Disability Coordinator.

If the complainant has an issue directly with the Section 504 Disability Coordinator, he/she may file a grievance with a Regional Center Director, the Director of Human Resources, the Dean of Students, or the Academic Dean for his/her program. Contact information for all parties can be found in the College catalog as well as the College's public web site. In all cases, the Section 504 Disability Coordinator will be made aware that a grievance has been filed so that she/he can direct the process to the appropriate designee, monitor the progress of the grievance procedure, and assure compliance with all applicable laws.

The Designee for Investigating the Grievance

The Section 504 Disability Coordinator will identify the appropriate person ("the designee") to investigate the grievance. When grievances are filed regarding academic matters such as academic adjustments, the designee will be the academic dean for the program involved because he/she has the most relevant knowledge of the academic requirements and applicable technical standards for the program of study. When grievances are filed regarding non­academic matters such as facilities, operations, events, outside contractors, or parking, the designee will be the Dean of Students. When grievances relate to employment, the designee shall be the Director of Human Resources.

Procedure

The designee will determine if the investigation of the grievance will follow an informal process or a formal process.

For informal processes, the designee will speak directly with the complainant to gather all relevant information and will also seek information from any other parties mentioned in the written grievance. The complainant must agree to proceed with the informal process.

For formal processes, the designee will meet with all involved parties. This includes but is not limited to administrators, advisors, faculty members, witnesses, health care providers, the complainant, and legal advisors. In circumstances where legal advisors are present for the complainant, the legal advisor may consult with the complainant but may not lead or participate in the meeting.

During the meeting, the designee will hear all relevant information from involved parties. The complainant will have the opportunity to voice his/her grievance and to present any evidence or witnesses to support his/her case. The designee will be committed to impartial investigation of grievances and will include the opportunity for all parties to present witnesses and evidence.

Timing

Academic grievances related to the implementation or denials of accommodations are to be filed as soon as possible but no later than the end of the subsequent term in which the alleged discrimination occurred. Non-academic grievances and employment grievances should be filed as soon as possible but no later than 180 days after the alleged discrimination occurred.

When proceeding formally, the meeting will be scheduled within ten working days of the filed grievance and no later than 30 calendar days from the filing unless extenuating circumstances arise. For both formal and informal procedures, the designee will provide his/her response to the complainant within ten working days, unless extenuating circumstances arise.

Resolution

During deliberation, the designee is encouraged to communicate with the College's General Counsel for guidance regarding the legal standards and basis of the decision under the circumstance of the complaint.

Once the designee has made a determination, he/she will respond to the grievance in writing, giving reasoning for his/her determination and outlining any additional actions that will need to take place. If the designee determines that disability discrimination occurred, the College will take steps to correct any discriminatory effects on the complainant and others, if appropriate. The Section 504 Disability Coordinator will be made aware of the response for tracking purposes and to answer any questions or concerns that the complainant has. Other appropriate parties involved in the grievance who have an administrative need to know (e.g. faculty member involved, program chair, facilities director, supervisor, regional center director, Human Resources, etc.) will also be informed of the determination as appropriate.

Previously determined accommodations that are being grieved will remain in place until a determination has been made. The designee may decide to approve an alternative temporary accommodation while the grievance procedure is followed but will be clear with the complainant that the alternative accommodation is temporary in nature.

Outside Agency

Use of this grievance procedure is not a prerequisite to the pursuit of other remedies, such as the filing of a 504/ADA complaint with the responsible federal department or agency, although it is strongly suggested that this grievance procedure be used first.

If a student or employee is dissatisfied with the grievance process at any time, he/she may use the following groups for assistance:

Massachusetts
Massachusetts Office on Disability
One Ashburton Place, Room 1305, Boston, MA 02108
Voice/TTY 617-727-7440 or 800-322-2020
Fax 617-727-0965

Office for Civil Rights
U.S. Department of Education 5 Post Office Square, 8th Floor
Boston, MA 02190
Voice phone (617) 280-0111 FAX (617) 617-289-0150

Student Code Of Conduct

The Student Code of Conduct (“Code”) applies to all students enrolled in any course or program at Cambridge College, including Regional Centers and the Summer Institutes programs (formerly known as NITE). In addition to all on campus academic and social activities, the Code also applies to College-sponsored or supervised events off campus and to off campus conduct by students that, in the judgment of the College, may affect the interests of the College.

Prohibited conduct is not intended to be all-inclusive or to limit the types of inappropriate conduct that may subject a student to sanctions or disciplinary action. Rules and regulations of the College and departments that are not listed below or excluded below are incorporated herein by reference. Such rules and regulations may be communicated to students in publications and posted notices including, but not limited to, the Student Handbook, College Catalog, enrollment contracts, MyCC and School-specific publications.

Notwithstanding the above, the Code does not cover violations of academic policies such as academic dishonesty or plagiarism.

Violations of academic policies will be addressed by the Undergraduate Dean or appropriate Graduate School Dean. In the event that conduct may violate both the Student Code of Conduct and academic policies, the Dean of Student Affairs, in conjunction with the Dean of the student’s school and/or the Provost will determine how the student’s conduct should be addressed.

When a student is considered to be a threat to either another person or to himself or herself, property, or the orderly functioning of the College, the student may be removed or suspended immediately from the College by the Dean of Student Affairs, in his or her sole discretion, from either a classroom, the College, or both. This suspension will remain in effect until the Dean of Student Affairs determines that the threat no longer exists and/or pending an Administrative Review Board hearing.

Purpose

Consistent with the College’s mission, the purposes of the Code are to:

  • Establish standards of personal conduct for all students.
  • Provide for the advancement of knowledge and the development of ethically sensitive and responsible persons.
  • Recognize that students are adults and, as such, their relationships with the College community should reflect this behavior.

Prohibited Conduct

Examples of prohibited conduct include, without limitation:

  • All forms of dishonesty, including, but not limited to, furnishing false information, forgery, and altering or misusing documents.
  • Intentional disruption or obstruction of teaching, research, administration, disciplinary proceedings, or other College activities.
  • Abuse or harassment, physical, verbal or otherwise, of any person on the College premises or at College-sponsored or supervised functions. This includes, but is not limited to, abuse or harassment based upon such factors as race, color, national origin, gender, handicap, age, sexual orientation, or political or religious beliefs.
  • Behavior or activity that may endanger the safety of one’s self or others, including, but not limited to, the possession and/or use of firearms, fireworks, dangerous weapons, or hazardous chemicals.
  • Vandalism or damage, destruction or defacement of property.
  • Theft of College property or the property of any person while on College premises.
  • Any violation of the Cambridge College Drug and Alcohol Awareness Policy and Program, including, without limitation, possession, sale, or use of any controlled substance without medical authorization; unauthorized use of alcoholic beverages; or underage drinking.
  • Any violation of the Cambridge College smoke-free policy.
  • False reporting of an emergency or tampering with fire safety equipment, including, but not limited to, false reporting of a fire or a bomb threat or tampering with other fire related equipment.
  • Unauthorized presence in or forcible entry into a College facility or College-related premises, including, but not limited to, College building roofs or fire escapes.
  • Unauthorized use of College property, equipment or keys, including networks, computers, software or other information technology resources.
  • Illegal peer to peer downloading or the unauthorized use of intellectual property.
  • Violation of policies regarding children visiting the College.
  • Failing to follow the reasonable directives of a university official, including violating the terms of a disciplinary sanction imposed by this policy.

Sanctions And Disciplinary Actions Considerations in Imposing Sanctions

Discipline sanctions, up to and including expulsion, may be administered in response to a Code violation by a student. In determining appropriate discipline or sanctions, factors evaluated include the nature and severity of the violation, the degree to which the student has participated or been involved in the violation, motive and intent in connection with the violation, and any record of past violations.

Sanctions or Disciplinary Actions

The following sanctions or disciplinary actions may be imposed separately or in combination. This list of sanctions or disciplinary actions is not exhaustive. The College reserves the right to impose other sanctions or disciplinary actions not listed.

  • No Action: a determination that a violation of the Code did not occur and no action is taken.
  • Mediation: the violation is resolved through a moderated discussion between the involved parties.
  • Disciplinary Notice: a written notice that a student’s conduct has violated the Code and that subsequent violation(s) of the Code, similar to or different from any prior violation(s), may result in more serious action against the student.
  • Termination of Privileges: a temporary or permanent revocation of student privileges within the community that is imposed after a finding of a Code violation.
  • Health and Wellness Assessment: for certain Code violations (g., violation of the College’s Drug and Alcohol Policy), a student may be required to see a professional provider at cost to determine if there is a health-related issue. Students will be responsible for any cost incurred due to this sanction.
  • Restitution: to pay for damage(s) caused to personal or college property or to perform specified service.
  • Suspension: a period of time when the student is not be permitted on College-owned or leased property, in the classroom, or allowed participation in College-sponsored or supervised activities as a result of a Code violation.
  • Mandatory Withdrawal: a student is required to withdraw from the College as a result of a Code violation.
  • Expulsion: a student is dismissed from the College as a result of a Code violation.

Process For Considering Complaints Of Code Violations

The following process will be followed to consider complaints regarding alleged violations of the Code. The goal of this process is to review the facts and circumstances of a complaint, to allow students the opportunity to respond to an allegation and, to determine if a violation of the code of conduct occurred and if appropriate, to impose sanctions warranted by those facts and circumstances.

Student Code of Conduct Administrators

A Student Conduct Administrator is a Cambridge College official authorized on a case-by-case basis by the Dean of Student Affairs to impose sanctions upon any student found to have violated the Student Code of Conduct.

The Dean of Student Affairs will resolve any questions regarding the interpretation or application of the Code. The determination of the Dean of Student Affairs concerning the interpretation or application of the Code will be final.

Complaint

Any member of the College community may file a complaint against any Cambridge College student by submitting in writing to the Dean of Student Affairs or Regional Center Director with the following information:

  • The name(s) of the student(s) who is (are) the subject of the complaint.
  • A clear explanation of the nature of the complaint.
  • The name(s), address(es), and telephone number(s) of those filing the complaint.
  • The name(s), address(es), and telephone number(s) of witness(es). (if known) Dean of Student Affairs Preliminary Review

When a complaint is filed, the Dean of Student Affairs will review facts and circumstances surrounding the complaint in a Preliminary Review.

The Dean of Student Affairs may use the Preliminary Review process as a means of trying to mediate the complaint or may involve others to attempt to mediate the complaint. If a student agrees to a mediated resolution, there is no further review of the complaint and the student has no right to go before the Administrative Review Board. In resolving a matter through mediation, a student will waive his or her right for a hearing before the Board. If the matter is not dismissed and the parties do not agree to a mediated resolution, the Dean of Student Affairs may either issue an appropriate sanction or discipline or refer the matter to the Board for a hearing. Any mediated matter involving restitution of more than $1000, suspension for longer than one semester, mandatory withdrawal for more than one semester or expulsion will be referred to the Administrative review Board.

Notification of Results of Review

After the preliminary review, the student(s) involved in filing the complaint or who are the subject(s) of the complaint may be notified of the outcome by the Dean of Student Affairs. If a student is to go before the Administrative Review Board, notice will be given at least seventy-two hours in advance.

Administrative Review Board

Membership

The Board may be comprised of faculty members and College administrators recommended by the Dean of Student Affairs, Undergraduate Dean and Graduate School Deans, and are subject to the approval of the Dean of Student Affairs. Generally, the Board consists of at least three members. The Dean of Student Affairs will serve as the advisor to the Board but will not participate in the Board’s deliberations or vote when the Board determines whether a violation has occurred or recommends sanctions or discipline.

Challenging a Board Member

If the complaining student or the student who is the subject of the complaint believes that one or more members of the Board hearing the complaint has a conflict of interest, he or she shall notify the Dean of Student Affairs immediately and, in any event, at least forty-eight hours prior to the hearing of the complaint by the Panel. The determination of the Dean of Student Affairs regarding whether any conflict of interest exists will be final.

Advisors

All students may bring with them a member of the Cambridge College faculty or staff to serve as an advisor. If a student requests to have an attorney present, the College shall have its General Counsel present.

Students may select a person who is a member of the Cambridge College community to advise him or her through the complaint and hearing process. The advisor (includes attorneys) may advise the student in preparation for the hearing and may accompany the student to the hearing. The advisor may not address the Board directly nor may the advisor question any witness. The student must inform the Dean of Student Affairs of the name of his or her advisor a week prior to the Board hearing for approval. If the Dean of Student Affairs does not give prior approval of the advisor, the advisor may be dismissed at the time of the hearing if it is believed a conflict of interest could exist.

Pre-Hearing Conference

The student who is the subject of the complaint will be invited to attend a conference prior to the hearing before the Board. The student will receive notification of this meeting by a letter explaining the nature of the complaint (“Complaint Letter”).

The purpose of this meeting is for the Dean of Student Affairs or designee to familiarize the student who is the subject of the complaint with the complaint and hearing process and to allow the student to prepare his or her version of the event in question for the Board hearing.

The student who is the subject of the complaint will be responsible for attending the meeting after receiving the Complaint Letter.

Administrative Board Hearing

The following procedures will govern the Board hearing:

  • Witness lists and all documents to be presented in the hearing will be exchanged between the Dean of Student Affairs and the student prior to the hearing. This process will be coordinated by the Dean of Students and copies of the information will be provided to the Board at the beginning of the hearing.
  • All individuals present will be introduced
  • The Dean of Student Affairs will elect a designee to present the complaint citing, where applicable, the specific policy(ies), rule(s), or regulation(s) allegedly violated.
  • The student who is the subject of the complaint will be given an opportunity to respond briefly.
  • The Dean of Student Affairs will elect a designee and/or the complaining student will briefly present relevant information. Witnesses and documents may be presented. The Board may pose questions to the witness(es).
  • The student who is the subject of the complaint will be given an opportunity to respond briefly. Witnesses and documents may be presented. The Board may pose questions to the witness(es).
  • The complaining student may be allowed to pose relevant questions through the Board or, if the Chair permits, directly to the witness(es).
  • The complaining student and the student who is the subject of the complaint will be allowed to present summation statements.
  • All participants are expected to act in a courteous fashion and to respect the protocols established by the Chair. Interruptions, name-calling, threats, or other rude or inappropriate behavior will result in sanctions or disciplinary actions being imposed on the offending party.
  • The Board may proceed with its hearing and make its determinations and recommendations without the presence of the student if the Board determines that the student was properly notified of the hearing and fails to attend without good cause within the sole discretion of the Board.

Board Recommendations

At the conclusion of the hearing, the Board will decide by consensus whether it believes that is more likely than not that a violation of the Code has occurred.

If the Board decides that a violation has occurred, the Board will, by consensus, determine its recommendation for specific sanctions or disciplinary actions.

Notification of the Board Recommendation

The Dean of Student Affairs will meet with the student who is the subject of the complaint to discuss the Board recommendation as soon as and if practicable after the Board makes its recommendation. The meeting will be followed by a letter that confirms the Board recommendation and outlines the procedures available to the student to request reconsideration of the recommendation.

Requests for Appeal

If the student who is the subject of the complaint or the complaining student wishes to request reconsideration of the Panel recommendation, any such request shall be made in writing to the Dean of Student Affairs within five calendar days of receiving notice of the Board recommendation. A request for reconsideration should include the following information:

  • the name, address and telephone number of the student who is the subject of the complaint; and
  • a clear statement explaining the nature and circumstance of the request, citing the reasons why the Board recommendation should be reconsidered.

The Dean of Student Affairs will refer the request for reconsideration to the Executive Vice President who shall respond either by accepting the recommendation of the Board, by remanding the matter to the Board for further consideration, or by reversing or rejecting the recommendation. The Executive Vice President may proceed with or without meeting with the party requesting reconsideration. The determination of the Executive Vice President will be final.

Record Keeping

All sanctions or disciplinary actions are recorded and maintained by the Dean of Students. Suspensions will be noted until such time as the time expires. The Dean of Student Affairs will determine the appropriate method for recording the information presented at a Panel hearing.