Factors considered when determining a sanction/responsive action may include but are not limited to
- The nature, severity of, and circumstances surrounding the violation(s),
- The Respondent’s disciplinary history,
- Previous allegations or allegations involving similar conduct,
- The need for sanctions/responsive actions to bring an end to the sexual Harassment and/or retaliation,
- The need for sanctions/responsive actions to prevent the future recurrence of sexual harassment and/or retaliation,
- The need to remedy the effects of sexual harassment and/or
retaliation on the Complainant and the community, - The impact on the parties,
- Any other information deemed relevant by the Decision-Maker(s).
The sanctions will be implemented as soon as feasible, either upon the outcome of any appeal or the expiration of the window to appeal without an appeal being requested.
The sanctions described in this policy are not exclusive of and may be in addition to, other actions taken, or sanctions imposed by external authorities.
Student Sanctions
Sanctions are listed in Section 5: Student Responsibilities portion of the Student Handbook.
Employee Sanctions/Responsive Actions
Responsive actions for an employee who has engaged in harassment and/or retaliation include
- Warning – verbal or written
- Performance Improvement Plan/Management Process
- Enhanced supervision, observation, or review
- Required counseling
- Required training or education
- Probation
- Denial of pay increase/pay grade
- Loss of oversight or supervisory responsibility
- Demotion (employees other than faculty)
- Transfer
- Reassignment
- Assignment to a new supervisor
- Restriction of stipends, research, and/or professional development resources
- Suspension with pay
- Suspension without pay
- Termination using the appropriate procedure as outlined in the relevant employee handbook or manual
- Other actions, in addition to or in place of the above sanctions/responsive actions, Cottey may assign any other responsive actions as deemed appropriate.