Page 96 - Texas Wesleyan Univ Catalog

94 Texas Wesleyan University
Determination of Harassment or Discrimination
If the administrators determine that harassment or discrimination has occurred and that a particular sanction is appropriate, they shall promptly notify the parties without providing details of the sanctions to the complainant. The accused faculty member, the complaining party or the University may appeal said determination, in writing, to the Provost within fifteen (15) calendar days of the date of notice of determination. If no appeal is filed within the fifteen (15) calendar day period, the matter is automatically closed. If a determination of harassment or discrimination is appealed, the Provost shall make a written recommendation to the President within seven (7) calendar days. The President shall notify all parties of his or her decision in writing within seven (7) calendar days after receipt of the Provost's recommendation. The President’s decision is final.
Revocation of Tenure and Termination as Possible Sanction for Harassment or Discrimination
If the administrators determine at any stage in the investigation that the evidence of harassment or discrimination is sufficiently clear and severe, and the Provost concurs in writing, so as to warrant the immediate commencement of proceedings to revoke tenure and/or terminate the faculty member, the case shall be removed from the complaint procedures contained herein and resolved in accordance with the revocation of tenure and termination policies and procedures for faculty members. The faculty member shall be suspended, with pay, pending formal resolution of the matter.
LODGING OF COMPLAINT AGAINST A STAFF EMPLOYEE, GUESTS, OR VENDOR
Persons who have complaints alleging harassment or discrimination against a staff employee, guest, or vendor are encouraged to raise them either orally or in writing to the Associate Vice President for Human Resources, a supervisor, the department head, Dean, Divisional Vice President, or the Provost. It is recommended, although not required, that the complainant follow the “chain of command.” For example, staff employees are encouraged to lodge complaints within their respective work area. The person receiving the complaint shall communicate it promptly to the Associate Vice President for Human Resources. The Office of Human Resources shall be responsible for investigating complaints. In the event of a conflict of interest involving the Office of Human Resources, the complaint shall be assigned by the Vice President for Finance and Administration to a Divisional Vice President for investigation. Nothing in this policy shall require a complainant to file a complaint with the individual who is accused of harassment or discrimination. The Campus Conduct Hotline (866/943-5787) may also be utilized for lodging complaints.
Investigation
Upon receipt of a complaint of harassment or discrimination against a staff employee, guest, or vendor, the Office of Human Resources shall investigate the complaint itself or assign it to two (2) administrators, each of whom must be either a Vice President, Associate Vice President, or someone who directly reports to a Vice President or Associate Vice President and who is employed at least at the director level.
The Office of Human Resources or the assigned administrators shall investigate the complaint, interview the parties and witnesses involved,