OCC Frequently Asked Questions

• OCC should be reported when the behavior isn’t illegal or a policy violation but causes harm.
• Use the Employee Conduct Reporting Form if unsure. Complaints may be redirected if they fall under another policy (like Title IX or Student Conduct).

1. The concern is sent to the Responsible Administrator.
2. If it's actually a policy violation, it’s redirected.
3. Otherwise:
   • An intake meeting may be scheduled.
   • Supportive measures (temporary adjustments) may be offered.
   • Facts may be gathered to assess the situation.

• University Personnel for employee-related concerns.
• Student Conduct for student-related concerns.

The Responsible Administrator will:

• Evaluate the situation.
• Recommend or initiate informal resolutions (training, facilitated discussion, etc.).
• Coordinate with other departments if needed.

They will consider:

• Harm or threat level.
• Whether conduct breaches any laws or policies.
• Impact on freedom of speech/academic freedom.
• Context (student/employee role, work setting, etc.).

• Acknowledgement: Within 3–5 business days.
• Resolution: Varies by case, depending on needed actions.
• If no reply within 5 business days, contact: [email protected].

• Retaliation is prohibited.
• Anonymous reports are accepted, but may limit the ability to resolve the issue.
• Complainants may not know the full outcome, but will be informed that the matter was addressed.

• Training or coaching
• Mediation or facilitated conversations
• Workplace or class adjustments
• Performance improvement plans
• Temporary separation (if needed)
• Restorative processes

• Participate respectfully in the process.
• You can share your perspective.
• You will not face disciplinary action for refusing optional trainings—but doing so could impact your professional standing.

• For faculty, outcomes depend on union agreements.
• For other staff, standard personnel file rules apply.
• OCC findings alone don’t go into your file unless formal discipline is imposed.