91´ÎÔª

UM’s Discrimination Procedures are based on federal and state laws and are designed to align with the University’s broader policies and processes. They aim to ensure fairness, consistency, and compliance while also allowing for some flexibility so the University can respond thoughtfully to each situation. This flexibility helps UM take meaningful steps to stop harmful behavior, support those affected, and prevent it from happening again.

After you make a report, the Office of Conflict, Resolution, & Policy (CRP) will review it and may start with a preliminary assessment. This could involve meeting with you, looking over any available information, and possibly consulting with other offices. From there, CRP may either close the case, offer supportive measures, take administrative action, or begin a formal investigation—depending on the situation. The goal is to address the concerns promptly and fairly, while keeping you informed throughout the process.

When the Office of Conflict, Resolution & Policy (CRP) receives a report, several outcomes are possible depending on the nature of the concern and the information available.

The CRP may close a case if the behavior described does not meet the definitions of Prohibited Conduct under the 91´ÎÔª’s policies. A case may also be closed if there is not enough information to proceed—for example, if the identities of those involved are unknown. In some situations, the CRP may determine that the incident falls outside the University’s scope, such as conduct that occurs off-campus and has no connection to UM programs or activities.

In other instances, the CRP may pursue Non-Investigative Action when it determines that this approach is the most appropriate way to address the concern. Non-Investigative Action may involve offering support to the person affected, providing education or training, or taking steps to prevent similar issues in the future. This path is often used when the person responsible is unknown, when third parties are involved, or when the behavior doesn’t clearly violate policy but raises concerns when viewed as part of a broader pattern. The goal of Non-Investigative Action is to stop the behavior, prevent it from happening again, and address any impact it may have had.

If a Formal Complaint is filed and includes enough detail to suggest that a policy violation may have occurred, the CRP may move forward with Investigative Action. This process involves gathering evidence, interviewing those involved and any witnesses, and evaluating whether the reported conduct violated University policy.

Your identity will be handled with care during the resolution process. UM takes privacy seriously and will keep your information as confidential as possible, sharing it only with people who need to know in order to respond to the report. However, it's important to understand that if a formal complaint is filed and the case moves forward, the person accused (the Respondent) has due process rights—which means they have the right to know who made the complaint and who provided evidence or testimony against them. While complete anonymity can’t be maintained in these cases, the University still works hard to protect your privacy and personal information throughout the process and will only share what’s necessary to ensure a fair and respectful resolution​.

A Formal Complaint is a written document filed by the Office of Conflict, Resolution, & Policy (CRP) that officially initiates an investigate into alleged Prohibited Conduct by a specific person. It must include enough detail about what happened to suggest a possible policy violation. Once it’s filed, the University will notify the person being reported and begin the formal investigation process.

Once a Formal Complaint is filed, the University offers two distinct resolution pathways: Adaptive Resolution and the Grievance Process.

Adaptive Resolution is a collaborative and voluntary process in which both parties agree to engage in facilitated approaches—such as mediation, restorative dialogue, or other resolution methods—designed to address harm, rebuild trust, and support accountability without requiring an investigation or hearing.

The Grievance Process is a structured, investigative process that includes fact-finding, a hearing, and a determination based on the evidence. If a policy violation is found, disciplinary action may follow.

Both options aim to address the reported conduct and support the needs of those involved. The appropriate pathway depends on the nature of the conduct, the goals of the individuals involved, and the University’s responsibility to ensure a safe and equitable environment.

During an investigation, you can expect a fair, respectful, and thorough process. An investigator from the CRP Office will typically interview you, the other party involved, and any relevant witnesses. They'll also review any available evidence, like emails, messages, or documents. You can have an advisor with you during meetings, and you'll be kept informed about the steps in the process. The investigator will focus on gathering facts and will prepare a report summarizing the findings.

After gathering all the facts, the CRP Office prepares a written report that includes the evidence, statements, and analysis. If the case goes to formal adjudication, a decision-maker will review the report and decide if the policy was violated, based on a preponderance of the evidence. If so, appropriate actions or sanctions will follow.

Both parties have the right to appeal a decision if you believe there was a procedural error, new evidence that wasn’t available earlier, or if there was a conflict of interest or bias by the people involved in handling the case. Appeals must be submitted in writing to the CRP Office within 10 days of receiving the decision. Once submitted, the other party will be notified and given a chance to respond. A designated Appellate Officer will review the appeal and issue a final decision, which will be shared with the parties.