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Student Grievance Procedures

Any individual in the Susquehanna University community who believes that he or she has been subjected to discrimination or harassment related to race, religion, national or ethnic origin, age, sexual orientation or disability may seek a remedy through the procedures outlined in this section.

1. The University identifies the following individuals ex officio as neutral "mediators," who may provide assistance in resolving complaints of discrimination or harassment: a) University Chaplain, b) Dean of Student Life, and c) Director of Counseling.
2. Prior to the institution of a formal grievance, a complainant is expected to first take one of the following actions to determine whether the situation can be resolved at an informal level:
1. Write a letter to the person accused, state the behavior, indicate it is inappropriate and ask that it be stopped. A copy of this letter should be sent to one of the mediators.
2. With one of the mediators, confront the accused, describe the behavior, state that it is inappropriate and ask that it be stopped.
3. If the above-described efforts fail to resolve the problem, the complainant should then, with the aid of one of the mediators, report the problem to the immediate supervisor of the accused. The supervisor will investigate the complaint and attempt to resolve the situation by appropriate action.
4. At any time during the informal proceedings, a person accused of discriminatory or harassing behavior may request the assistance of one of the mediators in resolving the situation.
5. If the informal steps do not resolve the matter, the complainant shall take the following actions:
1. With the assistance of a mediator, write a letter to the accused stating the behavior, noting previous efforts to settle the problem informally and advising that a complaint is now being directed to the University's Affirmative Action Officer; and
2. Write a signed formal letter of complaint to the University's Affirmative Action Officer stating the behavior, noting previous efforts to settle the problem informally, enclosing any written evidence of compliance with this procedure and requesting that formal action be taken.
6. Upon receipt of a formal complaint, the Affirmative Action Officer will take such steps as he or she judges necessary in order to determine the facts of the case and may make further efforts to resolve the matter informally. If efforts to achieve informal resolution are not appropriate or are not successful, the Affirmative Action Officer will within one (1) month of receipt of the complaint, report his or her findings of fact and recommendations for any formal action needed to remedy the situation to the President, the complainant and the accused. The complainant and the accused shall each have ten (10) days after receipt of the Affirmative Action Officer's report to make a written response, which shall be directed to the President.
7. Based upon his or her assessment of the findings and recommendations of the Affirmative Action Officer and any responses hereto, the President may:
1. Dismiss the complaint;
2. Take such action as he or she deems necessary to remedy any violation of University policy; or
3. Appoint an Advisory Panel, composed of three University employees, to review the matter, mediate among the parties if possible and recommend action to the President. Within thirty (30) days after receiving the Affirmative Action Officer's report, or thirty (30) days after receiving the report of the Advisory Panel, if one is formed, the President will report in writing to the complainant, the accused and the Executive Committee of the Board of Directors on his or her actions in this matter.
8. The actions of the President shall be final, unless the Executive Committee of the Board of Directors determines, at its discretion, that the matter should be further considered, in which case the action of the Board of Directors on this matter, or of a Committee of the Board designated by the Executive Committee for this purpose, will be final.
9. Any attempt by a person accused under these procedures to intimidate, harass or punish an individual bringing complaint will result in disciplinary action.
10. The right to confidentiality of all members of the University community will be respected in both informal and formal procedures, insofar as possible.