Student Discrimination, Harassment or Retaliation Complaint Operating Procedure 400.6

Applicability:  This Operating Procedure applies to complaints of prohibited conduct against a student under the Student Discrimination, Harassment or Retaliation Policy 400.5, except for the following circumstances:

1. A complaint involving Sexual Harassment, as defined in the Sexual Harassment Policy 600.5, will be processed pursuant to the Sexual Harassment Complaints Operating Procedure 600.6
2. A complaint of prohibited conduct against an employee will be processed as set forth in the

Purpose: This Operating Procedure sets forth the process for reporting, investigating, and resolving applicable complaints.

Definitions:

“Complainant” means an individual who is alleged to be the victim of the prohibited conduct.

“Respondent” means an individual who has been reported to be the perpetrator of the prohibited conduct.

“Supervisor” is an employee of Midwest Emergency Academy (MEA) designated as a supervisor or division/branch administrator in accordance with the list of supervisors and division/branch administrators maintained by MEA

“Preponderance of the Evidence” means the evidence shows that it is “more likely than not” that MEA policy was violated.

1. Grievance Process

1. Duty to Report

1. Mandatory Report. All Supervisors shall have a duty to report any prohibited conduct by or against a student of which they become aware, as provided in this Operating Procedure.
2. Permissive Report. All other individuals who have been subjected to prohibited conduct by a student or have direct knowledge of the occurrence of such conduct are encouraged to first inform the Respondent that the behavior is unwelcome and should cease. If an individual does not feel comfortable directly addressing the Respondent or if the prohibited conduct does not cease, such individual may report any prohibited conducted, as provided in this Operating Procedure.

1. Reporting Process

1. Where to Report. You are strongly urged to report any prohibited conduct you believe may have occurred to the following individuals designated for the purposes of this Operating Procedure, or by contacting the Program Manager.  

If you are a victim of a sexual misconduct or other crime, or someone you know may be the victim, immediate assistance can be obtained 24 hours a day, seven days a week, from:

• Local Fire/ EMS/ Police (911)
• Local Emergency Department

Reports of Sexual Harassment, as defined in the Sexual Harassment Policy 600.5, should be made in accordance with the Sexual Harassment Complaints Operating Procedure 600.6.

Reports against an employee concerning prohibited conduct should be made in accordance with the Employee Discrimination, Harassment or Retaliation Complaint Operating Procedure 400.6.

Reports against a third party who is not a student or employee of the College concerning prohibited conduct should be made to the local Police Department or Law Enforcement in the municipality where conduct occurred or where you reside.

In case of an emergency: Dial 911

2. Form of the Report.The initial report may be either written or verbal. If a verbal report is made to a Supervisor, the Supervisor shall promptly document and forward the report and may also inform the Complainant that the Complainant’s own written report can be submitted directly to the Program Director. To the extent possible, a report should include a specific description of the conduct, the party or parties involved, the location of the alleged incident, and the date(s) and circumstances under which the alleged conduct occurred. The written report should be dated and signed to acknowledge its completeness and accuracy.
3. 3. False or Malicious Reports.It shall be considered a violation of MEA policy for any individual to knowingly file a false or malicious complaint of prohibited conduct.
4. Timing; Criminal Proceedings
5. Timing and Availability of Procedures

Individuals are encouraged to report alleged prohibited conduct immediately in order to maximize MEA ability to obtain evidence, and conduct a thorough, impartial and reliable investigation.  Failure to promptly report alleged prohibited conduct may result in the loss of relevant evidence and witness testimony and may impair MEA’s ability to enforce this Operating Procedure.

Students and employees who make reports or complaints of prohibited conduct, or participate in any investigation process, whether as parties to the proceedings or as witnesses, are expected to provide truthful testimony in accordance with MEA policies and operating procedures.

Due dates under this Operating Procedure shall be calculated based upon calendar days. If the due date specified falls on a weekend or holiday, the next business day will be the due date for the action. Either party may request a reasonable extension of time for any of the deadlines set forth in this Operating Procedure. MEA’s intention is to provide for the prompt reporting and investigation of claims of prohibited conduct. These deadlines are not meant to penalize. Therefore, MEA’s failure to comply with the deadlines set forth herein will not invalidate a complaint, investigation or disciplinary action.

1. Effect of Criminal Proceedings

Because prohibited conduct may constitute both a violation of MEA policy and criminal activity, the College encourages students and employees to report alleged criminal prohibited conduct promptly to local law enforcement agencies. Criminal investigations may be useful in the gathering of relevant evidence, particularly forensic evidence. Because the standards for finding a violation of criminal law are different from the standards for finding a violation of MEA policy, criminal investigations or reports are not determinative of whether criminal prohibited conduct, for purposes of this Operating Procedure, has occurred. Conduct may constitute prohibited conduct under MEA policy and this Operating Procedure even if law enforcement agencies lack sufficient evidence of a crime and therefore decline to prosecute.

The filing of a complaint of prohibited conduct under this Operating Procedure is independent of any criminal investigation or proceeding, and (except that MEA Investigation may be delayed temporarily while the criminal investigators are gathering evidence) MEA will not wait for the conclusion of any criminal investigation or proceedings to process a complaint under this Operating Procedure. Nothing in this Operating Procedure is intended to limit the authority of MEA to take appropriate disciplinary action against any individual who violates MEA rules or policies.

III. The Process: Initial Steps

1. Intake Meeting with Complainant

Upon receipt of a report of any allegation of prohibited conduct President or Program Manager or a designee (each referred to individually as the “Officer”) will first schedule an individual intake meeting with the Complainant in order to provide to the Complainant a general understanding of Student Discrimination, Harassment, or Retaliation Policy 400.5 and Student Discrimination, Harassment, or Retaliation Complaint Operating Procedure 400.6, as well as the option and process to file a formal complaint; to identify supportive measures available to the Complainant including, but not limited to, counseling, written rights and options document, altering class/activity schedules, extensions of deadlines or any other action as deemed appropriate by the Officer. The Officer will also explain that the Complainant may elect to not file a formal complaint or later withdraw a formal complaint, and in such case, the Officer will retain the discretion to address alleged conduct informally and non-punitively, or to proceed with investigation and resolution through a formal complaint filed by the Officer.

1. Formal Complaint

1. Form of Complaint. The filing of a formal complaint of prohibited conduct initiates the grievance process outlined in this Operating Procedure. A formal complaint may be filed by the Complainant in person, by mail or by email and must include the Complainant’s physical or digital signature.  Alternatively, a formal complaint may be initiated by the Officer for the purposes of investigating and resolving alleged prohibited conduct, however, the Officer will not become a party to the grievance process.  The filer of a formal complaint may withdraw the formal complaint at any step in this process.
2. Notice. Upon the filing of a formal complaint, the Officer will send written notice of the formal complaint to both parties, which will include the names of the Complainant and Respondent, if known; the date, location and nature of the alleged prohibited conduct; statements that the Respondent is presumed not responsible and that determination of responsibility will be made at the conclusion of a grievance process; that knowingly making false statements or submitting false information during the grievance process is a violation of MEA policy; and that additional notice will be provided if any additional allegations arise during the process.
3. Intake Meeting with Respondent. The Officer will schedule an individual intake meeting with the Respondent in order to provide the Respondent a general understanding of the Student Discrimination, Harassment or Retaliation Policy 400.5 and Student Discrimination, Harassment, or Retaliation Complaint Operating Procedure 400.6 and the complaint and resolution process; to address and provide supportive measures equally available to the Respondent including, but not limited to, counseling, written rights and options document, altering class/activity schedules, extensions of deadlines or any other action as deemed appropriate by the Officer; and to explain at a high level how the allegation of prohibited conduct could potentially be addressed at both the MEA level and if applicable, as a criminal matter with local law enforcement.

1. Grounds for Dismissal

At any time during the grievance process under this Operating Procedure, the following Dismissal provisions apply.

1. Mandatory Dismissal

If at any time, the Officer determines that such alleged conduct, if proved, would be Sexual Harassment, as defined by the Sexual Harassment Policy 600.5, the Officer must dismiss the complaint under these Operating Procedures but shall transfer for it to be processed under the Sexual Harassment Complaint Operating Procedure 600.6.

1. Permissive Dismissal

The Officer may dismiss the report, if (1) even if proved, the alleged behavior would not constitute prohibited conduct; (2) the alleged behavior did not occur in the College’s education program or activity; (3) Complainant notifies the Officer in writing that the Complainant would like to withdraw the report or any allegations therein; (4) Respondent is no longer enrolled or employed by MEA; or (5) specific circumstances prevent MEA from gathering sufficient evidence to reach a determination as to the formal complaint or allegations therein.

1. Dismissal Procedures

Upon dismissal, the Officer shall promptly send written notice of dismissal and the reasons for the dismissal simultaneously to the parties.

1. Resolution

MEA has established both formal and informal procedures to resolve prohibited conduct complaints.  The Officer must determine if the Complainant wishes to proceed through an Informal or Formal Resolution process or to withdraw the complaint, which may result in no resolution of process of any kind.  Alternatively, if a Complainant becomes unavailable or withdraws a formal complaint, the Officer may pursue resolution as deemed appropriate and in the best interest of the parties pursuant to this Operating Procedure.

Under either resolution process, all involved parties have a duty to cooperate with the review or investigation, and they are not to knowingly impede, obstruct or delay the investigation. Both the Complainant and the Respondent have the responsibility to provide all relevant information and facts to the matter under review.

1. Informal Resolution

A party may request a less formal proceeding, known as Informal Resolution.

1. Purpose. Informal Resolution provides an opportunity for the Complainant and Respondent to seek resolution informally and will provide an opportunity for Complainant and Respondent to communicate their feelings and perceptions regarding the incident, the impact of the incident, and their wishes and expectations for the future.
2. Informal Resolution Process. If the parties agree to Informal Resolution, the Officer or designee will neutrally facilitate communication with the parties (either separately or together, as appropriate) to reach a mutually agreeable resolution, which will be memorialized in an Informal Resolution agreement, and the complaint will be resolved. The Informal Resolution agreement will generally be reached within ninety (90) days from initiation of the Informal Resolution process. If a mutually agreeable resolution between the Complainant and the Respondent cannot be reached, the complaint will proceed through Formal Resolution.
3. Third Parties. The Complainant and the Respondent each may bring a third party for support as the party participates in the Informal Resolution process; however, third parties may not participate other than to support and confer privately with the individual the third party is intended to support.
4. Privacy of Informal Resolution. In order to promote honest, direct communication, the parties will be encouraged to keep information disclosed during Informal Resolution private while the Informal Resolution is pending, except where disclosure may be required by law or authorized in connection with duties on behalf of MEA
5. Conversion to Formal Resolution. At any time prior to the conclusion of the Informal Resolution, the Officer elect to end such proceedings and initiate Formal Resolution instead. Alternatively, the Complainant or Respondent also may request that the Officer, in the Officer’s discretion, convert the proceedings to the Formal Resolution process.

1. Formal Resolution

Following the filing of a formal complaint, if not dismissed or resolved by some other process, the complaint will be resolved through Formal Resolution.

1. Standard of Proof. Evidence of alleged prohibited conduct will be evaluated will be evaluated pursuant to the Final Outcome process under the “Preponderance of the Evidence” standard. In the context of a review of the investigative report, the Respondent will only be found to be responsible for the alleged prohibited conduct if the Officer concludes that such prohibited conduct more likely than not occurred based upon careful review of all information presented.
2. Conversion to Informal Resolution. At any time during the Formal Resolution process, the Complainant or Respondent may request to convert to Informal Resolution, by making such request to the Officer prior to a Final Outcome.
3. Final Outcome. The Officer shall review the investigative report and supporting evidence within no more than ten (10) days following the receipt of the investigative report, make a determination and prepare a Final Outcome Letter. The Final Outcome Letter shall be provided to both parties and must contain (1) a summary of findings of fact; (2) conclusion on whether the conduct occurred; (3) rationale for conclusion.
4. Sanctions. Not every complaint will warrant disciplinary or other action. However, if the investigation reveals that prohibited conduct has occurred, the Respondent will be subject to discipline in accordance with the Student Disciplinary Action Policy 400.1. In determining an appropriate disciplinary action, any record of past violations of MEA policies and procedures, as well as the nature and severity of such past violation(s) may be taken into consideration. The purpose of the discipline will be to: a) bring an end to the violation in question, b) reasonably
5. prevent a recurrence of a similar violation, and (c) remedy the effects of the violation on the Complainant and MEA community. Any discipline imposed will be explained or supported in the Final Outcome Letter.

VII. Appeals

1. Grounds for Appeal

Either party may petition to appeal the formal complaint or the dismissal of a formal complaint only on the following grounds: (1) procedural irregularity that affected the outcome of the matter; (2) new evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made, that could affect the outcome of the matter; and (3) President, Program Manager, Officer or Investigator had a conflict of interest or bias for or against Complainant or Respondent generally or the individual Complainant or Respondent that affected the outcome of the matter.

1. Appeals Process

Where grounds for appeal exist, the appealing party must submit an appeal to the President in writing within ten (10) business days of the date the Final Outcome Letter is delivered to the parties. The notice of appeal must describe in detail the grounds for appeal. Either the President or designee (the “Reviewing Officer”) will be responsible for overseeing the review and making the final determination. Upon receipt of a valid appeal request, the Reviewing Officer will accept such appeal request, will put the non-appealing party on notice allowing the non-appealing party to submit a response directly related to the appeal notice and will review the notice of appeal and any additional documentation with respect to the procedural appeal prior to determining whether a procedure was appropriately followed. If the Reviewing Officer determines that the alleged basis for appeal affected the outcome, then the Reviewing Officer will put the parties on notice of such determination, will allow for such basis to be corrected as appropriate (which may include allowing for additional witness statements and/or documentation in certain circumstances). The Reviewing Officer will then review the entire set of documents created and collected in the Investigation and the Final Outcome Letter before making a determination regarding the original complaint. The Reviewing Officer will make an initial ruling with respect to the questioned procedure within fourteen (14) business days of the date the appeal is submitted. If additional time is needed to complete this review, the Reviewing Officer shall notify the Complainant and the Respondent that the review has been delayed and indicate the reasons for the delay. The Reviewing Officer, if not the President, shall provide the initial ruling to the President with the Reviewing Officer’s factual findings, and within thirty (30) days of the date of the appeal, the President will make a final ruling/determination whether the Final Outcome is supported by the evidence and if additional action is necessary. Decisions by the President are final and not subject to appeal by either party.

1. Effective Date of Sanction

Sanctions imposed for prohibited behavior are not effective until the resolution of any timely appeal of the decision. However, if advisable to protect the welfare of the Complainant or MEA community, the President may determine that any probation, suspension, or expulsion be effective immediately and continue in effect until such time as the President may otherwise determine. The President may suspend the final determination pending exhaustion of any appeals as may be advisable in the sole discretion of the President. The President’s decision may not be appealed.

VIII. Miscellaneous

1. Privacy

Participants in the complaint resolution process should respect the matter as confidential. All information revealed and all discussions held shall be considered as confidential as reasonably possible within legal requirements and organizational responsibilities, and within limits allowing for the review to occur. MEA cannot guarantee confidentiality of the information received and the privacy of the individuals involved due to potential legal obligations to report, investigate and take appropriate action regarding such matters.

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