More than one outcome may result when complaints about sexual harassment are resolved, depending on the details of each situation. For example:
- Training may be provided for an individual or a group.
- A verbal or written warning may be delivered to the person accused of harassment.
- The harasser may receive a stay-away letter or temporary restraining order.
- When appropriate, a letter containing a warning or disciplinary measures may be placed in an employee’s personnel file.
- The person accused of harassment may resign or be reassigned, suspended, removed or terminated from employment or student housing.
- Protective accommodation, including a change in campus housing for a student, may be arranged for someone who is a target of sexual harassment.
Who will know what happened?
Because of the sensitivity of these situations and the importance of maintaining as much confidentiality as possible, it is likely that only a few people will know of the actual consequences or outcomes following an investigation of alleged sexual harassment. The University will comply with laws protecting the privacy of students and employees.
- The fact that you do not know what happened to the alleged harasser does not mean that nothing was done.
Will everything be confidential?
Even though everyone involved in a given situation may wish to preserve confidentiality, it cannot always be guaranteed absolutely. For example, information disclosure may be necessary:
- when the law requires it;
- to protect the rights of all concerned;
- when there is a clear risk that the individual or the greater community may be subjected to further harassing behavior that will create significant emotional or other harm.