University administrators, supervisors, faculty members and others who are performing instructional or academic advising duties have an added responsibility to devise and adopt appropriate practices for maintaining a working and learning environment free of harassment.

University administrators, supervisors, faculty members and others who are performing instructional or academic advising duties have an added responsibility of reporting any claim or concern of harassment to the Office of Institutional Equity and Diversity.

University administrators, supervisors, faculty members and others in supervisory positions have the obligation to be knowledgeable of the policy and respond to incidents and claims of harassment in their areas of supervisory responsibility. Failure to perform a supervisory responsibility may result in disciplinary action.

Once the Old Dominion University Office of Institutional Equity and Diversity receives information suggesting harassment has occurred, a representative of the office will arrange a meeting with the complainant in order to review further the information, applicability of this policy, and available options.

Action taken by the Office of Institutional Equity and Diversity under this policy shall not constitute a finding of harassment.

A formal complaint includes a written description of the facts and circumstances allegedly constituting harassment signed by the complainant and filed with the Office of Institutional Equity and Diversity.

A formal complaint should be made within 90 calendar days of the last date of alleged harassment. Should circumstances arise in which a formal complaint has not been made within 90 calendar days of the alleged harassment, the Office of Institutional Equity and Diversity will review the situation on a case-by-case basis to determine if a complaint can be filed.

In situations involving students, a copy of the report will be presented to the Director of Student Conduct and Academic Integrity, who will take such action as deemed necessary.

In a situation involving faculty or staff, the investigation is expected to lead to one of the following possible outcomes: (1) the Office of Institutional Equity and Diversity finds insufficient facts to support the charge; (2) the Office of Institutional Equity and Diversity finds facts to support the charge, reaches a negotiated resolution satisfactory to the parties, and does not recommend further action; (3) the Office of Institutional Equity and Diversity finds facts to support the charge and recommends further action; or (4) dismissal.

Any member of the University community who is found in violation of this policy will be subject to appropriate sanctions, which may include discharge, expulsion or debarment.

The President will appoint a Committee on General Harassment consisting of individuals with professional training and/or experience such as would qualify them to assist with complaints of general harassment and those accused of violating this policy. The chair of the committee shall be the University’s Director of Equity and Equal Opportunity/Affirmative Action. The other members shall be as follows: two faculty members and staff members at large, a representative from Counseling Services, a representative from Human Resources, a representative from the Office of General Counsel, and the Director of Student Conduct and Academic Integrity. Names of the members of the committee shall be publicized by the University.

Members of the General Harassment Committee shall assist members of the University community who are the object of general harassment or who are accused of violating this policy. Committee members may also assist the Director of Equity and Equal Opportunity/Affirmative Action in the informal mediation process by their direct involvement.