Resolution Procedures and Remedies

Augustana will act on any formal or informal grievance or notice of violation of the policy on Equal Opportunity, Harassment and Nondiscrimination, that is received by a Title IX Coordinator, deputy/deputies, a member of the Equity Grievance Panel or a member of the administration.

The procedures described below will apply to all grievances involving students, staff or faculty members. Redress and requests for responsive actions for grievances brought involving non-members of the Augustana community are also covered by these procedures.

1. Equity Grievance Panel (hereafter referred to as EGP)

Members of the EGP are announced in an annual distribution of this policy to campus, prospective students, their parents and prospective employees. The list of members and a description of the panel can be found at www.augie.edu/titleix.  Members of the EGP are trained in all aspects of the grievance process, and can serve in any of the following roles, at the direction of the Title IX Coordinator:

  • To provide sensitive intake and initial counseling of grievances
  • To serve in a mediation role [restorative justice] in conflict resolution
  • To investigate grievances
  • To act as advisors/advocates to those involved in grievances
  • To serve on hearing panels for grievances
  • To serve on appeal panels for grievances

EGP members also recommend proactive policies, and serve in an educative role for the community. The President, in consultation with the Title IX Coordinator, appoints the panel, which reports to the Title IX Coordinator. EGP members receive annual training organized by the Title IX Coordinator, including a review of Augustana policies and procedures, so that they are able to provide accurate information to members of the community. All EGP members are required to attend an annual training.

Membership on the Equity Grievance Panel (EGP) will include:

  • 4 Deputy Title IX Coordinators - one representative from each of the following divisions/units:
    - Student Affairs (Assistant Dean of Students)
    - Academic Affairs (Faculty Member)
    - Intercollegiate Athletics (Assistant Athletic Director)
    - Human Resources (Employee Health Educator)

Note: Deputy Coordinators serve as conveners for grievance panel hearings.

  •  A pool of at least 12 university personnel - representing the following divisions/units will serve on the EGP:
    - Student Affairs (i.e., Center for Campus Life, Recreational Services, Campus Safety, Campus Learning Center)
    - Academic Affairs (i.e., Faculty, Library, IT Services, Student Success Center, International Programs Office)
    - Intercollegiate Athletics
    - Other (Business Office, Advancement/Development, Admissions, Financial Aid,  Facilities/Grounds/Central Services)
  •  A pool of at least 6 other university personnel - in addition to those appointed as EGP members will serve as Advocates and will be assigned to parties involved in a grievance (complainant and respondent).

Appointments to serve on the EGP will be made with attention to representation of groups protected by the harassment and non-discrimination policy. Individuals who are interested in serving on the EGP are encouraged to contact the Title IX Coordinator.

2. Filing a grievance

Any member of the community, guest or visitor who believes that the policy on Equal Opportunity, Harassment and Nondiscrimination has been violated should contact a Title IX Coordinator or a member of the EGP.  It is also possible for employees to notify a supervisor, or for students to notify an administrative advisor or faculty member with whom the complainant feels comfortable, or any member of the community may contact Campus Safety. These individuals will in turn notify the Title IX Coordinator.  An online report form at www.augie.edu/titleix is available to initiate a grievance.

All employees receiving reports of a potential violation of Augustana policy are expected to promptly contact the Title IX Coordinator, within 24 hours of becoming aware of a report or incident.  All initial contacts will be treated with the maximum possible privacy: specific information on any grievances received by any party will be reported to the Title IX Coordinator, but, subject to Augustana’s obligation to redress violations, every effort will be made to maintain the privacy of those initiating a report of a grievance. In all cases, Augustana will give consideration to the party bringing a grievance with respect to how the grievance is pursued, but reserves the right, when necessary to protect the community, to investigate and pursue a resolution when an alleged victim chooses not to initiate or participate in a formal grievance.

3. Grievance Intake

Following receipt of notice or a grievance, the Title IX Coordinator[1] will, promptly assign an EGP member to work as an advocate to the person who reported the grievance. Normally, within two business days, an initial determination by the appointed Investigator and Title IX Coordinator is made whether an Equal Opportunity policy violation may have occurred and/or whether conflict resolution might be appropriate.  If the grievance does not appear to allege an Equal Opportunity policy violation then the grievance does not proceed to investigation but is forwarded to the appropriate office for further review.

A full investigation will necessarily be pursued if there is evidence of a pattern of misconduct or a perceived threat of further harm to the community or any of its members.  Augustana aims to complete all investigations within a 60 business day time period, which can be extended as necessary for appropriate cause by the Title IX Coordinator with notice to the parties.

4. Investigation

If a party bringing a grievance wishes to pursue a formal grievance or if Augustana, based on the alleged policy violation, wishes to pursue a formal grievance, then the appointed Investigator, normally the Director of Campus Safety who oversees the safety and security of the campus, will conduct the investigation. Investigation of grievances brought directly by those alleging harm should be completed expeditiously, normally within 10 business days of notice to the Title IX Coordinator. Investigation may take longer when initial grievances fail to provide direct first-hand information. Augustana’s investigation may undertake a short delay (several days to several weeks) when criminal charges on the basis of the same behaviors that invoke this process are being investigated. Augustana action will not be altered or precluded on the grounds that civil or criminal charges involving the same incident have been filed or that charges have been dismissed or reduced, and nothing in this Policy requires Augustana to suspend the investigation or final resolution of a grievance based on the pendency of a criminal investigation or criminal charges. All investigations will be thorough, reliable and impartial, and will entail interviews with all relevant parties and witnesses, obtaining available evidence and identifying sources of expert information, if necessary.

5. Interim Remedies

If, in the judgment of the Title IX Coordinator, the safety or well-being of any member(s) of the campus community may be jeopardized by the presence on-campus of the accused individual or the ongoing activity of a student organization whose behavior is in question, the Title IX Coordinator (or designee) may provide interim remedies intended to address the short-term effects of harassment, discrimination and/or retaliation, i.e., to redress harm to the alleged victim and the community and to prevent further violations. These remedies may include referral to counseling, the Campus Clinic (on-campus health services) or to the Employee Assistance Program; education to the community; altering the housing situation of an accused student or resident employee (or the alleged victim, if desired); altering work arrangements for employees; providing campus escorts; implementing contact limitations between the parties; offering adjustments to academic deadlines, course schedules, etc.

Augustana may interim suspend a student, employee or organization pending the completion of investigation and EGP procedures. In all cases in which an interim suspension is imposed, the student, employee or student organization will be given the opportunity to meet with the Title IX Coordinator prior to such suspension being imposed, or as soon thereafter as reasonably possible, to show cause why the suspension should not be implemented. The Title IX Coordinator has sole discretion to implement or stay an interim suspension under the policy on Equal Opportunity, Harassment and Nondiscrimination, and to determine its conditions and duration. Violation of an interim suspension under this policy will be grounds for expulsion or termination.

During an interim suspension or administrative leave, a student or employee may be denied access to Augustana housing and/or facilities/events. As determined by the appropriate administrative officer, Title IX Coordinator or designee, this restriction includes classes and/or all other Augustana activities or privileges for which the student or employee might otherwise be eligible. At the discretion of the appropriate administrative officer, Title IX Coordinator or designee, alternative coursework options may be pursued to ensure as minimal an impact as possible on the accused student.

6.  Grievance Resolution

During or upon the completion of investigation, the investigator will meet with the Title IX Coordinator. Based on that meeting, the Title IX Coordinator will make a decision on whether there is reasonable cause to proceed with the grievance.  If the Title IX Coordinator determines there is not reasonable cause to proceed with a grievance, then the process will end unless the party bringing a grievance requests that the Title IX Coordinator makes an extraordinary determination to re-open the investigation or to forward the matter for a hearing. The Title IX Coordinator may refer the grievance to another office for review if other Augustana policy violations are alleged. This decision lies in the sole discretion of the Title IX Coordinator. If there is reasonable cause, then the Title IX Coordinator may recommend conflict resolution, a resolution without a hearing or a formal hearing, based on the below criteria.

a. Conflict Resolution – Conflict resolution is often used for less serious, yet inappropriate, behaviors and is encouraged as an alternative to the formal hearing process to resolve conflicts. The Title IX Coordinator will determine if conflict resolution is appropriate, based on the willingness of the parties, the nature of the conduct at issue and the susceptibility of the conduct to conflict resolution.  In a conflict resolution meeting, a Title IX Coordinator or Deputy Coordinator will facilitate a dialogue with the parties to an effective resolution, if possible. Sanctions are not possible as the result of a conflict resolution process, though the parties may agree to appropriate remedies. The Title IX Coordinator will keep records of any resolution that is reached, and failure to abide by the accord can result in appropriate responsive actions.

Conflict resolution will not be the primary resolution mechanism used to address grievances of sexual misconduct or violent behavior of any kind or in other cases of serious violations of policy, though it may be made available after the formal process is completed should the parties and the Title IX Coordinator believe that it could be beneficial.  It is not necessary to pursue conflict resolution first in order to make a formal EGP grievance, and anyone participating in conflict resolution can stop that process at any time and request a formal hearing.

b. Resolution without a Hearing – Resolution without a hearing can be pursued for any behavior that falls within the policy on Equal Opportunity, Harassment and Nondiscrimination, at any time during the process. The Title IX Coordinator will provide written notification of a grievance to any member of Augustana community who is accused of conduct in violation of this Policy.  The Title IX Coordinator, together with the investigator, will meet with the responding individual to explain the finding(s) of the investigation. Once informed, the responding party may choose to admit responsibility for all or part of the alleged policy violations at any point in the process.  If so, the Title IX Coordinator will render a finding that the individual is in violation of Augustana policy for the admitted conduct, and will normally proceed to convene a formal hearing on any remaining disputed violations.  For admitted violations, the appropriate Deputy Title IX Coordinator will recommend an appropriate sanction or responsive action.  If the sanction/responsive action is accepted by both the party bringing a grievance and responding party, the Title IX Coordinator will implement it, and act promptly and effectively to remedy the effects of the admitted conduct upon the victim and the community.  If either party rejects the sanction/responsive action, an EGP hearing will be held on the sanction/responsive action only, according to the EGP procedures below, except in the case of at- will employees for whom findings and responsive actions will be determined by the Title IX Coordinator in conjunction with the Director of Human Resources based on the results of the investigation.

c. Formal Hearing – For any grievances that are not appropriate for conflict resolution and which are not resolved without a hearing, the Title IX Coordinator will initiate a formal hearing or for employees for whom no hearing process is available, will refer his/her findings to the Human Resources Office for implementation.

7. Formal EGP Procedure

a. Hearing Panels – The Title IX Coordinator will appoint a non-voting panel Chair (Deputy Title IX Coordinator) depending on whether the responding party is a student, faculty or staff member and three members of the EGP to the hearing panel, none of whom have been previously involved with the grievance. Hearing panels may include both faculty and staff (with at least one faculty member selected in a grievance involving a faculty member). Any student members of the EGP do not serve on hearing panels. No member of the panel may be a practicing attorney. The panel will meet at times determined by the Deputy Title IX Coordinator.

b. Notification of Charges – At least one week prior to the hearing, or as far in advance as is reasonably possible if an accelerated hearing is scheduled with the consent of the parties, the Title IX Coordinator or a Deputy will send a letter to the parties with the following information. Once mailed, emailed and/or received in-person, notice will be presumptively delivered. The letter will contain:

  • A description of the alleged violation(s), a description of the applicable procedures and a statement of the potential sanctions/responsive actions that could result.
  • The time, date and location of the hearing and a reminder that attendance is mandatory, superseding all other campus activities. If any party does not appear at the scheduled hearing, the hearing will be held in their absence. For compelling reasons, the Deputy may reschedule the hearing.
  • The parties may have the assistance of an EGP member, or other advocate, at the hearing. Typically, advocates are members of the campus community, but the parties may select whomever they wish to serve as their advisor, including attorneys. Note that the advisor may not make a presentation or represent the reporting party or responding party during the hearing. The parties to the hearing are expected to ask and respond to questions on their own behalf, without representation by their advisor. The advisor may consult with the advisee quietly or in writing, or outside the hearing during breaks, but may not speak on behalf of the advisee to the panel.
  • Hearings for possible violations that occur near or after the end of an academic term will be held immediately after the end of the term or during the summer, as needed, to meet the resolution timeline followed by Augustana and remain within the 60-day goal for resolution

c. Hearing Procedures – EGP Hearings will be convened, usually within one to two weeks of the completion of the investigation, and will be conducted in private. The EGP has the authority to hear all collateral misconduct, meaning that it hears all allegations of discrimination, harassment and retaliation, but also may hear any additional alleged policy violations that have occurred in concert with the discrimination, harassment or retaliation, even though those collateral allegations may not specifically fall within EGP jurisdiction.  Accordingly, investigations should be conducted with as wide a scope as necessary.

Participants will include the non-voting Deputy Title IX Coordinator, the three members of the panel, the investigator who conducted the investigation on the grievance, the party bringing a grievance and responding party(ies) (or three organizational representatives in a case where an organization is charged), advocates to the parties and any called witnesses. The Title IX Coordinator or Deputy will provide the names of witnesses Augustana intends to call, all pertinent documentary evidence and any written findings from the investigator to the parties at least four business days prior to the hearing.  The complaining party and the accused shall identify any witnesses from whom they hope to offer testimony at the hearing two business days in advance of the hearing.  Augustana is not obligated to secure the attendance of all witnesses identified by the parties.  The EGP panel may only consider witnesses or exhibits not timely disclosed if the Deputy determines in his/her sole discretion such consideration to be reasonable and appropriate in light of fairness and equity to all parties. In addition, the parties will be given a list of the names of each of the EGP panel members at least two business days in advance of the hearing. Should either (any) party object to any panelist, he/she must raise all objections, in writing, to the Deputy immediately. Panel members will only be unseated if the Deputy concludes that their bias precludes an impartial hearing of the grievance. Additionally, any panelist or Deputy who feels he/she cannot make an objective determination must recuse himself or herself from the proceedings when notified of the identity of the parties and all witnesses in advance of the hearing.

The Deputy, in consultation with the parties and investigators, may decide in advance of the hearing that certain witnesses do not need to be physically present if their testimony can be adequately summarized by the investigator during the hearing. All parties will have ample opportunity to present facts and arguments in full and question all present witnesses during the hearing, though formal cross-examination is not used between the parties. If alternative questioning mechanisms are desired (screens, Skype, questions directed through the Chair, etc.), the parties should request them from the Deputy at least two business days prior to the hearing.

Once the procedures are explained and the participants are introduced, the investigator will present the report of the investigation first, and be subject to questioning by the parties and the EGP. The investigator will be present during the entire hearing process, but will only be present during deliberations at the request of the Deputy.  The findings of the investigation are not binding on the panel, though any undisputed conclusions of the investigation report will not be revisited, except as necessary to determine sanctions/responsive actions.  Once the investigator is questioned, the EGP will permit questioning of and by the parties, and of any present witness. Questions may be directed through the panel at the discretion of the Deputy.

Formal rules of evidence will not apply. Any evidence that the panel believes is relevant and credible may be considered. The Deputy will address any evidentiary concerns prior to and/or during the hearing, may exclude irrelevant or immaterial evidence and may ask the panel to disregard evidence lacking in credibility. The Deputy will determine all questions of procedure and evidence. Anyone appearing at the hearing to provide information will respond to questions on his/her own behalf.

Unless the Deputy determines it is appropriate, no one will present information or raise questions concerning: (1) incidents not directly related to the possible violation, unless they show a pattern, or (2) the sexual history of or the character of the victim/party bringing a grievance.

There will be no observers in the hearing. The Deputy may allow witnesses who have relevant information to appear at a portion of the hearing in order to respond to specific questions from the panel or the parties involved. The panel does not hear from character witnesses, but will accept up to two letters supporting the character of the individuals involved.  Augustana may, at its option, have its counsel present at the hearing to advise the panel as needed.

In hearings involving more than one accused individual or in which two parties bringing grievances have accused the same individual of substantially similar conduct, the standard procedure will be to hear the grievances jointly; however, the Title IX Coordinator may permit the hearing pertinent to each responding party to be conducted separately. In joint hearings, separate determinations of responsibility will be made for each responding party.

Proceedings are private. All persons present at any time during the hearing are expected to maintain the privacy of the proceedings, subject to Augustana consequences for failure to do so. While the contents of the hearing are private, the parties have discretion to share their own experiences if they so choose, and should discuss doing so with their advocates.

Hearings are recorded for purposes of review in the event of an appeal.  EGP members, the parties and/or the persons who initiated the action, and appropriate administrative officers of Augustana will be allowed to listen to the recording in a location determined by the Title IX Coordinator or designee.  No person will be given or be allowed to make a copy of the recording without permission of the Title IX Coordinator. Persons given access to the recording will be required to sign an agreement confirming that they will protect the privacy of the information contained in the recording.

d. Decision – The EGP will deliberate in closed session to determine whether the responding party is responsible or not responsible for the violation(s) in question. The panel will base its determination on a preponderance of the evidence (i.e., whether it is more likely than not that the accused individual committed each alleged violation). If an individual responding party or organization is found responsible by a majority of the panel, the panel will recommend appropriate sanctions to the Title IX Coordinator.

The Deputy will prepare a written deliberation report and deliver it to the Title IX Coordinator, detailing the finding, how each member voted, the information cited by the panel in support of its recommendation and any information the hearing panel excluded from its consideration and why. The report should conclude with any recommended sanctions. This report should not exceed two pages in length and must be submitted to the Title IX Coordinator within two (2) business days of the end of deliberations. The Title IX Coordinator will review the deliberation report and will consult with the appropriate Vice President who shall review the report to confirm compliance with the terms of this Policy.

The Title IX Coordinator will inform the accused individual and the party bringing a grievance of the final determination within 2-3 business days of the hearing, without significant time delay between notifications. Notification will be made in writing and may be delivered by one or more of the following methods: in person; mailed to the local or permanent address of the parties as indicated in official Augustana records; or emailed to the parties’ Augustana-issued email account. Once mailed, emailed and/or received in-person, notice will be presumptively delivered.

e. Sanctions – Sanctions or responsive actions will be determined by the EGP. Factors considered when determining a sanction/responsive action may include:

  • The nature, severity of, and circumstances surrounding the violation
  • An individual’s disciplinary history
  • Previous grievances or allegations involving similar conduct
  • Any other information deemed relevant by the EGP
  • The need for sanctions/responsive actions to bring an end to the discrimination, harassment and/or retaliation
  • The need for sanctions/responsive actions to prevent the future recurrence of discrimination, harassment and/or retaliation
  • The need to remedy the effects of the discrimination, harassment and/or retaliation on the victim and the community

Student Sanctions – The following are the usual sanctions that may be imposed upon students or organizations singly or in combination:

  • Warning: A formal statement that the behavior was unacceptable and a warning that further infractions of any Augustana policy, procedure or directive will result in more severe sanctions/responsive actions.
  • Probation: A written reprimand for violation of the Code of Student Conduct, providing for more severe disciplinary sanctions in the event that the student or organization is found in violation of any Augustana policy, procedure or directive within a specified period of time. Terms of the probation will be specified and may include denial of specified social privileges, exclusion from co-curricular activities, non-contact orders and/or other measures deemed appropriate.
  • Suspension: Termination of student status for a definite period of time not to exceed two years, and/or until specific criteria are met.  Students who return from suspension are automatically placed on probation through the remainder of their tenure at Augustana.
  • Expulsion: Permanent termination of student status, revocation of rights to be on campus for any reason or attend Augustana-sponsored events.
  • Withholding Diploma: Augustana may withhold a student's diploma for a specified period of time and/or deny a student participation in commencement activities if the student has a grievance pending, or as a sanction if the student is found responsible for an alleged violation.
  • Revocation of Degree: Augustana reserves the right to revoke a degree awarded from Augustana for fraud, misrepresentation or other violation of Augustana policies, procedures or directives in obtaining the degree, or for other serious violations committed by a student prior to graduation.
  • Organizational Sanctions:  Deactivation, de-recognition, loss of privileges for a specified period of time.
  • Other Actions: In addition to or in place of the above sanctions, Augustana may assign any other sanctions as deemed appropriate.

Employee Sanctions – Responsive actions for an employee who has engaged in harassment, discrimination and/or retaliation include warning, required counseling, demotion, suspension with pay, suspension without pay and termination.

f. Enrollment, Withdrawal or Employee Resignation While Charges Pending

Students: Augustana does not permit a student to withdraw if that student has a grievance pending for violation of the policy on Equal Opportunity, Harassment and Nondiscrimination, or for charges under the Code of Student Conduct.  Should a student decide to leave and not participate in the investigation and/or hearing, the process will nonetheless proceed in the student’s absence to a reasonable resolution and that student will not be permitted to return to Augustana unless all sanctions have been satisfied.

Employees: Should an employee resign while charges are pending, the records of the Title IX Coordinator will reflect that status, as will Augustana responses to any future inquiries regarding employment references for that individual. The Title IX Coordinator will act to promptly and effectively remedy the effects of the conduct upon the victim and the community.

g. Appeals – All requests for appeal considerations must be submitted in writing to the Title IX Coordinator within five (5) business days of the delivery of the written finding of the EGP. A three-member panel of the EGP designated by the Title IX Coordinator who was not involved in the grievance previously will consider all appeal requests. Any party may appeal, but appeals are limited to the following:

  •  A procedural error or omission occurred that significantly impacted the outcome of the hearing (e.g. substantiated bias, material deviation from established procedures, etc.).
  • To consider new evidence, unknown or unavailable during the original hearing or investigation, that could substantially impact the original finding or sanction. A summary of this new evidence and its potential impact must be included.
  • The sanctions imposed are substantially disproportionate to the severity of the violation or the sanctions fall outside the range of sanctions Augustana has designated for this offense.

The appeals panel of the EGP will review the appeal request(s). The original finding and sanction/responsive actions will stand if the appeal is not timely or is not based on the grounds listed above, and such a decision is final.  When any party requests an appeal, the other party (parties) will be notified and joined in the appeal. After the request for appeal is received, Augustana, the accuser and the accused person shall all have the opportunity to make a written submission to the appeals panel, which submissions shall be shared with all other parties.  The original finding and sanction are presumed to have been decided reasonably and appropriately.

Where the EGP appeals panel finds that at least one of the grounds is met, and proceeds, additional principles governing the hearing of appeals include the following:

  • Appeals decisions by the EGP panel are to be deferential to the original decision, making changes to the finding only where there is clear error and to the sanction/responsive action only if there is a compelling justification to do so.
  • Appeals are not intended to be full re-hearings of the grievance. In most cases, appeals are confined to a review of the written documentation or record of the original hearing, and pertinent documentation regarding the grounds for appeal. Appeals granted based on new evidence should normally be remanded to the original hearing panel for reconsideration.Other appeals may be remanded at the discretion of the Title IX Coordinator or heard by a different three-member panel of the EGP.
  • Sanctions imposed are implemented immediately unless the Title IX Coordinator or designee stays their implementation in extraordinary circumstances, pending the outcome of the appeal.
  • The Title IX Coordinator will normally, after conferring with the EGP appeals panel, render a written decision on the appeal to all parties within 2-3 business days from hearing of the appeal.
  • All parties should be informed of whether the grounds for an appeal are accepted and the results of the appeal decision.
  • Once an appeal is decided, the outcome is final: further appeals are not permitted.

h. Failure to Complete Sanctions/Comply with Responsive Actions - All responding parties are expected to comply with conduct sanctions/responsive/corrective actions within the time frame specified by the Title IX Coordinator. Failure to follow through on conduct sanctions/responsive/corrective actions by the date specified, whether by refusal, neglect or any other reason, may result in additional sanctions/responsive/corrective actions and/or suspension, expulsion and/or termination from Augustana and may be noted on a student’s official transcript. A suspension will only be lifted when compliance is achieved to the satisfaction of the Title IX Coordinator.

i. Records  ̶   In implementing this policy, records of all grievances, resolutions, and hearings will be kept by the Title IX Coordinator indefinitely in a Title IX Coordinator database.

j. Statement of the Rights of a Party Bringing a Grievance

  • To be treated with respect by Augustana officials.
  • To take advantage of campus support resources (such as counseling services, campus ministry, and Augustana’s health service, or EAP services for employees).
  • To experience a safe living, educational and work environment.
  • To have an advocate during this process.
  • To refuse to have an allegation resolved through conflict resolution procedures.
  • To receive amnesty for minor student misconduct (such as alcohol or drug violations) that is ancillary to the incident.
  • To be free from retaliation.
  • To have grievances heard in substantial accordance with these procedures.
  • To full participation of the injured party in any EGP process whether the injured party is serving as the party bringing a grievance or Augustana is serving as party bringing a grievance.
  • To be informed in writing of the outcome/resolution of the grievance, sanctions where permissible and the rationale for the outcome where permissible.
  • Refer to law enforcement and have assistance.
  • Housing and living accommodations.
  • No contacts.

k. Statement of the Rights of the Responding Party

  • To be treated with respect by Augustana officials.
  • To take advantage of campus support resources (such as counseling services, campus ministry, and Augustana’s health service, or EAP services for employees).
  • To have an advocate during this process.
  • To refuse to have an allegation resolved through conflict resolution procedures.
  • To have grievances heard in substantial accordance with these procedures.
  • To be informed of the outcome/resolution of the grievance and the rationale for the outcome, in writing. 

[1]If circumstances require, the President, Title IX Coordinator or a Deputy Coordinator shall designate another to oversee the resolution process, should a grievance be made against the Coordinator or if the Coordinator is otherwise unavailable or unable to fulfill their duties.