Allegations of discrimination or harassment based on race, color, religion, creed, national origin, age, military or veteran status, and family relationship to an employee of Oberlin College should follow the procedures as outlined.
Within five (5) business days of filing, the director of equity, diversity, and inclusion shall designate a committee of three members of the Equity and Diversity Committee to investigate the complaint. At all times, this investigation committee shall advise each person involved in the investigation that they are to keep the matter confidential.
The investigation committee is free to conduct any task related to the investigation as a group or to delegate tasks to individual members. Thus, all references below to the investigation committee denote the individual or group conducting any particular task. The investigation committee shall:
- Interview the complainant and the person against whom the complaint has been filed (the respondent).
- Provide both the complainant and the respondent with the opportunity to identify relevant witnesses and evidence. The investigation committee shall interview any such witnesses and review any such evidence.
- Consult with appropriate offices depending on the constituencies represented in the complaint. If the complaint involves a student, the investigation committee shall consult with the Office of the Dean of Students. If the complaint involves a faculty member, the investigation committee shall consult with the appropriate divisional dean’s office. If the complaint involves a staff member, the investigation committee shall consult with the manager of employee relations.
- Based on the information presented, identify any additional relevant sources of information. The investigation committee shall examine these sources of information.
- Issue a report and recommendation within 45 days of receipt of a complaint containing a) a determination whether the preponderance of the evidence supports the allegation(s), with a description of the investigation as necessary; b) a recommendation for appropriate action. This report and recommendation shall be provided to the president or their designee, to the chair of the Equity and Diversity Committee, and to the director of equity, diversity, and inclusion.
If the report states a determination that the preponderance of the evidence supports the allegation(s), the president or designee shall render a decision on appropriate action, including but not limited to disciplinary action, after discussions with the Office of the Dean of Students, the appropriate divisional dean’s office, and or the manager of employee relations, considering the constituency of the respondent, within ten (10) days of receipt of the report.
This decision may consider the total institutional record of the respondent. The complainant, the respondent, and the director of equity, diversity, and inclusion shall receive written notification of the decision of the president or designee. The notification shall include a description of any steps the college shall take to prevent the recurrence of any discrimination or harassment and to correct discriminatory effects on the complainant and others, if appropriate.
The respondent or complainant may present written arguments to the president or designee appealing the decision of the president or designee within five (5) days of the issuance of the decision. The president or their designee will have five (5) days from receipt of such written arguments to act.