Information for Respondents
We are Neutral
The Investigator does not take sides. We are committed to providing a prompt, thorough, and fair review, and our investigations are focused on the available information. We can also help Complaining Parties and Respondents by providing information about support and advocacy services.
You may bring a support person with you to any meetings with the Investigator. The Center for Advocacy, Response and Education (CARE) in the Office of the Dean of Students has professional staff members available to serve in this role upon request. This service may be obtained by contacting Chris Greggila at (765) 495-2273 or email@example.com. Mr. Greggila can also help identify additional resources for support as well as work with you during the investigation process and thereafter as needed.
Confidentiality and Privacy
Complaining Parties frequently want to know if the Respondent will be told they raised concerns. In a University investigation, Respondents are provided enough information about the allegations to allow them a fair opportunity to respond. The level of detail necessary to do that may vary depending upon the circumstances surrounding the incident. The privacy of both parties will be respected and safeguarded at all times. Information shared during an investigation is limited to those University employees who “need to know” in order to carry out their responsibilities to review, investigate and/or resolve these matters.
Interviewing the Parties
Typically, the Investigator’s first step will be to meet with the Complaining Party in order to fully understand the allegations. The Complaining Party is strongly encouraged to share all information, including documentation and names of witness, if any, with the Investigator. After the Investigator understands the nature and scope of the allegations, you will be asked about the allegations and given a full and fair opportunity to respond. You are also strongly encouraged to share all information, including documentation and names of witnesses, if any with the Investigator. The parties are not present during each other’s interviews.
Gathering Other Information
The Investigator interviews witnesses and reviews all documentation deemed relevant to the situation. The Investigator may also contact the parties with additional questions or to request additional information.
The Investigator will consider all information gathered during an investigation and prepare a report, which will be shared with the Director of the Office of Institutional Equity. The report is not shared with the parties or witnesses. The Investigator makes findings and recommendations as to whether a violation of the Anti-Harassment Policy occurred and, if so, recommends sanctions.
Advisory Committee on Equity Meeting
The Director will chair a meeting of a three-person panel of the Advisory Committee on Equity. Only faculty and staff serve on this panel. Each party will be given the opportunity to attend the panel meeting, though they are not required to do so. The purpose of the panel meeting is to give the decision-maker, the Director, and the panel members the opportunity to meet with the parties and Investigator after having reviewed the Investigator’s report. The parties are not present during each other’s meeting with the Director and panel.
The panel members make recommendations to the Director, but the determination is ultimately left to the discretion of the Director. If the Director determines that harassment has occurred, s/he and the Dean or Vice President of your unit will agree upon sanctions. The Director will issue his or her decision and, if applicable, any sanctions within ten (10) calendar days from the date of the panel meeting.
The University prohibits retaliation. All parties and witnesses are protected from any form of retaliation for participating in the investigation or filing a complaint. As the Respondent, you are directed to ensure that your actions, either directly or indirectly (including by individuals who may be operating on your behalf), do not constitute retaliation against those who have exercised their rights under Purdue University policy or who have participated in the investigative process.
Resources for Support
The University offers a variety of support services, a short list of which is included below.
Employee Assistance Program (765) 494-0111
Center for Advocacy, Response and Education (765) 495-2273
MHA Crisis Center (765) 742-0244
Purdue Crisis Line (765) 495-HELP (4357)
National Crisis Line (800) 273-TALK (8255)
If you have any other questions about the investigation or investigation process, please do not hesitate to contact the Investigator at (765) 494-7255.