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• Students: If a policy violation is found, OCR will consult with the University Hearing and Appeals System (UHAS) Sanctioning Panel and will send the final report to the Office of Community Standards, which will determine sanctions per the Student Handbook. Sanctions are communicated within 7 days, along with the rationale and appeal process.
• Staff: For staff violations, the final report is sent to the Office of Human Resources and the staff member's manager, who will determine sanctions per the Staff Handbook. Written notice is provided to the staff and OCR.
• Faculty: The decision maker will consult with a faculty sanctioning panel and recommend whether a violation warrants termination or suspension. The report and recommendation are sent to the department chair, dean, and Associate Provost, who determine sanctions as per the Faculty Handbook. Written notice is provided to the staff and OCR. The decision maker will also, prior to issuing a written decision, consult with the Title IX Coordinator who will determine whether and to what extent ongoing Supportive Measures or other remedies will be provided to the Complainant.
• Other Respondents: Sanctions are determined by the relevant University office based on the respondent's status.

• The Complainant is informed of remedies, sanctions related to them, and steps to prevent recurrence. In cases of sexual assault, stalking, or domestic violence, the Complainant is notified of all sanctions imposed.
• The Respondent is informed of imposed sanctions but not Complainant remedies.
• Both parties are informed of appeal procedures and encouraged to maintain privacy regarding findings and sanctions.

Sanctions vary by severity and previous violations. Sanction may include:

• Verbal/written warnings,
• probation,
• suspension,
• expulsion,
• counseling or education,
• loss of privileges,
• degree or tenure revocation,
• no-trespass orders,
• no-contact directives,
• demotion, or
• changes in job roles, including probation, pay rate changes, employment transfer, and termination.

Additional measures may be taken to prevent a hostile environment and remedy the effects of misconduct, including training or behavioral restrictions.

Remedies for Title IX violations may include counseling, extensions or schedule adjustments, housing/workplace changes, no-contact orders, campus escort services, mutual restrictions on contact between the parties, changes in work or housing locations, leaves of absence, increased security, and monitoring of certain areas of the campus, and other measures to restore or preserve access to education or activities.

In the case of a student report, upon receipt of a report, but prior to the resolution of an allegation of misconduct, the Office of Community Standards or designee(s) may take interim action (including protective measures and accommodations) to ensure the safety and security of the University community, University community members, or University property.

The University may remove a student Respondent from its Education Programs and Activities on an emergency basis if an individualized safety risk assessment finds an immediate threat to health or safety due to the allegations. Emergency removals are made in consultation with the Behavioral Consultation Team and the Division of Student Affairs.

If an interim removal occurs, the Respondent will be notified and given an opportunity to challenge the decision within two calendar days. The Associate Vice President of the Office of Civil Rights and Title IX Compliance, or designee, will review the challenge and determine if the removal is justified based on safety concerns and any new information.

For non-student employee Respondents, the University may place them on administrative leave during the investigation. This decision is made by the unit director and Office of the Provost (for faculty) or Human Resources (for staff), based on a recommendation from the Office of Civil Rights and Title IX Compliance.

For third-party Respondents, the University has discretion to restrict access to its campus or properties at any time, with no entitlement to the procedural protections in this policy. Interim removal does not imply a finding of responsibility and will not affect the final determination of the investigation.