2018 Annual Fire and Safety Report

CSU strictly prohibits all acts of sexual assault, domestic violence, dating violence, and stalking through its Student Conduct Code (https://resolutioncenter.colostate.edu/conduct-code/) and its Discrimination, Harassment, Sexual Harassment, Sexual Misconduct, Domestic Violence, Dating Violence, Stalking and Retaliation Policy (http://policylibrary.colostate.edu/policy.aspx?id=710).

In addition to facing criminal investigation and prosecution, students, employees and other affiliates may also be subject to university investigation and disciplinary action from the university. Students or employees found responsible for having committed interpersonal violence face discipline up to and including permanent expulsion, termination of employment, suspension, probation, education requirements, and related discipline.

When there is evidence that a student may have committed acts of interpersonal violence, Student Conduct Services initiates disciplinary proceedings. The university investigates allegations of interpersonal violence against a student regardless of the geographic location of where the incident occurred: on or off campus, in Colorado, another state or in an international location.

The university may receive information about these situations from a variety of sources including:

  • CSU police
  • Other law enforcement agencies
  • University offices such as the Office of Support & Safety Assessment
  • Reports from the victim or bystanders

In addition, a complaint regarding student behavior may be filed with the  Student Conduct Services online (https://resolutioncenter.colostate.edu/conduct-services) by phone (970-491-7165), or in person (501 W. Lake St., Suite A, Aggie Village Walnut, Fort Collins, CO 80523-8015).

For an overview of the sexual misconduct and interpersonal violence investigation and adjudication process, see http://supportandsafety.colostate.edu/process. In all cases, whether involving a disciplinary process for students or employees, the university will provide a prompt, fair and impartial process from the initial investigation to the final result.

Proceedings Involving Students

CSU proceedings involving students include:

  • Investigations into incidents involving students are conducted within approximately 60 days by the Office of Support and Safety Assessment, unless circumstances merit additional time to gather all relevant information to support an informed final report.
  • Both impacted (the complainant or victim) and responding (the accused) parties are provided periodic reports and updates regarding the investigation’s status.
  • Upon completion of the investigation, the report is reviewed by Student Conduct Services to determine if disciplinary proceedings against a responding student are supported by the report.
  • If disciplinary proceedings are appropriate, written notice will be provided to the student regarding the alleged conduct and violations of the Student Conduct Code, and a hearing will be scheduled.
  • A hearing officer from Student Conduct Services will conduct a hearing with the student and any advisor or witnesses, and determine if a responding student is responsible for violating the interpersonal violence policy and the Student Conduct Code.
  • Determinations are made using the preponderance of the evidence standard, which means that it is more likely than not that the alleged misconduct occurred.
  • In all proceedings, including any related meetings or hearings, both the impacted party and responding party are entitled to the same opportunities to have others present at the hearing. This includes the right to be accompanied by an advisor of their choice.
  • Both parties are informed in writing of the outcome of the proceeding within approximately ten business days, unless circumstances require more time to finalize the decision. The parties are also are informed of the procedure and timeframe in which to file an appeal of the outcome, of any change to the results that occurs prior to the time that they become final, and when such results become final.
  • Disclosure of the outcome is made to both parties, simultaneously, in writing; each individual is free to share or not share the details with third parties.
  • Students found responsible for interpersonal violence face university disciplinary consequences and are subject to measures to protect the impacted party. These consequences and measures can include written warnings, a university notification to parents or legal guardians, required participation in educational programs, limitations on university activities, fines, restitution, no-contact orders, probation from living in any on-campus property or removal from university housing, academic suspension, probation, suspension and permanent expulsion.
  • All investigations and proceedings are conducted by officials who receive annual training on interpersonal violence investigation, how to conduct an investigation, and how to conduct a proceeding in a manner that protects the safety of victims and promotes accountability.

For additional information about student conduct proceedings please consult the Student Conduct Code available at https://resolutioncenter.colostate.edu/conduct‐code. For additional information about employee conduct issues, contact Human Resources at www.hrs.colostate.edu or 970‐491‐6947.

Proceedings Involving Employees

To file a complaint involving an employee for sexual harassment, sexual assault, domestic violence, dating violence, or stalking, complainants must contact the Office of Equal Opportunity (970‐491‐5836, http://oeo.colostate.edu). State and university policies and procedures are followed. Procedures for complaints involving an employee include:

  • For allegations of misconduct of a tenured faculty member, these procedures are set forth in the Academic Faculty and Administrative Professional Manual, in section E.15 (https://facultycouncil.colostate.edu/faculty-manual/).
  • For allegations against an administrative professional or non-tenured faculty member, disciplinary action up to and including termination of employment follows procedures described in the CSU Policy on Administrative Professionals and Non-Tenured Academic Faculty (http://policylibrary.colostate.edu/policy.aspx?id=459).
  • For state classified employees, procedures are prescribed by state law and managed by Human Resources in accordance with the Human Resources Manual, Section 3 http://www.hrs.colostate.edu/pdfs/HRS%20Manual%20-%20Human%20Resource%20Services%20-%20Colorado%20State%20University.pdf.
  • In all cases, to initiate a disciplinary action involving an employee for sexual harassment, sexual assault, domestic violence, dating violence, or stalking, complainants must contact the Office of Equal Opportunity (970-491-5836, http://oeo.colostate.edu). Disciplinary measures for employees may include written reprimand, corrective actions, demotion, salary reduction, and termination of employment.
  • The Office of Equal Opportunity will conduct an investigation of all complaints involving sexual assault, domestic violence, dating violence, or stalking. Sexual harassment complaints, depending on the allegations, may be addressed through an informal process. Procedures for both informal and formal complaints are described in detail on the Office of Equal Opportuniyt website (http://oeo.colostate.edu).
  • All investigations and proceedings are conducted by officials who receive annual training on interpersonal violence investigation, how to conduct an investigation, and how to conduct a proceeding in a manner that protects the safety of victims and promotes accountability.
  • Both the accuser and the accused will be provided notification  simultaneously with notification, in writing, of the result of the disciplinary proceeding involving sexual assault, dating violence, domestic violence, or stalking.
  • Disciplinary proceedings will be conducted by officials who, at a minimum, receive annual training on the issues related to dating violence, domestic violence, sexual assault and stalking, as well as how to conduct an investigation and hearing process that protects the safety of victims and promotes accountability.
  • Determinations are made using the preponderance of evidence standard, which means that the standard for a decision is it is more likely than not that an alleged misconduct occurred.
  • A complete description of the notice, hearing and appeal procedures for proceedings involving employees is located on the Office of Equal Opportunity website, https://oeo.colostate.edu/discrimination-complaint-procedures/.
  • Both the victim and the accused will be advised of the procedures for obtaining an appeal or administrative review of the final outcome of the disciplinary proceeding and any change to the outcome that results from such appeal or review.
  • Disciplinary measures for employees may include written reprimand, corrective actions, demotion, salary reduction, and termination of
2018 Annual Fire and Safety Report