Bias Incident Response Procedure

  1. Report Submission
    • Complainants submit a Bias Incident Report through Maxient.
    • The report should include details of the incident, including date, time, location, people involved, and a description of the event.
  2. Initial Review & Assessment
    • The report is received by Public Safety, Student Rights and Responsibilities, and the Bias Incident Response Team.
    • The Bias Incident Response Team Chair or their designee will review the report within 48 business hours and in conjunction with the team determine if the incident is biased.
    • If the incident is deemed to be biased, the Bias Incident Response Team will convene a meeting to discuss. The committee’s quorum consists of at least three members from the following: Public Safety, Rights and Responsibility Coordinator, PTODI member, Academic Affairs representative, Human Resources, Organizational and College Culture Officer, and the Diversity Department unless otherwise designated.
    • If deemed biased, the Bias Incident Response Team Chair will conduct an investigation of the incident and report to the team within a reasonable amount of time. The team’s role is to assess the bias incident, evaluate the investigation’s findings, and suggest an appropriate course of action.
    • If not deemed biased, the Bias Incident Response Team Chair will notify the complainant and provide next steps and resources.
    • If the incident involves a faculty or staff member, Human Resources must be involved. If the incident involves only faculty or staff, the case will be referred to HR and the Bias Incident Response Team will close the case. When the incident involves an auxiliary service of the college, F-SA will need to be involved in the investigation and resolution. Union contracts may influence the investigation process.
  3. Concurrently (Students Only)
    • Outreach will be made by the Bias Incident Response Team Chair or their designee to the individual who filed the report to acknowledge receipt, provide support, and explain the next steps.
    • It is also noted that the outreach may be to inform the complainant that the incident is not considered a bias incident and the reasons why.
  4. Resolution & Outcomes for the Students Involved
    • If the incident would not violate College policy:
      • The committee will coordinate a response.
    • If the incident would violate the code of conduct:
      • The incident is referred to the conduct process for adjudication.
    • Students are afforded due process throughout the Bias Incident reporting and investigative processes and may request the presence and support of an advisor during any interviews or meetings related to the matter. In cases where bias is alleged, the Chair of the Bias Incident Response Team, or a designated representative of the team may serve in the advisor role. If the matter is referred to Academic Affairs for resolution through the Academic Grievance process, the advisor assigned may be either the Dean of Students or a designated member of their team.
  5. Communication of Findings to Students Involved
    • Within the limits of confidentiality, the reporting party may be informed of the findings and resolutions.
    • The community may be notified of broad findings related to larger campus concerns.
    • As appropriate, the Committee may recommend engagement opportunities that address bias issues to the Chief Diversity Officer and PTODI.