After initial review of a report, the Director of Rights and Responsibilities or their designee may determine that more information is needed before initiating the conduct process. The Director of Student Rights and Responsibilities or their designee also may determine that a report needs to be forwarded to another office for review. For example:
- Reports alleging sexual misconduct will be referred to the Deputy Title IX Coordinator.
- Reports alleging bias, hate, or discrimination will be referred to the Chief Diversity Officer and Dean of Diversity and Inclusion.
- Reports alleging misconduct by a faculty will be referred to the Provost while alleged misconduct by a staff member will be referred to Human Resources (or the aforementioned offices, if applicable).
- Reports alleging academic misconduct will be referred to the appropriate person/office as outlined in the Academic Handbook.
Interviews for the investigation will be conducted by the Director of Rights and Responsibilities or their designee(s). The investigation is a neutral process that collects information from both the complainant and respondent separately. Throughout the investigation, both the complainant and respondent will be able to provide the names of witnesses who may have relevant information. Both the complainant and respondent also may provide information including, but not limited to, reports from law enforcement agencies and other relevant documentation. In the event that there is not a complainant, the Director of Student Rights and Responsibilities or their designee will determine whom to call in for an interview and will collect relevant documentation.
After initial interviews have been conducted, the complainant will have an opportunity to review, amend, and affirm the accuracy of their interview summary. Additionally, the complainant will have the ability to review their witness’s or witnesses’ interview summary(ies). The respondent will receive written notice of the investigation and an interview will be requested. Respondents will have the ability to review the complainant’s (if applicable) and witnesses’ interview summaries and provide a response. The respondent also will have the ability to review, amend, and affirm the accuracy of their interview summary. Additionally, the respondent will have the ability to review their witness’s or witnesses’ interview summary(ies).
After all interviews have concluded and a final investigative report has been created, both the complainant and respondent have the ability to review the investigative report, which includes, but is not limited to, interview summaries and information presented by the complainant and respondent. Witnesses will not be granted permission to review interview summaries or the investigative report.
The Director of Rights and Responsibilities and/or their designee(s) will determine if the information gathered and provided for the investigative report has sufficient information to move forward to resolution. If there is sufficient information to move forward to resolution, the complainant, if applicable, and respondent will be given a Hearing Notification, which will include the date, time, and location of their hearing and the name of the hearing officer/board members, along with the alleged violation(s) of the Student Integrity Code and date(s), time(s), and location(s) of the alleged incident(s). If there is not sufficient information to move forward to resolution, the complainant and respondent will be notified via Puget Sound email, and the case will be considered closed.
The Director of Rights and Responsibilities or their designee(s) has the discretion to consolidate multiple reports into one investigation against a respondent if the information related to one incident would be relevant in reaching a determination on the other incident. Matters may be consolidated where there are multiple open reports, multiple complainants, or multiple respondents. Appropriate notice about the consolidation of investigations will be given to the respondent and complainant.