WSU Compliance and Civil Rights (CCR) will determine whether the WSU Policy Prohibiting Discrimination and Harassment, Executive Policy #15 (EP 15) is implicated. Human Resource Services (HRS) will determine whether any other university policies may be implicated. Internal Audit may also be consulted in some matters.
At the conclusion of an investigation in matters involving EP 15 Part A allegations and employee (administrative professionals, civil service, bargaining unit) respondents, CCR will provide an investigative report with findings. For matters involving EP 15 Part A allegations and faculty respondents and for matters involving EP 15 Part B allegations for employee or faculty respondents, CCR will issue an investigative report with recommended findings. Recommended findings do not constitute the final decision of the university and will not include a final determination of responsibility. Reports are provided to the appropriate disciplinary/sanctioning authority as follows:
- EP 15 Part A allegations
- Non-faculty employee respondent matters are provided to the Appointing Authority for review under the relevant employee manual. Appeals are heard by the CCR Appeals Committee, operated out of the Office of the President, as described in the .
- Faculty employee respondent matters are reviewed under the disciplinary process described in the . Appeals are heard by the Office of the President, as described in the (.
- EP 15 Part B allegations 
- Non-faculty employee respondent matters are provided to the Appointing Authority for review under the . Appeals are heard by the CCR Appeals Committee, operated out of the Office of the President, as described in the .
- Faculty employee respondent matters are reviewed by the Hearing Committee using the formal disciplinary process, as described in the . Appeals are heard by the CCR Appeals Committee, operated out of the Office of the President, as described in the .
Through these prompt and impartial processes, timeframes for each step of the process are identified in the relevant employee manual with extensions allowed for good cause. The decision-makers must not have a conflict of interest or bias for or against the complainant or the respondent, or complainants or respondents generally. For matters involving Title IX Sexual Harassment (EP 15 B allegations), parties will have an opportunity to review and respond to the evidence prior to the determination of responsibility. The parties may have an advisor present, who may be a support person or an attorney. At the conclusion of the Title IX hearing, the decision-maker will provide written decisions simultaneously to both parties which include a determination of responsibility, procedures for appealing the determination, and when such results become final. Matters involving EP 15 A allegations (non-Title IX) will follow the process outlined in the relevant employee manual.
Supervisors will impose sanctions following the procedures set forth in applicable university policies and handbooks (e.g., the Title IX Hearing Process, the WSU Faculty Manual, the Administrative Professional Handbook, WAC 357-40 (civil service employees), or applicable collective bargaining agreements).
Appeals are available in all matters. The WSU President has a standing CCR Appeals Committee (the Committee), which hears appeals in matters involving all matters except EP 15 Part A matters involving faculty respondents (these matters are appealed to the WSU president utilizing the process outlined in the Faculty Manual. Committee members receive annual training. Committee members are also screened for conflict of interest or bias against the reporting or responding parties.
During the fair and neutral review of an appeal, the chair of the Committee will conduct an initial review of the appeal, determine whether it met the minimum requirements of the appeals process, and if so, the chair will convene the Committee and send notice to the Complainant(s), Respondent(s), and CCR within seven (7) calendar days of receiving the appeal. After reviewing the appeal, the Committee will issue a decision letter to both parties within thirty (30) calendar days, unless good cause for an extension of up to thirty (30) days is necessary. The Committee’s decision is final with respect to the CCR investigation, unless the Committee determines that additional investigation by CCR is warranted. If the Committee concludes that additional investigation is warranted, at the conclusion of such additional investigation, no further appeal is available.
Employees are not asked to sign non-disclosure agreements but are informed of the prohibition on retaliation and interference by or against any individual during these processes.