Alternative Resolution
An Alternative Resolution (sometimes referred to as an informal resolution) is a voluntary, facilitated resolution option that may occur after a formal resolution process has been implemented, prior to a determination of responsibility, and only if the parties voluntarily consent to the process in writing. Alternative Resolutions are agreements facilitated by a trained facilitator; any party can withdraw from the process at any time, and the university will resume a formal resolution process. Any Alternative Resolution must be approved by OCRC and must adhere to state and federal requirements that do not permit alternative resolution in certain instances, including Sexual Harassment matters involving faculty and students.
Confidential resources
Confidential resources are supportive university offices and services whose communications are privileged or confidential under federal, state, or local law and for whom information shared with them will generally not be disclosed to anyone without the permission of the individual seeking services, or unless a statutory requirement exists such as an imminent threat of harm to self or others, or the conduct involves the suspected abuse of a minor.
Designated Employees
Designated Employees (also known as Responsible Employees) are staff and faculty who are required to report prohibited conduct to the Office of Civil Rights Compliance. For more information on staff and faculty reporting responsibilities and a list of designated employees, visit the Faculty and Staff Reporting Responsibilities page.
Discrimination, Harassment, and Retaliation
Refers to all forms of discrimination and harassment based on protected characteristics other than sex and gender, as well as retaliation in which the underlying conduct is based on protected characteristics other than sex.
Fiscal Year (FY)
The university’s Fiscal Year (FY) begins on July 1 and ends on June 30. For example, FY2023 is the time period between July 1, 2022 and June 30, 2023 and FY2024 is the time period between July 1, 2023 and June 30, 2024.
Formal Complaint
A Formal Complaint is a written request in which the author requests the initiation of a formal resolution process, typically involving an investigation and potentially a hearing and appeal, regarding allegations of prohibited conduct like sexual misconduct or discrimination.
Formal Resolution
A Formal Resolution is a pathway defined by federal regulation. Formal resolutions are initiated after the filing of a written Formal Complaint. Formal resolution processes include an investigation, and in some instances a hearing, as well as an Alternative Resolution.
Non-protected characteristics
Non-protected characteristics are characteristics that are not based upon protected characteristics as defined in the University’s Policy on Prohibited Discrimination, Harassment, and Retaliation.
Policy on Prohibited Discrimination, Harassment
The Policy on Prohibited Discrimination, Harassment (the Policy), which incorporates the university’s Notice of Non-Discrimination Statement, prohibits discrimination and harassment on the basis of all protected characteristics and related retaliation — the latter arising from protected activity under the Policy. It also defines how the university will respond to reports of Prohibited Conduct, including sexual and gender-based harassment and related retaliation; sexual assault; dating violence; domestic violence; stalking; and other forms of prohibited conduct.
Private resources
Private resources are university offices that provide support and services to the university community, in which information related to a report of Prohibited Conduct will be handled discreetly and shared with university officials who need to know in order to assist in the assessment, investigation, or resolution of the report and related issues.
Protected characteristics
Protected characteristics are characteristics under state, federal, local law, regulation, or ordinance that are protected from discrimination and harassment whether actual or perceived and are identified in the university’s Notice of Non-Discrimination Statement.
Reporting Party
A Reporting Party (or Complainant) is a student, employee, or third party who is reported to have been subjected to conduct that could constitute Prohibited Conduct, or a person other than a student or employee who is reported to have been subjected to Prohibited Conduct and who was participating or attempting to participate in the University’s Education Program or Activity at the time of the alleged conduct.
Resolution processes
Resolution processes are the formal procedures the university uses to address alleged prohibited conduct. The university has two such processes—Discrimination, Harassment, and Retaliation (DHR) and Sexual Misconduct — applied based on the nature of the allegation. If a report involves conduct falling under both categories, the Office for Civil Rights and Compliance (OCRC) addresses it under the Resolution Process for Sexual Misconduct.
Respondent
A Respondent is the individual who is reported to have engaged in Prohibited Conduct.
Sanction
A Sanction is a disciplinary or corrective action imposed after it has been determined that there is a Policy violation.
Sexual misconduct
Sexual misconduct is harassment based on sex or gender, sexual assault, dating/domestic violence, stalking, or exposure.
Supportive measures
Supportive measures are non-disciplinary, non-punitive, individualized support services available to students, staff, and faculty who believe they may have currently (or in the past) experienced discrimination, harassment, or retaliation related to one or more protected characteristics (defined in the Notice of Non-Discrimination). They are designed to (a) address the physical safety and emotional well-being of USC community members as we restore or preserve equal access to the university’s programs, services, and activities (including employment and education) without unreasonably burdening the other party or (b) deter discrimination, harassment, or retaliation.
Initial outreach is included as a supportive measure, as the outreach sent contains comprehensive information about available support resources, which parties can elect to avail themselves of. In addition, the initial/intake interview is included as a supportive measure for a reporting party, as it is a meeting during which supportive resources are offered and discussed, as well as are designed to assist reporting parties with both clarifying their concerns as well as their preferred course of action.