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Harassment Complaint Resolution Options

Please see the NC State policy regarding Resolution Procedures for Harassment Complaints.

Informal Options – Internal University Processes

  • Consultation
    The affected party may seek input from a supervisor, the Office for Institutional Equity & Diversity (OIED) or Human Resources (HR) on how to resolve the concern.
  • Confrontation
    The affected party may confront the alleged harasser in person, in writing or with the assistance of a third party such as a representative from OIED or HR.
  • Mediation
    The affected party may seek assistance through the University’s Mediation Program, which is administered by HR.

Formal Options – Internal University Processes

  • Investigation
    A formal complaint begins with a signed, written complaint shared with OIED or HR. Investigations are conducted either by OIED or HR.
  • SPA Grievance Process
    SPA employees who have a complaint of harassment may use the formal grievance procedure administered by HR. This is the required procedure for SPA complainants who want to maintain their appeal rights through the Office of Administrative Hearings of the State Personnel Commission. To use this procedure, the SPA employee must submit a written complaint to HR within 30 calendar days of the alleged harassment.
  • Office of Student Conduct
    Complaints against students, which cannot be informally resolved, may be presented as a formal charge through the Office of Student Conduct (OSC), or may be presented to OIED as a signed complaint. OSC may refer harassment charges it receives to OIED for investigation before the OSC decides if a disciplinary proceeding is warranted.

Other Options – Appeals and External Processes

  • SPA Grievance and Appeal
    Any SPA employee who is not satisfied with the formal resolution of a complaint of harassment may appeal directly to the Office of Administrative Hearings of the State Personnel Commission, if the original complaint of harassment was submitted in writing to Human Resources within 30 calendar days of the alleged harassing action. The university has 60 calendar days from receipt of the written complaint to take appropriate remedial action, after which time the employee has 30 calendar days to appeal directly to the Office of Administrative Hearings. See the NC State policy regarding SPA Grievance and Appeal.
  • EPA Employees and Student Appeals
    For EPA employees, a written appeal statement must be filed with the Vice Chancellor, who has ultimate oversight for the decision. Appeal statements must be filed within 30 days of the date that notice of the administrator’s written decision is sent to the complainant.
  • Equal Employment Opportunity Commission
    Available to employees concurrently with, or instead of, the university process. Administered by the EEOC.