Investigations and Reviews

Reporting options are available to the RIT community 24/7, either in person or online.

In-Person Reporting:

• Public Safety: Available 24/7.
• OCE and Title IX Office: During business hours (M-F, 8:30 am to 4:30 pm).

Online Reporting:

• Title IX Webpage: Report online.
• RIT Ethics and Compliance Hotline: Anonymous reporting.
• There are additional reporting options as well.

Anyone can also report a concern to an immediate supervisor, dean, divisional leader, or other university officer. Supervisors must contact OCE, Title IX Office, Legal Affairs, or Human Resources for policy violations before taking any employee action.

When determining whether to investigate a complaint, OCE and the Title IX Office perform an initial assessment to determine whether the complaint is within the offices' scope and whether the alleged conduct, if true, would violate university policy. If both conditions are met, then OCE or the Title IX Office may initiate an investigation. 

Allegations based on a protected category other than sex and gender follow the OCE Investigation Process. Allegations based on sex and gender, then the investigation follows the Sexual Harassment, Discrimination, and Sexual Misconduct Investigation Process.

If the respondent is an employee, OCE or the Title IX Office serves as the primary investigator, regardless of the complainant’s status (student, employee, or community member). If the respondent is a student, then Public Safety is the primary investigator.

OCE does not investigate employee relations issues unrelated to protected categories (e.g., morale, performance, wage disputes) or academic complaints (e.g., academic dishonesty, student misconduct).

For detailed information, refer to the Administrative Policy for Reviewing and Investigating Reports of Misconduct or Violations of Policy Conducted by the Office of Compliance and Ethics.

When a complaint proceeds to an investigation, the parties receive notice of the investigation from the investigating office. Notice may be in the form of a Notice of Investigation and Allegations (NOIA), which outlines potential policy violations, interim measures, available resources, and next steps.

It’s important to note that individuals reporting from outside the RIT Community may not have access to internal RIT documentation or resources.

During an investigation, the primary investigator gathers evidence, which may include witness interviews, statements, written notes, images, text messages, emails, photos, social media posts, video or audio files, medical reports, receipts, site visit records, any physical evidence, or other information. The information is compiled into an investigation report and shared with Human Resources and the Office of Legal Affairs, as necessary. 

For Cases Involving Students Investigated Under Policies C27.0 or D19.0:

• After an investigation, student cases are referred to the Center for Student Conduct and Conflict Resolution.
• Next steps may involve formal or informal resolution:
  • Formal Resolution: A hearing or a mutual resolution agreement.
  • Informal Resolution: Facilitated conversation.
• If a case proceeds to a hearing, hearing officers determine if any RIT policies have been violated. The hearing officers also determine appropriate statuses (i.e., sanctions) and conditions.

For Cases Involving Employees: 

• Following an investigation, OCE complies an investigation report for review by Human Resources (HR).
• HR then reviews the investigation report and determines if RIT policy has been violated. 
• If Respondent is found responsible for a policy violation, then HR recommends corrective action to senior leadership.
• Cases arising under Policy C27.0 may be subject to a hearing. 

Student Cases: 

• The University Appeals Process provides both parties the right to appeal certain outcomes. 
• The Associate Vice President for Student Affairs determines whether threshold grounds for appeals are met. 
• Appeal requests that are granted will be scheduled for an appeal before the University Appeal Board.
• The appeal decision is binding and final.

Employee Cases: 

• There are no appeals of outcomes under any university policy except for cases arising under Policy C27.0.
• Requests for appeals under Policy C27.0 are reviewed by the Vice President and Associate Provost for Access, Engagement, and Success. 
• The appeal outcome is binding and final.