Guide to Student Life - Campus Life - Adelphi University

101 will be subject to disciplinary action, which may include reprimand, suspension from service
for a stated period (with or without pay), termination of employment, or such other lesser
penalties deemed appropriate for the violation. Individuals who appeal any formal disciplinary
action taken against any nonfaculty member covered by a Collective Bargaining Agreement
shall have access to any applicable contractual appeal procedure, and any nonunion employee
shall have right of appeal to the vice president for administration and student services, or his/
her designee.
Complaints against students: The Code of Conduct, under the jurisdiction of the dean of student
affairs, will govern actions for student violations of the anti-harassment policy.
The panel member initially contacted by the complainant will act as an adviser, contact person,
and resource to the complainant throughout the process. A complaint can result in disciplinary
action, up to and including suspension from Adelphi and/or termination of employment and
possible criminal prosecution, as may be appropriate.
Informal Resolution
Alternatively, there may be situations where a more informal resolution to a complaint of
harassment may be appropriate. At his or her option, the complainant may request that the
complaint be handled on an informal basis (that is, if the complainant does not seek formal
disciplinary action on his/her behalf and cessation of the alleged conduct in question is the
only desired goal); however, certain allegations of harassment are not appropriately handled
through informal mechanisms and the University at all times retains the right to investigate
any complaint in a formal manner or take whatever other action it deems appropriate, with or
without the complainant’s consent.
If informal action is deemed appropriate by the panel member (after consultation with the
Provost Office, dean of student affairs or assistant vice president for human resources and
labor relations), a written complaint would not be required and the panel typically would not
meet regarding sanctions or disciplinary action. Panel members are authorized to take and
retain written notes in connection with the complaint, even if an attempt is made to resolve the
matter informally. If the complainant voluntarily elects to deal with the problem personally, the
panel member can offer advice on different ways to handle the situation. The panel member
also may explore other possible informal resolutions to the complaint, such as a letter to a
respondent, clarification of University policy, or an informational meeting between the assistant
vice president for human resources and labor relations (for employees and nonstudents) or the
dean of student affairs (for students), or their designee(s), the respondent and the complainant,
if appropriate and desired by the complainant.
In addition, at any time during or following the conclusion of the informal resolution process,
the complainant has the right to discontinue or bypass informal resolution and initiate a formal
complaint. Similarly, at any time during or following the conclusion of the informal resolution
process, the University has the right to investigate and handle the complaint in a formal
manner, with or without the complainant’s consent.
False Complaints
A complainant who makes allegations against another member of the University community in
bad faith or for vexatious purpose (instituted without real grounds and meant to harm) will be
subject to disciplinary action.
ADELPHI UNIVERSITY • GUIDE TO STUDENT LIFE
An inquiry into a vexatious complaint would be considered to be a separate case and would
constitute a separate investigation by the Anti-Harassment Panel.