Incident Resolution Process
GSE&IS Incident Resolution Process
Introduction: Community Expectations
We expect all members of the GSE&IS community to behave with the highest degree of integrity at all times. We define this idea of integrity as engaging in decision-making and day-to-day interactions guided by principles of honesty, fairness, trust, and respect. When a community member fails to meet these operating standards, we must as an institution assess potential transgressions in a timely, sensitive and fair manner.
Incident Resolution Procedures
The GSE&IS reporting procedures outlined below serve as the framework for a fair, objective, and trustworthy resolution/redress process.
It is often the case, however, that a large number of disputes can be resolved when addressed informally. We encourage those who are alleging misconduct to consider local resolution of the problem before initiating an inquiry through IRP. If, however, attempts to resolve the problem prove unsuccessful or the situation continues, IRP serves as the next step in the resolution, adjudication, and/or mediation process.
Those planning to submit an Incident Report form must also agree to see the GSE&IS process through before filing formal complaints with other UCLA offices. Filing complaints with multiple entities leads to a duplication of effort and could ultimately undermine the integrity of your case's resolution/redress process.
Issuing an Incident Report: The Step-by-Step Process
STEP ONE: INITIATING A COMPLAINT
Any GSE&IS community member who wishes to report a hostile incident can do so, by completing the "GSE&IS Incident Report". Once the form is completed and submitted, it will be reviewed by the Associate Dean for Equity and Diversity.
STEP TWO: GSE&IS' OFFICIAL RESPONSE/FOLLOW-UP
Upon receipt of the completed Incident Report, the Associate Dean for Equity and Diversity has up to two weeks to respond. If, however, your request requires more immediate action, please be sure to check the "expedited review" box found on the Incident Report form and provide a brief written explanation for your request. The Associate Dean's office will be in contact as soon as they're able in order to determine further follow-up action. If you feel that you or others are being threatened with immediate harm, please refer your complaint to the UCLA Police Department.
STEP THREE: JOINT DETERMINATION OF NEXT STEPS
At some point within the two-week response window, the Associate Dean for Equity and Diversity will be in contact to schedule a face-to-face meeting. At the meeting, you will be asked to review the specifics of the incident and to discuss options for further action. Options for resolution/redress may include one or more of the following: (1) Informal mediation between parties; (2) Further investigation into the incident; (3) Recommendations for involvement by offices external to GSE&IS; (4) Resolution of the complaint.
STEP FOUR: FINAL DETERMINATION AND APPEAL
Once the subsequent investigation has been completed to the satisfaction of the investigating body, the Associate Dean for Equity and Diversity, the merits of the complaint will be evaluated within the context of UCLA and GSE&IS policy. When appropriate, a remedy will be recommended. The remedy will be addressed in writing no later than the end of the quarter following the submission of the original complaint.
If the grievant is not satisfied with this decision, he or she may appeal in writing to the GSE&IS Dean. This appeal must be submitted to the Dean within 30 working days of the decision. The Dean will, in turn, have approximately 30 days in which to decide on the matter.
What you can expect from the GSE&IS Resolution/Redress Process
1. Once submitted, your Incident Report will be handled safely, anonymously, and judiciously;
2. Your complaint will NEVER be included in your permanent student or personnel records;
3. As the aggrieved, you have the right to stop the resolution/redress process at any time. This is true in all situations except in cases where potential harm could come to you or someone else;
4. The Associate Dean for Equity and Diversity may invite third-party campus entities into the resolution/redress process at the permission of the initiating party;
5. You will always retain the right to appeal any final determination in the GSE&IS' resolution/redress process.