2018-2019 Annual Security and Fire Safety Report
The 2018-2019 Annual Security and Fire Safety Report highlights the many safety and security policies, procedures, programs, and services available at UIC and our regional health science campuses. We invite you to give it a read, and consider how it can help promote and improve your personal safety and the wellbeing of those around you.
The 2018-2019 Annual Security and Fire Safety Report highlights the many safety and security policies, procedures, programs, and services available at UIC and our regional health science campuses. We invite you to give it a read, and consider how it can help promote and improve your personal safety and the wellbeing of those around you.
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• Reviewing any sanctions imposed on the <strong>Report</strong>ing Party to determine<br />
if there may be a causal connection between those sanctions <strong>and</strong><br />
sexual misconduct experienced by the <strong>Report</strong>ing Party<br />
SUMMARY OF DISCIPLINARY PROCEEDINGS<br />
ADDITIONAL INDIVIDUAL AND COMMUNITY SAFETY<br />
MEASURES<br />
Additional safety measures may be necessary to eliminate a hostile<br />
environment or create a safe environment for the UIC community. These<br />
may include, but are not limited to:<br />
STUDENT<br />
Student Disciplinary Policy<br />
APPLICABLE POLICY<br />
EMPLOYEE<br />
Dependent on Employee’s classification<br />
• Providing increased monitoring, supervision, or security at locations<br />
or activities where the sexual misconduct occurred<br />
go.uic.edu/DisciplinaryPolicy<br />
ELECTRONIC DOCUMENT<br />
hr.uic.edu/hr-staff-managers/resources/<br />
policies/<br />
• Offering comprehensive, holistic victim/survivor services including<br />
medical, counseling, <strong>and</strong> academic support services, such as tutoring<br />
ASFSR <strong>2018</strong>-<strong>2019</strong><br />
123<br />
Violence Against Women Act<br />
• Training <strong>and</strong> re-training UIC employees on UIC’s responsibilities to<br />
address allegations of sexual misconduct <strong>and</strong> interpersonal violence<br />
• Developing additional materials on sexual misconduct <strong>and</strong><br />
interpersonal violence<br />
• Conducting additional byst<strong>and</strong>er intervention <strong>and</strong> sexual violence<br />
prevention programs<br />
• Re-issuing policy statements or taking additional steps that clearly<br />
communicate that UIC does not tolerate sexual misconduct or<br />
interpersonal violence <strong>and</strong> will respond to any <strong>and</strong> all reports of such<br />
behavior<br />
• Conducting or re-conducting campus climate surveys<br />
• Conducting targeted training for a specific group<br />
• Obtaining Orders of Protection/No Contact Orders<br />
1. Incident <strong>Report</strong> filed by <strong>Report</strong>ing Party<br />
2. Investigation process<br />
3. Hearing process<br />
4. Appeals process<br />
File a disciplinary complaint<br />
electronically at go.uic.edu/conductIR<br />
UIC strives to complete all major steps<br />
of the student conduct process, not<br />
including any appeals, within sixty (60)<br />
calendar days whenever possible.<br />
Decisions in a student conduct hearing<br />
are made only by members of a hearing<br />
committee who are trained to hear<br />
sexual misconduct cases.<br />
In instances of a student Responding<br />
Party under an allegation of sexual<br />
misconduct, UIC will follow its sexual<br />
misconduct procedure, including the<br />
student conduct process.<br />
MAJOR STEPS IN THE POLICY<br />
HOW TO FILE A DISCIPLINARY<br />
COMPLAINT<br />
ANTICIPATED TIMELINE<br />
DECISION MAKING PROCESS INCLUDES<br />
RESOLUTION OPTIONS AND HOW UIC<br />
DECIDES WHICH PROCESS TO USE<br />
1. Incident <strong>Report</strong> filed by <strong>Report</strong>ing Party<br />
2. Investigation process<br />
3. Resolution process<br />
4. Appeals process if appropriate<br />
Individuals should contact the Office for<br />
Access & Equity at (312) 996-8670 to<br />
file a disciplinary complaint against an<br />
employee.<br />
UIC strives to complete all major steps of<br />
the employee investigation process within<br />
a reasonable period of time.<br />
Human Resources, Employee’s Supervisor<br />
UIC will proceed with all applicable<br />
processes based on the relevant<br />
classifications of the Responding Party<br />
ASFSR <strong>2018</strong>-<strong>2019</strong><br />
124<br />
Violence Against Women Act<br />
SANCTIONS<br />
• Warning<br />
• No-contact directive<br />
• Developmental<br />
sanctions (i.e.,<br />
community service<br />
hours, educational<br />
experience or project,<br />
recommendations for<br />
assistance)<br />
• Recommended<br />
counseling<br />
• Restitution <strong>and</strong> fines<br />
• Loss of privileges<br />
• Restriction or loss of<br />
computing privileges<br />
• Failure or grade<br />
modification<br />
• UIC probation<br />
• Withholding degree<br />
• Revocation of admission<br />
• Suspension<br />
• Dismissal<br />
• Expulsion<br />
• Residence hall probation<br />
• Residence hall<br />
reassignment<br />
• Residence hall expulsion/<br />
contract termination<br />
• Registered student<br />
organization (RSO) fines<br />
• RSO organizational<br />
probation<br />
• RSO suspension of<br />
university registration<br />
• RSO revocation of<br />
university registration<br />
• Unit transfers<br />
• Reassignment of duties<br />
• M<strong>and</strong>atory individualized sexual<br />
misconduct training<br />
• Coaching <strong>and</strong> counseling<br />
• Oral reminders<br />
• Written reminders/letters of reprim<strong>and</strong><br />
• Suspension with pay pending<br />
investigation<br />
• Discharge from probation<br />
• Suspension without pay<br />
• Suspension pending charges of<br />
removal<br />
• Discharge<br />
• Termination of contract<br />
• Non-reappointment
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