Employee Complainant Rights
Right to know Respondent's response
As a Complainant, you have the right to know what the Respondent has said in response to the allegation against them. You have a right to review any evidence obtained from the Respondent.
Right to review investigative report
You have a right to review the investigative report at the conclusion of the investigation. You may be provided a copy of the investigative report or you may request a copy of the investigative report if it was not provided to you.
Right to have a support person
You will have the right to select a support person to be with you throughout the entire process. The support person can be a friend, family member, attorney or advocate as long as they are not a person you would like to be interviewed as a witness. If you are a member of a Union, you may be required to select a Union Representative. Please contact your Union regarding your representative options.
You have the right to...
To receive support from the University in obtaining counseling or other support, including access to Employee Assistance Program (EAP) who provides free confidential counseling for employees
To be aided by the University, with interim measures as appropriate, in obtaining a working environment that is safe and secure
To be informed by University officials of options to contact proper law enforcement authorities, including University and local police, and the option to be assisted in contacting police by University Officials to file case or to respond to claims
To be informed by University officials of options to pursue a complaint through the University’s investigatory and disciplinary process or to respond to complaints
To be informed of the nature, rules and procedures of the University’s investigatory and disciplinary processes and to be provided copies of applicable university policies and procedures
To investigation and resolution of all credible complaints made in good faith to University officials
To be treated with respect by University officials throughout the process
To have an advisor present during investigative and complaint process consistent with the collective bargaining agreement (CBA)
To have confidentiality to the extent permitted by Eastern Washington University Policy 402-01—Discrimination, Sexual Harassment, Sexual and Interpersonal Violence
To be free of retaliation
To request removal of any investigator or hearings examiner to be removed on the basis of bias and/or conflict of interest
To have the opportunity to participate in the process
To be informed of the outcome/resolution of the complaint and the rationale for outcome
To appeal the findings and/or outcomes of any disciplinary proceedings pursuant to applicable CBA provisions when the respondent is an employee
Interim Measures
Once you report an incident of sexual misconduct, you have the right to receive immediate interim measures. The interim measures can include workplace modifications (request a schedule change or workplace location change), requesting a no contact directive preventing the Respondent from contacting you.
Right to a Fair, Impartial and Prompt Investigation
You have the right to have a fair and impartial investigation free from bias. An investigator will be assigned to investigate / manage your complaint. The investigator will ensure you are provided equal and unbias treatment throughout the process. The investigation should be prompt and conducted in compliance with policy.