63 limited to, mutual no-contact orders, academic support, changes to campus housing and/or working situations, transportation, safety planning, and referrals to other relevant resources. The individual will also be informed of their right to seek interim protective measures if the University pursues a disciplinary resolution. Interim protective measures may include, but are not limited to, exclusion from all or part of University housing, prohibition from participating in student activities or representing the University in any official capacity, such as participating on an official team or performing in a band, changes to work schedules or job assignments, and interim suspension. INFORMAL ALTERNATIVE RESOLUTION As appropriate, and if the complainant respondent consent, the University may proceed with an alternative resolution. An alternative resolution is a remedy specifically tailored for the parties?needs and typically does not involve taking disciplinary action against the respondent. An alternative resolution may involve providing the parties with interim support measures, providing targeted or broad-based educational programming or training, and/or it may involve a mutual agreement among the parties to have no future contact with each other. The parties may voluntarily choose to pursue other restorative options under an alternative resolution. FORMAL DISCIPLINARY RESOLUTION As appropriate, the University may proceed with an investigation under the disciplinary resolution process involving a prompt, equitable, and impartial investigation to determine by a preponderance of the evidence (more likely than not) whether a prohibited act has occurred. During a disciplinary resolution, both parties have equitable opportunities, including the opportunity to receive a written notice of investigation; to participate in the investigation; to review and present information as evidence; to be accompanied by an advisor of their choice to any meeting; to timely and equal access to information that will be used in disciplinary proceedings; to timely notice of meetings at which their presence will be requested or required; to simultaneous written notice of the outcome, sanction, and rationale; and to appeal the outcome. Where there has been a finding that sufficient evidence exists to support one or more policy violations, the matter is referred to an appropriate disciplinary authority to determine appropriate sanctions or other remedy. Both parties will have the opportunity to submit impact/mitigation statements for the disciplinary authority to consider prior to a determination of sanction.
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