VII.F. BSC Grievance Procedure - Revision history

Boardaa: /* Updated per approval at SumCom #4 (08.20.2026) */

2026-08-21T20:36:53Z

Updated per approval at SumCom #4 (08.20.2026)

Boardaa: /* grammatical corrections in 3G */

2023-02-02T21:12:04Z

grammatical corrections in 3G

← Older revision		Revision as of 14:12, 2 February 2023
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	:e. At the close of the hearing, the hearing officer will inform the respondent that any retaliation against a supposed complainant, witness, or member of an enforcement committee violates the BSC whistle-blower policy and is a termination worthy offense.		:e. At the close of the hearing, the hearing officer will inform the respondent that any retaliation against a supposed complainant, witness, or member of an enforcement committee violates the BSC whistle-blower policy and is a termination worthy offense.
	:f. The hearing officer will inform the respondent that the Conduct Member Advisor will contact the respondent to assist in collecting witness statements. Only the statements of witnesses to the incident(s) involved in the case will be considered.		:f. The hearing officer will inform the respondent that the Conduct Member Advisor will contact the respondent to assist in collecting witness statements. Only the statements of witnesses to the incident(s) involved in the case will be considered.
	:g. In harassment, sexual harassment or physical assault, the will be given a deadline by the Enforcement Committee to procure witness statements and give them to the Conduct Member Advisor.		:g. In harassment, sexual harassment or physical assault incidents, the respondent will be given a deadline by the Enforcement Committee to procure witness statements and give them to the Conduct Member Advisor.

	;4. The Enforcement Committee Hearing		;4. The Enforcement Committee Hearing

Boardaa: /* General Conduct Violation Process */

2023-01-10T18:51:02Z

General Conduct Violation Process

← Older revision		Revision as of 11:51, 10 January 2023
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	''[Updated as per approval at Cabinet #8 (12.8.23)]''		''[Updated as per approval at Cabinet #8 (12.8.22)]''

	=='''Conduct Process Involving Harassment, Sexual Harassment, and Sexual Violence, Discrimination and Physical Assault'''==		=='''Conduct Process Involving Harassment, Sexual Harassment, and Sexual Violence, Discrimination and Physical Assault'''==

Boardaa: /* Updated as per approval at Cabinet #8 (12.8.23) */

2023-01-10T18:49:42Z

Updated as per approval at Cabinet #8 (12.8.23)

← Older revision		Revision as of 11:49, 10 January 2023
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	:::iv. The Enforcement Committee may only take action on allegations specified in the report using only the evidence presented at the hearing.		:::iv. The Enforcement Committee may only take action on allegations specified in the report using only the evidence presented at the hearing.
	:::v. The Mediation and Conduct Committee Liaison or other professional staff advisor to the Enforcement Committee should inform the committee if they believe the decision made is problematic based on risk or past precedent. If this is the case, the Committee must review the materials again and vote for a second time on the outcome of the case. After this second vote, if the Mediation and Conduct Committee Liaison/staff advisor or Enforcement Committee Chair still feel the decision is not appropriate, they may announce that they will refer the decision to the Termination Appeals Body for review. In such circumstances, the Enforcement Committee decision is not official until approved by the Terminations Appeal Body.		:::v. The Mediation and Conduct Committee Liaison or other professional staff advisor to the Enforcement Committee should inform the committee if they believe the decision made is problematic based on risk or past precedent. If this is the case, the Committee must review the materials again and vote for a second time on the outcome of the case. After this second vote, if the Mediation and Conduct Committee Liaison/staff advisor or Enforcement Committee Chair still feel the decision is not appropriate, they may announce that they will refer the decision to the Termination Appeals Body for review. In such circumstances, the Enforcement Committee decision is not official until approved by the Terminations Appeal Body.
	::f. The Enforcement Committee Chair shall notify the respondent and complainant of the outcome of the case in writing within 48 hours of the hearing. ~~The respondent’s notification~~ should include information on the appeals process.		::f. The Enforcement Committee Chair shall notify the respondent and complainant of the outcome of the case in writing within 48 hours of the hearing. Both notifications should include information on the appeals process.
	::g. The Mediation and Conduct Committee Liaison/staff advisor, or their designee, is charged with ensuring that the committee’s decision is implemented. If appropriate, this may include notifying unit-level management of the hearing’s outcome.		::g. The Mediation and Conduct Committee Liaison/staff advisor, or their designee, is charged with ensuring that the committee’s decision is implemented. If appropriate, this may include notifying unit-level management of the hearing’s outcome.
	::h. The Conduct Member Advisor will follow-up with the respondent to ensure they understand the decision and their rights to appeal. The Conduct Member Advisor will also follow up with the complainant to check in and process the outcome with them.		::h. The Conduct Member Advisor will follow-up with the respondent to ensure they understand the decision and their rights to appeal. The Conduct Member Advisor will also follow up with the complainant to understand the decision and their rights to appeal, as well as check in and process the outcome with them.


			''[Updated as per approval at Cabinet #8 (12.8.23)]''

	=='''Conduct Process Involving Harassment, Sexual Harassment, and Sexual Violence, Discrimination and Physical Assault'''==		=='''Conduct Process Involving Harassment, Sexual Harassment, and Sexual Violence, Discrimination and Physical Assault'''==

Boardaa: /* Records */

2023-01-10T03:11:16Z

Records

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			''[Board Approved Spring 2017]''

	''[Board Approved Fall 2022 at Board #3 12.2.2023]''		''[Board Approved Fall 2022 at Board #3 12.2.2023]''
	~~''[Board Approved Spring 2017]''~~

Boardaa: /* Updated this policy as per board approval at Board #3 (12.2.2023) */

2023-01-10T02:57:03Z

Updated this policy as per board approval at Board #3 (12.2.2023)

← Older revision		Revision as of 19:57, 9 January 2023
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	:i. Minutes are not kept during deliberations.		:i. Minutes are not kept during deliberations.
	:ii. All motions made and voted on by the committee must also be included in the minutes.		:ii. All motions made and voted on by the committee must also be included in the minutes.
	b. These minutes, along with any reports or testimony involved in the case, will be kept by the Conduct ~~Hearing Coordinator~~ as confidential records. They will only be shared with the respondent in the case of an appeal and only when deemed appropriate by the Conduct ~~Hearing Coordinator~~.		b. These minutes, along with any reports or testimony involved in the case, will be kept by the Mediation and Conduct Committee Liaison as confidential records. They will only be shared with the respondent in the case of an appeal and only when deemed appropriate by the Mediation and Conduct Committee Liaison.



			''[Board Approved Fall 2022 at Board #3 12.2.2023]''
	''[Board Approved Spring 2017]''		''[Board Approved Spring 2017]''

Boardaa: /* Updated this policy as per board approval at Board #3 (12.2.2023) */

2023-01-10T02:55:05Z

Updated this policy as per board approval at Board #3 (12.2.2023)

← Older revision		Revision as of 19:55, 9 January 2023
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	== '''Enforcement Committee Appeals Procedures''' ==		== '''Enforcement Committee Appeals Procedures''' ==
	1. A case resolved in a pre-hearing cannot be appealed. By taking responsibility for a policy violation, the complainant/respondent has waived their right to an appeal.		1. A case resolved in a pre-hearing cannot be appealed. By taking responsibility for a policy violation, the complainant/respondent has waived their right to an appeal.
	Once the Conduct ~~Hearing Coordinator~~/staff advisor has received the written request for appeal an appeal report shall be written. The report will be distributed to the Appeals Committee. This report, when relevant, shall include:		Once the Mediation and Conduct Committee Liaison/staff advisor has received the written request for appeal an appeal report shall be written. The report will be distributed to the Appeals Committee. This report, when relevant, shall include:
	:a. A complete summary of the case, and the action taken by the previous body, along with the reasons for it.		:a. A complete summary of the case, and the action taken by the previous body, along with the reasons for it.
	:b. The written request for appeal filed by the appellant.		:b. The written request for appeal filed by the appellant.
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	:d. All relevant correspondence or minutes, dated.		:d. All relevant correspondence or minutes, dated.
	2. Refer to section II.XVIII of the Policy Directory for the details of the appeals process.		2. Refer to section II.XVIII of the Policy Directory for the details of the appeals process.


	==''' Records '''==		==''' Records '''==

Boardaa: /* Updated this policy as per board approval at Board #3 (12.2.2023) */

2023-01-10T02:53:16Z

Updated this policy as per board approval at Board #3 (12.2.2023)

Boardaa: /* Updated this policy as per board approval at Board #3 (12.1.2023) */

2023-01-10T02:47:00Z

Updated this policy as per board approval at Board #3 (12.1.2023)

← Older revision		Revision as of 19:47, 9 January 2023
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	=='''Unit Level Conduct Resolution'''==		=='''Unit Level Conduct Resolution'''==
	Units are encouraged to mediate smaller conflicts between members to prevent more serious future policy violations. If a member violates BSC policy, conduct complaints should be reported through the BSC Conduct Complaint Form. If a member is a possible threat to themselves or others, the Conduct Hearing Coordinator, the Executive Director, and/or the Member Resource Supervisor must be informed within 24 hours.		Units are encouraged to mediate smaller conflicts between members to prevent more serious future policy violations.
	:1. Members are encouraged to talk to the member they believe is engaging in problematic behavior about the conflict. The Conduct ~~Hearing Coordinator~~ can provide resources such as a mediation chart, assistance from a BSC Restorative Justice Practitioner, and/or outside mediators. Members are encouraged to reach out to their house presidents and managers for support. Both these managers have been trained in mediation.		:1. Members are encouraged to talk to the member they believe is engaging in problematic behavior about the conflict. The Mediation and Conduct Committee Liaison can provide resources such as a mediation chart, assistance from a BSC Restorative Justice Practitioner, and/or outside mediators. Members are encouraged to reach out to their house presidents and managers for support. Both these managers have been trained in mediation.
	:2. If the conflict continues, managers may issue warnings to members causing conflict. Warnings must be documented by email. Managers are also encouraged to speak to members about the warning.		:2. If the conflict continues, managers may issue warnings to members causing conflict. Warnings must be documented by email. Managers are also encouraged to speak to members about the warning.
	:3. If a member continues to cause conflict, managers can issue a required workshift fine, a required housemate/roommate agreement form, or another required engagement that will appropriately address the conflict.		:3. If a member continues to cause conflict, managers can issue a required workshift fine, a required housemate/roommate agreement form, or another required engagement that will appropriately address the conflict.
	:4. If the conflict continues despite these attempts to resolve the issue at the unit-level, a formal complaint must be submitted through the BSC Conduct Complaint Form.		:4. If the conflict continues despite these attempts to resolve the issue at the unit-level, a formal complaint must be submitted through the BSC Conduct Complaint Form.
			:5. If a member violates BSC policy, conduct complaints should be reported through the BSC Conduct Complaint Form. If a member is a possible threat to themselves or others, the BSC President, the Mediation and Conduct Committee Liaison, the Executive Director, the Member Education Coordinator, and/or the Member Resources Coordinator Supervisor must be informed within 24 hours.

	=='''General Conduct Violation Process'''==		=='''General Conduct Violation Process'''==

Boardaa: /* Updated this policy as per board approval at Board #3 (12.2.2023) */

2023-01-10T02:43:28Z

Updated this policy as per board approval at Board #3 (12.2.2023)

← Older revision		Revision as of 19:43, 9 January 2023
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	=='''Introduction to the BSC Conduct Process'''==		=='''Introduction to the BSC Conduct Process'''==

	:The BSC endeavors to resolve member conduct issues in a manner that respects both the rights of the member(s) alleged to have violated policy and the member(s) who was harmed by the conduct violation. For conflicts that are not clear violations of conduct policy, members should follow the Tier I unit-level conduct resolution steps outlined in this policy. For conduct violations, there are two defined grievance processes: a process for general conduct violations, and a specialized process for any instance involving harassment, sexual misconduct, physical assault ~~or distribution~~.		:The BSC endeavors to resolve member conduct issues in a manner that respects both the rights of the member(s) alleged to have violated policy and the member(s) who was harmed by the conduct violation. For conflicts that are not clear violations of conduct policy, members should follow the Tier I unit-level conduct resolution steps outlined in this policy. For conduct violations, there are two defined grievance processes: a process for general conduct violations, and a specialized process for any instance involving harassment, sexual misconduct, or physical assault.

	=='''Unit Level Conduct Resolution'''==		=='''Unit Level Conduct Resolution'''==

← Older revision		Revision as of 13:36, 21 August 2026
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	== '''Definitions''' ==		== '''Definitions''' ==

	;Enforcement Committee: The Enforcement Committee shall refer to the investigating committee, which may either be the Conduct Committee or ~~the Cabinet~~. For harassment cases, the enforcement committee will be the Mediation and Conduct Committee Liaison, Conduct Member Advisor and the Conduct Chair.		;Enforcement Committee: The Enforcement Committee shall refer to the investigating committee, which may either be the Conduct Committee or Conduct Committee Liaison. For harassment cases, the enforcement committee will be the Mediation and Conduct Committee Liaison, Conduct Member Advisor and the Conduct Chair.

	;Enforcement Committee Chair: The Enforcement Committee Chair is either the Concom Chair or ~~President,~~ depending on the Enforcement Committee.		;Enforcement Committee Chair: The Enforcement Committee Chair is either the Concom Chair or Conduct Member Advisor depending on the Enforcement Committee.

	;Hearing Officer: The hearing officer, will perform a preliminary assessment of the conduct complaint, which shall include consulting with the complainant if additional information is needed. The hearing officer is the Mediation and Conduct Committee Liaison or a designee of the ~~Executive Director~~.		;Hearing Officer: The hearing officer, will perform a preliminary assessment of the conduct complaint, which shall include consulting with the complainant if additional information is needed. The hearing officer is the Mediation and Conduct Committee Liaison or a designee of the MCCL.

	;Harassment:		;Harassment:
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	=='''General Conduct Violation Process'''==		=='''General Conduct Violation Process'''==
	:1. Collection of Complainant Report(s): A report of the complainant’s concern(s) is submitted through the BSC Conduct Complaint Form. submitted through the BSC Conduct Complaint Form. The complainant is notified through the form of their rights in the process and encouraged to utilize the Conduct ~~Member Advisor~~ as a resource.		:1. Collection of Complainant Report(s): A report of the complainant’s concern(s) is submitted through the BSC Conduct Complaint Form. submitted through the BSC Conduct Complaint Form. The complainant is notified through the form of their rights in the process and encouraged to utilize the Conduct Committee Chair as a resource.
	:2. Pre-Hearing: If the hearing officer deems the complaint to be substantive, a pre-hearing meeting will be conducted, where the respondent will meet with staff to review the allegations and will get a chance to take responsibility for the violations and resolve the concern. If the staff member involved and the respondent agree upon a conditional contract addressing the concerns, the case does not need to proceed to an enforcement committee.		:2. Pre-Hearing: If the hearing officer deems the complaint to be substantive, a pre-hearing meeting will be conducted, where the respondent will meet with staff to review the allegations and will get a chance to take responsibility for the violations and resolve the concern. If the staff member involved and the respondent agree upon a conditional contract addressing the concerns, the case does not need to proceed to an enforcement committee.
	:3. Enforcement Committee Hearing: If the respondent does not accept responsibility for the violation and agree to the assigned sanctions in the pre-hearing or the complaint is significant enough to warrant potential termination of contract, the case will move on to ~~an Enforcement~~ Committee hearing where the case outcome will be decided by a body of current BSC members.		:3. Enforcement Committee Hearing: If the respondent does not accept responsibility for the violation and agree to the assigned sanctions in the pre-hearing or the complaint is significant enough to warrant potential termination of contract, the case will move on to a Conduct Committee hearing where the case outcome will be decided by a body of current BSC members.

	:;1. Collection of Complainant Report(s): The BSC encourages members to report instances of conduct violations in order to promote a cooperative living environment. In order for the BSC to respond efficiently, the following information will be collected from the complainant:		:;1. Collection of Complainant Report(s): The BSC encourages members to report instances of conduct violations in order to promote a cooperative living environment. In order for the BSC to respond efficiently, the following information will be collected from the complainant:
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	:::iii. Staff also should ask whether the complainant would be willing to participate in a restorative conference or circle.		:::iii. Staff also should ask whether the complainant would be willing to participate in a restorative conference or circle.
	:::iv. The complainant’s submitted statement will then be reviewed by the hearing officer.		:::iv. The complainant’s submitted statement will then be reviewed by the hearing officer.
	:::v. Any individuals with potential conflicts of interest will be excused from the decision-making process, and the Executive Director will designate a replacement(s).		:::v. Any individuals with potential conflicts of interest will be excused from the decision-making process, and the MCCL or Executive Director will designate a replacement(s).
	:::vi. The Mediation and Conduct Committee Liaison or a designee of the Executive Director will determine if the case should move on to the conduct process or be dismissed.		:::vi. The Mediation and Conduct Committee Liaison or a designee of the Executive Director will determine if the case should move on to the conduct process or be dismissed.
	:::vii. Following the filing of the initial complaint, the Conduct Member Advisor will aid the complainant and respondent in understanding their right to provide testimony, and in collecting witness statements for the hearing(s). Any updates for complainants involved will be communicated by the hearing officer or Conduct Member Advisor.		:::vii. Following the filing of the initial complaint, the Conduct Committee Chair and Member Advisor will aid the complainant and respondent in understanding their right to provide testimony, and in collecting witness statements for the hearing(s). Any updates for complainants involved will be communicated by the hearing officer or Conduct Member Advisor.

	:;2. Pre-Hearing Meeting with Respondent:		:;2. Pre-Hearing Meeting with Respondent:
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	::g. At the close of the hearing the hearing officer will inform the respondent that any retaliation against a supposed complainant, witness, or member of an enforcement committee violates the BSC whistle-blower policy and is a termination worthy offense.		::g. At the close of the hearing the hearing officer will inform the respondent that any retaliation against a supposed complainant, witness, or member of an enforcement committee violates the BSC whistle-blower policy and is a termination worthy offense.

	:;3. ~~The Enforcement~~ Committee Hearing:		:;3. Conduct Committee Hearing:
	::a. Following the pre-hearing, the Conduct Member Advisor will contact the respondent to assist in collecting witness statements. Only the statements of witnesses to the incident(s) involved in the case will be considered. The Conduct Committee can decide whether to exclude a witness statement from the hearing if it is too long or not relevant to the case.		::a. Following the pre-hearing, the Conduct Member Advisor will contact the respondent to assist in collecting witness statements. Only the statements of witnesses to the incident(s) involved in the case will be considered. The Conduct Committee can decide whether to exclude a witness statement from the hearing if it is too long or not relevant to the case.
	::b. The respondent will be notified of the Enforcement Committee meeting and the charges/ alleged policy violations 72 hours in advance of the hearing. If they do not attend, a decision on the case will be made in their absence.		::b. The respondent will be notified of the Enforcement Committee meeting and the charges/ alleged policy violations 72 hours in advance of the hearing. If they do not attend, a decision on the case will be made in their absence.
	::c. Only members of the Enforcement Committee (including ~~the Chair, Administrative Assistant, and staff advisors), the Vice President of Experience and Training (VPET) or another Board Director of the VPET's choice,~~ the Conduct Member Advisor, and ~~the respondent may attend the hearing.~~		::c. Only members of the Enforcement Committee (defined above, including the Conduct Member Advisor, Conduct Committee Chair and relevant third party)
	::d. The entire Enforcement Committee proceeding shall be held in executive session.		::d. The entire Enforcement Committee proceeding shall be held in executive session.
	::e. Before the respondent is let into to the room, the Conduct Committee Chair will present some basic details of the case to the committee, including the alleged policy violations. The Conduct Committee will:		::e. Before the respondent is let into the room, the Conduct Committee Chair will present some basic details of the case to the committee, including the alleged policy violations. The Conduct Committee will:
	:::i. Read the complainant’s report and witness statements		:::i. Read the complainant’s report and witness statements
	:::ii. Disclose potential conflicts of interest. The Conduct Committee member who believes they may have a conflict of interest should discuss the circumstances privately with the Conduct Committee Chair. Collectively, they will decide if the Conduct Committee member should participate in the hearing.		:::ii. Disclose potential conflicts of interest. The Conduct Committee member who believes they may have a conflict of interest should discuss the circumstances privately with the Conduct Committee Chair. Collectively, they will decide if the Conduct Committee member should participate in the hearing.
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	::f. The Enforcement Committee Chair shall notify the respondent and complainant of the outcome of the case in writing within 48 hours of the hearing. Both notifications should include information on the appeals process.		::f. The Enforcement Committee Chair shall notify the respondent and complainant of the outcome of the case in writing within 48 hours of the hearing. Both notifications should include information on the appeals process.
	::g. The Mediation and Conduct Committee Liaison/staff advisor, or their designee, is charged with ensuring that the committee’s decision is implemented. If appropriate, this may include notifying unit-level management of the hearing’s outcome.		::g. The Mediation and Conduct Committee Liaison/staff advisor, or their designee, is charged with ensuring that the committee’s decision is implemented. If appropriate, this may include notifying unit-level management of the hearing’s outcome.
	::h. The Conduct Member Advisor will follow-up with the respondent to ensure they understand the decision and their rights to appeal. The Conduct ~~Member Advisor~~ will also follow up with the complainant to understand the decision and their rights to appeal, as well as check in and process the outcome with them.		::h. The Conduct Member Advisor will follow-up with the respondent to ensure they understand the decision and their rights to appeal. The Conduct Committee Chair will also follow up with the complainant to understand the decision and their rights to appeal, as well as check in and process the outcome with them.



			''[Updated per SumCom #4 (08.20.2026)]

	''[Updated as per approval at Cabinet #8 (12.8.22)]''		''[Updated as per approval at Cabinet #8 (12.8.22)]''
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	b. These minutes, along with any reports or testimony involved in the case, will be kept by the Mediation and Conduct Committee Liaison as confidential records. They will only be shared with the respondent in the case of an appeal and only when deemed appropriate by the Mediation and Conduct Committee Liaison.		b. These minutes, along with any reports or testimony involved in the case, will be kept by the Mediation and Conduct Committee Liaison as confidential records. They will only be shared with the respondent in the case of an appeal and only when deemed appropriate by the Mediation and Conduct Committee Liaison.

← Older revision		Revision as of 19:53, 9 January 2023
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	:::viii. Whether this incident of inappropriate conduct is part of a pattern of behavior and, if so, the same information regarding previous incidents.		:::viii. Whether this incident of inappropriate conduct is part of a pattern of behavior and, if so, the same information regarding previous incidents.
	::b. The Complaint Intake Process		::b. The Complaint Intake Process
	:::i. The Conduct ~~Hearing Coordinator~~ or a designee of the Executive Director, as appropriate, is responsible for ensuring that the above information is submitted through the BSC Conduct Complaint Form. The complaint form will notify the complainant of their rights in the conduct process, including that:		:::i. The Mediation and Conduct Committee Liaison or a designee of the Executive Director, as appropriate, is responsible for ensuring that the above information is submitted through the BSC Conduct Complaint Form. The complaint form will notify the complainant of their rights in the conduct process, including that:
	::::a. The Conduct Member Advisor is available to assist them in navigating the process and collecting witness statements		::::a. The Conduct Member Advisor is available to assist them in navigating the process and collecting witness statements
	::::b. The complainant may recommend sanctions for the respondent that the Conduct Committee will consider.		::::b. The complainant may recommend sanctions for the respondent that the Conduct Committee will consider.
	:::ii. The Conduct ~~Hearing Coordinator~~ or designee of the Executive Director will follow up with the complainant in a timely manner to confirm receipt of the complaint and inform them of the next steps in the process.		:::ii. The Mediation and Conduct Committee Liaison or designee of the Executive Director will follow up with the complainant in a timely manner to confirm receipt of the complaint and inform them of the next steps in the process.
	:::iii. Staff also should ask whether the complainant would be willing to participate in a restorative conference or circle.		:::iii. Staff also should ask whether the complainant would be willing to participate in a restorative conference or circle.
	:::iv. The complainant’s submitted statement will then be reviewed by the hearing officer.		:::iv. The complainant’s submitted statement will then be reviewed by the hearing officer.
	:::v. Any individuals with potential conflicts of interest will be excused from the decision-making process, and the Executive Director will designate a replacement(s).		:::v. Any individuals with potential conflicts of interest will be excused from the decision-making process, and the Executive Director will designate a replacement(s).
	:::vi. The Conduct ~~Hearing Coordinator~~ or a designee of the Executive Director will determine if the case should move on to the conduct process or be dismissed.		:::vi. The Mediation and Conduct Committee Liaison or a designee of the Executive Director will determine if the case should move on to the conduct process or be dismissed.
	:::vii. Following the filing of the initial complaint, the Conduct Member Advisor will aid the complainant and respondent in understanding their right to provide testimony, and in collecting witness statements for the hearing(s). Any updates for complainants involved will be communicated by the hearing officer or Conduct Member Advisor.		:::vii. Following the filing of the initial complaint, the Conduct Member Advisor will aid the complainant and respondent in understanding their right to provide testimony, and in collecting witness statements for the hearing(s). Any updates for complainants involved will be communicated by the hearing officer or Conduct Member Advisor.

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	::e. If in the pre-hearing meeting the respondent BOTH chooses to take responsibility for violating all policies involved in the case AND the hearing officer does not believe a termination of contract should be applied, THEN the respondent can choose between the following two options for case resolution:		::e. If in the pre-hearing meeting the respondent BOTH chooses to take responsibility for violating all policies involved in the case AND the hearing officer does not believe a termination of contract should be applied, THEN the respondent can choose between the following two options for case resolution:
	:::i. Conditional Contract: The hearing officer and respondent decide on several conditions and/or sanctions that the respondent must complete to successfully resolve the concern. The respondent will sign the agreement at the close of the meeting.		:::i. Conditional Contract: The hearing officer and respondent decide on several conditions and/or sanctions that the respondent must complete to successfully resolve the concern. The respondent will sign the agreement at the close of the meeting.
	:::ii. Conditional Contract & Restorative Conference: Along with the respondent signing a conditional contract, the respondent may contact the Conduct ~~Hearing Coordinator~~ to schedule a restorative conference or circle. A BSC Restorative Justice Practitioner will facilitate this restorative process.		:::ii. Conditional Contract & Restorative Conference: Along with the respondent signing a conditional contract, the respondent may contact the Mediation and Conduct Committee Liaison to schedule a restorative conference or circle. A BSC Restorative Justice Practitioner will facilitate this restorative process.
	::f. If the two conditions above are not met, then the case will move on to the Enforcement Committee for review. The respondent will be notified that they have the right to attend this hearing and provide their testimony in person and given a timeline of when the hearing will take place.		::f. If the two conditions above are not met, then the case will move on to the Enforcement Committee for review. The respondent will be notified that they have the right to attend this hearing and provide their testimony in person and given a timeline of when the hearing will take place.
	::g. At the close of the hearing the hearing officer will inform the respondent that any retaliation against a supposed complainant, witness, or member of an enforcement committee violates the BSC whistle-blower policy and is a termination worthy offense.		::g. At the close of the hearing the hearing officer will inform the respondent that any retaliation against a supposed complainant, witness, or member of an enforcement committee violates the BSC whistle-blower policy and is a termination worthy offense.
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	:::iii. The Enforcement Committee should vote on whether the respondent is responsible or not responsible for violating each individual policy in the case. Then the committee should assign relevant educational or punitive sanctions.		:::iii. The Enforcement Committee should vote on whether the respondent is responsible or not responsible for violating each individual policy in the case. Then the committee should assign relevant educational or punitive sanctions.
	:::iv. The Enforcement Committee may only take action on allegations specified in the report using only the evidence presented at the hearing.		:::iv. The Enforcement Committee may only take action on allegations specified in the report using only the evidence presented at the hearing.
	:::v. The Conduct ~~Hearing Coordinator~~ or other professional staff advisor to the Enforcement Committee should inform the committee if they believe the decision made is problematic based on risk or past precedent. If this is the case, the Committee must review the materials again and vote for a second time on the outcome of the case. After this second vote, if the Conduct ~~Hearing Coordinator~~/staff advisor or Enforcement Committee Chair still feel the decision is not appropriate, they may announce that they will refer the decision to the Termination Appeals Body for review. In such circumstances, the Enforcement Committee decision is not official until approved by the Terminations Appeal Body.		:::v. The Mediation and Conduct Committee Liaison or other professional staff advisor to the Enforcement Committee should inform the committee if they believe the decision made is problematic based on risk or past precedent. If this is the case, the Committee must review the materials again and vote for a second time on the outcome of the case. After this second vote, if the Mediation and Conduct Committee Liaison/staff advisor or Enforcement Committee Chair still feel the decision is not appropriate, they may announce that they will refer the decision to the Termination Appeals Body for review. In such circumstances, the Enforcement Committee decision is not official until approved by the Terminations Appeal Body.
	::f. The Enforcement Committee Chair shall notify the respondent and complainant of the outcome of the case in writing within 48 hours of the hearing. The respondent’s notification should include information on the appeals process.		::f. The Enforcement Committee Chair shall notify the respondent and complainant of the outcome of the case in writing within 48 hours of the hearing. The respondent’s notification should include information on the appeals process.
	::g. The Conduct ~~Hearing Coordinator~~/staff advisor, or ~~their~~ their designee, is charged with ensuring that the committee’s decision is implemented. If appropriate, this may include notifying unit-level management of the hearing’s outcome.		::g. The Mediation and Conduct Committee Liaison/staff advisor, or their designee, is charged with ensuring that the committee’s decision is implemented. If appropriate, this may include notifying unit-level management of the hearing’s outcome.
	::h. The Conduct Member Advisor will follow-up with the respondent to ensure they understand the decision and their rights to appeal.  The Conduct Member Advisor will also follow up with the complainant to check in and process the outcome with them.		::h. The Conduct Member Advisor will follow-up with the respondent to ensure they understand the decision and their rights to appeal. The Conduct Member Advisor will also follow up with the complainant to check in and process the outcome with them.

	=='''Conduct Process Involving Harassment, Sexual Harassment, and Sexual Violence, Discrimination and Physical Assault'''==		=='''Conduct Process Involving Harassment, Sexual Harassment, and Sexual Violence, Discrimination and Physical Assault'''==