The CSU recognizes that some Parties may desire resolution of their matter through an Alternative Resolution process ("Informal Resolution"), instead of through the formal resolution process (Investigation). Alternative Resolution is an option on a case-by-case basis for addressing complaints where all parties, including the University, have voluntarily agreed to participate in writing.
The Title IX Coordinator / DHR Administrator has discretion to determine whether it is appropriate to offer an informal resolution process and may decline to allow informal resolution despite the request of one or more of the Parties.
- Timeframe: The informal resolution process may take place at any time before a determination of responsibility is made, but no later than 60 Working Days after both Parties provide voluntary, written consent to participate in the informal resolution process. The Parties and the Title IX Coordinator / DHR Administrator may agree to one or more extensions of the 60 Working Day deadline, which will be confirmed in writing. The timeline of the formal complaint resolution process will be paused during the pendency of any informal resolution process.
Click the following link to download a copy: Alternative Resolution Process Chart
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A. The Title IX Coordinator / DHR Administrator has discretion to determine whether it is appropriate to offer an informal resolution process and may decline to allow informal resolution despite the request of one or more of the Parties.
- Circumstances when the Title IX Coordinator/DHR Administrator may decline to allow informal resolution include but are not limited to a determination that the alleged conduct would present a future risk of harm to others.
B. The Title IX Coordinator/DHR Administrator will conduct or oversee the informal resolution process and conduct an initial and on-going assessment as to whether the process should continue.
C. Prior to approving an informal resolution, the Title IX Coordinator/DHR Administrator will consult with the appropriate administrator responsible for discipline.
D. The Title IX Coordinator/DHR Administrator will make the final determination on all informal resolution processes regarding whether the terms agreed to by the Parties are appropriate considering all of the circumstances of the Complaint.
E. When the informal resolution process is offered, and to the extent necessary, the Title IX Coordinator/DHR Administrator will also take other appropriate prompt and effective steps to ensure that the alleged violations of the Nondiscrimination Policy do not continue or recur within the University's education programs, activities, or employment.
F. Neither Party will be required or pressured to participate in an informal resolution process. The Title IX Coordinator/DHR Administrator must obtain the Parties' voluntary written consent to participate in the informal resolution process and must not require waiver of the right to an investigation and determination of a Complaint as a condition of enrollment or continuing enrollment, employment or continuing employment, or exercise of any other right.
G. The person facilitating the informal resolution process must not be the same person as the Investigator or the Hearing Officer in the formal complaint resolution process. A Title IX Coordinator/DHR Administrator may facilitate the informal resolution process. When the Title IX Coordinator/DHR Administrator facilitates the informal resolution process, they cannot serve as the Investigator. In addition, any informal resolution agreements facilitated by the Title IX Coordinator/DHR Administrator must be signed by the assigned Systemwide Director for Civil Rights.
H. Any person facilitating an informal resolution process will receive appropriate training and must be free from a conflict of interest or bias for or against Complainants or Respondents generally or an individual Complainant or Respondent.
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Potential Terms: Potential terms that may be included in an informal resolution agreement include, but are not limited to:
- Apology, written or verbal;
- Relocation or removal from a residence hall or other University provided housing, subject to availability;
- Changes in academic arrangements, such as changing class sections or locations;
- Changes in work schedules or locations;
- Limitations on or agreements related to participation in and/or presence in/at events, extracurricular activities, student organizations, recreational facilities, athletics, etc.
- Participation in and/or successful completion of alcohol or drug education or counseling;
- Participation in counseling services for mental or behavioral health;
- Participation in specific educational opportunity or training;
- Voluntary educational, mentoring, coaching, or counseling sessions, which may or may not include stipulations, such as proof of successful completion or statement of active participation from the mentor / coach / counselor;
- Verbal counseling or warnings;
- Collaborative agreements on behavioral or institutional changes;
- No-contact directives, or other restrictions on contact, communication, and/or interactions between the Parties;
- Restrictions on Respondent's movement or access to specific locations at the University;
- Alternative seating arrangements for graduation;
- Complainant sharing of an impact statement with the Respondent;
- Admission or acceptance of responsibility for causing harm and/or the alleged conduct;
- Community service;
- Voluntary participation in formal disciplinary action for Respondent;
- Restrictions on the Respondent's participation in one or more University programs or activities or attendance at specific events, including restrictions the University could have imposed as Remedies or Disciplinary Sanctions had it determined at the conclusion of the formal complaint resolution process that a violation of the Nondiscrimination Policy occurred; or
- Other mutually agreed upon outcomes or resolutions.
- Any agreed-upon Remedies and Disciplinary Sanctions agreed to in an informal resolution have the same effect as Remedies given and Disciplinary Sanctions imposed following an investigation or hearing.
- Written agreement is signed (final & binding)
- Process outcome
- The signed terms take effect immediately and the formal complaint is closed.
- The agreement cannot be appealed by either party.
- The Title IX Coordinator monitors compliance; failure to follow the terms may reopen a formal case or lead to separate discipline.
- Process outcome
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Either Party has the right to withdraw from the informal resolution process and begin or continue with the formal complaint resolution process at any time before agreeing to a resolution.
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The following chart contains a comparison of Rights and Options between a Formal Investigation and Alternative Resolution.
Right/Option Formal Investigation + (if required) Hearing Alternative (Informal) Resolution Who decides to enter the process? Once a Formal Complaint is accepted, the University controls the timeline; parties may not opt out (they can request dismissal, but the campus decides).
Entirely voluntary - both parties and the University must give written consent. Ability to withdraw Parties may not unilaterally stop the case once it starts (they may choose not to participate, but the case proceeds).
Either party can walk away at any time before an agreement is signed; the complaint then re-enters the formal track. Neutral decision-maker / facilitator Investigator gathers facts. In Hearing tracks, a separate, impartial Hearing Officer decides whether a policy violation occurred. The investigator makes this determination in non-hearing cases.
A facilitator (not the investigator) helps the parties craft their own solution; there is no hearing officer. Advisor of choice Allowed at every meeting; at hearings, the advisor may cross-examine.
Allowed in all facilitation meetings, but there is no cross-examination. Evidence review / information sharing Each party gets the evidence packet and 10 working days to respond before the report is finalized.
Parties share information with the facilitator; discussions stay confidential and are not used later unless re-shared. Cross-examination Conducted only by advisors or Hearing Officers during a virtual hearing.
Not part of the process (there is no hearing). Timeline goal Investigation report within 100 working days of the Notice of Investigation; hearing decision 15 working days after hearing ends.
Resolution should be reached within 60 working days of both parties鈥 written consent. Outcome & sanctions/remedies Hearing Officer (or decision-maker in non-hearing cases) imposes sanctions and remedies; may include suspension, expulsion, or termination.
Parties design a binding written agreement (e.g., no-contact terms, class changes, training). No formal 鈥渟anction鈥 unless agreed upon. Appeal rights Either party may appeal on stated grounds (procedural error, new evidence, etc.).
None. Signing the agreement waives any appeal on the original allegations. Enforcement / non-compliance University enforces any sanctions; failure to comply can bring additional discipline.
Title IX Coordinator monitors the agreement; breaking it can trigger a new or re-opened formal case. Supportive Measures Available before, during, and after the case; do not depend on outcome.
Same supportive measures remain in place and can be adjusted to fit the agreement. Record keeping / future complaints Final decision becomes part of the respondent鈥檚 disciplinary record; either party may still file new complaints about future conduct or retaliation.
Agreement resolves this complaint; parties keep the right to report future misconduct or retaliation, but cannot re-file the same allegations. -
The following chart contains a comparison of Outcomes, Records, & Privacy between a Formal Investigation and Alternative Resolution.
Formal Investigation + (if applicable) Hearing Alternative (informal) Resolution When the outcome becomes binding After the appeal window (or a written appeal decision) closes the finding & sanctions are final.
Only the campus or a court order can later reopen the case.
The moment all parties & the Title IX Coordinator sign the written agreement.
No appeal; reopening only if someone violates the terms or everyone later agrees in writing to modify them.
What's enforceable? Sanctions (e.g., suspension, expulsion, termination) and remedies are mandatory; non-compliance triggers additional discipline.
Supportive measures continue and can be adjusted.
Every term in the agreement (e.g., no-contact, schedule changes, education sessions) carries the weight of a contract.
Breach can revive the formal case or lead to Student Conduct/HR action.
Appeal Rights Guaranteed by CSU policy. Either party may appeal on limited grounds (procedural error, new evidence, bias, etc.). After that, the decision is final.
None; waived by signing. Where the outcome is recorded Student cases: Maxient conduct file; transcript notation only when CSU policy requires (e.g., suspension/expulsion).
Employee cases: Official personnel file.
A copy of the signed agreement sits only in the confidential Title IX file (and, if it includes a disciplinary sanction like suspension, that sanction is recorded in the normal conduct/personnel system). It is not labeled as a formal finding of responsibility. How long records are kept Minimum 7 years from case closure, as required by federal law.Files include: complaint, evidence, recordings/transcripts, final decision, sanctions, appeals, and all supportive-measure logs.
Same 7-year federal minimum. Title IX file must show: parties鈥 written consent to informal resolution, the agreement itself, any sanctions/remedies, and documentation of enforcement. Public disclosure FERPA/HR confidentiality rules apply; the University may release the disciplinary 鈥渄irectory information鈥 it normally discloses (e.g., name, violation, sanction) if applicable.
The agreement is not public and is only shared with offices that must implement or monitor the terms, unless required by law or subpoena.