MSU Human Resources >> Ua >> Employee and Labor Relations Office of Civil Rights Case Process

employee and labor relations office of civil rights case process

The process below follows the Protocol for Coordinated Response Between FASA, ELR, OCR, OHS, HCI and Unit Leadership of Reported Violations of MSU Office for Civil Rights Policies provided by the Office for Civil Rights and Title IX Education and Compliance.

Expand All

1. Case Notification

ISR (Investigation, Support and Resolution) will notify Employee and Labor Relations of reported potential violations of the Relationship Violence & Sexual Misconduct Policy (RVSM), Title IX and/or Anti-Discrimination Policy (ADP) involving support staff within five (5) business days of the report to ISR.

2. Interim Actions Discussion

After notification, as appropriate, ELR will convene a meeting with unit leadership, OGC, and the Title IX Coordinator or designee to consider options for potential supportive measures or other interim employment actions, including the purpose, anticipated effectiveness, reasonable availability, any burden on the parties, and impact to others, as well as the appropriate length or other terms of the action.

3. Status Updates

ISR will provide regular status updates to ELR and to administrative unit leadership biweekly until the case is closed. ELR and administrative unit leadership will promptly share information with ISR to the extent that it may be relevant to investigations and hearings (e.g., party has resigned from employment, a party is subject to another investigation for other conduct).

4. Case Conclusion

At the conclusion of ISR’s process, regardless of whether there is a finding of responsibility or not, ISR will distribute the final determination to the parties, ELR, and Respondent employee’s administrative unit leadership. If no investigation took place within ISR, parties will not be notified of the case, just ELR and the administrative unit.

5. Unit Follow-Up

After notification of a case closure, ELR will convene a meeting with unit leadership, Office of General Counsel, and the Title IX Coordinator or designee, as necessary. That meeting will determine appropriate discipline according to the Support Staff Disciplinary Action Policy and Procedure and/or other employment actions in accordance with applicable policies, including the Support Staff Rules Governing Personal Conduct of Employees, and consistent with the University’s rights as an employer.

A follow-up process shall be conducted for all cases, including those closed due to lack of jurisdiction, non-participation, or a determination of ‘no finding’ of responsibility. A determination of no finding does not preclude the University from implementing employment-related actions when deemed appropriate. However, such actions may not be warranted in every case.

6. ELR Case Closure

Upon completion of a comprehensive case review and the implementation of any necessary sanctions or employment-related actions—such as disciplinary measures, coaching/counseling, professional development, or educational training—ELR will formally notify ISR of the corrective actions taken by the unit, if any. This communication serves as the official closure of the case on behalf of the University.

Questions

Please contact Employee and Labor Relations at hr.er@hr.msu.edu or 517-353-5510.

Human Resources

Administrators & Supervisors