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  5. Workplace Investigations Overview

Workplace Investigations Overview

Seattle Colleges is committed to providing a safe, respectful, and equitable environment where employees, students, and visitors can work and learn free from discrimination, harassment, bullying, workplace violence, and other misconduct. (Title IX Sexual Harassment investigations process will be found under the Title IX Sexual Harassment tab to the left of this paragraph.) The Title IX/EEO Coordinator’s Office oversees impartial, thorough, and timely investigations into reported concerns, ensuring that all parties are treated with dignity, fairness, and professionalism. Our investigations are conducted using a trauma-informed approach, protecting the rights of all involved, maintaining confidentiality to the greatest extent possible, and performing a fact and evidence-based investigation. By understanding our processes and how to raise concerns, we can work together to address issues promptly, prevent future harm, and uphold our shared commitment to a welcoming and inclusive campus community.

  • Reporting Options:

    • Submit through Maxient (secure case management system).

    • File in writing or in person with:

      • District Title IX/EEO Coordinator

      • Student Conduct Officer

      • Human Resources Director/Deputy Title IX Coordinator

  • Emergency Situations:

    • If there is an immediate safety concern or potential crime, call 911 first, then contact campus Safety & Security.

The Title IX/EEO Coordinator receives the complaint of Discrimination, Harassment, Bullying, or Sexual Harassment from an employee, student, applicant, or visitor.

  • Title IX/EEO Coordinator reviews the allegations and any supporting documents.

Possible outcomes:

  • The matter does not meet the threshold for investigation → explain reasoning and refer to the College or District leadership for an informal resolution process.

  • The matter meets the threshold of a policy or procedure violation → proceed with an intake meeting.

Intake meeting purposes:

  • Explain the investigation process and available resolution options.

  • Gather details, identify witnesses, and collect relevant evidence.

  • Determine whether the complainant wishes to move forward with an investigation.

  • Implemented to protect the parties and maintain a safe environment.

  • Examples:

    • No-contact orders

    • Schedule or work reassignments

    • Temporary changes in supervision

    • Campus escort services

    • Increased campus security

  • Measures remain in place until the investigation concludes.

  • Voluntary process to mediate issue with agreement from both parties.

  • Facilitated by a neutral third party.

  • Not available for certain serious allegations.

  • If either party withdraws, the formal investigation resumes.

  • Resolution is documented in writing and shared with both parties.

  • A short window is provided to request reconsideration after signing.

  • Triggered when an allegation meets the threshold of a policy and procedural violation and no informal resolution is used (or it fails).

  • Investigator is assigned; parties are informed of the investigator’s name.

Investigation steps:

  • Provide written notice of the investigation (NOI's) to both parties.

  • Interview the complainant, respondent, and witnesses.

  • Review documents, messages, recordings, and other evidence.

  • Examine relevant background information and context.

  • Target timeline for completion is generally within 90 days, with extensions explained in writing.

  • Investigator prepares a written report summarizing findings based on the preponderance of evidence (more likely than not).

  • Each party receives written notice of the outcome from the Title IX/EEO Coordinator:

    • Complainant is informed of findings relevant to their allegations.

    • Respondent is informed of findings relevant to the allegations against them.

  • Access to the full report is limited according to privacy and confidentiality requirements.

  • Either party may request reconsideration within a ten (10) of days after receiving the outcome letter. Only Discrimination and Harassment allegations will be reconsidered. 

  • Grounds for reconsideration:

    1. Significant procedural error affecting the outcome.

    2. New evidence that could change the result.
    3. Conflict of interest or bias.

  • Decisions on reconsideration are final.

  • Retaliation for reporting, participating, or assisting in an investigation is prohibited.

  • Examples include:

    • For students: grade penalties, denial of opportunities, negative references.

    • For employees: demotion, unfavorable schedule changes, or loss of professional resources.

  • Any suspected retaliation should be reported promptly to the Title IX/EEO Coordinator or your HR department.

  • A respondent may be temporarily removed from campus or placed on leave if they pose an immediate threat to health, safety, or operations.

  • This step is taken pending the outcome of the investigation.