Administrative Investigation & Conduct Processes
The Office of Student Rights and Responsibilities (F-107, 609-626-3585) oversees the Campus Code of Conduct (Policy I-55 see also Student Handbook). All incidences involving students, whether as complainants or respondents, are processed through the Campus Hearing Board.
The Office of Institutional Diversity and Equity (L-214, 609-652-4693) investigates complaints against employees in accordance with the Policy Prohibiting Discrimination in the Workplace. The Office of Institutional Diversity and Equity also investigates complaints against students accused of sexual misconduct and VAWA-related Title IX claims. However, the Office of Institutional Diversity and Equity provides the Office of Student Rights and Responsibilities with the evidence gathered during the fact-finding process, at which time the Office of Student Rights and Responsibilities will impanel a Hearing Board. The Hearing Board will determine credibility and whether or not the Accused is responsible under the Student Code of Conduct.
Under the New Jersey Law Against Discrimination, all fact-finding investigations are confidential; however, such confidentiality does not prohibit parties or witnesses from obtaining and presenting evidence during the fact-finding investigation. See Student Procedure Prohibiting Sexual Misconduct and Discrimination in the Academic / Educational Environment, as well as Procedures for Internal Complaints Alleging Discrimination in the Workplace, for more procedural information.
Stockton will conduct a prompt and equitable investigation into allegations of sex discrimination, sexual misconduct, and VAWA-related Title IX claims.
For Title IX claims, there is no fixed time frame under which Stockton must complete an investigation (September 22, 2017 OCR Interim Guidance Q&A). Nonetheless, Stockton will make a good faith effort to conduct a fair, impartial investigation in a timely manner designed to provide all parties with resolution within a reasonable time frame.
Stockton uses the preponderance of the evidence standard in determining whether discrimination occurred. The preponderance of the evidence standard applies to all complaints of discrimination under the New Jersey Law Against Discrimination, as well as all allegations of violations under Code of Conduct.