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ECRT’s Role.  Our role is to coordinate and carry out the University’s response to reports of Prohibited Conduct under the University’s Policy on Sexual and Gender-Based Misconduct. We are an impartial office and do not represent or advocate on behalf of any party or witness in an investigation. We recognize the information shared during an ECRT process is sensitive and we will only share information with University officials when necessary and appropriate. ECRT is not Confidential Resource, however, and does share information as appropriate on a need to know basis.

Investigator’s Role: The investigator’s role is to conduct an impartial and unbiased investigation, or other response, into reported violations of the University’s Policy on Sexual and Gender-Based Misconduct. The investigator is the primary point of contact during the initial assessment, initial meeting, and the investigation portion of an investigative resolution.

Impartiality: If you have a concern that the investigator, external reviewer, or other individual handling your case cannot carry out their role in this matter in a fair and unbiased manner (e.g., has a personal connection with one of the parties or witnesses, etc.), please contact the Title IX Coordinator, Andrea Berry McDaniel, immediately. She may be reached at 313-436-9194 or

Initial Meeting. The first step ECRT takes is to listen to your concerns and provide you with information about resources and reporting options. If you choose to participate in an investigative resolution, you will meet with an ECRT investigator and have the opportunity to provide a full statement, as described in the “Investigative Resolution” section below.

Advisor. You may bring an advisor with you to any meeting during the investigative process, including your interview. Your advisor could be a friend, family member, advocate, or an attorney.

Supportive Measures. You have the right to request supportive measures. Supportive measures are individualized services, accommodations and other assistance that the University offers free of charge. Supportive measures may include but are not limited to: the ability to modify a University work schedule
or job assignment, alter a University work location or assignment, a mutual no contact directive, and assistance in connecting to counseling or medical services. More information about supportive measures is included in and

Please let ECRT know if you wish to request supportive measures. You may also request supportive measures through confidential resources, including the
 

Retaliation. The University prohibits retaliation for making a report or Formal Complaint of Prohibited Conduct; being alleged to have committed Prohibited Conduct; assisting or participating, or refusing to participate, in any proceeding under this Policy. Any person who feels they are being subjected to retaliatory behavior is strongly encouraged to contact ECRT immediately. We will look into the matter and the University will take action if retaliation has occurred. It is also important that you, along with all other persons who are aware of this investigation, avoid engaging in conduct that may be perceived as retaliatory.

Resources for Support. The University offers a variety of services to support Respondents. Several are listed below. ECRT can provide additional information about resources, as requested. If you are concerned for your safety, call 9-1-1 immediately.
         
• (Confidential) 734-936-    8660
• Faculty Ombuds (Confidential) 313-593-5240
•(Confidential) 734-936-0600
• Department of Public Safety 313-593-5333 (or 911 on campus)
• 313-943-2241 (or 911 in Dearborn)
• 734-763-4186
• 734-274-9551
• 800-273-TALK (8255)
• 866-488-7386

Procedural Options and Formal Complaint. There are multiple procedural pathways used to resolve concerns of gender-based discrimination or harassment under the Policy:

• Sexual and Gender-Based Misconduct Process: an investigation into allegations of Sexual or Gender-Based Misconduct, resulting in disciplinary/corrective action if the Respondent is found to have violated the Policy.
• Adaptable Resolution: a voluntary, remedies-based, non-disciplinary structured process between or among affected parties that focuses on creating an agreement to address harm and promote accountability. Adaptable resolution is not always appropriate in all matters, and is not available in matters involving a student Complainant and faculty or staff Respondent.
• Mediation: an informal, structured interaction between parties with the help of an impartial mediator to achieve a resolution satisfactory to both parties. Mediation is not always appropriate in all matters and is not available in matters involving a student Complainant and faculty or staff Respondent. 

If you wish to pursue any of the above processes, please submit a written Formal Complaint. Filing a Formal Complaint is a simple process. A Formal Complaint may be submitted to ECRT in person, by mail, or by email. The ECRT investigator assigned to your matter can provide you with a form to do so and will also provide more information about the processes and options that may be available to you. Please note that upon receiving a Formal Complaint, ECRT is required to promptly notify the Respondent  of the Formal Complaint. You may choose whether and when to submit a Formal Complaint, and an ECRT investigator can answer questions you may have. Filing a Formal Complaint and participating in these or any other resolution process is voluntary; however, the University may pursue a report of possible Prohibited Conduct under the Policy without a participating Complainant, and even if you choose not to do so, the Title IX Coordinator may file a Formal Complaint to initiate a Sexual and Gender-Based Misconduct Process.

SEXUAL AND GENDER-BASED MISCONDUCT PROCESS
Complainant’s Statement. If ECRT opens an investigative resolution, ECRT will interview the Complainant if they are participating in the investigation. During the meeting, the Complainant will provide information about their concerns, identify relevant witnesses, and provide or otherwise identify any documentary evidence they wish to be considered. After the interview, ECRT will provide the Complainant with a draft written summary of relevant information from their interview. The Complainant will have three (3) calendar days to review their statement for accuracy and completeness. They may submit feedback and ECRT will incorporate relevant feedback into the investigation report. 

Your Statement. You will be informed of the allegations and given the opportunity to respond to the reported conduct, identify relevant witnesses, and provide or otherwise identify any documentary evidence you wish to be considered. This is your opportunity to share all relevant information you have regarding the matter. After the interview, ECRT will provide you with a draft written summary of relevant information from your interview. You will have three (3) calendar days to review your statement for accuracy and completeness and to provide feedback. You may submit feedback and ECRT will incorporate relevant feedback into the investigation report. Parties (as well as witnesses) are expected to provide all relevant information at the time of their interview, or as soon as otherwise possible, and to be truthful and complete in their responses. Throughout the process, you are expected to share information that is accurate to the best of your knowledge. A person who makes a materially false statement in bad faith in the course of a proceeding may be subject to disciplinary action. If the University ultimately finds that its policies were not violated, that finding is not, in and of itself, an indication of a materially false statement made in bad faith 

Gathering Additional Information - Witnesses and Evidence. As part of the investigation, ECRT will interview relevant witnesses and gather relevant evidence. Witness participation in the investigation is voluntary. Witnesses are advised before making a statement that they will be identified by name in the investigation report. The investigator has the discretion to not interview a witness if the witness does not possess relevant information or if the information they are expected to provide would be duplicative. After their interviews, witnesses are offered the opportunity to review a draft written summary of relevant information from their interview.

Review of Evidence and Preliminary Investigation Report. After ECRT has concluded the investigation, both parties will be provided a copy of the preliminary investigation report and an electronic file of all evidence gathered during the investigation. The preliminary investigation report is a written summary of the information ECRT has gathered. It includes the summary of relevant information provided by each person interviewed, and other relevant information obtained in the investigation. The preliminary investigation report does not include an investigation outcome. Both parties will have the opportunity to review the electronic file of evidence and the preliminary investigation report. You may provide feedback and additional documents or evidence, up to ten (10) pages, within ten (10) calendar
days after the preliminary report is sent to you. As parties are encouraged to provide all relevant evidence as early as possible in the process, any party providing new evidence in response to the preliminary report should identify whether that evidence was previously available to them, and if so, why it was not previously provided. ECRT will review and attach all feedback submitted by either party to the final investigation report. For additional information about the preliminary report and evidence review, see

Final Investigation Report. After receiving feedback to the preliminary investigation report, or after the feedback deadline passes, ECRT will reach a conclusion as to whether there is sufficient evidence to establish a Policy violation. This determination will be made using the preponderance of the evidence standard, meaning that to establish a Policy violation, the evidence must demonstrate that it is more likely than not that conduct occurred in violation of the Policy. The investigator will provide both parties and the relevant University administrators with the final investigation report. For additional information about the final investigation report, see

Corrective Action. If ECRT finds that a Policy violation or other inappropriate behavior has occurred, the Respondent’s supervisor or other appropriate University administrator will determine appropriate sanctions/corrective action and remedies. Sanctions are subject to review under the applicable grievance procedures available to the Respondent. For additional information about the final investigation report, see

If you have any other questions, please contact ECRT at 313-436-9194 or