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> Ask broad, open-ended questions before more narrow questions.
                  > Ask for the names of other potential witnesses.
            3.  Preserve evidence and documentation provided by witnesses. This may include emails, screenshots, text
               messages, pictures, or physical evidence.
            4.  Depending on the circumstances you may want to request a written statement.  If so, make sure it is
               signed and dated.
            5.  Do not promise confidentiality.

            Step 6. Interview the Respondent
            1.  Obtain all facts regarding the incident.
                  > Ask broad, open-ended questions before more narrow questions.
                  > Ask for the names of other potential witnesses.
            2.  Preserve evidence and documentation provided by the respondent.  This may include emails, screenshots,
               text messages, pictures, or physical evidence.
            3.  Depending on the circumstances you may want to request a written statement.  If so, make sure it is
               signed and dated.
            4.  Caution the respondent against retaliation.
            5.  Allow the respondent to have an advisor of their choice present during their interview and involved
               throughout the process.


            Step 7.  Review of Evidence by the Parties and Finalizing the Investigation Report
            1.  Prior to the completion of the investigation report, the investigator must send the complainant and
               respondent all evidence directly related to the allegations raised in the formal complaint.
            2.  Allow the complainant and respondent 10 days to respond to the evidence, in writing.
            3.  The investigator should consider any written response to the evidence and prepare an investigation report
               that summarizes the relevant evidence.
            4.  The investigator sends the final investigation report to the complainant and respondent, at least 10 days
               prior to any determination regarding responsibility.

            Step 8. Decision-Maker Issues Determination Regarding Responsibility
            1.  The decision-maker must allow complainant and respondent the opportunity, upon their review of the
               final investigation report, to submit written, relevant questions to any other party. The decision-maker
               determines which questions are relevant, and if any question is not permitted, they must explain why.
            2.  The decision-maker prepares a written determination, which should include the following:
                  > Identification of the allegations potentially constituting sexual harassment;
                  > Description of the procedural steps taken from the complaint through the determination of responsibility;
                  > Findings of facts supporting the determination;
                  > Conclusions regarding the application of the District’s code of conduct to the facts;
                  > Rationale for each finding and conclusion, including a determination of responsibility for each allegation;
                  > Statement of potential disciplinary sanctions; and
                  > Appeal rights
            3.  Determine appropriate remedies, including disciplinary action.


            Step 9. Process Any Appeals
            1.  Either complainant or respondent may appeal a Dismissal or a Written Determination.
            2.  Appeals may be made on the following bases:





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