What Can I Expect When the Informal Review is Concluded?

1. At the conclusion of the informal review, the representative will provide written notification to both you and the individual who was accused, and to the UCD Affirmative Action Manager that the informal review is concluded.
2. Here are some possible outcomes to the process:

• If, in the informal review, it is determined that there is reason to believe that discrimination has occurred:
• The University will make all efforts to ensure that University policy is implemented, including adjustments to your working or learning environment or additional remedies as considered appropriate by law, University policies or collective bargaining agreements.
• The rights of the accused will also be protected as outlined in appropriate University policies or collective bargaining agreements.
• If, in the informal review, it is determined that there is reason to believe that discrimination has not occurred, that determination will be documented in the representative's summary.

These preliminary determinations are not binding on anyone that may have ultimate authority to make institutional findings that are binding on the University.

• With the conclusion of the process, the entire set of records will be maintained in the UCD Staff Affirmative Action Office.
• Upon written notification to you, as specified above, that the informal review process has ended, the time limit begins for filing a formal University grievance. (See P&P Manual 380-15 Staff Complaints Charging Discrimination for a discussion of time limits.)
• The UCD Staff Affirmative Action Manager will provide appropriate parties (complainant, accused, department head/other administrator) with a summary of the informal review and the process followed in the review of this complaint.
• If the administrator receives a summary of the informal process, then she/he determines whether it is appropriate to consider discipline or corrective action for the accused.