Other Conduct of Concern

OCC refers to behavior that does not violate university policy or law but still negatively affects the campus environment – for example, behavior that is disruptive, disrespectful or undermines collaboration and inclusion. While such behavior may not violate university policy or law, it is not aligned with our university’s Principles of Community. 

OCC does not meet the threshold for a formal policy or legal violation, but rather was addressed in the CSU Systemwide Guidance on Other Conduct of Concern.

Any member of the campus community may report behavior that they believe constitutes OCC, regardless of the individual's role.

 In most cases, yes. However, anonymous reports may limit the university’s ability to follow up or respond fully. 

An appropriate lead will assess the reported conduct and determine what actions or referrals are needed, as well as identifying any supportive services to offer, as may be appropriate. Supportive services are reasonable, temporary and individualized services offered to restore or preserve access to educational programs and activities or the workplace, and can be declined by the reporting party. Generally and depending on the status of the reporting party, concerns will be reviewed by the following offices:

• Faculty Concerns: Assistant Vice President, Academic Labor
  
• Staff and Administrator Concerns: Labor and Employee Relations
  
• Student Concerns: Center for Inclusive Excellence and the Division of Student Affairs and Campus Diversity 

Once the concern is reviewed, the designated office will determine next steps, including the appropriate office for addressing the concern.

While efforts are made to protect the identity of reporting parties, some situations may require disclosure for resolution efforts to proceed. This will be handled with care and in accordance with campus protocol and policy. 

A designated administrator will review the report, determine the next steps, and route it to the appropriate office for handling. You will typically be contacted to discuss options for resolving the situation, as well as to discuss the process and next steps.

Not usually. OCC does not involve formal discipline unless it overlaps with behavior that violates policy or law. Instead, interventions may include informal resolution, education, mediation or the offering of supportive measures. 

The following is a nonexhaustive list of potential resolutions, and other potential remedies may be considered: 

• Coaching or training to enhance communication or workplace conduct
• Facilitated discussions to address conflicts and repair relationships
• Workplace adjustments (such as temporary separation of involved parties) to maintain a safe, neutral and productive environment.
• Voluntary participation in mediation, supportive services or restorative processes
• Temporary modifications of working, learning or living arrangements, if needed
• Employee Assistant Program support

You can go directly to a supervisor or administrator, or you may submit an OCC report. Direct interaction between parties is encouraged but only when the individual feels comfortable addressing concerns directly. 

The CSU does not discipline legally protected speech, but we may still address the impact it has on others through education, awareness, and community response. 

You can consult with a campus office (e.g., the Center for Human Resources, Academic Labor, the Center for Prevention of Harassment and Discrimination, the Center for Student Rights and Responsibilities, the Center for Inclusive Excellence and/or your direct supervisor). You are not required to categorize the behavior. Campus professionals will assist in determining the best response.