...
Step 1: Before initiating contact with the person who has caused the alleged offense, the aggrieved person should be clear about the offense taken, become familiar with the conflict and grievance process, obtain guidance in effective communication strategies, and learn more about other tools for working with conflict. The ombudsman and/or the human resource office are is available to assist an aggrieved individual to approach the person who caused the offense, or to advise whether a formal grievance procedure may be more appropriate as the initial step.
...
Situations of alleged or perceived discrimination or grievable issues can often be resolved through the informal procedures described above, involving the parties to the complaint and others such as the ombudsman, immediate the immediate supervisor, department chair, member of the Student Life staff, or Human Resources. However, in cases of alleged discrimination or harassment, the parties are not required to use the informal procedures set out above.
...
The alleged offender may bring the matter to a grievance committee through a formal grievance form filed with the appropriate complaint coordinator. The university ombudsman or complaint The complaint coordinators for the particular grievance are available to assist with completing the formal grievance form. Complaint coordinators will submit the written complaint to the Director of Human Resources. The complaint should indicate the desire for formal action or a hearing with a grievance committee. The Level II process must be initiated within 90 days of the grievable incident or within 90 days of the conclusion or termination of a Level I mediation process, whichever is later.
...