Bias Incidents

There is no statute of limitations. The University does not limit the time frame for reporting, although a delay in reporting may impact the University's ability to take certain actions.

If the alleged perpetrator is a known student, faculty or staff member the complaint will be evaluated under the Equal Opportunity, Harassment and Nondiscrimination Policy. There are several options that will be discussed with the Complainant or reporting party:

• Educational Conversation – When the matter can be resolved informally by having a conversation with the Respondent to discuss the Complainant’s concerns and institutional expectations or can accompany the Complainant in their desire to confront the conduct. Such a conversation is non-disciplinary and non-punitive.
• Accepted Responsibility – When the Respondent is willing to accept responsibility for violating Policy and is willing to agree to actions that will be enforced similarly to sanctions, and the Complainant(s) and University are agreeable to the resolution terms.
• Alternative Resolution – When the Parties agree to resolve the matter through an alternative resolution mechanism which could include, but is not limited to mediation, shuttle negotiation, restorative practices, and facilitated dialogue. The institution offers a variety of alternative resolution mechanisms to best meet the specific needs of the Parties and the nature of the allegations. Some alternative resolution mechanisms will result in an agreed-upon outcome (i.e. shuttle negotiation), while others are resolved through dialogue (i.e. mediation).
• No Action/Support Only – Complainants may decide to report the incident and request that no further action be taken. Bucknell will evaluate any such request in the context of the University's responsibility to provide a safe and nondiscriminatory environment to all members of its community. In certain situations, the University may need to move forward with appropriate disciplinary proceedings regardless of the Complainant’s wishes.
• Formal Resolution – When a Complainant requests or the University determines the reported behavior may create a hostile or unsafe environment, the Formal Resolution process, including a civil rights-based investigation and administrative resolution will be initiated. This process may result in disciplinary action for the Respondent. Whether moving forward with a resolution process or not, the incident will be coded and reported in Bucknell's hate crime or discrimination and harassment statistics.

All reports of a Bias Incident will be evaluated under the Equal Opportunity, Harassment, and Nondiscrimination Policy to determine whether they constitute one of the prohibited conduct offenses outlined in the Policy. Bias-related conduct includes a broad range of conduct that can be verbal, non-verbal, written, or physical conduct that harms, discriminates or harasses anyone in our community based on a protected class. Any conduct that is bias-related but does not otherwise rise to the level of discrimination or harassment under the Policy may be addressed through remedial actions, education, and/or effective conflict resolution mechanisms.

If the alleged perpetrator is unknown, the Complainant will be offered support and the University will endeavor to investigate to the extent possible. Bucknell will also keep accurate records even when the alleged perpetrator is unknown. As such, we encourage reporting of all incidents of bias, even if the alleged perpetrator is unknown and unlikely to be known.

Once a report has been received, a University representative will conduct an initial evaluation and contact you to request a meeting. You may bring a support person with you to any meeting. The appropriate University representative will discuss your reporting options and the resources and support services available to you.

The investigation may include review of the report and any supporting documentation, examination of other relevant documentation and interviews with relevant individuals. The extent of the investigation will be determined by and at the discretion of the appropriate University administrator. For more information, you can contact any of the individuals listed on this page.

The potential outcomes of an investigation process, as well as other resolution options can be found in the Equal Opportunity, Harassment and Nondiscrimination Policy and accompanying Procedures.

• Timely Warnings: When the Department of Public Safety identifies or receives a report of a hate crime, occurring either on or off campus, that in the judgment of the chief of Public Safety (in consultation with Human Resources, the dean of students and Office of General Counsel) constitutes a serious or continuing threat to the campus community, the Public Safety issues a campus-wide "timely warning."
• Hate Crimes Reporting: In accordance with the Clery Act, the University will disclose statistics for Hate Crimes in its Annual Security & Fire Safety Report. These statistics will also be included in Bucknell's Bias Incident Reporting.

Anyone with knowledge about a bias incident on campus may report the incident using this Discrimination and Harassment report form. That includes faculty, staff and students, as well as parents, alumni and visitors to campus. It doesn't matter if you don't know who did it. Please report it.

Criminal homicide, sexual assault, robbery, aggravated assault, burglary, motor vehicle theft, arson, larceny-theft, simple assault, intimidation, or destruction/damage/vandalism of property, where such crime manifests evidence that the target was intentionally selected because of the perpetrator's bias related to the target's actual or perceived race, gender, religion, sexual orientation, ethnicity, national origin, gender identity and/or disability.

Completed, attempted or threatened abusive or hostile acts against persons, property or an institution, where such acts manifest evidence that the target was intentionally selected on the basis of the target's actual or perceived age, class, color, disability, ethnic/regional/national origin group, gender, gender identity, gender expression, race, religion, sex or sexual orientation.

Unwelcome conduct on the basis of actual or perceived protected characteristic(s), that based on the totality of the circumstances, is subjectively and objectively offensive, and is so severe or pervasive, that it limits or denies a person’s ability to participate in or benefit from the University’s education program or activity.