Dispute Resolution Guidelines
1. If you feel comfortable, talk to the other person(s) about the issue. You might use language such as, "On X date, when you engaged in Y behavior, I felt Z, and I'd like to talk with you about it." Most situations can be resolved this way, and if you resolve the issue earlier, it is often easier. If you do not feel comfortable addressing the situation in this way, skip this step.
2. Document everything, to the extent possible, including emails, conversations, and the dates of notable events. In addition, make sure you document who, if anyone, witnessed the event, and consider asking them to record their recollections if possible. Do this as soon as possible to ensure accuracy, and focus on the facts.
3. Documentation of disputes can be useful in multiple ways. It can be communicated to all parties as a way to facilitate reconciliation. It can be provided to outside facilitators (College contacts listed below) if the issue remains unresolved. In some cases, reaching out to a neutral College party, can result in a formal investigation if that is the resolution you seek. An investigation may include interviewing relevant parties and the rendering of a finding. You will be expected to participate in the investigation.
4. Specific College contacts exist for various circumstances. In addition, one can contact the undergraduate or graduate student coordinator, the graduate ombudsperson, or the Department Chair.
5. If you, as a complainant, choose to identify yourself and the complainant(s), then potential action can occur and all pertinent information associated with the charges can be made available to the appropriate College office.
6. If you choose to report in confidence and remain anonymous, know that appropriate formal resolution may be limited. If your report is to a College contact listed below, they will document the incident, and a record will be kept by the appropriate office for your affiliation (undergraduate or graduate student, faculty, research associate/postdoctoral scholar or staff) so that repeat offenses may be identified.
Please note that some reports made to Responsible Employees (e.g., discrimination or harassment) cannot be kept anonymous. Dartmouth personnel that have not been specifically designated as confidential resources are required to report it to the appropriate College office. Responsible Employees, including faculty, graduate students, postdoctoral fellows, and departmental staff, are required to promptly report to the Title IX Coordinator: any disclosure of sexual or gender-based harassment, sexual assault, sexual exploitation, dating or domestic violence and stalking, including all known details. This information will only be communicated with other individuals on a need-to-know basis or as required by law.