• Scope:
• Characteristics of a Learning Environment:
• Role of Teachers:
• Role of Students:
• Student Mistreatment:
• Reporting Procedure for Mistreatment and Learning Environment Concerns:
• Affiliate Sites:
• Procedures:
• False Complaints and Refusal to Cooperate:
• Education and Prevention:

1. Identification of Concern:
   A student or witness identifies behavior that may constitute mistreatment, discrimination, harassment, or unprofessional conduct within the learning environment at NUSOD.
2. Consideration of Informal Resolution:
   
   1. Direct Address:
      The individual may choose to address the issue directly with the person involved, aiming to resolve the matter through open communication and clarification.
   2. Counseling and Guidance:
      If direct resolution is not feasible or successful, the student seeks guidance from the Course or Clerkship Director, the Dean for Student Affairs, or a Faculty Mentor to explore informal resolution options.
3. Decision for Formal Reporting:
   
   1. If informal attempts fail to resolve the issue satisfactorily, or if the nature of the incident warrants immediate formal action, the student decides to proceed with formal reporting.
   2. The decision to report formally is guided by the severity of the mistreatment, the potential impact on the learning environment, and the student's comfort level with the formal process.
4. Formal Reporting Process:
   
   1. Submission of Written Complaint:
      The student submits a detailed written complaint to the Dean for Student Affairs within 90 days of the alleged incident. The complaint includes specific details and any accompanying documentation.
   2. Appointment of Inquiry Officer:
      Upon receipt of the complaint, the Dean appoints an inquiry officer, ensuring impartiality and absence of conflicts of interest.
   3. Preliminary Inquiry:
      The inquiry officer conducts a preliminary inquiry to determine the validity and severity of the complaint. This involves gathering information, interviewing relevant parties, and reviewing evidence.
   4. Decision on Formal Investigation:
      Based on the findings of the preliminary inquiry, the inquiry officer decides whether a formal investigation is warranted. If deemed necessary, the inquiry officer proceeds to initiate a formal investigation.
   5. Notification and Responses:
      The complainant and respondent are notified of the decision regarding a formal investigation. Both parties have the opportunity to provide written responses to the inquiry officer's findings and recommendations.
   6. Formal Investigation:
      If a formal investigation is initiated, the Dean oversees the process, ensuring adherence to university policies and procedures. The investigation includes gathering evidence, conducting interviews, and documenting findings.
   7. Resolution:
      Following the investigation, the Dean makes a decision on the appropriate resolution, which may include disciplinary actions, remedial measures, or other interventions.
   8. Communication of Decision:
      The Dean communicates the decision to the concerned parties, ensuring transparency and fairness throughout the process.
5. Follow-Up and Documentation:
   
   1. Records Maintenance:
      Comprehensive records of all relevant documentation, including the complaint, investigation process, and resolution, are maintained by the Office of the Dean for Student Affairs for at least ten years.
   2. Monitoring and Prevention:
      NUSOD continuously monitors the learning environment, evaluates feedback, and implements measures to prevent future incidents of mistreatment, fostering a culture of respect and professionalism.

Conflict Resolution:
In cases where the Dean for Student Affairs has a conflict of interest, they will recuse themselves from the case, and another designated authority will assume responsibility.

Documentation:
Comprehensive records of all relevant documentation on reported cases will be maintained in the Office of the Dean for at least ten years.

Retaliation Prevention:
Retaliation against individuals reporting complaints or concerns is strictly prohibited. Any instances of suspected retaliation should be reported to the Deans and/or the President for investigation and resolution.

NUSOD is committed to providing a supportive and inclusive learning environment, and the reporting procedure outlined above ensures that concerns are addressed promptly and effectively, promoting a culture of respect and professionalism within our educational community.

Intentionally filing a false complaint or refusing to cooperate with investigations is a violation of university policies and may result in disciplinary action. However, this provision is not intended to discourage legitimate complaints made in good faith.

NUSOD is committed to providing ongoing education to promote professional and collegial attitudes and behavior among students, residents, faculty, and staff. Education efforts encompass informing individuals about expected standards of behavior, avenues for redress, and policies and processes for responding to allegations of mistreatment and unprofessional behavior. Additionally, monitoring and interventions are conducted to address issues affecting the learning environment positively.

This policy reflects NUSOD's dedication to maintaining a supportive and inclusive learning environment conducive to the growth and development of future dental professionals.