/Institutions/Coker-University/json/2025-2026/Student-Handbook-local.json

/Institutions/Coker-University/json/2025-2026/Student-Handbook.json

B Employees

Should an Employee Respondent decide not to participate in the Formal Grievance Process, the process proceeds absent their participation to a reasonable resolution. If an Employee Respondent leaves their employment with the University with unresolved allegations pending, the Formal Grievance Process typically ends with dismissal, as the University has lost primary disciplinary jurisdiction over the former Employee. However, the University may continue the Formal Grievance Process when, at the discretion of the Senior Director of Student Experience and Title IX Coordinator, doing so may be necessary to address safety and/or remedy any ongoing effects of the alleged Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct.

 

Regardless of whether the Formal Complaint is dismissed or pursued to completion of the Formal Grievance Process, the University will continue to address and remedy any systemic issues or concerns that may have contributed to the alleged violation(s), and any ongoing effects of the alleged Discrimination, Harassment, Retaliation, and/or Other Prohibited Conduct.

 

When an Employee resigns and the Formal Complaint is dismissed, the Employee may not return to the University in any capacity. Office of the Provost, Office of Academic Records, Office of Admissions, Campus Safety, and HR will be notified accordingly. A note will be placed in the Employee’s file that they resigned with allegations pending and are not eligible for academic admission or rehire with the University. The records retained by the Senior Director of Student Experience and Title IX Coordinator will reflect that status.