Student Conduct

A community where all belong

Indiana University is committed to creating welcoming, inclusive, and respectful campus communities where everyone can thrive and do their best work—a place where all are treated with civility and respect. If you experience or witness an incident of bias, you should report it.  For more information, see Bias Incident Reporting.

Indiana University Code of Student Rights, Responsibilities & Conduct

Each campus has established its own procedures for implementing the Code for any procedures not governed by University-wide procedures. The procedures have been developed to provide students with a fair and equitable process focused on student rights when matters of academic and personal misconduct and other tangential problems arise. The Code articulates a commitment to civility and the respect for the dignity of all members of the campus community. The essence of these procedures is the review of individual conduct in a simple, clear, and timely manner with an objective of responsible outcomes. The procedures, definitions, and sanctions herein do not apply to cases involving sexual misconduct, including sexual harassment. Complaints of sexual misconduct, as well as disciplinary procedures, are governed by the University-wide Sexual Misconduct Policy (UA-03).

Student Reporting Opportunities

IU students, faculty, staff, and community members can report student on student incidents of discrimination, harassment, hate, or retaliation by completing an online form.

To report incidents of:

Procedures for the Kokomo Campus

Indiana University Kokomo has established procedures for students to follow when the student believes his/her rights have been violated. Students can file complaints against employees, e.g., faculty or staff, students, and student organizations or campus groups. Where a complaint is filed is dependent on the nature of the complaint and the party involved. The Vice Chancellor of Student Affairs and Enrollment Management or Dean of Students is available to assist any student in the procedures enumerated below.

First level complaint resolution is always with the individual involved, followed by the employee’s immediate supervisor, then the next level of supervision, and if necessary a review committee or hearing commission. A first level complaint should ideally be a face‐to‐face informal meeting. Any complaint not resolved at the first level requires a formal written request for review. An example of the hierarchy involved in an academic complaint would be: 1) faculty member, 2) department chair/Dean, 3) Vice Chancellor of Academic Affairs, and 4) hearing commission.

There is an expectation that complaints be resolved expeditiously and not rise to the level of a hearing. A hearing is not automatic. If a student escalates a matter to the level of a hearing, then a request for a hearing must be submitted to either the Vice Chancellor of Student Affairs and Enrollment Management or Vice Chancellor of Academic Affairs, whichever one has not heard the case. The appropriate Vice‐Chancellor in concert with the remaining Vice Chancellor will decide if a hearing is warranted.

A student should always try to resolve a complaint informally with the person to whom the problem is directed. If the student is uncomfortable in making the first level contact, then a complaint can be made to the employee’s supervisor. The complaint should be in writing, signed, and submitted no later than 30 days of the incident. Correspondingly, a student ought to expect a final resolution in a period of time not exceeding 30 days (unless a hearing is required) from the time the initial issue or problem is presented and acknowledged.

If a hearing is required it will be commenced within a reasonable time from the third level review. The hearing commission will consist of 5 members: 2 students [Junior or Senior status], and three faculty. The Vice-Chancellor (Student Affairs or Academic Affairs) not involved will arrange the hearing and appoint a chair. Ideally, hearing commission members should not be familiar with the case and should not be from the employee’s unit. Generally, the faculty is selected from the Faculty Senate’s standing Faculty Affairs Committee.

The student will be notified of the hearing and provided an opportunity to prepare. If witnesses are involved, each side must disclose in advance who will be present. Hearing witnesses can be questioned by the student, employee, or hearing commission member. The student may also bring an advisor (or parent), but the advisor cannot comment or engage in questions [Note: an advisor is not legal counsel]. There are few formal procedures required for conducting the hearing. It is up to the chair to assure that all necessary information is presented and that the proceedings are balanced and fair. The hearing chair also decides when sufficient information has been presented. The hearing commission can take up to 10 days for a decision and it is final.

If the commission upholds the student complaint, there generally will be a sanction against the employee and the hearing commission can make a recommendation. The student will be provided an opportunity to have input, but it will be the responsibility of the employee’s supervisor to determine the outcome. The administering of any sanctions against the employee will be guided by discipline guidelines outlined in academic and staff personnel policy. The student is entitled to be informed of the sanction.

The standard of proof for a finding of misconduct will be based upon a preponderance of the evidence. The preponderance of evidence is defined as evidence that a reasonable person would find persuasive or more likely than not that the violation occurred. The burden to demonstrate that the preponderance standard has been met will be upon the university.

General Overview: The grade appeal process applies to all students and is a review mechanism for end-of-term grades only.  This process should only be utilized when a student believes a grade is incorrect and the burden of proof always falls on the student.  A student must first attempt to solve the grade issue with the faculty member.  If there is no resolution, a student can then ask for a review by the faculty member’s supervisor. If the disputed grade is not resolved at the second level, then the third and final level is a Unit Level Committee or the Dean. Students can consult with the Dean of Students for assistance in preparing a grade appeal. To review the Grade Appeal Process for End-of-Term Grades, visit the following link.

Students should try to resolve their complaints against another student(s) or student organization informally. The Code of Conduct advances a university community that supports civility and open exchange. Consequently, there is an expectation that problems or disagreements be dealt with at a level of student‐to‐student or student‐to‐ organization [and in some matters, organization to organization]. The second level review is the Dean of Students and final review is the Vice Chancellor for Student Affairs and Enrollment Management. If the student believes impartiality is not possible from the administrators referenced, then the student can request an alternate administrator [in a position of similar responsibility and rank] to hear the complaint. A student organization filing a complaint must demonstrate that membership is supportive in seeking resolution and that an officer has been designated to initiate complaint procedures.

Complaints should be submitted within 30 days of the incident. After attempting informal resolution with the party involved and there being no redress, the student can request a review by the Dean of Students. The complaint can be presented verbally in conference or in writing. If the complaint advances to the Vice Chancellor level and there is no finding in favor of the student, the student is entitled to a verbal explanation and a written summary of such. If it is found that the student or organization complaint is valid, then the Dean of Students or the Vice Chancellor of Student Affairs and Enrollment Management should develop a satisfactory remedy. Students should expect formal complaints, including review(s), to be handled within a 30 day period.

Because of the sensitivity of allegations concerning discrimination or racial harassment, a student may want to consult with the Office of Affirmative Action or the Dean of Students concerning the appropriateness of making a formal complaint against the person identified. During counseling, the student may be advised to have an informal conference with the other party to express concern about actions or words that caused discomfort.

If a student decides to file a formal complaint of discrimination or racial harassment, he/she must do so in writing within 30 days of the event. The complaint must be filed with either the Dean of Students or the Office of Affirmative Action. The Office of Affirmative Action is responsible for assisting the student, investigating if necessary, and determining how best to mediate and resolve the situation. If the matter cannot be remedied by the Affirmative Action Officer, the student may then follow the regular complaint procedures.