OCC Frequently Asked Questions

OCC is unprofessional, disruptive, or inappropriate behavior that may not be illegal or a policy violation, but is still harmful to the campus environment.

Examples include:

• Intimidation
• Bullying
• Bias-related incidents
• Microaggressions
• Harassment (not persistent/severe enough to violate the Nondiscrimination Policy)

• What Can Be Reported?
  • • OCC should be reported when the behavior isn’t illegal or a policy violation but causes harm.
    • Use the Employee Conduct Reporting Form if unsure. Complaints may be redirected if they fall under another policy (like Title IX or Student Conduct).
• What Happens After Reporting?
  • 1. The concern is sent to the Responsible Administrator.
    2. If it's actually a policy violation, it’s redirected.
    3. Otherwise:
       • An intake meeting may be scheduled.
       • Supportive measures (temporary adjustments) may be offered.
       • Facts may be gathered to assess the situation.
• Who Handles It?
  • • University Personnel for employee-related concerns.
    • Student Conduct for student-related concerns.

    The Responsible Administrator will:

    • Evaluate the situation.
    • Recommend or initiate informal resolutions (training, facilitated discussion, etc.).
    • Coordinate with other departments if needed.
• How Is Validity Determined?

  • They will consider:

    • Harm or threat level.
    • Whether conduct breaches any laws or policies.
    • Impact on freedom of speech/academic freedom.
    • Context (student/employee role, work setting, etc.).
• What is the Timeline?
  • • Acknowledgement: Within 3–5 business days.
    • Resolution: Varies by case, depending on needed actions.
    • If no reply within 5 business days, contact: equal-employment@sjsu.edu.
• Retaliation & Anonymity
  • • Retaliation is prohibited.
    • Anonymous reports are accepted, but may limit the ability to resolve the issue.
    • Complainants may not know the full outcome, but will be informed that the matter was addressed.
• Possible Outcomes (Non-Disciplinary)
  • • Training or coaching
    • Mediation or facilitated conversations
    • Workplace or class adjustments
    • Performance improvement plans
    • Temporary separation (if needed)
    • Restorative processes
• If You're Accused
  • • Participate respectfully in the process.
    • You can share your perspective.
    • You will not face disciplinary action for refusing optional trainings—but doing so could impact your professional standing.
• Personnel Records
  • • For faculty, outcomes depend on union agreements.
    • For other staff, standard personnel file rules apply.
    • OCC findings alone don’t go into your file unless formal discipline is imposed.

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