Organizational Responsibility

In the section below, new language will be highlighted in BLUE and removed language will be highlighted in GREEN.

Per the goals of the review, we have updated any gendered language and made minor edits for spelling, punctuation and clarity.  These changes are not highlighted here.

View Current Version

Although not all acts of individual members can or should be attributable to the group Organization, any group or collection of its members acting in concert should be held responsible for its actions an Organization may be held responsible for the actions of its members. Allegations of Organizational misconduct may be adjudicated before, at the same time as, or following related cases of individual misconduct. The standard of proof applied for Organizational misconduct is the same as that for individual students (i.e., the preponderance of the evidence).

Factors used in determining whether alleged policy violation(s) of the Code of Conduct or Honor Code by the organization can be attributed to an Organization may include, but are not limited to:

  1. The circumstances surrounding the alleged misconduct;
  2. Whether the alleged misconduct occurred at an event the Organization has, formally or informally, sponsored, co-sponsored, planned, financed, endorsed, or participated in, including whether it occurred as part of an activity not sponsored by the Organization itself;
  3. The number of Organizational members and/or officers present;
  4. Whether the alleged misconduct is committed by members attending a function as a representative of the Organization or University, including, but not limited to, competitions, conferences, and conventions;
  5. Whether members were acting in the name of the Organization;
  6. Whether the alleged misconduct occurs on the premises owned or operated by the Organization or its members; or
  7. Failure of the Organization to implement preventative measures where it is reasonably foreseeable that a violation could occur.
    • a. Have received consent or encouragement, whether implied or formal, of the organization or of the organization’s leaders or officers;

All the factors and circumstances surrounding the specific incident will be reviewed and evaluated. The standard of proof applied is preponderance of the evidence.

Organizational Misconduct Home

Leave a Reply

Your email address will not be published. Required fields are marked *