At the conclusion of an investigation—or, when appropriate, voluntarily through adaptable resolution—disciplinary or corrective measures can be put in place.
Please note that IDHR is not involved in the determination of disciplinary or corrective measures. The potential sanctions depicted below are determined by the offices managing the decision-making process.
Staff
For potential sanctions for staff, see Policies and Procedures Section 9.8: Sanctions may include but are not limited to a reprimand (oral or written), a suspension, a salary reduction, a demotion, a removal of privileges, or termination of employment or appointment.
Faculty
For potential sanctions for faculty, see Policies and Procedures Section 3.4.2: Sanctions may may include, but are not limited to, a reprimand, oral or written, private or public; a period of suspension with or without pay; a reduction in salary; removal of privileges; reduction or change in assignments or resources; reduction in eligibility for recognition or remuneration; or termination of tenure.
Students
For potential sanctions for students please see the Committee on Discipline Rules Section XI.
The exact nature of any discipline and corrective measure depends on a number of factors including the nature and seriousness of the issue, the student or employee’s past record, the impact of the behavior, past treatment of similar issues, and any other mitigating or aggravating circumstances.
For an employee who will be continuing their employment after having been found responsible for violating a policy, the purpose of corrective measures is to clarify expectations, correct behavior that does not reflect the values of the Department or MIT, and provide skills needed to be successful in one’s role at MIT.