Other Conduct of Concern

Trainings for Employees

• “Recognizing and Addressing Micro-Behaviors in the Workplace,” CSU Learn Training Module
• “Managing Emotions During Crucial Conversations,” CSU Learn Training Module
• “Principles of Supervision,” a training for new supervisors, offered by Systemwide Learning and Development
• “Chairing for Success,” a training for new department chairs, offered by Systemwide Learning and Development
• CSU Academy, a training for emerging leaders in higher education, offered by Systemwide Learning and Development
• The Deans’ Academy, a training for new deans, offered by Systemwide Human Resources

In 2022, the California State University Chancellor's Office contracted with the Cozen O’Connor Institutional Response Group to assess how the CSU and its 23 campuses respond to reports and incidents of sexual misconduct, discrimination and harassment. In an effort to improve Nondiscrimination  processes, the CSU used the findings by Cozen O’Connor to implement improvements both at the system level and at all CSUs. Click HERE to learn more about our Campus Implementation Plan. 

One of the primary findings in the Cozen O'Connor reports was that there was a need to address behavior by members of the campus community that they termed “other conduct of concern”. Across all campuses, they found, there was a trend of individuals reporting incidents of unprofessional conduct, abusive conduct, microaggressions, acts of intolerance, and other disruptive behavior that were minimally investigated, if at all. These were cases that did not meet the criteria to be addressed through established federal & state laws, or existing CSU or university policies such as: CSU Nondiscrimination Policy; Student Code of Conduct; or Collective Bargaining. Additionally, there was no written process for case management, follow up, or documentation. 

In April of 2024, the Chancellor's Office released a draft "Systemwide Guidance: Responding to Other Conduct of Concern at the CSU" with preliminary guidelines, instructing all California State Universities (CSUs) to address specific behaviors categorized as "Other Conduct of Concern."  Work now continues across the University and system to implement best practices in addressing concerning behavior. All members of the campus community deserve to abide in a respectful and professional environment.

The CSU System defines “other conduct of concern” (OCC) as “behavior or actions (such as abusive conduct, microaggressions, acts of intolerance, or other forms of unprofessionalism) demonstrated by a member of the campus community or department that greatly impacts an individual's overall well-being to the point where it impairs their ability to fully participate in their educational or work environment.”

The CSU refers to conduct that is incongruous with CSU’s shared values as “Other Conduct of Concern” (OCC) if it includes one or more of the following:

• Conduct that is directed at a person because of their protected status but would not violate CSU’s Nondiscrimination Policy for a variety of reasons such as not meeting the elements of being “severe,” “pervasive” or “persistent” as defined by CSU policy and federal and state law.
• Conduct that is materially disruptive to the learning, living, or working environment of the CSU, but for which discipline likely may not be imposed because it constitutes protected speech or conduct.
• Conduct that is considered “abusive” as defined in Cal. Govt Code section 12950.1(h)(2) or otherwise unprofessional, for which discipline may be imposed in accordance with Education Code section 89535(b).

SSU is committed to pursuing an environment in which all community constituents are able to work and learn at their best.  We aim to build and sustain a culture of care, belonging, and respect, where community members accept their part of the shared responsibility in the creation and maintenance of a productive and supportive campus climate.  

Other Conduct of Concern goes beyond the procedures that have been established to address alleged violations to CSU Nondiscrimination Policy such as sexual misconduct; dating/domestic violence; stalking; discrimination and harassment based on a protected status; and retaliation for reporting instances. There is also the Student Conduct Process which holds individuals accountable for violating the Student Code of Conduct.Additionally, protocols are in place for resolving disputes within collective bargaining units involving staff and faculty. 

It is crucial to address harmful behavior that may not be explicitly covered by current laws or policies, which is why Sonoma State has implemented the "other conduct of concern" reporting process.

Any member of the campus community may report behavior that they believe constitutes OCC, regardless of the individual's role.

Yes, anyone can submit an "other conduct of concern" incident anonymously, but response to the allegations may be limited and thus, may not be fully investigated if the University is unable to gather more information. In these situations, the report may not be created into a case and recorded formally.

You can file a report via email at [email protected].

While efforts are made to protect the identity of reporting parties, some situations  may require disclosure for resolution efforts to proceed. This will be handled with  care and in accordance with campus protocol.

A designated administrator will review the report, determine the next steps, and  route it to the appropriate office. You will typically be contacted for more  information and informed when the matter is resolved, as applicable. 

OCC does not involve formal discipline unless it overlaps with  behavior that violates policy or law. Instead, typical interventions may include informal resolution, education, mediation, coaching, or supportive measures. 

You can go directly to a supervisor or administrator, or you may submit an OCC  report. 

In general, the affected party may have one person serve as a support person during meetings. The role of a support person in “other conduct of concern” cases is to take notes, observe the proceedings, and consult with the affected party, as needed. The support person may not speak on behalf of the affected party in OCC cases.

It is important to inform the individual with whom you are scheduled to meet, in advance, if you plan to have a support person accompany you. The applicable administrator has the discretion to determine whether it is appropriate for a support person to be present during the meeting.

The CSU does not discipline employees who engage in legally protected speech, but we may still address any negative impact it has on others through education, awareness, and community response.