Addressing Other Conduct of Concern

What other conduct of concern IS:

The CSU System defines “other conduct of concern” (OCC) as behavior that does not break any CSU and University policies, nor any local, state or federal laws but still has a negative impact on the people around us. This kind of behavior can affect how we learn, work, and live together as a community. While it might not lead to formal disciplinary action, it’s still important to address so we can maintain a respectful and supportive campus environment. 

Examples of OCC include but are not limited to:

• Intimidation 
• Bullying 
• Acts of bias 
• Verbal aggression 
• Disruptive behaviors 
• Microaggressions 
• Harassment that does not meet the legal threshold under the nondiscrimination policy 
• Ad hominem attacks (personal attacks targeting the individual rather than their ideas or work)
• Unwillingness to collaborate with others in a professional setting

All reported instances of OCC will be addressed as described in the CSU Other Conduct of Concern Systemwide Guidelines, issued January 2025.  

What other conduct of concern is NOT:

As mentioned above, OCC is conduct that does not rise to a legal or policy violation. If a report of OCC is determined that it may warrant discipline it will be referred to the appropriate department, which could include:

• Title IX/DHR for violations of the CSU Nondiscrimination Policy
• University Police Department for criminal activities
• Office of Student Rights and Responsibilities for violations of the Student Code of Conduct.
• Human Resources for employee misconduct 
• Academic Personnel Services for inappropriate behavior detailed in CSU Collective Bargaining Units

If left unchecked, OCC behavior can damage trust, hurt morale, and make it harder for everyone to succeed and feel included. Addressing OCC is part of our institutional responsibility to foster equity, inclusion and accountability. We are committed to upholding and protecting the principles of free speech, expression and academic freedom, but also acknowledge the potential harm these rights may have on members of our community. Addressing OCC is a shared responsibility — students, employees, supervisors, administrators and professionals in human resources, faculty affairs and student affairs all play vital roles in creating safe and inclusive environments where all campus community members feel heard and supported. Through listening, addressing, support services and education, we work together to reduce the occurrence of OCC and uphold a culture of care, consideration and accountability.   

In 2023, the CSU Board of Trustees engaged the Cozen O'Connor Institutional Response Group to conduct a systemwide review assessing the effectiveness of the CSU in responding to discrimination, harassment, and retaliation (DHR), especially related to sex and gender. The goal was to improve CSU’s culture through an external review of current Title IX practices at each of the universities, as well as at a systemwide level.

In its assessments, Cozen found that some unprofessional behaviors at the CSU were not covered by policy and were not consistently addressed. At the same time, a state audit by the Joint Legislative Audit Committee (JLAC) also called for CSU-wide procedures to address inappropriate conduct that didn't meet the legal definition of harassment. 

In response, the CSU gathered input from students, faculty, staff, and other stakeholders to create new guidelines to address conduct that, while disruptive and/or harmful, may not clearly violate university policy - behaviors now considered “other conduct of concern” (OCC). 

• Any member of the campus community, including students, faculty, staff, volunteers, and visitors, may report behavior that they believe constitutes OCC, regardless of the individual's role.
• Often complaints categorized as OCC can be resolved informally between the involved parties, which is why communicating directly with the person you are experiencing conflict with is the recommended initial step.  
  • If that is unsuccessful, the next step is to seek assistance from the supervisor or administrator over that person. In matters involving complaints with faculty members, students should report it to their Department Chair.
  • If you have exhausted all efforts to resolve the matter, you have the option of submitting the “Other Conduct of Concern” Incident Report.
• There are no mandatory requirements in place for individuals to report OCC behavior but It is important that the university learns about the experience so that it can respond appropriately based on the facts and circumstances.
• Filing an OCC report provides the advantage of documenting and tracking the situation in Maxient, the university’s secure case management system, which ensures the matter is addressed promptly as involved parties work towards resolution.

Yes, anyone can submit an "other conduct of concern" incident anonymously, but response to the allegations may be limited and thus, may not 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.

Reporting parties have the option to have their complaint recorded for documentation purposes only, without escalation to an administrator for further review and action. (There is a required question on the reporting form that provides this option.)

When an “Other Conduct of Concern Incident Report” is submitted, it is reviewed by the University's Complaint Process Coordinator. If the individual affected (the reporting party) wishes to have the matter addressed and documented, the case is assigned to the applicable administrator for handling. For example, if a student has a complaint about a faculty member engaging in continuous bullying behavior in class, the case would be assigned to the Associate Dean of the respective College. The Associate Dean may delegate the processing of the issue to the Department Chair, while also monitoring the progress and outcome of the conflict, which is documented in Maxient, the university’s online secure case management system.

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

You are not required to categorize the behavior. If you are unsure, the OCC form is the best place to start. Once submitted it will be reviewed and if needed, it will be forwarded to the appropriate department for processing, 

You can also reach out to the Complaint Process Coordinator via email: complaints@humboldt.edu or phone 707-826-3387 to get clarification and direction.

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

OCC cases are documented in Maxient, the university’s online secure case management system. Access to an individual’s files and cases is restricted to designated administrators only; other campus administrators do not have the ability to view files that are not under their purview. 

The University will protect the privacy of the individuals named in this complaint to the greatest extent possible under applicable laws and CSU policies. Personally identifiable information is shared on a need-to-know basis when deemed absolutely necessary. 

All relevant parties should be notified when an OCC case is concluded, but specific details regarding any actions taken, disciplinary measures, sanctions, or consequences should remain confidential, unless legal requirements or the CSU Nondiscrimination Policy necessitate disclosure.

Participation in an OCC case at Cal Poly Humboldt will not be included in a student's conduct record nor in a faculty's Personnel Action File (PAF). All OCC cases are recorded in Maxient, the university’s secure online case management system and only a very few designated administrators can access these files.

The CSU does not discipline legally protected speech, but we may still address the impact that it has on others through education, awareness, and community response. 

We also know that words and actions, even when legally protected, can sometimes cause harm. While we recognize and honor free speech and stand by academic freedom as a cornerstone of higher education, conduct that is harmful to any member of our campus community is cause for concern and should be reported. 

Free Speech at Cal Poly Humboldt

Cal Poly Humboldt unequivocally supports constitutionally protected rights of free expression and assembly, and the right to express opinions through speech and media. 

For everyone to enjoy the freedom of expression there must be reciprocal respect for the rights of all individuals: the exercise of the rights granted by the First Amendment cannot interfere with others’ exercising their own rights. Please refer to the CSU's Systemwide Time, Place, and Manner policy as a guide for planning any demonstration on campus.

For more information about policies at Cal Poly Humboldt, please visit humboldt.edu/free-speech. 

Resources for Everyone

• University Ombuds (free for University employees and students)
• Humboldt Mediation Services (fee-based)

Trainings for Employees available through CSU Learn:

Foundations for Difficult Conversations:

• Handling Difficult Conversations with Grace
• Difficult Conversations

Manager-Focused Communication Skills:

• Managing Emotions During Crucial Conversations
• Managing Team Conflict
  • Managing Conflict on Your Team
  • Leadercamp on Demand: Managing Conflict Series on Active Listening 
  • Managing Conflict
  • Addressing Conflict in Your Team
  • Leadercamp on Demand: Effective Conflict Management - Realizing Better Outcomes by Seeing Conflict as an Opportunity
• Working with Difficult People: Handling Types of Problem People Without Losing Your Mind.

Crucial Conversations & Accountability

• Crucial Conversations
• Crucial Accountability
• Managing Emotions During Crucial Conversations

Trainings for Employers available through LinkedIn Learning:

Foundations for Difficult Conversations

• The Manager's Guide to Difficult Conversations
• Quick Scripts for Difficult Conversations
• Difficult Situations: Solutions For Managers
• Unclear Expectations are Unacceptable

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