The University of Maine Student Conduct Process is designed to be fair and impartial to all students.  The University of Maine follows the process outlined in the Student Code of Conduct. The steps below outline what happens during the process with a flowchart below.

If a student is found in violation of the student conduct code the case and all associated materials will be kept in the students educational record for up to seven years after the student leaves the university.  If a student is not found to be in violation of the student conduct code then all associated materials will not be kept in the students educational record. 

• Incident Report is Filed: An incident report is a documentation of an alleged violation to the Student Code of Conduct filed with the Office of Community Standards, Rights, and Responsibilities.
• Information Gathering: The incident report is reviewed to see if further action is required, and if so, what information is needed.
  • No Action: If, during the information gathering phase, it is determined that no violation of the code occurred the incident report will be closed with no action taken.
  • Educational Conversation: If, during the information gathering phase, it is determined that a violation or disruptive behavior not rising to the level of the conduct process may have occurred the student will have an educational meeting with a staff member of the Division of Student Life.  
• Initiation of Conduct Process: During the information gathering phase it was determined a potential violation of the student conduct code occurred. The incident report will be turned into a case and assigned to a University Hearing Officer.
• Written Notice Given: After a case is assigned to a Hearing Officer a date and time will be set for the initial meeting.  All notices and communication will be sent via email to a students @maine.edu email account.
• Initial Meeting:  An administrative meeting before a Hearing Officer to determine whether or not a violation to the Code of Conduct occurred.  
• Formal or Alternative Resolution: There are four ways a case may be resolved through the conduct process. The resolution format is determined by the Conduct Officer and based on the seriousness of the matter, the impact on the Parties and the community, the severity of likely sanctions, and other relevant circumstances.
  • Agreement-Based Resolution (ABR): is a type of informal resolution used to resolve some minor violations of the Code; such as the possession of prohibited items on-campus or alleged behavior on-campus that fails to comply with any Institution or Administrative Policy/Guide (such as Housing/Residence Life Policies, Tobacco Free Policy, etc.), that do not warrant additional investigation and where the Responding Party accepts responsibility.
    • a. Agreement-Based Resolution is not used when the alleged behavior poses a serious, active, and/or imminent risk to the University community or when the Responding Party has a significant prior conduct history. 
    • b. When the alleged violation(s) are determined to be suitable for an ABR, a Compliance Letter or request for a meeting will be emailed to the Responding Party’s University email account by the Conduct Officer, or their designee, and include the concern(s) observed. 
    • c. An ABR meeting may be required in situations that warrant a discussion with a University official before resolving. Following the ABR meeting; if applicable, the Responding Party will be sent a Compliance Letter. 
    • d. Compliance Letters will include actions that must be taken by the Responding Party to resolve the concern(s) and a date they need to be resolved by. 
    • e. If the concern(s) are addressed by the Responding Party according to the terms in the Compliance Letter, no further action is taken and formal disciplinary proceedings are not initiated. 
    • f. Disciplinary proceedings may be initiated if the concern(s) are not addressed by the Responding Party in their entirety by the date specified.
    • g. ABRs/Compliance Letters are not appealable. The Responding Party has two business days after the day the Compliance Letter is emailed to request a Conduct Resolution Meeting if they disagree with the terms in the Compliance Letter. If a request for a Conduct Resolution Meeting is not made within two (2) full business days, the Compliance Letter is considered final. 
    • h. ABRs/ Compliance Letters are part of a Responding Party’s Disciplinary File and do not result in an official Disciplinary Record; however they are considered in resolving future violations by the Responding Party. 
    • i. Repeat violations generally are not eligible for resolution by ABR and will result in more significant conduct action.
  • Adaptable Conflict Resolution (ACR): is an informal resolution for Cases that are based in conflict amongst individuals or groups which allow the individuals involved in the conflict to participate in the resolution (generally the Reporting Party and the Responding Party). ACR may be considered as follows:
    • a. At the discretion of the Conduct Officer, the facts in the case are determined to be suitable for the ACR processes, such as conflict coaching, mediation, facilitated dialogue or restorative practices, and the Parties voluntarily agree to pursue participation and engagement willingly, and freely. The nature of some conduct matters, for instance, those involving VAWA Offenses and Crimes of Violence, may not be suitable for ACR. 
    • b. The Conduct Officer will make arrangements for the specific ACR process that best fits the circumstances of the matter and may appoint a facilitator. 
    • c. If and when a mutually satisfactory resolution is reached by the Parties and the Conduct Officer, or their designee, and an ACR agreement is entered into and signed by the Parties, the case is resolved. 
    • d. ACR Resolutions may not be appealed. 
    • e. Violations of the ACR Resolution Agreement are a violation of this Code.
    • f. If an ACR Resolution process is attempted but a resolution is not achieved, the Conduct Officer, or their designee, and the Parties retain their right to pursue formal resolution through another Resolution Format. 
    • g. The ACR Agreement will detail if the Agreement will be included in the Disciplinary Record and released accordingly, and/or be considered when resolving any future violations.
  • Conduct Resolution Meeting (CRM): is a scheduled, structured meeting between a Responding party and a Conduct Officer to resolve less complex or serious matters.
    • a. A CRM may be considered when:
      • i. The alleged violation is less complex or serious, 
      • ii. There is sufficient evidence to charge a Code violation that has not been resolved through an Agreement-Based Resolution (ABR) or Adaptable Conflict Resolution (ACR) process; and 
      • iii. At least one of the following is true:
        • a. The facts are not in dispute; or 
        • b. The facts are less complex or serious; or 
        • c. A University employee directly observed the conduct violation.
  • Student Conduct Hearing Board (SCHB):
    • is a fact-finding and decision-making body designated to adjudicate cases involving more serious violations of this Code. The Coordinator of UMS Student Conduct (or designee) is responsible for appointing each SCHB.
      • a. A SCHB may be appointed to hear a case when:
        • i. Facts are serious or more complex; or 
        • ii. Alleged violation(s) are anticipated to have a higher impact on the Parties and the community. For example, cases which could reasonably result in dismissal or suspension from the University, or loss of recognition of a student organization.
        • iii. Alleged violation(s) involve serious physical, emotional, or psychological harm or the threat thereof; or 
        • iv. A VAWA Offense, Sexual Harassment, Sexual Violence, Sexual Misconduct, Discrimination or a Crime of Violence is alleged.
• Outcome Issued: After the conclusion of the formal or alternative process an outcome is issued to the student via their @maine.edu email account.  If a student is found in violation of the student conduct code there will be sanctions issued in the outcome letter.  
• Appeal: The Reporting Party and Responding Party may appeal any finding(s) or sanction(s) to an Appeal Panel when the case involves an alleged VAWA, Sexual Harassment, Sexual Violence, and/or a Sexual Misconduct Violation. Additionally, in all other cases, the Responding Party may appeal findings and sanctions (the Determination) to an Appeal Panel if the sanction imposed is degree revocation, Disciplinary Dismissal, Disciplinary Suspension, removal or suspension from University Housing, or loss of recognition of a University organization. In all other cases, the parties do not have a right to appeal the Determination. All requests for appeal must be submitted through the Appeals Form within 5 business days of the outcome letter being emailed. The Student Conduct Appeal Panel reviews all cases in the Student Conduct Appeal process.
• Student Conduct Appeal Panel: The Appeal Panel is the process in which Student Conduct Outcome appeals are reviewed. A review will be conducted by a panel of at least three (3) people. Appeals must be based on procedural error, consideration of new evidence, and inappropriate sanctioning. 
• Case Closed: If a student does not file for an appeal then the case is closed.  Once the appeals process concludes the case is closed.