Report a Case

Reporting a Harassment Case:

Any prospective, current or former member of the CEU community or a visitor, who has experienced, has witnessed or has knowledge of conduct they believe is a violation of CEU’s equality related policies is encouraged to bring a complaint to the University under the procedures provided under the CEU Equal Opportunity Policy, the CEU Code of Ethics or the CEU Policy on Harassment.

Complaints may be filed directly to the Ombudspersons Network or, in cases of formal complaints, to the Disciplinary Committee. Complaints may be registered up to 2 years after the alledged incident took place or, in cases of sexual harassment, 3 years after the alledged incident occurred.

For more information and advice visit our Gender Equality Sharepoint (only accessible to members of the CEU Community)

Procedures and Outcomes:

Based on CEU’s Policy on Harassment there are three different ways of bringing harassment complaints within CEU - anonymous disclosures, informal and formal complaints (see in particular provisions contained in Articles 16, 18 and 20). These procedures are not mutually exclusive and do not preclude the possibility to bring formal legal complaints before courts outside of CEU. The choice between the procedures is with the complainant who does not necessarily need to be the person who suffered the harassment.

Anonymous Disclosures:

Anonymous disclosures will be collected in the CEU SpeakApp and operate as signals towards CEU to facilitate the identification of patterns of harassment. Anonymous discolsures will not normally serve as basis for disciplinary santions.

Informal Compaints:

Informal complaints can be logged either through the SpeakApp or directly to the complainants chosen Ombudsperson (either in person or via email). The complainant will be immediately assigned a case number and in cases where the complaint is registered through the SpeakApp, asked to select a preferred Ombudsperson to ensure their case is logged and attended to by someone they feel comfortable with.

The Ombudsperson team will guide the complainant and attempt to reach an informal resolution of the case.  Any resolution or action, either formal or informal, will only occur with the complainant's consent. A complainant may insist upon or, under advice from the Ombudspersons Network, transfering their case to the Disciplinary Committee. This can take place when (i) the case is severe and/or the complainant insists at the meeting to file a formal procedure; (ii) because there is no informal settlement between the two parties; or (iii) because there is a breach of the informal settlement.

In an informal resolution/settlement wherein the respondent agrees in writing to adopt certain measures, such as not to repeat the conduct, to apologize and/or to participate in education, training and/or counselling. No disciplinary sanctions can be adopted under this procedure but if the respondent breaches the agreement this can later be used against him/her. 

Formal Complaints:

Formal complaints may be logged either through the SpeakApp or directly to the Disciplinary Committee, who will be responsible for handling and initiating the investigative procedure to address the complaint.

In the case of formal complaints potential sanction cans range from oral and/or written reprimand, expulsion, suspension or other appropriate disciplinary actions.

Retaliation (Art. 10.):

Retaliation in any form against any person who has made a complaint, provided information about a complaint or otherwise been involved in a complaint or report of harassment will be treated with the utmost seriousness. Such conduct may result in immediate commencement of formal disciplinary proceedings and may result in disciplinary sanctions.

False Allegations (Art. 11.):

CEU recognizes that the question of whether a certain conduct constitutes sexual or other harassment requires a factual determination. CEU recognizes also that false accusations of harassment can have serious effects on innocent persons. If an investigation results in a finding that a person who has accused another of harassment has maliciously or recklessly made false accusations, the accuser will be subject to appropriate measures by the Disciplinary Committee according to the Code.