You're facing sensitive student disciplinary decisions. How can you ensure fairness and impartiality?

1. Follow established policies and procedures consistently. 2. Consider all relevant information and perspectives. 3. Avoid bias or personal judgments. 4. Provide opportunities for the student to present their side. 5. Document decisions and reasoning clearly. 6. Ensure confidentiality throughout the process. 7. Seek guidance from colleagues or supervisors if needed.

Once you have gathered all necessary information, review your institution's policies and procedures on student discipline. These guidelines are designed to ensure consistency and fairness across all cases. Make sure you understand the rules and the consequences they prescribe for various infractions. If there's any ambiguity, seek clarification to avoid misinterpretation. Adhering strictly to established policies not only ensures impartiality but also protects you and your institution from potential accusations of bias or unfair treatment. By following these procedures, you demonstrate a commitment to fairness and uphold the integrity of your institution’s disciplinary process.

To make sure that sensitive student discipline cases are handled fairly and evenly, rules and processes must be strictly followed, everyone must be carefully listened to, and decisions must be based on facts rather than personal feelings or biases. Students' privacy must be protected, trust in the system must be built, and the process must not be made public in order to avoid unfair impact or shame. The integrity of the disciplinary process is upheld by a clear but discrete approach that treats all students with respect and dignity.

First and foremost, FOLLOW YOUR PROCESS!!! Even SCOTUS tends to give Higher Ed a pretty wide birth so long as you follow your established process. So long as your process is well conceived and ensures appropriate levels of due process, and you also mind your "interpersonals," you are defensible. Perhaps the most important "interpersonal" skill is listening. If the parties don't feel heard, you will not come across as empathetic. Remember "R&D" ("Respect and Dignity") for all the parties and participants. And finally, try to tease out the "why" from the respondent. I often like to as a question like, "how did you find yourself in this place?" "What led you to make that choice, and what were you hoping would happen as a result?"

Don’t forget to include why an alternative response would not not be appropriate. Consider aggravating and mitigating factor to show impartiality.

Beyond the outcome and rationale for the decision, students need to be fully informed about any appeals processes they may want to pursue as well as important dates moving forward (deadlines for appeals submissions, timelines tied to disciplinary actions, etc.). The goal is not that the student agrees with the outcome, but that they feel heard, they understand the decision and its rationale, and they are fully informed about any available next steps.

Be sure that you do not amend your process while an appeal is still possible. If you find that your review requires a rewrite of your process or policy, wait until any legal concerns or appeals have been handled. Changing your policy can be an admission that your policy was flawed and used against you in court.

Além de observar todos os lados e todas as vers?es, é muito importante se ater aos fatos e n?o aos sentimentos, dessa forma há maior chance de sermos justos, ou pelo menos tentarmos ser. é importante que tenhamos menos vieses de interpreta??es e julgamentos.