December 4,2015

Pranava Jha

Dear Pranava:

This disciplinary letter is my decision based on the investigatory meeting held at 1:30 pm on
Monday November 30,2015 in Kiehle 116 and investigation. As a result of the
investigation, this letter serves is a written reprimand for behaviors you exhibited in the
workplace from approximately mid-September 2015 through October 2015.

The function of the investigatory meeting was to gather information regarding comments
alleged to have occurred from mid-September through October at various locations on the
UMC campus. When allegations are reported to the University of Minnesota, we are
obligated to conduct an investigation. It is the University of Minnesota's responsibility, on
behalf of its stidents, faculty, and staff, to conduct these meetings. Thank you for your
responses to the questions we asked.

The allegations were in three categories: 1) inappropriate remarks to female faculty and
staff, 2) inappropriate remarks made to a class of software engineering students, and 3)
following a female faculty member. University of Minnesota policy prohibits unwelcome
behaviors that are perceived as creating an intimidating, hostile or offensive environment.
Unwelcomed behaviors include sexual harassment in the form of verbal conduct and
stalking. It is essential that all employees feel safe and fi-ee of threats, aggression, and
intimidating or hostile behaviors.

During the investigatory meeting, you acknowledged that you may have made comments to
"You could be a model. You are so beautiful." You responded, "I may
have said this.. .1 don't see anything wrong with saying this."

When asked if you could explain why you said, "You are such a lovely lady,"
you remarked, "If I said this, I said it in good spirit." As an employee representing the
University of Minnesota, this type of gender-based language is not professional or
acceptable.

When asked, did you ask the , "Do you like me?"
you immediately acknowledged . Durmg the
investigatory meetmg, you inferred that you only meant to inquire if you were doing a good
job teaching.

You vehemently denied any allegations about following near or in the parkmg
lots . You stated, "This is a clear case of misunderstanding." When asked if
you had ever obser/ed , you said, "I don't
remember seeing the parking lot. I don't remember seeing a sidewalk."

It is essential you clearly understand gender biased behaviors are unacceptable. All
employees of the University of Minnesota have an obligation to promote a campus climate
in which employees, staff, and students feel safe and free from threatening or harassing
remarks and behaviors. It is important you understand that you should not harass fellow
employees, staff, or students; or engage in any behaviors that are unwelcome, offensive,
demeaning, or hostile.

It is my expectation that all members of the University be sensitive and respectful of others
in their interactions with staff, faculty, students, and the general public. As stated earlier in
this letter. University of Minnesota policy prohibits unwelcome behaviors that are perceived
as creating an intimidating, hostile or offensive environment.

As a result of the investigation regarding the mcidents, the following restrictions will be in
force for the duration of this semester:
1. You may not have any contact on campus or off campus.
2. Except during normal class time, you may not have any contact

3. You may not have any contact with off campus.

4. You are to refrain &om all personal comments to all students, faculty, and staff.
Examples of such comments include: description of the human body, discussions
about relationships and similar topics, personal data, and romantic emotions.

A copy of this disciplmary letter will be placed in your personnel file. You need to
recognize the seriousness of your behaviors. You are encouraged to seek assistance through
the University's Employee Assistance Program (EAP). The EAP can provide cost-free
confidential professional consultation and referral services for University employees who
are experiencing work and personal-related difficulties. You can contact the Northwestern
Mental Health Center in Crookston at 281-3940 with questions regarding the University's
EAP.
You can locate University policies regarding expectations of behavior and conduct and
prohibiting harassing behaviors at:
http://wwwl.unm.edu/regents/policies/academic/Conduct.pdf
http://wwwl.umn.edu/regents/policies/humanresources/SexHarassment.pdf.
http://wwwl .umn.edu/regents/policies/administrative/Campus_Health and Safetv.html

It is also important you not engage in any reprisal action against any employee, student, or
other person who has reported, testified, assisted, or participated in an investigation of
alleged harassment; or assisted, or participated in a proceeding relating to alleged harassing
behavior. Reprisal includes, but is not limited to, any form of retaliation, harassing or
intimidating actions.

This is the second written reprimand you have received this semester. From this point
forward, I expect your behaviors to comply with University policy in all aspects of your
work and that you meet all the expectations of your position. Failure to do so will result in
further more serious disciplinary action, which may be up to and including dismissal.

Sincerely,

Joseph Shostell,
Department Head for Math, Science, and Technology

c: Les Johnson, Director of Human Resources UMC

Office of Academic Affairs, UMC
Official Personnel File