After a complaint is filed, it is reviewed by the office to determine whether it is appropriate to address within the office or refer to a different area. A meeting with a staff member may be requested to learn more about what happened.
These frequently asked questions relate to the discrimination and harassment process. Frequently asked questions about the sexual misconduct process are found on the Sexual Misconduct Response and Resources website.
After a complaint is filed, it is reviewed by the office to determine whether it is appropriate to address within the office or refer to a different area. A meeting with a staff member may be requested to learn more about what happened.
It depends. If the individual filed a Discrimination/Harassment or Retaliation Complaint, the respondent is not notified right away. They are notified after a meeting has taken place with the complainant. If the individual filed a Sexual Misconduct Complaint, the respondent is sent notice of the investigation at the same time the complainant is also notified.
Yes, there may be time limits depending on the nature of the complaint and applicable policies. Time limits are designed to encourage individuals to file complaints as soon as they are able and comfortable doing so and to ensure that evidence is available.
Regarding claims of discrimination, harassment and retaliation, a complaint must be filed within 180 calendar days from the time that the individual knew or should have known they were subjected to the prohibited conduct.
Failure to respond may delay the process or result in the case being closed. It’s important to check your university email regularly and respond promptly.
The office is responsible for receiving, assessing, and investigating complaints related to discrimination, harassment, retaliation and sexual misconduct. It ensures a fair and impartial handling of all cases.
Yes, you may bring a support person or advisor with you. Please notify the office in advance if you plan to do so.
Yes, anonymous complaints are accepted, but they may limit the ability to investigate or resolve the issue fully. For example, if a complaint is filed anonymously, investigators are not able to follow up with the complainant to find out more information or ask clarifying questions. Additionally, it may impede the investigator’s ability to fully question the respondent due to a lack of information as to who they were alleged to have harmed.
If an individual is anxious, nervous, or fearful of putting their name on a complaint, they should contact the office and let them know of this. An investigator can discuss options available, such as supportive measures, referrals to other offices, and the university’s prohibition on retaliation.
Retaliation is strictly prohibited. If you believe you are being retaliated against, report it immediately to the Civil Rights Office or your supervisor. Individuals who have filed a complaint, served as a witness, assisted another in filing a complaint, or has a complaint filed against them (the respondent) all have rights to be free from retaliation.
In most cases, direct contact between parties is discouraged or explicitly restricted during the review process. Specific guidance will be provided based on the nature of each situation and parties involved.
You will be notified and given an opportunity to respond by having a meeting with the investigator. The process will be explained to you, and you will be treated fairly and respectfully throughout. A decision regarding responsibility is not until the conclusion of the investigation process.
You may bring an attorney or advisor, but their role may be limited. For example, an attorney or an advisor cannot answer questions on your behalf. Additionally, the rules of evidence do not apply as the investigation process is administrative in nature and not a court of law. It is best to check with the office in advance for specific guidelines.
Only individuals with a need to know will be informed that a complaint has been filed against someone. For example, supervisors are not automatically made aware that a complaint has been filed against an employee, unless there is a need for them to assist with workplace modifications pending investigation (schedule change, shift to remote work, etc.). Additionally, individuals who are interviewed as witnesses may be aware who the complaint pertains to so they can provide information related to what they may have witnessed. In all cases, the office strives to maintain the confidentiality of the involved parties to the greatest extent possible.
No. Filing a complaint does not imply guilt. No disciplinary action will be taken until the process is complete and a determination is made.
If you suspect a complaint is retaliatory, report your concerns to the Civil Rights Office. They will assess the situation and take appropriate action.