Discrimination Complaints and Procedures

The procedures that are used to resolve complaints of harassment and discrimination vary depending on the status of the complainant, the status of the respondent and the complaint procedure initiated.  In general, these complaint procedures involve two steps:

  1. an investigation and
  2. a sanction or discipline procedure. 

Complaints against students go through the student conduct code, including any applicable investigation and sanctioning procedures.  Complaints or investigations against employees go through the applicable collective bargaining agreements and/or UO policy. If discipline is recommended as a result of that investigation, the employee-respondent will have certain rights, as prescribed by the applicable collective bargaining unit or university policy.

Regardless of the complainant or respondent’s status or the type of complaint or grievance filed, parties will always have the rights outlined below:

  • The right to bring forward a complaint and ask that it be addressed and resolved.
  • The right to know the resolution process that will be used to address and resolve the complaint.
  • Rights for the complainant during the complaint and resolution process.
  • Rights for the respondent during the complaint and resolution process.
  • The opportunity for the complainant to request assistance throughout the resolution process with issues and concerns related to: education, work, transportation, campus escorts and safety planning, access to confidential resources, housing (students), access to campus physical and mental health resources (students).
  • The opportunity for the respondent to request assistance throughout the resolution process with issues and concerns related to: education, work, transportation, campus escorts and safety planning, access to confidential resources, housing (students), access to campus physical and mental health resources (students).
  • Protection from retaliation.

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Methods Used to Address Complaints

Following some preliminary gathering of information regarding the complaint, the Director of AAEO will determine, in accordance with university policy and procedure, what method will be used to resolve the complaint.  When possible, and permitted by university policy and procedure, the Director will make such an assessment with the input and respecting the desires of the individual impacted by the harassment or discrimination.

When a method to address, correct and resolve the complaint is determined, the Director will communicate how the complaint will be addressed and resolved.  Whichever method is used to resolve the matter, the university will ensure that prompt action is taken to stop the harassment, correct its effects on the impacted employee and ensure that the harassment does not reoccur.

The following methods are available to address, correct and resolve a complaint:

Potential Resolutions

Potential resolutions include a range of disciplinary and non-disciplinary actions as means to resolve a complaint that may include but are not limited to:

  • Education or training
  • Information gathering
  • Consultations and mediations
  • Discussions to refer employees to resources for resolving employee relations and other non-discrimination related complaints.
  • Changes to policies and procedures
  • Changes or adjustments to work or academic schedules
  • Corrective action (including disciplinary and non-disciplinary action)

In some instances, AAEO may determine that the concern presented does not indicate prohibited discrimination, but does present a workplace situation for which resources may be available to assist in resolving the concern. In such instances, a referral to other university resources such as Ombuds Office and Employee and Labor Relations in Human Resources will be provided.

Investigations

The formal resolution process includes an investigation to determine if an individual violated university policy.  If a person is found to have violated university policy, then a range of disciplinary measures may be taken up to and including dismissal from school and employment.

Learn more about a the Investigation Process.


Participants in a Complaint

The following terms are used to identify individuals involved in the complaint process:

  • Complainant – the person alleging he or she was subjected to the harassment or discrimination.
  • Respondent – the individual against whom the complaint is filed.
  • Witness – any individual who has knowledge of or information about the harassment or discrimination being reported.

Rights in the Complaint Process

Every member of the University of Oregon has the right to expect an academic and working environment that is safer and free of harassment and discrimination.  Both the Title IX Office and AAEO office take steps to ensure that both complainants and respondents receive a fair, balanced and equitable resolution process.  More information about the Title IX office can be found on the Title IX website.