EOC creates, implements, and enforces University policies that promote an equitable, inclusive, and welcoming campus community.
EOC oversees several non-discrimination policies, including the Policy on Prohibited Discrimination, Harassment, and Related Misconduct (the Policy). If you or someone you know has experienced discrimination or harassment based on any protected status (i.e., age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, veteran status), sexual assault or sexual violence, interpersonal (relationship) violence, or stalking, you are encouraged to report the incident to EOC. If you are considered a “Responsible Employee,” you are required to report the incident.
Once EOC receives a report, EOC staff members are focused on:
- stopping the conduct;
- providing services for the safety and well-being of those involved;
- identifying any patterns of behavior that may exist;
- addressing incidents that have occurred; and
- taking measures to prevent the conduct from happening in the future.
Here is a closer look at how EOC addresses reports of misconduct.
|Receives Reports||Anyone can report an incident to EOC. When a report is made, EOC leads the assessment of whether the incident could violate the University’s Policy and whether additional action is needed. An EOC staff member will contact the individual reporting the incident to gather information that will allow EOC and other offices as needed to assess any immediate safety concerns, notify those involved of the option to contact law enforcement if the conduct is criminal in nature, provide information about resources and measures for protection, and discuss preferences for addressing the incident under the University’s Policy.|
|Receives Reports by Responsible Employees||Employees who are designated as “Responsible Employees” have special reporting responsibilities. Responsible Employees are required to immediately report to EOC any conduct that comes to their attention that involves discrimination, harassment, or retaliation based on any protected status, sexual assault or sexual violence, interpersonal (relationship) violence, and stalking. When EOC receives a report from a Responsible Employee, an EOC staff member will reach out to the affected person by email to let them know about their options for support and addressing the report under the University’s Policy. The affected person can choose whether they want to meet with someone from EOC, but they are not required to do so.|
|Provides Resolution Routes||There are specific procedures for reports under the Policy based on the relationship of the individual(s) who reported the incident and the individual(s) engaged in the alleged conduct to the University. Where possible, EOC will seek to resolve the issue in a way that reflects the affected person’s preference, recognizing that the University must move forward in situations where there appears to be a threat to any individual or to the University as a whole. When the report is about student behavior, routes of resolution may include (1) no further action if requested by the affected person; (2) voluntary resolution, if available, where action may be taken through individual or community remedies (e.g., education, no-contact orders, housing restrictions, increased monitoring or security at locations where the misconduct occurred); or (3) the start of an investigation and adjudication that may lead to disciplinary action (e.g., expulsion, permanent suspension, suspension for a period of time, probation). When the report is about employee behavior, EOC will begin an investigation, which is called an “Administrative Review” under the Policy, from which corrective action (e.g., counseling, written warning, or other appropriate action, up to dismissal) can be taken if warranted.|
|Connections to Resources||The safety and well-being of those involved in an incident is our number one concern. When EOC receives a report, EOC staff members along with other University staff, can impose measures to protect the safety of those involved in the incident. These measures, called “interim protective measures,” are temporary actions EOC can help coordinate to create a more stable and safe environment and provide equal access to programs and activities at the University during the process of reporting, investigation, and/or adjudication. There are a range of interim protective measures, including, but not limited to counseling, no-contact orders, changes in class or work schedules, and academic support services. EOC staff members can also connect you to all other confidential medical support, confidential emotional and psychological support, and law enforcement reporting options on campus and in the community.|