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TO MAKE A CIVIL RIGHTS COMPLIANCE REPORT
(Click on a category below to select the type of report you would like to make. )
Discrimination
Discrimination (disparate treatment and disparate impact) occurs when an adverse action is taken under university authority against a university community member in an educational program or activity and the action is based upon one’s protected class status. Disparate treatment occurs when one suffers less favorable treatment than others because of their protected class status. Disparate impact occurs when a university policy or practice, although neutral on its face, adversely impacts persons in a protected class.
Harassment
In the employment context, harassment is unwelcome verbal or physical conduct based on a protected class that unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive work environment. In the education context, harassment is unwelcome verbal or physical conduct based on a protected class that interferes with, denies, or limits an individual’s ability to participate in or benefit from the university’s educational programs and activities.
Minors
Concern related to activities and programs with minor participants.
Process Abuse
Obstruct, prohibit, exert improper influence over, or interfere with any individual making a report, participating in a process, or carrying out a responsibility covered by this policy; Falsify or misrepresent information in or related to a process covered by policy; Make a false allegation; Disrupt or interfere with the orderly conduct of any proceeding conducted under policy; or Fail to comply with any directive or sanction issued pursuant to policy.
Prohibited Relationship
"Romantic and/or sexual relationships that are not allowed due to power differentials. A power differential exists when one party is responsible, at least in part, in their official capacity for supervising, evaluating, teaching, advising, coaching, treating, or counseling the other party. An employee in any of their official capacities must not exercise responsibility for supervising, evaluating, teaching, advising, coaching, treating, or counseling any student with whom the employee has a consensual romantic and/or sexual relationship. An employee must not make decisions regarding the hiring, performance evaluation, promotion, tenure, compensation, or termination of a person with whom they have a consensual romantic and/or sexual relationship.
*Allegations of prohibited relationships that have elements of sexual misconduct will be handled in accordance with the procedures set forth in this policy. CRCO will refer all other allegations of prohibited relationships to Employee and Labor Relations for assessment, investigation, and response as appropriate, in accordance with the Employee and Labor Relations Investigation Standards."
Sexual Misconduct
A broad term that encompasses sexual harassment (university definition and/or Title IX), sexual assault, relationship violence, stalking, and sexual exploitation.
Whistleblower/Retaliation - Related to Discrimination or Harassment
Any adverse action against any person by any other, such as intimidation, threats, coercion, or discrimination against any individual for the purpose of interfering with any right or privilege secured by this policy, or because the individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under the Non-Discrimination, Harassment, and Sexual Misconduct policy.
