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Anonymous Reporting Line
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(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 employment action is taken and is based upon a protected status. Disparate treatment occurs when an employee suffers less favorable treatment than others because of the protected status. Disparate impact occurs when an employment policy, although neutral on its face, adversely impacts persons in a protected status.
Harassment Verbal, non- verbal or physical conduct constitutes harassment if it is based on a person’s protected status and creates an intimidating, hostile, or offensive work or academic environment that unreasonably interferes with work or academic performance or negatively affects an individual's employment or academic opportunities. Harassment can occur between any individuals associated with the university, e.g., an employee and a supervisor; coworkers; faculty members; a faculty, staff member, or student employee and a customer, vendor, or contractor; or a student and a faculty member. Ohio State is committed to providing a workplace that is free of harassment based on age, ancestry, color, disability, gender identity or expression, genetic information, HIV/AIDS, status, military status, national origin, race, religion, sex, sexual orientation, or veteran status, is prohibited.
Nepotism Family members and/or domestic partners cannot be immediately responsible for the decision to hire, or the supervision, direction, evaluation, or salary recommendation of another family member.
Prohibited Relationship Prohibited relationships include 1) romantic and/or sexual relationships between individuals in a supervisory, teaching, evaluation, advising, coaching or counseling relationship constitute a conflict of interest. The person in the position of higher institutional authority has the responsibility to eliminate the conflict of interest. The conflict of interest must be eliminated in a way which minimizes potential for harming the person with lower institutional authority and 2) faculty, staff and students who are in the position to influence academic or employment decisions about others with whom they are in a romantic and/or sexual relationship should recuse themselves from such decisions. In the event of an allegation of sexual harassment, the university will strictly scrutinize a defense based upon consent when the facts establish that an institutional power differential existed within the relationship.
Sexual Harassment Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other physical or verbal conduct of a sexual nature that is made a condition of continued employment or academic standing or has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creates an intimidating, hostile, or offensive environment.

Romantic or sexual relationships between faculty/staff/graduate associates/undergraduate TAs and students are prohibited whenever there are supervisory, teaching, evaluation, advising, coaching, or counseling responsibilities for the student. Prohibited relationships also include romantic or sexual relationships between supervisor, faculty member, administrator, and employee.
Whistleblower/Retaliation An adverse employment action against an individual because she or he has made a protected disclosure or has participated in an investigation, proceeding or hearing involving a protected disclosure.
Workplace Violence Workplace violence is any act that results in threatened or actual harm to a person or property in the workplace. Conduct/behavior not tolerated by the university includes direct or implied threats, physical conduct that results in harm to people or property, possession of a deadly weapon, intimidating conduct or harassment that disrupts the workplace or use of University property or resources to threaten, harass or abuse someone.