Resolution Procedures

Note: these pages contain only excerpts or summaries of University policy. For more information, please see the complete Policy on Sexual and Discriminatory Harassment (PDF).

Complaints of sexual or discriminatory harassment may be resolved as described below.

If you are uncertain about how to handle a situation involving sexual or discriminatory harassment, please contact a University Ombudsperson or other University official. See Where to Turn for Help.

Communicate Directly with the Alleged Offender

If the offended person feels comfortable speaking directly with the alleged offending person to address concerns and obtain an appropriate resolution, he or she is encouraged to do so. Sometimes, the most effective manner of addressing offensive behavior is to politely and calmly advise the person, verbally or in writing, that his or her behavior or language is offensive and unwelcome, and to request that the person stop uttering such words or engaging in such behavior. Individuals who choose not to address the alleged harasser directly, or who have not obtained a satisfactory outcome following such a discussion, are encouraged to promptly report the issue and pursue University resolution of the matter (as outlined below).

University Resolution

University resolution will occur when the option of direct communication is not pursued or is not successful in resolving the situation.

Resolution Process when Alleged Offender is a Faculty Member

Any complaint of violations of this policy by a faculty member, postdoctoral research associate, or student with teaching or classroom responsibilities (if the allegations are related to such responsibilities) that the complainant cannot or does not desire to resolve directly should be reported to the Office of the Provost or the Office of Institutional Equity. The Office of the Provost or its designee will investigate complaints and reports that a faculty member has engaged in sexual or discriminatory harassment.

Resolution Process when Alleged Offender is a Staff Member

Any complaint of violations of this policy by a staff member, including a student when the alleged violation occurs in an employment setting, that the complainant cannot or does not desire to resolve directly should be promptly reported to the Office of Institutional Equity, a Human Resources Consultant, or a supervisor in the complainant’s department (who in turn, must immediately report the allegation to the Office of Institutional Equity). The Office of Institutional Equity or its designee will investigate complaints and reports that a staff member has engaged in sexual or discriminatory harassment.

The complainant may also report a violation of this policy to the Office of Human Resources, or a Human Resources Consultant.

Resolution Process when Alleged Offender is a Student

Any complaint of violations of this policy by a student outside the employment setting that the complainant cannot or does not desire to resolve directly should be promptly reported to the Division of Student Affairs for appropriate investigation and resolution by the Office of Community Standards. The Office of Community Standards will notify the Deputy Title IX Coordinator of all complaints against a student involving sexual harassment (including sexual assault). The Deputy Title IX Coordinator is responsible for implementing the procedures outlined in du Lac. All other complaints of discriminatory harassment or other abusive or harassing conduct by a student will be addressed by the Office of Community Standards.

For more information on who to contact to report instances of sexual or discriminatory harassment, see Where to Turn for Help.


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