Office of Institutional Equity: Frequently Asked Questions

1. How long is the case analysis process?

The University aims to resolve matters of sexual or discriminatory harassment in a reasonably prompt timeframe. The University will communicate any unexpected delays.

2. I do not feel safe. Are there safety measures available throughout the case analysis process?

The University offers a wide range of resources for Complainants and Respondents, to provide support and guidance throughout the initiation, investigation, and resolution of a report under the Policy.  Upon receipt of a report, the University may take interim measures to address concerns regarding safety and well-being and to facilitate the parties' continued access to University programs and activities.  These measures may be remedial and/or protective (designed to address safety and well-being and continued access to employment and educational opportunities).  Interim measures, which may be temporary or permanent, may include no-contact directives, changes in class or work schedules, academic modifications and support, changes in University-owned living arrangements, or any other reasonably available measures that the University deems appropriate.  Interim measures are available under all resolution processes and may be implemented prior to the initiation of the process.  Interim measures will be administered by the Assistant Vice President of the Office of Institutional Equity and Title IX Coordinator (or designee).  The University will maintain the confidentiality of any interim measures provided, to the extent practicable, and will promptly address any violation of interim measures.

3. Are there confidential resources available?

If a student, staff, or faculty members wishes the details of an incident to be kept confidential, the student, staff, or faculty member can speak with:

  • Counselors, including at the University Counseling Center and Wellness Center;
  • Health providers, such as University Health Services and local hospitals;
  • Off-campus rape crisis resources, such as S-O-S, the rape crisis center for St. Joseph County; and
  • Vowed religious (priests, deacons, and religious sisters and brothers) working within Campus Ministry and who are operating in that role.

These individuals will honor confidentiality unless there is an imminent danger ot the person involved or to others.  In addition, disclosure during the Sacrament of Reconciliation (confession) will not be revealed by the priest for any reason, which is a sacred obligation protected by law.

For more information about confidential resources, visit here.  

4. What are my options for reporting violations of the Policy on Discriminatory Harassment, Sexual Harassment, and Other Sex-Based Misconduct?

The University encourages its students, faculty, and staff to report all violations of the Policy. The University is committed to eliminating misconduct, and to do so, the University must be informed of any conduct that violates the Policy. Any person may report conduct prohibited by the Policy, in person, by mail, by telephone, by email or by online form to the Office of Institutional Equity using the contact information listed below or by any other means that results in the Office of Institutional Equity receiving the person's report. A person may make a report at any time, including during non-business hours.

You may report to the Office of Institutional Equity by calling 574-631-0444, emailing, or using the online incident reporting form at

Contacting Notre Dame Integrity Line

If talking with your supervisor or other administrator is not an option in dealing with a workplace concern, the ND Integrity Line is a 24-hour, toll-free phone number you can call to discuss your concerns about questionable or unethical behavior. The ND Integrity Line is available at any time of the day or night. No call-tracing or recording devices are used. If you wish, you may remain completely anonymous.

5. What information about the case analysis is provided to my supervisor/manager?

Your immediate supervisor and or department leadership will be made aware of any suspension, corrective action or required training related to the outcome of the investigation. The OIE does not share the investigative report with any parties beyond the Office of Institutional Equity, Human Resources and the Office of General Counsel. Exceptions to this standard may be made in cases where senior leaders need to approve severe sanctions.

6. What should I do if I have concerns about retaliation?

The University of Notre Dame is committed to protecting members of the University community from retaliation for participating in an investigation or for good faith reporting or objecting to any activity by another member of the University community that they reasonably believe is unlawful, unethical, or in violation of University policy. For more information, please see the University's Non-Retaliation Policy (75k).

7. What types of issues does the Office of Institutional Equity address?

The Office of Institutional Equity addresses alleged violations of the University's Discriminatory Harassment, Sexual Harassment, and Other Sex-Based Misconduct Policy (213k) or the University's Non-Retaliation Policy (75k).