Investigation Processes

Annual Review of Title IX Adjudication Procedures

As part of the UO Title IX Coordinator’s commitment to transparency and stakeholder involvement, a UO advisory group has begun meeting as part of the annual review of how the university adjudicates cases of sexual misconduct and prohibited discrimination and harassment. The advisory group will review the adjudication procedures in depth, with the goal of providing concrete recommendations for any changes to the process by the end of summer.

For more information, visit the advisory group page.

The university encourages all members of the UO community to discuss concerns or make a report of discrimination, harassment, or retaliation.

The Office of Investigations and Civil Rights Compliance (OICRC) ensures reports of discrimination, discriminatory harassment, and retaliation are addressed. Discriminatory harassment includes sex or gender-based harassment, stalking, bullying, or violence.

The investigations office responds to complaints and concerns in a variety of ways. The following links explain OICRC repsonse and processes and the rights of participants thoughout the process:

Addressing Complaints Investigations Rights

Addressing Complaints

Following some preliminary gathering of information regarding the complaint, an investigator will determine, in accordance with university policy and procedure, what method to use to resolve the complaint. When possible, and permitted by university policy and procedure, the investigator will make their assessment with the input and respecting the desires of the individual impacted by the harassment or discrimination.

When a method to address, correct, and resolve the complaint is determined, the investigator will communicate how the complaint will be addressed and resolved. Whichever method is used to resolve the matter, the university will ensure that prompt action is taken to address a violation of policy or provide referral to address other issues that do not rise to the level of policy violation. If there is a policy violation, action will be taken to correct its effects on the impacted employee, and ensure that violation of policy does not reoccur.

The methods available to address a complaint include a range of disciplinary and non-disciplinary actions. Potential resolutions include, but are not limited to:

  • Education or training
  • Consultations and mediations
  • Discussions to refer employees to resources for resolving employee relations and other non-discrimination related complaints.
  • Changes to policies and procedures
  • Changes or adjustments to work or academic schedules
  • Corrective action (including disciplinary and non-disciplinary action)

In some instances, the investigator may determine that the concern presented does not indicate prohibited discrimination or discriminatory harassment, but does present a workplace situation for which resources may be available to assist in resolving the concern. In such instances, a referral to other university resources such as Ombuds Office and Employee and Labor Relations in Human Resources will be provided.

Participants in a Complaint

The following terms are used to identify individuals involved in the complaint process:

  • Complainant – the person alleging he or she was subjected to the harassment or discrimination.
  • Respondent – the individual against whom the complaint is filed.
    When a complaint has been brought against an individual, it means that someone has made a formal request of the university to investigate or has brought to the university’s attention an incident that involves that person's actions and behavior toward another. Being named in a complaint does not mean that a policy violation has occurred.
  • Witness – any individual who has knowledge of or information about the harassment or discrimination being reported.

Rights in the Complaint Process

Every member of the University of Oregon has the right to expect an academic and working environment that is safe and free of harassment and discrimination. The Office of Investigations and Civil Rights Compliance takes steps to ensure that both complainants and respondents receive a fair, balanced, and equitable resolution process that preserves the following rights:

  • The right to bring forward a complaint and ask that it be addressed and resolved.
  • The right to know the resolution process that will be used to address and resolve the complaint.
  • Rights for the complainant during the complaint and resolution process.
  • Rights for the respondent during the complaint and resolution process.
  • The opportunity for the complainant to request assistance throughout the resolution process with issues and concerns related to: education, work, transportation, campus escorts and safety planning, access to confidential resources, housing (students), access to campus physical and mental health resources (students).
  • The opportunity for the respondent to request assistance throughout the resolution process with issues and concerns related to: education, work, transportation, campus escorts and safety planning, access to confidential resources, housing (students), access to campus physical and mental health resources (students).
  • Protection from retaliation.

In a complaint process, participant rights are established by several governing factors, which include collective bargaining agreements, policies, and the student code of conduct.


The formal resolution process includes an investigation to determine if an individual violated university policy. If a person is found to have violated university policy, then a range of disciplinary measures may be taken up to and including dismissal from school and employment.

Learn more about a the investigation process using the following links.