University policies related to prohibited discrimination and harassment, including gender-based discrimination and sexual harassment and sexual violence, may be found below or on the university policy library website.
When resolving a complaint of discrimination or harassment, the university seeks a compassionate, fair, and equitable process. Members of the UO community are encouraged to contact the Office of Investigations and Civil Rights Compliance for more information regarding each policy and its corresponding procedures.
This policy outlines the university’s discrimination statement, response to discrimination complaints, responsible employee obligations, and defines prohibited discrimination, discriminatory harassment, and sexual harassment.
A new policy to improve the university’s response to gender-based discrimination, sexual harassment, and sexual violence experienced by students went into effect September 15, 2017.
The new policy ensures clarity and transparency as well as compliance with Title IX. It clearly identifies employees by their reporting responsibilities:
- Establishing a named group of Designated Reporters allows students to make informed choices about whether to disclose information to employees who are required to report any and all disclosures of prohibited discrimination or harassment to the university.
- Identifying Confidential Employees with precision allows students to know who is able to keep disclosures confidential.
- Designating all other employees as Student-directed Employees, with specific response obligations that include providing support and resources, maximizes students’ access to supportive university personnel and affords students another avenue by which they can initiate a report to the Title IX coordinator if they so choose.
Please Note: The previous policy still remains effective after September 15, 2017, as to all other forms of prohibited discrimination and harassment based on any other protected status. It still designates all university employees, except confidential or otherwise exempted, as responsible employees. A responsible employee must still report all information related to instances of non gender or sex-based discrimination and harassment.
Conflicts of Interest and Abuses of Power: Sexual, Physically Intimate, or Romantic Relationships with Students
This policy addresses sexual, physically intimate, or romantic relationships between employees and students, where the employee has power or authority over the student. This policy is meant to foster a learning environment characterized by professional behavior and fair and impartial treatment.
This policy intends to outline responsibilities related to the protection of minors at the university. Employees are mandatory reporters of child abuse and neglect by law.
The university makes reasonable accommodations, upon request, for students who are unable to attend a class for religious obligations or observance reasons, as outlined by the university discrimination policy (Section GG). For more information or to request accommodations, visit the Office of the Registrar's website.
Employees can request religious accommodations by contacting Employee and Labor Relations. More information can be found on the Human Resources website.
General Statement on Protecting Privacy
The Office of the Title IX Coordinator makes every effort to protect the privacy of individuals who participate in the investigation and resolution process by limiting the number of individuals who need access to information gathered throughout the complaint resolution process. For more information please see the Title IX Coordinator’s notice of privacy practices.
The Student Conduct Code defines, among other terms, harassment and sexual misconduct for purposes of allegations concerning student misconduct.