Please click below to view answers to Frequently Asked Questions (FAQs) for complainants and respondents.
FAQ’s about filing a complaint with the EEO Division
What will happen immediately after I file a complaint of discrimination or harassment?
You will be contacted by our office via your university email address (or alternative email if provided) inviting you for a meeting with an EEO Associate. During the meeting we will discuss options for how to move forward with our office, supportive resources available to you, and gather more information about what has been happening.
Will the respondent be informed that I filed a complaint?
We meet with you first and discuss your concern. Depending on how the matter proceeds, we may inform the respondent of your complaint, but you will be aware that notification is going to occur.
Do I get to decide how the case proceeds with your office?
We take your desires for how the matter is handled in our office seriously and give it great weight in deciding how to proceed. However, the decision ultimately rests with our office and also takes into account risks to the university community and other stakeholders.
Do you advocate for one party or the other?
No, OAE staff are neutral fact finders. We do not advocate for either side of the matter.
Can I bring someone with me to meetings with your office?
Yes, you are welcome to bring a support person with you to meetings. The support person is not allowed to answer questions for you or obstruct the EEO Associate’s agenda for the meeting.
Do I need to hire an attorney?
Our office facilitates an administrative process, not civil or criminal. No individual is required to have an attorney. However, whether to hire an attorney is your personal choice and our office does not advise for or against. Attorneys can attend meetings with you as your support person.
FAQ’s about being notified that a complaint has been filed against you
I just got an email that says I am under formal investigation, what’s next?
Once we notify you that a complaint was filed, we invite you in for a meeting with an EEO Associate. In this meeting, we will explain the process moving forward, collect information about what has been occurring, and share resources with you. You will have the opportunity to respond to the allegations in writing as well as in the interview.
Can I bring someone with me to meetings with your office?
Yes, you are welcome to bring a support person with you to meetings. The support person is not allowed to answer questions for you or obstruct the EEO Associate’s agenda for the meeting.
Do I need to hire an attorney?
Our office facilitates an administrative process, not civil or criminal. No individual is required to have an attorney. However, whether to hire an attorney is your personal choice and our office does not advise for or against. Attorneys can attend meetings with you as your support person.
Do you assume I have violated the Sexual Misconduct or Nondiscrimination policy?
No, we are neutral factfinders. We do not advocate for either side of the matter. In formal investigations it is our task to determine what has occurred and whether it violates university policy. We do not make this determination until we have interviewed the parties, any witnesses, and collected evidence.
What happens if I am found in violation of the Sexual Misconduct or Nondiscrimination policy?
If you are found in violation of either policy, our office will make recommendations to your supervisor. Our recommendations can vary to fit the information that the investigation revealed. Recommendations include but are not limited to: training, job coaching, workplace modifications, discipline, or termination.
My notification email said my case is going through an informal resolution process, what does that mean?
This means we are seeking a conversation with you to share that we received a complaint, how the complainant was impacted by the alleged conduct, and talk with you about the Nondiscrimination Policy and/or the Sexual Misconduct Policy. We do not determine whether there was a violation of university policy in the informal resolution process.