File a Report with UConn
All reports made to UConn are taken with the utmost seriousness. Retaliation against any person for making a report or participating in an investigation is strictly prohibited. And remember, you do not have to make a formal report or press charges to receive medical care, academic or other support. You can make a report without any further participation in any investigation.
The Office of Diversity and Equity (ODE) and the Title IX Coordinator:
Available 8am – 5pm, Monday – Friday.
Wood Hall, First Floor
241 Glenbrook Road, Unit 4175, Storrs
about the UConn Title
|What to Expect if you Disclose an Incident about Sexual Harassment, Sexual Violence, Relationship Violence, or Stalking to an Employee or Resident Assistant at UConn||+|
The process begins when you disclose your experience of sexual harassment, sexual violence, relationship violence or stalking to someone else. At UConn, employees are required to share your disclosure with ODE—that includes your professors, university staff members, school administrators, and Resident Assistants (RA). The only employees who can keep your disclosure confidential are the care providers at Counseling and Mental Health Services (CMHS) and the care providers at Student Health Services (SHS). This includes the STRONGER Support Group, too [LINK].
Why do employees, including RA’s, report my disclosure to ODE?
When you disclose to an employee or an RA, they will make a report to ODE. This is required is to make sure that you are given complete information about the resources and response options at UConn and in the community, and also to protect the safety of the entire campus community. There’s a lot that UConn can do to provide support and assistance, and we want you to be connected to the people who can direct you to the support you need and answer any questions you may have.
Will I be contacted by someone from the University?
Yes, by an ODE Title IX Investigator and by the Assistant Dean of Students for Victim Support Services. You can respond to either of them, both of them, or neither. It’s your choice.
What happens if I choose to meet with a Title IX Investigator?
The Title IX Investigator will give you an overview of the investigation process, enact interim measures or actions (if applicable), and discuss your options within the investigation.
What are Interim Measures and Interim Actions?
Interim Measures are enacted to remedy the harmful effect that the incident had on your life. This includes modifications to academic, living, or working situations. This also includes University No-Contact Orders
Interim Actions are enacted when the information about an incident of sexual violence raises concerns about the safety of the community or its members as defined by The Student Code.
Would ODE investigate even if I didn’t want them to go forward?
In most situations, ODE will be able to respect your choice and will not proceed with an investigation. Know, though, that you can come back at any time to begin an investigation; as long as the person you are naming as a respondent is a student at UConn, ODE can begin an investigation at any time.
However, there are times where you might choose not to participate in an investigation, but ODE will still move forward. These are limited circumstances, like if the accused student had been alleged to have committed sexual violence previously, your report stated that a weapon was used or that there were threats of future sexual violence against you or others. If ODE needs to move forward, you will be notified about that choice. From there, you can choose not to participate at all, or you can choose to participate at a later point in the investigation.
So I can choose whether or not I want to participate?
Yes, you can. If you choose not to participate (and there are none of the circumstances discussed above), the investigation process ends here. But if you do choose to participate in an investigation, what you can expect next is explained below.
|What to Expect if You Participate in an ODE Investigation Involving another UConn Student||+|
The first thing to expect are some terms and words used by the Title IX Investigator: you are the reporting student or complainant and the accused student is the respondent/responding student (because they are responding to the report you made). The second thing to expect is that you continue to have choices in this process: you can choose to stop participating at any time. Also, at no point in this process will you be asked to appear for any meeting at which the respondent is present. Although the investigation is not confidential, it is treated in a private and discreet manner.
What happens first?
In an investigation, the Title IX Investigator’s focus is to gather as much information as possible: from you, from the respondent, and from any other individual who might have relevant information. The Investigator will start with you, to get as much information as you feel comfortable sharing about the incident. You will be asked to provide information to ODE through a written statement or an in-person interview. If you participate in an in-person interview, the Investigator will send you a written summary of that meeting for you to review for accuracy.
What about the respondent?
Next, ODE will notify the respondent that a report was made and that an investigation has been initiated. The respondent will meet with the Title IX Investigator and learn about the investigation process, their options, and the nature of allegations. The Investigator will then schedule an interview with the respondent (either by written statement or in-person interview). If the respondent participates in an in-person interview, the Investigator will send a written summary of that meeting to the respondent to review for accuracy.
What other information is the Investigator gathering?
The Investigator will turn to identifying and speaking with other people, either those people that you or the respondent named as being important for the investigator to speak with, or people that we learn about during the course of our investigation. At all times, the Investigator is gathering as much information as possible about the incident(s). This includes relevant text messages, phone logs, social media exchanges, emails, Investigator visits to the location where the incident(s) occurred and more – whatever you or anyone else involved is able to share and whatever the Investigator are independently able to gather.
As the Investigator is collecting all of this information, they might need to go back to you, the respondent, or a witness to ask follow-up questions. The Investigator will try to minimize the number of times they need you to speak about your experience, but in the course of the investigation, certain moments or details become very important and additional information may be needed.
Because the investigation process can be stressful, the Investigator will continue to refer you to support resources on campus and in the community.
How does the Investigator make a finding? And how will I find out about it?
The Investigator will review all of the information gathered during the investigation and determine if there are any violations of The Student Code. ODE will prepare a written memorandum that will describe the entire investigation process timeline and identify all of the facts that are material to the investigation—the facts that are not disputed and the facts that are disputed (that is, where people disagree as to what occurred). The Investigator will contact you and provide you with a copy of the facts for you to review and make sure that all of your information has been captured accurately.
After the time period for review of the facts by you and the respondent has expired (generally five days), the Investigator will complete the report, making findings on disputed facts and concluding whether there is a preponderance of evidence—whether it is more likely than not—that the respondent committed an act of sexual harassment, sexual violence, relationship violence or stalking in violation of The Student Code. When the findings are complete, you will be contacted and given the outcome. ODE will separately contact the respondent and separately provide them with the outcome. You both will separately review a copy of the entire report and the supporting documents at that time.
If ODE does not find a violation of The Student Code, the process ends.
If there is a violation, ODE will send the information to the Office of Community Standards for resolution. If a violation has been found, the Title IX Investigator will make recommendations as to disciplinary and remedial measures. The ultimate discipline decisions, however, are made by the Office of Community Standards.
What does the Community Standards process look like? How long does it take?
Community Standards will determine the appropriate method of resolution. If an administrative hearing is required, it is typically conducted within (15) business days of the accused party being notified of the hearing and allegations. The hearing will be conducted in private, and neither party is required to attend. If both parties wish to attend, arrangements can be made so that the reporting student is not required to be in the same room as the respondent during the hearing.
|What to Expect if You File a Complaint of Discrimination or Harassment Against an Employee||+|
ODE also is responsible for investigating complaints of discrimination or harassment made against employees. This includes complaints filed by both students and employees.. However, the process, while similar, looks a little different than what you can expect when making a report about a UConn student.
How does an investigation about an employee having engaged in discrimination or harassment begin?
ODE’s investigation can be initiated by a written complaint (please see ODE’s Discrimination and Discriminatory Harassment Complaint Form) or a more informal report (i.e. via telephone, email, walk-in visitor, etc.). Please know that a complainant, who is the person raising the concerns, is not required to fill out a formal complaint form to initiate an investigation. A verbal report alone is enough.
As with complaints against students, ODE also will be alerted to any report of sexual violence by an employee. That is because all employees are required to share your disclosure with ODE, and supervising employees are required to share all reports of discrimination and harassment with ODE. The only employees who can keep your disclosure confidential are the care providers at Counseling and Mental Health Services (CMHS) and the care providers at Student Health Services (SHS). This includes the STRONGER Support Group, too.
Also, please know that by making a complaint and/or participating in an ODE investigation, you are protected by the University’s Non-Retaliation Policy, which prohibits any retaliation against you for disclosing your experience.
Will I be contacted by someone from the University?
Yes. Following receipt of a verbal or written report, you will be contacted by an ODE Investigator who will explain ODE’s process and learn more about your situation. If you are a student, you also will be contacted by the Assistant Dean of Students for Victim Support Services. Both ODE and the Assistant Dean of Students can discuss the implementation of interim measures (like changes in classes, work study, residence halls, and more). You can respond to either of them, both of them, or neither. It’s your choice. Please know that all individuals that participate in ODE’s investigation may bring a support person of their choosing to their meetings with ODE.
What happens during the investigation?
The Investigator’s focus is to gather as much information as possible: from you, from the respondent, and from any other individual who might have relevant information. The Investigator will identify and speak with other people, either those people that you or the respondent named as being important for ODE to speak to or people that we learn about during the course of our investigation. At all times, the Investigator is gathering as much relevant information as possible, including text messages, phone logs, social media exchanges, emails, and whatever you or anyone else involved is able to share. The complainant and the respondent will not be asked to appear for any of these meetings with witnesses, and the witnesses’ participation in the investigation is voluntary. A summary of each witness interview and both parties’ interviews is part of the appendix to ODE’s Findings and Recommendation report described below.
How does the Investigator make a finding? And how will I find out about it?
The Investigator will review all of the information gathered and determine whether there are any violations of any University Policiess regarding discrimination and harassment. ODE will prepare and issue a written memorandum (Findings and Recommendations) that will describe the entire investigation process timeline, identify all of the facts that are material to the investigation, explain which facts were not disputed, explain and resolve the facts that were disputed, and conclude whether there is a preponderance of evidence—whether it is more likely than not—that the respondent engaged in discrimination or harassment in violation of University policy. You and the respondent will receive a copy of the entire report and the supporting documents at that time. Student names are redacted (removed) from final reports.
If ODE does not find a violation of University policy, the process ends. If there is a violation, ODE will send the information to the respondent’s supervisor and the Office of Faculty and Staff Labor Relations (Labor Relations) for appropriate next steps. . If a violation has been found, the Investigator will make recommendations as to disciplinary and remedial measures, which may include disciplinary action against the employee(s) in consultation with the respondent’s manager(s).
Besides the complainant and respondent, who else receives a copy of ODE’s Findings and Recommendations?
ODE’s Findings and Recommendations in employee cases are shared with a limited group of recipients, who are all advised to not reproduce or otherwise distribute the report without the express consent of ODE. The recipients generally will include the President, the Provost, the complainant, the respondent, the respondent’s manager(s) and, where a violation is found or ODE has recommended a management response, Labor Relations. The report generally is not provided to witnesses.
Although the investigation process is not confidential, your privacy is treated with discretion. Student names, including the complainant’s, are redacted (removed) from the Findings and Recommendations. Students are identified simply by number (i.e., Student 1, Student 2, etc.).
What if the complainant or respondent disagrees with ODE’s decision?
Persons dissatisfied with ODE’s investigation can file an appeal alleging that new evidence is available that was not accessible during the investigation or that ODE violated its complaint procedures.
Where else can I file a complaint about discrimination or harassment other than ODE?
You also have the right to file a complaint with agencies external to the University, including the Office for Civil Rights (OCR), the Equal Employment Opportunity Commission (EEOC), and/or the Connecticut Commission on Human Rights and Opportunities (CHRO). Please note carefully: ODE’s investigation does not “stop the clock” on filing discrimination or harassment complaints with these external agencies. Specifically, the OCR and CHRO both require that a formal written complaint be filed with them within 180 days of the date when the alleged discriminatory act occurred. The EEOC requires a complaint to be filed with it within 300 days of the date when the alleged discriminatory act occurred.
|University No Contact Orders||+|
A No Contact Order is an administrative directive that ODE can initiate, usually at the request of a reporting student. It instructs a student not to have any contact, either direct or indirect, with another student.
Direct contact is direct communication, whether in-person or through things like telephone calls, texts, emails, social media messages. Indirect contact is broader: these are communications that aren’t person-to-person but are meant to communicate nonetheless. It can look like telling a friend to convey a message to the other person, or it could be a Tweet or a Facebook post about that other person.
A No Contact Order creates space between people. It can be necessary because there are concerns about security, and well-being. It doesn’t mean that you can’t be in the same spaces—cafeterias, classrooms, even parties—but that if you see the other person, treat them like any other stranger that you wouldn’t engage. That can be difficult, and resources on campus like the Dean of Students Office and Counseling and Mental Health Services can help you with planning ahead for these situations. The Dean of Students office can also assist you if you and the other person do share a class, residence hall, student group or a work location and need help in ensuring those spaces are respected as well.
A No Contact Order is not a disciplinary action, and it doesn’t go on a student’s educational record or transcript. It’s not a criminal order, either. It is a directive from UConn, and both students are expected to comply with it. If any student violates a No Contact Order, that is considered a violation of The Student Code, and the student violating the order will face additional investigation and disciplinary action as a result.
If you are interested in pursuing a No Contact Order, or to learn more about them, contact ODE.