UO Supplement to
Preventing Workplace Harassment
Discrimination Free
Workplace:
A Shared Responsibility
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UO Specific Supplement
Table of Contents
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UO Policy on Prohibited Discrimination and UO Employee Duty to Report (slides 4-21)
– Why reporting is important
– What to report – definitions of terms
– Overview
– Practice scenarios
Duty to Report Challenges – Supporting a Student or Employee (slides 22-29)
– Managing the conversation about reporting obligation
– Model language for course syllabi and other communications
Prohibited Discrimination – Unique Circumstances (slides 30-44)
– Off-campus activities
– Social media
– Practice scenarios
Romantic Relationships with Students (slides 45-63)
– UO policy
– NCAA model policy
– Practice scenarios
UO Grievance Processes (slides 64-70)
Contacts and Resources (slides 71-73)
UO Specific Supplement
Preventing Workplace Harassment
Objectives of the UO Specific Supplement
1. Clarify UO employees’ DUTY TO REPORT information
regarding prohibited discrimination, discriminatory
harassment and sexual harassment.*
* Referred to as “discrimination” or “prohibited discrimination and
sexual harassment” throughout this module.
2. Help employees recognize when discrimination, is
occurring.
3. Identify UO policy and related grievance processes.
4. Increase awareness of the UO policy regarding sexual
and romantic relationships between employees and
the students they oversee to clarify the potential for
such relationships to raise issues of unlawful
discrimination.
Prohibited Discrimination and Sexual Harassment
UO Employee Duty to Report
UO Policy states:
“University employees with credible evidence
that any form of prohibited discrimination* is
occurring have the responsibility to inform their
supervisors or the Office of Affirmative Action.”
*UO policy prohibits discrimination and harassment consistent
with applicable state and federal law. Please refer to UO
Guide to United Educators “Preventing Harassment in the
Workplace” for specific information.
Prohibited Discrimination –
Why Is Reporting Important?
Prohibited discrimination and sexual harassment
interfere with learning and productive work,
create potential legal liability, and negatively
impact the university’s reputation.
Prohibited discrimination and sexual harassment
harm:
members of our community who are directly or
indirectly affected by such behavior, and
the institution.
Prohibited Discrimination –
Why Is Reporting Important?
• The University continues to receive reports of
prohibited discrimination and sexual harassment,
despite long-standing informational efforts.
• Reported concerns have involved behavior by
employees at all levels, including graduate teaching
fellows, and students.
• There has been a significant increase in the number of
reported incidents of student-on-student sexual
violence, due in part to greater coordination among
UO offices.
 Studies have shown that 20-25% of female students and
6% of male students experience an attempted or
completed sexual assault while in college.
Duty to Report “Credible Evidence”
What Does That Mean?
Credible evidence about discrimination is:
• Information of the sort you would rely on in
making important personal or business decisions
that leads you to believe that a student,
employee or visitor to the University is being
negatively impacted by the behavior of others,
AND
• The behavior appears to be based on or related
to personal characteristics that are protected
under the law.
Duty to Report
When Prohibited Discrimination “Is Occurring”
Information regarding prohibited discrimination
or sexual harassment must be reported when
the behavior:
Is currently occurring, OR
Occurred recently and is just now coming to your
attention, OR
Occurred while anyone involved was affiliated
with the University of Oregon, even though it is
just now coming to your attention
University of Oregon Policy
Prohibited Discrimination
Sexual harassment is a form of discrimination
on the basis of sex.
Sexual harassment includes all forms of sexual
violence, including
Sexual assault
Partner or dating violence
Gender-based stalking and bullying
Prohibited Discrimination
Employee Duty to Report Overview
DISCRIMINATION, DISCRIMINATORY HARASSMENT, SEXUAL HARASSMENT
Who must report
All Employees
Where to report
•Supervisor, OR
•Office of Affirmative Action and Equal Opportunity
(OAAEO)
When to report
As soon as possible, when you have credible evidence
that prohibited discrimination or discriminatory
harassment, including sexual harassment, are occurring.
Why you must report
•Required by UO policy.
•Failure to report limits UO ability to provide
discrimination-free environment for its members.
•Failure to report when required is a performance issue,
and could potentially result in personal liability.
Additional information
Penny Daugherty, penny@uoregon.edu
Director of OAAEO and Title IX Coordinator
OAAEO, http://aaeo.uoregon.edu/
Duty to Report – In Practice
It isn’t always easy to recognize the duty to report in the
moment when information first becomes known.
Behaviors that raise issues of possible discrimination include, but are
not limited to:
• Behaviors that belittle or demean groups of individuals based on
race, religion, age, disability or any other protected status;
• Behaviors that treat members of a protected group differently and
less favorably than others;
• Unwelcome attention of a sexual nature, whether verbal or
physical.
The following scenarios, all of them drawn from actual situations
reported at the University of Oregon, provide an opportunity
to think about the kinds of issues that you may encounter.
Scenario 1: Student workgroup
In a male dominated field, Katie complains that in
one of her classes students are expected to work
in groups but she has found that she is
unwelcome in the male-dominated workgroups.
She finds that her contributions are frequently
dismissed by other members of the group but
positively received when the same contributions
are later presented by a male student.
******************************************
Does the reported behavior raise issues that require
reporting under UO policy? Yes □ No □ Maybe □
Duty to Report Scenarios
Scenario 1: Student workgroup discussion
Yes, this behavior raises an issue of possible
discrimination on the basis of sex that must be
reported. If the report was from a nontraditional age student, or a student wearing a
hijab or other headscarf, the behavior would
raise an issue of possible discrimination on the
basis of age, religion or national origin.
Scenario 2: A friendly swat on the butt
You observe on-the-job behavior between two
employees in which George playfully swats
the butt of his co-worker with a file folder.
The co-worker laughs, but in a way that just
seems “off”. You don’t know whether the
behavior was welcome of not.
***************************************
Does this behavior raise issues that require reporting
under UO policy? Yes □ No □ Maybe □
Duty to Report Scenarios
Scenario 2: Friendly swat on the butt discussion
Yes, this behavior raises issues of possible
sexual harassment, regardless of the sex of the
two co-workers. This behavior would also
require reporting under the Clery Act.
For more information, see:
http://police.uoregon.edu/content/definitions
-clery-crimes
Scenario 3: Office hours
You learn that a junior colleague has begun holding
office hours at a local coffee shop outside of
regular work hours. You are aware that some
students are uncomfortable attending office
hours at that location and other students are
beginning to question what is going on between
the faculty member and students observed at the
coffee shop.
***************************************
Does this reported behavior raise any issues that
require reporting under UO policy?
Yes □ No □ Maybe □
Duty to Report Scenarios
Scenario 3: Office hours discussion
No. Holding office hours outside of traditional times and
locations does not, by itself, raise issues of discrimination or
harassment.
The behavior must be reported under UO policy if:
1) the location/time of office hours is different for some
students, based on protected status, or
2) the nature of the behavior during office hours raises issues
of protected status or harassment.
However, if some students, as a result of their discomfort, avoid
taking advantage of office hours, they are being deprived of
the full academic benefits of the class. That is problematic for
the student, the faculty member and the department, and
should be addressed
Scenario 4: Personal cards and gifts
A male staff member complains that a co-worker
has been leaving him cards with personal
messages and small gifts. He is not interested in
having a personal relationship with the co-worker
and has asked the co-worker to stop, but the
behavior has continued. The unwanted attention
is causing others in the workplace to speculate
about his relationship with the co-worker.
******************************************
Does the reported behavior raise issues that require
reporting under UO policy? Yes □ No □ Maybe □
Duty to Report Scenarios
Scenario 4: Personal cards and gifts discussion
Yes, where the behavior is unwelcome, the coworker has asked that it stop, and it is raising
questions about a personal or romantic
relationship, the behavior raises an issue of
possible sexual harassment that must be
reported under UO policy.
Scenario 5: Sexual assault
A student enrolled in your class (or working in
your office) confides that she was sexually
assaulted by another UO student. The
reporting student insists she just needed to
share the information with someone, and
does not want you to do anything further.
***************************************
Does this reported behavior raise issues that
require reporting under UO policy?
Yes □ No □ Maybe □
Duty to Report Scenarios
Scenario 5: Sexual assault discussion
Yes, the incident must be reported under UO
policy.
Duty to Report Challenges
Supporting a Student or Employee
The duty to report can feel uncomfortable,
especially when a student or employee wants to
share information in confidence.
You might hear:
“Something happened to me that I need to share
with someone. I don’t want you to do anything; I
just want someone to know. Please don’t tell
anyone.”
Duty to Report Challenges
Supporting a Student or Employee
You can:
 Be understanding – listen carefully, acknowledge and don’t
minimize the student’s experience.
 Direct the student to offices that can help and offer greater
confidentiality than you can. (UO Counseling and Testing
Center or UO Health Center)
 Assure the student that you will not tell anyone you don’t
have to.
 Make students aware in advance that you are a mandatory
reporter and must report credible evidence of
discrimination. You can put this information on your class
syllabus, petition form or application, and on your door or
electronic notice board.
Duty to Report Challenges
Supporting a Student or Employee
You cannot:
Promise confidentiality.
You must, if discrimination, harassment, or
sexual violence are revealed:
Report the information to your supervisor or
the Office of Affirmative Action and Equal
Opportunity.
Duty to Report Challenges
Supporting a Student or Employee
While you need to conduct the discussion in your
own words, here are suggestions for framing the
conversation:
 Be welcoming
 I’m glad you came to me. I’ll do what I can to help.
 Be transparent
 Before you share any details, I need to tell you that, as
a University employee, I’m a mandatory reporter.
That means that even though I would like to just
listen, I can’t promise you confidentiality. If what you
share involves discrimination, harassment or sexual
violence of any kind, I have to report it.
Duty to Report Challenges
Supporting a Student or Employee
Suggested language, cont’d.
 Suggest resources
 The Health Center and the Counseling and Testing Center have a
greater ability to work with you confidentially, and I can help
you arrange an appointment.
 Encourage efforts to get assistance
 Whatever is on your mind, I encourage you to share it so that
someone can assist you. The University takes seriously its
responsibility to protect its students.
 Confirm student or employee wants to talk
 Do you feel comfortable speaking to me, knowing that I might
have a duty to report?
 Check on student’s or employee’s well-being
 Before you leave, I want to make sure you are alright.
Duty to Report Challenges
Supporting a Student or Employee
For additional assistance or coaching with
these conversations, contact:
Office of Affirmative Action and Equal Opportunity
at 346-3123, or
Office of the Dean of Students at 346-2216
Duty to Report
Be Transparent in Notice to Students
Including language on course syllabi, notice
boards, petitions, applications and other
documents that advises students of UO
employees’ duty to report will make students
aware that providing certain information may
trigger a report and follow up by the
University.
Duty to Report
Be Transparent in Notice to Students
Suggested language for syllabi, notice boards and other
documents:
I support Title IX and have a duty to report relevant information.
The UO is committed to providing an environment free of all forms of
prohibited discrimination and sexual harassment, including sexual assault,
domestic and dating violence and gender-based stalking.
Any UO employee who becomes aware that such behavior is occurring has
a duty to report that information to their supervisor or the Office of
Affirmative Action and Equal Opportunity
The University Health Center and University Counseling and Testing Center
can provide assistance and have a greater ability to work confidentially
with students.
Prohibited Discrimination and Duty to Report
Apply to All University Activities
Many university sponsored programs and
activities such as study abroad, service
learning programs, student organization
activities and club sports take place at noncampus locations.
The University’s policy regarding prohibited
discrimination and UO employees’ duty to
report still apply.
Prohibited Discrimination/Duty to Report
Off-Campus University Sponsored Activities
UO employees who plan and lead off-campus activities should
take the following steps:
• Advise students involved in such programs and activities
about relevant policies, including the UO policy prohibiting
discrimination and sexual harassment.
• Inform students how to report incidents of possible
discrimination or sexual harassment, including the option to
report via email or other electronic communication.
• Ensure that UO personnel involved with the activities
understand they are required to report information regarding
discrimination.
Prohibited Discrimination/Duty to Report
Off-Campus University Sponsored Activities
Important steps in preparing for off-campus
activities (cont’d):
• Volunteers are not specifically required by UO
policy to report evidence of discrimination.
However, those who oversee programs with
volunteers should establish a culture within their
programs in which issues of possible
discrimination or sexual harassment are regularly
reported so they can be addressed, minimizing
the potential negative impact on the program or
activity.
Prohibited Discrimination and Duty to Report
Apply to Social Media
Harassment, regardless of the motivation and whether or not it
is related to protected status, can cause serious physical and
emotional harm.
Communication, whether oral or in writing and in any form of
electronic media*, that disparages, ridicules, or physically
threatens a person based on any form of protected status may
constitute discriminatory harassment under UO policy. **
*Texts, tweets, Snap Chat, YouTube, and any other forms of social
media transmitting the written or spoken word.
**Harassment should be addressed, whether or not it raises issues of
discrimination.
Prohibited Discrimination and Duty to Report
Apply to Social Media
 Behavior via social media that takes place in the UO
workplace or learning environment is subject to the UO
policy regarding prohibited discrimination and sexual
harassment in the same manner as other forms of
workplace or learning environment behavior.
 Communication via social media, even when that
communication takes place outside of the UO
workplace or learning environment, can be subject to
the UO policy regarding prohibited discrimination and
sexual harassment, particularly where the
communication impacts the workplace or learning
environment.
Prohibited Discrimination and Duty to Report
Apply to Social Media
 If you become aware of behavior on social
media that leads you to have credible
evidence that prohibited discrimination that
involves the university is occurring, you have
a duty to report that information, just as you
do any other credible information that
prohibited discrimination or sexual
harassment are occurring.
Social Media and Off-Campus Activities
Duty to Report in Practice
While off-campus activities and social media are unique
circumstances, an employee’s duty to report when there is
credible evidence of possible discrimination remains the
same.
Behaviors that raise issues of possible discrimination include, but are not limited to:
• Behaviors that belittle or demean groups of individuals based on race, religion,
age, disability or any other protected status, regardless of the form of the
behavior;
• Behaviors that treat members of a protected group differently and less favorably
than others;
• Unwelcome attention of a sexual nature, whether verbal or physical.
The following scenarios provide an opportunity to think about
issues that may arise with respect to social media and offcampus activities.
Social Media and Off-Campus Activities
Practice Scenarios
Scenario 1: Facebook harassment
An employee believes that he was overlooked for
promotion because of his disability and files a
grievance against his supervisor. Other
employees learn about his grievance and start
writing nasty messages on Facebook, calling him
demeaning names based on his disability.
Does this reported behavior raise issues that
require reporting under UO policy:
□ Yes □ No □ Maybe
Social Media and Off-Campus Activities
Practice Scenarios
Scenario 1: Facebook harassment discussion
Yes, the reported behavior raises an issue of
discrimination on the basis of disability. Even
if the message board is public, if we know that
the board is being accessed at work and know
employees are posting inappropriate
messages, we would have a duty to take steps
to stop the harassment.
Social Media and Off-Campus Activities
Practice Scenarios
Scenario 2: Cell phone pornography
An employee uses his personal cell phone to
show pornographic pictures to a co-worker at
the worksite, during break.
Does this reported behavior raise issues that
require reporting under UO policy:
□ Yes □ No □ Maybe
Social Media and Off-Campus Activities
Practice Scenarios
Scenario 2: Cell phone pornography discussion
Yes, the fact the employee used a personal cell
phone to display pornographic pictures at the
worksite has the same impact as posting hard
copy pictures in the workplace, and would be
addressed no differently than posting hard
copy pictures.
Social Media and Off-Campus Activities
Practice Scenarios
Scenario 3: Off-campus taunting
You hear that while traveling to a football game
at another campus, members of the band
engaged in behavior that involved taunting
the other schools’ cheerleaders.
Does this reported behavior raise issues that
require reporting under UO policy:
□ Yes □ No □ Maybe
Social Media and Off-Campus Activities
Practice Scenarios
Scenario 3: Off-campus taunting
Maybe. Whether or not the behavior must be reported under
UO policy depends on whether the band members were:
1) taunting select members of the cheerleading squad,
based on protected status, or
2) taunting all members of the squad regardless of
protected status, and
3) whether the nature of the taunting raised issues of
protected status.
Even if the behavior did not constitute prohibited
discrimination, it is inappropriate and should be addressed.
Social Media and Off-Campus Activities
Practice Scenarios
Scenario 4: Travel abroad sexual violence
You learn that a UO student enrolled in a
program at an international site has reported
that she was sexually assaulted.
Does this reported behavior raise issues that
requires reporting under UO policy?
□ Yes □ No □ Maybe
Social Media and Off-Campus Activities
Practice Scenarios
Scenario 4: Travel abroad sexual violence
discussion
Yes, the behavior must be reported under UO
policy. The university may have limited
authority to address the offending behavior.
However, the university has a responsibility to
do whatever it can to address the situation
and provide support and resources to the
affected student.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
UO policy: No faculty or staff member should initiate or
acquiesce in/agree to a sexual or romantic relationship
with a student who is supervised or evaluated by the
faculty or staff member.
Why? Such a relationship is inherently unequal given the
power difference involved. It can involve a conflict of
interest, an abuse of power, compromised judgment
and impaired objectivity.
When relationships are unequal, the concept of “mutual
consent” becomes questionable.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
In matters between faculty or staff members and students over
whom they have evaluative authority, it is the responsibility
of the faculty or staff member -- the party with greater power
-- to maintain appropriate professional boundaries.
Professional boundaries are those that:
 Establish limits that allow for safe and comfortable connections
between faculty/staff members and the students in their classes or
workplaces.
 Are friendly and supportive, but not over-involved.
 Don’t ask or require that personal information be shared unless it is
relevant to the classroom or workplace.
 Remain focused on professional responsibilities to the student,
whether in the classroom or the workplace.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
If a faculty/staff member becomes romantically
involved with a student over whom the
faculty/staff member has evaluative authority,
the faculty/staff member has a duty to:
1) report the relationship to his/her department
head or the OAAEO, and
2) make prompt, appropriate arrangements to
mitigate the apparent or actual conflict of
interest.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Given the significant power differential,
relationships between faculty/staff and students
can lead to complex, unexpected and problematic
outcomes, whether or not an evaluative or
supervisory relationship exists.
Outcomes can include:
• questions about whether a relationships is
consensual, and
• possible claims of discrimination on the basis of
sex, including sexual harassment.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Although unintended, there is a high potential for such
relationships to interfere with the ability of students to
pursue their educational and work goals.
 The involved student may become sufficiently
distracted to have the relationship interfere with
his/her academic work.
 Other students or workers who are aware of the
relationship may become uncomfortable or perceive
they are being treated unfairly, potentially isolating the
involved student and interfering with the educational
opportunity of all affected students.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Consequences of sexual or romantic relationships with
students, whether intended or not, that negatively
impact a student’s ability to fully participate and enjoy
the benefits of his/her educational program raise the
possibility of a violation of Title IX of the Education
Amendments of 1972.
Title IX requires that no person, on the basis of sex, shall
be excluded from participation in, be denied the
benefits of, or be subjected to discrimination under any
educational program or activity receiving Federal
financial assistance.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
UO policy allows formal complaints related to
romantic relationships between faculty or staff
and students over whom they have evaluative
authority. Complaints can be filed by:
The student involved in the relationship.
Third parties, also subject to the evaluative authority
of the faculty/staff member, who believe they were
injured or prejudiced as a result of the relationship.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
In its Model Policy to Prevent Inappropriate
Relationships Between Student-Athletes and
Athletics Department Personnel, the NCAA argues
that sexual or romantic relationships between a
student-athlete and a coach, or other athletics staff
with supervisory responsibility over the studentathlete, constitute sexual abuse in sport, even where
both participants in the relationship claim to consent
to the relationship. (Emphasis added)
For more information, see
http://www.nacwaa.org/sites/default/files/images/Staying%20in%20Bounds.pdf.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Scenario:
Quinn, a mature junior, engages in a consensual
romantic relationship with Casey Jones, a
faculty member in the department in which
Quinn is a major. Because the relationship
began in the final two weeks of the class in
which Quinn was enrolled, Casey did not
report the relationship or make arrangements
to mitigate any conflict of interest.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 1:
The relationship is wonderful for six months, at
which time there is messy and dramatic
breakup that leaves Quinn feeling deeply hurt.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 1:
Which of the following are potential outcomes of Ending 1
of the Quinn/Casey relationship (check all that apply):
1. □ Nothing. There are no violations of UO policy.
2. □ Quinn begins to question whether the relationship with
Casey was consensual because Casey first engaged in
romantic overtures shortly before final projects were due.
Quinn recalls having an uneasy feeling about what could
happen if s/he declined those advances. Quinn raises that
concern with OAAEO.
3. □ Another student from the class files a complaint alleging
that he was disadvantaged as a result of the relationship
between Quinn and Casey.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 1:
Given Quinn’s questions about whether the
relationship was consensual (Outcome 2), it is
possible that Quinn may file a complaint against
Casey alleging sexual harassment.
A student who was enrolled in the class during
which Quinn and Casey became romantically
involved who feels disadvantaged as a result of
the relationship (Outcome 3), would have
standing to file a complaint alleging a violation of
the Conflicts of Interest policy.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 2:
The relationship is wonderful for six months, at
which time Quinn realizes that s/he is not
interested in continuing the relationship. S/he
informs Casey that the relationship is over.
Casey acknowledges Quinn’s wishes, but
continues to send emails and to invite Quinn
to coffee. Quinn asks Casey to stop; Casey
says s/he understands, but still sends emails.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 2:
Which of the following are potential outcomes of Ending 2
of the Quinn/Casey relationship (check all that apply):
1. □ Quinn complains to OAAEO that s/he is being sexually
harassed by Casey.
2. □ The department head learns of the relationship from a
friend of Quinn’s who is now uncomfortable about enrolling
in a required class that Casey teaches.
3. □ On being called in by the department head, Casey states
that s/he wants to file a grievance against Quinn for
engaging in behavior that seduced Casey into the
relationship.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 2:
Outcomes 1 and 2 are entirely possible given the
facts of Ending 2. The student who is a friend of
Quinn’s and is now uncomfortable about
enrolling in a required course Casey is teaching
may not have standing to file a complaint, but her
concern raises an issue for the department.
While Casey might feel that s/he was seduced by
Quinn, as the person with greater power, Casey
had responsibility for maintaining appropriate
boundaries. As a result, Casey has no basis for a
complaint against Quinn.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 3:
The relationship between Casey and Quinn
proves wonderful and long-lasting. Quinn
continues to be a student in the department,
but takes care not to enroll in any of Casey’s
classes. As a result, the relationship is not
reported. The department head becomes
suspicious on seeing Casey and Quinn
interacting at a non-department event in a
romantic manner.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 3:
Which of the following are potential outcomes of Ending 3
of the Quinn/Casey relationship (check all that apply):
1. □ Nothing. There are no violations of UO policy.
2. □ The department head approaches Casey to ask about the
relationship. Casey feels that since s/he and Quinn have
taken care to avoid an evaluative relationship, there is
nothing to report.
3. □ Other students in the department who were friends of
Quinn’s are no longer comfortable hanging out with Quinn,
since they feel that anything they share with Quinn may get
reported back to Casey.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
Ending 3:
Outcomes 2 and 3 and possible outcomes.
Even though Quinn may be careful to avoid Casey’s
courses, Quinn is still a student in the same
department and there may be evaluative authority
outside of the classroom context.
Quinn may also be academically disadvantaged by the
relationship. In an effort to avoid a conflict, s/he has
been deprived of access to all of the department’s
course offerings. Quinn may also miss opportunities
for academic engagement with other students who are
uncomfortable with the relationship.
As a result, there may still be a policy violation.
Conflicts of Interest and Abuses of Power:
Sexual and Romantic Relationships with Students
The University of Oregon policy specifically
addresses the issue of relationships between
faculty/staff members and students over
whom they have evaluative authority. The
same principles apply to relationships
between supervisors and the employees they
supervise.
Prohibited Discrimination
UO Grievance Processes
The University of Oregon offers both informal
and formal options for resolving concerns
about prohibited discrimination and sexual
harassment.
The Office of Affirmative Action and Equal
Opportunity serves as a designated resource
for members of the university community with
concerns about possible discrimination or
sexual harassment.
Prohibited Discrimination
UO Grievance Processes
Formal grievance processes for addressing
prohibited discrimination or sexual
harassment are available to faculty, staff and
students. The appropriate process is
determined by the relationship to the
university of both the person with the concern
and the person whose behavior is causing the
concern. The OAAEO can assist with
identifying the appropriate process.
Prohibited Discrimination
UO Grievance Processes
An informal grievance process typically involves
fairly formalized steps that include all or some of
the following:
 Creating a record;
 Meeting with the alleged offender and his/her
supervisor;
 Clearly identifying expectations for future
behavior; and
 Notice that future inappropriate behavior will
result in further corrective action.
Prohibited Discrimination
UO Formal Grievance Processes - Students
Students with concerns about behaviors by
students: formal process is through Student
Conduct and Community Standards in the Office
of the Dean of Students.
Students with concerns about behaviors by
employees: formal process is through the Office
of Affirmative Action and Equal Opportunity
Prohibited Discrimination
UO Formal Grievance Processes - GTFs
Graduate Teaching Fellows: are both students and
employees. Their formal recourse for concerns
about prohibited discrimination or sexual
harassment depends on whether the behavior of
concern occurred in their role:
As a student: formal recourse is through
Student Conduct and Community Standards in
the Office of the Dean of Students.
As a GTF: formal recourse is through the GTFF
Collective Bargaining Agreement grievance
process.
Prohibited Discrimination
UO Formal Grievance Processes - Employees
Represented Employees with concerns regarding
behavior by UO employees: formal process is
through the collective bargaining agreement
grievance process.
Unrepresented Employees with concerns regarding
behavior by UO employees: formal process is
through the Faculty Grievance Process.
All Employees with concerns regarding behavior by
UO students: formal process is through Student
Conduct and Community Standards.
Conflicts of Interest and Abuses of Power Policy
UO Formal Complaint Process
Parties who can bring a formal complaint include:
 a student who was involved in a relationship with
a faculty/staff member who had evaluative
authority over the student, AND
 third parties, also in an evaluative relationship
with the faculty/staff member, who feel they
have been injured or prejudiced by the
relationship
The complaint process is administered by the Office
of Affirmative Action and Equal Opportunity
Prohibited Discrimination and Sexual Harassment
Contacts
ISSUE
Appropriate Contact
Title IX Coordinator
Penelope Daugherty
OAAEO
541-347-3123
penny@uoregon.edu
Prohibited discrimination and sexual
harassment
OAAEO
541-346-3123
Required employee reporting
OAAEO
541-346-3123
UO protocol for responding to issues of OAAEO
sexual harassment and sexual violence 541-346-3123
Prohibited Discrimination and Sexual Harassment
Contacts
ISSUE
Appropriate Contact
Student Conduct Code
Paul Shang, Assistant Vice President and Dean of
Students
541-346-8206
pshang@uoregon.edu
Director
Student Conduct and Community Standards
541-346-1140
Services and resources for
student survivors of sexual
harassment and violence
Paul Shang, Assistant Vice President and Dean of
Students
541-346-8206
pshang@uoregon.edu
Sheryl Eyster, Associate Dean of Students
541-346-1156
seyster@uoregon.edu
Prohibited Discrimination and Sexual Harassment
Relevant Resources
Resource
Location
Overview of OAAEO Services and
Complaint and Grievance Procedures
http://aaeo.uoregon.edu Click on
Prohibited Discrimination
UO Protocol for Responding to
Incidents of Sexual Harassment and
Sexual Assault Involving Students
http://aaeo.uoregon.edu Click on
Sexual Harassment
Sexual or Romantic Relationships with
Students
http://workplacerelationships.uoregon
.edu/
Preventing Inappropriate Relationships
Between Student-Athletes and
Athletics Department Personnel
http://www.nacwaa.org/sites/default/f
iles/images/Staying%20in%20Bounds.p
df.