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Discrimination, Harassment, Sexual Violence or Retaliation

Including Sexual Assault, Relationship Violence, and Stalking

As part of the University committed to fostering an academic and learning environment in which all members of our campus community are safe, secure, and free from Discrimination, Harassment, Sexual Harassment, and Sexual Misconduct of any form, we will:

  • Unequivocally state intolerance for discrimination, harassment, and sexual misconduct including sexual assault, relationship violence, and stalking.
  • Establish an effective, uniform reporting and investigative process.
  • Require prompt action to protect against recurrence of discrimination, harassment, and sexual misconduct including sexual assault, relationship violence,
  • and stalking.
  • Ensure resolutions that impose appropriate remedies or sanctions.
  • Protect Complainants, Respondents, and individuals who report or are involved in the investigative process from harassment, reprisal, or Retaliation; and
  • Respect confidentiality and the privacy rights of employees and students to the greatest extent practicable and appropriate.

The university considers the safety of our campus community to be our highest priority. We cannot guarantee complete confidentiality where it would conflict with the University's obligation to investigate a compliant or maintain a safe, healthy, working and learning environment.

Incidents, concerns, or complaints regarding Discrimination, Harassment and Sexual Misconduct including Sexual Assault, Relationship Violence, and Stalking should be reported to the Office of Human Resources, Title IX Coordinator our office will assess allegations reported to determine whether a potential violation has occurred with the university’s Non-Discrimination Policy, Sexual Harassment and Other Prohibited Sexual Conduct Policy, or Power-Based Violence Policy. and, if so, determine an appropriate response.

Read more about Power-Based Violence.


No member of the University community may retaliate against an individual because of the individual’s good faith participation in:

  • reporting or otherwise expressing opposition to, suspected or alleged misconduct;
  • participating in any process designed to review or investigate suspected or alleged misconduct or non-compliance with applicable policies, rules, and laws;


  • accessing the Office of Human Resources including the Title IX Coordinator for guidance.

A causal relationship between the good faith participation in one of these activities and an adverse action is needed to demonstrate that retaliation has occurred.

Preventing and Addressing Retaliation Policy

Report an Incident