How to file a complaint
Sexual Harassment, Harassment and Discrimination, and Sexual Violence
All University supervisors and administrators must report complaints. The University has designated Roberta Maldonado Franzen Interim Director of the Office of Affirmative Action , as the Title IX Coordinator. The Title IX coordinator handles inquiries regarding discrimination, harassment and sexual violence policies and complaints.
Sexual violence must be filed within 180 calendar days of the alleged behavior. Incidents involving sexual harassment, harassment and discrimination must be filed within 60 calendar days of the alleged behavior. Complaints may be submitted verbally or in writing. As much information as possible should be given, including:
- Name of complainant and complaintant's contact information, if applicable
- Name, title and contact information of person alleged to have engaged in the conduct
Brief description of what happened, including dates, locations and times; the effect the conduct has had on employment, learning or living environment or the complainant's ability to participate in university programs or activities
Where to File a Complaint
Sexual Violence complaints
In person: to the director of the Women's center, 206 Holton Hall, or Office of Affirmative Action, 214 Anderson Hall
Via phone: Women's Center 785-532-6444, Ofice of Affirmative Action785-532-6220
Sexual Harassment, Harassment and Discrimination complaints
In person: Office of Affirmative Action 214 Anderson Hall 8:00 A.M. to 12:00 P.M. and 1:00 P.M. to 5:00 P.M. or by appointment.
Via phone: (785) 532-6220
Via email: firstname.lastname@example.org
Complaints are confidential and will not be disclosed to anyone who does not have a need to know - this requirement applies to complainants, respondents, witnesses, and any others involved with a complaint. The University cannot guarantee absolute confidentiality, although the University will protect the privacy of all parties to the extent possible – consistent with preventing future acts of discrimination, harassment or retaliation, providing a remedy to persons injured, and allowing respondents to reply to a complaint if it warrants an administrative review.
Complaint information may be disclosed to state or federal anti-discrimination agencies for investigations and during litigation. Where the University has knowledge of alleged behavior which, if true, may violate this policy, and the alleged victim does not file a complaint, the University may conduct an administrative review if it has reason to believe a review is necessary to resolve a report of discrimination, harassment, or retaliation.
Third Party Complaints
A third party complaint is one made by an individual who has spoken to the alleged victim of discrimination, harassment or retaliation, and who may or may not have been present when the alleged conduct occurred. A complaint from a third party will require the OAA to encourage the alleged victim to come forward. If that individual refuses, the OAA may have to review the allegations without the cooperation of the alleged victim.
Advice, Consultation and Referral
If you just want to talk to someone concerning something that has happened, you may contact the OAA.The OAA staff will schedule an appointment with you. Walk-ins are welcome. Office hours are 8:00 am to 12:00 noon and 1:00pm to 5:00pm, Monday through Friday, but OAA staff will meet with you at other times or accept your call by prior agreement. If you call after-hours, please leave a message and an OAA staff member will contact you as soon as practicable. OAA staff will answer your questions, obtain information from other offices, explore options for resolving issues and explain complaint resolution process. All discussions will be confidential.
Interim measures may be taken to protect the complainant if the team decides that it is necessary to arrange for you and the respondent to be separated pending completion of the review, then the team will inform the Respondent's supervisor or other official of the complaint and explain the basis for the request. Possible measures include, but are not limited to non-disciplinary leave with pay, restricted or no access to specific areas, transfer out of a class, temporary change of work assignment, and change of housing. These measures are not disciplinary or an indication that the allegations are true, and do not indicate the outcome of the review. Rather, they are taken out of an abundance of caution.