All members of the university community may raise concerns of discrimination, harassment, and bullying with the Office of Equal Opportunity and Access. Individuals who feel they are being treated unfairly because of a protected status or in retaliation for engaging in a protected activity, or individuals who believe they are subjected to behavior that rises to the level of bullying should feel free to come to the Office of Equal Opportunity and Access to talk through the situation and may do so without entering into the complaint process.

Classified Employees are encouraged to consult with their union steward immediately if they plan to bring  a complaint to EOA as consulting with EOA may impact deadlines or classified employee rights under the collective bargaining agreement between the State of Oregon and OPEU.

The Office of Equal Opportunity and Access provides several options for responding to such complaints:

Informal: The process of gathering information either to help establish a suspicion of discrimination or retaliation or to attempt to resolve a disagreement without following a formal complaint process.  

Formal: The process of investigating a case of alleged discrimination or retaliation and making a determination as to whether or not either has occurred and, where appropriate, providing a resolution to the complaint.

Filing a complaint of discrimination and harassment with the Office of Equal Opportunity and Access does not preclude you from filing with other federal or state agencies.

Submit a Concern to EOA

Non-retaliation: An individual may file a complaint alleging retaliation in accordance with university policy.

These options are available to all members of the university community; however some of the specific policies and procedures may vary based on your relationship to the university.  For a detailed description of these options, please follow the relevant links below:

INFORMAL COMPLAINT PROCEDURES:
  • The complainant completes and signs the Complaint of Discrimination or Harassment form.
  • The Office of Equal Opportunity and Access (EOA) advises the complainant of her/his rights to file with state and/or federal agencies.
  • The EOA may notify the appropriate administrator, dean, or director that an informal complaint has been initiated.
  • The EOA contacts the individual/entity (respondent) accused of discrimination to discuss the alleged harmful act.
  • The EOA develops a proposed resolution, if appropriate, within fifteen (15) calendar days of acceptance of the informal complaint. If appropriate, the complainant is advised that she/he may file a formal complaint.
  • The EOA may notify the appropriate administrator, dean, or director of the final status of the complaint.
  • Informal complaints must be filed within 180 days of the most recent alleged harmful act; or within 365 days for sexual harassment.

FORMAL COMPLAINT PROCEDURES:

  • The complainant completes and signs the Complaint of Discrimination or Harassment form.
  • The complaint must be filed within 180 days of the alleged harmful act, or within 365 days if the complaint alleges sexual harassment.
  • The EOA acknowledges in writing the receipt of the formal complaint; the letter includes information on the complainant's right to file with state and/or federal agencies. Copies of the letter are sent to the respondent, the appropriate administrator, dean or director, and the University legal advisor.
  • The EOA conducts a thorough investigation of the complaint.
  • The letter of determination identifies the available appeal procedures for the complaint.

Applicable Board Rules are found in Chapter 580 of OSU Policies.

ADDITIONAL RESOURCES:
Students may also contact the University Ombuds Office. The University Ombuds Office provides informal, impartial, independent, and confidential* conflict management services to OSU students, faculty, classified staff and administrators. The Ombuds will listen to your concerns, value diverse perspectives, help you explore options for resolution, provide facilitation or mediation services when appropriate, and remain impartial to all parties involved. Speaking with an Ombuds does not constitute legal notice to the University of any problem, concern or complaint. You must pursue alternative complaint avenues if you wish to obligate the University to respond in any way. *Confidentiality cannot be promised in matters relating to threats to public safety, child abuse, if there is imminent risk of serious harm, or if compelled by a court of law.
INFORMAL COMPLAINT PROCEDURES:
  • The complainant completes and signs the Complaint of Discrimination or Harassment form.
  • The Office of Equal Opportunity and Access (EOA) advises the complainant of her/his rights to file with state and/or federal agencies.
  • The EOA may notify the appropriate administrator, dean, or director that an informal complaint has been initiated.
  • The EOA contacts the individual/entity (respondent) accused of discrimination to discuss the alleged harmful act.
  • The EOA develops a proposed resolution, if appropriate, within fifteen (15) calendar days of acceptance of the informal complaint. If appropriate, the complainant is advised that she/he may file a formal complaint. The EOA may notify the appropriate administrator, dean, or director of the final status of the complaint.
  • Informal complaints must be filed within 180 days of the most recent alleged harmful act; or within 365 days for sexual harassment.
 
FORMAL COMPLAINT PROCEDURES:
  • The complainant completes and signs the Complaint of Discrimination or Harassment form.
  • The complaint must be filed within 180 days of the alleged harmful act;or within 365 days for sexual harassment.
  • The EOA acknowledges in writing the receipt of the formal complaint; the letter includes information on the complainant's right to file with state and federal agencies. Copies of the letter are sent to the respondent, the appropriate administrator, dean, or director, and the University Legal Advisor.
  • The EOA conducts a thorough investigation of the complaint.
  • The letter of determination identifies the appeal procedures available to the complainant.
 
ADDITIONAL RESOURCES:
For faculty who wish to file a complaint of discrimination with the Office of Equal Opportunity and Access their complaint of a discriminatory employment practice must be the sole basis of their complaint and they must waive in writing the right to a formal grievance under the Faculty Grievance Procedures.
Faculty may also contact the University Ombuds Office. The University Ombuds Office provides informal, impartial, independent, and confidential* conflict management services to OSU students, faculty, classified staff and administrators. The Ombuds will listen to your concerns, value diverse perspectives, help you explore options for resolution, provide facilitation or mediation services when appropriate, and remain impartial to all parties involved. Speaking with an Ombuds does not constitute legal notice to the University of any problem, concern or complaint. You must pursue alternative complaint avenues if you wish to obligate the University to respond in any way. *Confidentiality cannot be promised in matters relating to threats to public safety, child abuse, if there is imminent risk of serious harm, or if compelled by a court of law.
 
*Includes faculty ranks as defined in the rules of the State Board of Higher Education and faculty without rank but with professional title. .
COMPLAINTS AND THE COLLECTIVE BARGAINING AGREEMENT:
Employees represented by the collective bargaining agreement should know that consulting with EOA may impact deadlines or classified employee rights under the collective bargaining agreement. Classified employees are encouraged to consult with their union steward immediately if they plan to bring a complaint to EOA.
 
INFORMAL COMPLAINT PROCEDURES:
  • The complainant completes and signs the Complaint of Discrimination or Harassment form.
  • The Office of Equal Opportunity and Access (EOA) advises the complainant of her/his rights to file with state and/or federal agencies.
  • The EOA may notify the appropriate administrator, dean, or director that an informal complaint has been initiated.
  • The EOA contacts the individual/entity (respondent) accused of discrimination to discuss the alleged harmful act.
  • The EOA develops a proposed resolution, if appropriate, within fifteen (15) calendar days of acceptance of the informal complaint. If appropriate, the complainant is advised that she/he may file a formal complaint.
  • The EOA may notify the appropriate administrator, dean, or director of the final status of the complaint.
  • Informal complaints must be filed within 180 days of the most recent alleged harmful act; or within 365 days for sexual harassment.
 
FORMAL COMPLAINT PROCEDURES:
  • The complainant completes and signs the Complaint of Discrimination or Harassment form. The complaint must be filed within 180 days of the alleged harmful act;or within 365 days for sexual harassment.
  • The EOA acknowledges in writing the receipt of the formal complaint; the letter includes information on the complainant's right to file with the Union (for classified employees), and/or state and federal agencies. Copies of the letter are sent to the respondent, the appropriate administrator, dean, or director, the University Legal Advisor, and the director of the Office of Human Resources.
  • The EOA conducts a thorough investigation of the complaint.
  • The letter of determination identifies the appeal Procedures available to the complainant.
 
ADDITIONAL RESOURCES:
Classified staff may meet with their supervisor or the Director of Human Resources. Classified staff employees represented by the Oregon Public Employees Union (OPEU) should refer to the collective bargaining agreement between the State of Oregon and OPEU. Classified staff may also contact the University Ombuds Office.The University Ombuds Office provides informal, impartial, independent, and confidential* conflict management services to OSU students, faculty, classified staff and administrators. The Ombuds will listen to your concerns, value diverse perspectives, help you explore options for resolution, provide facilitation or mediation services when appropriate, and remain impartial to all parties involved. Speaking with an Ombuds does not constitute legal notice to the University of any problem, concern or complaint. You must pursue alternative complaint avenues if you wish to obligate the University to respond in any way. *Confidentiality cannot be promised in matters relating to threats to public safety, child abuse, if there is imminent risk of serious harm, or if compelled by a court of law.