All members of the university community may raise concerns of discrimination, harassment, and bullying with the Office of Equal Opportunity and Access (EOA). 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 EOA 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.
EOA 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.
If you have any questions about OSU’s policies or procedures prohibiting discrimination or sexual misconduct, please contact EOA. Filing a complaint of discrimination and harassment with EOA does not preclude you from filing with other federal or state agencies.
In compliance with the Oregon Workplace Fairness Act, OSU is required to notify employees of the following:
An individual who pursues legal action against OSU based on alleged unlawful employment practice prohibited by ORS 659A.030, 659A.082 or 659A.112 (unlawful discrimination or sexual assault) must do so no later than five (5) years after the occurrence of the alleged unlawful employment practice;
OSU may not require or coerce an employee or prospective employee to enter into a nondisclosure or nondisparagement agreement that has the purpose or effect of preventing the individual from disclosing or discussing conduct prohibited by ORS 659A.030, 659A.082 or 659A.112 (unlawful discrimination or sexual assault) when that conduct occurred between employees or between an employer and an employee in the workplace or at certain work-related events; or that occurred between an employer and an employee off the employment premises, except,
When an employee claiming to be aggrieved by unlawful requests to enter into a settlement, separation, or severance agreement which contains a nondisclosure, nondisparagement, or “no-rehire” provision and will have seven (7) calendar days to revoke the agreement; or
If an employer makes a good faith determination that an employee has engaged in conduct prohibited by ORS 659A.030, ORS 659A.082 or 659A.112.
EOA documents any reports made to it that involve potential unlawful discrimination or sexual assault. Employees are encouraged to promptly report concerns to EOA or to otherwise document any incidents involving conduct that may constitute unlawful discrimination or sexual assault. Almost all employees are required by OSU policy to immediately report allegations of sexual misconduct of which they become aware.
As defined by the Oregon Bureau of Labor and Industries:
A nondisclosure agreement is any agreement by which one or more parties agree not to discuss or disclose information regarding any complaint of work-related harassment, discrimination, or sexual assault;
A nondisparagement agreement is any agreement by which one or more parties agree not to discredit or make negative or disparaging written or oral statements about any other party or the company.
Report Discrimination and Other Concerns