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- About Us
- Affirmative Action
- Sexual Misconduct & Title IX
- Discrimination & Other Concerns
Oregon State University is committed to creating and maintaining an equitable and inclusive working and learning environment. All individuals who are participating in university programs and activities, and all those who apply to participate in university programs and activities, have the right to do so fully, free from prohibited retaliation.
Retaliation is any action that adversely affects the employment, education, or access to a university program or activity of an individual due to the individual’s engagement in protected activity.
Adverse action is any action that is reasonably likely to deter a reasonable person in the same circumstances as the individual from engaging in protected activity. Adverse action does not include (1) petty slights or trivial annoyances; or (2) action, including employment or academic action, which would have been taken regardless of the individual’s engagement in protected activity.
Protected activity, as used in the retaliations policy, includes (1) filing a complaint or report with an official Oregon State University office or a state or federal agency, or otherwise participating in the university’s or a state or federal agency’s inquiry, investigation, or other dispute resolution process pertaining to discrimination, harassment, or other conduct prohibited by university policy, the Code of Student Conduct, or applicable law; or (2) opposing conduct that the individual reasonably believes is prohibited by law; or (3) participating in the university’s reasonable accommodation processes under the Americans with Disabilities Act (ADA).
View OSU’s Retaliation Policy.
EOA documents any reports made to EOA that involve potential unlawful retaliation. Individuals are encouraged to promptly report concerns to EOA or to otherwise document any incidents involving conduct that may constitute retaliation.
EOA can provide information on available rights and resources and consultation to individuals even if they do not submit a formal complaint to EOA and even if they do not want to proceed with a resolution into their situation. For individuals seeking a resolution through EOA, several informal resolution options are available or EOA may proceed with an investigation when the alleged conduct could violate OSU policy.
OSU employees who are represented by a union are encouraged to consult with their union steward or collective bargaining agreement immediately if they plan to bring a concern to EOA, as consulting with EOA may impact deadlines or employee rights under their respective collective bargaining agreement.
Filing a complaint of discrimination and harassment with EOA does not preclude you from filing with other federal or state agencies.
EOA is not a confidential office. We keep reports made to our office as private as possible during and after EOA’s involvement in a matter, but we may need to share information with other offices (such as Human Resources) so that we can best assist with the concern. We protect complaint and investigation information to the fullest extent allowed by relevant laws.
In order to protect the safety of the campus community, there are some circumstances under which EOA may need to proceed with an investigation or other appropriate action even if the person reporting specifically requests that the matter not be pursued.
There are confidential offices on and off campus who can hear concerns and provide support, but are not required to take action with the information. See Resources for confidential campus and community resources or contact the University Ombuds Office, which is a confidential university resource available to all students and employees.
Information on the Oregon Workplace Fairness Act.
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