What Happens After Reporting?

After the University is made aware of a concern, what happens next depends on the specific circumstances. Responses may include:

• Situation assessed to confirm no further action required.
• Referral to a more appropriate campus resource, if applicable.
• Reviewing the situation to determine if it is part of an ongoing pattern or trend.

This may occur when you are seeking information, want to understand options, or do not wish to pursue further steps at this time. Even in these cases, you may still receive information about resources and support.

This tier focuses on providing support and connecting individuals with tools that promote safety, access, and well-being. Responses may include:

• Supportive measures for impacted individuals
• Prevention consultation
• Resource referrals
• Graffiti removal

These measures are non-disciplinary and may be offered with or without a formal process.

This tier involves more coordinated and structured responses designed to address concerns and prevent recurrence. Interventions may include:

• Mutual No Communication Directives
• Feedback or expectation setting conversations with the person of concern
• Alternative Dispute Resolution (for Title IX cases where both complainant and respondent are students)
• Training

These actions remain non-disciplinary and do not involve determinations of policy violations.

When appropriate or requested, CRC may coordinate formal review processes to assess potential policy violations. These may include:

• CRC preliminary inquiry
• Civil Rights EO 81 Investigation
• Title IX Investigation

Formal review processes are structured and governed by University policy and applicable laws. They are typically used when the alleged conduct, if substantiated, could constitute a policy violation requiring a formal determination.

Some reports that come to CRC’s attention include conduct that does not constitute prohibited conduct as defined by Executive Order 81, but still needs to be addressed as a workplace concern. In such situations, HR may conduct an HR workplace investigation in accordance with its policies and procedures.

When you make a report, the Civil Rights Compliance Office (CRC) works to understand what may have occurred, assess safety and access concerns, provide information and resources, and explain available response and resolution options. Reporting is a pathway to ensuring that you have access to accurate information, enabling you to make informed decisions.

When staff in CRC are aware of concerning behavior, they can also work to prevent prohibited conduct from occurring or escalating and monitor for patterns that might contribute to a hostile environment.

We encourage all members of the UW community to make a Civil Rights & Title IX Report when they become aware of discrimination, harassment, or sexual misconduct based on protected characteristics. You can still make a report even if you are unsure whether we are the right office or your concerns are prohibited conduct. If you are not required to report, you may report anonymously or choose to share limited details.

Learn more about reporting options on the Make a Report page.

Not necessarily. Making a report allows a Civil Rights Case Manager to connect with you, listen to your concerns, and discuss options. In some cases, individuals are seeking information, support, or resources and do not wish to pursue further action. More information is available on Seeking Support.

Submitting a complaint is necessary to request a University investigation or begin an Alternative Dispute Resolution process. If you are interested in filing a complaint, making a Civil Rights & Title IX Report is the right first step. Doing so allows a Civil Rights Case Manager to explain the complaint process and assist you with preparing the necessary documents.

No. Making a report does not automatically result in an investigation or disciplinary process. CRC uses a tiered response approach to determine what actions, if any, are appropriate based on the circumstances.

If your goal is to learn if your situation is something the University can investigate, making a Civil Rights & Title IX Report is the right first step. Doing so allows a Civil Rights Case Manager to review your situation, meet with you for a complaint intake, and provide a determination if a Civil Rights investigation could be an option to address your concern.

In limited and specific situations—such as employee misconduct or concerns related to the safety of the UW community—further action may be required.

You might want to make an anonymous report for a number of reasons. Maybe you aren’t ready to share your name and want to learn about your options first, or maybe you want to support a friend while respecting their wishes for confidentiality.

When you make an anonymous report, we will follow-up with whatever email address you include. Many individuals will create a new email account for just this purpose. Our response to you will seek to respond to your specific concerns and provide relevant information, resources, and options. Many individuals do choose to share their name after learning more, but that is entirely your choice.

It’s important to remember that while reports may be submitted anonymously, anonymous reporting may limit CRC’s ability to gather additional information, offer supportive measures, or provide follow-up. You can also choose to share your name, but provide limited information about the situation or who else is involved. More information is available on the Make a Report page.

As a reminder, if you are making a report to fulfill your employee reporting obligations, it can not be anonymous. Although in some circumstances you can withhold the name of an impacted student.

After a difficult situation involving potential discrimination, harassment, or sexual misconduct, you might not feel like you are able to participate fully as a student or employee. Perhaps you have follow-up appointments that keep you from class or work, or maybe you just want the University to do something so that concerning behavior stops and does not escalate.

Supportive measures are non-disciplinary, non-punitive services designed to restore or preserve equal access to the University’s educational programs, activities, and work environments. They are individualized and offered as appropriate.

Supportive measures are available to individuals who have been impacted by discrimination, harassment, or sexual misconduct. Supportive measures are also available to respondents who are alleged to have violated UW policy.

Examples and additional information are available on Supportive Measures.

You may choose to make a report and request that no further action be taken. CRC works to honor your wishes whenever possible.

In some instances, such as when there is an imminent safety threat or employee misconduct, the University may need to take action even if you choose not to participate in the process. CRC will carefully review each situation and strive to balance your preferences with the University’s responsibility to maintain safe environments.

After a report is submitted, a Civil Rights Case Manager will contact you by your preferred method–usually email–to schedule an intake meeting.

During the intake meeting, the case manager will listen to your concerns and help document what occurred. They will explain your rights, available resources, and supportive measures based on the details of your particular concerns.

Participating in an intake meeting does not require someone to move forward with a complaint. If you want the University to pursue a formal resolution such as an investigation, the case manager will help you understand next steps.

Supportive measures may be available regardless of whether a formal resolution is requested. The Civil Rights Compliance Office is also committed to accessibility and can provide reasonable accommodations for the intake process upon request.

Informal responses may include supportive measures, feedback, or expectation-setting conversations, referrals to other offices or units, training, or other preventive actions. These options do not involve a determination of policy violation.

Review Resolution Options Overview for examples.

You can bring a support person or advisor to meetings with your Case Manager. Depending on the resolution process, you may be permitted to bring a support person or advisor for other CRC meetings. CRC staff can explain what is allowed for each type of response or resolution option.

The person who experienced the alleged prohibited conduct under EO 81 is the complainant. As a complainant, you can access help to understand your rights and navigate the process.

A Civil Rights Case Manager can offer support, refer you to resources, and explain available options. To contact a case manager, you can make a Civil Rights & Title IX Report or email civilrights@uw.edu.

If you have experienced sexual assault, relationship violence, or stalking and prefer to discuss your experience confidentially before contacting the Civil Rights Compliance Office, consider connecting with a UW confidential advocate. The Know Your Rights & Resources guide also explains resources, resolution options, and University processes.

The individual who is alleged to have violated University policy or the Student Conduct Code is the Respondent. If you have been named as a respondent in a University investigation or Alternative Dispute Resolution process, you will receive notice in your UW email and you can access help to understand your rights and navigate the process.

A Civil Rights Case Manager can offer support, refer you to resources, and explain the resolution process. To contact a case manager, you can make a Civil Rights & Title IX Report or email civilrights@uw.edu.

Additional respondent support options:

• Student respondents – You may also work with a Respondent Resource.
• Employee respondents – Depending on your role, you may request assistance from a human resources consultant, the Faculty Liaisons Program, the Office of the Ombud, and/or the Washington State Employee Assistance Program. If you are a represented member of a union, you may have rights under your collective bargaining agreement. For more information you may contact your union representative, or email Labor Relations at laborrel@uw.edu.

A preliminary inquiry may be conducted to help determine if an investigation should occur, or if another approach could better address the reported concerns. A preliminary inquiry may include, but is not limited to, reviewing University records to confirm spelling of names and other details, requesting information from University personnel or unit leaders about the nature of a program or activity, and reviewing written materials provided to CRC.

Alternative Resolution is a voluntary, structured process available in certain cases involving students. It allows participants to work with a trained facilitator to reach a mutually agreed resolution without a formal investigation or hearing.

Learn more on Alternative Resolution.

An investigation is a formal process used to determine whether University policy has been violated. Investigations involve gathering information, interviewing parties and witnesses, and preparing a report. Investigations generally aim to be completed within approximately 90 days, though timelines may vary.

More information is available on Investigations.

In some cases, University policy requires a hearing following an investigation. Hearings follow specific procedures and provide an opportunity for parties to be heard before a determination is made.

Review Hearings for details.

Disciplinary sanctions are consequences imposed on a member of the University of Washington community who violates UW policy.

If a University investigation determines that University policy or the Student Conduct Code was violated, sanctions for student respondents can include loss of privileges, a no communication directive, disciplinary probation, educational assignments, suspension for one or more quarters, or dismissal from the University.

For employee respondents, outcomes may include coaching and education or discipline up to and including employment termination.

In order for the University to take disciplinary action in cases involving possible prohibited conduct under EO 81, an investigation must take place first. If an investigation or hearing determines that a member of the University of Washington community violated UW policy, disciplinary or corrective action may be taken to address the situation.

If a student is found to have violated policy, the Civil Rights Compliance Office identifies sanctions. For employees, sanctions are determined by their department.

In limited circumstances, parties may request an administrative review or appeal based on specific procedural grounds outlined in University policy.

Learn more on Appeals.

CRC treats information with care and shares it only with those who need to know in order to respond appropriately, consistent with University policy and legal requirements. If you would like to learn more about privacy protections, please contact civilrights@uw.edu.

• The Family Educational Rights and Privacy Act (FERPA) is a federal law that protects the privacy of student educational records. More information about FERPA and student educational records can be found on the University Registrar website.
• Employees & Public Records Requests: A report, resolution process, or other actions may become part of the University’s administrative recordkeeping. In compliance with Washington state law, employee records are obtainable through public records requests, but certain information may be protected from disclosure. WA State House Bill 1533 establishes a process that allows public employees who are survivors of sexual assault, relationship violence, stalking, or harassment to have their information exempt from disclosure under the Public Records Act. Washington State Address Confidentiality Program participants are also protected from public records disclosures under HB 1533. Learn more at Public Records. To learn more about public records, visit the Public Records and Open Meetings website and review their FAQs.
• Health Insurance Portability and Accountability ACT (HIPPA): HIPPA protects an individual’s healthcare information.

Depending on the process, you may be permitted to bring a support person or advisor. CRC staff can explain what is allowed for each type of response or resolution option.