Dispute Resolution Policies and Procedures
In the course of their work at the University, faculty members may encounter situations that raise concerns about discrimination, harassment, or unfair treatment. The University provides a number of venues in which faculty members may file a complaint or share their concerns. For more information, consult the following policies:
The Faculty Senate’s Grievance Committee maintains a grievance policy for members of the academic faculty (including tenured and tenure-track faculty members, as well as non-tenure-track faculty members whose responsibilities are primarily teaching or research).
The Office of the Executive Vice President and Provost maintains a grievance policy for members of the non-tenure-track faculty whose responsibilities are administrative or professional.
Discrimination/Harassment/Retaliation Complaint Procedures (Office for Equal Opportunity and Civil Rights)
The Office for Equal Opportunity and Civil Rights (EOCR) is responsible for education and effective response and resolution related to the University’s Notice of Non-Discrimination and Equal Opportunity Statement, and its associated policies and procedures, which prohibit discrimination on the basis of age, color, disability, gender identity, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information in its programs and activities. To this end, EOCR offers both informal/alternative and formal resolution options and is available to consult with any individual who has concerns related to discrimination, harassment, and/or retaliation at the University, as outlined in the following University policies:
Preventing and Addressing Discrimination and Harassment (PADH Policy) - Prohibits discrimination and harassment on the basis of age, color, race, disability, marital status, national and ethnic origin, political affiliation, religion, sexual orientation, gender identity, veteran status, family medical or genetic information, as well as other forms of sex discrimination not covered by the University’s Policy on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence (see below).
Preventing and Addressing Retaliation (PAR Policy) - Prohibits retaliation against individuals who complain of discrimination and harassment under the PADH Policy and who participate in University investigations under this policy.
Please visit EOCR’s PADHR page for more information about the PADH and PAR policies.
- Policy on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence (Sexual Misconduct Policy) - Prohibits sexual assault, quid pro quo harassment, dating violence, domestic violence, sexual exploitation, intimate partner violence, stalking, sexual and gender-based hostile environment harassment, complicity, and retaliation.
Please visit EOCR’s Title IX page for more information about the Sexual Misconduct Policy.
Respect@UVA (UVA Human Resources)
UVA Human Resources oversees the University’s Commitment to a Caring Community of Dignity and Respect through the Respect@UVA program and reporting procedures. Please visit their website to review the respectful workplace guidelines, including examples of disrespectful behavior.
This policy explains the administrative procedures that must be followed in the event of an academic faculty member’s disciplinary suspension or termination.