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 and resources:
The University Ombuds is an independent, confidential resource available to assist faculty, staff, and students in resolving problems, complaints, conflicts, and other issues when normal processes and procedures have not worked satisfactorily. The goal of the Ombuds is to promote resolutions through respectful dialogue and see that all members of the University are treated fairly. The services of the Ombuds are independent of the University administration and confidential to the extent permitted by law.
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 or expression, marital status, military status (which includes active duty service members, reserve service members, and dependents), national or ethnic origin, political affiliation, pregnancy, 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, disability, family medical or genetic information, gender identity or expression, marital status, military status (which includes active duty service members, reserve service members, and dependents), national or ethnic origin, political affiliation, pregnancy, race, religion, sex, sexual orientation, and veteran status, 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 Harassment as defined by Title IX which includes Quid Pro Quo Harassment, Sexual Harassment, Sexual Assault, Dating Violence, Domestic Violence, and Stalking on the basis of sex in an education program or activity and other forms of sexual and gender-based misconduct, including Non-Consensual Sexual Contact, Non-Consensual Sexual Intercourse, Sexual Exploitation, Intimate Partner Violence, Stalking, Quid Pro Quo Harassment, Hostile Environment Harassment, Complicity in the commission of any act prohibited by the Sexual Misconduct Policy, and Retaliation against a person for the good faith reporting of any of these forms of conduct or participation in any investigation or proceeding under the Sexual Misconduct Policy (collectively "Prohibited Conduct").
Please visit EOCR’s Title IX page for more information about the Sexual Misconduct Policy.
Reporting by University Employees of Disclosures Relating to the Policy on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence and the Preventing and Addressing Discrimination and Harassment, and Preventing and Addressing Retaliation Policies - Accompanies the above PADH, PAR, and Sexual Misconduct policies and the procedures which they establish. This policy outlines procedures regarding reports of “PADHR Conduct” and “Prohibited Conduct” to University employees and the obligations of University employees to respond to such disclosures, including the responsibilities of certain University employees, called “Responsible Employees.”
Faculty are encouraged to review this policy’s details regarding Responsible Employee reporting obligations. Faculty can report such “Prohibited Conduct” or “PADHR Conduct” by filing a report through the Just Report It website or by contacting EOCR.
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.