4.3 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:
University Ombuds
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.Grievance Procedure for Academic Faculty Members
The Faculty Senate Grievance Committee maintains a grievance policy for academic faculty members.Misconduct and Discipline of Academic Faculty
This policy functions to support a productive, safe, professional, and collegial working and learning environment; to protect the academic freedom of faculty and students; and to ensure that disciplinary processes are fair and transparent. It sets forth actions that the University can take in response to allegations that an academic faculty member has engaged in Faculty Misconduct as defined therein and describes the accompanying procedures.Disciplinary Suspension or Termination of Academic Faculty
This policy has been superseded by the above policy ’Misconduct and Discipline of Academic Faculty for all matters related to faculty misconduct. This policy may be applied solely in cases of professional incompetence demonstrated through unacceptable performance review, as referenced in the Annual Performance Reviews 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.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, 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, including sexual misconduct, and/or retaliation at the University, as outlined in the following University policies:- 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 Addressing Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence (see below), and retaliation against individuals who complain about discrimination, harassment, and retaliation under the DHR Policy, who assist testify in, participate in or refuse to participate in an investigation, resolution process, or other proceeding, or request an accommodation for disability, pregnancy, or religion (collectively referred to as “DHR Conduct”).
Please visit EOCR’s Discrimination, Harassment, and Retaliation page PADHR page for more information about the DHR policy, as well as reporting options, support, and resources.
- Addressing 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 & Sexual Misconduct page for more information about the Sexual Misconduct Policy.
- Reporting Obligations
The DHR Policy and Sexual Misconduct Policy outline steps to follow when disclosures of “PADHR Conduct” and “Prohibited Conduct” are made 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 these policies’ details to ensure they understand their reporting obligations as Responsible Employees. Faculty can report such “Prohibited Conduct” or “PADHR Conduct” by filing a report online through the Just Report It website or by contacting EOCR.