OIR investigates reports of violations of the above-referenced policies when the Respondent is affiliated with UTK (including the Institute of Agriculture and UT Space Institute), the UT System Administration, or the UT Institute for Public Service, and the Respondent is subject to the university policy at issue.
“Complainant” means a person who is alleged to have experienced conduct prohibited by a Covered Policy, regardless of whether that person makes a Complaint.
“Respondent” means a person and/or organization alleged to have engaged in conduct prohibited by a Covered Policy.
“Complaint” means notification to OIR by a Complainant alleging that the Complainant has experienced conduct prohibited by a Covered Policy. If any of the allegations of a Complaint fall under the university’s Policy on Sexual Harassment, Sexual Assault, Dating and Domestic Violence, and Stalking, then OIR consults the Office of Title IX to ensure compliance with that policy’s requirement for the Title IX Coordinator (or designee) to promptly inform a Complainant of their rights, resources, and reporting options.
“Report” means notification to OIR by a Reporter alleging that a Complainant has experienced, or a Respondent has engaged in, conduct prohibited by a Covered Policy. If any of the allegations of a Report fall under the university’s Policy on Sexual Harassment, Sexual Assault, Dating and Domestic Violence, and Stalking, then OIR consults the Office of Title IX to ensure compliance with that policy’s requirement for the Title IX Coordinator (or designee) to promptly inform a Complainant of their rights, resources, and reporting options.
Yes. “Retaliation” means an adverse action by any University employee, taken against any Complainant, Respondent, Witness, or any other participant. Adverse action may mean intimidation, threatened action, coercion, or discrimination against any individual for the purpose of interfering with any right or privilege secured by Covered Policies. The prohibitions against Retaliation apply whether or not the original complaint is substantiated.
The Executive Director of OIR may implement interim measures at any time after OIR’s receipt of a Complaint or Report. For OIR’s purposes, interim measures are non-disciplinary actions designed to: (i) restore or preserve access to a non-discriminatory living, learning, and working environment; (ii) promote safety; and/or (iii) deter violations of university policy. Examples of interim measures include, but are not limited to, issuing no contact directives, coordinating changes to an employee’s work assignment or schedule, and/or assisting a student in requesting changes to an academic schedule or campus employment assignment.
If a Party is participating in a concurrent university process during an Intake Review or Investigation, including (without limitation) a tenure and promotion process, a grade appeal process, a student conduct disciplinary process, or an employee disciplinary process, OIR’s Executive Director will consult with the Vice Provost for Faculty Affairs (for cases involving a faculty member or academic-related appeal), the Chief Human Resources Officer (for cases involving a staff member), or the Director of Student Conduct & Community Standards (for disciplinary cases involving a student) to determine the appropriate order or timing of such processes. OIR may stay OIR processes, if appropriate, until the conclusion of a separate university process.