Campus Title IX Coordinators - For Reporting Sexual Misconduct
Campus Title IX Coordinators - For Reporting Sexual Misconduct
As required by Title IX, the University does not discriminate on the basis of sex in any of its education programs or activities, including in admissions and employment. Inquiries about the application of Title IX can be directed to the University’s Title IX Coordinators or to the U.S. Department of Education, Office of Civil Rights. The Title IX Coordinators on the University’s campuses may be contacted at:
Campus |
Name and Contact Information |
---|---|
Crookston |
For students: Jason Tangquist |
For employees: Jason Tangquist |
|
Duluth | Corey Christensen EOAA Associate & Title IX Coordinator Equal Opportunity and Affirmative Action (EOAA) 219 Darland Administration Building 1049 University Drive Duluth, MN 55812 218-726-8809 chri2595@d.umn.edu |
Morris |
For students: Adrienne Conley |
For employees: Sarah Mattson |
|
Rochester |
For students: Javier Gutierrez |
For employees: Nicole Smith |
|
Twin Cities | Tina Marisam Title IX Coordinator, Twin Cities Equal Opportunity and Affirmative Action (EOAA) 274 McNamara Alumni Center 200 Oak St. SE Minneapolis, MN 55455 marisam@umn.edu or eoaa@umn.edu 612-626-9357 or 612-624-9547 |
Please see the University’s policy for information about: (1) how to report or file a formal complaint of sexual harassment, gender-based harassment, sexual assault, stalking or relationship violence; and (2) the University’s procedures for responding to reports and formal complaints.
Campus Equal Opportunity Offices - For Reporting Discrimination
Campus Equal Opportunity Offices - For Reporting Discrimination
Campus |
Name and Contact Information |
---|---|
Crookston |
For reports involving student respondents: Savala DeVoge |
For reports involving employee or third party respondents: Emily Kveno |
|
Duluth |
For reports involving student respondents: Office of Student Conduct and Conflict Resolution |
For reports involving employee or third party respondents: Corey Christensen |
|
Morris |
For reports involving student respondents: Student Affairs |
For reports involving employee or third party respondents: Sarah Mattson |
|
Rochester |
For reports involving student respondents: Javier Gutierrez |
For reports involving employee or third party respondents: Virginia Wright-Peterson |
|
Twin Cities |
For reports involving student respondents: Office for Community Standards |
For reports involving employee or third party respondents: Office Equal Opportunity and Affirmative Action (EOAA) |
EEO Posters & Discrimination
EEO Posters & Discrimination
Know Your Rights: Workplace Discrimination is Illegal (Translated posters available here)
And Justice for All (USDA) (Translated posters available here)
MDHR Contractor Non-Discrimination is the Law
Pay Transparency Nondiscrimination
Discrimination Prohibition
The University prohibits discrimination.
La universidad prohíbe la discriminación.
Lub University txwv tsis pub muaj kev sib cais.
Jaamacadda ayaa mamnuucday takoorka.
Pay Transparency Non-Discrimination Provision
The University will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, or (c) consistent with the University's legal duty to furnish information.
Religious Accommodations
Religious Accommodations
Guidance on commonly asked questions related to religious belief and expression at the University
Religious Symbols
Given that the University is a public institution, it cannot promote one religious practice or observance to the exclusion or diminution of others. As such, the display of religious symbols in public spaces is discouraged because it could be perceived as a demonstration that the University favors one religion over another, or favors religion generally over nonreligious beliefs. The display of religious symbols in public spaces is also contrary to the University’s commitment to inclusion and non-discrimination based on religious identity. The display of religious symbols in private spaces, however, like the display of other personal objects in individual work areas, is permitted.
Holiday Parties
Employee holiday parties are not an allowable expense under University policy. Even if University funds are not used, workplace celebrations that are connected to a particular religious holiday (or to multiple holidays with different religious affiliations) are discouraged. Instead, supervisors should arrange for celebrations and other functions that are inclusive to all employees, and not connected to a particular religious holiday or holidays. This is the case even if everyone in a particular unit celebrates the holiday that is connected to the workplace celebration.
Respect
University members are expected to demonstrate respect for those whose beliefs and practices may differ, regardless of what religion one practices or whether one practices none at all. In particular, supervisors should be mindful not to use their authority in a way that could be perceived as requiring or discouraging religious expression by their employees.
Accommodations
The University is committed to providing equal access to, and opportunity in, its programs, facilities, and employment without regard to religion. At times, a conflict may arise between the University’s neutral rules or expectations and a University member’s religious beliefs or practices. For example, a University member may need to miss class or work on a religious holiday, or take time away from class or work to pray. In such situations, the University may be required to provide accommodations for students’ and employees’ religious beliefs and practices.
A reasonable accommodation eliminates the conflict between a neutral University rule or expectation and a student’s or employee’s religious belief or practice. Ideally, a reasonable accommodation permits the individual requesting the accommodation to fulfill their academic and work responsibilities, as well as follow their religious beliefs and practices, without unnecessarily disadvantaging that individual.
Students and employees can request accommodations for religious beliefs and practices from their instructors, supervisors, or other appropriate University authorities. Employees who receive accommodation requests should make reasonable efforts to grant the requested accommodation or to grant another accommodation that would permit the student or employee to fulfill their academic or work responsibilities and follow their religious beliefs and practices.
If a University authority believes that they cannot grant an accommodation request because there is no alternate means for the student or employee to fulfill their academic or work responsibilities, or because the requested accommodation would otherwise create an undue hardship, the University authority should consult with EOAA, or another appropriate resource such as Human Resources, before denying the accommodation request.
FAQ: Accommodations for Religious Beliefs and Practices
Tips for making and receiving religious accommodation requests:
Individuals who require religious accommodations should:
- Request them in advance if possible.
- Review the policies linked below.
- Consult with EOAA or another appropriate resource, such as Human Resources, as needed.
Individuals in a position to receive accommodation requests should:
- Refrain from making assumptions about an individual’s religious beliefs, practices, or accommodation needs based on the individual’s appearance, clothing, national origin or other personal characteristic.
- Refrain from making assumptions about an individual’s accommodation needs based on an individual’s known religious beliefs or practices.
- Focus discussion about an individual’s accommodation requests on the possible accommodations that would permit the individual to fulfill their academic or work responsibilities and follow their religious beliefs and practices, and not on the individual’s religious beliefs or practices themselves.
- Review the policies linked below.
- Consult with EOAA or another appropriate resource, such as Human Resources, as needed.
Religious Holidays and Observances
University Policies
- Code of Conduct (Regents Policy)
- Employee Absences for Religious Holidays (Administrative Policy)
- Equity, Diversity, Equal Opportunity, and Affirmative Action (Regents Policy)
- Makeup Work for Legitimate Absences: Twin Cities, Crookston, Morris, Rochester (Administrative Policy)
- Mandatory Attendance at First Class Session and Consequences for Absence: Twin Cities, Crookston, Morris, Rochester (Administrative Policy)
- Rule 2: Code of Conduct, Discrimination, Harassment, Nepotism and Political Activity (Civil Service Employment Rules)
- Student Conduct Code (Regents Policy)
- Teaching and Learning: Student Responsibilities (Twin Cities, Crookston, Morris, Rochester) (Administrative Policy)
EEOC and Other Resources
- U.S. Equal Employment Opportunity Commission's Religion-Based Charges
- EEOC's Best Practices for Eradicating Religious Discrimination in the Workplace
- Questions and Answers about the Workplace Rights Of Muslims, Arabs, South Asians, and Sikhs under the Equal Employment Opportunity Laws
- Questions and Answers about Employer Responsibilities Concerning the Employment of Muslims, Arabs, South Asians, and Sikhs
Pregnancy, Breastfeeding, and Parenting
Pregnancy, Breastfeeding, and Parenting
Education
Education
The Office of Equal Opportunity and Affirmative Action (EOAA) offers a variety of educational workshops to the University community. For large audiences, EOAA also can customize workshops to specifically address a unit’s needs.
Workshops include:
- EOAA Supervisors’ Toolkit
- EOAA Graduate Students' Toolkit
- Identifying and Responding to Sexual Misconduct
- Sexual Harassment: Awareness, Prevention, and Response
- Religious Accommodation at the University of Minnesota
To learn more or to schedule a workshop for your unit, please contact EOAA at (612) 624-9547 or eoaa@umn.edu
For questions about the 2021 Preventing Sexual Misconduct, Discrimination and Retaliation training, please see these FAQs.
Limited English Proficiency
Limited English Proficiency
The University's Plan to provide meaningful access to LEP persons is to rely on individual departments and units to determine what resources to offer based on the specific services that department/unit offers. For questions and consultation, please contact EOAA.
In addition, on its website, EOAA invites individuals to contact EOAA (eoaa@umn.edu) if they require additional forms of access, including accommodations, language assistance, or information about EOAA in other languages. EOAA also provides its non-discrimination statement in several languages.
Resources for Complainants in Sexual Misconduct Cases
Resources for Complainants in Sexual Misconduct Cases
Personal Support Resources
Personal Support Resources
The University also offers a number of confidential resources for personal support, including:
- The Aurora Center
- Student Counseling Services
- Boynton Mental Health
- The Employee Assistance Program (services provided by Lyra Health)
Other resources, including community resources, can be found here.
For resources on the Crookston, Duluth, Morris, and Rochester campuses, please visit:
Culture and Climate
Culture and Climate
University Resources
University Resources
Other offices at the University may be able to help you address your experiences. For example:
- Your local Human Resources representative.
- Office for Conflict Resolution provides conflict resolution services to non-bargaining unit employees who are experiencing employment-related conflicts.
- The Student Conflict Resolution Center serves as a confidential resource for all students who experience campus-based problems or concerns.
- The Office for Community Standards addresses student conduct that is not sexual misconduct.
- UReport allows University members to file a report anonymously.
- Student Advocate Services provides assistance and advocacy to students who have been accused of violating the Student Conduct Code.
- University Student Legal Services assists students with non-University related legal matters.