How we will respond
When the University has actual knowledge of sexual harassment allegations in an UNR education program or activity of the institution, we will respond promptly in a manner that is not deliberately indifferent. Our response will treat complainants and respondents equitably by offering supportive measures to all parties, and by following a complaint process that complies with NSHE policies before the imposition of any disciplinary sanctions or other actions that are not supportive measures.
The Office of Equal Opportunity & Title IX office will promptly contact the complainant to discuss the availability of supportive measures, consider the complainant’s wishes with respect to supportive measures, inform the complainant of the availability of supportive measures with or without the filing of a formal complaint, and explain to the complainant the process for filing a formal complaint.
What immediate help is available?
Depending on the specific nature of the problem, supportive measures may include, but are not limited to:
For students
- Issuing a no-contact directive(s);
- Providing an effective escort to ensure safe movement between classes and activities;
- Not sharing classes or extracurricular activities;
- Moving to a different residence hall;
- Providing written information regarding institution and community services including but not limited to medical, counseling and academic support services, such as tutoring;
- Providing extra time to complete or re-take a class or withdraw from a class without an academic or financial penalty;
- Restricting to online classes;
- Providing information regarding campus transportation options;
- Reviewing any disciplinary actions taken against the complainant or the respondent to see if there is a connection between the sexual misconduct and the misconduct that may have resulted in the complainant or the respondent being disciplined; 1 and
- Requiring the parties to report any violations of these restrictions.
For employees
- Providing an effective escort to ensure safe movement between work area and/or parking lots/other campus locations;
- Issuing a no-contact directive(s);
- Placement on paid leave (not sick or annual leave);
- Placement on administrative leave;
- Transfer to a different area/department or shift in order to eliminate or reduce further business/social contact;
- Providing information regarding campus transportation options;
- Instructions to stop the conduct;
- Providing information regarding institution and community services including medical, counseling and Employee Assistance Program;
- Reassignment of duties;
- Changing the supervisory authority; and
- Directing the parties to report any violations of these restrictions.
Supportive measures will be confidential to the extent that such confidentiality will not impair the effectiveness of such measures or remedies.
[1] For example, if one party was disciplined for skipping a class in which the other party was enrolled, the institution should review the incident to determine if class was skipped to avoid contact with the other party.
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