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Human Resources

Complaint Resolution

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The University of Washington encourages prompt resolution of complaints about the behavior of its employees, as referenced in UW Administrative Policy Statement (APS) 46.3. You may seek resolution assistance regarding issues that include but are not restricted to:

  • Harassing, discriminatory or threatening behavior
  • Violation of university policy
  • Mistreatment of members of the public

You have several options for resolving complaints. These options include:

Confidentiality

If you are concerned about confidentiality, you should discuss this early in your exploration of resolution options to gain a clear understanding of the nature of the confidentiality that is available. Public records law may require the disclosure of certain written documents, and allegations of serious misconduct (such as theft or illegal discrimination, including sexual harassment) must be reported to the appropriate authority.

Non-retaliation/Cooperation

University policy prohibits retaliation against people who bring a complaint or participate in the complaint process. An employee who is found to engage in retaliatory conduct is subject to appropriate corrective action, including dismissal. All University employees are required to participate, provide information as requested, and otherwise fully cooperate with the complaint process.

Use of Work Time

Under APS 46.3, you are entitled to use some work time to resolve a complaint. In order to be paid for time away from work, you must first obtain approval from your supervisor. In situations where you may not want to notify your supervisor of your concern or complaint, you may be able to arrange a meeting (with an HRC, the Ombud's Office, or the Civil Rights Investigation Office) using paid leave, or during a time outside your normal work schedule. Questions about using paid release time can be directed to Human Resources.

Reporting Requirements

APS 46.3 requires that all faculty and staff members report to their supervisors or the administrative heads of their organizations any complaints of discrimination they receive, and to otherwise fully cooperate with any follow-up that is necessary. 

Determining How to Pursue a Complaint

Think about your goals for resolving your complaint:

  • If you are comfortable discussing the complaint or concern with your supervisor, department administrator, and/or Human Resources, report your complaint to one of these individuals and explain what action you would like to see taken.
  • If you are interested in a process which emphasizes mediation or conciliation, explore your concerns with the Ombud. Mediation or conciliation involves meeting with the person whose conduct is in question and attempting to resolve the complaint or concern with assistance from the Ombud.
  • Contact the Civil Rights Investigation Office if you believe that a violation of the University’s non-discrimination and/or non-retaliation policies has occurred.

If your complaint involves misuse of University resources including fraud or other financial irregularities, contact the Department of Internal Audit. See also APS 47.10 on whistle-blowing.