Make an Official Report

THIS IS NOT A CONFIDENTIAL OPTION.

The Office of the Title IX Coordinator strives to resolve all reports in a prompt and equitable manner while providing support to all affected parties. The procedures that are used to resolve reports of harassment and discrimination vary depending on who is involved (student, faculty, and/or staff) and the particular procedure initiated (official report or confidential resource). In general, a formal complaint is resolved through:

  1. an investigation and
  2. a sanction or discipline procedure.

When you make an official report to the university, you are making the university aware that an incident of gender discrimination, sexual harassment or sexual violence may have taken place. This means you are asking the university for assistance to address and resolve the incident.

The decision to report and when to do so is always up to you. The university encourages reports to be made in close proximity to the incident even though reports can be made to the university, confidential advocates, and law enforcement at any time.

To formally report an incident of sexual discrimination, harassment, and sexual violence contact any of the following options:

Report to the University

Title IX Coordinator

Email: titleixcoordinator@uoregon.edu
Office: 541-346-8136
Location: 106 Johnson Hall

Title IX Report

Office of the Dean of Students

5216 University of Oregon
Eugene , OR 97403 P: 541-346-3216

Office of the Dean of Students

Office of Affirmative Action and Equal Opportunity

677 East 12th Ave., Suite 452
5221 University of Oregon
Eugene, OR 97403-5221
(541) 346-3123

Office of Affirmative Action and Equal Opportunity

Law Enforcement

If you or someone you know is in immediate danger, call 9-1-1.

University of Oregon Police Department (UOPD)

The UOPD is committed to creating a safe and secure campus for students and faculty to focus on academics, research, and public service by promoting an inclusive, respectful environment and protecting the free and civil exchange of ideas.

Phone: 541-346-2919 or DIAL 9-1-1
Location: 2141 E. 15th Ave., Eugene, OR 97403

UOPD employs a detective sergeant who works closely with the Title IX Coordinator to respond to incidents of sexual harassment and sexual violence and is trained in trauma-informed practices. UOPD are Designated Reporters and will share information with the University.  

Eugene Police Department (EPD)

Phone: 541-682-5111
Location: 300 Country Club Road, Eugene, Oregon 97401

The university maintains a memorandum of understanding with EPD for investigations of sexual assault in an effort to eliminate barriers to reporting and taking a victim-centered and offender-focused approach to sexual violence investigations. EPD does not share information with the University unless a student requests.


What happens if I disclose information to a Designated Reporter?

A Designated Reporter is required to make a report to the Title IX office when they are made aware of any sexual harassment, sex and gender-based stalking, sex and gender-based harassment and bullying, dating violence, and/or domestic violence. For more information about designated reporters, visit What are my obligations as a Designated Reporter?

  • The Designated Reporter should inform you of their status and offer support and resources.
  • The Designated Reporter will need to report the incident to the Title IX Coordinator or Office of Crisis Intervention and share the information that you have disclosed.
  • The Designated Reporter is not an investigator, nor does this mean a formal process begins. This means that the Title IX Coordinator will have a confidential employee from the Office of Crisis Intervention and Sexual Violence Support Services reach out to you to talk with you further about options and resources.

What are Designated Reporters required to do with my information?

Designated Reporters are required to report any information they receive regarding sexual harassment or sexual violence to the Title IX coordinator, this includes identifying information. The Title IX coordinator will then connect with the student in order to ascertain the student's wishes and follow them when possible and in order connect the student with resources. The DR must also share information relating to all other forms of discrimination or harassment with the Office of Affirmative Action and Equal Opportunity.

For more information about steps the Title IX coordinator takes when a designated reporter makes a report, visit Click here.

What if I am a minor (under the age of 18)?

All university officials that suspect abuse of a minor will need to report suspected abuse, including identifying information, to the Department of Human Resources or law enforcement. 

More specifically, employees are required to report: 

  • Names and addresses of the child and parent;
  • Child’s age;
  • Type and extent of abuse;
  • The explanation given for the abuse; and
  • Any other information that will help establish the cause of abuse or identify the abuser.

For more information about Mandatory Child Abuse reporting in Oregon, visit Mandatory Reporting of Child Abuse and Neglect.

What happens if I disclose to a Student-Directed employee?

A Student-Directed Employee (SDE) is not required to report what you share with them to the Title IX coordinator, but they will make a report if you ask them to. Their main focus is to provide you support and connect you to resources.

They may need to share information with other university staff if they have reason to believe that a student is at high risk for harm. They may also have to share information if a minor is being abused or a court order is presented.

They are expected to consult with Crisis Intervention and Sexual Violence Support Services staff to be sure they have provided you the most current and accurate information, but they will not share your name or any other identifying information about you. They will not share your information with other third parties such as your parents. For more information about student-directed employees, visit What are my obligations as a Student-Directed Employee?

The SDE is required to ask you if you are interested in making an official report to the university. If you are, then the SDE will assist you in sharing information with the Title IX Coordinator (or other office if not a sex or gender related issue).

What happens when the Title IX Coordinator receives a report?

The Title IX Coordinator will ask a confidential staff from the Office of Crisis Intervention to reach out to the student.

Once information is shared with the Title IX Coordinator, they will ask a confidential staff to reach out to you to offer information, support and resources. You can choose to respond to this outreach or not. You can choose to accept support and resources or not. Our interest is in making all of these services and options available to the student and then allowing the student to make decisions as to what feels appropriate for them at that time.

A report does not automatically start a formal grievance or conduct process.

When a report is shared with the Title IX office it does not start a formal process. It simply starts our outreach protocols to attempt to connect with the student and provide support. As part of this, the Title IX Coordinator will gather what information is available in order to assess whether there are any risks present to the affected student or to the larger community in general. The Title IX Coordinator will gather information from those who are already involved – such as law enforcement (if a report was made already to law enforcement), housing staff, conduct officers, faculty or staff that received the reports. This information will be used to assess what risks may be present indicating potential threats to health or safety of the student or the broader campus community.

A report does not automatically mean emergency actions will be taken.

Upon receipt of a report of alleged sexual misconduct, the Title IX Coordinator consults with the Director of Student Conduct and a small group of qualified campus community members, who determine whether emergency action procedures should be implemented. These conversations are generally de-identified to protect the privacy of the individuals. Emergency action procedures may include but are not limited to emergency temporary suspensions, restrictions on a student’s presence on campus or at activities, or registration or other academic holds. In determining whether to issue an emergency action procedure, various risk factors are considered that you can read about in the standard operating procedures Section 3. Emergency actions are generally taken only in a small percentage of the reports that are shared with the university, and the reporting student is consulted with about the proposed course of action and kept informed regarding any actions taken.

No Contact Orders are not considered emergency actions and can be requested at any time by a student. They apply to both students equally and therefore are not considered a restriction on any individual’s access to their education. A violation by either student can be considered a violation of the Student Conduct Code. 

You can request that no action be taken, or that if any action is taken that your name be kept confidential and not shared.

The Title IX Coordinator will assess these requests and defer as much as possible to the choice of the reporting student. Generally, only in situations where certain risk factors are present will the Title IX Coordinator decide that the university must move forward with an investigation or intervention against the wishes of a reporting or affected student (these are the same risk factors mentioned above and linked to in the standard operating procedures, Sections 3 and 4). Even if the university moves forward with a more formal process or intervention, the affected student would not be required or pressured to participate. Again, this only occurs in a very small percentage of the total disclosures that are made to the university. You can look at the data in the Annual Report for a more thorough discussion.

How does the university address and resolve a reported incident of gender discrimination, sexual assault, or sexual violence?

In many instances, the Title IX Coordinator or confidential staff member will be able to honor your request as to how you want to handle the situation. For more information on the types of resolutions that the university can facilitate, see Alternative Resolutions of Reports.

There are also many things that the university can do that do not involve formal processes or even alternative resolutions. For a full description of the type of support and resources available that would not require a more formal report to the university, see Resources and Assistance/Support.

Should you choose to move forward with a formal grievance or student conduct complaint, there are different processes that may apply depending upon the status of the parties involved.

(**The term “complaint” is a standard term when referring to an allegation made against another individual. It is not a term that implies judgment regarding the allegations. [i.e. It does not mean “complain” in the ordinary sense])

Complaints against Students

Students are responsible for following the established community standards and procedures outlined in the Student Conduct Code. Complaints of gender discrimination, sexual harassment, or sexual violence are handled according to Student Conduct Code and Student Conduct Standard Operating Procedures Regarding Sexual Misconduct, Sexual Harassment, and Unwanted Sexual Contact. These procedures are outlined in greater detail on the Investigations and Formal Process pages of this website.

Complaints against Employees

Employees are responsible for following the established community standards and procedures under applicable collective bargaining agreements and/or university policies. The Office of Affirmative Action and Equal Opportunity addresses issues, concerns and complaints regarding discrimination and harassment, in consultation with the Title IX Coordinator and other employee-related entities (e.g. United Academics).

For more information on how complaints about employee behavior are handled please visit the AAEO website.

Whichever method is used to resolve the matter, the university’s actions are intended to stop the discrimination or harassment, correct its effects, and ensure that the harassment does not reoccur.