The Office of Institutional Equity and Compliance (OIEC) is committed to conducting fair and unbiased investigations and providing equitable resolutions of allegations of sexual misconduct, discrimination, harassment and related retaliation. OIEC investigators act as neutral, objective fact finders when investigating a complaint. When an individual has concerns about potential discrimination or harassment by a CU Boulder faculty member, staff member, student, or student employee, OIEC can address the conduct either through a formal investigation or via an informal resolution process (as described in more detail below).  In each case, OIEC will explain which process is the most appropriate. Throughout either process, confidential resources are also available to provide support to either party as needed. See the Resources page for a list of available resources.

Please click here to review all policies, processes and procedures as applicable to OIEC matters (OIEC Process and Procedures)

OIEC Process and Procedures is also intended to be CU Boulder’s “Campus Complaint Process and Procedures” pursuant to the University of Colorado Sexual Misconduct Policy.  Specific information regarding investigation and adjudication procedures can be found in Section H of OIEC Process and Procedures.

When an individual makes allegations that, if true, would violate the Sexual Misconduct Policy (Sexual Assault, Sexual Exploitation, Sexual Harassment, Intimate Partner Abuse or Stalking), the Discrimination and Harassment Policy, and/or the Amorous Relationships Policy OIEC may conduct a formal investigation into the concerns. In such cases, OIEC will:

  • Interview the person who is raising the concern or making the allegation (the Complainant)

  • Notify the person accused (the Respondent) of the allegations and the Respondent’s supervisory upline if an employee

  • Interview the Respondent

  • Interview relevant witnesses to gather additional information

  • Collect all supporting evidence (this could include documentation, text message correspondence, email correspondence, police reports, social media, internet history, etc.)

  • Analyze the information gathered

  • Provide parties with Written Evidentiary Summary of all relevant information and an opportunity to review and respond

  • Write a report outlining investigative findings and making a final determination as to whether there has been a code or policy violation

  • Submit the report to a Standing Review Committee of trained employees to review

  • Distribute the written report to the Complainant, the Respondent, and either the Executive Director of OIEC or the Respondent’s supervisory upline, who will determine the appropriate disciplinary action if a policy violation is found, or if inappropriate conduct is found

In other cases, after meeting with the Complainant, OIEC may determine that the most prompt and effective way to address a concern under the Sexual Misconduct Policy, the Discrimination and Harassment Policy, and/or the Amorous Relationship Policy is via the informal resolution process. This process does not involve a written report or a determination as to whether the code or a policy has been violated. This type of approach provides the University with a “remedies-based” resolution option that allows the University to tailor responses to the unique facts and circumstances of an incident, particularly in cases where there is not a broader threat to individual or campus safety. In these cases, OIEC may do one or more of the following:

  • Provide interim or long-term remedial measures to complainant that do not require notification to the respondent;
  • Provide targeted or broad-based educational programming or training; and/or
  • Meet with the respondent to (1) discuss the behavior as alleged and provide an opportunity to respond; (2) review prohibited conduct policies as applicable; (3) identify and discuss appropriate conduct and behaviors moving forward and how to avoid behavior that could be interpreted as retaliatory; (4) follow-up with the complainant regarding the respondent’s responses if appropriate; and (5) notify the OSC or the respondent’s supervisor of the allegations and responses if necessary, who will determine whether any other disciplinary action is appropriate. 

Although mediation may be appropriate as an additional resolution option for many allegations of prohibited conduct, it is not appropriate for allegations of sexual assault or other serious cases.