Employee Anti-Discrimination & Discriminatory Harassment

OIE Investigative Processes

When the Office of Institutional Equity receives a report alleging conduct that may violate Policies, OIE will consider and address prohibited conduct under Columbia University’s EOAA Policies and Procedures for faculty and staff. Where the alleged conduct meets the narrow definitional and jurisdictional requirements of Title IX, it will be considered and addressed under the Interim Title IX Grievance Process.

These infographics are provided to help individuals understand Columbia’s OIE and Interim Title IX Grievance Processes. They offer only overviews of these processes. In all instances, individuals should follow the procedures in the EOAA Policies and Procedures for faculty and staff.

Employee Investigative Process:

The Employee Investigative Process is the set of procedures that will be used for complaints, investigations, adjudication, and appeals of matters where employees or third parties are accused of misconduct that may violate Employee Anti-Discrimination Policies prohibiting discrimination, harassment, and retaliation (except Title IX); Columbia’s Duty to Report & Duty to Act Policies; Columbia’s Romantic & Sexual Relationship Policies; and Columbia’s Accommodations Policies.

Employee Interim Title IX Grievance Process:

The Interim Title IX Grievance Process is the set of procedures that will be used solely for complaints, investigations, adjudication, and appeals of matters where employees or third parties are accused of misconduct covered by Title IX of the Education Amendments Act of 1972 (“Title IX”) regulations released in 2020. Conduct that may violate Title IX includes sexual harassment, sexual assault, stalking, sexual exploitation, dating violence, and domestic violence as defined by Title IX. This conduct must occur in the United States and in an education program or activity of the University. All prohibited conduct not covered by Title IX will be addressed through the Employee Investigative Process.

Reporters & Witnesses

The University relies on individuals who receive information about or observe harassment, discrimination, and gender-based misconduct (including sexual assault, sexual harassment, domestic/dating violence, stalking, and sexual exploitation) to understand and comply with their reporting obligations. Faculty, Officers of Administration, Research Officers, Officers of the Libraries, coaching staff and other staff who work with students (e.g. teaching assistants and advising and residential program staff) have an obligation to immediately report harassment, discrimination, and gender-based misconduct involving undergraduate and graduate students. The University asks all employees to report any prohibited conduct involving employees or third parties to OIE or the employee’s designated human resource representative.