Employee Information

As part of the Office of Equal Opportunity and Civil Rights, the Title IX Office addresses complaints of sex-based discrimination, sexual harassment, or sexual violence (including assault, dating or domestic violence, stalking, and sexual exploitation) involving UWM employees. To address questions related to Title IX and employment at UWM, review the information provided or contact.

Respondent Information

The term respondent refers to someone who is accused of sexual violence or harassment. If you have been accused of sexual misconduct, the investigation process can be stressful. Resources for responding to allegations of sexual misconduct can be found in the document below.

Information regarding free and low-cost medical care (including counseling) and legal resources available for all UWM students enrolled at any campus location can be found in the Get Help section of this website.

You also have rights within the investigative and disciplinary process. A selection of these rights are highlighted below. You can review UWM’s full investigatory and disciplinary processes below:

Am I a responsible employee?

A Responsible Employee is any employee who:

Has the authority to take action to redress sexual misconduct; or
Who has been given the duty of reporting incidents of sexual misconduct by students or employees to the Title IX Coordinator or other appropriate school designee.

At UWM, the following employees are Responsible Employees:

• Chancellor
• Vice Chancellors (including Associate and Assistant Vice Chancellors)
• Deans (including Associate and Assistant Deans)
  Department Chairs
• Directors (including Associate and Assistant Directors) and all Limited Appointees (except for the Director of Legal Affairs if the information is precluded by attorney-client privilege or applicable ethical rules, and the Student Health and Wellness Center’s Executive Director, Director of Clinical Services, and Counseling Director, if the reported information is precluded from disclosure by the applicable patient-client privilege or applicable ethical rules)
• Supervisors of lead workers
• Human Resources Representatives
• Athletic Department Coaches and Administrative Staff
• Student Services Staff (employees whose duties require them to have regular or daily contact with students. This includes employees who are responsible for directly providing services to undergraduate and graduate students and to student organizations)
• Police Department Staff, including dispatchers and security and civilian staff
• Housing Director and Associate Director
• Residence Life Coordinators, Area Coordinators, Resident Assistants, Security and Desk Staff
• Title IX Coordinator and Deputy Title IX Coordinators
• Dean of Students Office and Office of Equity/Diversity Services Investigators
• Hearing Officers, Hearing Panel Members and Disciplinary Decision Makers
• Appeals Officers

Am I a confidential resource?

At UWM, Confidential Resources collectively refers to Campus Medical or Counseling Professionals, Non-Campus Medical or Counseling Professionals, and Victim Advocates. On-campus Confidential Resources who receive a report of sexual assault must still report de-identified statistical information to the Title IX Office to fulfill the university’s obligations under Wis. Stat. 36.11(22).

All employees who witness or receive a report of sexual assault of a student—whether you are a Responsible Employee, a Confidential Resource, or do not fall in either category—must report de-identified information to the Title IX Office.

Responsible Employee Signifiers

A Title IX Responsible Employee has mandatory sexual misconduct reporting obligations. Let others know about your obligation to report sexual misconduct so they can make an informed choice about whether to report to you, directly to a Title IX Coordinator or to discuss their options with a Confidential Victim Advocate.

The Title IX Office has generated a downloadable item to signal your reporting obligations to those who may choose to report: a Responsible Employee sign (DOCX)

Information for Employees Receiving a Disclosure

If you are a Responsible Employee and you receive a disclosure that a student or employee has experienced sexual harassment or sexual violence (assault, dating violence, domestic violence, stalking, or sexual exploitation) or you reasonably anticipate that you will receive such a disclosure, let the individual know as soon as possible that you are a Responsible Employee and will have to share their report with the Title IX Office. As soon as you receive a disclosure, you are obligated to share their name, and any details they shared with you, with the Title IX office.

If you think someone is about to disclose a concern, you may say something like, “I think you may be about to share something personal with me regarding sexual harassment or sexual violence. I want to support you in any way that I can, but I need you to know that I am required by law and by UWM policy to report anything you tell me to the Title IX Office. If you want to speak with someone who does not have to report what you say, I can help connect you with a Confidential Resource, like the UWM Victim/Survivor Advocate or University Counseling Services.”

• If someone continues sharing after your disclosure:If a student or employee decides to continue to tell you details after you have disclosed your reporting obligations, you may listen and support them to the extent you feel comfortable. You must then make a report to the Title IX office.
• If someone requests you do not make a formal report:You are required to make a formal report to the Title IX office so that we may address institutional issues of sexual misconduct within the university. Ensure the person understands that, as a Responsible Employee, you do not have a choice of whether to report, and remind them that they can talk about their reporting options confidentially with a Confidential Resource.
• If you’re not sure whether the conduct is sexual misconduct: You do not need to make this determination. Simply share the information you’ve received with the Title IX Office. Investigators will do the work of determining whether the reported behavior qualifies as sexual misconduct.

Note: All employees who witness or receive a report of sexual assault of a student—whether you are a Responsible Employee, a Confidential Resource, or do not fall in either category—must report de-identified statistics to the Title IX Office in accordance with state law [Wis. Stats, sec. 36.11(22)] and our university policies.

Office of Equal Opportunity and Civil Rights

The Office of Equal Opportunity and Civil Rights (EOCR) receives complaints of sexual harassment and other forms of discrimination from faculty, staff, and students. EOCR will conduct prompt, thorough, and impartial investigations of formal complaints. If informal resolution is an appropriate and mutually agreeable alternative, EOCR will work with individuals and departments to facilitate a resolution.

Mitchell Hall, Room 359
3203 N. Downer Avenue
Milwaukee, WI 53211

414-229-5923

Office of Conflict Resolution & Ombuds Council

An ombuds is an independent, informal, neutral, and confidential resource that assists members of the University community in exploring options to resolve problems, complaints, and conflicts at a preliminary and informal level. This assistance functions as an early opportunity to explore options outside of formal administrative channels, supplementing them, but not replacing them.

The Ombuds Office serves as a resource for those who seek informal guidance on policies, procedures, and regulations affecting faculty and staff. Ombuds can refer individuals to persons able to resolve problems, interpret policies, or handle issues at the lowest possible level.

Northwest Quadrant B 4410
2025 E. Newport Avenue
Milwaukee, WI 53211

414-229-4902

Employee Assistance Program

The Employee Assistance Program (EAP) was established at UWM because family, marital, alcohol, drug, financial, stress, emotional, and other personal problems can affect the quality of an employee’s life at home and performance on the job. Employees and their families are encouraged to take full advantage of the services that this program has to offer if personal problems arise.