Because the University is a public institution, after a UCIRO investigation is concluded, information contained in UCIRO files may be subject to disclosure under the State Public Disclosure Act. Some information, such as medical information, student records, or information that is otherwise exempt from the Public Disclosure Act, will not be subject to disclosure under that Act. Other information obtained by UCIRO may be disclosed if otherwise required by law, for example, pursuant to a subpoena or court order.
UCIRO is responsible for investigating complaints that a University employee has violated the University’s non-discrimination and/or non-retaliation policies.
A UCIRO investigation may be requested by an individual with a complaint about a University employee or by the administrative head of a University organization.
To request an investigation, call our main number at (206) 616-2028 or send an e-mail to firstname.lastname@example.org to schedule an intake meeting. In the meeting you will talk with a UCIRO staff member, who will tell you whether or not the facts of your situation fall within UCIRO’s purview, as defined by UW policy and procedure. Please see Complaint Intake Process for more detailed information.
Yes. Matters which occurred more than 365 days prior to a request by an individual will not be accepted for a UCIRO investigation.
Investigations are conducted by UCIRO Investigation and Resolution Specialists. The Specialists act as neutral, objective fact-finders under the procedures outlined in Administrative Policy Statements 46.3 (Resolution of Complaints Against University Employees). Specialists interview the person who has raised the concerns, the person(s) accused, as well as relevant witnesses. In addition, Specialists examine relevant documents and gather related factual information. Investigations are typically concluded within 60 business days. Please see Investigation Process for more detailed information.
Information about UCIRO investigations is provided only to those who have a “business-need-to-know,” such as the person(s) accused, the administrative head of the University organization involved, the appropriate Human Resources Consultant and/or the Provost’s Office. UCIRO staff maintains the highest level of professionalism and integrity at all times, and asks all persons who are interviewed as part of the investigation not to discuss either the fact of the interview or the substance of their interview with others.
University policy prohibits retaliation against those reporting concerns regarding discrimination, cooperating with any investigation of discrimination, or participating in the complaint investigation process. Let a UCIRO Specialist know if at any time you believe that you are being retaliated against.