UCIRO investigates complaints that a University employee has violated the University’s non-discrimination and/or non-retaliation policies. The following is a summary of the investigation process.

Assignment to Specialist

Once UCIRO has formally opened a complaint investigation, the matter is assigned to a UCIRO Investigation and Resolution Specialist. The Specialist acts as a neutral, objective fact-finder under the procedures outlined in Administrative Policy Statements 46.3 (Resolution of Complaints Against University Employees). The Specialist is neither an advocate nor an adversary with respect to the person raising the concerns, the person(s) accused, the witnesses and/or the department(s) involved in the matter.

Investigation of Complaint

The Specialist will interview the person who has raised the concerns to ask him or her more detailed questions about the complaint allegations. In addition, he or she will interview the person(s) accused, interview witnesses, examine relevant documents, and gather related factual information. Investigations are typically concluded within 60 business days.

Conclusion of Investigation

At the conclusion of an investigation, the Specialist typically prepares a Report of Investigation. The Report will include a conclusion that the University’s non-discrimination and/or non-retaliation policies either have or have not been violated, as well as a discussion of the factual information supporting the conclusion.

Once the Report is issued, the UCIRO matter will be closed. Per UW policy, there is no internal appeal process. Individuals who are dissatisfied with the outcome of their complaint investigation may contact state or federal agencies.


At any point during an investigation, the Specialist may work to resolve the complaint with the person who has raised concerns and the department involved in the matter. (Please see “Resolution Options” for more 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 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.

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.