Understanding the Process
UC Davis and UC ANR takes all complaints of harassment and discrimination very seriously. Your safety and well-being are among the University’s highest priorities, and you have the right to a learning or work environment that is free from harassment and discrimination.
This section is intended to explain the complaint resolution process from making a report to the different pathways for resolution. This section is updated as new revisions to the policy are issued. The following two pages are separated by complaint type (e.g., Non-DOE-Covered Conduct and Discrimination Concerns, and DOE Covered Conduct) and summarize what happens after a report is made.
For the most updated policies, please see our Policies and Procedures section.
Consultation & Reporting
HDAPP provides consultation services for anyone with questions and concerns about harassment and discrimination including sexual violence and sexual harassment. We are happy to speak with you or someone you know, and can offer clarification, support and resources.
You can contact us by phone, email, or through our various other options for making a report. For more information on reporting options, please see our webpage on reporting options.
For Responsible Employees, HDAPP is the office to contact when you receive information you are obligated to report. We can work together to ensure support and services are made available to those who need them. We can also help you manage and address issues that arise when you are put on notice. Please note individuals who experienced concerns are not required to report their own experience(s).
Throughout the entire process, it is important to understand a few things in expectations/protections and what rights/services may be available to you.
- Prohibition of Retaliation
- The University prohibits Retaliation. For more information about the policy definition for relaxation, please go to our webpage on Other Prohibited Behavior. If you believe you are experiencing retaliation, please report it immediately to HDAPP.
- Supportive Measures
- Supportive measures may be available to both the Complainant and Respondent throughout the entire process. For more information about what supportive measures may be available, please go to our Supportive & Remedial Measure webpage.
- Support People
- All parties are welcome to have a support person (e.g., advocate, lawyer, etc.) accompany you to meetings. For more information about what is defined as support people, please go to Support Person & Advocate webpage.
Please note the specific procedures for investigating and resolving complaints of Prohibited Conduct in the SVSH Policy depend on the Respondent’s identity and relationship to the University.
- Respondent is a student
- The procedures are in Appendix E: Sexual Violence and Sexual Harassment Student Investigation and Adjudication Framework of the Policies Applying to Campus Activities, Organizations, and Students, and local implementing procedures for Non-DOE-Covered Conduct.
The procedures are in Interim Appendix F: Sexual Violence and Sexual Harassment Student Investigation and Adjudication Framework for DOE-Covered Conduct.
- Respondent is a Regent
- The procedures are in Regents Policy 1112: Policy on Review of Allegations of Board Member Misconduct.
- Respondent is a faculty member
- The procedures are in the Sexual Violence and Sexual Harassment Investigation and Adjudication Framework for Senate and Non-Senate Faculty, and local implementing procedures.
- Respondent is a staff member or non-faculty academic employee including a post-MD resident
- The procedures are in the Sexual Violence and Sexual Harassment Investigation and Adjudication Framework for Staff and Non-Faculty Academic Personnel, and local implementing procedures.
- Respondent is a physician or other health care provider credentialed and privileged by hospital medical staff, or a health professional training program student, resident or fellow
- In addition to the above frameworks, they may be subject to investigation and adjudication of professional misconduct under other rules and policies (for example, medical staff bylaws and schoolbased policies), potentially resulting in corrective action or termination.
For more information about what procedures apply to other types of respondents (e.g., third party, a non-identifiable respondent, and/or respondent with multiple roles), please see the SVSH policy.
To learn what to happens after a report is made about DOE-Covered Conduct, please go to Next Steps: DOE-Covered Conduct.