File a Report

The University recognizes that the decision whether or not to report sexual and gender-based misconduct is a personal decision and that there are many potential barriers to reporting, both individual and societal. Not every individual will be prepared to make a report, but they are encouraged to report to both law enforcement and to the University for assistance and investigation when they are ready.

You have the right to report without further participation in any investigation.

Reporting can help to ensure your safety, as well as the safety of the entire campus community. Retaliation against any individual who makes a report, is accused of misconduct, and/or who participates in an investigation is strictly prohibited and should be reported.

Additionally, if you are a responsible employee, you must report any disclosure of sexual assault, stalking, or intimate partner violence involving a student or students no matter when or where the incident occurred. For more information on reporting responsibilities, please see the Responsible Employee Obligations and Reporting page.

Reporting Options:

File a Report with UConn

Filing a report with UConn can be done online, over the phone, or by email. This can be done by anyone with concerns, including Responsible Employees obligations.

File a Report with UConn

File a Report with Police

The police investigate criminal violations. In an emergency, call 911. Non-emergency reports can be made in person, over the phone, or via Crime Alerts.

File a Report with UConn Police

File a Report with InForm

InForm is a tool to help navigate the reporting process for a variety of incidents by listing all University reporting options in one central place.

File a Report with INFORM

Frequently Asked Questions (FAQs)

What Happens After I Make a Report?

After a report is made, the first step will always be to reach out to the impacted individual to offer resources and investigative options. All individuals who make a disclosure to UConn will be contacted by a university professional with an emphasis on care and support. The choice to respond, or not, is yours. You may follow up at any time. Regardless of whether the impacted individual pursues an investigation, supportive resources are available.

If an impacted individual is interested in pursuing an investigation and the alleged behaviors potentially constitute a violation of policy, they will meet with a University Investigator to get an overview of the process and discuss options within the investigation. Additionally, the investigator may enact supportive measures or interim actions (if applicable). All of this may be done with a support person present.

It's important to know that you have power and say throughout this. UConn will take action in the event of sexual misconduct, but the process may differ depending on how you choose to engage in the process.

What Happens if a Student Participates in an Investigation involving Another Student?

Alleged acts of sexual misconduct by UConn students are managed by the Office of Community Standards through The Student Code. Please refer to Community Standards' Sexual and Gender Misconduct page for more information and in-depth procedural information.

What happens if a Complaint of Discrimination or Harassment is Filed Against an Employee?

The Office of Institutional Equity (OIE) is responsible for investigating complaints of discrimination or harassment made against employees. This includes complaints filed by both students and employees. However, the process, while similar, looks a little different than what you can expect when making a report about a UConn student

  • Following the receipt of a verbal or written report, you will be contacted by an OIE Investigator who will explain OIE's process and learn more about your situation. If you are a student you will also be contacted by the Assistant Dean of Students for Victim Support Services. Both OIE and the Assistant Dean of Students can discuss the implementation of interim measures (like changes in classes, work study, residence halls, and more). You can respond to either of them, both of them, or neither. It’s your choice. All individuals who participate in OIE’s investigation may bring a support person of their choosing to their meetings with OIE.
  • The Investigator’s focus is to gather as much information as possible: from you, from the respondent, and from any other individual who might have relevant information. The Investigator will identify and speak with other people, either those people that you or the respondent named as being important for OIE to speak to or people that we learn about during the course of our investigation. At all times, the Investigator is gathering as much relevant information as possible, including text messages, phone logs, social media exchanges, emails, and whatever you or anyone else involved is able to share. The complainant and the respondent will not be asked to appear for any of these meetings with witnesses, and the witnesses’ participation in the investigation is voluntary. Additional information about the investigation process, as well as the Complaint Procedures may be found at equity.uconn.edu.
  • The Investigator will review all of the information gathered and determine whether there are any violations of any University Policies regarding discrimination and harassment. OIE will prepare and issue a written memorandum (Findings and Recommendations) that will describe the allegations that were reviewed and what was done to investigate the concerns, identify all of the facts that are material to the investigation, explain which facts were not disputed, explain and resolve the facts that were disputed, and conclude whether there is a preponderance of evidence—whether it is more likely than not—that the respondent engaged in discrimination or harassment in violation of University policy. You and the respondent will receive a copy of the entire report and the supporting documents at that time. Student names are redacted (removed) from final reports.
    • If OIE does not find a violation of University policy, the process ends. If there is a violation, OIE will send the information to the respondent’s supervisor and the Office of Faculty and Staff Labor Relations (Labor Relations) for appropriate next steps. . If a violation has been found, the Investigator will make recommendations as to disciplinary and remedial measures, which may include disciplinary action against the employee(s) in consultation with the respondent’s manager(s).
  • OIE’s Findings and Recommendations in employee cases are shared with a limited group of recipients. The recipients generally will include the President, the Provost, the complainant, the respondent, the respondent’s manager(s) and, where a violation is found or OIE has recommended a management response, Labor Relations. The report generally is not provided to witnesses.
    • Although the investigation process is not confidential, your privacy is treated with discretion. Student names, including the complainant’s, are redacted (removed) from the Findings and Recommendations.
  • Persons dissatisfied with OIE’s investigation can file an appeal alleging that new evidence is available that was not accessible during the investigation or that OIE violated its complaint procedures. Parties may also provide OIE with a written response to the findings which will be added to OIE’s file on the matter.
  • You also have the right to file a complaint with agencies external to the University, including the Office for Civil Rights (OCR), the Equal Employment Opportunity Commission (EEOC), and/or the Connecticut Commission on Human Rights and Opportunities (CHRO). Please note carefully: OIE’s investigation does not “stop the clock” on filing discrimination or harassment complaints with these external agencies. Specifically, the OCR and CHRO both require that a formal written complaint be filed with them within 180 days of the date when the alleged discriminatory act occurred. The EEOC requires a complaint to be filed with it within 300 days of the date when the alleged discriminatory act occurred.

 

What Safety Measures Can Be Taken?

Both the complainant and the respondent have the right to receive supportive safety measures from UConn regardless of a formal complaint.  These measures are non-disciplinary and are intended to promote student safety and security, as well as mitigate future negative interactions between involved parties. Some options may include, but are not limited to:

  • A No Contact Directive (NCD): an administrative action that the University can initiate usually at the request of a reporting student, that is used to restrict communication between designated students when there is reason to believe that continued contact is not in the best interest of the involved parties.  It instructs a student not to have any contact, either direct or indirect, with another student. A NCD is not a criminal order, rather a directive from the University that both students are expected to comply with. 
  • Safety Planning with a University staff member, such as the Investigating Student Conduct Officer (ISCO) or the Assistant Dean of Students for Victim Support Services, who can discuss the implementation of interim measures including, but not limited to, changes in classes, work study, residence halls, and more. 
  • If you feel as though you are in danger, you can call UConn Police at (860) 486-4800 for non-emergency questions or concerns. If in immediate danger call 911 or utilize a nearby Blue Phone for a direct line to UConn Police.

To explore all support options, refer to the Student Resources page.