The University of Arizona policies prohibit retaliation against anyone who makes a good faith report or complaint. The Nondiscrimination and Anti-Harassment Policy also prohibits retaliation against anyone who is or has participated in the university’s investigation process. If you believe you have been retaliated against, you should immediately contact OIE directly or contact the investigator assigned to your case.
Yes. The university's Nondiscrimination and Anti-harassment Policy extends to university-sponsored activities, including sponsored internships, clinics, or other off-campus learning opportunities.
Yes. There are a number of federal and state laws that prohibit discrimination and harassment, including Title VI and Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972 (Title IX), the Americans with Disabilities Act of 1990 (ADA), and the Americans with Disabilities Act Amendments Act of 2008 (ADAAA).
Additionally, the university's Nondiscrimination and Anti-harassment Policy prohibits discrimination on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or genetic information.
Yes. You can call OIE anonymously to receive information or ask questions. You may also choose to file a report online without disclosing your identity. However, OIE may be limited in its ability to investigate or otherwise respond in the matter.
A student or employee participating in an OIE investigation or conduct process has the right and opportunity to bring an advisor to any/all meetings and hearings.
No. Employees of OIE are prohibited from providing legal advice or from representing or advising students or employees. OIE employees remain neutral throughout any investigative process.
Yes. OIE is a resource available to be utilized all University of Arizona students, employees, and Designated Campus Colleagues (DCCs).
All students, employees, and DCCs, regardless of their learning or workplace modality, are responsible for maintaining an environment free of discrimination, harassment, and sexual misconduct.
OIE generally conducts interviews and holds appointments virtually.
OIE is located on the second floor (suite 203) of the University Services Building (USB).
USB’s physical address is:
888 N. Euclid Ave.
Tucson, AZ, 85721
For questions related to your appointment location or modality please contact the investigator assigned to your case or 520-621-4999.
Yes. Per the OIE Procedures for Investigating Complaints and Administrative Reviews, and the Student Disciplinary Procedures the Respondent (person the complaint is against) is provided with notice when a complaint is filed against them/an investigation is conducted.
A religious accommodation is typically a change in a work or class schedule or environment, or in the way tasks are customarily done, made to enable an employee or student to participate in their religious practice or belief without causing undue hardship to university operations.
Employees and students should make religious accommodation requests directly to their supervisors and/or instructors as soon as the need for accommodation is known and sufficiently in advance of any date accommodation is required. See the university's Religious Accommodation Policy for more information.
Factors considered in determining religious accommodations include business needs; academic requirements; and considerations of cost, safety, efficiency, and the rights of others. The university is not required by law or policy to accommodate religious beliefs when such accommodation would violate other laws or interfere with the safety and security of our campus (for example, a religious practice related to use of illegal drugs or carrying a weapon might not be reasonable to accommodate). The Equal Employment Opportunity Commission (EEOC) provides guidance.
Reasonable accommodations for employees might include granting individual leave for religious observances, providing a time and place to pray, or allowing the flexibility to wear religious attire to work. Other examples of accommodations for religious beliefs might include scheduling changes, voluntary substitutions of shifts or hours with supervisory approval, and appropriate job reassignments or lateral transfers. Reasonable accommodations are necessarily determined on an individual basis and depend on the particular circumstances.
Employees should make accommodation requests directly to their supervisors (for faculty, this may include deans or department heads) with as much notice as possible. A supervisor may only deny leave when an employee’s absence from work would create an undue hardship on the department’s operations.
Depending on the situation and with supervisory approval, an employee requesting a religious accommodation may use accumulated leave (such as vacation leave), compensatory time, or leave without pay. In some circumstances, the leave may be accommodated by an alternate work schedule approved in advance by the employee’s supervisor.
Religious holidays have no official status at the university, and any sincerely held religious belief, observance, or practice will be accommodated where reasonable, including holy days. Faculty members may wish to consult an interfaith calendar in advance for planning coursework, syllabus dates, and deadlines.
Reasonable accommodations are necessarily determined on an individual basis and depend on the circumstances. They might include rescheduling an exam or giving the student a make-up exam, allowing an individual or group presentation to be made on a different date, letting a student attend a different discussion section for the same class that week, adjusting a due date, or assigning the student appropriate make-up work that is intrinsically no more difficult than the original assignment.
A student should make their religious accommodation request to the instructor or faculty member in charge of the course. Students are asked to examine the course syllabus for potential conflicts at the start of the semester and promptly notify the instructor of any anticipated accommodation needs, providing as much notice as possible. If an instructor has asked that requests be made in a certain way (such as by e-mail), it is best to make the request in that manner; in any case, clearly specify the reason for the requested absence or other accommodation. Students are responsible for arranging in advance to make up missed work or material in a timely manner.
Supervisors and instructors are expected to reasonably accommodate individual religious practices. A refusal to accommodate is justified only when undue hardship to the university’s legitimate business purposes would result from each available alternative for reasonable accommodation (e.g., requires more than ordinary administrative costs, diminishes the efficiency in other jobs, infringes on other employees’ job rights or benefits, or impairs campus/workplace safety).