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Requesting Assistance

Individuals who contact the Office for Equity and Accessibility (OEA) concerning an issue related to discrimination, harassment, or sexual violence will be asked  to provide a detailed description of the  conduct in order for the office to determine the appropriate course of action.  Following initial contact with the office, a member of the compliance staff will meet with the complainant to explain:

  • Available options for resolution;
  • Available resources;
  • The resolution process;
  • Rights of complainants and respondents;
  • Procedures and timelines; and
  • Potential outcomes.

The university respects the privacy of individuals involved in the OEA complaint process. The office will only share information with other university entities, including supervisors, on a need-to-know basis.

If there appears to be imminent risk of physical harm to an employee or another individual, or if it involves the sexual harassment of a student, OEA is required by law to intervene and report the incident to the appropriate office in order to stop the behavior.

It is also recommended that individuals involved in the complaint process should seek assistance and support from  Cook Counseling (for students) or the Employee Assistance Program (for employees).

To schedule an appointment, contact the OEA at

To report discrimination or harassment, fill out and submit OEA’s Discrimination and Harassment Reporting Form.

ADA and Accessibility Services and Services for Students with Disabilities are the two entities on campus which can assist you with obtaining an accommodation. Download the Workplace Accomodation Request packet.

A reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodations also include adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities. Reasonable accommodations do not change the fundamental elements of a program or eliminate the essential functions of a job.

Disability-related information is protected health information. Disability-related information must be filed with the appropriate offices, including  ADA and Accessibility Services (for employees) and Services for Students with Disabilities (for students).