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Resource and Reporting Guide for Employees

The University of Virginia (the “University”) is committed to providing a safe and non-discriminatory environment for all members of the University community. The University prohibits Quid Pro Quo Harassment, Sexual Harassment, Sexual Assault, Dating Violence, Domestic Violence, and Sexual or Gender-Based Hostile Environment Harassment, Non-Consensual Sexual Contact and Non-Consensual Sexual Intercourse, Sexual Exploitation, Intimate Partner Violence, Stalking, Complicity, and Retaliation (together, "Prohibited Conduct"). These forms of Prohibited Conduct are defined in the University's Policy on Title IX Harassment and Sexual and Gender-Based Misconduct (the "Sexual Misconduct Policy"). This Resource and Reporting Guide, referred to as the "Employee Resource Guide" in the Sexual Misconduct Policy, provides an overview of University and community resources, including confidential resources, and options for reporting Prohibited Conduct to law enforcement and/or to the University.[1]

When used in this Employee Resource Guide, the term "Employee" refers to Complainants, Respondents, witnesses, or any other University employee in need of information, assistance, or support. As outlined in the Sexual Misconduct Policy, the University offers a wide range of resources for Employees to provide support and guidance throughout the initiation, investigation, and resolution of a report of Prohibited Conduct. The University will offer reasonable and appropriate Supportive Measures to protect Employees and facilitate continued access to University employment or education programs and activities. Supportive Measures, which may be temporary or permanent, may include no-contact directives, work schedule modifications, interim disciplinary suspension, suspension from employment, and pre-disciplinary leave (with or without pay).  Supportive Measures are available regardless of whether criminal or University disciplinary action.


The Resource and Reporting Guide for Students (Appendix D) can be found in its entirety here


[1] This Resource Guide should be read in conjunction with the Sexual Misconduct Policy. Capitalized terms used and not otherwise defined in this Grievance Process are defined in the Sexual Misconduct Policy.