The Office of Institutional Equity and Equal Opportunity is open and available to help. At this time, we are not available for in-person or walk-in appointments. To schedule a meeting or report a concern, please call our office at 859-257-8927, make a report online, or email a staff member.

Frequently Asked Questions

 

Discrimination and Harassment

Who may make a complaint of discrimination or harassment?

Any member of the UK community may report complaints of harassment or discrimination.  Examples of members of the UK community include faculty, staff, students, vendors, customers, fans, visitors, patients, etc.

Can I anonymously report discrimination and harassment?

Because allegations of discrimination and harassment are considered serious and could result in corrective action, anonymity is not permitted. However, the privacy of persons who make complaints of harassment will be respected and discretion is exercised. Disciplinary action may not occur based on an anonymous complaint unless the complaint can be corroborated through investigation.

Allegations of sexual harassment that fall within AR 6:2 Policy and Procedures for Addressing and Resolving Allegations of Sexual Assault, Stalking, Dating Violence, Domestic Violence, and Sexual Explotation may be made anonymously although doing so limits the University's ability to investigate and determine an appropriate response.  

What should I do if I feel I have been discriminated against?

Any member of the University community who believes they have experienced any form of discrimination may seek information and advice by contacting the Office of Institutional Equity and Equal Opportunity. Anyone experiencing discrimination at the University of Kentucky is encouraged to file a complaint with the Office of Institutional Equity and Equal Opportunity.

How do I file a complaint?

Individuals who have experienced any form of discrimination or harassment may initiate a complaint by contacting the Office of Institutional Equity and Equal Opportunity. At that time every effort is made to address a complainant's concerns some of which may include; personal safety, workplace climate, retaliation, counseling needs, etc. Each situation is unique and must be addressed as such. The Office of Institutional Equity and Equal Opportunity is responsible for providing information, advice, and prompt and equitable resolution to discrimination complaints.

A complaint may also be initiated by talking to any dean, director, department head, manager, supervisor, faculty member, or other person with supervisory responsibility at the University, who will help resolve the matter and contact the Office of Institutional Equity and Equal Opportunity.

Must sexual harassment and other discrimination complaints be made in writing?

No. Complaints may be made by speaking to a representative in the Office of Institutional Equity and Equal Opportunity. However, a staff member in the Office of Institutional Equity and Equal Opportunity may request that you prepare a written statement setting forth the particulars of the complaint.

If an investigation ensues, representatives of the Office of Institutional Equity and Equal Opportunity will document statements from individuals. Upon concluding interviews, parties may be asked to review notes and verify the accuracy of their statements.

Are discrimination and harassment complaints kept confidential?

It is not possible to guarantee absolute confidentiality or anonymity. The privacy of persons who make complaints is respected and discretion is exercised. The privacy of each party involved in an investigation, complaint or charge is observed, to the extent it does not interfere with UK's ability to investigate the allegations or take corrective action. Due process requires that the alleged harasser know the allegations, know who made them, be allowed to respond to the charges and offer a defense before any disciplinary action occurs.

What can I expect if I make a complaint of harassment?

The University takes complaints seriously and works to investigate promptly and fairly.

Complaints of sexual harassment that fall within AR 6:1 are resolved as follows. By reporting the incident and requesting that action be taken, you are asking the University to initiate an investigation. During the investigation of a complaint, due process is observed. Reasonable efforts will be made to interview the alleged victim, the respondent, and any other persons believed to have pertinent factual knowledge. At all times during the course of the investigation and thereafter, steps will be taken to ensure confidentiality to the extent possible. Upon completing the investigation, recommendations to the appropriate administrative official(s) will be made. If there is evidence to suggest that the policy regarding sexual harassment has been violated, disciplinary action up to and including dismissal may be recommended.

To learn about how complaints that fall within AR 6:2 (Sexual Misconduct) are resolved click here.

How does UK determine what is a hostile environment?

A hostile environment exists when unwelcome behavior is sufficiently severe or pervasive to alter the condition of the work or learning environment. The conduct in question is evaluated from the objective standpoint of a reasonable person in similar or like circumstances.  The same evaluation is used to assess allegations in employment and academic settings. 

Many factors are taken into account when determining whether behavior has the effect of creating an intimidating, hostile or offensive environment. Every situation is unique and must be evaluated as such. Consequently, the circumstances as a whole are weighed to conclude whether a hostile environment exists. Consideration must be given to the frequency of the conduct, its severity and the context in which the alleged behavior occurred.

How does the University determine if harassment has occurred?

In determining whether conduct constitutes sexual harassment in violation of AR 6:1, University officials look at the record as a whole and at the totality of the circumstances, such as the nature of the sexual behavior and the context in which the incident(s) occurred. A determination must be made from the facts on a case by case basis.

To learn more about how allegations of behavior that violates AR 6:2 are resolved, see the Title IX FAQ's.

How does the University determine if other forms of discrimination or harassment occurred? 

Findings of harassment and other forms of discrimination depend upon the nature, frequency, and severity of the alleged conduct and the context in which the alleged conduct occurred. All facts regarding the complaint will be examined to determine if different treatment resulted or whether the totality of the circumstances of the discrimination created a hostile or offensive environment.

Is there a time limit in filing a complaint of discrimination?

There is no time limit for bringing a complaint of discrimination; however it may be difficult to substantiate any allegations after significant time has passed. Therefore, prompt reporting of complaints is strongly encouraged.

What if I am treated badly for making a complaint of sexual harassment or discrimination, or for participating in an investigation?

Each member of the University community has the right at any time to raise the issue of discrimination and make a good faith complaint without fear of reprisal. Retaliation is strictly prohibited by university regulation and is a serious offense. Retaliation may be found to exist even in the absence of a finding of discrimination.

Every effort is made to prevent retaliation directed at a person who has filed a complaint or participated in an investigation. If a person is found to have engaged in or attempted any form of retaliation, they will be subject to disciplinary action up to and including termination or expulsion, even in the absence of a discrimination finding.

What will happen to a person who is determined to be responsible for discrimination?

Any member of the University community who engages in any form of discrimination shall be subject to disciplinary action and appropriate sanctions up to and including termination or expulsion.

Can I bring a friend or someone I trust with me when making a report of discrimination or harassment?

Yes, a complainant may choose an individual to accompany them at any time during the process. 

In allegations of sexual misconduct, complainants and respondents may each bring 2 individuals with them in any or all stages of the process. 

What should be done if I witnessed or heard about discriminatory behavior involving another person?

Each dean, director, department head, manager, supervisor, faculty member, or other person with supervisory responsibility is required to help resolve matters regarding possible discrimination by contacting the Office of Institutional Equity and Equal Opportunity for assistance. Other members of the UK community who become aware of allegations of discrimination should encourage the aggrieved individual to report the alleged discrimination to the appropriate official above, or to the Office of Institutional Equity and Equal Opportunity.

All members of the UK community are required to cooperate in the investigation of discrimination complaints.

What should I do if I feel I have experienced some form of discrimination?

Acts of discrimination or harassment inhibit members of the university community from productively fulfilling their charge at the University of Kentucky. If you feel that you have been harassed or discriminated against, contact the Office of Institutional Equity and Equal Opportunity at 257-8927 for information and assistance.

 

Sexual Harrassment under Title IX and Sexual Misconduct

How can I learn about the University's policy for handling matters of sex discrimination, sexual misconduct and other related conduct?

For general information regarding our policy and procedures related to sex discrimination and sexual misconduct, see Interim Administrative Regulation 6:2. For a brief summary of the Interim Regulation, please see the Interim Administrative Regulation 6:2 Fact Sheet.

For specific questions and guidance contact the Executive Director and Title IX Coordinator, Martha Alexander in the Office of Institutional Equity and Equal Opportunity at 13 Main Building, by calling 859-257-8927, by email, or by requesting an appointment

What is Sexual Harassment under Title IX?

Sexual Harassment under Title IX means conduct on the basis of sex that occurs in the University’s education program or education activity and satisfies one or more of the following:

  1. An employee of the University conditioning the provision of an aid, benefit, or service of the recipient on an individual’s participation in unwelcome sexual conduct. This type of sexual harassment is also referred to as Quid Pro Quo.;
  2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the University’s education program or activity. This type of sexual harassment is also referred to as Hostile Environment.; or
  3. “Sexual assault” as defined in 20 U.S.C. 1092(f)(6)(A)(v), “dating violence” as defined in 34 U.S.C. 12291(a) (10), “domestic violence” as defined in 34 U.S.C. 12291(a)(8), or “stalking” as defined in 34 U.S.C. 12291(a) (30).

 For more information see Interim Administrative Regulation 6:2 Policy and Procedures for Addressing and Resolving Allegations of Sexual Harassment under Title IX and Other Forms of Sexual Misconduct.

 

What is Sexual Misconduct?

Sexual misconduct is a blanket term for forms of severe sexual harassment defined in  Administrative Regulation 6:2.  Conduct prohibited by AR 6:2 include sexual assault, sexual exploitation, stalking, dating violence, and domestic violence.  For more information see Interim Administrative Regulation 6:2 Policy and Procedures for Addressing and Resolving Allegations of Sexual Harassment under Title IX and Other Forms of Sexual Misconduct.

Can I make a report of sexual harassment under Title IX or Sexual Misconduct with the University against a student or employee?

Yes. If you believe any member of the University community has engaged in sex-based discrimination or harassment, including sexual misconduct, you are encouraged to report the matter to the University so that it can be pursued as a disciplinary case. 

Please be aware that all University employees are required to share reports they receive from students with the Title IX Coordinator.  We encourage open communication between faculty, staff, and students, but to ensure the safety of all students, employees are required to share reports regarding sexual misconduct with the Title IX Coordinator.  If you are not sure if you’re required to report behavior, please contact Martha Alexander or Meredith Reeves.

If you would like to make a confidential report that will not be shared with the Title IX Coordinator you may contact the Violence Intervention and Prevention Center, University Counseling Center, or UK Health Services. If you discuss a matter that you are seeking confidential services for with an employee outside of the VIP Center, University Counseling Center or UK Health Services, that employee will make a report to the Title IX Coordinator.

For more information about filing a complaint, see Interim Administrative Regulation 6:2 Policy and Procedures for Addressing and Resolving Allegations of Sexual Harassment Under Title IX and Other Forms of Sexual Misconduct.

What happens if I make a report?

If you’re reporting on behalf of another person: If your report is made through electronic means, you will receive an email from Institutional Equity to confirm receipt of your report. While the University will take appropriate action to address your report, you will not receive updates related to the status of the report.  

If you’re reporting behavior you experienced and are a member of the University Community: You will be contacted by Institutional Equity requesting that you schedule a meeting, but you are not required to schedule a meeting with Institutional Equity. You will also receive information about resources available to you on campus and in the community. At your meeting, an investigator will talk to you about your rights in the University process, supportive measures that are available to you, how to file a Formal Complaint if you would like to do so, and will answer any questions you may have. You can receive supportive measures without filing a Formal Complaint. Please note the University may be unable to take action on your report without first speaking with you to gather additional information and is not able to provide supportive measures without speaking with you to determine what measures are appropriate.

If you’re reporting behavior you experienced and are NOT a member of the University Community: You will receive an email from Institutional Equity to confirm receipt of your report. You may receive a request for additional information. Only University community members may file a Formal Complaint. While the University will take appropriate action to address your report, you will not receive updates related to the status of the report.

How do I make a report?

Contact the Violence Intervention and Prevention Center (“VIP Center”) to confidentially discuss filing a report. Contacting the VIP Center to discuss filing a report is not a report to the University and the University cannot take disciplinary action based on your communications with the VIP Center.

To make a report, contact the Title IX Coordinator, Martha Alexander, or Deputy Title IX Coordinator, Meredith Reeves, at 859-257-8927, or make a report, or request an appointment.  

If you discuss filing a complaint with any University employee outside of the VIP Center, Counseling Center and University Health Services, that employee is obligated to share your complaint with the Title IX Coordinator. 

What is the difference between a report and a formal complaint?

A report is information provided to Institutional Equity related to behavior that may be a violation of University policy. Anyone can make a report, but only members of the University community (students, employees, patients at UK Healthcare, or visitors) may serve as Complainants.

A Formal Complaint is a document signed by a Complainant indicating that they experienced behavior that may constitute a violation of AR 6:2 and that they would like to file a complaint. Only members of the University community may serve as a Complainant.

How do I file a formal complaint?

Only members of the University community (students, employees, patients, or visitors) may file a Formal Complaint.

To file a Formal Complaint, the complainant must provide a signed statement of their allegations to Institutional Equity. Complainants may use this form, but are not required to do so.

If you need assistance with filing a Formal Complaint or have questions about filing a Formal Complaint, please contact Institutional Equity.

Will information about alleged sexual harassment or sexual misconduct be confidential?

The University will always protect the privacy of individuals who are involved in alleged incidents of sexual misconduct or other types of sex discrimination to the greatest extent possible. The University cannot guarantee confidentiality when conducting investigations but does maintain privacy.  Privacy means information will only be shared with other University employees who need to know or as required by law. There are confidential resources available to University community members who can maintain confidentiality. The VIP Center, Counseling Center, and University Health Service are confidential resources.  

For more information about confidentiality, please contact Martha Alexander or Meredith Reeves.

Who can I speak with confidentially?

The University has 3 offices on campus with which community members can speak and access resources confidentially.  Staff at these 3 offices do not have any obligation to share a report with the Title IX Coordinator unless the affected individual asks them to.

Community members may make confidential reports and access University resources through the following offices:

  1. Violence Intervention and Prevention Center (VIP)
  2. University Counseling Center
  3. University Health Services

What if I want to remain anonymous?

Anonymous reporting may limit the University's ability to conduct an investigation and to address the behavior.

If the complainant’s identity is made known to the University, but the complainant asks to remain anonymous during the investigation, the Title IX Coordinator will consider how to proceed.  The Title IX Coordinator will take into account the complainant’s articulated concerns; the best interests of the University community; fair treatment of all individuals involved, including the respondent’s right to have specific notice of the allegations if the University were to take action that affects the respondent; and the University’s obligations under Title IX.  

Is there a "statute of limitations" on filing a complaint of sexual misconduct?

No, you may report a concern at any time. However, we encourage reporting as soon as possible because matters can be investigated more effectively when less time has passed between the event and the report.  Additionally, if the alleged perpetrator is no longer a student by the time the report is made, the University may not be able to take disciplinary action against that person. 

In all cases the University will endeavor to provide the complainant with support and resources, put a stop to any ongoing misconduct, and address the effects of the misconduct.

May I file a criminal complaint against a student or employee?

Yes. You may do so by contacting the University's Police Department (located on campus at 305 Euclid Avenue) by calling 859-257-8573. You may also contact the Lexington Police Department by calling 911. The University of Kentucky Police Department is available to explain the process to you (e.g., the importance of preserving physical evidence), and to assist you in filing a criminal complaint. 

The criminal process is separate and distinct from the University's disciplinary process. You may use one or both processes. If you have filed a complaint with the University, the University's disciplinary process will proceed whether or not a criminal complaint is also filed, and without regard to the outcome of the criminal process. 

May I file both a Formal Complaint with Institutional Equity and a criminal complaint with law enforcement?

Yes. The criminal process is separate and distinct from the University's disciplinary process. You may use one or both processes. If you have filed a complaint with the University, the University's disciplinary process will proceed whether or not a criminal complaint is also filed, and without regard to the outcome of the criminal process

Am I required to file both a criminal complaint with law enforcement and a Formal Complaint with Institutional Equity?

No. You may choose to file both a criminal complaint with law enforcement and a Formal Complainant with Institutional Equity, only file a Formal Complaint with Institutional Equity, only file a criminal complaint with law enforcement, or to file neither a criminal complaint nor a Formal Complaint.

The decision of what type of complaint to file lies with the Complainant. In all circumstances that do not represent a danger to other members of the community, the University will honor the Complainant’s decision regarding whether to file a Formal Complaint.

In all cases, Complainants can access supportive measures and resources from the University without filing a Formal Complaint.

What will happen if I file a Formal Complaint with the University alleging Sexual Harassment under Title IX or Sexual Misconduct by a student or employee? 

The complainant has control over what action the University takes on a report of sexual misconduct unless the Title IX Coordinator determines the safety of the University community as a whole would be compromised if the University does not engage in a formal complaint process. If the complainant files a Formal Complaint, or if the Title IX Coordinator initiates a Formal Complaint, both Complainant and Respondent will receive notice from an investigator.

All individuals involved in the investigative process are protected from retaliation.

How does the investigation process work? 

Once a Formal Complaint is received, an investigator will contact both the complainant and respondent, gather relevant information, and contact witnesses. Supportive Measures will be provided to both Complainant and Respondent as necessary. Upon completion of the investigation, Complainant and Respondent will be provided a Preliminary Investigative Report and will have 10 days to provide additional information. The investigator will consider any additional information provided and will include it in the final investigative report, which will be provided to the Title IX Coordinator. The Title IX Coordinator will review the final investigative report to determine whether probable cause exists to move the matter forward to a hearing.

If the Title IX Coordinator determines there is not probable cause to move the matter forward, the matter is closed, and the parties are notified of the outcome and their right to appeal the probable cause determination.

If the Title IX Coordinator determines there is probable cause to move the matter to a hearing, the Title IX Coordinator schedules separate pre-hearing meetings with Complainant and Respondent. At this time, Respondent is provided a recommended resolution from the Title IX Coordinator. Respondent has 3 days to decide whether to accept that resolution and waive their right to a hearing and appeal. Should Respondent choose to accept the resolution, the matter is closed and the parties are notified of the outcome. Should the Respondent decline, the Title IX Coordinator will schedule a live hearing.

The investigation process concludes when the Title IX Coordinator determines there is no probable cause or when respondent accepts or rejects the recommended resolution and the hearing phase begins.

May I bring an adviser to the interview, other meetings, or a live hearing?

The complainant and the respondent may each bring 2 advisors, one or both of whom may be an attorney, to any interview or meeting connected with the investigation. However, the advisor may not disrupt the meeting. Individuals who are serving as witnesses may not also serve as an advisor. If you would like Institutional Equity to discuss your investigation with your advisor when you are not present, you must complete a FERPA waiver identifying your advisor and the type of information you are comfortable with Institutional Equity disclosing.

Only an advisor who is an attorney may speak on your behalf in a hearing because Kentucky law regards participating in an administrative hearing as the practice of law. If you do not have an attorney, the University will provide you an attorney for the live hearing.

If I am a party (Complainant or Respondent), may I discuss the case with other people?

Yes. Parties may discuss their case with anyone they wish but are encouraged to be mindful of the privacy of others and mindful that they are not engaging in or encouraging others to engage in retaliatory behaviors.

You are encouraged to seek support from a confidential resource and to discuss the case with an advisor of your choosing (who may accompany you to interviews and other related meetings but may not disrupt the interview process).

Remember, the investigator will consider interviewing any witness you would like them to interview and will consider collecting any information you feel is necessary. It is unnecessary for you to directly contact witnesses yourself.  Further, you are discouraged from contacting witnesses directly, because doing so may undermine the integrity of the investigation and may give rise to the real or perceived experience of retaliation, which is also a serious violation of University policy.  Instead, provide witness names to the investigator and inform them of any question you would like the witness to be asked.  

Who decides whether a Respondent violated AR 6:2? How is this decision made?

Three members of the AR 6:2 Hearing Panel determine whether by preponderance of the evidence (i.e. more likely than not) the alleged behavior violates  AR 6:2 after a hearing.

The membership of the AR 6:2 Hearing Panel for any hearing is randomly selected by the AR 6:2 Hearing Officer from a pool of University faculty and staff members who have received training to serve on AR 6:2 Hearing Panels.  Hearing officers are selected by the Title IX Coordinator from a pool of individuals with legal training based on availability.  Both respondent and complainant have the ability to challenge the members of the AR 6:2 Hearing Panel.

Additional information regarding pre-hearing and hearing procedures can be found in AR 6:2.

What if a Respondent may have violated a University policy other than AR 6:2?

The AR 6:2 Hearing Panel addresses only violations of AR 6:2.  For students, after that hearing, the Dean of Students Office will adjudicate all other policy violations. For employees, outstanding matters will be referred to the appropriate administrative officer.

If the panel finds an individual responsible for violating AR 6:2, who determines the penalty and how?

The AR 6:2 Hearing Panel reconvenes to consider impact statements from Complainant and Respondent, then adjourns to determine an appropriate sanction.

What is the range of possible penalties?

Please review AR 6:2 for more information about the range of sanctions available.

Both Complainants and Respondents may appeal under AR 6:2. Information regarding the appeals process can be found in AR 6:2.The hearing panel may also recommend additional sanctions not specifically listed above when appropriate. The Associate Provost for Student and Academic Life (students), Vice President for Human Resources (employees), and Provost (faculty) may alter a recommended sanction, provided the sanction implemented is within those listed above. 

Who will be informed of the decision? When? How?

Immediately following the resolution of the case, Complainant and Respondent will simultaneously be informed of the decision in writing.

Who can appeal the decision? How does the appeal process work?

How long will the investigation and adjudication process take?

This process will be completed in a reasonable time frame given the circumstances of the matter being investigated.  

Both parties will be kept informed of the progress of the investigation at regular intervals.

What if the complainant or respondent is a third party?           

Only Complainants who are employees or who are engaging in or attempting to engage in an educational program or activity can file a formal complaint. Any individual can file a report. The University will provide resource information and information about filing a police report or report with another agency to individuals who have experienced Sexual Harassment or Sexual Misconduct but who are not members of the University community.  

In cases involving 3rd party respondents, the University may be limited in its ability to respond. However, the University will always attempt to stop the harassment, remedy its affects, and prevent its recurrence.

The University cannot address complaints in which neither party is a member of the University Community. If neither party is a member of the University Community, the complainant should seek assistance from their educational institution, local or state human rights commission, or local law enforcement agency.

What if a Formal Complaint or report is made during summer break?

The outreach and investigation process will proceed even if the University is not in session and students are not on campus. 

What if a complainant changes their mind and decides they do not want the matter investigated or adjudicated?

A Complainant may request that the Title IX Coordinator dismiss a formal complaint.

When may matters be dismissed?

Required Dismissal: The Title IX Coordinator is required to dismiss a Formal Complaint of Sexual Harassment under Title IX that (1) would not constitute Sexual Harassment even if proven; (2) did not occur in the University’s program or activity; or (3) did not occur against a person in the United States.

Dismissal of a complaint of Sexual Harassment does not preclude the University from proceeding with charges of Sexual Misconduct.

Discretionary Dismissal: The Title IX Coordinator may dismiss a Formal Complaint, or any allegations in a Formal Complaint, of Sexual Harassment or Sexual Misconduct if (1) Complainant notifies the Title IX Coordinator they would like to withdraw their complaint or allegations in their complaint, (2) Respondent is no longer enrolled in classes at or employed by the University, (3) Specific circumstances prevent the University from gathering evidence sufficient to make  determination as to probable cause, or (4) the information is not sufficient to make a determination of probable cause.

What are the complainant’s and respondent's rights and opportunities throughout the process?

  1. Complainant has the right to choose whether to file a Formal Complaint with the University. 
  2. Complainant has the right to access supportive measures regardless of whether they file a Formal Complaint.
  3. In addition to pursuing administrative penalties and remedies, the Complainant maintains the right to pursue criminal or other legal action.
  4. Respondent has the right to be presumed innocent. It is the University’s responsibility to prove that Respondent engaged in Sexual Harassment or Sexual Misconduct.
  5. Both the Complainant and Respondent have the right:
  6. To have the University respect their rights provided by the United States and Kentucky Constitutions; 
  7. To be treated with respect by University officials;
  8. To take advantage of campus support resources;
  9. To experience a safe living, educational, and work environment;
  10. To have up to two (2) Advisors, including attorneys, present during any investigation, pre-hearing meeting, or hearing;
  11. To have an attorney represent them at any hearing;
  12. To refuse to have an allegation resolved through conflict resolution procedures;
  13. To receive amnesty for certain student misconduct, such as alcohol or drug violations, that occurred ancillary to the incident;
  14. To be free from retaliation for reporting violations of this regulation or cooperating with an investigation;
  15. To have complaints heard in accordance with University procedures;
  16. To be informed in writing of the outcome/resolution of the complaint, any sanctions where permissible, and the rationale for the outcome where permissible;
  17. To have minimal interaction or contact with Respondent or Complainant; and
  18. To request supportive measures from the University to ensure minimal interaction or contact with Respondent or Complainant. 

What supportive measures and resources may be available to a complainant?

The Title IX coordinator is available to discuss resources and accommodations that may be helpful to the complainant during the investigative process. The complainant is strongly advised to use the services of the Violence Intervention and Prevention Center (VIP), the University Counseling Center and University Health Services. The complainant should contact the University of Kentucky Police Department with any questions about safety and security measures or if the complaint believes they may have been the victim of a crime.

There are a number of supportive measures available to complainants on an as needed basis.  Supportive measures include but are not limited to:

  • Counseling;
  • Extensions of deadlines or other course-related adjustments;
  • Modifications of work or class schedules;
  • Campus safety or security escort services;
  • Mutual restrictions on contact between the parties;
  • Changes in work or housing locations;
  • Leaves of absence;
  • Increased security and monitoring of certain areas of the campus; and
  • Other similar appropriate measures.

Additional resources may be found here.

How do I request a No Contact Order?

Mutual No Contact Orders are available as a supportive measure. To request a No Contact Order or discuss other supportive measures, please make a report, request a meeting, or contact Martha Alexander or Meredith Reeves directly.

What resources and accommodations may be available to a respondent?

The respondent is advised to work with the Counseling CenterCommunity of Concern, and to contact University of Kentucky Police Department with questions about safety/security measures. 

There are a number of supportive measures available on an as needed basis.  These supportive measures include:

  • Counseling;
  • Extensions of deadlines or other course-related adjustments;
  • Modifications of work or class schedules;
  • Campus safety or security escort services;
  • Mutual restrictions on contact between the parties;
  • Changes in work or housing locations;
  • Leaves of absence;
  • Increased security and monitoring of certain areas of the campus; and
  • Other similar appropriate measures.

Additional resources maybe found here.

What if I don’t want my parents to know I am filing a report?

Institutional Equity will not share information with your Parent/Guardian unless you complete a FERPA waiver. A FERPA waiver is a way for you to identify which people, if any, you permit Institutional Equity to speak with and the type of information you are comfortable with Institutional Equity disclosing.

If you are a minor or are under a legal guardianship, your parent or guardian may file a Formal Complaint on your behalf.

Will everyone on campus know if I file a report?

If you file a Formal Complaint our office will only share information with individuals who have a legitimate business reason to know.

Can I talk to someone in your office about the behavior I experienced before I decide if I want to file a formal complaint?

You can meet with someone from our office to discuss supportive measures and university policies, process, and procedures before filing a Formal Complaint. Even after you speak with someone from our office, you are not obligated to pursue a Formal Complaint.

Will I ever have to talk to the Respondent directly about the alleged behaviors?

Institutional Equity will not require you to speak to the Respondent regarding the behavior alleged. If a hearing occurs, Respondent’s attorney may ask you questions directly, but you and the Respondent are not required to speak to each other directly. If you have concerns about the Respondent trying to speak to or contact you, please talk to our office about a “No Contact Order.”

What should I do if I’m accused of sexual misconduct?

Our office encourages all parties to seek resources on campus or in the community. Please feel free to contact our office to discuss resources that are available to you. Additionally, you can speak to someone in Respondent Support Services to discuss any concerns you may be having.

If the incident occurred off campus, can the University investigate?

Yes. Regardless of the location of the behavior, Institutional Equity can investigate provided the Respondent is also a University community member.

My friend told me they were sexually assaulted, what can I do to help?

If someone experiences a sexual assault they may seek support from a friend, family member, or someone they trust. The way you can support them is to believe them, listen, respect their privacy, and help your friend learn about options and resources.  It’s important you let them guide their process and let them make choices that feel best to them. Please contact the Violence Intervention and Prevention Center for more information.

Do I have to identify the name of the Respondent to seek supportive measures?

You are only required to provide the name of a Respondent to seek supportive measures if the measure you are seeking requires the Respondent be notified of the supportive measure. For example, if the measure you are seeking is to be reassigned to a different residence hall, you do not have to provide the name of the Respondent. However, if you are seeking a No Contact Order, we do need to name of the Respondent in order to make both parties aware of the order.

Can online students file a report?

Yes. Any student who is enrolled in courses or plans to enroll in courses can file a report.

Can international students file a report?

Yes. An international student who is enrolled in courses or plans to enroll in courses can file a report.

Will campus or the public have access to any documentation/information I provide your office during the investigation?

Institutional Equity will not make public documents or information you share. However, the information and documents you share will become part of the Final Investigative Report. Both Complainant and Respondent receive a copy of the report. Institutional Equity does not prohibit parties from discussing investigations or otherwise sharing investigative materials.

The University is a public university and is subject to the Kentucky Open Records Act. Institutional Equity may be obligated to provide information in response to Open Records Act Requests. Additionally, Institutional Equity is required to respond to subpoenas.

Who do I meet with during meetings?

For any meeting you will meet with one or two Equal Opportunity Investigators. If you do not feel comfortable speaking with the investigator assigned to your complaint, please contact Martha Alexander.

I was drinking or taking drugs, will I get in trouble?

The University provides amnesty for violations of the University’s drug and alcohol policy when the drug or alcohol use occurred in conjunction with an alleged violation of AR 6:2. This means that you will not be sanctioned for using drugs or alcohol.

I didn’t seek medical attention after the incident I experienced, does that matter if I want to file a formal complaint or seek supportive measures?  

Seeking medical attention is your choice. If you have questions on where you seek medical attention, please let our office know. Whether you did or did not seek medical attention does not hinder your ability to file a formal complaint.

Does speaking at an event such as “Take Back the Night” mean it will get reported?

Responsible employees are NOT required to report to a Title IX Coordinator incidents that students share during a protest, vigil, "Take Back the Night Event", or other public awareness or advocacy event.

What resources and accommodations may be available to a complainant?

The Title IX coordinator is available to discuss resources and accommodations that may be helpful to the complainant during the investigative process. The complainant is strongly advised to use the services of the Violence Intervention and Prevention Center (VIP), the University Counseling Center and University Health Services.  The complainant should contact the University of Kentucky Police Department with any questions about safety and security measures or if the complaint believes they may have been the victim of a crime.

There are a number of interim measures available to complainants on an as needed basis.  These measures may be obtained by speaking with a confidential resource or the Title IX Coordinator.

Additional resources may be found here.

What resources and accommodations may be available to a respondent?

The respondent is advised to work with the Counseling Center, Community of Concern and to contact University of Kentucky Police Department with questions about safety/security measures. 

There are a number of interim measures available on an as needed basis.  These measures may be obtained through confidential resources or the Title IX Coordinator. 

Additional resources maybe found here.

What resources are available on campus for those affected by sexual misconduct?

Emergency Resources and Law Enforcement:

Emergency medical assistance and campus safety/law enforcement assistance are available both on and off campus.  Individuals are encouraged to contact law enforcement and seek medical treatment as soon as possible following an incident that poses a threat to safety or physical well-being or following a potential criminal offense. Local law enforcement agencies:

University of Kentucky Police Department
305 Euclid Avenue
Lexington, KY 40508-3015
(859) 257-UKPD (8573)
Free Cell Phone Call: #UKPD (#8573)
859-257-SAFE (7233)

Lexington Metro Police Department
150 E. Main Street
Lexington, KY 40507
(859) 258-3600
911 (Emergencies)

Confidential Resources:

Information shared with the Violence Intervention and Prevention Center (VIP), The University Counseling Center and University Health Services will only be disclosed to the Title IX Coordinator or any other person with the individual’s permission, unless there is an imminent threat of serious harm to the individual or to others, or a legal obligation to reveal such information (e.g., if there is suspected abuse or neglect of a minor).

The University’s Violence, Intervention and Prevention office is a confidential resource offering support and advocacy services. Individuals are encouraged to access support services and learn about their options by contacting VIP. The VIP office can provide information about the roles and reporting obligations of other offices at the University in order to empower individuals to make informed decisions about their options. 

Campus Confidential Resources include:

VIP Center
1 Frazee Hall
Administrative Drive
Lexington, KY 40506-0031
(859) 257-3574
vipcenter@uky.edu

University Counseling Center
106 Frazee Hall
Administrative Drive
Lexington, KY 40506-0031
(859) 257-8701

University Health Services
830 S. Limestone
Lexington, KY 40536
(859) 323-APPT (2778)

Other campus and community resources may be found here. (link to resources page)

 

ADA

Where can I file an ADA Reasonable Accommodation Form? 

For University Students

If you are a UK student and need reasonable accommodation, you should contact the Disability Resource Center (DRC). Associate Dean of Students and Director, David Beach and the DRC staff are available to answer questions, review medical documentation, and arrange services for all qualified students admitted to the University of Kentucky.

Disability Resource Center
725 Rose Street, Multidisciplinary Science Building, Suite 407
Lexington, KY 40536-0082
(859) 257-2754

For University Employees

If you are a qualified UK Faculty member or staff employee with a disability you may request reasonable accommodation from your supervisor, chair, dean, or the Office of Institutional Equity and Equal Opportunity by completing a Reasonable Accommodation Form. If the disability is not obvious, you may be asked to submit sufficient medical documentation.  Your provider may fill out the Medical Inquiry Form and sumit with the Reasonable Accommodation Form. You may also contact the office at

Office of Institutional Equity and Equal Opportunity
13 Main Building
Lexington, KY 40506-0032
(859) 257-8927

Applicants for Employment:

If you are interested in employment opportunities at the University of Kentucky and require reasonable accommodation during the application process, contact Human Resources at (859) 257-9555.

Additional FAQ's can be found on the American's with Disabilities webpage at Americans with Disabilities Act Questions and Answers