For some types of behavior, if the individual does not have authority over you, and if you are comfortable doing so, you may consider telling him or her to stop, in a firm, clear and direct way.
You may report the issue to your supervisor, to a faculty member with an administrative role, or to these contacts.
Please see Section IX, Sources of Counseling, Advocacy, and Support, in the Sexual Harassment / Title IX / VAWA Procedure (pdf).
If someone begins to tell you information that may be confidential regarding sexual harassment or sexual harassment, as an employee, friend, co-worker, parent, significant other, etc., you should tell your supervisor, dean, the dean of students, or Equal Opportunity and Outreach (EOO). All responsible reporting employees must report the concern to Equal Opportunity and Outreach. Faculty and supervisors who direct the work of others are required under state law to promptly report concerns of sexual harassment to EOO, 978-934-3565. Since reporting concerns of suspected inappropriate behavior is a leadership responsibility under state law, failing to report may result in corrective action.
See the Bystander Awareness page.
UMass Lowell’s policy is to comply with Title VII of the Civil Rights Act which prohibits sex-based discrimination and sexual harassment, and to comply with Title IX of the Education Amendments Act and the relevant provisions of the Violence Against Women Act, which prohibit sex-based discrimination, sexual harassment and sexual violence.
There will be a prompt, impartial review of the matter, in order to determine whether any violation occurred, and if so, to end it, to prevent its recurrence, and to address its effects.
For more information, please see the Nondiscrimination Guidelines (pdf) or contact the Title IX Coordinator, Clara Reynolds, Clara_Reynolds@uml.edu, 978-934-3567.
For additional information specific to students regarding this procedure and related information, please see specifically pages 5-6 in the Student Conduct Code and Conduct Process.
The University will determine and put in place remedies for the individual(s) effected, and appropriate disciplinary actions for the violator.
Remedies may include, but are not limited to: escort; separation of the parties in classes, extracurricular activities, or residence halls; comprehensive services including medical, counseling, and academic support services; and accommodations for the completion of academic work. Additional remedies may be enacted for the broader university population.
Disciplinary actions may include, but are not limited to: “no contact” orders, suspension, dismissal, or termination; transfer to a different residence hall, classes or university.
For more information, please see the Annual Security Report and pages 5-6 of the Student Conduct Code and Conduct Process.
Please see the Consensual Relationships page on this website. [link to that subpage]
Please go to www.uml.edu/equal to take the Preventing Harassment On Campus online program, which is required for all university employees. The supervisor module is required for all supervisors.
Also, new employees and new students are trained regarding sexual violence. In addition, ongoing education and awareness programs are provided on a regular basis for employees and students.
For more information about training and programs for employees, please visit www.uml.edu/hr/WLD, or contact the Title IX Coordinator, Clara I. Orlando, 978-934-3565, or the Director of Workplace Learning and Development, Lee Ann Alden, 978-934-3555, for more information.
For more information about training and programs for students, please contact the Title IX Coordinator and Director of Equal Opportunity and Outreach, Clara I. Orlando, 978-934-3458, or the Title IX Deputy Coordinator and Associate Dean of Student Affairs, Ann Ciaraldi, 978-934-2100, for more information.