Duty to Report Discrimination, Discriminatory Harassment or Retaliation

Any Employee with a supervisory or management responsibility, or who has administrative leadership for the institution, and is not a Confidential Employee, is required to report incidents of Discrimination, Discriminatory Harassment, and Retaliation to the Equal Opportunity Officer. Reports may be submitted via the online reporting tool on the UMass Lowell Equal Opportunity website, via email at equal_opportunity@uml.edu, or by calling: 978-934-3707.

All other employees are encouraged to report such information to the Office of Equal Opportunity and Outreach, and/or refer the individual to the Office of Equal Opportunity and Outreach.

Reporting and Referral Requirements under Title IX

  • Employees who have authority to institute corrective action, and/or those designated by the University as mandated reporters, are required to report incidents of Sexual Harassment under Title IX to the Title IX Coordinator.
  • Employees who are not confidential, but do not have reporting obligations identified in the preceding paragraph, are not required, but strongly encouraged to report incidents of Sexual Harassment under Title IX to the Title IX Coordinator.
  • Confidential Employees are not required to report incidents to the Title IX Coordinator.
  • All employees who are designated as Campus Security Authorities (CSA) under the Clery Act, should be aware of their CSA reporting obligations whether required to report under these guidelines.
  • All employees, whether confidential or not, are strongly encouraged to refer the reporting party to the Title IX Coordinator.

Reports may be submitted via the online reporting tool on the UMass Lowell Equal Opportunity website, via email at equal_opportunity@uml.edu, or by calling: 978-934-3565.

All employees of the University, Confidential and/or Not Confidential, are strongly encouraged to provide the following information to any student who discloses to them that they are pregnant and/or have a pregnancy related condition.

  • That pregnancy and pregnancy related conditions are protected under Massachusetts law, and the student has the right to be free from discrimination;
  • That the student has the right to reasonable accommodations;
  • The name and contact information for the Director of Equal Opportunity and Outreach (EOO).

More information about Pregnant and Parenting Students Resources can be found on the Pregnant and Parenting Students Resources and Support Services page.

Making A Report

Rights of complainant to not report

Complainants have the right to not make a report to anyone. Several reporting options are available, and the University strongly encourages seeking support from medical, counseling, and other support services.

Complaints involving Discrimination, Discriminatory Harassment, or Retaliation (not Title IX)

Any person may report discrimination, discriminatory harassment, or retaliation, whether or not the person reporting is the person alleged to be the recipient or subject of conduct that could constitute discrimination, discriminatory harassment, or retaliation.

Reports may be made in person, by mail, telephone, or by electronic mail, using the contact information listed for the Equal Opportunity and Outreach (EOO) Office, electronic form, or by any other means that results in the EOO Office receiving the person’s verbal or written report. Such a report may be made at any time (including during non-business hours) by using the reporting options available at the time of the report. Reports may also be made anonymously; in such case, the person making the report shall not disclose their name or other identifying information, such as an identification (ID) number, and shall submit a written report using any of the previously identified written reporting means in a manner that would not reveal the identity of the reporter. The University may also provide specific anonymous reporting options such as an online web form. A University’s ability to respond to an anonymous report may be limited by the level of information about the incident and/or individuals involved. Reports do not constitute a complaint under this Policy unless the report meets the definition as defined in these Guidelines.

Reports may be made by contacting the Office of Equal Opportunity

Complaints/ Reports to Title IX Coordinator / Equal Opportunity and Outreach (EOO) (Title IX)

Every University is required to designate at least one employee to coordinate its efforts to comply with its responsibilities under Title IX, who is referred to as the “Title IX Coordinator.”

Any person may report sex discrimination, including sexual harassment, whether or not the person reporting is the person alleged to be the recipient of or subject of conduct that could constitute sex discrimination or sexual harassment. Reports may be made in person, by mail, telephone, or by electronic mail, using the contact information listed for the Title IX Coordinator, electronic form, or by any other means that results in the Title IX Coordinator receiving the person’s verbal or written report. Such a report may be made at any time (including during non-business hours) by using the reporting options available at the time of the report. Reports may also be made anonymously; in such case, the person making the report shall not disclose their name or other identifying information, such as an ID number, and shall submit a written report using any of the previously identified written reporting means in a manner that would not reveal the identity of the reporter. The University may also provide specific anonymous reporting options such as a hotline, tip line, or online web form. A University’s ability to respond to an anonymous report may be limited by the level of information about the incident and/or individuals involved. Reports do not constitute a complaint under this Policy unless the reports meet the definition under Title IX as defined in these Guidelines.

 The Title IX Coordinator or designee will assist Complainants in notifying law enforcement, if requested by the Complainant.

The Title IX Coordinator, or designee, is responsible for coordinating the effective implementation of supportive measures and is responsible for receiving and responding to requests for disability accommodations related to supportive measures and participation in the grievance process. The Title IX Coordinator may collaborate with other appropriate offices on campus to provide necessary accommodations under this policy.

The Title IX Coordinator for UMass Lowell is:

William Cummings
Office of Equal Opportunity and Outreach
Email: William_Cummings@uml.edu
Phone: 978-934-3707

Reports may be made by contacting the Office of Equal Opportunity and Outreach

Non-Confidential Reports

Reports made to any University Employee who is not considered a Confidential Employee are considered a non-confidential report. Please note that certain designated employees are required to disclose information to the Title IX Coordinator.

Reports of discrimination, discriminatory harassment, or retaliation (not Title IX) made to any supervisor, manager, and/or individual with administrative leadership are not confidential, as such employees are required to report to the Equal Opportunity Officer.

Reports to Law Enforcement

Complainants may file a criminal complaint with University Police, the local police department where the incident occurred, and/or other state and federal law enforcement agencies. Complainants can make both a criminal report and a report to the University, and do not have to choose one or the other. The Universities encourage victims (or survivors) of crimes to report incidents to the police so that the police can take appropriate measures to help victims (survivors) and prevent future crimes. In addition to the Title IX Coordinator, University Police will assist in filing a report with local law enforcement should the Complainant request assistance.

Complainants are never required to report an incident to University Police or local law enforcement. If a Complainant elects not to make a criminal report, the University will respect that decision; however, the University may have an obligation under the Clery Act to inform University Police of an alleged crime but will not disclose the Complainant's name.

If a Complainant chooses to make a report to University Police, an investigation may be conducted and, if the Complainant so requests, they may receive assistance in filing criminal charges against the Respondent. University Police can also assist a Complainant in the process of obtaining harassment prevention orders (258E) and/or abuse prevention orders (209A) for sexual harassment, sexual assault, dating violence, domestic violence, and stalking.

University Police have specially trained officers to respond to complaints of sexual assault and dating/domestic violence. Whenever possible, University Police will make every effort to offer female Complainants/victims an opportunity to have a female officer present during all interviews.

Reports to law enforcement and/or criminal complaints do not necessarily constitute a complaint to the University under these Guidelines unless they meet the definition of a Complaint, as defined in these Guidelines.

Confidential Reports

Persons who have experienced prohibited forms of discrimination, harassment, retaliation, sexual harassment, and/or sex discrimination under these Guidelines may share information with confidentially designated employees (“Confidential Employees”) who cannot reveal identifying information to any third party unless one or more of the following conditions are present:

  • The individual has provided written consent to disclose information;
  • There is a concern about imminent harm to self or others;
  • The information concerns the neglect or abuse of someone who is a minor, elderly, or disabled; or
  • An employee who has been charged with providing non-identifiable information for purposes of the Clery Act.

Confidential Employees are defined within these Guidelines.

Employees may also report such misconduct in strict confidence through the Employee Assistance Program.

Please bear in mind, however, that if one requests certain supportive measures from the University (e.g., extension for academic work or changing classes, residence halls or work locations), the Dean of Students and/or other University officials as necessary may be contacted only for the purpose of providing the requested measures. In such cases, one’s privacy will be maintained to the extent that respecting confidentiality will not impair the University’s ability to provide the requested measures. One may also confidentially report sexual harassment, sexual assault, domestic violence, dating violence, stalking, and/or retaliation, as well as other forms of sexual violence and gender-based harassment, to community support resources, which are not required to share information with the University.