Two Great Locations, One Organization

Reporting Concerns and Misconduct

If you encounter inappropriate behavior or misconduct, or if you are unsure if you have experienced such behavior, there are resources and contacts available to you.
Before you report, you must decide if you would like to keep your initial conversation confidential. Your supervisor is a reasonable initial source for discussing workplace concerns, but if you are not comfortable directly speaking with your supervisor, you may choose to discuss your concerns with a confidential resource.  You may also report your concerns anonymously using our “Workplace Incident Reporting Form” (see right.)
All supervisors are considered an “Individual with Reporting Obligations” and must respond appropriately when they learn of allegations of workplace harassment or discrimination from employees or about employees – whether the employee is their direct report or not.

Reporting Anonymously

Any staff (regular or student) can submit an anonymous, encrypted message via the form found here, or click on the button below.
This form will be reviewed by our DEI committee leads Liz Glynn and Doug Conley, HR Coordinator Rachel Bernecker, Director Tony Kolenic, and Chief Administrative Officer David Betz.
This means that what you share with your supervisor or other staff supervisors cannot be confidential. They are required to take your concerns seriously. The goal is to stop the behavior, and the most effective way to do that is to report your concerns so that the matter may be reviewed. Supervisors are obligated to report these matters to the Office for Institutional Equity (OIE). However, even in this situation you will have choices. OIE will contact you, and you can choose whether you respond, whether you seek additional information about resolution options, and whether you participate in a resolution option.

Non-confidential reporting resources you can contact directly:

Reporting Confidentially

There are options for reporting incidents confidentially. These options allow you to talk with someone that can help you work through your possible next steps. These Resources are prohibited from disclosing confidential information until (1) given permission by the person who disclosed the information; (2) there is an imminent threat of harm to self or others; (3) the conduct involves suspected abuse of a minor under the age of 18; or (4) as otherwise required or permitted by law or court order. The following is a list of confidential resources that can help you understand your options for moving forward and provide support in that process should you choose to make a report.
Confidential resources include:  

Maintaining a Safe, Respectful Workplace for Everyone

Matthaei/Nichols strives to provide a welcoming and inclusive environment of mutual respect for staff, students, faculty and community of all backgrounds and identities. We are committed to maintaining a working environment that encourages mutual respect, promotes civil and collaborative relationships, and is free from all forms of harassment and violence.  While we respect the choices of those who encounter misconduct, we hope everyone feels comfortable and supported pointing out instances of wrongdoing without fear of retaliation.