The mission of the University of Wisconsin-Madison (University) is to provide a teaching, learning and working environment in which faculty,staff,students, and guests can discover, examine critically, preserve, and transmit knowledge, wisdom, and values that will improve the quality of life for all. To promote the institutional mission, the University is committed to creating and maintaining a campus community that is free from sexual harassment and sexual violence.
2Except for the Vice Chancellor for Legal Affairs and the Associate Vice Chancellor for Legal Affairs, if the reported information is precluded from disclosure by the Attorney-Client Privilege or applicable ethical rules.
5[No corresponding footnote in orignal policy text]
The mission of the University of Wisconsin-Madison (University) is to provide a teaching, learning and working environment in which faculty, staff, students, and guests can discover, examine critically, preserve, and transmit knowledge, wisdom, and values that will improve the quality of life for all. To promote the institutional mission, the University is committed to creating and maintaining a campus community that is free from sexual harassment and sexual violence.
This policy prohibits acts of sexual harassment and sexual violence (including sexual assault, dating violence, domestic violence, stalking, and sexual exploitation) in all programs and activities of the University. Individuals who engage in such acts, hereafter referred to collectively as sexual harassment and sexual violence, are in violation of this policy and are subject to disciplinary action. This policy also prohibits retaliation against individuals who report sexual harassment or sexual violence, who assist others in reporting, or who participate in University proceedings related to such a report. Individuals who engage in retaliation are subject to disciplinary action.
The University will provide appropriate education about sexual harassment and sexual violence and this policy. All participants in University programs and activities are responsible for helping to ensure that our campus community is kept free of sexual harassment and sexual violence by refraining from engaging in such conduct, completing required training, and complying with reporting requirements when they become aware of sexual harassment or sexual violence.
Individuals who are subjected to acts of sexual harassment or sexual violence in violation of this policy are encouraged to report these incidents. All complaints will be treated seriously and investigated fully using a trauma-informed approach. Individuals who experience sexual harassment and sexual violence will have access to appropriate resources regardless of their decision to report.
This policy applies to:
For a list of definitions of terms used in this policy, see Appendix A.
The conduct listed below is prohibited by this policy.
Conduct on the basis of sex that satisfies one or more of the following:
An offense that meets the definition of rape, fondling, incest, or statutory rape as defined below.
Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the complainant; and where the existence of such a relationship shall be determined based on a consideration of the following factors: the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship.
Felony or misdemeanor crimes of violence committed by a current or former spouse or intimate partner of the complainant, by a person with whom the complainant shares a child in common, by a person who is cohabitating with or has cohabitated with the complainant as a spouse or intimate partner, by a person similarly situated to a spouse of the complainant under the domestic or family violence laws of Wisconsin, or by any other person against an adult or youth complainant who is protected from that person’s acts under the domestic or family violence laws of Wisconsin. (See ss. 813.12(1)(ag) and 968.075).
Engaging in a course of conduct directed at the complainant that would cause a reasonable person to fear for their safety or the safety of others; or suffer substantial emotional distress.
Occurs when an individual attempts, takes, or threatens to take nonconsensual sexual advantage of the complainant. Examples include, but are not limited to:
Intimidation, threats, coercion, or discrimination against any individual for the purpose of interfering with any right or privilege secured in this policy, or because the individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under this policy.
Any person who makes intentionally false statements or provides intentionally false information when reporting a violation of this policy or during the course of any disciplinary or investigatory proceeding pursuant to this policy is subject to disciplinary action. The fact that a complaint of sexual harassment or sexual violence did not result in a finding of wrongdoing in a law enforcement or University disciplinary proceeding will not, by itself, be a basis for determining that this provision has been violated.
Examples include failure to respond to requests for meetings, or failure comply with a letter of expectations, No Contact Order, or campus exclusion.
Anyone who has been subjected to sexual harassment or sexual violence can access available confidential resources for assistance and support including medical care, mental health counseling, victim advocacy, and consultation regarding supportive and protective measures. These resources are available regardless of whether the person chooses to report the violation to the University, law enforcement, or any other agency. For a list of confidential resources available on campus and in the community, see Appendix B.
In addition to the resources above, anyone impacted by sexual harassment or sexual violence on campus or who become involved in the University investigatory or disciplinary process – including complainants, respondents, and witnesses – has access to confidential and non-confidential campus resources available to assist. Students may contact the Dean of Students Office or the Title IX Coordinator to learn more about the process, including their rights and obligations. Students may also contact University Health Services (UHS) for confidential medical or mental health services. Employees may also contact the Title IX Coordinator for process information, as well as the Employee Assistance Office for confidential services. To read more about the roles of these individual resources, see section IX of this policy, Role and Duties of University Offices, Employees, and Organizations.
Anyone who has been subjected to sexual harassment or sexual violence or any other violation of this policy has options for reporting the violation, including the option not to report. For those who choose to report, the following offices are available to receive reports alleging violations of this policy:
The Title IX Coordinator is available to receive any reports alleging violations of this policy.
Lauren Hasselbacher, 354 Bascom Hall
Email the Title IX Coordinator
Office of Compliance/Title IX
The Dean of Students Office is available to receive reports alleging violations of this policy by students.
Dean of Students Office 70 Bascom Hall
Email the Dean of Students
Dean of Students
The Office of Workforce Relations is available to receive reports alleging violations of this policy by employees.
Workforce Relations Office of Human Resources 21 N. Park Street, Suite 5101
In addition to constituting violations of this policy, acts of sexual harassment and sexual violence might also constitute criminal conduct that violates Wisconsin statutes. Regardless of whether these acts are reported to the University, anyone who has been subjected to sexual harassment or sexual violence that is also criminal conduct has the option of reporting to law enforcement. The following law enforcement agencies are available to receive reports:
1429 Monroe Street
(608) 264-2677 or 911 UWPD
For incidents that occurred off-campus, outside of the City of Madison, the University of Wisconsin-Madison Police Department can help identify the relevant law enforcement agency to receive a report.
211 S. Carroll Street
(608) 261-9694 or 911 MPD
Violations of Title IX may be reported directly to the U.S. Department of Education, Office for Civil Rights (OCR). A person does not have to utilize the University’s procedures for addressing sexual harassment and sexual violence before filing with OCR.
U.S. Department of Education
John C. Kluczynski Federal Building
230 S. Dearborn Street, 37th Floor
Chicago, IL 60604
Telephone: (312) 730-1560
Facsimile: (312) 730-1576
Investigations regarding alleged violations of this policy will be conducted using applicable University investigatory or disciplinary procedures. The disciplinary procedures that will be used are based primarily on the relationship of the respondent with the University.
Additionally, certain policy violations, based on the specific facts and circumstances, will also be considered “Title IX misconduct” (as defined in Appendix A) and will require specific procedures as detailed either in the applicable chapter of the University of Wisconsin Administrative Code listed below (for students, faculty, and academic staff), or as detailed in Appendix C of this policy for all other employees.
A complainant can also request that the Office of Compliance conduct an investigation if the respondent is a participant in the University’s programs or activities who does not fall into any of the above categories. The Office of Compliance will investigate the alleged policy violation using its established complaint procedures. The Office of Compliance may also address the allegations using alternative resolutions.
When the respondent falls into more than one of the categories described in this section, multiple procedures may be utilized to determine appropriate disciplinary outcomes for each of the respondent’s statuses. For example, if a respondent is both a student and an academic staff member, the University will follow UWS Chapter 17 to assess whether to impose discipline on the respondent’s student status and the University will follow Chapter 11 or 13 of the UWS to assess whether to impose discipline on the respondent’s academic staff status.
Individuals, including complainants, respondents, and witnesses, who have made a complaint, testified, assisted, or participated in an investigation, proceeding, or hearing regarding incidents of sexual harassment or sexual violence generally will not be issued citations by campus law enforcement or subject to disciplinary sanctions for alcohol violations arising out of the same facts and circumstances of the alleged incident unless the institution determines that the violation was egregious, and/or placed the health or safety of any person at risk, and was beyond the amnesty provided by state law. [See also: Wisconsin Sexual Assault Victim Amnesty Law]
The offices and University officials responding to a report of sexual harassment or sexual violence pursuant to this policy will endeavor to resolve the matter in a prompt and equitable manner in accordance with the applicable procedures, taking into consideration the nature and complexity of the report and procedural due process requirements. The complainant and the respondent will be advised of any delays that occur during the process. Best efforts will be made for the university to complete an investigation and issue a final investigative report within ninety (90) calendar days. The ninety (90) calendar-day timeframe and any other disciplinary procedure timeframes referenced in the Wisconsin Administrative Code or Appendix C below related to conclusion of the grievance process and related appeals may be extended for good cause. Good cause for a temporary delay of the process or limited extension of time frames may include, but is not limited to, considerations such as the absence of a party, a party’s advisor, or a witness; concurrent law enforcement activity1; or the need for language assistance or accommodation of disabilities. The complainant and the respondent will be notified in writing of an extension for good cause.
The procedures identified above provide for disciplinary action against anyone found responsible for violating this policy. The nature of the disciplinary action will be based on the preponderance of the evidence uncovered during the investigatory process and will take into account several factors, including the nature and severity of the incident, the sanctions available pursuant to the Disciplinary Procedures outlined in Section VIII above, and any past disciplinary history of the respondent. For students, sanctions may include, but are not limited to, restrictions on a course or program, probation, suspension, or expulsion. (Chapter UWS 17.10 provides a more comprehensive list of potential sanctions against students.) For employees, sanctions may range from a written warning to dismissal from employment. For program participants, sanctions may include restrictions upon participation in or exclusion from the program. For visitors to campus, sanctions may include a ban from portions or all of campus.
Both the complainant and the respondent will be provided with written notice of the outcome of each stage of the applicable disciplinary process and of the final resolution of the investigation and recommended sanction.
The duties of the UW-Madison Title IX Coordinator are described in the institutional position description. The duties include: receiving reports of sexual harassment and sexual violence; maintaining appropriate records; providing or supporting the provision of appropriate education and training; maintaining ongoing communication with any Deputy Title IX Coordinators and relevant University committees; ensuring that applicable policies, resources, and other information are up-to-date and properly disseminated; and as appropriate, investigating allegations of sexual harassment and sexual violence, in which the Title IX Coordinator will be guided by principles of trauma-informed care and impartiality.
The Title IX Coordinator has designated several Title IX Deputies to assist the work of the Coordinator described above. These staff are trained on this policy, relevant procedures, reporting requirements, and can provide information and answer questions for their relevant campus community.
CAGSAM provides overarching leadership on campus efforts to prevent and respond to sexual assault and sexual violence (including, but not limited to: sexual harassment, dating and domestic violence, stalking, and sexual exploitation). The group advises senior campus leaders and ensures the coordination of campus prevention, policies, response, assessment, and accountability measures.
UHS provides comprehensive services aimed at preventing violence before it happens and helping address the needs of student victims of sexual harassment, sexual assault, dating violence, domestic violence, stalking or sexual exploitation after it happens. UHS provides medical care, mental health counseling, victim advocacy, and campus-wide prevention and education. UHS is responsible for providing and ensuring compliance with all required student trainings as well as a range of education and prevention efforts. UHS provides consultation and technical assistance throughout campus on violence prevention and education.
DoSO, a department in the Division of Student Life, is a place where students can report sexual harassment and sexual violence. DoSO is available to support students affected by these forms of violence by referring students to resources, helping them request supportive measures, and supporting them throughout relevant disciplinary or criminal processes (if applicable).
OSCCS, another department in the Division of Student Life, participates in the adjudication of sexual harassment and sexual violence allegations involving student respondents, including enforcement of any appropriate sanctions.
The Office of Human Resources provides programmatic and consultative HR services to the UW- Madison community, which includes developing and assisting with strategies to attract, develop, engage, and retain the faculty and staff needed for the campus to excel as a leading research and teaching institution. As part of its mission, OHR is a resource to support and provide guidance on effective methods to prevent sexual harassment and sexual violence. OHR’s responsibility also includes consulting with and advising colleges, schools, and divisions on appropriate action steps when a violation of this policy involves an employee or otherwise impacts the workplace.
The EAO provides timely assistance to faculty and staff, and their family members or significant others as they work through life changes; chronic physical or emotional health issues; and work/life balance concerns. This service is provided free of charge and is completely confidential. Some of the services provided include: problem consultation/assessment, information about community resources, educational programs, and individual referrals.
Along with EAO, LifeMatters provides a wide variety of resources including training, financial and legal consultation, time-saving searches, one to five sessions with a counselor for personal or work-related issues, and management consultation regarding workplace concerns. Appointments with LifeMatters counselors are available in-person, via chat, text, or video.
OC staff investigate formal allegations of sex discrimination, including sexual harassment and sexual violence covered by this policy. The OC also supports training and policy development in matters related to sexual harassment and sexual violence.
The University of Wisconsin-Madison Police Department (UWPD) is responsible for coordinating Clery Act compliance for UW-Madison. In collaboration with other campus units, UWPD’s Clery Program Director and Assistant Director have the following responsibilities: collecting crime data and information, compiling the Annual Security Report and Annual Fire Safety Report, publishing the daily Clery Crime and Fire Log, coordinating identification and training of UW-Madison’s Campus Security Authorities, and providing guidance for the issuance of timely warnings and emergency notifications. UWPD also manages the two Clery Act committees at UW-Madison: the Clery Act Leadership Committee, which is chaired by the Chief of Police, and the Clery Act Working Committee, which is chaired by the Clery Program Director.
School, college, and divisional leadership have responsibility for supporting the implementation of this policy throughout their unit. This includes identifying individuals with reporting responsibilities, promoting and facilitating required campus training, referring employees and students to on- and off-campus resources as appropriate, and cooperating with campus investigations.
Responsible Employees have a duty to report to the Title IX Coordinator any information they receive that suggests a violation of this policy has occurred or is occurring; this report includes identifying information of known complainants and respondents. Responsible Employees are not allowed to keep confidential information reported to them suggesting such a violation has occurred or is occurring. These employees are required to:
Please see Appendix A for a definition of individuals considered to be Responsible Employees.
“Officials with Authority,” under this policy are employees who have the authority to institute corrective measures on behalf of the university. All Officials with Authority are also Responsible Employees. Please see Appendix A for a definition of individuals considered to be Officials with Authority.
Campus Security Authorities are responsible for reporting to the University Clery Program certain campus crimes that are reported to them, including all forms of sexual violence. CSAs are not allowed to keep information reported to them suggesting a campus crime has occurred confidential. CSAs are trained annually to identify which crimes they are responsible for reporting and how to report those crimes to the Clery Program.
Please see Appendix A for a definition of individuals considered to be Campus Security Authorities.
All UW-Madison employees, regardless of whether they are a Responsible Employee, Official with Authority, or Campus Security Authority, are required to comply with the following reporting obligations.
Any University employee who witnesses an act of sexual assault, or who receives a first- hand report of sexual assault from an enrolled student, must report that information to the Title IX Coordinator in the Office of Compliance. The Title IX Coordinator shall compile reports for the purpose of disseminating statistical information. Confidential employees, as defined in this policy, are only required to report the occurrence of the sexual assault without any personally identifying information or details about the individuals involved.
Executive Order #54 (EO 54) requires any University employee (other than employees who are mandatory reporters covered by Wis. Stats. § 48.981(2)(a)) to make a report of child abuse (including sexual abuse) or neglect immediately if, in the course of employment, the employee observes or learns of an incident or threat of child abuse or neglect, and the employee has reasonable cause to believe that child abuse or neglect has occurred or will occur. A report is required regardless of where the incident or threat of child abuse or neglect occurred (i.e., reporting is required if the abuse occurs on campus or in the child’s home). The report must be made to the University of Wisconsin-Madison Police Department, Dane County Child Protective Services (CPS), or the jurisdiction in which the child abuse or neglect is reported to have occurred.
If the incident or threat of child abuse or neglect involves an allegation against a University employee or agent (e.g. student, volunteer, etc.), or the incident or threat of child abuse or neglect occurred on campus or during a University sponsored activity, in addition to notifying law enforcement or CPS, the reporter must also notify the UW-Madison Office of Youth Protection and Compliance.
The UW-Madison Policy on Mandatory Reporting of Child Abuse and Neglect can be accessed here.
All students and employees will be required to complete the campus-supported training addressing issues of sexual harassment and sexual violence. More in-depth training will be provided and required for employees identified as: Responsible Employees, Officials with Authority, Campus Security Authorities under the Clery Act, as well as any other employees who have direct responsibilities related to the coordination and enforcement of this policy.
Offices and committees with training and education responsibilities include:
CAGSAM advises campus offices on their training and educational programs related to this policy.
Employees: All employees, regardless of classification, must complete the campus-supported training for employees related to this policy. If a faculty or staff member does not complete the training, supervisors will document the deficiency (e.g., during performance management evaluation). The faculty or staff member will not be eligible for general wage adjustments (GWA) or performance pay increases that require satisfactory performance if the deficiency remains. Supervisors are also accountable for ensuring employees whom they supervise complete the training. If an employee has not completed the training, their immediate supervisor will also not be eligible for GWAs or performance pay increases that require satisfactory performance, unless the supervisor can demonstrate that they have made repeated efforts to obtain the employee’s compliance without success. Supervisors must allow employees adequate time to complete the training during normal work hours.
Students: Students who fail to complete the campus-supported training for students related to this policy will have a hold placed on their registration and will not be allowed to register for classes in subsequent semesters until the training requirement has been completed.
The Title IX Coordinator will track compliance with mandatory sexual harassment and sexual violence training programs, and maintain a list of training and education offered on campus. University Health Services will collect and maintain data regarding mandatory student training. The Office of Human Resources and the Office of Compliance will collect and maintain data regarding mandatory employee training.
The institution will post a link to all training materials for Title IX Personnel (including the Title IX Coordinator, any investigator, any decision-maker, and any person who facilitates an informal resolution), whether developed internally or purchased externally, on their website for public viewing. All materials used to train Title IX Personnel will be maintained for at least seven (7) years.
The Title IX Coordinator will maintain records of reports and resolutions of sexual harassment and sexual violence consistent with the institutional records-retention policy and federal law, for a minimum of seven (7) years.
The University’s Clery Program Director, or other appropriate office, will collect appropriate data and information and compile the Annual Security Report and Annual Fire Safety Report, consistent with the federal Clery Act. The Clery Program Director will also collect and maintain data regarding annual CSA training.
The Office of Compliance or other appropriate office, will collect appropriate data and compile the state report required under § 36.11(22)(c), Wis. Stats.
The University will conduct periodic studies that seek to gather data and information concerning sexual harassment and sexual violence covered by this policy. Efforts will be made to conduct such studies with sufficient frequency to determine trends in incidence and prevalence on campus and evaluate the effectiveness of prevention and intervention programs. At a minimum, such studies will be conducted every three years. The University will also work to design methods for effectively evaluating the outcomes of campus training and educational programming. It is imperative that the University proactively integrate empirically informed assessment and evaluations into sexual harassment and sexual violence prevention and awareness programs to measure whether they are achieving the intended outcomes.
333 East Campus Mall
UHS Medical/Mental Health Services
24-Hour Line 608-265-5600
Mental Health Crisis Line (option 9)
Medical Advice Nurse Line (option 1)
Email UHS Survivor Services
333 East Campus Mall, 8th Floor
608-265-5600 (option 3)
333 East Campus Mall, 7th Floor, #7901
Email the Rape Crisis Center
24-hour line: 608–251-RAPE (7273)
(608) 265-6389 (Campus Office)
610 Langdon Street, Lowell Center, Room 226
Email the Employee Assistance Office
Employee Assistance Office
610 Langdon Street, Lowell Center, Room 223-225
Email Ombuds Office
Meriter Hospital, 202 South Park Street Emergency room entrance
Forensic Nurse Examiner Program Website
2102 Fordem Avenue
24-hour line: (608) 251-4445 or toll-free (800)747-4045
2801 Coho Street #301
333 E. Campus Mall #7901| M-F, hours vary. Appointments can be made using 24 hour line.
24-hour line: 608–251-RAPE (7273)
Email the RCC
Rape Crisis Center
Text helpline: 608-466-2881 M-F 9am-10pm
Email Deaf Unity
601 Bay View
608-661-4089 M-F 9am-5pm
Email Freedom, Inc.
2801 West Beltline Highway, Suite 202
Assistance by Region
1400 E. Washington Ave., Suite 227
Assistance by Region
1[No corresponding footnote in original policy text]
2Except for the Vice Chancellor for Legal Affairs and the Associate Vice Chancellor for Legal Affairs, if the reported information is precluded from disclosure by the Attorney-Client Privilege or applicable ethical rules.
3Anyone who has been subjected to sexual harassment or sexual violence can access available confidential resources for assistance and support including medical care, mental health counseling, victim advocacy, and access to supportive and protective measures. These resources are available regardless of whether the person chooses to report the violation to the University, law enforcement, or any other agency.
5[No corresponding footnote in original policy text]
This investigation and disciplinary process applies to the investigation and resolution of Title IX formal complaints filed against any university employee other than faculty and academic staff employees,4 including employees who otherwise do not have the right to a formal disciplinary process. The university may discipline an employee up to and including dismissal for cause for Title IX misconduct. The disciplinary process for employee sexual harassment and sexual violence that is outside the scope of Title IX misconduct are found in Section VIII of this policy. Related definitions are in Appendix A.
The informal resolution process applies to all Title IX misconduct procedures for all students and employees, including those referenced in Wisconsin Administrative Code Chapters 4, 11, and 17 as well as the process detailed below.
As used in Appendix C, the definitions in Appendix A apply.
The disciplinary procedure for Title IX misconduct will be used only when all of the following requirements are met:
The respondent is presumed to be not responsible for the alleged Title IX misconduct until a final decision regarding responsibility is made at the conclusion of the disciplinary process. The university may dismiss or discipline a respondent for Title IX misconduct only after due notice and hearing. The burden of proof is on the university administration.
The disciplinary sanctions that may be imposed for misconduct under this policy range from a written reprimand through dismissal.
The investigator shall create an investigative report that fairly summarizes relevant evidence and send the report to the complainant and the respondent, and their advisors, if any, for their review and response at least ten (10) days prior to a hearing. The written report shall be delivered simultaneously to the complainant and respondent.
The university shall, upon receipt of the final investigative report, proceed to schedule a live hearing before a hearing examiner or hearing committee. A hearing shall be conducted unless both the complainant and respondent waive, in writing, the right to such a hearing or otherwise pursue an informal resolution as described in the “Title IX Misconduct Informal Resolution” section below.
The hearing examiner or hearing committee shall simultaneously send to the chancellor’s designee, the complainant, and to the respondent, within thirty (30) days after conclusion of the hearing, or as soon as practicable, a verbatim record of the testimony and a copy of the hearing examiner’s or hearing committee’s written findings of fact and recommendations.
The complainant or respondent may appeal the dismissal of a formal Title IX complaint or the chancellor designee’s decision by filing a written appeal with the chancellor within twenty (20) days of receiving the decision. The appeal to the chancellor may be made only on the following bases:
The complainant and the respondent shall be notified of any appeal to the chancellor and be permitted to file a written statement on the appeal. The chancellor shall review the appeal based on the record before the hearing examiner or hearing committee. The complainant and respondent shall be simultaneously provided the final written decision of the chancellor, which shall include the rationale for the decision.
The chancellor’s decision shall be final, except that the board of regents may, at its discretion, grant a review upon the record, upon written request submitted by the complainant or the respondent within fourteen (14) days of the final university decision. If the board of regents grants a review upon the record, it will:
Pending the final decision on the allegations in the formal complaint, the respondent may be placed on administrative leave.
At any time prior to reaching a determination regarding responsibility for Title IX Misconduct, the university may facilitate an informal resolution process, such as mediation, that does not involve a full investigation and adjudication, provided that the university –
The university may not require as a condition of enrollment or continuing enrollment, or employment or continuing employment, or enjoyment of any other right, waiver of the right to an investigation and adjudication of Title IX misconduct. Similarly, the university may not require the parties to participate in an informal resolution process of Title IX misconduct and may not offer an informal resolution process unless a formal complaint is filed. The requirements of this section do not apply to allegations of sexual harassment and sexual violence that do not constitute Title IX misconduct.
4 The disciplinary process in Chapter UWS 4 applies to faculty employees and the process in Chapter UWS 11 applies to academic staff employees.