Resources

Campus Title IX Coordinators - For Reporting Sexual Misconduct

Campus Title IX Coordinators - For Reporting Sexual Misconduct

As required by Title IX, the University does not discriminate on the basis of sex in any of its education programs or activities, including in admissions and employment.  Inquiries about the application of Title IX can be directed to the University’s Title IX Coordinators or to the U.S. Department of Education, Office of Civil Rights.  The Title IX Coordinators on the University’s campuses may be contacted at:

Campus

Name and Contact Information

Crookston

For students:

Jason Tangquist
      Interim Registrar - Office of Registrar
2900 University Ave.
Crookston, MN 56716
218-281-8424
jtangqui@umn.edu

For employees:

Jason Tangquist
      Interim Registrar - Office of Registrar
2900 University Ave.
Crookston, MN 56716
218-281-8424
jtangqui@crk.umn.edu

Duluth Corey Christensen
EOAA Associate & Title IX Coordinator
Equal Opportunity and Affirmative Action (EOAA)
219 Darland Administration Building
1049 University Drive
Duluth, MN 55812
218-726-8809
chri2595@d.umn.edu
Morris

For students:

Adrienne Conley
Assistant Director of Student Life
Clayton A. Gay Hall, Tower 2, Office of Residential Life
320-589-6738
amconley@morris.umn.edu

For employees:

Sarah Mattson
Director of Human Resources
201 Behmler Hall
600 East 4th Street
Morris, MN 56267
320-589-6021
mattsosj@morris.umn.edu

Rochester

For students:

Javier Gutierrez
Assistant Vice Chancellor of Student Success, Engagement, and Equity
University of Minnesota Rochester
300 University Square
Rochester, MN 55904
507-258-8106
gutie318@r.umn.edu
www.r.umn.edu

For employees:

Nicole Smith
Director of Employee Engagement, Development, and Wellbeing
University Square
Rochester, MN 55904
Phone: 507-285-8010
ndsmith@r.umn.edu

Twin Cities Tina Marisam
Title IX Coordinator, Twin Cities
Equal Opportunity and Affirmative Action (EOAA)
274 McNamara Alumni Center
200 Oak St. SE
Minneapolis, MN 55455
marisam@umn.edu or eoaa@umn.edu
612​-​626-9357 or 612​-​624-9547

 

Please see the University’s policy for information about: (1) how to report or file a formal complaint of sexual harassment, gender-based harassment, sexual assault, stalking or relationship violence; and (2) the University’s procedures for responding to reports and formal complaints.

Campus Equal Opportunity Offices - For Reporting Discrimination

Campus Equal Opportunity Offices - For Reporting Discrimination

Campus

Name and Contact Information

Crookston

For reports involving student respondents:

Savala DeVoge
Dean of Student Engagement
145-J Sargeant Student Center
2900 University Ave
Crookston, MN 56716
218-281-8505
devog007@crk.umn.edu

For reports involving employee or third party respondents:

Donna Larson
Interim HR Director
108-A Selvig Hall
2900 University Drive
Crookston, MN 56716
218-281-8328
dslarson@crk.umn.edu

Duluth

For reports involving student respondents:

Office of Student Conduct and Conflict Resolution
245 Kirby Plaza
1208 Kirby Drive
Duluth, MN 55812
218-726-7255
conduct@d.umn.edu

For reports involving employee or third party respondents:

Corey Christensen
EOAA Associate & Title IX Coordinator
Equal Opportunity and Affirmative Action (EOAA)
219 Darland Administration Building
1049 University Drive
Duluth, MN 55812
218-726-8809
chri2595@d.umn.edu

Morris

For reports involving student respondents:

Student Affairs
309 Behmler Hall
600 East 4th Street
Morris, MN 56267
320-589-6013
ummvcsa@morris.umn.edu

For reports involving employee or third party respondents:

Sarah Mattson
Director of Human Resources
201 Behmler Hall
600 East 4th Street
Morris, MN 56267
320-589-6021
mattsosj@morris.umn.edu

Rochester

For reports involving student respondents:

Javier Gutierrez
Assistant Vice Chancellor of Student Success, Engagement, and Equity
300 University Square
Rochester, MN 55904
507-258-8106
gutie318@r.umn.edu

For reports involving employee or third party respondents:

Virginia Wright-Peterson
Vice Chancellor for Finance and Campus Resources
300 University Square
Rochester, MN 55904
507-258-8009
wrig0070@r.umn.edu

Twin Cities

For reports involving student respondents:

Office for Community Standards
211 Appleby Hall
128 Pleasant St SE
Minneapolis, MN 55455
612-624-6073
ocs@umn.edu

For reports involving employee or third party respondents:

Office Equal Opportunity and Affirmative Action (EOAA)
274 McNamara Alumni Center
200 Oak St SE
Minneapolis, MN 55455
612​-​624-9547
eoaa@umn.edu

EEO Posters & Discrimination

EEO Posters & Discrimination

Know Your Rights: Workplace Discrimination is Illegal (Translated posters available here)

And Justice for All (USDA) (Translated posters available here)

MDHR Contractor Non-Discrimination is the Law

Pay Transparency Nondiscrimination

Discrimination Prohibition

The University prohibits discrimination. 

La universidad prohíbe la discriminación.

Lub University txwv tsis pub muaj kev sib cais.

Jaamacadda ayaa mamnuucday takoorka. 

Pay Transparency Non-Discrimination Provision

The University will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.  However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, or (c) consistent with the University's legal duty to furnish information.

Religious Accommodations

Religious Accommodations

Guidance on commonly asked questions related to religious belief and expression at the University

Religious Symbols   

Given that the University is a public institution, it cannot promote one religious practice or observance to the exclusion or diminution of others.  As such, the display of religious symbols in public spaces is discouraged because it could be perceived as a demonstration that the University favors one religion over another, or favors religion generally over nonreligious beliefs.  The display of religious symbols in public spaces is also contrary to the University’s commitment to inclusion and non-discrimination based on religious identity. The display of religious symbols in private spaces, however, like the display of other personal objects in individual work areas, is permitted.

Holiday Parties  

Employee holiday parties are not an allowable expense under University policy.  Even if University funds are not used, workplace celebrations that are connected to a particular religious holiday (or to multiple holidays with different religious affiliations) are discouraged.  Instead, supervisors should arrange for celebrations and other functions that are inclusive to all employees, and not connected to a particular religious holiday or holidays.  This is the case even if everyone in a particular unit celebrates the holiday that is connected to the workplace celebration.

Respect  

University members are expected to demonstrate respect for those whose beliefs and practices may differ, regardless of what religion one practices or whether one practices none at all.  In particular, supervisors should be mindful not to use their authority in a way that could be perceived as requiring or discouraging religious expression by their employees.

Accommodations

The University is committed to providing equal access to, and opportunity in, its programs, facilities, and employment without regard to religion.  At times, a conflict may arise between the University’s neutral rules or expectations and a University member’s religious beliefs or practices. For example, a University member may need to miss class or work on a religious holiday, or take time away from class or work to pray. In such situations, the University may be required to provide accommodations for students’ and employees’ religious beliefs and practices.

A reasonable accommodation eliminates the conflict between a neutral University rule or expectation and a student’s or employee’s religious belief or practice.  Ideally, a reasonable accommodation permits the individual requesting the accommodation to fulfill their academic and work responsibilities, as well as follow their religious beliefs and practices, without unnecessarily disadvantaging that individual.

Students and employees can request accommodations for religious beliefs and practices from their instructors, supervisors, or other appropriate University authorities. Employees who receive accommodation requests should make reasonable efforts to grant the requested accommodation or to grant another accommodation that would permit the student or employee to fulfill their academic or work responsibilities and follow their religious beliefs and practices.

If a University authority believes that they cannot grant an accommodation request because there is no alternate means for the student or employee to fulfill their academic or work responsibilities, or because the requested accommodation would otherwise create an undue hardship, the University authority should consult with EOAA, or another appropriate resource such as Human Resources, before denying the accommodation request.

FAQ: Accommodations for Religious Beliefs and Practices

Tips for making and receiving religious accommodation requests:

Individuals who require religious accommodations should: 

  • Request them in advance if possible.
  • Review the policies linked below.
  • Consult with EOAA or another appropriate resource, such as Human Resources, as needed.

Individuals in a position to receive accommodation requests should: 

  • Refrain from making assumptions about an individual’s religious beliefs, practices, or accommodation needs based on the individual’s appearance, clothing, national origin or other personal characteristic.
  • Refrain from making assumptions about an individual’s accommodation needs based on an individual’s known religious beliefs or practices.
  • Focus discussion about an individual’s accommodation requests on the possible accommodations that would permit the individual to fulfill their academic or work responsibilities and follow their religious beliefs and practices, and not on the individual’s religious beliefs or practices themselves.
  • Review the policies linked below.
  • Consult with EOAA or another appropriate resource, such as Human Resources, as needed.

Religious Holidays and Observances

University Policies

EEOC and Other Resources

Pregnancy, Breastfeeding, and Parenting

Education

Education

The Office of Equal Opportunity and Affirmative Action (EOAA) offers a variety of educational workshops to the University community. For large audiences, EOAA also can customize workshops to specifically address a unit’s needs.

Workshops include:

  • EOAA Supervisors’ Toolkit
  • EOAA Graduate Students' Toolkit
  • Identifying and Responding to Sexual Misconduct
  • Sexual Harassment: Awareness, Prevention, and Response
  • Religious Accommodation at the University of Minnesota

To learn more or to schedule a workshop for your unit, please contact EOAA at (612) 624-9547 or eoaa@umn.edu

For questions about the 2021 Preventing Sexual Misconduct, Discrimination and Retaliation training, please see these FAQs.

Limited English Proficiency

Limited English Proficiency

The University's Plan to provide meaningful access to LEP persons is to rely on individual departments and units to determine what resources to offer based on the specific services that department/unit offers. For questions and consultation, please contact EOAA.

In addition, on its website, EOAA invites individuals to contact EOAA (eoaa@umn.edu) if they require additional forms of access, including accommodations, language assistance, or information about EOAA in other languages. EOAA also provides its non-discrimination statement in several languages. 

Resources for Complainants in Sexual Misconduct Cases

Personal Support Resources

Personal Support Resources

The University also offers a number of confidential resources for personal support, including:

Other resources, including community resources, can be found here.

For resources on the Crookston, Duluth, Morris, and Rochester campuses, please visit:

Culture and Climate

Culture and Climate

University Resources

University Resources

Other offices at the University may be able to help you address your experiences.  For example: