Formal reactions to conflict and misconduct rise beyond the scope of issues that can be addressed by the Institute for Geophysics and mediation. Laws and University policies mandate these reactions to address misconduct that may be deemed unlawful or severe. External reports, which may result in formal reactions, are investigated by offices of the University of Texas (e.g., Title IX). External complaints cannot be rescinded and will remain on record regardless of their outcome. The ramifications of external reports can be significant, including termination, loss of advising ability, and legal action. Pending the result of a formation reaction, witnesses, survivors, and respondents may use University conflict mediation resources to seek further resolution (see informal reactions).
6.1 Discrimination, Harassment, and Mandatory Reporting
Federal law, state law, and University policies prohibit discrimination, including harassment, on the basis of race, color, religion, national origin, sex, pregnancy, age, disability, citizenship, veteran status, and genetic information. Any person who believes that they have been subjected to prohibited discrimination should report the incident to any University official, administrator, supervisor, or the UT Title IX Office. In addition, certain supervisory and administrative employees are responsible for promptly reporting incidents of discrimination or harassment that come to their attention. These policies are detailed in the Handbook of Operating Procedures sections 3-3020 and 3-3031.
Further, under state law, most UT employees are required to promptly report incidents of sexual harassment, sexual assault, interpersonal violence, or stalking directly to the UT Title IX office, as detailed in the Handbook of Operating Procedures section 3-3031. If the incident occurs during field work and communications are limited, a report should be made promptly after adequate communications are reestablished. UT policy and state law prohibit providing false information, making a false complaint, or interfering with the grievance process. Reports can be made online via https://titleix.utexas.edu/, by email to email@example.com; by phone to 512-471-0419; via the behavior concerns advice line; in person at the Title IX office; or to the UTIG Title IX coordinator (Susanne Morrison). The website is the preferred means of reporting, but email can be valuable for joint reports so long as all reporters are named
Title IX complaints cannot be made anonymously. Anonymity of the survivor can be requested but may not necessarily be granted. However, confidential resources do exist. The Counseling and Mental Health Center outlines supportive resources for survivors. Students can meet with a confidential advocate through Student Emergency Services. Employees may receive confidential counseling and support through the Employee Assistance Program. The University of Texas Ombuds Offices offer confidential listening and discussions for issues of any nature. See also Figures 2 and 3.
Note that survivors or injured parties are not mandated to file a Title IX complaint. Also, survivors are not required to cooperate with an investigation if a Title IX complaint involving them is made. If the survivor does not cooperate, the investigation will likely be closed.
6.2 Fraud and Scientific Misconduct
As a public research institution, UTIG is dedicated to advancing science and making discoveries that have the potential to affect public policy. This mission requires an unwavering commitment to transparency and academic integrity. Unacceptable activities include but are not limited to intentional falsification of data, willful and unauthorized destruction of records, bribery, and financial fraud. UTIG employees have a duty to notify University officials or call the Ethics and Compliance Hotline (English: 1-877-507-7321 or Español: 1-800-216-1288) to report ethics violations. Confidentiality of the reporter will be maintained except when the reporter is required to serve as a witness in legal proceedings. Reporters must cooperate fully with an investigation and may not knowingly make false accusations.
For more information on dishonest or fraudulent activities, see the Handbook of Operating Procedures section 3-1021.
For information regarding the Ethics and Compliance Hotline: