Guidelines for Reporting and Responding to Reports of Harm in the Learning Environment

Introduction Heading link

UIC promotes a safe learning environment for all. These guidelines are discretionary in nature, intended to provide guidance and assistance in addressing situations described herein. These guidelines are intended to establish a method of reporting and a process for responding to reports made by UIC students who (1) allege that an instructor’s[1] conduct has caused them harm in a way that interferes with the learning process in a course, course-related activities, or other academic interactions; (2) seek a quick intervention to address the alleged conduct to prevent continued harm to themselves or other students; and (3) have no other avenues available to them to seek an immediate intervention. A key goal of this process is to simultaneously promote a safe learning environment for students while recognizing instructors’ academic freedom pursuant to the University of Illinois Statutes, including encouraging vigorous discourse in the classroom[2],[3].

The process articulated in these guidelines is only to be used for seeking an intervention under the circumstances described above. For any matter involving allegations of unlawful discrimination and harassment, or sexual misconduct, a student must also be immediately referred to the Office for Access and Equity (OAE)[4]. Processes described in these guidelines and those implemented by the OAE can be pursued simultaneously.

These guidelines are not disciplinary in nature. Any attempt to discipline faculty members must be done in accordance with existing policies (i.e., policies implementing the University of Illinois Statutes provisions governing Severe Sanctions other than Dismissal for Cause and governing Dismissal for Cause) and any applicable Collective Bargaining Agreements.

Using this process does not prevent students or instructors from seeking resolution under any other UIC policy. For example, even if students pursue an intervention through this process, they may still appeal adverse academic decisions or actions through the UIC Student Academic Grievance process. Instructors also may appeal decisions made through this process by utilizing the UIC Faculty Grievance Procedures.

UIC prohibits and will not tolerate retaliation against any employee or student who brought a claim of discrimination, participated in an investigation, proceeding or hearing concerning a claim of discrimination, or who in good faith has opposed a practice he or she reasonably believes constitutes prohibited discrimination. For additional information about UIC’s policies on retaliation, please see the OAE Prohibition of Retaliation Following Claims of Unlawful Discrimination.

Guidelines for Faculty, UEO's, & Deans and Guidelines for Students Heading link

Learning Intervention Team Membership Heading link

  • Vice Provost for Faculty Affairs (or their designee) – lead and core team member
  • Dean of Students (or their designee)- core team member
  • Chair of the Senate Committee on Academic Freedom and Tenure (designated for one academic year) – core team member
  • Chair of the Senate Faculty Affairs Committee (designated for one academic year) – core team member
  • 1 NTT union representative to be chosen by the union
  • 1 TT union representative to be chosen by the union
  • 1 college representative for those colleges not represented by the faculty union (associate dean of faculty affairs or dean designee)
  • 1 elected representative leader from the undergraduate, graduate or health professional student government[5]
  • 1 representative from the Office of the Vice Chancellor for Diversity, Equity and Engagement
  • 1 representative from the Office of Access and Equity
  • 1 representative from the Office of Human Resources
  • 1 representative from the Office of the Vice Chancellor for Research
  • 1 representative from University Legal Counsel

Footnotes and Definitions Heading link

Please note the above guidelines utilize the following definitions and operate under the contexts specified below.

  1. For purposes of these guidelines, “instructor” is defined broadly to include Instructors, advisors and/or supervisors. This includes all faculty regardless of rank or track, as well as staff, graduate students or postdoctoral fellows serving in any of these capacities.
  2. It is important to note that vigorous discourse and the conflict of ideas are integral to an academic environment of openness, so long as they are conducted in a civil and respectful way. Asking and answering questions as a means to stimulate critical thinking and discussing controversial topics to draw out ideas and underlying assumptions is also critical to teaching but can and should be done in a respectful manner. This language has been adapted from the UI College of Medicine Positive Learning Environment Policy and the UIC College of Dentistry Humanistic Environment Policy.
  3. These guidelines are not intended to inhibit discussions about controversial topics which are expected in an academic environment. Please UIC and UI System policies regarding academic freedom and community member behavior.
  4. This process is not intended to be used to make determinations regarding unlawful discrimination and/or harassment.
  5. An elected leader from the undergraduate, graduate student or health professional student government who will be selected by the Dean of Students. FERPA Training required.

Additional Resources Heading link

Please refer to the following additional resources including resources related to matters regarding academic freedom  as well relevant policies, procedures, and guidelines within and alongside which the above guidelines operate.