Accommodations and Protective Measures


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Accommodations and Protective Measures

The University will provide accommodations designed to promote all parties’ safety, well-being, and continued access to employment and educational programs and activities, to the extent these accommodations are reasonably available and requested. These accommodations may be temporary or permanent, and may be implemented to remedy the harm caused to an individual by sexual misconduct. These accommodations may be implemented because an individual has requested them, the campus Title IX office or its designee has recommended them, or a local unit or department has identified a need for them. Accommodations and protective measures are available regardless of whether a complainant makes a prohibited conduct report to the campus Title IX office or pursues an investigation under this policy. Possible accommodations include the following:

  • residence modifications;
  • academic modifications;
  • support and counseling;
  • work schedule or location modifications;
  • assistance in making a report to law enforcement or obtaining a protective order; and
  • transportation modifications.

As appropriate, the University will take protective measures that are designed to protect the parties and other University members from future harm. These protective measures may be implemented because a party has requested them, the campus Title IX office or its designee has recommended them, or a local unit or department has identified a need for them. Possible protective measures include:

  • no-contact directives that prohibit complainants and respondents from contacting one another;
  • increased monitoring or supervision at locations or activities where the prohibited conduct is alleged to have occurred;
  • when exceptional circumstances warrant, interim disciplinary suspension of a student (Board of Regents Policy: Student Conduct Code, Section VI. Interim Suspension); and
  • when exceptional circumstances warrant, suspension or pre-disciplinary leave (with or without pay) of an employee from employment.

Parties may seek these accommodations and protective measures by contacting the campus Title IX office or its designee. Parties may also seek accommodations directly from the departments or individuals with the ability to provide the requested accommodations, such as the campus housing and residential life office or the appropriate faculty member, supervisor or human resources representative.

The departments or individuals with the ability to provide the requested accommodations will determine which accommodations and protective measures to take depending on the circumstances of each case. In doing so, they will consider the specific need expressed by the party, the severity or pervasiveness of the reported conduct, any continuing impact on the party, and whether the complainant and the respondent share the same residence hall, classes, transportation, or job location. The University will maintain the confidentiality of any accommodations or protective measures to the extent possible. For more information about accommodations and protective measures, see FAQ: Investigations and Accommodations. The campus Title IX office staff are also available to meet with University members to address questions or concerns about the provision of accommodations or protective measures.

The information on this page is a subsection of the University of Minnesota's Administrative Policy for Sexual Harassment, Sexual Assault, Stalking and Relationship Violence.  It has been selected for this webpage based on it's relevance to students in the student conduct process.  To view this policy in its entirety, please visit the policy library.