For concerns about sexual behavior, UMass Lowell has two distinct processes: Nondiscrimination or Title IX

All types of unlawful discrimination and harassment are prohibited at UMass Lowell, as noted in the Equal Opportunity Nondiscrimination and Harassment Plan and Case Processing Manual (pdf), which apply to students, faculty, staff, vendors and visitors. Depending on the nature of the concerns, the university will follow a different process for responding to them.

For unlawful discrimination and harassment based on sex or any other protected class, the Student Code of Conduct standard process is used when there are student respondents, and the Equal Opportunity Complaint Investigation and Resolution Procedure, located on page 68 of Equal Opportunity Nondiscrimination and Harassment Plan and Case Processing Manual (pdf) is used when there are employee or other respondents. Protected classes are religion or religious belief, color, race, marital status, veteran or military status, age, sex (including sexual misconduct, previously referred to as sexual harassment, as addressed by Title VII, MGL 151B and other state and federal civil rights and anti-discrimination laws), gender identity or expression, sexual orientation, national origin (including language-based discrimination), ethnicity, disability, genetic information, pregnancy or related condition, or any other legally protected class. For that Procedure, the following definitions apply:

Unlawful Discrimination is behavior that is directed at a specific person or persons that subjects them to treatment that adversely affects their employment, application for employment, education, admissions, university benefits, programs, or activities, because of their membership in any of the above protected classes.

Harassment is conduct against a person or persons based upon their legally protected class (listed above) that adversely has the effect of:

  1. unreasonably interfering with a person or person's employment, educational benefits, academic grades or opportunities, or participation in University programs or activities; or
  2. unreasonably interfering with a person or person's work or academic performance; or
  3. creating an intimidating, hostile, or offensive working or academic environment.

Sexual Misconduct is unwelcome conduct of a sexual nature when:

  1. submission to or rejection of such conduct by a person or persons is used as a basis for employment or educational decisions affecting such person or persons, or participation in University programs or activities; or
  2. such conduct unreasonably (a) interferes with a person or person's work or academic performance; (b) interferes with or limits a person or person's ability to participate in or benefit from a work or academic program or activity; or (c) creates an intimidating, hostile, or offensive working or academic environment.

The equal opportunity process for the above concerns of discrimination involves a complainant, or a supervisor, faculty member, or administrator reporting a concern to Equal Opportunity and Outreach (for concerns involving faculty, staff, visitors, or vendors); or to the Office of Student Conduct (for concerns involving students). The appropriate investigators will meet with the concerned person and will review the concern in a neutral, impartial manner, based on the processes noted above.

The university's response to Title IX concerns of sexual harassment follows the Title IX Sex Discrimination [Sexual Harassment] Grievance located on page 73 of Equal Opportunity Nondiscrimination and Harassment Plan and Case Processing Manual  (pdf) which is a distinct process from the equal opportunity process noted above. The Title IX process changed as of Aug. 1, 2024 (per Part 106 of title 34 of the Code of Federal Regulations).

For sexual harassment as addressed by Title IX, the following definition applies:

Sexual Harassment

Sexual harassment under Title IX (as defined in Part 106 of title 34 of the Code of Federal Regulations) means conduct on the basis of sex that satisfies one or more of the following:

  1. An employee of the university conditioning the provision of an aid, benefit, or service of the university on an individual's participation in unwelcome sexual conduct;
  2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive and objectively offensive that effectively denies a person equal access to the university's education program or activity; or
  3. "Sexual assault" as defined in 20 U.S.C. 1092(f)(6)(A)(v), "dating violence" as defined in 34 U.S.C. 12291(a) (10), "domestic violence" as defined in 34 U.S.C. 1229(a)(8), or "stalking" as defined in 34 U.S.C. 12291(a) (30), as amended. Please see the definitions of these terms.

Please note: Officials with Authority are expected to report concerns of sexual harassment as defined above, which they learn from anyone, to the Title IX Coordinator. Please see reporting contact information.

Process followed when Concerns may Relate to Either Process

If the alleged conduct, if true, includes conduct that would constitute covered sexual harassment and conduct that would not constitute covered sexual harassment, the Sex Discrimination Grievance Procedure will be applied in the investigation and resolution of all allegations.

Responsibility of Supervisors, Faculty and Administrators

Please note: Supervisors, faculty members, and administrators are expected to share all concerns regarding potential violations of the Nondiscrimination Guidelines with the Title IX coordinator. Please see reporting contact information.