91´ÎÔª

Title IX is a federal law that protects people from sex-based discrimination in schools that receive federal funding. It covers things like sexual harassment, sexual assault, domestic/dating violence, and stalking in education programs or activities. At the 91´ÎÔª, the Office of Conflict, Resolution, & Policy (CRP Office) helps individuals by taking reports, offering support, and guiding them through their options, including filing a Formal Complaint. You can reach them by calling (406) 243-5710, emailing conflict@umontana.edu, or visiting University Hall Room 004—they’re there to make sure you feel safe and supported on campus.

The 91´ÎԪ’s Discrimination, Harassment, and Retaliation Policy is guided by several federal and state laws that protect individuals from unfair treatment in education and employment. These include federal laws like Title VI and Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the Age Discrimination in Employment Act, the Equal Pay Act, and Genetic Information Nondiscrimination Act (GINA). At the state level, the policy is shaped by the Montana Human Rights Act and Montana’s Constitution, which guarantee individual dignity and prohibit discrimination based on characteristics like race, sex, age, disability, and more.

The 91´ÎԪ’s Discrimination, Harassment, and Retaliation Policy and its Sexual Harassment Policy are closely related and may sometimes overlap, but each serves a distinct purpose.

The Sexual Harassment Policy addresses conduct that falls within the scope of Title IX, such as sexual assault, stalking, and dating or domestic violence.

The Discrimination, Harassment, and Retaliation Policy applies more broadly to behaviors based on protected characteristics such as race, color, national origin, religion, disability, age, veteran status, and more—as well as sex and gender-based conduct that does not meet the specific criteria outlined under Title IX.

If you're unsure which policy applies to your experience, please contact the Conflict, Resolution, and Policy (CRP) Office for guidance and support. We're here to help.

It depends. These cases are reviewed individually to see if there’s a connection to the University. For example, if something happens during a UM-sponsored trip or event off campus, or if the behavior seriously affects a student’s ability to feel safe or succeed at school—like if both students are in the same academic program—the policy might still apply. Even if an incident happens off campus, you can still report it to the CRP Office. While the University may not have full authority to investigate (called adjudicatory jurisdiction), the CRP Office can still offer supportive measures, provide guidance, and in some cases, take non-punitive steps to address the situation.

The 91´ÎÔª works to enforce sexual harassment, discrimination, harassment, and retaliation policies while also respecting free speech and academic freedom. It does this by focusing on behavior that is discriminatory or harassing—not just speech that may be offensive. The goal is to create a safe learning environment without limiting open discussion or academic exploration when it's done appropriately.

UM strictly prohibits retaliation against anyone who submits a report, participates in an investigation, or supports someone involved in a case. This means no one can legally be punished, threatened, harassed, or treated unfairly for being part of the process. If retaliation does happen, it can lead to disciplinary action against the person responsible. The University takes these protections seriously to make sure everyone feels safe coming forward​.

The 91´ÎÔª is updating its Discrimination, Harassment, & Retaliation (DHR) Policy to reflect recent changes in federal and state laws guidance, ensure alignment with best practices, and better meet the needs of our campus community. Regular policy updates are part of UM’s commitment to maintaining a safe, respectful, and inclusive environment. 

The new Sexual Harassment Policy creates a standalone framework for addressing sexual harassment as defined by Title IX regulations, which since 2020 have required a highly detailed and specific process.This revision also incorporates insights from ongoing initiatives—including UM’s participation in a federal Office on Violence Against Women (OVW) grant—to strengthen our response to domestic violence, dating violence, sexual assault, and stalking.

The 91´ÎÔª has introduced structural and substantive updates to its discrimination and harassment policies, with the goal of improving clarity, accessibility, and alignment with University standards and federal guidance.

Separate Policies for Greater Clarity

UM has separated its approach by issuing a new, standalone Sexual Harassment Policy, while maintaining a revised Discrimination, Harassment, and Retaliation (DHR) Policy. This distinction allows for more tailored procedures that reflect the nature of the concern—whether sex-based under Title IX, or based on other protected characteristics.

Both policies have been reformatted and reorganized to match the structure of other University Operating Policies, making them easier to navigate and understand.

Updated Mandated Reporting Obligations

Reporting obligations have been expanded to cover all protected statuses—not just sex-based harm—but only when a student is involved. This change aligns with recent federal guidance and reflects feedback from students, aiming to provide greater consistency and clarity for employees with reporting responsibilities.

Expanded Resolution Options in the DHR Policy

The revised DHR Policy includes more flexible and accessible procedures for addressing concerns. It now allows for both:

• Investigative proceedings, and

• Non-investigative options (such as early intervention or educational outreach).

These options enable the University to respond appropriately to the nature and complexity of each situation. Non-investigative responses are especially helpful in cases where:

• The concern does not focus on a single identifiable individual,

• The report involves organizations, third parties, or unknown persons, or

• The conduct involves patterns or systemic issues.

This flexibility allows the CRP Office to address a wider range of concerns more effectively.

Enhancements in the Sexual Harassment Policy

The new Sexual Harassment Policy provides greater transparency and procedural clarity for Title IX matters. Key enhancements include:

• Detailed timelines for each stage of the process,

• Clear explanations of parties’ rights and responsibilities,

• A more defined evidentiary review process.

These changes ensure that all parties understand what to expect, and that the process is applied consistently and fairly. The policy is designed to meet federal regulatory requirements while also being responsive to the needs of the UM community.

The updated Discrimination, Harassment, & Retaliation Policy and the new Sexual Harassment Policy will take effect on August 18, 2025. Cases with a Formal Complaint filed before that date may still be addressed under the previous policies and procedures. However, all new reports and complaints received on or after August 18 will be handled according to the updated policies.

The full updated Discrimination, Harassment, & Retaliation Policy and the new Sexual Harassment Policy will be available on the Equal Opportunity & Title IX website or linked below:

• Discrimination, Harassment, and Retaliation Policy and Procedures
• Sexual Harassment Policy and Procedures

Formal Complaints filed before August 18, 2025 will continue under the previous policies and procedures in effect at the time of filing. Complaints received on or after August 18 will be reviewed and resolved under the updated policies. The Office of Conflict Resolution and Policy will work with all involved parties to ensure a fair and consistent transition.

Yes. While drafting these policies, the Office of Conflict Resolution and Policy (CRP) collected feedback from campus and community stakeholders, as well as input from industry experts, to help shape the updates. As we prepare for implementation, CRP will host information sessions open to the campus community. Session schedules and registration are available on the Training Opportunities webpage. Additionally, CRP will present the policies to shared governance groups and campus leadership to continue gathering input and promoting transparency.

Yes. The Office of Conflict Resolution and Policy (CRP) will begin with information sessions open to the campus community. In addition, UM will launch a mandatory training for all employees—delivered through NeoEd for full-time employees and Canvas for student employees. This training will provide a substantive overview of discrimination, harassment, sexual harassment, and retaliation, along with updated mandated reporting obligations. CRP will also offer additional in-person trainings throughout the year, including a skill-based session—developed in collaboration with the Student Advocacy Resource Center (SARC)—on how to support a student who discloses an experience of discrimination or harassment. For more information and to register, visit the Training Opportunities webpage.

Yes. The Office of Conflict Resolution and Policy (CRP) will host information sessions to help the campus community understand the updated policies, procedures, and reporting responsibilities. These sessions are open to all students, staff, and faculty. Dates, times, and registration details are available on the Training Opportunities webpage.

The Office of Conflict Resolution and Policy (CRP) has shared a campus-wide communication outlining the updated Discrimination, Harassment, & Retaliation Policy and new Sexual Harassment Policy. Additionally, we’ve worked with campus partners to ensure that key information—including UM’s non-discrimination and Title IX statement—is included in all employee and student handbooks, course catalogs, and relevant materials.

To support awareness and understanding, UM is launching a comprehensive educational campaign in Fall 2025. This includes:

• Campus awareness materials posted across campus starting August 18
• Website updates with summaries, FAQs, and resources
• Live information sessions (in-person and virtual) from August through September
• Required employee training launching in August via NeoEd (for full-time employees) and Canvas (for student employees)
• Optional skill-based trainings throughout the semester, including sessions co-hosted with the Student Advocacy Resource Center (SARC)
• Shared governance review, with presentations to leadership and governance groups to support transparency and feedback

Campus members are encouraged to attend sessions, complete trainings, and visit the Equal Opportunity and Title IX website for the most up-to-date information and resources.

If you have questions about the updated Discrimination, Harassment, & Retaliation Policy or the new Sexual Harassment Policy, please contact the Office of Conflict Resolution and Policy (CRP). The CRP team is available to provide information, answer questions, and guide you to appropriate resources.

Office of Conflict, Resolution, & Policy
University Hall 004
91´ÎÔª
Missoula, MT 59812
Phone: (406) 243-5710
Email: conflict@umontana.edu

Website: umt.edu/eo