UW complaint resolution options
Table of Contents
Last updated: January 26, 2026
At the University of Washington, we’re all expected to act with honesty, fairness, and respect in everything we do. That means making ethical choices, avoiding conflicts of interest, treating others with dignity, and speaking up when something doesn’t feel right. These expectations are established by the Board of Regents in the Statement of Ethical Principles, which apply to all UW faculty, staff, and students, and set the baseline for how we work together and serve the UW community—every role, every day.
Who can help
The following offices offer support and options for resolving employee concerns and complaints. Please note that some offices address only specific types of employee concerns. When seeking help, be prepared to offer specific details about the time, date, and events related to the concerning behavior.
Managers or unit HR administrators
Managers may be the person closest to their employees’ concerns and therefore able to take the quickest action to resolve the matter or to direct employees to appropriate resources or complaint resolution offices. Employees may also consider going up the supervisory chain in their unit and/or contacting their unit HR administrator.
HR consultants
HR consultants, employee relations experts situated within UW Human Resources, understand available options or make referrals to appropriate resources. Employees may also contact their assigned HR consultant if their manager is not able to effectively resolve their concerns, if their manager is part of their concern, or if they prefer assistance from someone outside their unit. Additionally, HR consultants can assist managers and unit HR administrators in understanding options to resolve the matter or provide referrals to other appropriate resources or complaint resolution offices.
Department reporting responsibilities
All unit leaders, managers, and human resources professionals (other than those who are deemed confidential employees) who become aware of conduct prohibited by Executive Order No. 81 that has occurred within, or is impacting the workplace, are required to report the prohibited conduct to the Civil Rights Compliance Office. See Executive Order No. 81 for more information about employee reporting responsibilities.