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The OIEC serves as neutral fact-finders for allegations of discrimination and harassment.

Our goal is to provide a fair process for all parties. We do not advocate for any one perspective or party.

Key Concepts & Terms

The investigative process is outlined fully in the University's Anti-harassment, Non-discrimination and Sexual Misconduct Regulation & Policy


  •  Neutrality 

  •  Preponderance of Evidence

  • Complainant 

  • Respondent 

  • Witness

  • Support Person/Advocate

  • Responsible Employee

  • Investigations

  • Complaint

  • Investigative Findings

A report was filed. Now what?

Depending on the situation, the OIEC can proceed in a variety of ways.

No Action

If the Complainant does not want to move forward with an investigative process, the OIEC strives to respect those wishes. In addition, if there are insufficient facts to support an alleged violation, or if the allegations fall outside of the OIEC's jurisdiction, the OIEC may choose not to investigate a report.

Informal Resolution

When parties desire to resolve the solution cooperatively, the Complainant can request the OIEC coordinate an informal resolution. Allegations of sexual assault cannot be resolved informally.  

Formal Investigation

A Complainant can request a formal investigation. The Complainant needs to allege sufficient facts to indicate a violation may have occurred.  

I'm concerned about retaliation

Retaliation is an adverse action taken against you for participating in our investigative process. This could be for reporting an incident, serving as a witness, or being a respondent. Retaliation is prohibited regardless of the findings for the original complaint. If you believe you are being retaliated against, please notify the OIEC immediately. We will investigate this complaint as a separate allegation of discrimination.