Confidentially discuss a conflict or concern and resolution options


The Ombuds Office is an independent, impartial resource where anyone with UCLA-related concerns can explore potential options and resources in a confidential, informal setting. The Office can help resolve conflicts, disputes, or complaints. Exploration of options may lead to mediated discussions when appropriate. 

Note: Conversations with the Office do not constitute notice to the University. See reporting resources below to report an incident. 




(310) 825-7627

Reporting trainee mistreatment - MIRF

MD Students, Graduate Students, Postdoctoral Scholars, and Residents and Fellows

The Medical Student Mistreatment Policy includes physical mistreatment, abusive expression, power abuse, psychological cruelty, sexual harassment, and discrimination. 

You can start by having a conversation with any or all of the following:

  • Individual(s) involved
  • Others such as the chief resident, attending physician, and/or clerkship/site director or course chair
  • Dean’s Office (Assistant Dean, Associate Dean, SAO, or leadership of Drew, PRIME or MSTP)

You can submit a report.

Reporting an incident involving a student

Office of the Dean of Students



(310) 825-3871

Reporting an incident involving a faculty member

Discrimination Prevention Office (DPO)

DPO is a neutral, independent office that investigates reports of discrimination or harassment based on race, ancestry, national origin, religion, age, and other categories protected by law and University policy. Typically, DPO investigates complaints brought by any member of the community against faculty members. 

A Complainant or Respondent may be accompanied by an "Advisor" throughout the investigation and resolution process. The Advisor may be any person, including an advocate, attorney, friend, or relative who is not a party, witness, or potential witness involved in the investigation and resolution process. While the Advisor may provide support, guidance, and advice to the Complainant or Respondent, the Advisor may not speak on behalf of a Complainant or Respondent.

DPO typically aims to complete investigations within 120 business days of issuing a Notice of Investigation. Sometimes additional time is necessary, depending on the nature and complexity of the investigation or other circumstances.

DPO keeps complaints and matters disclosed in an investigation as confidential as possible. However, DPO may need to disclose some information about the complaint in order to conduct a thorough investigation and to give individuals a fair opportunity to respond to allegations against them. DPO makes efforts to protect the privacy of all individuals throughout all phases of the complaint process, but complete confidentiality cannot be guaranteed once a complaint is filed or DPO learns of discriminatory or harassing conduct.




(310) 794-1232

DGSOM Course and Faculty Evaluations 


Reporting an incident involving a staff member

Staff Diversity and Affirmative Action/Equal Employment Opportunity Compliance Office (SD&C)

SD&C is a neutral and independent entity that investigates allegations of harassment and discrimination pertaining to any UCLA staff member. If you believe that you have been discriminated against or harassed based upon any protected category, you can file a complaint with SD&C. 

Protected categories include:

  • race
  • color
  •  national origin
  • religion
  • sex
  • gender
  • gender expression
  • gender identity
  • gender transition status
  • pregnancy
  • physical or mental disability
  • medical condition (cancer-related or genetic characteristics)
  • genetic information (including family medical history)
  • ancestry
  • marital status
  • age
  • sexual orientation
  • citizenship
  • service in the uniformed services, including protected veterans




(310) 794-0691

Reporting an impaired staff member or physician

Employee and Labor Relations (ELR)

Contact the ELR to report an impaired staff member.

An impairment is defined as:

"Any condition or behavior, regardless of cause, which interferes with the Member's ability to function as normally expected. Impairment or compromise may exist in one or multiple domains, including, but not limited to, psychomotor activity and skills, conceptual or factual recall, abstract thought processes, judgment, attentiveness, demeanor, and attitudes as manifested in speech or actions. Major symptoms of impairment or compromise may include declining work performance as manifested by repeated behaviors including decreased concern for patient wellbeing, unavailability, missed appointments, unexplained absences, incomplete medical records, poorly communicated medical orders, and withdrawal from hospital or other professional activities. Additional indications may be lapses in judgment, inappropriate relationships, boundary violations, signs or behavior related to intoxication, self-medication, or utilization of controlled substances, or misuse of alcohol. Change in character or personality, bizarre or embarrassing behaviors, deteriorating personal hygiene, and mood swings are further accompaniments of impairment or compromise. Compromise can also include excessive unprofessionalism; as indicated by behaviors including but not limited to, failure to return pages, repeated reports of poor or disrespectful communication, and harassing or aggressive behavior."




(310) 794-0500

Reporting a near-miss or adverse event associated with patient care or disruptive behavior - SOFI

UCLA Health Safety Opportunities for Improvement (SOFI)

SOFI is UCLA Health's event reporting system for near-miss and actual events associated with patients, employees, and visitors. The event-reporting system is the primary source that UCLA Health uses to help us identify clinical opportunities for improvement. You may also utilize SOFI to report disruptive behaviors by patients, staff, and physicians.

  • If a Unit Supervisor is notified, the Unit Supervisor will notify the Service Chief.
  • The Service Chief, or designee (defined as the "Reviewer") will gather information, including interviewing the Member, and make a determination regarding the allegation and determine if a referral to the Medical Staff Health Committee is warranted.
  • If the Reviewer determines there is imminent danger to patients, the Reviewer will immediately remove the Member from all patient care duties and will alert the Chief Medical Officer and the Administrator On Call.
  • If it is determined that a referral to the Medical Staff Health Committee is warranted, the Reviewer will compile all information from the Observer and complete the "Referral to the Medical Staff Health Committee" form (available in Appendix A of policystat document).

UNIT Supervisor or Service Chief

Per policy # MS 107, notify a Unit Supervisor or Service Chief about an impaired physician. 


(310) 794-0500

Reporting sexual violence, sexual harassment, discrimination, and unprofessional behavior

UCLA Title IX Office

The Title IX Office oversees reports of gender discrimination, including allegations of sexual harassment and sexual violence. The Title IX Office is available to consult and provide advice to anyone in the UCLA community regarding rights and responsibilities under Title IX as well as procedures, resources, and reporting options. 

Incident types include hostile environment, gender harassment/discrimination, sexual orientation discrimination, pregnancy discrimination, indecent exposure, invasion of sexual privacy, relationship violence, sexual harassment, sexual assault, stalking, and more.

Individuals involved in the Title IX process may have an advisor and/or support person present when they are interviewed and at meetings.

The University prohibits retaliation against a person who reports sexual misconduct, assists someone with a report of sexual misconduct, or participates in any manner in an investigation or resolution of a sexual misconduct report.  Retaliation includes threats, intimidation, reprisals and/or adverse actions related to employment or education.  This prohibition protects all participants in the investigation process, including the complainant, the respondent and the witnesses. Any employee who engages in retaliation may be subject to discipline, including dismissal, in accordance with the applicable University disciplinary procedures.


(310) 206-3417 

Reporting unlawful and unethical acts

UCLA Compliance/Whistleblower 

Use the hotline to anonymously report unlawful acts such as corruption, bribery, theft or misuse of University property, fraudulent claims, fraud, coercion, willful omission to perform duty, economic waste, gross misconduct, gross incompetence or gross inefficiency; or any condition that may significantly threaten the health or safety of employees or the public.

Matters include, but are not limited to:

  • Clinical research
  • Conflicts of interest
  • Vendor relations
  • Gifts and entertainment
  • Credentialingod
  • Coding and billing
  • Cost reports
  • Information security
  • Record keeping
  • Fair competition
  • State and federal health care
  • Research laws and regulations, and more.


(800) 296-7188