Confidentially discuss a conflict or concern and resolution options.
UCLA Ombuds Services - CONFIDENTIAL
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.
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.
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.
"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."
Employee and Labor Relations (ELR)
Contact the ELR to report an impaired staff member.
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.
Per policy # MS 107, notify a Unit Supervisor or Service Chief about an impaired physician.
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).
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.
Use the hotline to anonymously reportunlawful 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.