Disability Resources expanding section

The University of Wisconsin-La Crosse is committed to providing equal educational opportunities for all students. Students with disabilities on our campus are offered a variety of services to insure that both facilities and programs are accessible. This office assists the students in obtaining reasonable accommodations at the university. The Disability Resource Services Office is located in Murphy Library, Room 165. The telephone number is 785-6900.

Since 1981, approximately 300 students have been served annually. In 1988, the Wisconsin Board of Regents passed an important non-discrimination policy for disabled students who attend the University of Wisconsin System schools. This policy mandates that students with disabilities will receive the accommodations necessary for them to have equal access to educational opportunities and programs in the integrated or mainstreaming setting.

Who Can Use Disability Resource Services?

Any student at the University of Wisconsin - La Crosse who has a physical, sensory, emotional, or learning disability should meet with the personnel from the Office of Disability Resource Services during his/her first semester on campus. Even students who have a mild disability may find it beneficial to discuss their adjustment to campus life with the office staff. Students should contact the personnel at the office immediately after acceptance into the university. Further information can be found at www.uwlax.edu/drs.


All classroom buildings have elevators, entrance ramps and at least one accessible restroom for students using wheelchairs. Academic accommodations are arranged on an individual basis between the student and the instructor in consultation with the office staff. 
Academic accommodations might include: alternative test-taking, note taking, taped textbooks, disability advising, readers, and scribes.

Discrimination expanding section


If you believe that a student is responsible for discriminatory or harassing behavior, report the incident to the Student Life Office (OSL), 149 Graff Main Hall, 785-8062. They will provide support, explain the instances in which disciplinary action can be taken, indicate whether your situation involves a violation of University rules, help you sort out alternative courses of action, and direct you to additional resources. There are many services and student organizations designed specifically to address the needs of students of color; women; gay, lesbian and bisexual students; international students; physically-challenged students; or returning adult students. The Student Life Office will be happy to provide information on these and many other organizations working to eliminate discrimination on campus. Information on the University rules governing student academic and nonacademic misconduct can be found in Chapter UWS 14 (academic misconduct), UWS 17 (nonacademic misconduct), and UWS 18 (conduct on university lands).

If you believe that an employee of the University is responsible for discriminatory or harassing behavior, report the incident to the Affirmative Action Office, 131 Graff Main Hall, 785-8541. They will review the situation and the options with you. The options may include an investigation and recommendations to remedy the situation.

You deserve respect and a bias-free environment

At UW-La Crosse we value every member of our community. And our community is made up of individuals from both sexes, all races and ages, many ethnic groups, nationalities, and religions, representing a wide range of physical and mental abilities, and heterosexual, bisexual, gay male, and lesbian sexual orientations or gender identity/expressions. The University of Wisconsin-La Crosse is proud to affirm its commitment to a community in which all students, staff and faculty are accepted and judged as individuals, independent of ancestry, social background, physical characteristics or personal beliefs.

The University has no tolerance for discriminatory or harassing behaviors. The Board of Regents has clearly stated that discriminatory harassment based on race, sex, religion, color, creed, disability, sexual orientation, national origin, ancestry or age is contradictory to the goals of the institution. If you witness or are subjected to behaviors of this kind, there are offices and services to offer you support, counseling, and advice.

Regent Policy on Discrimination

It is the policy of the Board of Regents of the University of Wisconsin System that racist and discriminatory conduct will not be tolerated within the University of Wisconsin System. Racist and discriminatory conduct encompasses harassment based upon the race, sex, gender identity or expression, religion, color, creed, disability, sexual orientation, national origin, ancestry or age of an individual or individuals.

Discrimination, discriminatory attitudes, and expressions that reflect discrimination are inconsistent with the efforts of the University of Wisconsin System to foster an environment of respect for the dignity and worth of all members of the University community and to eliminate all manifestations of discrimination within the University (adopted October 1988).

University Rules on Academic and Nonacademic Misconduct

The rules governing student academic and nonacademic misconduct may be found in Chapters UWS 14 (academic misconduct) and UWS 17 (nonacademic misconduct) of the Wisconsin Administrative Code. These Chapters define conduct which is prohibited and outline disciplinary procedures which are to be used in resolving allegations of misconduct. Both chapters are available in full in the Student Life Office.

The University is concerned about academic misconduct (cheating) and its effects upon students and the academic integrity of the University as a whole. If you have concerns about cheating, or if you witness cheating behavior in any of your classes, you may report it to the instructor in charge of the course. Copies of the procedures regarding academic misconduct rules are available in the Student Life Office (OSL). You may call the OSL, 785-8062, for further information.

Every member of the University community has the right to conduct his or her academic and social life in an environment which is free from threat, danger, harassment or other disruption. Student conduct which interferes with the life and work of the University and its members is prohibited. The University may discipline a student for nonacademic misconduct which causes a serious danger to other members of the University community or guests; seriously damages or destroys University property or attempts to do so; or obstructs or impairs University activities. Prohibited conduct also includes unauthorized possession of University property or the property of another member of the University or intentionally making a false statement to a University employee.

In 1989, the UW System Board of Regents adopted new rules governing student nonacademic conduct which provided that certain kinds of discriminatory harassment by students were subject to disciplinary action within the UW System. In October, 1991, a federal district court found the discriminatory harassment rule, UWS 17.06(2), unconstitutionally vague and broad. The Board of Regents chose not to appeal the court decision, but decided instead to redraft the rule to meet constitutional muster. In May, 1992, the Board of Regents approved a proposed redrafted version which was sent to the Legislature for review. In June, 1996, the University of Wisconsin System promulgated the newly-approved revisions to Chapter UWS 17, Wisconsin Administrative Code, governing Administrative Register, and was effective September 1, 1996. For further information on the discriminatory harassment rule, please contact the Student Life Office (OSL), 785-8062.

Equal Opportunities expanding section

Whereas, Title IX of the Higher Education Act States: "No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance..."

and Whereas, a resolution passed by the University of Wisconsin System Board of Regents on April 6, 1973 indicates in part that System policy

"...Prohibits participation in, support for, or sanction of activities which discriminate on the basis of sex, when in fact, no exception can be allowed except on the basis of a bona fide physical dichotomy..."

The Board of Regents Now Further Resolves:

That the University of Wisconsin System is an equal opportunity education institution; 
That all University of Wisconsin System funded or sponsored functions and/or activities shall be generally available to all students without regard to gender; 
Consequently, each institution in the University of Wisconsin system is directed to: 
(a) Review all educational functions and activities for discrimination on the basis of gender; 
(b) Prescribe corrective actions where gender discrimination is identified; and 
(c) Act affirmatively to eliminate gender stereotypes through leadership in such areas as student support services, public service, instruction/instructional support, and research.

Each institution will make a yearly report to the President of the University of Wisconsin System, summarizing the results of efforts to identify and eliminate any existing discriminatory practices.


Introduction: Implementation of the Regents policy on Equal Opportunities in Education is desirably a matter for institution/unit initiative. Problems and problem areas will vary, and the methods used to resolve any identified problems for resolution will also vary. The following guidelines are offered to assist institutions/units as they identify and resolve problems.

The institution/unit program for eliminating discrimination based on gender will be strengthened if students, faculty, and administrators are involved in the identification of problem areas and the development of solutions.

A. Recruitment: Occupational stereotyping by gender unduly restricts equal employment opportunities. Such stereotyping probably will continue as long as certain professions are heavily dominated by members of single gender. Departments or divisions in which most students are of one gender should exert leadership in modifying stereotypes by striving to attract students of the underrepresented gender into the discipline. Institutions/units should evaluate their recruitment procedures to insure that occupational stereotypes are not reinforced.

B. Admissions: Admission at the undergraduate level is currently open to all resident and most nonresident students who meet the prescribed criteria.

If any admissions policy or practice appears to have the effect of favoring one gender, it should be examined by the faculty to insure that it does not contain gender bias. Faculties should give consideration to non-traditional prior learning in assessing qualifications for admission and placement of returning adult students.

At the graduate and professional school level, standards and criteria for admission should be well publicized and uniformly applied to all applicants without consideration of gender.

C. Financial Aids: All forms of student financial aid (fellowships, scholarships, work-study, loans, graduate grants such as teaching assistantships, etc.) should be administered uniformly on the basis of demonstrated individual need and ability, without regard to gender. Application and eligibility information, as well as criteria for granting each type of award, should be well publicized. Supplementary awards such as dependency allowances should also be granted without regard to gender.

If the institution finds that current financial aid statistics show: 
a. the proportion of students of one gender who receive financial aid is smaller than the proportion of that gender who request financial aid, or 
b. the average dollar amount of financial aid is higher for recipients of one gender than the other,

a study should be made to determine whether policies or practices which have the effect of being discriminatory have caused discrepancies. When discrimination has been determined to exist, corrective action should be taken to ensure that all financial aid in the subsequent school year and thereafter will be granted equitably.

Each institution should devise a flexible and fair means by which students eligible for financial aid after temporary interruption of progress toward a degree. Eligible part-time students should be able to receive financial assistance on a prorated basis. Because many types of grants are restricted to full-time students only, it may be advisable to solicit aid for part-time students. Each institution should have a method of recording the number and percent of applicants and those granted financial aid by gender, level, type of award and dollar amount.

D. Counseling: Each institution should ensure that academic and nonacademic counseling is free from prejudgments or assumptions based on the gender of the student.

Career counseling should be based on the individual student's aptitude and interests, and vocational aptitude testing should likewise be unbiased. Those who counsel women should be aware of patterns which show growing numbers of women joining the work force for substantial periods of years, and otherwise increasing their participation in the leadership of society. Faculty and other staff members who do academic counseling of students should keep current with new research and scholarship on changing roles and expectations of women and men in society.

In-service training programs, developed or sponsored by the university for counselors, should include up-to-date information and techniques to deal with the unique problems and expectations that both men and women face in college and after.

E. Housing: There should be university-owned and/or listed housing available to men and women. Each university should have an equity code to be adhered to by those who wish to list housing with the university.

F. Child Care: As an alternative to community child care, when it does not meet the needs of the institution/unity, each university should set a goal of seeing that top quality, low cost child care and extended child care services, preferably campus based, are available to the children of students, faculty, and staff.

G. Women's Studies: Sex-role stereotyping can be eliminated, in part, through education. In its role of shaping education policy, the faculty of each institution/unit is encourage to:

a. give support to women's studies courses, 
b. recruit faculty with an interest in women's studies, 
c. support research in women's studies, 
d. integrate the results of women's studies research into existing curricula, and 
e. evaluate and recommend for purchase library holdings, including periodical literature, books, and other instructional materials, in the area of women's studies.

H. Physical Education: Physical education facilities and courses should be open to all students without regard to gender, except where bona fide reasons for separation can be documented.

I. Complaints/Grievances: The university mechanism for hearing student complaints/grievances should provide for consideration of matters related to gender discrimination and should be well publicized. An appropriate institutional officer should be designated to oversee investigation of such complaints/grievances.

J. Placement Services: The placement service should guarantee that all services, listings, and interview proceedings are free of discrimination based on gender.

K. Co-curricular Activities: Institution/unit support for co-curricular activities, including recreation and intercollegiate athletics, should be equitable for all students. Facilities for co-curricular activities shall be open to recognized student groups without regard to gender. Men and women should be included on university committees which make recommendations on allocation of student segregated fees. Such committees should carefully scrutinize organization requests to assure equitable funding.

Committees planning lecture series or forums, arts festivals, performing arts series, and related events should assure that women are included.

L. Health Services: There should be on-going evaluation of health service policies to guarantee quality treatment for both men and women. Gynecological services are an integral part of a quality health program for women.

M. Class Hours: Institutions/units are urged to make or to continue to make courses available in the evening, early morning and on weekends, as well as during the day.

Faculty members should continue providing outreach courses for credit and non-credit, off-campus scheduling of classes, including those in general education, independent study, ETN and televised course offerings, and other kinds of continuing education programs consistent with institutional missions. Faculty members should be encouraged to experiment with innovative programs, delivery systems and teaching strategies to accommodate non-traditional students.

N. Security: Institution/units should assure that maximal efforts are made to promote a secure university environment.

O. Appointment of Students to University Committees: Men and women should be represented equitably among student 
appointments to university committees.

P. Publications: Continued effort should be made to include women and men in text and illustrations of catalogs, brochures, and other institution/unit publications.

Q. Monitoring Institution Progress: An appropriate member of the university administration should be responsible for coordinating efforts to eliminate gender discrimination affecting students. The identification and solution of problems of discriminatory practices should be effected through the cooperative efforts of students, faculty/staff and administration.

This coordinator should direct compilation of all special reports which analyze university practices to determine whether any discrimination based on gender exists and what solutions are proposed, when such practices are identified. The university should maintain an official file which includes a plan for and results of efforts to provide leadership in eradicating gender stereotypes.

This statement of policy and guidelines on Equal Opportunities in Education should be available to students, faculty, staff and administrators in all institutions and units.

Adopted by the Board of Regents April 12, 1974, 
Referenced June 7, 1974, Amended October 7, 1983

FERPA expanding section

Family Education & Privacy Act

The Department of Health, Education, and Welfare issued, in the June 17, 1976 Federal Register, the final regulations for implementing the Family Education Rights and Privacy Act of 1974 (P.L. 93-380, 513), as amended (P.L. 93-568, 2). The effective date of the Act as November 19, 1974. The amendment is popularly known as the "Buckley Amendment." The June 17, 1976 final regulations contain all regulatory provisions pertaining to the Family Educational Rights and Privacy Act and supersede the earlier publications of regulations, providing the public with a single document.


  • Students upon reaching age 18 or attending postsecondary institutions must be permitted to inspect and review their own education records, to the exclusion of their parents. There are no rights guaranteed under the Act for parents of students attending a postsecondary institution.
  • Institutions may not disclose information about students nor permit inspection of their records without their permission unless such action is covered by certain exceptions as stipulated in the Act.
  • Students or parents are unlikely to be successful if bringing suit to enforce provision of the Act. The only enforcement procedure provided by the Act is through complaint to an Office in the Department of Health, Education and Welfare; and the only penalty is withdrawal of Office of Education funds from the Institution.
  • Institutions receiving no funds administered by the Office of Education have no obligation for compliance with Act.

For further details, please refer to the general University catalog, contact the Office of Records and Registration, or refer to www.uwlax.edu/records/ferpa

Licensing expanding section

UW-La Crosse licenses all registered university logos. All officially licensed products will carry a tag or label identifying them as such.

What is licensing?
Licensing is the process of contracting for the rights to use a trademark, copyright, or patent belonging to an institution or business. For the University, it is a way to protect our marks, promote the institution, and generate revenue.

What does this mean for students?
First, licensing is your assurance that products have met standards for high quality. Product prices will be slightly higher than before, since the licensing fee is passed on to consumers. Third, you may NOT just go somewhere and have a T-shirt, can cooler or other item made up using a UW-La Crosse logo.

What if a hall, a team or other group wants to get T-shirts made?
Any group that wants items with a UW-La Crosse mark will have to buy from a licensed vendor. The group will also need permission to use UW-La Crosse or any UW-La Crosse symbol -- the eagle, seal, Main Place logo, etc. Campus groups may ask to have the license fee waived for a specific product if the merchandise is ordered on a university purchase order and not for resale.

How do you get a fee waived?
Requests for waivers should be made in writing to Karen Daniel, 3200 in the Student Union. Forms to request a waiver are available in that office. Karen Daniel administers the program with the assistant to the the Vice Chancellor of Administration and Finance

Why is UWL doing this?
The primary reason is to promote and protect registered university logos. The University also wants to ensure the quality of products with a UWL logo, since people associate the quality of the product with the quality of the school. Consistent use of the registered logos is also a consideration.

How do you collect the royalty?
The royalty fee is assessed at the point of production when the registered mark is used.

Where does the money go?
After covering expenses, the royalties will be used to support minority student scholarships.

Policies expanding section


Student Grievance Procedure for the University of Wisconsin-La Crosse:

  1. The administration and the Board of Regents recognize the importance of providing a prompt and efficient procedure for fair and equitable resolution of student complaints or grievances alleging discrimination on the basis of the student's race, color, creed, religion, sex, national origin, disability, ancestry, age, sexual orientation, gender identity/expression, pregnancy, marital status or parental status. Accordingly, students are encouraged to use the grievance appeal procedure without fear of prejudice or reprisal for initiating a grievance or participating in its settlement.
  2. Initiation and treatment of a complaint
    1. Any student registered at the University may use the student grievance procedures.
    2. A student who wishes to lodge an allegation of discrimination may inform the Affirmative Action Officer either in writing or orally. In instances of alleged racial discrimination the grievance may be taken directly to the Affirmative Action Officer or the Minority Affairs Committee. In these instances:
      1. Grievances brought to the Multicultural Student Services Office will be referred by the Director of Multicultural Student Services to the Affirmative Action Officer.
      2. Grievances brought to a member of the Minority Affairs Committee will be referred to the Affirmative Action Officer.
    3. The Affirmative Action Officer will respect the wishes of the person making the complaint regarding further investigation and will not carry forward a specific allegation without the person's written permission and directive. At the time of the initial interview, the Affirmative Action Officer will provide a form which the grievant may use and will provide assistance in completing it if necessary. The grievant will be given a copy of the form at the end of the initial interview.
    4. Complaints may be filed with the Affirmative Action Officer:
      1. At the Affirmative Action Office or
      2. At a mutually agreed upon meeting place.
    5. A log of written grievances will be maintained listing the grievant's name (this information will be coded if confidentiality is requested), the name of the office or unit in which the alleged discrimination occurred, and a short notation of the grievance. (This log shall be available for periodic review. In instances of alleged racial discrimination by the Director of Multicultural Student Services a student member of the Student Concerns Committee shall be designated.)
    6. A record of grievances shall be maintained in accordance with legal requirements.
  3. A valid grievance against a member or members of administration, faculty, academic staff, classified staff, or fellow students must be brought within 300 days of the last occurrence. A record of valid grievances shall be maintained for at least one year.
  4. The Affirmative Action Officer shall make an initial information investigation while maintaining confidentiality and report back to the grievant within ten (10) class days.
    1. The Affirmative Action Officer may determine at this point that a solution can be effected simply by contacting the source of grievance while maintaining the confidentiality of the grievant.
    2. The Affirmative Action Officer shall discuss observation with the grievant and recommend alternatives regarding further action. At that point:
      1. Grievant may drop the grievance.
      2. Grievant may request further action be delayed ending additional observation and information.
      3. Grievant may request immediate action
        1. Depending on the action to be taken at this point, grievant may relinquish right to confidentiality.
      4. If #3, the Affirmative Action officer shall proceed, as agreed, to contact the subject of grievance, make any further investigation necessary, and discuss his/her recommendation with both parties, within ten (10) class days.
  5. If further action is requested by either part to the grievance, the Affirmative Action Officer shall request an ad hoc Grievance Review Panel to informally review the facts and report its findings, with or without recommendations, to the Chancellor and/or Affirmative Action Officer as soon as practical, but within twenty (20) class days, unless there are extenuating circumstances.
    1. The panel shall be named from a previously approved pool in accordance with procedures adopted by the University. The membership shall be nondiscriminatorily representative of the student, plaintiff, and Affirmative Action Council. The presiding officer will be selected by members of the review panel.
    2. During the review process, the panel on its own initiative may seek, through mediation with the parties, mutually satisfactory disposition of the grievance, or may informally urge withdrawal or modification of the complaint by the grievant.
    3. The Grievance Review Panel's informal review of the facts shall not constitute a formal hearing and a formal record of the discussions shall not be made by electronic taping, stenographic notes, or otherwise. This does not preclude maintaining an informal record of proceedings.
    4. In its report of findings to the Chancellor and/or the Affirmative Action Officer, the panel may indicate whether it believes there are apparent grounds to support the grievance upon which relief may be granted, or whether the complaint is frivolous or too minor to warrant further consideration.
    5. The Chancellor and/or the Affirmative Action Officer shall render a written decision to the grievant no later than ten (10) class days after receiving the Grievance Review Panel's report.
  6. If the matter has not been satisfactorily settled at Step V, the grievant may file with the Chancellor a written request for a review of the matter no later than ten (10) class days after receipt of the university's response at Step V.
    1. Within ten (10) class days, the Chancellor shall designate a hearing officer to serve the Chancellor in an advisory capacity by conducting a hearing on the merits of the complaint after which he or she will make a finding of fact and recommendations to the Chancellor for disposition of the charge of discrimination.
    2. The hearing officer shall conduct a hearing and shall present the finding of fact and recommendations to the Chancellor within fifteen (15) class days unless there are extenuating circumstances.
    3. The hearing officer shall establish the procedure for the evidentiary hearing which shall include the right of all parties to call witnesses and cross-examine witnesses. The hearing officer also will have the right to rule on objection and procedural questions raised by counsel.
    4. All oral and documentary evidence and all arguments shall be presented in closed hearings.
    5. The Chancellor shall render written decision to the grievant no later than ten (10) class days after receiving the hearing officer's report. The Chancellor's decision shall be final and binding on all parties.
  7. Records documenting the nature of the complaint, attempts made to resolve it (meetings and hearings), and resolution will be kept on file in the Affirmative Action Office.


The intention of the following procedures is to maintain a safe and non-threatening environment for students, staff, and faculty at UWL. Ideally, the mission of a university is to be a community in which the members enhance each other's development, and do not become obstacles to it. In actual practice, this goal is not easy to achieve, and problems occur. The important thing is to treat problems as opportunities and learn how best to address and resolve them. As is clear in the elaboration of steps and processes in this document, problems can be solved by a) facilitating communication between individuals concerned; b) formal appeals to appropriate academic and/or administrative units; c) taking actions on the basis of thorough investigation, discussion, reflection and compassion. In exploring options and courses of action, emphasis must be on the ethical responsibility of each to the other, as well as on the protection of due process rights and individual rights of everyone involved.

The Student Academic Non-grade Appeals process is designed to enable students to initiate and resolve complaints regarding faculty and instructional academic staff behavior. Complaints may be initiated within 90 days of the most recent incident of unprofessional behavior by university faculty and instructional academic staff that impairs students' ability to learn.

Such behavior may include but is not limited to the following situations:

  • habitually not meeting classes,
  • habitually being unprepared for classes,
  • physically or verbally abusing students,
  • being under the influence of alcohol or other drugs while conducting classes or other university activities (see Staff Handbook for specific policy on alcohol use on university premises),
  • refusal to accommodate students with special needs.

Note: If the complaint involves sexual harassment, please follow the procedures given in the Eagle Eye Student Handbook.


Informal Procedures

Any student or group of students who has a complaint about faculty or instructional academic staff behavior is encouraged to resolve the complaint informally. Informal attempts may include but are not limited to:

  • meeting directly with the faculty member and/or instructional academic staff,
  • meeting with the student's advisor,
  • meeting with other faculty members and/or instructional academic staff,
  • meeting with a departmental complaints committee,
  • meeting with the department chair,
  • meeting with any combination of such people.

The intention of such meetings is to clarify misunderstandings or miscommunications that may be the source of the complaint. If for any reason these meetings do not resolve the complaint or if the student chooses not to resolve the complaint using the informal procedures, the student(s) may pursue the formal procedures described below.

Formal Procedures

  1. Initiating a Complaint

    If informal procedures are unsuccessful (or within 90 days of the last incident), a student or group of students who wishes to pursue a complaint should inform the Student Life Office, either orally or in writing.

    The Student Life Office shall:

    1. provide a statement regarding academic freedom and pertinent sections of the "Statement to Improve Undergraduate Education";
    2. advise the student(s) about the Formal Procedures for Student Academic Non-grade Appeals;
    3. maintain current information on procedures and bodies handling complaints in all academic departments;
    4. instruct the student to initiate the complaint by meeting with the chair of the department to which the faculty or instructional academic staff member is assigned or, if appropriate, with a departmental complaint committee. In the case that the complaint is lodged against the department chair and there is no appropriate committee or group within the department to bring the complaint to, the instructions shall be to meet with the dean of the college in which the department chair is assigned;
    5. assist the student(s) in scheduling the meeting with the department chair or the departmental complaint committee, if one is available, or dean if the complaint is lodged against the department chair and there is no group within the department to receive the complaint; and
    6. serve as an advisor to the student(s), as necessary, throughout the complaint process, keeping a confidential, written record of interactions with the student(s).
  2. Discovery Stage of the Complaint

    In the meeting, the chair or departmental complaint committee (or dean, in the case when the complaint is against a department chair and there is no departmental committee) shall collect information from the student(s) making the complaint and explain all the appropriate procedures and options to complainant. If a complaint is to be pursued, the chair or committee (or dean) who has received a complaint will inform the accused party of the nature of the complaint lodged, concealing the identity of the complainant (if that is desired) and seek approaches to mediation and resolution. Any attempt to penalize or in any way retaliate against a person bringing a complaint is prohibited and will be treated as a separate incident to be reviewed in its own right.

    The goal of the discovery state is to clarify misunderstandings and miscommunications and establish what actions (if any) may be legitimate sources of complaint.. The wishes of the student(s) making the complaint shall be respected regarding further investigation. A specific complaint shall not be carried forward without the complainant(s)'s explicit written permission and instruction.

    If a complaint is resolved at the Discovery stage, no formal record will be retained in the faculty or instructional academic staff personnel file.

  3. Mediation Stage of the Complaint

    This stage will involve:

    1. separate confidential meetings(s) of the department chair or committee (or dean), with the complainant and the person against whom the complaint is filed, or
    2. joint confidential meeting(s) with the complainant and the person against whom the complaint is filed and the department chair or committee (or dean).

    The goal of the Mediation Stage is conciliation. When these meetings are completed, the complainant will be asked to decide whether s/he is satisfied with the results or wishes to move to the Hearing stage of the complaint.

    If a complaint is resolved at the Mediation stage, no formal record will be retained in the faculty or instructional academic staff personnel file.

  4. Hearing Stage of the Complaint

    If the Mediation Stage does not result in a satisfactory resolution of the problem, then the complainant will be referred to the Executive Director of Human Resources who will assist the complainant in filing a complaint with the Complaints, Grievances, Appeals and Academic Freedom Committee (CGAAF Committee). If the person lodging the allegation wishes to postpone such a confrontation, the CGAAF Committee will set a time-limit which appears reasonable, depending upon the circumstances and reasons given. The formal hearing proceeding may be terminated by mutual agreement of the complainant and the person against whom the complaint is filed at any step. Either party may seek the help of legal counsel at any stage of the hearing.

    1. Complaint

      The complainant must file a written complaint using the petition form available in each dean's office and in the Student Life Office.

        1. The Petition

          The petition, once completed by the complainant, shall provide:

          1. the complainant's name;
          2. the respondent's name;
          3. a brief statement of the problem and a detailed list of alleged actions or behaviors that are the basis of the complaint;
          4. additional information such as statements by witnesses and other documentation that supports the complainant's allegations;
          5. a summary of the outcomes of the informal procedures (if pursued) and the formal procedures prior to this point; and
          6. (optionally) a statement of the desired outcome(s) of the hearing.
        2. Receipt of Petition and Duties of the Executive Director for Human Resources

      The completed petition shall be submitted to the Executive Director for Human Resources. The Executive Director shall review the contents of the petition with the complainant(s). This information shall be forwarded to the chairperson of the CGAAF Committee, who is responsible for scheduling the hearing.

    2. Time Lines

      The CGAAF Committee shall proceed with the petition using its operating rules for processing and hearing complaints. The rules are available from the Faculty Senate Office, 323 Graff Main Hall and at /FacultySenate/committees/CGAAF/Complaints.htm


All departments must establish policies and procedures which enable students to appeal final grades. These policies and procedures must outline the progression of a formal appeal and specify who, if anyone, is empowered to change a final grade. All appeals for a final grade change must be initiated in writing through the department in question during the semester immediately following the semester in which the grade was earned. A copy of each department's policies and procedures must be filed in the office of the appropriate dean.


We, the Organizations Committee of UWL, hereby assert unequivocally our opposition to hazing and pre-initiation activities which do not contribute to the positive development and welfare of organization members. With this regard in mind, we define hazing as any action taken or situation created intentionally, whether on or off our university premises, with or without consent, to produce excessive physical fatigue, embarrassment, or public ridicule or possibly cause mental or physical harm or injury. Such activities and situations include: paddling in any form; physical and psychological shocks; publicly wearing apparel which is not normally in good taste; engaging in public stunts or other activities which may be harmful to the image of the university and the club; morally degrading or humiliating activities, including eating and swallowing of any food or beverage or any activity that might violate any local, state, or federal law; late work sessions which interfere with scholastic activities; and any other activities which are not consistent with the organization's by-laws, ritual, or policy or the regulations and policies of the university.

Violations of this policy will be dealt with judiciously by the respective governing bodies or the Student Activities Committee when no other governing body exists. (adopted 9-17-68, revised 4-14-82).

Resources expanding section

If you live in a residence hall, your Resident Assistant and Hall Director can serve as immediate and effective resources for you.

Alcohol and Other Drug Abuse



  • Coulee Council, 921 West Ave. S., La Crosse, WI 54601, 608-784-4177, Education, Assessment, Referral.
  • For emergency medical services, detoxification, and treatment, as well as the services listed above:
    • Gundersen-Lutheran Hospital Recovery Center, 1910 South Ave., La Crosse, WI 54601, 608-775-3523.
    • Mayo Health System Chemical Dependency, 700 West Ave. S., La Crosse, WI 54601, 608-392-9555.

Sexual Assault/Harassment


  • University Police, East Avenue & Farwell Streets, 608-789-9999. Emergency Intervention.
  • Counseling & Testing Center - Crisis intervention and counseling. 785-8073.
  • Student Health Center - Medical services. 608.785.8558.
  • Student Life Office, 149 Graff Main Hall, 608.785.8062 - Reporting, Investigation, Campus disciplinary matters.
  • Affirmative Action, 135 Graff Main Hall, 608.785.8043 - Reporting, Intervention, Education.
  • Violence Prevention Specialist - Rm. 149 Graff Main Hall, 608.785.8062 - Reporting, advocacy, education


  • First Call for Help, Dial 211 or 800-362-8255 (24 hours/day) - emergency services, counseling and support.
  • Gundersen-Lutheran Sexual Assault Services, 608-775-3845 or (800) 362-9567, X53845.
  • Mayo Clinic Health System, Safe Path, 608-392-7804 or (800) 362-5454, X7804..
  • La Crosse Police, 911.


  • Affirmative Action Office, 135 Graff Main Hall, 608.785.8043.
  • Office of Multicultural Student Services, 1101 Centennial Hall, 608.785.8225.
  • Student Life Office, 149 Graff Main Hall, 608.785.8062.


  • Student Health Center, Health Science Center, 13th & Badger Sts., 608.785.8558 - Anonymous testing, counseling, education.
  • La Crosse County Public Health Department, 300 N. 4th, 608.785.9872 - Anonymous testing, counseling education.
Security Report expanding section

Below you will find UW-La Crosse's Annual Security Report. This report will provide you with information on the safety and security of the UW-La Crosse campus. It details policies and procedures for reporting crimes, safety and security policies and procedures, fire safety information, and other important safety and security information to assist maintain a safer campus community. Campus crime data is also detailed for your information. If you have questions about this report, or would like to obtain a paper copy of the report, please contact the Student Life Office at 608.785.8062.

Annual Security Report

Sexual Assault expanding section

This is the OFFICIAL reporting form for sexual violence incidents. 

Information entered here will be submitted to the Violence Prevention Coordinator, the Student Life Office, and the Director of Affirmative Action.

All appropriate steps will be taken to respect the privacy of the individuals involved, while maintaining the ability of the University to investigate the incident and take appropriate action. 

University employees (other than those working in the Student Health Center, Counseling & Testing, and Violence Prevention) are required to report any incidents of sexual violence they witness or learn of, and to provide all relevant information.

This is the CONFIDENTIAL reporting form for sexual violence incidents. 

Information entered here will be submitted to the Violence Prevention Coordinator and will not be shared with any other individuals or offices without your permission.

If you wish to make an official report, please use the official form.

If you are a UWL employee, you must use the official form. (Only Student Health Center, Counseling Center, or Violence Prevention employees serve as confidential reporters.)

Sexual Assault Resources

On Campus:

Ingrid Peterson, Sexual Assault Victim Advocate and Prevention Specialist, 785-8062, 149 Graff Main Hall
Student Life Office, 785-8062, 149 Graff Main Hall
Student Health Center, 785-8558, 1030 Health Science Center
Counseling & Testing Center, 785-8073, 2106 Centennial Hall
University Police, Emergency: 789-9999, Non-Emergency: 789-9000

Off Campus:

Great Rivers - Crisis Hotline, 211 or 1-800-362-8255 (24 hours)
Mayo Clinic Health System, 608-392-7804 or (800) 362-5454, X7804
Gundersen Health System, 608-775-3845 or 1-800-362-9567, X53845
La Crosse City Police, Emergency: 911, Non-Emergency: 785-5962

Policy Against Discrimination, Harassment, Sexual Misconduct, and Retaliation:  /uploadedFiles/Offices/Affirmative_Action/DiscriminationPolicy.pdf

Sexual Harassment expanding section

This is the OFFICIAL reporting form for sexual violence incidents. 

Information entered here will be submitted to the Violence Prevention Coordinator, the Student Life Office, and the Director of Affirmative Action.

All appropriate steps will be taken to respect the privacy of the individuals involved, while maintaining the ability of the University to investigate the incident and take appropriate action. 

University employees (other than those working in the Student Health Center, Counseling & Testing, and Violence Prevention) are required to report any incidents of sexual violence they witness or learn of, and to provide all relevant information.

This is the CONFIDENTIAL reporting form for sexual violence incidents. 

Information entered here will be submitted to the Violence Prevention Coordinator and will not be shared with any other individuals or offices without your permission.

If you wish to make an official report, please use the official form.

If you are a UWL employee, you must use the official form. (Only Student Health Center, Counseling Center, or Violence Prevention employees serve as confidential reporters.)

Policy Against Discrimination, Harassment, Sexual Misconduct, and Retaliation: /uploadedFiles/Offices/Affirmative_Action/DiscriminationPolicy.pdf

Standards and Sanctions expanding section

The purpose of the University of Wisconsin-La Crosse policy statement on alcohol and other drug use is to provide the general parameters within which campus units may formulate rules and regulations regarding the use of alcohol and other drugs by students and employees. Rules and regulations formulated by units must be consistent with this general policy statement.

The University of Wisconsin System and University of Wisconsin-La Crosse prohibit the unlawful possession, use, distribution, manufacture or dispensing of illicit drugs and alcohol by students and employees on university property or as part of university activities.

The use or possession of alcoholic beverages is prohibited on university premises, except in faculty and staff housing and as expressly permitted by the chief administrative officer or under institutional regulations, in accordance with s.UWS 18.06(13)(a), Wis. Adm. Code. Without exception, alcohol consumption is governed by Wisconsin statutory age restrictions under s. UWS 18.06(13)(b), Wis. Adm. code.

The unlawful use, possession, distribution, manufacture, or dispensing of illicit drugs ("controlled substances" as defined in ch. 161, Wis. Stats.,) is prohibited in accordance with s. UWS 18.10, Wis. Adm. Code.

Federal Sanctions

The federal government has recently revised the penalties against drug possession and trafficking through its Federal Sentencing guidelines that reduce the discretion that federal judges may use in sentencing offenders of federal drug statutes. Under these guidelines, courts can sentence a person for up to 6 years for unlawful possession of a controlled substance, including the distribution of a small amount (less than 250 grams) of marijuana. A sentence of life imprisonment can result from a conviction of possession of a controlled substance that results in death or bodily injury. Possession of more than 5 grams of cocaine can trigger an intent to distribute penalty of 10-16 years in prison. U.S.S.G. s. 2D2.1(b)(1).

State of Wisconsin Legal Sanctions

The Uniform Controlled Substances Act, Chapter 161 of the Wisconsin Statutes, regulates controlled substances and outlines specific penalties for the violation of the regulations. A first-time conviction for possession of a controlled substance can result in a sentence of up to one year in prison and a fine of up to $5,000. Sec. 161.41, Stats. A person convicted of manufacturing a controlled substance, delivering a controlled substance, or possessing a controlled substance with intent to manufacture or deliver, can be imprisoned for up to 30 years and fined up to $1,000,000. Sec. 161.41, Stats. Penalties vary according to the type of drug involved, the amount of drug confiscated, the number of previous convictions, and the presence of any aggravating factors. The distribution of a controlled substance to a minor can lead to the doubling of an authorized sentence term. Section 161.46(1), Stats.

Wisconsin has formidable legal sanctions that restrict the use of alcohol in various situations. It is illegal to procure for, sell, dispense, or give away alcohol to anyone who has not reached the legal drinking age of 21 years. Sec. 125.07(1)(a)(1), Stats. Every adult has a legal obligation to prevent the illegal consumption of alcohol on premises owned by the adult or under the adult's control. Section 125.07(1)(a)(3), Stats. A first-time violator of either of the above subsections can be fined up to $500. It is against the law for an underage person to procure or attempt to procure an alcoholic beverage, to falsely represent his or her age for the purpose of obtaining alcohol, to enter premises licensed to sell alcohol, or to consume or possess alcohol on licensed premises. Sec. 125.07(4), Stats. A first-time underage violator of section 125.07(4) can be fined up to $500, ordered to participate in a supervised work program, and have their driver's license suspended.


What are the penalties for underage drinking?

Although the majority of college students do use alcohol, it's important to remember that the legal drinking age applies to everyone. the state legislature has made several changes in Wisconsin's Drinking Age laws. Wisconsin's 21-year drinking age law prohibits anyone under that age from possessing, purchasing, or consuming alcoholic beverages, except when the alcoholic beverage is provided by parents, guardians, or adult spouses. Current fines can be found in the annual security report.

Student Organizations expanding section


Policy statement

The Student Association has adopted the following policy on the standards and procedures for recognized student organizations at the University of Wisconsin-La Crosse (Spring, 1995). This policy includes procedures for registration, conduct, and discipline. The policy acknowledges the need to preserve the orderly processes of the University with regard to its teaching, research, and public service mission, as well as the need to observe the students' and recognized student organizations' procedural and substantive rights. The Student Association, via the Student Organizations Committee, subject to approval by the Chancellor of the University of Wisconsin - La Crosse, shall be responsible for revisions of this policy. The Student Activities Office is responsible for distribution of updates. Current updates can be obtained at 212 Cartwright Center. (Note: The procedures for registering student organizations and the code of conduct for student organizations in this Policy apply to all UW-La Crosse recognized student organizations. The disciplinary procedures apply to all student organizations. Social fraternities and sororities are also subject to the registration requirements and the conduct rules of their governance groups: Panhellenic Council and Interfraternity Council.


1. Chancellor means the Chancellor of the University of Wisconsin - La Crosse, or designee. 
2. Organizations Committee means the student/faculty/academic staff committee on student organizations as established by the Student Association. 
3. Director of Student Activities and Centers means the Director of Student Activities and Centers of the University of Wisconsin - La Crosse, or designee. 
4. Disciplinary Sanction means any action affecting the status of a recognized student organization as a recognized student organization that is imposed in response to the organization's misconduct. The term includes disciplinary warning, probation (including denial of specific University privileges), financial restitution, suspension or expulsion. 
5. Event(s) means any activity sponsored, co-sponsored, or organized by a recognized student organization. 
6. Expulsion means the termination of a student organization's status as a recognized student organization. 
7. Financial Records means account statements, checking and savings records, and all other records of receipt or payment of funds from any source of organization funds. 
8. Primary Contact means the designated leader of the recognized student organization as listed on the group's registration form. 
9. Probation means that the recognized student organization is permitted to remain registered only upon the condition that it complies with all university rules and regulations and with other standards of conduct which the organization is directed to observe for the duration of the period of the probation. Probation may include the suspension of some of the organization's rights. Probation may not exceed two semesters in duration for any given misconduct, except that violation of probationary conditions may be cause for extension of the probation for no more than two additional semesters or for suspension of some rights. 
10. Recognized Student Organization is an organization that has completed the recognition procedure through the Student Organization Committee and has received full recognition and has filed all appropriate registration forms with the Office of Student Activities and Centers. 
11. Student, for the purpose of this Policy, means any person who is enrolled for study at the University of Wisconsin - La Crosse for the current academic period. A person shall be considered a student during any period which follows the end of an academic period which the student has completed until the first day of classes for the next succeeding academic period, except that a student from the spring academic session, who is not attending any summer session, shall remain classified as a student, for purposes of these regulations, until the first day of classes for the succeeding fall academic period. 
12. Student Association Leader means the head of the UW-La Crosse Student Association's Executive Branch, or designee. 
13. Student Court means the UW-La Crosse Student Association's Judicial Branch. 
14. Suspension means a temporary loss of some or all of a recognized student organization's rights for a specified period of time, not to exceed two years. Upon completion of the period of suspension, the organization needs to complete the recognition procedure through the Student Organizations Committee.

Registration procedures for recognized organizations

1. The procedures for registering a registered student organization will be monitored and updated by the Student Organizations Committee, in consultation with the Director of Student Activities and Centers. 
2. Registration of forms will be accepted and maintained by the Office of Student Activities and Centers. 
3. Registration forms will include a statement of understanding, that all primary contacts must sign, to the effect that the recognized student organization understands and agrees to abide by this Policy on the Registration, Conduct, and Discipline of Recognized Student Organizations; this shall include an assurance that the recognized student organization is in compliance with the anti-discrimination procedures as outlined in the Code of Conduct. Any organization that does discriminate must describe the nature of the discrimination, in writing, and the exception recognized by law that the organization claims allows this discrimination. 
4. Registration forms must be completed in their entirety by October 1 of each fall semester and updated upon any changes in primary contact person or advisor; when accepted by the Office of Student Activities and Centers, the organization's registration is complete. Organizations that do not register by October 1 will be unable to reserve University facilities. 
5. The Student Organizations Committee will retain oversight of all recognized student organizations to assure compliance with these regulations. 
6. The registration of recognized student organizations is an annual process, with the registration period being the current academic year, which is usually from September to August. 
7. The registration of a recognized student organization will remain in effect until the first class day of the following academic year, unless the organization is subject to disciplinary sanction revoking such status.

General requirements of recognized student organizations

1. A recognized student organization may not discriminate on the basis of age, race, creed, color, handicap, sex, sexual orientation, developmental disability, national origin, ancestry, marital status, arrest record, or conviction record unless pursuant to an exception recognized by law. 2. A recognized student organization that violates federal, state, or local laws shall be liable in the appropriate courts and is not exempt from disciplinary action under this Policy. 
3. A recognized student organization can be liable for disciplinary action as a result of actions of individual members of the organization while representing the organization. 
4. Recognized student organizations using University facilities must observe the provisions of any contract issued for use of a particular facility and must follow University policies governing the use of its facilities. 
5. A recognized student organization may use University facilities for events that are primarily for University students and employees. Publicity for such events must comply with campus publicity guidelines. Copies of the Campus Publicity Guidelines are available in the Student Activities Office, Room 212 Cartwright Center. 
6. A recognized student organization shall be responsible for all activities and/or damages at any event. A recognized student organization must exercise reasonable precaution to insure that its events, and agents acting on its behalf, do not cause damage to the property of students, University employees, other organizations, or the University; do not harm or constitute a serious danger to the personal safety of students or University employees; do not obstruct or seriously impair University-run or University authorized activities; and do not violate provisions of the University of Wisconsin System Administration Code, Chapter UWS 18
7. A recognized student organization will be subject to disciplinary action if it organizes, sponsors, cosponsors, or in any way coordinates an event with any recognized student organization that has been prohibited from participating in that type of event or which has had its status revoked. 
8. Recognized student organizations are accountable, through their primary contact, officers, faculty/staff adviser, and other designated representatives, to the University. Where an organization's primary contact, officers, faculty/staff adviser, or other designated representatives makes a knowingly false statement, either orally or in writing, to any University employee or agent, including the Student Organizations Committee and Student Court or a person conducting an investigation under the provisions of this Policy, on a matter relating to the activities of the organization or its members, the organization shall be subject to discipline. 
9. Recognized student organizations shall be subject to disciplinary action for non-compliance with University alcohol beverage regulations, state statutes, and city ordinances regarding possession, consumption, and sale of alcohol beverages at any event, and also for verified instances of underage persons consuming or possessing an alcoholic beverage, or other violations of any of the above rules at any event. 
10. Recognized student organizations can hold closed meetings for the purpose of peer counseling sessions or for other purposes if attendance is limited to current members. If such a meeting is publicized, it must be clearly labeled as limited to members only.

Rights of a registered student organization

As a University of Wisconsin-La Crosse recognized student organization, a student group may:

1. Use the name of the University of Wisconsin - La Crosse to identify the group's affiliation. When using the name of the University, the student group must clearly identify itself as a registered student organization. 
2. Reserve and use those University facilities in Cartwright Center and elsewhere that are available for non-instructional use; 
3. Take advantage of services and programs developed for registered student organizations by the Office of Student Activities and Centers, the UW-La Crosse Student Association, etc.; 
4. Be placed on official list of registered student organizations; and 
5. Participate in services or events in University facilities that are announced as open to all recognized student organizations.

Disciplinary procedures

1. A complaint that a recognized student organization has violated any provision(s) of student organization policies must be submitted in writing to the Director of Student Activities and Centers, and must include a statement of the facts upon which the allegation is based. The written report shall be signed by the complainant(s) specifying the following:

a. a detailed description of the violation(s) including the date, time, place, circumstances, and the names of witnesses to the alleged incident, 
b. name(s) of the organization(s) involved in the alleged violation(s), 
c. name(s) of the individual(s) involved in the alleged violation(s), and 
d. name(s), address(es), and phone number(s) of the complainant(s).

2. The Director of Student Activities and Centers will promptly forward a copy of the complaint to the Chair of the Student Organizations Committee. 
3. The Chair of the Student Organizations Committee, in consultation with the Director of Student Activities and Centers, shall file a formal complaint seeking discipline of the recognized student organization. The complaint shall be filed with the Student Organizations Committee. 
Note: The Student Organizations Committee shall serve as a hearing body to recommend to the Chancellor findings of fact, conclusions and disciplinary sanctions. The Student Organizations Committee shall adopt hearing procedures that provide the complainant(s), organizations(s) subject to complaint, and the student court, opportunities to be heard. 
4. The Chair of the Student Organizations committee, in consultation with the Director of Student Activities and Centers, may at any time resolve a complaint by mutual agreement with the recognized student organization for the imposition of discipline; the agreement must be confirmed by the Chancellor before it becomes effective.

Veterans expanding section

The University is fully approved for the education of veterans and veterans' dependents under both federal and state programs. Veterans and eligible dependents wishing to apply for educational benefits are encouraged to visit their County Veterans Service Office to register discharges and other official documents and to determine which programs are available to them.

New students who are eligible for education benefits under the Montgomery G.I. Bill or other federal programs are required to report to the Veterans' Benefits Coordinator (VBC), located in Records & Registration, 117 Graff Main Hall, to fill out an application for education benefits form 22-1990 and to submit a DD 214 (active duty discharge form) or Notice of Basic Eligibility 2384-1 (reserves/guard), depending on your entitlement. Dependents or spouse of 100% disabled or deceased veterans or vocational rehabilitation veterans, contact the VBC for additional requirements.

Each semester after you have registered (fall and spring sessions, interim sessions, and summer sessions) an enrollment verification must be completed in the Records and Registration Office. The Veterans' Administration requires certification of attendance and credit load on a semester basis for the continuation of benefits. Payment of veterans' benefits depends on the number of credits carried. Undergraduate students should carry at least 12 credits, and graduate students should carry at least nine (9) credits to receive full benefits under most programs. However, if you choose to attend school part-time, benefits will be prorated accordingly. Chapters 30 and 1606 students must verify enrollment monthly with the Department of Veteran Affairs.

Wisconsin National Guard Tuition grant applications may be picked up from your unit and brought to the VBC anytime during the semester. Tuition and Fee Reimbursement Grant applications and Part-Time Study Reimbursement applications may be picked up at the County Veterans Service Office and brought to the VBC anytime during the semester. All state benefits are processed after grades are posted.