Employees should turn to their manager, their manager's manager or HR for further handling.
Students contact their Head of the Department, the university's lawyers or Student Health Services, preferably by telephone. Please note that what is submitted in writing to the university is to be regarded as a public document that the public may have the right to review in. Most cases are, however, covered by secrecy and confidentiality, which is why as few people as possible should be involved in the case.
An initial assessment is then made to see whether Luleå University of Technology has an obligation to investigate and, if so, how it should be investigated further.
An investigation means that both the person who reports and the person who has been reported will be contacted. If other people have information that affects the investigation, they will be contacted. The purpose of the investigation is primarily to stop ongoing harassment and counteract the occurrence of harassment in the future. At the end of an investigation, an assessment is made of what the university needs to do to ensure that the reported behaviour ends. An investigation can lead to employment rights or disciplinary measures.
All parties involved in an investigation have the right to receive support. The university as a government authority must observe impartiality.
Depending on who is involved in the incident and what happened, the matter is handled via the provisions of the Discrimination Act and/or the Higher Education Ordinance.
You do not need to meet the person who exposed you during the investigation of the case or in the disciplinary committee, etc. It is important to know that it is forbidden by law to expose those who have reported harassment, or otherwise participated in an investigation, to in some way punish (reprisals) during or after the investigation.