Formal complaint procedure

Formal complaints procedure

Objective of the formal complaint

The aim of a complaint is to make LMU aware of any misconduct pursuant in order to ensure that in the event of discrimination, harassment or sexual harassment all necessary measures can be taken to prevent the situation from continuing and preventing repeated discriminatory behavior, harassment or sexual harassment in the future.

Scope of application

A formal complaint procedure can only be carried out if the discrimination, harassment or sexual harassment originates from a member of LMU and occurred on the university campus, including rentals and properties, as well as at all external offices of the university. This also applies during business trips, at official and digital events or platforms in LMU's organizational area and during university-related functions.

Submission of a formal complaint

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• The complainant should file a complaint with the complaints office of LMU at antidiskriminierung@lmu.de.
• The complaint may also be made verbally and recorded in writing at the complaints office.
• At the request of the complainant, someone they trust may take part in the verbal recording.
• The complaint must describe the events experienced as discriminatory, harassing or sexually harassing.
• Any evidence and the names of witnesses should be included.
• In addition, the complaint should state who has already been informed about the incident, which measures have been taken and with whom it has already been discussed.

Please note: The complainant shall be informed that they are not entitled to remain anonymous.

Examination by the complaints office

• Once the complaint has been received, the complaints office shall inform the
• complainant of their rights, obligations and the procedure to be followed.
• The complainant shall be informed that they are not entitled to remain anonymous.
• The complaints office may suspend the formal complaint procedure and conduct arbitration.
• The complaints office may involve people in a managerial position from each of the areas affected. This shall in particular be the case if immediate measures are required to protect the person affected or others.
• The complaints office shall give the person implicated a detailed account of the complaint and ask for a response to the complaint within the set deadline. This period shall not exceed two weeks.
• Based on the statement of the person implicated, a member of the complaints office shall meet the person implicated to discuss the matter in person within 10 days of receiving the statement.
• The direct supervisor of the person implicated may be involved in the meeting by the complaints office. If requested by the person implicated, a person they trust may also be invited to attend.

Process result

Termination of the proceedings

• The formal procedure shall be discontinued by the complaints office if the investigation does not uncover sufficient evidence for discrimination, harassment or sexual harassment.
• However, measures may still be taken to resolve the conflict.
• In the event that the formal complaint procedure is discontinued, the complainant may not appeal.
• In the formal complaint procedure, the complainant may withdraw the complaint. This leads to the discontinuation of the formal complaint procedure.

Decision on legal measures and sanctions

• If the complaint is found to have merit, the complaints office shall report the outcome of its investigation to the President or, if the person implicated is a member of the research support staff, to the Vice President for Finance and Administration.
• The complainant and the person implicated may not appeal against the outcome of the investigation.
• The President or, in the case of research support staff, the Vice President for Finance and Administration, shall decide on further measures under labor law, civil service law, status law, or university law, as well as possible sanctions and shall initiate them accordingly.

LMU Complaints Office