Reporting Requirements

All University employees (except those specifically identified as confidential employees) are expected and required to When an allegation of misconduct is brought to an appropriate administrator’s attention, and an individual is found to have violated policy (Discrimination, Harassment, Sexual Misconduct, and Retaliation Policy, 1101), serious sanctions may be instituted to reasonably ensure that such actions are never repeated, to remedy its effects, and to enforce discipline, as appropriate.

If you’re not sure whether you have been identified as a confidential employee, please contact your supervisor, the department chair or the Office of EEO & Title IX Compliance.

Confidentiality

The University understands that confidentiality is important. However, confidentiality cannot be guaranteed. The administrators, faculty or staff responsible for implementing the Discrimination, Harassment, Sexual Misconduct, and Retaliation Policy will respect the privacy of individuals reporting or accused of discrimination or misconduct and will maintain confidentiality to the extent reasonably possible.

Examples of situations where confidentiality cannot be maintained include, but are not limited to, necessary disclosures during an investigation, circumstances where the University is required by law to disclose information (such as in response to legal process), or when an individual is in harm's way.

Depending on individual’s role at the University, there are differing reporting responsibilities and abilities to maintain confidentiality based upon laws and policy. Reporting responsibilities vary among two distinct groups.

1. Individuals with Complete Confidentiality

Certain positions that possess legal privilege granted by the state and are not required to tell anyone else your private, personally identifiable information unless there is cause for fear for your safety, or the safety of others.

These individuals include the following professional positions and can be accessed through the University’s Counseling Center:

  • On-campus Licensed Mental Health Counselors
  • On campus Health Service Providers or Registered Nurses
  • Title IX Advocacy Services
  • Off-campus Rape Crisis Resources

This privilege exists only within the context of counseling and health services sessions. These resources will provide anyone impacted by a sexual assault and/or harassment with a safe and confidential environment to discuss concerns and to become aware of possible procedures or outcomes for recourse. Individuals seeking assistance from these confidential resources shall be advised that their discussions in these settings are not considered reports of sexual assault or harassment. A complainant or respondent may seek assistance from these university officials.

2. Individuals with Full Legal Reporting Requirements

The University considers ALL OTHER EMPLOYEES (this includes RA’s and all other employees) as “responsible employees.” Responsible employees have an obligation to FULLY and IMMEDIATELY report any allegations, observations, or violations in entirety including names. Your report to a responsible employee is official notice to the University.

You have the right and can expect to have incidents of sexual misconduct to be taken seriously by the University when formally reported, and to have those incidents investigated and properly resolved through administrative procedures.Failure to properly report, prevent the occurrence, or stop known discrimination or harassment may be grounds for disciplinary action up to and including termination or expulsion.