Reporting Protections

It is a violation of federal law and university policy to retaliate against any person making a complaint about a Title IX violation or against any person cooperating with a related investigation.  For these purposes, “retaliation” includes harassment, intimidation, threats, coercion, or any materially adverse harm that would dissuade a reasonable student or employee from filing a complaint or participating in an investigation.  Any employee or student who retaliates in violation of the law and/or the university’s harassment policy is subject to disciplinary action.

Confidentiality 

Conversations with harassment resource personnel, the Title IX Coordinator, or any member of the faculty or staff* of the university are kept as confidential as possible, but information about incidents of sexual misconduct must be shared with relevant administrators if the university needs to take action for reasons of community safety.  In all cases, the wishes of the person initiating the conversation are given full consideration.

*Confidential Resources:  Employees who qualify for the confidentiality privilege by law will maintain strict confidentiality in all circumstances.  These include employees at the Counseling & Psychological Services (CAPS), STAR Central and other mental health professionals.  Reporting discrimination or sexual misconduct through such employees will not serve as notice to the university to address the alleged discrimination or misconduct.

Policies

 

• Title IX Compliance Policy
• Sexual Assault and Sexual Harassment Policy
• Non-Discrimination Policy
• Student Handbook, Appendix C
• Faculty Handbook, Section V
• Staff Handbook, Section 3.6
• Annual Security Report
• Consensual Relationship Policy