Responsible Employees

Any employee of a postsecondary institution is a Responsible Employee and Mandated Reporter. 

An employee who receives a direct statement regarding or witnesses an incident of power-based violence committed by or against a student or employee is a Responsible Employee (unless they are designated specifically as a Confidential Advisor). A Responsible Employee shall promptly report the incident to the Institution’s Title IX Coordinator. If an individual chooses to make an initial report to an employee other than the Title IX Coordinator, that employee must refer the information to the Title IX Coordinator because the Title IX Office bears responsibility for responding to reports of power-based violence. Once the information is received by the Title IX Coordinator, it should constitute a Report. If an employee believes an individual may intend to share any information regarding an instance of power-based violence, the employee should seek to confirm that the reporting party understands the employee’s obligations as a mandatory reporter. If the reporting party would prefer to speak with a confidential resource, the employee should direct the reporting party to a confidential resource. Institutions must provide a list of confidential resources in their policies. 

A Responsible Employee Must Report the Following to the Title IX Coordinator:  

1. The identity of the alleged victim  
2. The identity of the alleged perpetrator  
3. The type of power-based violence or retaliation alleged to have been committed  
4. Any other information about witnesses, location, date, and time that the incident occurred  
5. Any other relevant information  

According to state law, a Responsible Employee is not required to make a report if information involving power-based violence was received under the following circumstances:  

1. During a public forum or awareness event in which an individual discloses an incident of power-based violence as part of educating others  
2. Disclosure made in the course of academic work consistent with the assignment  
3. Disclosure made indirectly, such as in the course of overhearing a conversation