The information on this page is intended to help university employees understand their responsibilities to report incidents of prohibited discrimination including sexual harassment and sexual assault as established by the Student Sexual and Gender-Based Harassment and Violence Complaint and Response Policy.
The previous policy still remains effective after September 15, 2017, as to all other forms of prohibited discrimination and harassment based on any other protected status. It still designates all university employees, except confidential or otherwise exempted, as responsible employees. A responsible employee must still report all information related to instances of non gender or sex-based discrimination and harassment. Visit the Affirmative Action and Equal Opportunity website for more information.
As part of the University of Oregon community, you are part of the solution.
All employees are expected to do the following when responding to disclosures to promote a compassionate campus community:
Respond with respect and kindness.
Listen to the student before handing out referrals and information.
Be sensitive to the needs of the survivor, without being judgmental, paternalistic, discriminatory, or retaliatory.
If the student appears under 18, ask. If the student is under 18, explain the reporting requirements for minor "abuse."
Every university employee is in one of three categories, each with specific obligations if a student discloses an incident of prohibited conduct. The categories are described below with links to more information and instructions for meeting reporting obligations:
Employees who have the authority to address prohibited conduct and whom students would reasonably expect to have the authority to remedy prohibited conduct.
Offer students information, resources, support, and ability to report if that is the student's choice.
Professional obligations and/or commitment to confidentiality provide an additional layer of confidentiality while offering information, resources, support and reporting options.
Supervisors of Student Employees
Supervisors of student employees have specific reporting requirements related to workplace harassment or discrimination. Please refer to the supervisors webpage for more information about reporting responsibilities.
Privacy and Confidentiality are NOT the same
It is very important to understand and accurately apply the meaning of confidentiality. This term applies to a Confidential Employee (as described above) and is a very specific term that implies a greater ability to protect information that is disclosed. A confidential resource means that information shared is protected by federal and state laws and generally cannot be shared without the explicit permission of the person who shared that information, or unless otherwise allowed to be shared under state or federal law.
Student-Directed Employees may offer greater privacy because they are not required to report certain information to the university. However, any information that the employee receives may still be accessed by university or court proceedings. This means, for example, that the employee could still be called as a witness or required to turn over any related documents or notes the employee keeps.
For more information, visit the What is a Confidential Resource? webpage.
Other Reporting Obligations and Exemptions
There are several, often overlapping, reporting obligations for employees to keep in mind. It is important to understand the different reporting obligations and how they apply to incidents of student disclosure. Employees should also be aware of exemptions to the Student Sexual and Gender-Based Harassment and Violence Complaint and Response Policy.
A confidential resource is always available if you are uncertain of your obligation to report and wish to speak with someone to figure out if your obligation may be to report.