Pursuant to the University's Reporting Policy, a "Confidential Employee" is (1) Any University employee who is a licensed medical, clinical, or mental-health professional (e.g., physicians, nurses, physicians' assistants, psychologists, psychiatrists, professional counselors, and social workers, and those performing services under their supervision), when acting in that professional role in the provision of services to a patient who is a University student ("health care providers"), and (2) any University employee providing administrative, operational, and/or related support for such health care providers in the performance of such services.
The University urges students and employees to seek emotional support after any incident of Prohibited Conduct. For this purpose, employees may seek out a Confidential Employee and/or they may seek out one or more confidential sources for crisis and ongoing counseling in the local community. More information about the options available to employees for confidential counseling and support, both at the University and in the local community is set forth in the Resource and Reporting Guide for Employees ("Employee Resource Guide"), and in the Confidential Resources Chart.
If an individual wishes to disclose information only to a Confidential Employee, the student or employee should understand that, except in limited circumstances (e.g., (1) you give written consent to disclose the information; (2) there is a concern that an individual will cause serious physical harm to self or others; or (3) the information concerns conduct involving suspected abuse or neglect of a minor under the age of 18), the University will be unable to use the information to conduct an investigation into the alleged incident or to pursue disciplinary action.
If an individual initially seeks the assistance of a Confidential Employee, the student or employee always has the right to report an incident of Prohibited Conduct to the University and/or local law enforcement. In such cases, if the individual communicates to a Confidential Employee that they wish to make a report, the Confidential Employee should support their decision and direct the individual to the Just Report It form, the Title IX Coordinator, or the Deputy Title IX Coordinator.
Employees may obtain information from Confidential Employees about how to access health or mental health services, including victim advocacy services. If an employee wishes to request remedial or protective measures (such as a no contact directive, or modifications to employment, and/or parking arrangements), the employee will be directed to the Title IX Coordinator or Deputy Title IX Coordinator. The Title IX Coordinator and Deputy Title IX Coordinator are not Confidential Employees and thus will disclose any information you share with them about the Prohibited Conduct. However, an employee may receive assistance, support, and appropriate remedial measures regardless of whether they decide to pursue or participate in a complaint or investigation under the Title IX Policy or through law enforcement. Further, if an employee wishes to request remedial or protective measures, the employee will be directed to the Title IX Coordinator or Deputy Title IX Coordinator.
Resources for Confidential Employees
Sexual and Gender-Based Harassment: What Students Need to Know, a quick reference guide for students
Sexual and Gender-Based Harassment: What Employees Need to Know, a quick reference guide for employees
Resource and Reporting Guide for Students, a detailed description of reporting options and available resources for students
Resource and Reporting Guide for Employees, a detailed description of reporting options and available resources for employees
Flowchart: Report of Student Prohibited Conduct, a quick reference guide about the Title IX procedures for students
Flowchart: Report of Employee Prohibited Conduct, a quick reference guide about the Title IX procedures for employees