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) (collectively "Health Care Providers"), when performing the duties of that professional role; (2) any University employee when performing administrative, operational, and/or related support for such health care providers; (3) any University employee who is an Athletic Trainer working under the supervision of a licensed medical or healthcare professional when performing the duties of that professional role; and (4) the University Ombuds when performing the duties of that professional role.
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 a student or employee wishes to request remedial or protective measures (such as a no contact directive, academic modifications and support, or modifications to University residence, employment, and/or parking arrangements), the student or 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, a student or 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 Sexual Misconduct Policy or through law enforcement.
Resources for Confidential Employees
Sexual and Gender-Based Harassment: What Students Need to Know, a quick reference guide for students
Sexual and Gender-Based: What Employees Need to Know, a quick reference guide for employees
Resource and Reporting Guide for Students, a detailed description of available resources for students
Resource and Reporting Guide for Employees, a detailed description of available resources for employees
Flowchart: Title IX Grievance Process, a quick reference guide about Prohibited Conduct under the Grievance Process
Flowchart: Procedures for Sexual or Gender-Based Misconduct, a quick reference guide about Prohibited Conduct under the Misconduct Procedures