Stephen F. Austin State University

Mandated Reporters

Mandatory Reporters for Title IX and other Discrimination Complaints

All employees must report incidents of sexual misconduct and gender discrimination to the Title IX Coordinator or Deputy Coordinator immediately upon learning of the incident. Other incidents of civil rights discrimination (such as adverse employment action based on a protected category) should be reported in a timely manner to the Title IX Coordinator, Director of Human Resources, or the ADA Coordinator.

Based on the circumstance and your relationship with the university you may have different reporting duties that may fall into one or more of the following categories:

Responsible Employees

Responsible Employees are those who have the authority to address and remedy sexual misconduct and gender-based discrimination or those who a student or another employee would reasonably believe to have such authority or obligation. All supervisors are responsible employees but not all responsible employees are supervisors. Responsible employees must report known details of the incident as well as the names of the alleged complainant and respondent. Examples of responsible employees are Directors, Department Heads, Deans, Vice Presidents, Managers, Supervisors, Police Officers, Residence Life Coordinators, Area Coordinators, Resident Directors, Community Assistants, Coaches, Advisors, Office of Legal Affairs, Human Resources, and Office of Student Conduct.

Confidential Employees

Confidential Employees are those individuals who have a confidentiality privilege (within the scope of their job duties) to protect the personal identification of a complainant. These confidential employees (i.e. health care professional, licensed counselors, etc.) can fulfill their reporting requirements by making general reports for statistical purposes and pattern tracking but do not divulge personally identifiable information without client consent. Employees who do not have a confidentiality privilege should not promise confidentiality to a complainant. An employee can tell the complainant that she/he will only tell the individuals that must know and will do her/his best to protect the complainant's identify but cannot promise confidentiality. If the complainant wants confidentiality, then he/she must be referred to a Confidential Employee (i.e. health care provider or licensed counselor).

Reporting Employees

Reporting Employees can satisfy their duty to report by making the Coordinator or Deputy Coordinator aware of incidents of sex/gender misconduct and discrimination but may withhold personally identifiable information (at least initially). This fulfills reporting requirements for the Clery Act and Title IX but doesn't require the reporting employee to divulge the name or information of the complainant. A reporting employee can always pass along all known information if the complainant wishes for this to occur. If the Coordinator or Deputy Coordinator deems that there is a significant threat to the campus community, the reporting employee may be required to divulge additional information regarding the complainant or the incident.