During the Spring 2021 semester, OIE staff members will continue to work remotely to address reports of sexual misconduct, protected class harassment and discrimination, and conflict of interests in cases of amorous relationships. To schedule a virtual meeting or a phone call with OIE, individuals can email the office at equity@uccs.edu. OIE also accepts reports via their online reporting form found here: https://equity.uccs.edu/reporting/reporting-form

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Mandatory Reporting

Reporting

Mandatory Reporting

Reporting Requirement

A Responsible Employee who witnesses or receives a written or oral report alleging that a member of the University community has been subjected to or has committed an act of sexual misconduct, protected class discrimination and harassment, or related misconduct must promptly report it to the Office of Institutional Equity (OIE). A failure to report this information promptly to the OIE is a policy violation.

If an individual discloses an incident to a Responsible Employee who by definition is a mandatory reporter, but the individual wishes to maintain privacy and requests that no resolution process be pursued, that no disciplinary action be taken, or that the allegation not be reported to law enforcement, the Responsible Employee remains required to report all relevant information to the OIE.

Who is a Responsible Employee?

A responsible employee is any employee who:

  1. Has the authority to hire, promote, discipline, evaluate, grade, formally advise, or direct faculty, staff, or students;
  2. Has the authority to take action to redress prohibited conduct; and/or
  3. Has been given the duty of reporting incidents of sexual violence or any other misconduct by students to the Director of Institutional Equity.

Examples of responsible employees include, but are not limited to: faculty, teaching assistants, residence advisors, academic advisors, coaches, supervisors, and anyone who leads, administers, or directs University programs.

*This does not include any medical, mental health, Ombuds, or counseling office personnel, in addition to any other offices covered by a statutory privilege or designated in campus procedures as not subject to mandatory reporting to the University.

What information does a Responsible Employee need to report?

The Responsible Employee is required to promptly report to the OIE all known details about the alleged prohibited conduct, including:

  1. Name(s) of the complainant(s);
  2. Name(s) of the respondent(s);
  3. Name(s) of any alleged witnesses; and
  4. Any other relevant facts, including the date, time, and specific location of the alleged incident.

If the Responsible Employee does not know all the above details, the Responsible Employee must still make a report with the available information. If the Responsible Employee is unable to provide this information at the time of making an initial report, but later becomes aware of additional information, the Responsible Employee must supplement the prior report.

*Responsible Employees are not required to report prohibited conduct to which they have been personally subjected to the OIE, but are nonetheless encouraged to report.

How does a Responsible Employee report to OIE?

Call the Office of Institutional Equity main line at 719-255-4324, email us at equity@uccs.edu, or fill out our Webform.


Amanda Allee, Ph.D.

Director Of Institutional Equity
Title IX Coordinator

Call: 719-255-3834
Email: aallee@uccs.edu or equity@uccs.edu

Main Hall Room 201
1420 Austin Bluffs Parkway
Colorado Springs, Colorado 80918

 

Why does a Responsible Employee need to report?

The University views reporting misconduct as fundamental to its ability to provide a campus environment that allows equal access to educational and employment opportunities. By reporting to the OIE, a Responsible Employee is:

  • Ensuring the Complainant is safe. In addition to addressing the concerns, the Office of Institutional Equity often partners with other UCCS resources to ensure the Complainant is receiving all the support the individual needs during a time where they are often anxious, stressed, and confused.
  • Allowing the OIE to understand the true nature and scope of the Complainant’s concerns. Often, Complainants only tell the responsible employee a fraction of what has been going on with the Respondent(s). The OIE provides a safe environment for the Complainant to discuss their concerns in depth. In exchange, the OIE can address those concerns by learning who is involved, what has been occurring, why the Complainant believes the conduct is occurring, and what the Complainant would like to see happen.
  • Helping get the behaviors to stop. In order to enforce the policies, the OIE must be aware of the concerns. The OIE has been tasked with ensuring individuals are acting in accordance with the policies and is in the best position to promptly and consistently address concerns across the campus.