Underst和ing 报告

提交报告后

当你, or someone else on your behalf, reports that you may have experienced discrimination, 骚扰 or gender-based violence (behavior prohibited by University 政策) as a part of your educational or work experience at DU, there are several things the 第九条办公室 will do.

的 第九条 Coordinator will reach out to you for the following purposes:

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  Make sure you have access to the resources you need on- 和 off-campus, including resources for confidential support 和 advocacy, for safety 和 for other reporting options when they are available;

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  Review the University’s policies 和 procedures for options for impacted parties 和 resolution of reports including:

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  Enact supportive measures that may assist with your safety or security on campus or with your ability to continue your education or employment free from the hostile environment caused by the prohibited behavior;

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  Present options for informal resolution of some concerns (not available in cases of sexual assault). Alternative resolutions allow you to request that the University address the prohibited behavior without an investigation. Possible options include, but are not limited to mediation with the person responsible for the discrimination or 骚扰, asking that the respondent complete an educational or training requirement, sending a notice letter indicating that a concern was reported 和 any further reports will result in an investigation;

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  Review procedures for University investigation of discrimination, 骚扰, 和 gender-based violence, including how reports are reviewed 和 resolution options;

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  Discuss whether you know how you would like to proceed

About the request for a meeting (called an informational meeting):

• You are not required to participate in the meeting or talk with the 第九条 Coordinator.
• You may bring a support person or adviser to the meeting (和 to any other meeting with any 第九条).
• You are not required to participate in any of the options discussed with you or you may decide to wait 和 participate in an option at a later time. If you do not participate in any of the options discussed with you, your name will not be shared with other campus administrators unless your personal safety is at risk.

If your concern is appropriate for 和 you request an alternative resolution, the 第九条 Coordinator will assist with arranging it.

If you decide to move forward with a Formal Complaint 和 investigation, the 第九条 Coordinator will refer you to the investigator(s) who will conduct the investigation.

第九条 will always try to respect the wishes of someone who has experienced gender-based discrimination, 骚扰 or violence (impacted party) at DU. 在极少数情况下, when there are multiple reports about the same respondent or a pattern of reports about the same program, the 第九条 Coordinator may determine that the risk to the University community is great enough that an investigation is warranted, even if the impacted party did not request it. 在这些情况下, the impacted party has a right to choose whether or not they will participate in any investigation the University does, 如果他们这么做了, 到什么程度?.

Responsible Employees

教师 & 员工的义务

All University faculty or staff members are responsible employees for reports pursuant to the University's Discrimination 和 Harassment Policy. This includes housing 和 residential staff, RAs 和 RDs, GTAs 和 GRAs. 的 only exceptions to this requirement are people directly employed by confidential resources on campus: CAPE or the HCC. A 第九条 concern can be received by any DU employee about a student, staff or faculty member. Reportable concerns are typically verbal 和 informal.

如果有人, 包括一个学生, asks to speak to you about something confidential, it is your responsibility to inform them that if it is something about gender-based discrimination, 骚扰 or violence, you are a responsible employee. If they choose not to tell you, it is important to tell them you want them to have someone to speak with, 和 refer them to a confidential resource on campus. 也, remind them that they will learn about their options 和 are not required to participate in an investigation. You can also refer them to CAPE or the HCC for support. None of these referrals substitutes for a report to the 办公室 平等的机会 &第九条.

It is not your responsibility to investigate.

Do not ask for detail the survivor does not readily disclose–through counseling support or the investigation, other will address the details with the survivor.

Be sure to let the survivor know you are reporting 和 that a staff member from the 办公室 平等的机会 & 第九条, such as the 第九条 Coordinator or Deputy 第九条 Coordinator, will reach out to them.

Confidential Employee

A confidential employee is someone you can share information with 和 expect that the information will not be disclosed unless: (1) you give your express written permission; (2) there is a continuing threat of serious harm to you or others; (3) where there is suspected abuse or neglect of a child; or (4) there is a legal obligation to reveal such information. You can speak to a confidential resource without making a report to the University.