All employees who have the authority to hire, promote, discipline, evaluate, grade, formally advise, or direct faculty, staff, or students are considered "responsible employees" and are required to report alleged misconduct to OIEC. This includes, but is not limited to resident advisors, teaching assistants, professors, academic advisors, coaches, or other university employees with supervisory authority.

This means:

  • A responsible employee who becomes aware of sexual misconduct (including sexual assault, exploitation and harassment) intimate partner abuse (including dating and domestic violence), and stalking, discrimination, harassment, or related retaliation involving any member of the CU community must report it to OIEC.
  • Responsible employees by definition are mandatory reporters and must relay all of the information disclosed to them to OIEC. This includes:
    • Name of the person allegedly subjected to misconduct
    • Name of the person alleged to have engaged in misconduct
    • Name of any alleged witnesses
    • Any other relevant facts, including the date, time, and specific location of the alleged incident.
  • This applies whether the member of our community is the person who was subjected to the misconduct or the person accused of the misconduct.
  • This applies regardless of where or when an incident occurred, including if it occurred off campus and/or before they were a member of the campus community.
  • This applies regardless of how the information was conveyed to a responsible employee (whether spoken, written, or through a third party).

  • To ensure a safe and nondiscriminatory environment for the community, and ensure that impacted individuals receive appropriate support services.
  • OIEC partners with various confidential CU Boulder resources, including the Office of Victim Assistance (OVA), Counseling and Psychiatric Services (CAPS), Faculty Staff and Assistance Program (FSAP), and Ombuds, to ensure individuals receive all the support needed following an incident. OIEC coordinates with nonconfidential offices as well, such as Student Support and Case Management (SSCM) and the Behavioral Intervention Team (BIT), to ensure support and safety.
  • Even if an impacted individual does not want to move forward with an informal or formal process, OIEC provides support and safety measures, such as changes to academic, living, transportation, and working situations. Referrals to available support services are provided to all people who may be involved in a reported incident.
  • Often, someone only tells a responsible employee a fraction of what has been happening. OIEC provides a safe environment for the person to discuss their concerns. OIEC can address those concerns by learning who is involved, what has been occurring, and why someone believes the conduct is occurring. This allows OIEC to help individuals explore the range of options for safety and assistance and for resolving their concerns.
  • In order to enforce the policies, OIEC must be aware of the concerns. Once OIEC is made aware, appropriate action can be taken to promptly address the matter and get the prohibited conduct to stop.

Many people are confused about the differences between reporting purposes under the Jeanne Clery Act and mandatory reporting to OIEC. This document helps clarify these differences to ensure people understand the various reporting obligations university employees may have.