Employee Responsibility and Reporting Obligations

Employee Training

The University provides training to Students and Employees to ensure they understand this policy and the topics and issues related to maintaining an education and employment environment free from harassment and discrimination.

All Title IX Coordinators, investigators, decision- makers, and any person who facilitates an informal resolution process receives training on:  

• The University’s obligation to address sex discrimination in education programs or activities
• Scope of conduct constituting sex discrimination, including the definition of sex-based harassment
• All notification and information-sharing requirements

Employee Responsibility to Report

An Employee’s responsibility to report incidents of Sexual Harassment is governed by this policy. UNC Greensboro believes that students and employees may benefit from having options to disclose sexual harassment to University employees who may keep the disclosure confidential or not have to formally report it to the University. Under this Policy, every Employee is encouraged to report incidents ofSexual Harassment, however, some employees will be designated as either a “Confidential Employee,”or an “Official with Authority”. Employees are expected to be clear with a reporter about what they plan to do with any information disclosed to them. Most University employees will not be categorized as either confidential or as an official with authority. Therefore, most employees can empower reporters to decide on a course of action related to the disclosure.

Confidential Employees

Confidentiality exists in the context of laws that protect certain relationships, including with medical and clinical care providers (and those who provide administrative services related to the provision of medical and clinical care), mental health providers, counselors, and ordained clergy, all of whom may engage in confidential communications under North Carolina law. The University has designated individuals who have the ability to have privileged communications as “Confidential Employees,” as defined below. When information is shared by an individual with a Confidential Employee or a community professional with the same legal protections, the Confidential Employee (and/or such community professional) cannot reveal the information to any third party except when an applicable law or a court order requires or permits disclosure of such information.

Generally, confidential information may be disclosed when:

• the individual gives written consent for its disclosure;
• someone is clearly likely to do physical harm to themselves or another person in the near future;
• information is shared about currently occurring abuse or neglect of a child or dependent adult; or
• ordered to do so by a judge as part of judicial proceedings.

Confidential Employees at UNCG include: 

• all employees within Student Health Services
• all employees within the Campus Violence Response Center
• all employees within the Smith Campus Ministries Center

Official with Authority

An “Official with Authority” is any employee who UNC Greensboro designates as an official with authority to institute corrective measures on behalf of the University. Deans, Associate Deans, Department Heads, Directors, Associate Directors, Lecturers, Faculty, and Coaches, for example, are designated as “Officials with Authority”. Only when an “Official with Authority” is aware of an incident of Sexual Harassment will the University have actual knowledge. As defined in the Title IX Final Rule, Actual Knowledge means notice of sexual harassment or allegations of sexual harassment to the University Title IX Coordinator or any University official who has the authority to institute corrective measures.

All Other Employees

All employees not considered to be a “Confidential Employee” or “Official With Authority” are strongly encouraged to report incidents of Prohibited Conduct to ensure the University can connect with complainants to inform them of University reporting and resource options.

In addition, there may be circumstances where employees are required to report details regarding incidents of Prohibited Conduct that are disclosed to them, to their supervisors, Dean, or Title IX Coordinator. (Employees who have been designated as confidential employees, as summarized above are exempt from this requirement). 

If an employee fails to comply with a directive to report information related to incidents or allegations of Prohibited Conduct, they may be subject to discipline in accordance with school or departmental policies. 

Reporting Pregnancy or Related Conditions

Whenever a student informs a University employee of the student’s pregnancy or related conditions, the University employee is encouraged to provide the student with the Title IX Coordinator’s contact information and inform the student that the Title IX Coordinator can coordinate specific actions to prevent sex discrimination and ensure the student’s equal access to educational programs or activities.  

Please reach out to the Title IX Coordinator to inquire about specific reporting obligations.