Mandatory reporting

The Office of Institutional Equity and Compliance (OIEC) is responsible for addressing sexual misconduct (including sexual assault, exploitation and harassment, intimate partner abuse, and stalking), protected class discrimination and harassment, and any related retaliation at CU Boulder.

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 to OIEC.

This means:

• A responsible employee who becomes aware of sexual misconduct (including sexual assault, exploitation, and harassment, intimate partner abuse, and stalking), discrimination or harassment involving any member of the CU community must report it to OIEC.

• 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 or how the information was conveyed to a responsible employee.

• The purpose of mandatory reporting is to ensure safety, offer support and resources (such as the Office of Victim Assistance), understand the scope of the concern, and to get the behavior to stop.

• When in doubt, contact OIEC for further guidance at 303-492-2127 or report at cureport@colorado.edu.

If you are considering reporting a concern, you can explore your options. There are skilled people who deal with a range of harmful behaviors that impact members of the CU community.

If you are a responsible employee looking to better understand your obligation to report, read more about what mandatory reporting means and when it applies.

Discrimination & Harassment

Unfair treatment, abusive words or expressions, or intimidating behavior aimed at any member of the campus community based on an aspect of identity protected by CU Boulder policy is reportable to the university.

Learn more about reporting discrimination and harassment.

Sexual Assault, Stalking & Abuse in a Relationship

Sexual behavior that is unwanted, unwelcome, or not consensual, abuse within an intimate or dating relationship, and stalking are reportable to the university and/or police. The policy applies to current or past behavior, on or off campus, whether the perpetrator is known or unknown.

Learn more about reporting sexual assault, stalking, and abuse in a relationship.

Hazing & Other Abusive Conduct

Hazing refers to any activity expected of someone joining a group (or to maintain full status in a group) that humiliates, degrades or risks emotional and/or physical harm, regardless of the person's willingness to participate and is reportable to the university.

Learn more about reporting hazing.

Concerns About Someone

If a member of the CU community is a potential threat to themselves or others, or appears distressed, withdrawn, depressed, anxious, or in crisis, you can make a referral to case managers on campus who will outreach to the person of concern and offer resources and supportive services.

Learn more about reporting concerns about someone.

Classroom Disruptions

Behavior in a classroom or an academic setting (e.g., office hours or conversations with a faculty member) that interferes with normal academic functions is considered disruptive and there are options for addressing concerns. This doesn’t mean civil discourse or disagreements within an academic setting, but rather behavior that hinders the educational process. This applies when the behavior is directed at other students or faculty members.

Learn more about reporting classroom disruptions.

Ethics Concerns

There are resources for understanding the university standards for ethical behavior in academics settings, research activities, and professional conduct. This page includes links to policies and guidelines, and information about where to report concerns of ethics violations or research misconduct. There are also options for anonymous reporting.

Learn more about reporting ethics concerns.

Policy Number 3054, Section E

Any faculty or staff member who is considered a Responsible Employee, as defined herein, who witnesses or receives information regarding possible prohibited protected class discrimination or harassment is required to promptly report the information to the Office of Equity or his or her designee. Such information about the alleged conduct, where possible, should include:

• Name of the alleged complainant(s);

• Name of alleged respondent(s);

• Name of any alleged witnesses; and

• Any other relevant facts, including the date, time and specific location of the alleged incident.

All other individuals who become aware of an incident of Prohibited Conduct are highly encouraged to report all known details about the Prohibited Conduct to the University Office of Equity by telephone, email, in person, or through the University’s online Incident Report Form.

The University may have an obligation to report to the police, keeping the name of the victim confidential, in circumstances where the incident includes an allegation that a crime has been committed.

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

A responsible employee who witnesses or receives a written or oral report or complaint of sexual misconduct, protected class discrimination and harassment, or related retaliation must promptly report it to the Title IX Coordinator/Office of Institutional Equity (OIE). A failure to report this information promptly to the Title IX Coordinator/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 investigation be conducted, 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 Title IX Coordinator/OIE.

A responsible employee is any employee who:

• Has the authority to hire, promote, discipline, evaluate, grade, formally advise, or direct faculty, staff, or students;

• Has the authority to take action to redress sexual misconduct as defined herein; and/or

• Has been given the duty of reporting incidents of sexual violence or any other misconduct by students to the Title IX Coordinator.

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.

• To ensure that the Complainant, the person alleging the misconduct 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.

• 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.

• To 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 employees are acting in accordance with the policies and is in the best position to promptly and consistently address concerns across the campus.