Title IX Process and Your Role as a Responsible Employee 10/28/2019 12:22 AM Title IX Process and Your Role as a Responsible Employee November 13, 2018 Dr. Michelle Reinken, Title IX Coordinator Title IX Office © 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries. The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

Responsible Employees

Title IX of the Education Amendments of 1972 Prohibits discrimination on the basis of sex in educational programs or activities operated by recipients of federal financial assistance (UNC Charlotte) Sexual harassment is a form of sex discrimination Sexual assault and other forms of sexual misconduct is sex discrimination

Title IX of the Education Amendments of 1972 If UNC Charlotte (you) receives a report of sexual harassment, sexual assault, or other sexual misconduct the University must: Investigate what occurred; Stop the discrimination; Remedy the effects; and Prevent its recurrence. On notice to respond once a disclosure has been made to a RE

Responsible Employee According to Title IX, a “Responsible Employee” is any employee that: Has the authority to take action to redress sexual harassment/violence; Has been the duty to report sexual harassment/violence or any other sexual misconduct by students to the Title IX Coordinator; or Is someone a student could reasonably believe has this authority or responsibility Examples All Faculty, Teaching Assistants, Housing Staff, PPS, Athletics Staff, HR, Staff with Supervisory Responsibilities RE vs. reporting due to a culture of care and wanting students to have access to resources/accommodations *Verbiage in syllabus

Reporting Go to incidentreport.uncc.edu Select Report of Sexual and Interpersonal Misconduct IR Be sympathetic and actively listen Remember that you do not decide whether a person is telling the truth or what type of crime (if any) was committed; you are simply reporting what was disclosed to you Provide the Interpersonal Resource Guide

Interpersonal Violence Resource Guide Provide a hard copy and/or send via email Available at titleix.uncc.edu Information on resources, accommodations, DV protection orders, preservation of evidence, student conduct process, etc.

Title IX Office – Cone 349 Dr. Michelle Reinken Title IX Coordinator Alex Tompkins Title IX Case Manager Christine Weigel Lead Investigator

Case Management / Student Support Accommodations Academic Housing Safety Planning No Contact Orders Resources CAPS* Student Health Center* Center for Wellness Promotion* Police and Public Safety Off-Campus Victim Advocacy Local Hospitals * Confidential Resources

Police Students may choose whether to report the incident to police Their options include: Contacting police (either campus police or local police) Choosing not to contact police Being assisted (by you) in notifying police The University process (including academic and housing accommodations, counseling or other wellness help, and student disciplinary process) is completely separate from a criminal case

Other Reporting Options For sexual misconduct, relationship violence, or stalking, Title IX Coordinator Dr. Michelle Reinken - 704.687.6130 Title IX Deputy Coordinators Christine Reed Davis (Students) - 704.687. 0345 Kim Whitestone (Athletics) - 704.687.4955 Katherine Hall-Hertel (Academic Affairs) - 704.687.5661 Jeanne Madorin (Human Resources) - 704.687.0659 For other crimes on campus Police and Public Safety - 704.687.2200

Title IX Process

What Happens After I Submit an IR? Incident Report is routed to the TIX Coordinator Consideration of Interim Measures as appropriate Outreach letter(s) sent from the TIX Case Manager Two outreach attempts via email and a call as appropriate Invitation to meet with the TIX Case Manager Interpersonal Violence Resource Guide provided If student elects not to engage, case will be closed with the option to reopen in the future if requested Student elects to meet with the TIX Case Manager Discussion of resources and support options Discussion of formal resolution processes as appropriate Student indicates how they would like to proceed TIX Case Manager executes desired resources and continues case management as appropriate Proceed with formal resolution process if applicable

Resources and Accommodations Vast majority of student engaging in our process = accommodations Types of accommodations in more detail Details regarding letter sent to faculty/expectations of working directly with student ***Same accommodations offered to Respondent if in a Formal process.

Conduct Process Empower student to decide next steps: Trauma Informed = Rempowerment Types of cases that move forward = tend to be more egregious violations and/or simultaneous criminal investigation Generally attorney involvement The Title IX Coordinator will weigh the Complainant's request(s) for confidentiality and/or wish not to proceed with an investigation or the University student conduct process against the University’s obligation to provide a safe, non-discriminatory environment for all Students. Specifically, the Title IX Coordinator may consider the following factors: Seriousness of allegations; Pattern of behavior; Threatened further SIM violence/retaliation; Multiple Complainants; Weapons *TIX Coord. presenting case to Direction of Student Conduct ***Support offered to Respondent – Outreach letters sent; accommodations/resources offered *The University strives to investigate and resolve cases of alleged Sexual and Interpersonal Misconduct within sixty (60) Days of the initial report, excluding any appeal(s). In the University’s experience, however, circumstances including, but not limited to, parallel criminal investigations, multiple witnesses, and difficulties with availability and scheduling, almost always exist; therefore, many cases may take up to one hundred twenty (120) Days to be resolved. Both the Respondent and the Complainant will be notified in writing if the investigation and resolution will take more than one hundred twenty (120) Days and of the reason(s) for the delay.

Supporting Faculty and Staff

Hypotheticals… If I had a student that shared… In an assignment my student stated… I overheard in the hallway… My TA told me… A student shared with me concerns regarding another faculty/staff member who… *My department’s Graduate Assistant disclosed… So, last year I heard… A student working with your office has asked for… GA = not necessarily…. Direct supervisor = RE; not Direct Supervisor = Culture of Care

Training Opportunities Clery/Responsible Employee Training Confidential Employee Title IX Education Bystander Intervention in Relation to Title IX General Title IX Education Trauma-Informed Education Group or Organization Specific Presentations Others as Requested

Education Resources Response Respect Title IX Office Cone 349 704.687.6130