1. Title IX Process and Your Role as a Responsible Employee
10/28/ :22 AM
Title IX Process and Your Role as a Responsible Employee
November 13, 2018
Dr. Michelle Reinken, Title IX Coordinator
Title IX Office
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2. Responsible Employees

3. 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

4. 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

5. 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

6. 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

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

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

9. 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

10. 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

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

12. Title IX Process

13. 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 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

14. 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.

15. 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.

16. Supporting Faculty and Staff

17. 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

18. 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

19. Education Resources Response Respect
Title IX Office
Cone 349