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Employee Information

Employee Information

There are (3) general classifications of employees on campus. Two categories of employee, Confidential and Referral, have the ability to maintain a Complainant's confidentiality. Responsible Employees, while they do not have the authority to institute corrective measures, are required by the university to report incidents of Prohibited Conduct to the Title IX Coordinator.

(1) Confidential Resources (individuals listed in Section 5.07 with legally protected confidentiality): Confidential Resources can maintain the confidentiality of a Complainant's disclosures and will not share any information with the University, subject to the exception of threat to self and others, or ongoing abuse of a minor.

(2) Responsible Employees: While able to maintain an individual's privacy, Responsible Employees are required to immediately share all known details of incidents of Prohibited Conduct with only the Title IX Coordinator. Doane considers all employees referred to as "Campus Security Authorities" (CSA) under the Clery Act as "Responsible Employees" or "Mandatory Reporters" within the scope of their CSA duties (e.g. an employee serving as an advisor for a student organization is only considered a Responsible Employee when serving in that role). You can find a full list of our CSAs here.

Supervisors who receive reports of Prohibited Conduct from individuals they supervise are also required to share all known details with the Title IX Coordinator.

(3) Referral Employees: All other employees who do not fall into categories (1) and (2) will be responsible for ensuring they provide a referral to confidential resources. These individuals will be trained yearly on how to respond to disclosures of interpersonal violence and the various resources offered. These employees are not subject to reporting requirements to the Title IX Coordinator nor do they have the authority to institute corrective measures.

Training: All Responsible Employees, Campus Security Authorities, and Referral Employees are trained on an annual/ongoing basis.

Clery Act Reporting: Pursuant to the Clery Act and VAWA, the University includes statistics about certain offenses in its daily crime log and Annual Security Report (ASR) and provides those statistics to the United States Department of Education in a manner that does not include any identifying information about persons involved in an incident. The University will also issue a timely warning to the community for reports of Clery-defined conduct that constitutes a serious and ongoing threat, as outlined in the Annual Security Report. All efforts will be made to maintain the privacy of the Complainant.

Because our communities are small, we often find that students have positive, trusting relationships with employees. This can make it hard when we want to help a student, but also need to ensure they know that we are required to report their disclosure to the appropriate people. Here are some tips and guidelines for when talking with a student:

  1. If you believe a student is going to disclose an incident to you and you are required to report, politely interrupt the conversation and explain your role as a responsible employee. Do not assure them that their disclosure will remain confidential. Rather, you will maintain their privacy, but you do have to inform the Title IX Coordinator. Encourage the student to make the choice that is best for them. Do not try to sway their decision nor tell them what to do.
  2. If they decide not to disclose to you after learning about your reporting responsibilities, please direct them to our confidential services. Offer to walk them to the Counseling Center or Nurse Kelly.
  3. If the student decides to share their experience: (supporting survivors)
    1. Find a private place
    2. Active listening
    3. Take the complaint seriously
    4. Empathize
    5. Don’t judge
    6. Don’t probe for details
    7. Let the student take the lead
    8. Remain neutral yet supportive
  4. Encourage the student to seek help. Do not pressure them to do this.
  5. Again, tell them that you will have to inform the Title IX Coordinator and that the Title IX Coordinator will be in touch, but this does not mean that a formal complaint has been started. The University wants to ensure that the student has all the resources and accommodations necessary to continue their year.
  6. Ask the student if they have any immediate needs.
  7. After the student leaves, call or email the Title IX Coordinator, Leah Rediger (402.826.8118).
  8. Do not try to resolve the issue on your own.
  9. Take care of yourself. Hearing a student’s story may be difficult for some. Remember, to take care.

 

This project is supported by Grant No. 2016-WA-AX-0013 awarded by the Office on Violence Against Women, US Department of Justice. The Opinions, findings, conclusions, and recommendations expressed in this publication are those of the author(s) and do not necessarily reflect the views of the Department of Justice, Office on Violence Against Women.