VIII. Obligations of University Employees
All Carnegie Mellon community members are strongly encouraged to report information about potential violations of this Policy to the Title IX Coordinator. Sharing information with the Title IX Coordinator does not initiate a formal investigation or impose any obligations on the Complainant. However, disclosing information to the Title IX Coordinator enables the university to offer supportive measures to the party so that they may maintain equal access to their education and work environments.
Responsible Employees have a heightened obligation to report information of potential policy violations. All Staff and Faculty who are Responsible Employees are required to promptly share with the Title IX Coordinator all details they receive in the scope of their employment about Prohibited Conduct. Responsible Employees can make a report to the Title IX Coordinator by contacting the Office for Institutional Equity and Title IX.
Failure by a Responsible Employee to promptly share with the Title IX Coordinator all details they receive, including names of involved parties, in the scope of their employment about Prohibited Conduct may subject them to appropriate discipline, up to and including removal from their position.
The following positions are Responsible Employees:
- University administrators and supervisors; and
- Employees holding any of the roles or titles list below, including those serving in an interim or acting basis:
Faculty or Staff Administrators
- Vice-Presidents (including those serving in associate and assistant roles);
- Vice-Provosts (including those serving in associate and assistant roles);
- Deans (including those serving in associate and assistant roles);
- Department Chairs (including those serving in associate and assistant roles, graduate chairs, and undergraduate chairs);
- Directors; and
- Supervisors (i.e., employees who have authority to hire, transfer, suspend, layoff, recall, promote, discharge, reward, or discipline other employees).
- All Staff members (including any individual, whether an employee or not, who serves as a coach of a club sports team), excluding administrative assistants, custodial, maintenance, and dining employees; and
- Community Advisors and Resident Assistants in Residential Education.
- All Staff members, excluding administrative assistants, custodial, maintenance, and dining employees.
- All Staff members
- All Human Resources Staff members (central, school, college, division, and/or unit) who are responsible for handling employment issues, excluding clerical and transactional employees;
- All Staff members and Faculty members who provide oversight to or travel with Students on university-related travel abroad, including university-sponsored study abroad, research, fieldwork, or internship programs. Unless designated as a Responsible Employees in another role at the university, staff and Faculty members who provide oversight to or travel with Students on university related travel abroad, are only considered Responsible Employees with respect to concerns they become aware of connected to the program with which they provide oversight or travel abroad with Students; and
- Faculty and Staff members serving as identified advisers to student organizations.
Confidential Resources, such as individuals employed at CaPS and the University Health Center, acting in that capacity, are not Responsible Employees. Nevertheless, these individuals can serve as connection points to Supportive Measures through the Office of Title IX Initiatives if desired by a party.
Responsible Employees are not required to report when incidents of Prohibited Conduct are communicated/disclosed during a classroom discussion, in an assignment for a class (and in discussions outside of class time (e.g., during office hours) related to the assignment), or as part of a research project directly associated with the class.
Responsible Employees also are not required to report information disclosed at sexual misconduct public awareness events (e.g., Take Back the Night, candlelight vigils, protests, or survivor speak-outs in which participants may disclose incidents of Prohibited Conduct).
If you are unsure of whether you are a Responsible Employee, please contact the Title IX Coordinator in order to help clarify your role and responsibilities.