理解报告

提交报告后

当你, 或者其他代表你的人, 你可能遭受过歧视的报告, 骚扰 或者性别暴力 (behavior prohibited by University 政策) as a part of your educational or work experience at DU, 第九条办公室将会做几件事.

第九条协调员将为以下目的与您联系:

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  确保你能在校内和校外获得所需的资源, 包括提供保密支持和宣传的资源, 为了安全以及其他可用的报告选项;

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  Review the University’s policies 和 procedures for options for impacted parties 和 resolution of reports including:

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  Enact supportive measures that may assist with your safety or security on campus or with your ability to continue your education or employment free from the hostile environment caused by the prohibited behavior;

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  Present options for informal resolution of some concerns (not available in cases of sexual assault). Alternative resolutions allow you to request that the University address the prohibited behavior without an investigation. 可能的选项包括, but are not limited to mediation with the person responsible for the discrimination or 骚扰, 要求被调查者完成一项教育或培训要求, sending a notice letter indicating that a concern was reported 和 any further reports will result in an investigation;

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  大学歧视调查检讨程序, 骚扰, 以及性别暴力, 包括如何审查报告和解决方案;

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  讨论你是否知道你想如何继续

新MG线上电子游戏会议请求(称为信息会议):

• You are not required to participate in the meeting or talk with the 第九条 Coordinator.
• You may bring a support person or adviser to the meeting (和 to any other meeting with any 第九条).
• You are not required to participate in any of the options discussed with you or you may decide to wait 和 participate in an option at a later time. 如果您不参与与您讨论的任何选项, your name will not be shared with other campus administrators unless your personal safety is at risk.

If your concern is appropriate for 和 you request an alternative resolution, 第九条协调员将协助安排.

如果你决定进行正式投诉和调查, the 第九条 Coordinator will refer you to the investigator(s) who will conduct the investigation.

第九条 will always try to respect the wishes of someone who has experienced gender-based discrimination, 骚扰或暴力(受影响的一方). 在极少数情况下, when there are multiple reports about the same respondent or a pattern of reports about the same program, the 第九条 Coordinator may determine that the risk to the University community is great enough that an investigation is warranted, 即使受影响的一方没有要求. 在这些情况下, the impacted party has a right to choose whether or not they will participate in any investigation the University does, 如果他们这么做了, 到什么程度?.

负责任的员工

教师 & 员工的义务

All University faculty or staff members are responsible employees for reports pursuant to the University's Discrimination 和 Harassment Policy. 这包括住房和住宿工作人员、行政助理和行政助理、行政助理和行政助理. 的 only exceptions to this requirement are people directly employed by confidential resources on campus: CAPE or the HCC. A 第九条 concern can be received by any DU employee about a student, staff or faculty member. 可报告的关注点通常是口头的和非正式的.

如果有人, 包括一个学生, 他想跟你说点机密的事, it is your responsibility to inform them that if it is something about gender-based discrimination, 骚扰或暴力, 你是一个负责任的员工. 如果他们选择不告诉你, 重要的是要告诉他们，你想让他们有个人可以谈谈, 把他们推荐给校园里的机密资源. 也, remind them that they will learn about their options 和 are not required to participate in an investigation. 您也可以将他们转介到CAPE或HCC寻求支持. None of these referrals substitutes for a report to the 平等机会办公室 &第九条.

调查不是你的责任.

Do not ask for detail the survivor does not readily disclose–through counseling support or the investigation, 其他人将与幸存者讨论细节.

Be sure to let the survivor know you are reporting 和 that a staff member from the 平等机会办公室 & 第九条, such as the 第九条 Coordinator or Deputy 第九条 Coordinator, will reach out to them.

机密的员工

A confidential employee is someone you can share information with 和 expect that the information will not be disclosed unless: (1) you give your express written permission; (2) there is a continuing threat of serious harm to you or others; (3) where there is suspected abuse or neglect of a child; or (4) there is a legal obligation to reveal such information. You can speak to a confidential resource without making a report to the University.