Civil Rights Compliance
Barge 202
(509) 963-2050

Understanding your Role as a Responsible Employee

All professional staff and faculty members of Central Washington University are responsible employees, unless specifically designated as a confidential resource.

Disclosure of sexual misconduct to responsible employees will require the incident to be reported to the Title IX Coordinator.

Responding to a Sexual Misconduct Disclosure

Be Transparent

  • Share that you have to report what has been disclosed
  • Note that the Title IX Coordinator will reach out to the person who made the disclosure, whether they are were directly impacted by the alleged incident or just have knowledge of it
  • Emphasize that responding to or engaging with the Title IX Coordinator is optional

Be Supportive

  • Share that they can disclose as much or as little information to you as they would like
  • Do not attempt to investigate what was disclosed to you
  • Keep the disclosure as private as possible
  • Do not press them for more information than they are willing to share
  • Avoid "why" questions

Ask How to Help

  • Ask them if any additional information, on-campus or off-campus resources, or other form of support would be helpful
  • Do not make assumptions about the person, their needs, or their situation

Frequently Asked Questions (FAQs) Regarding Responsible Employee Reporting

  • How to Report Sexual Misconduct

    Use the Concern and Support (reporting) form to report incidents of sexual misconduct to the Title IX Coordinator.

    Report Sexual Misconduct

  • What to Report as a Responsible Employee

    Responsible Employees are expected to report any and all information involving:

    • Sexual Assault
    • Stalking
    • Dating Violence
    • Domestic Violence
    • Sexual Harassment (Quid pro quo / Hostile Environment)
    • Sex and/or Gender Discrimination
  • When to Report Disclosed Information About Sexual Misconduct

    Any disclosed information about alleged sexual misconduct should be reported immediately to the Title IX Coordinator, ideally within 24 hours of receiving the report or disclosure.

  • What to Include in Your Report

    Responsible Employees are required to share all relevant information about the potential sexual misconduct that was shared during the disclosure, including, but not limited to:

    • The person who disclosed the alleged sexual misconduct
    • The person who experienced the alleged sexual misconduct (if known)
    • The name of the alleged perpetrator (if known)
    • The identity of other persons involved in the alleged sexual misconduct (if known)
    • The relevant facts, including the date, time, and location of the alleged misconduct (if known)

    However, do not attempt to investigate the reported incident or press for more information if the elements outlined above are unknown.

  • What Happens After a Report?

    The Title IX Coordinator will review the reported information and reach out to the Reporting Party/Complainant to offer supportive measures, as well as to discuss investigation and resolution processes, if appropriate.

    The Title IX coordinator will also confirm receipt of the report to the responsible employee but cannot provide any additional update or information about the situation beyond that.

    To learn more about what happens after a University report is made, visit the "What Happens After a Sexual Misconduct Report" page.