IV. B. Reporting a Violation of this Policy: Official Reporting Options

IV. B. Reporting a Violation of this Policy: Official Reporting Options

IV.  B.  Reporting a Violation of this Policy: Official Reporting Options

If survivors wish the College to investigate an incident of sexual or relationship misconduct, they must make an Official College Report.  Any individual subjected to conduct covered by this Policy by a Central College student or employee (on campus, or in a program or activity under Central College jurisdiction), or any Central College student or employee who is a survivor of such conduct perpetrated by an employee, student or third party is encouraged to report the incident formally to the Title IX Coordinator (Peggy Fitch, Vice President for Student Development, TitleIX@central.edu or 641-628-5249). The Title IX Coordinator will assist in making determinations around requests for confidentiality as explained immediately below and in arranging for a prompt investigation into the report as is explained in the “Investigation” section of this Policy. At the time of the report, a copy of this policy will be provided to both the complainant and the respondent.   

  1. Reports to “Responsible Employee” other than the Title IX Coordinator

 As noted above, an individual who is subjected to conduct covered by this Policy is encouraged to make an official college report directly to the Title IX Coordinator. However, a report to another responsible employee of the college will be also addressed by the College.  A “responsible employee” is a College employee who has the authority to redress the matter, who has the duty to report such incidents, or who a student or employee could reasonably believe has this authority or duty. At Central College all employees (including student employees) are considered “responsible employees” unless the employee is acting as a victim counselor, chaplain, or campus counselor covered by the confidential reporting options listed above. When a complainant tells a responsible employee, other than the Title IX Coordinator, about an incident involving conduct covered by this Policy, the individual has the right to expect the College to take immediate and appropriate steps to investigate what happened and to resolve the matter promptly and equitably.  Consequently any responsible employee must report to the Title IX Coordinator all relevant details shared by the complainant concerning conduct covered by this Policy including the names of the complainant and respondent(s), any witnesses, and any other relevant facts, including the date, time and specific location of the alleged incident. Responsible employees are not to investigate and are not required to obtain proof of any actual Policy violation; but rather, the responsible employees should promptly report the available information to the Title IX Coordinator for processing under this Policy. To the extent possible, information reported to any responsible employee will be shared only with people responsible for handling the College’s response to the report. A responsible employee should not share information with law enforcement without the survivor’s consent, unless the survivor has also reported the incident to law enforcement.  

  1. Requests for Confidentiality 

If the complainant wants to make an Official College Report, but also maintain confidentiality, the College will consider the request taking into account the following considerations. Any such request for confidentiality should be reported to the Title IX Coordinator, either by the complainant or by another responsible employee who receives the report. The Title IX Coordinator will weigh the request for confidentiality against the College’s obligation to provide a safe, non-discriminatory environment for all students and employees, including the complainant. In conducting this analysis, the Title IX Coordinator will weigh the complainant’s request and preferences against factors such  as: the seriousness of the alleged misconduct; the complainants’ age; whether there have been other complaints against the accused that increase the risk of the campus community or whether this is  a first-time complaint; whether the alleged incident involved threatened future sexual violence or use of force or a weapon; whether an incident involved multiple respondents; whether an incident involved alcohol, drugs, or any date rape drug; FERPA privacy consideration; and whether the school has other methods for obtaining relevant evidence (i.e., security cameras or physical evidence). Based on this assessment, Central will decide whether to honor the complainant’s preferences or whether to investigate and adjudicate a violation of this Policy. 

 There may be times when the College may not be able to honor a complainant’s request for confidentiality in order to provide a safe, non-discriminatory environment for all students and employees.  If Central decides that action is required, Central will not be able to ensure the complainant’s confidentiality. In cases where a request for confidentiality cannot be honored, to the extent it is reasonably possible, a complainant may be provided requested support services such as a change in living or academic/work arrangements, and increased monitoring, supervision or security at locations and activities where the alleged misconduct or violence occurred.

 If the College honors the request for confidentiality, the College will take all reasonable steps to investigate and respond that can be taken consistently with such requests, but a complainant must understand that the College’s ability to meaningfully investigate the incident and pursue disciplinary action against the alleged respondent(s) may be limited.