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Responsible Employee Information

Responsible Employee Information

Responsible Employees are individuals, designated by policy, who are responsible to immediately report any incidents that may violation to the University's Sexual Harassment Policy. Responsible Employees are required to report incidents they have personally observed as well as incidents reported to them. These offenses must be reported to the Institutional Equity Office.

Additionally, all Responsible Employees are required to report instances of suspected child abuse in accordance with Indiana law.

The University has classified Responsible Employees as any employee who is not a Confidential Employee. Responsible Employees include, but are not limited to, faculty and staff, those with supervisory responsibilities, advisors to student organizations, Public Safety officers and staff, the Dean of Students Office, those in USI Housing and Residence Life including resident assistants, Athletics staff, and all employees serving as Campus Security Authorities (CSAs) when any disclosures to them are made in their capacity as an employee. Additionally, assigned deputies from the Sheriff’s office are also considered Responsible Employees. In limited circumstances, a Confidential Employee may be considered a Responsible Employees if they receive details about an incident of sexual harassment outside of their role as a Confidential Employee.

If you are a Responsible Employee and someone informs you of an offense that falls under the Sexual Harassment Policy, report it immediately by taking these steps:

  1. Ensure your safety and the safety of the reporter/complainant. In an emergency or situation of imminent danger, call 911 immediately.
  2. Inform the impacted party you are required to report the incident, even if they choose not to press charges or file a report with law enforcement. Although every effort will be taken to ensure privacy, a Responsible Employee cannot guarantee complete confidentiality.
  3. Listen to the impacted party. Collect information needed for reporting.
  4. Inform the impacted party of their option to also self-report the incident to campus police and local police for investigation or to decline to report the incident to law enforcement. Filing a report with the police does not require the impacted party to press charges.
  5. Refer the impacted party to relevant resources for additional support if needed.
  6. Report the incident.

Details should include the names of the Complainant and Respondent, witnesses, dates, times, locations of the incident. It is advised to not ask for more information than the complainant has provided as IEO will conduct a full investigation if requested or deemed necessary. 

All reports involving sexual harassment, sexual assault, domestic violence, dating violence and stalking made to Responsible Employees will be referred to the Title IX Coordinator so that Supportive Measures may be offered, and rights and options can be explained.

Reporting parties will receive an automated acknowledgement after submitting an incident report of Discrimination, including Title IX. A member of IEO will reach out to the reporting party if additional information is necessary. Filing an incident report does not constitute filing a formal complaint. 

Upon receipt of an incident report, IEO will contact the complainant directly. The primary goal of this outreach is to provide the complainant with options, resources, and support.

In most cases, IEO will honor the Complainant's request to the extent possible based on careful consideration of the request in conjunction with any legal reporting requirements, the risk of harm to any individual and the University's duty to maintain a safe and non-discriminatory environment for all. 

Although the reporter will not receive updates about a reported incident, if you'd like to provide additional support to the complainant feel free to direct them to IEO's Resource List. The complainant may also wish to speak to USI Counseling and Psychological Services, who have a variety of mental health resources available 24/7 as well. Here are some additional tips:

  • Listen, believe, and do not judge.
  • Help the impacted party organize their thoughts, but let their make decisions about how to proceed.
  • Explain that seeking medical attention is very important if the assault was recent. There may be injuries that the impacted party is unaware of.
  • Encourage the complainant not to disturb potential evidence. Even if they do not plan to press charges, changing clothes, showering, or washing hands after the assault can disturb DNA evidence. Encourage them to get medical attention.
  • Be accessible. The complainant may need to talk.
  • Deal with your feelings. Sexual assault impacts people who care about the complainant, too.
  • Understand that every person is different. This impacted party may exhibit shock, denial, rationalization, depression, guilt, fear, anxiety, and anger. All are normal emotions.
  • Do not engage with the alleged perpetrator. Doing so may be viewed as threatening behavior.