The University’s primary concern is the safety of its community members.  If you or someone you know has been the victim of behavior or action that falls under this policy, you are encouraged to first attend to your own safety and health.  All members of the University community are encouraged to report incidents of discrimination or sex or gender-based misconduct.

Members of the University who experience sexual misconduct have the right to report or not to report to the University or to law enforcement.  If a victim chooses to make a report to the University, the victim can do so anonymously, confidentially or formally, by filing a report.

In the event that a member of the University decides to report discrimination or sexual misconduct to the University, Regis will conduct an investigation when appropriate.  This process involves conducting a preliminary inquiry to determine if the reported conduct falls under this policy and if the University has jurisdiction to investigate.  If a determination is made to proceed with an investigation, the University will initiate a prompt, equitable, thorough and impartial investigation to stop the conduct, prevent future similar incidents, provide a fair and reliable determination about whether University policy has been violated, and implement a remedy designed to end the conduct, prevent its recurrence and address its effects.

If a University responsible employee, as set out below, is aware of possible discrimination or sexual misconduct, without regard to where it occurs, he or she must report it to the Title IX Coordinator or a Deputy Title IX Coordinator, and to the extent required by applicable law, to local law enforcement agencies.  It is important that reports are made as soon as possible, preferably within 24 hours of learning about the incident.  After normal business hours, students may report to a Residence Life & Housing professional staff member or Campus Safety employee, who are available 24 hours a day.

Employee Reporting Obligations

University personnel on campus have different reporting responsibilities and different abilities to maintain confidentiality, depending on their roles.  Following are some guidelines:

Responsible employees include any employee who has the authority to take action to redress the discrimination or sexual misconduct alleged.  Responsible employees are required under this policy to report discrimination and sexual misconduct to the appropriate University official.  At Regis University, the following are responsible employees: 

  1. Supervisors 
  2. Faculty members
  3. Affiliate Faculty members
  4. Campus Safety staff
  5. Residence Life Coordinators ("RLC's")
  6. Resident Assistants (“RA’s”)
  7. Athletic Coaches and staff (including graduate assistants)
  8. Academic Advisors
  9. Career Services staff
  10. Admissions staff
  11. Student Activities staff
  12. Assistant Vice Presidents, Associate Vice Presidents and Vice Presidents
  13. Assistant Deans, Associate Deans and Deans
  14. Assistant Directors, Associate Directors and Directors
  15. Human Resources staff
  16. Health Services Providers and staff
  17. Title IX Coordinator and Deputy Title IX Coordinators  
All responsible employees must report incidents to the Title IX Coordinator when they learn directly or indirectly about discrimination and/or sexual misconduct.  Responsible employees are required to report the alleged conduct and cannot withhold personally identifiable information (such as the name of the victim, the name of the accused, or other identifying details about witnesses, location, etc.)  If a victim requests confidentiality or does not wish for an investigation to take place, the reporting party should make such a request to the Title IX Coordinator.  If a member of the University community speaks to a responsible employee about discrimination or sexual misconduct, the responsible employee should inform the victim of the responsible employee’s duty to report.  While an employee or University official can’t guarantee total confidentiality, a responsible employee should let the victim know that the University will make all efforts to respect the victim’s privacy. 

If a report of discrimination or sexual misconduct is made to a responsible employee, notice to them is official notice to the University.   Formal reporting means that information will only be shared with people who need to know and only as necessary with investigators, witnesses, the accused individual and University officials with a responsibility to respond.  The University encourages anyone who believes that they have been the victim of discrimination or sexual misconduct to report their concerns to an appropriate University employee.

Privileged or Confidential Resources.  Unless there is a statutory duty to do so, employees who are not required to report incidents of sexual misconduct include:  
  1. Campus mental health counselors and staff
  2. Jesuits (when acting in their role as a priest)
  3. University Ministry staff (excluding peer ministers)
  4. Violence Prevention Program Coordinator (confidential for victims only)

The above employees have a legal privilege – or the University has deemed them a confidential resource – to withhold identifiable information to the extent consistent with the law, only where they are acting in the scope of their license or certification for these functions and/or working in their professional capacity.  Although individuals with a privilege acting in the scope of their license or certification are not required to report instances of sexual misconduct, they are encouraged to provide victims information about campus resources for counseling, medical treatment and support. They may assist victims with filing a complaint under this policy if the victim so chooses.  As Campus Security Authorities under the Clery Act, these employees will submit timely anonymous statistical information for the Annual Security Report. This anonymous statistical information includes the nature, date, time, and general location of the incident and not personally identifiable information. 

Individuals who do not wish to have the University respond to their claims of sex and gender-based misconduct should limit their disclosures to employees in the above-listed privileged or confidential category, who are not required to report.  In addition, there are a number of University services that provide confidential counseling.  Campus counselors are available to help certain students free of charge, and can be seen on an emergency basis.  Benefit eligible employees may utilize the Employee Assistance Program (EAP).

Other Employees and Community Members

Employees and other community members not identified above as a responsible employee or a privileged or confidential resources are encouraged, but not required, to report instances of sex and gender-based misconduct.  However, employees are required to report any form of discrimination that is not sexual misconduct (for example, a report of race discrimination) to their supervisor or Human Resources.  

Victims are encouraged to report all incidents of sexual misconduct to law enforcement.  Victims must be aware that an investigation conducted by the University is distinct and separate from any investigation conducted by law enforcement.  An investigation conducted by the University flows from the University’s obligation under Title IX and related laws to ensure that it is providing a safe environment for all community members.  Therefore, if a victim wishes to pursue criminal charges they need to file a complaint with local law enforcement.  A student or employee may seek assistance with filing a police report from the Title IX Coordinator, a Deputy Title IX Coordinator, the Violence Prevention Program Coordinator or Campus Safety.   

Due to the Family Education Rights and Family Act (FERPA), the University will generally not notify parents or legal guardians of a student’s report of sexual misconduct unless the student: 1) provides the University with written permission; or 2) sharing the information is necessary to protect the health or safety of the student or another individual.  All University employees are mandatory child abuse and neglect reporters and may be required to report to the police if a victim is under the age of 18, or under the age of 15 for sex-based crimes.  

Members of the Regis University community who experience discrimination or sexual misconduct while performing University-related duties in a clinical or other external setting are encouraged to report any incidents to the appropriate Regis University official and to an appropriate official at the external site.  In such cases, Regis will contact the external institution and cooperate with an investigation conducted by the external organization.  Regis University may also conduct an investigation if possible and when appropriate. 

Requests for Confidentiality

The victim has the right to decline filing a complaint.  The victim also has the right to request that the University not investigate an incident that has been reported. Choosing to report an act of sexual misconduct and/or deciding to request that the University not investigate is a personal decision that only the victim can make.  

If discrimination or sexual misconduct occurs, Regis University encourages those affected to take action.  If the victim chooses not to report, or requests confidentiality and anonymity, they must be aware that this choice could negatively impact the University’s investigation and limit the outcome.  In addition, any response by the University may be hindered by the victim’s requests for anonymity, confidentiality and/or inaction.  

In limited cases, if a victim chooses to report confidentially or asks that no further action is taken, an investigation may still be initiated if there is cause for concern for the victim’s safety or the safety of others.  The Title IX Coordinator, in consultation with a representative from the Dean of Students office, Human Resources and Legal Counsel, will evaluate requests for confidentiality and determine whether the University will proceed with an investigation.  When necessary, Campus Safety and a licensed therapist will also be consulted in making this decision.  Factors to be considered to decide whether to proceed with an investigation typically include, but are not limited to: 1) whether there is an increased risk of the respondent committing additional acts of sexual misconduct or other violence; 2) whether there is an increased risk of future acts of sexual misconduct under similar circumstances; and 3) whether a weapon, violence or a date rape drug was allegedly used.  

Disclosures of sexual misconduct during a Take Back the Night or similar event are not required to be reported.  In addition, prior life disclosures made in the course of student academic work that do not involve accusations against a Regis community member and that took place prior to the student’s enrollment at Regis, are not required to be reported.  

Anonymous Report of Sexual Misconduct 

Anonymous reports are used to gather information about incidents of sexual misconduct at Regis University, to compile data to inform the community about our campus climate and to inform educational programming.  Submitting an anonymous report will not necessarily result in an investigation.  If a community member wants the University to investigate a report, the individual will need to follow the procedure outlined below. 

Anonymous reports of incidents involving students may be made online through Health Services. Anonymous reports of incidents involving employees may be made online through Human Resources.  Anonymous reports are not intended for the use of responsible employees to fulfill their obligation to report, unless the responsible employee is the victim.