4.16 Mandated Reporting

All academic or administrative officers (AAOs) are mandated reporters who are required to report actual or suspected sexual harassment (including sexual assault, stalking, and dating and domestic violence), sexual misconduct, or related retaliation to the Office of the Sexual Misconduct Response Coordinator within 2 business days.

  1. "Academic or administrative officer" includes the following:
    1. Collegiate deans (including associate deans and assistant deans);
    2. Faculty members with administrative responsibilities at the level of departmental executive officer (DEO) or above;
    3. Any staff member whose primary job responsibility is to provide advice regarding a student's academic pursuits or other university-related activities;
    4. Any faculty or staff member serving as departmental (or collegiate) director or coordinator of undergraduate or graduate studies, or as a director or coordinator of any departmental, collegiate, or university off-campus academic program (including any study-abroad program);
    5. The President, Director of Equal Opportunity and Diversity, Sexual Misconduct Response Coordinator, vice presidents (including assistant and associate vice presidents), and Provost (including assistant and associate provosts), and those persons' designees;
    6. Directors and supervisors in an employment context, including faculty and staff who supervise student employees, in relation to matters involving the employees they supervise (other than Department of Public Safety personnel when receiving criminal complaints or reports); and
    7. Human resources representatives (including all central University Human Resources staff).

      Any academic or administrative officer of the university who observes sexual harassment, sexual misconduct, or related retaliation, or who becomes aware of allegations of such behavior through a report from a complainant or third party shall take the actions described in this section, even if the complainant does not wish any action to be taken, and must notify the Office of the Sexual Misconduct Response Coordinator of the allegations within 2 business days.
  2. The AAO must:
    1. Inform the complainant or third-party reporter of the options available under this policy (i.e., support measures, formal complaint, adaptable resolution) and that certified victim advocacy services are available from the Rape Victim Advocacy Program or the Domestic Violence Intervention Program; and,
    2. Provide notice of the allegations to the Office of the Sexual Misconduct Response Coordinator within 2 business days; and
    3. When the alleged prohibited conduct occurs in the context of the respondent’s employment, provide notice of the allegations to the Senior Human Resources Leadership Representative or Associate Dean for Faculty of the unit in which the alleged conduct occurred or, when incidents do not occur within a unit, notify the Senior Human Resources Leadership Representative or Associate Dean for Faculty of the respondent.
  3. In order to make informed choices, it is important to be aware of confidentiality and mandatory reporting requirements when consulting campus resources. On campus, some resources may maintain confidentiality and are not required to report actual or suspected sexual harassment, sexual misconduct, or related retaliation. They may offer options and resources without any obligation to inform an outside agency or campus official unless a complainant has requested the information be shared.

    If a complainant expects formal action in response to their allegations, reporting to any AAO can connect them with resources to report crimes and/or policy violations, and these employees within 2 business days to the Title IX Coordinator (and/or police, if desired by the complainant), who will take action when an incident is reported to them.

    The following sections describe the reporting options at the University of Iowa for a complainant or third party:
    1. Confidential resources. If a complainant would like the details of an incident to be kept confidential, the complainant may speak with:
      1. Office of the Ombudsperson (for faculty, other instructors, staff, or students), 308 Jefferson Building;
      2. Employee Assistance Program (for faculty or staff), 121-50 University Services Building;
      3. University Counseling Service (for students), 3223 Westlawn; 
      4. Women's Resource and Action Center (for faculty, other instructors, staff, students, or visitors), Bowman House;
      5. Rape Victim Advocacy Program (certified advocates) (for faculty, other instructors, staff, students, or visitors), 108 River Street;
      6. Domestic Violence Intervention Program (certified advocates) (for faculty, other instructors, staff, students, or visitors), 1105 South Gilbert Court, Iowa City.

        All of the above-listed individuals will maintain confidentiality when acting under the scope of their licensure, professional ethics, and/or professional credentials, except in extreme cases of immediacy of threat or danger or abuse of a minor/elder/individual with a disability, or when required to disclose by law or court order.
    2. Academic and administrative officers and formal notice/complaints. All University of Iowa academic and administrative officers (AAO) are mandated reporters and must promptly share with the Title IX Coordinator/Office of the Sexual Misconduct Response Coordinator all known details of a report made to them.

      Complainants may want to carefully consider whether they share personally identifiable details with non-confidential AAOs  as those details must be shared with the Title IX Coordinator.

      Generally, disclosures in climate surveys, classroom writing assignments or discussions, human subjects research, or at events such as “Take Back the Night” marches or speak-outs do not provide notice that must be reported to the Coordinator by employees, unless the complainant clearly indicates that they desire a report to be made or a seek a specific response from the University of Iowa.

      Supportive measures may be offered as the result of such disclosures without formal University of Iowa action.

      Failure of an AAO, as described above in this section, to report an incident of sexual harassment, sexual misconduct, or related retaliation of which they become aware is a violation of University of Iowa policy and can be subject to disciplinary action for failure to comply.