Employee Reporting Obligations Frequently Asked Questions
University employees have different obligations, depending on their job titles and duties, in how they are required to respond to disclosures of sexual misconduct. An employee's obligations are based on whether the employee is a designated confidential resource or reporting employee.
If you have questions about your designation or reporting obligations, please contact the USU Title IX Coordinator by emailing titleix@usu.edu or by calling 435-797-1266.
The following flowchart details what happens to disclosures of sexual misconduct that are made to USU employees like housing and residence life staff, faculty members, university police, and university victim advocates, therapists, and medical providers.
Designated Confidential Resources
The university has designated medical professionals and medical staff, professional counselors, non-professional counselors, and advocates as confidential resources so individuals who have been impacted by sexual misconduct can have access to support services in a confidential setting. Information about sexual misconduct that is shared with designated confidential resources is not reported to the USU Title IX Coordinator.
Learn more about designated confidential resources at USU
Designated Confidential Resources Overview Handout
Reporting Employees
Some university employees are designated as reporting employees, which means they must report all information they receive about sexual misconduct to the USU Title IX Coordinator. Examples of reporting employees include provosts, deans, and department heads; faculty members; all positions in the Office of Equity; university police officers; all positions in Residence Life; directors in Student Affairs; most positions in the Office of Student Conduct and Community Standards; athletic directors and coaches; supervisors of employees; and Campus Security Authorities.
A list of USU's reporting employees can be accessed via USU Procedures 340.
Reporting Employee Overview Handout
Employee Reporting Obligations Frequently Asked Questions
General FAQs
The purpose of this FAQ is to provide general answers to questions about USU’s employee sexual misconduct reporting obligations under interim USU Policy 340.
Designation-specific FAQs for reporting employees and for non-designated employees are in the next two sections.
Understanding Different Employee Obligations
All full-time and many part-time employees have been designated as either a Reporting Employee or Designated Confidential Resource. The lists of job titles and campus units that have been designated in each employee category can be accessed through interim USU Procedures 340.
New full-time and applicable part-time employees will receive a designation and training requirement when they complete their new employee onboarding. All employees will receive the appropriate training requirement for their role in Learn Blue as part of USU's annual training cycle each July.
Employees who are not designated as Reporting Employees or Designated Confidential Resources do not have obligations under interim USU Policy 340, but may have training requirements related to responding sexual misconduct. Any non-designated employee that is not required to attend an annual training can still opt-in to a training through USU's learning management system, Learn Blue.
Reporting Employees must report all information they receive about sexual misconduct to the USU Title IX Coordinator within 24 hours at equity.usu.edu/report.
Subject to the exceptions listed in USU Policy 340, Designated Confidential Resources do not report information about sexual misconduct to the USU Title IX Coordinator.
These two employee designations are the only designations with a required response under interim USU Policy 340. Employees who are not designated in either of these categories receive training regarding how to respond to a disclosure of sexual misconduct and can help someone file a report.
If your reporting obligations change, you will be contacted by the Office of Equity with information about the change and any additional training requirements.
General Reporting Questions
If you’re concerned about someone’s well-being, you can check in with them privately. Additionally, if you’re concerned for someone’s wellbeing, you can contact an Employee Relations Specialist in Human Resources or the CARE team (for students) at so they can check in on them. If you are a reporting employee, you are required to report an incident of sexual misconduct to the USU Title IX Coordinator even if the person disclosing to you is the person who engaged in the sexual misconduct behavior(s). If you feel safe doing so, you’re encouraged to use Upstander strategies (direct, delegate, distract, delay, or document) to call out the behavior. While you don’t have to tell them you’re reporting the incident, be mindful that they may figure out who reported if you’re one of the only people they told or who witnessed the behavior(s). All employees have free and confidential access to the USU Sexual Assault and Anti-Violence Information Office (SAAVI) as a space to process your own experiences or someone else’s. You can also access the community resources listed on this website. If you don’t have access to the internet or a computer, you can call 435-797-1266 to file a report or visit: Yes. You will receive an automated email confirming you submitted a report if you include your email in the reporting form. The Office of Equity may contact you if they have additional questions related to the incident report. You can learn more about how the Office of Equity responds to reports here or by viewing our annual report.
When you check in on someone, be respectful and mindful of their boundaries. If you are a reporting employee and they disclose anything else about the incident when you check on them, you will have to file another report with the USU Title IX Coordinator. When an individual first discloses to you, you can ask the individual if they would like you to check on them and how and when they would like you to check on them.
Retaliation is prohibited at USU and should be reported to the Office of Equity. It could be considered retaliation if you take action against individuals involved in this process. Please contact the Office of Equity if you have any questions.