Student-Directed Employee: Responsibilities and Required Action

All employees are expected to promote a compassionate campus community by responding to disclosures in a supportive way:

  • Respond with respect and kindness.
  • Listen to the student before handing out referrals and information.
  • Be sensitive to the needs of the survivor, without being judgmental, paternalistic, discriminatory, or retaliatory.
  • If the student appears under 18, ask. If the student is under 18, explain the reporting requirements for minor "abuse."

Refer to the Disclosure Conversation Guidance page for more information about supporting a student disclosing personal information.

Action: At the time of a disclosure

Support the student.  Refer to Disclosure Conversation Guidance for helpful information about these types of conversations.

Acknowledge and be transparent about your responsibility.  You are not required to report the incident to the Title IX Coordinator.

  • Thank them for reaching out and and acknowledge that it is difficult to ask for help.
  • Share that you are required to consult with a confidential resource and that you can do this while they are with you in the office. Do so without identifying the student if they do not wish to be identified.
  • Include any other reporting requirements if you are a Campus Security Authority or supervisor of a student employee. Refer to the Employee Responsibilities page for more information.

Consider the student's age. If the student appears to be under the age of 18, ask them their age. 
If the student is under the age of 18, you are required to report the information shared as a state-mandated reporter. Refer to the HR website for information about mandatory reporting of child abuse.

Do not attempt to investigate the incident or ask for more details than the student volunteers.

  • Explicitly ask if the student would like you to report the incident to the Title IX Coordinator.
  • Inform the student that unless an official report is made, the university probably cannot take action to stop the discrimination or harassment, remedy its effects, or prevent future instances of discrimination and harassment.
  • With a report, the university will take action on the report, though this will be with deference to the student’s wishes whenever possible.

Connect the student with resources:

Follow the student's wishes.

  • Follow the student’s wishes to either report or connect with resources, or both.
    • If possible, connect the student with these resources while they are with you.
    • If that is not possible, connect the student with these resources within 24 hours.
  • If unsure, engage the student in further dialogue to try to get clarification.
  • If they do not want to connect, you do not report the information to the Title IX Coordinator. 

Action: Following a disclosure

Complete the checklist to document your interaction: Student-Directed Employee Checklist.

Consult a confidential resource. You are required to contact the Office of Crisis Intervention Sexual Violence Support Services for a consult at or 541-346-1200.

  • Make the call immediately. Preferably, if the student agrees, when the student is still with you.
  • This consultation is intended to:
    • assist with any documentation and risk assessment.
    • address any resource needs for the student.
    • ensure you have followed the policy properly.
    • provide you with any support that you may need as an employee.

Meet other reporting obligations, if required. Refer to the Employee Responsibilities page for more information.

Other Responsibilities

Privacy and Confidentiality are NOT the same

It is very important to understand and accurately apply the meaning of confidentiality. This term applies to a Confidential Employee (as described above) and is a very specific term that implies a greater ability to protect information that is disclosed. A confidential resource means that information shared is protected by federal and state laws and generally cannot be shared without the explicit permission of the person who shared that information, or unless otherwise allowed to be shared under state or federal law.

Student-Directed Employees may offer greater privacy because they are not required to report certain information to the university. However, any information that the employee receives may still be accessed by university or court proceedings. This means, for example, that the employee could still be called as a witness or required to turn over any related documents or notes the employee keeps.

Do not promise confidentiality. For more information, visit the What is a Confidential Resource? page.