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Employee FAQs

Yes. As an identified “Responsible Employee” (see “Responsible Employee” FAQ), you are expected to report the disclosed information to the Title IX Coordinator.  Our students form important and influential connections with our faculty. Students view their faculty as trusted mentors and guides along their educational and professional journey. Because of this, students often look to their faculty for support and advice during times of distress. The primary purpose of making such a report is to ensure that the student receives information about available resources and support, as well as learn about formal resolution processes. Responsible Employees and Title IX Office staff will safeguard an individual’s privacy, but may not promise confidentiality.

An individual impacted by sexual and interpersonal misconduct can experience a range of trauma-related effects such as lack of focus and concentration, paranoia, insomnia, anxiety or panic attacks, PTSD, depression, social withdrawal, loss of energy, persistent fatigue, or indecisiveness in their decision-making.

If your student is engaged with the Title IX Office, it is possible that you may receive a faculty accommodation letter directly from our office. This letter will alert you that your student is engaged with our office and receiving support and appropriate resources and accommodations from the university. The letter you receive will respectfully ask your consideration in granting an academic accommodation (extra time on assignments, excused absences, rescheduling exam(s), etc.), if needed. Please note, it is the student's responsibility to speak directly with their instructor(s) regarding any requests for an academic accommodation. 

If you are a “Responsible Employee: (see “Responsible Employee” FAQ), you are expected to submit an incident report to the Title IX Coordinator so that immediate outreach can occur. If you are not identified as a “Responsible Employee,” we would still ask, from a culture of care, that you submit an incident report so that the Title IX Office has the opportunity to conduct outreach to the impacted student and coordinate any support, resources, or needed accommodations.

Generally no, unless the disclosing student elects to provide you with an update on their own accord. FERPA protects student educational records, which is inclusive of Title IX case records. As such, we will keep student specific information private post receiving your submitted incident report. However, the Title IX Office will remain available to you to answer any general questions about Title IX processes, procedures, or possible accommodation measures that the impacted student(s) may request.

The Department of Education’s Office for Civil Rights (OCR) has established guidance for educational institutions in meeting their Title IX obligations. This guidance includes that any “Responsible Employee” that knows or should have known about possible sexual harassment (including sexual violence), must report it to the institution’s Title IX Coordinator so that the institution can eliminate harassment, prevent its recurrence and address its effects.

“Responsible Employees” include any employee who has the authority to address sexual harassment, has the duty to report such conduct to the institution, or whom a student could reasonably believe has this authority or duty.

“Responsible Employees” at UNC Charlotte are identified as the following types of employees:

-Athletics Staff

-All Faculty and Teaching Assistants

-Housing Staff

-Staff with Supervisory Responsibilities

-Office of Human Resources