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Washington State University Office for Equal Opportunity

Employee Reporting Requirements

Audio Transcript

PDF Link: Employee Reporting Requirements audio transcript

Slide 1.1

Employee Reporting Requirements

Slide 1.2

Some employees are required to report information that implicates WSU’s Policy Prohibiting Discrimination, Sexual Harassment, and Sexual Misconduct (Executive Policy 15) to the WSU Office for Equal Opportunity.   Depending on your position, you may have specific reporting obligations.

 

Slide 1.3

If you would like to review Executive Policy 15, follow the instructions on this slide to access it.   Employee reporting requirements are in the section titled “WSU Employee Reporting Responsibilities.”  These reporting responsibilities will be discussed on the next several slides.

 

Slide 1.4

Employee reporting requirements vary depending on your role.  The categories of employees are listed on this slide.  Please take a moment to read through the categories, and then check the box next to the category that best describes your position.  You will be taken to a series of slides that describe your reporting requirements.

 

Slide 2.1

Supervisory Reporting Requirements

 

Slide 2.2

All WSU employees, with limited exceptions, are required to report information relating to sexual harassment or sexual misconduct to the Office for Equal Opportunity (OEO) or the WSU Title IX Coordinator.  Supervisors are also required to report information to OEO regarding incidents or information of discrimination on the basis of a protected class.  Click on the links to access contact information for OEO and WSU Title IX Coordinators and Liaisons.

 

Slide 2.3

The exceptions to the employee reporting requirement are listed on this slide.  Please take a minute to read through these exceptions.  If you fit into one of these categories, you are not required to report information relating to sexual harassment and sexual misconduct to OEO.

 

Slide 2.4

Supervisors cannot guarantee confidentiality to students or other employees.  Supervisors can let students and employees know that they will report information relating to Executive Policy 15 to another university administrator.  This is often conveyed to students as “up but not out.”

If an employee reports discrimination, sexual harassment, or sexual misconduct, a supervisor should immediately report that information to OEO.  The supervisor should not attempt to investigate the alleged behavior.

 

Slide 2.5

Assessing Allegations of Discrimination

What should a supervisor do if an employee approached them with a complaint about another employee?

The supervisor may want to ask preliminary questions to determine the basis of the Complaint. If it appears the basis may be related to discrimination or sexual harassment, the supervisor should contact OEO before addressing the issue.

Supervisors can either encourage the employee to contact OEO or refer the complaint directly to OEO.  In some instances, a supervisor may address the problem without OEO’s direct involvement.  However, in all instances, OEO needs to be contacted before the supervisor may address the issue.

 

Slide 2.6

What actions can you take to make your workplace free of discrimination, sexual harassment, and sexual misconduct?  First, assess the climate of your workplace by asking yourself the questions on this slide.  Identify if there are any areas where you could improve the workplace climate.  You can also contact OEO if you have any questions or would like guidance or additional training.

 

Slide 2.7

There is another policy that is related to EP 15.  Executive Policy #28 is the policy on faculty-student and supervisor-subordinate relationships.  EP 28 states that employees are prohibited from having supervisory authority over a person whom they are in a relationship with.  If you find yourself in this position, contact HRS or your supervisors as soon as possible.

 

Slide 2.8

Please read the question and select the best answer.

 

Slide 2.9

N/A

 

Slide 2.10

Thank you for reviewing your reporting requirements.  If you have any questions, please contact OEO for additional information.

 

Slide 3.1

Health Care and Mental Health Care Providers – Reporting Requirements

 

Slide 3.2

The standard rule is that all WSU employees are required to report information on sexual harassment or sexual misconduct to the Office for Equal Opportunity (OEO) or the WSU Title IX Coordinator.

However, employees who are statutorily barred from reporting this information, such as health care providers and mental health care providers acting in their capacities as health care and mental health care providers, are not required to report this information.

 

Slide 3.3

Take a moment to review these exceptions to the employee reporting requirement.

 

Slide 3.4

What actions can you take to make your workplace free of discrimination, sexual harassment, and sexual misconduct?  First, assess the climate of your workplace by asking yourself the questions on this slide.  Identify if there are any areas where you could improve the workplace climate.  You can also contact OEO if you have any questions or would like guidance or additional training.

 

Slide 3.5

There is another policy that is related to EP 15.  Executive Policy #28 is the policy on faculty-student and supervisor-subordinate relationships.  EP 28 states that employees are prohibited from having supervisory authority over a person whom they are in a relationship with.  If you find yourself in this position, contact HRS or your supervisors as soon as possible.

 

Slide 3.6

Please read the question and select the best answer.

 

Slide 3.7

N/A

 

Slide 3.8

Thank you for reviewing your reporting requirements.  If you have any questions, please contact OEO for additional information.

 

Slide 4.1

Employees working in health care or mental health care offices – Reporting Requirements

 

Slide 4.2

The Standard rule is that all employees are required to report information relating to sexual harassment or sexual misconduct to the Office for Equal Opportunity (also referred to as OEO) or a Title IX Coordinator.

However, employees, interns, professional trainees, and other similar individuals who are not statutorily barred from reporting but who provide services to students in WSU’s Counseling and Testing Services or are otherwise designated by WSU to provide mental health services, or who provide services to students in WSU’s Health and Wellness Services are NOT required to report information to OEO.

 

Slide 4.3

Please take a minute to review the exceptions to the employee reporting requirements.

 

Slide 4.4

What actions can you take to make your workplace free of discrimination, sexual harassment, and sexual misconduct?  First, assess the climate of your workplace by asking yourself the questions on this slide.  Identify if there are any areas where you could improve the workplace climate.  You can also contact OEO if you have any questions or would like guidance or additional training.

 

Slide 4.5

There is another policy that is related to EP 15.  Executive Policy #28 is the policy on faculty-student and supervisor-subordinate relationships.  EP 28 states that employees are prohibited from having supervisory authority over a person whom they are in a relationship with.  If you find yourself in this position, contact HRS or your supervisors as soon as possible.

 

Slide 4.6

Please read the question and select the best answer.

 

Slide 4.7

N/A

 

Slide 4.8

Thank you for reviewing your reporting requirements.  If you have any questions, please contact OEO for additional information.

 

Slide 5.1

Employees involved in preventative education programs – reporting requirements.

 

Slide 5.2

The Standard rule is that all employees are required to report information relating to sexual harassment or sexual misconduct to the Office for Equal Opportunity (also referred to as OEO) or a Title IX Coordinator.

However, employees participating in a preventative education program for students regarding sex and gender-based violence or a related program, during which a student discloses having experienced sexual harassment or sexual misconduct are NOT required to report information to OEO.  As an example, an employee participating in a Take Back the Night event, would not be required to report information to OEO if they heard a student share their experience with sexual harassment or sexual misconduct.

 

Slide 5.3

Please take a minute to review the exceptions to the employee reporting requirement.

 

Slide 5.4

What actions can you take to make your workplace free of discrimination, sexual harassment, and sexual misconduct?  First, assess the climate of your workplace by asking yourself the questions on this slide.  Identify if there are any areas where you could improve the workplace climate.  You can also contact OEO if you have any questions or would like guidance or additional training.

 

Slide 5.5

There is another policy that is related to EP 15.  Executive Policy #28 is the policy on faculty-student and supervisor-subordinate relationships.  EP 28 states that employees are prohibited from having supervisory authority over a person whom they are in a relationship with.  If you find yourself in this position, contact HRS or your supervisors as soon as possible.

 

Slide 5.6

Please read the question and select the best answer.

 

Slide 5.7

N/A

Slide 5.8

Thank you for reviewing your reporting requirements.  If you have any questions, please contact OEO for additional information.

Slide 6.1

Employee Reporting Requirements

Slide 6.2

The Standard rule is that all employees are required to report information relating to sexual harassment or sexual misconduct to the Office for Equal Opportunity (also referred to as OEO) or a Title IX Coordinator.

However, employees who have no authority to take action to redress sexual harassment or sexual misconduct and who could not reasonably be viewed by students as having such authority are NOT required to report information to OEO.  This could include certain nonsupervisory custodial or dining services staff.  However, even though these employees are not required to report information, they are strongly encouraged to report all instances of sexual harassment and sexual misconduct to OEO.

 

Slide 6.3

Please take a minute to review the exceptions to the employee reporting requirement rule.

 

Slide 6.4

What actions can you take to make your workplace free of discrimination, sexual harassment, and sexual misconduct?  First, assess the climate of your workplace by asking yourself the questions on this slide.  Identify if there are any areas where you could improve the workplace climate.  You can also contact OEO if you have any questions or would like guidance or additional training.

Slide 6.5

There is another policy that is related to EP 15.  Executive Policy #28 is the policy on faculty-student and supervisor-subordinate relationships.  EP 28 states that employees are prohibited from having supervisory authority over a person whom they are in a relationship with.  If you find yourself in this position, contact HRS or your supervisors as soon as possible.

 

Slide 6.6

Please read the question and select the best answer.

 

Slide 6.7

N/A

Slide 6.8

Thank you for reviewing your reporting requirements.  If you have any questions, please contact OEO for additional information.

Slide 7.1

Standard employee reporting requirements

Slide 7.2

All WSU employees, with limited exceptions, are required to report information regarding sexual harassment or sexual misconduct to the Office for Equal Opportunity or the WSU Title IX Coordinator.

Click on the links to access Title IX Coordinators and OEO contact information.

Employees cannot guarantee confidentiality, but they can let a complainant know that they will report the information only to another university administrators, often referred to as “up but not out.”   Employees should not attempt to investigate or assess complaints of discrimination prior to consulting with the Office for Equal Opportunity.

Slide 7.3

The exceptions to the employee reporting requirement are listed on this slide.  Please take a minute to read through these exceptions.

Slide 7.4

What actions can you take to make your workplace free of discrimination, sexual harassment, and sexual misconduct?  First, assess the climate of your workplace by asking yourself the questions on this slide.  Identify if there are any areas where you could improve the workplace climate.  You can also contact OEO if you have any questions or would like guidance or additional training.

Slide 7.5

There is another policy that is related to EP 15.  Executive Policy #28 is the policy on faculty-student and supervisor-subordinate relationships.  EP 28 states that employees are prohibited from having supervisory authority over a person whom they are in a relationship with.  If you find yourself in this position, contact HRS or your supervisors as soon as possible.

 

Slide 7.6

Please read the question and select the best answer.

 

Slide 7.7

N/A

Slide 7.8

Thank you for reviewing your reporting requirements.  If you have any questions, please contact OEO for additional information.