I am faculty or staff…

All faculty and most staff are considered Responsible Employees. Responsible Employees must immediately report all known information about suspected prohibited conduct to the Title IX Office.

This requirement may be fulfilled by emailing all known information (names, dates, locations, student ID, conduct, etc.) to titleix@usc.edu or by calling the Title IX Office at (213) 821-8298. Please be sure to include your name and your preferred contact information in case the Title IX office has additional questions for you.

Responsible Employees should…

  • Consider including a syllabus statement in all of your courses and discussing your obligation as a Responsible Employee with your class on the first day of instruction.
  • Listen with empathy to a student who has shared personal information. If you have the opportunity to remind the student of your obligation as a Responsible Employee before they disclose a lot of information, gently bring this up.
  • Make students aware of your obligation to forward the information to the Title IX Office (see suggestions on how to respond to a disclosure, below).
  • Students usually disclose to faculty and staff because they need help (explanation of poor academic performance, missing class, etc.). If it is possible to set aside whatever the precipitating concern is for a period of time, try to do so. Assure the student that you can revisit their concern in a few days or the following week, and that your immediate concern is their well-being. This is true if a student discloses that they are under investigation as well. Encourage the student to speak to a confidential counselor, and if they are in crisis when they are speaking with you offer to accompany them to Student Counseling Services (see resources for more information).
  • Call or email the Title IX Office immediately and provide all of the information you have about the suspected prohibited conduct.
  • Take responsibility for following up with the student in the agreed amount of time (see above); first express your hope that they are connected to resources, and then bring up the precipitating issue. Remind the student that the Title IX Coordinator is responsible for coordinating all supportive accommodations, and that you would be happy to collaborate with the Coordinator on how to help the student succeed.

Responsible Employees should NOT…

  • Do not ask the student for additional details they did not volunteer. It is not your job to investigate the disclosure.
  • Do not share the information with anyone who does not need to know the information to do their job. In most cases, your manager does not need to know specifics. If you need to tell your manager, you can usually just say that a student disclosed information that you needed to forward to the Title IX office and that you fulfilled your obligation as a Responsible Employee.
  • Do not ask the student how they are doing in front of other students.
  • Do not offer to make academic accommodations without looping the Title IX Coordinator into the process.
  • If the student told you that the person who allegedly engaged in the prohibited conduct is in their same class, lab, work group, etc., do not change the assignment for the other student without first discussing this with the Title IX Coordinator.

More information on the obligations of Responsible Employees

What happens when I forward information to the Title IX Office?

Suggested syllabus statement

When a student discloses that they have experienced harassment, sexual misconduct, stalking, or intimate partner violence (meaning they are the respondent), you may wonder how you should respond – and you may likewise need to know how to respond to a student who discloses that they are under investigation (meaning they are the respondent):

Suggestions on how to respond to a disclosure from a reporting party in person

Suggestions on how to respond to a disclosure from a respondent in person

Suggested template for how to respond to a disclosure from a reporting party via email

Suggested template for how to respond to a disclosure from a respondent via email