College employees are expected to immediately report actual or suspected discrimination or harassment to appropriate officials, though there are some limited exceptions. In order to make informed choices, it is important to be aware of confidentiality and mandatory reporting requirements when consulting campus resources. On campus, certain counselors and clergy may maintain confidentiality – meaning they are not required to report actual or suspected discrimination or harassment to appropriate College Officials. These resources can offer options and advice without obligation to report the alleged misconduct unless the complainant has requested information to be disclosed. Other resources exist for a complainant to report crimes and policy violations and these resources will take action when an incident is reported to them. The following describes the two reporting options at Ursinus:
If a reporting party wants confidentiality, they may speak with any of the following on or off campus resources:
On Campus Resources:
- Wellness Center Professional Counselors and Medical Providers
Wellness Center (610-409-3100)
- Campus Chaplain
All of the above employees will maintain confidentiality except in extreme cases of immediate threat or danger, or abuse of a minor. Campus counselors are available to help free of charge and can be seen on an emergency basis during normal business hours.
- Victims Services Center of Montgomery County
- The Crime Victims’ Center of Chester County
- Delaware County Women Against Rape
- Network of Victim Assistance (Bucks County)
- Berks Women in Crisis (Berks County)
- Women Organized Against Rape (Philadelphia
To report sexual misconduct, contact and of the following resources:
- Resident Advisors
- Peer Advocate
- Crisis Response Team 610-409-3344
- Campus Safety 610-409-3333
- Collegeville Police 911
- Title IX Coordinator or Deputy Title IX Coordinator
- SMART Member
Except as set forth above, reports made to an employee of the College must be reported to the Title IX Coordinator. Reporting parties should therefore consider carefully whether they disclose personally identifiable details with non-confidential employees, as the employee will disclose those details to the Title IX Coordinator. Employees must disclose all details of the reports they receive. Generally, climate surveys, classroom writing assignments, human subject research, or events such as coffee and conversation or speak-outs do not provide notice that must be reported to the Title IX Coordinator by employees. Remedial actions may result without formal College action.
If a Complainant does not wish to name the Respondent, does not want an investigation to take place, or does not want a formal resolution to be pursued, the Complainant may make such a request to the Title IX Coordinator, who will evaluate that request in light of the College’s duty to ensure the safety of the campus and comply with state and federal law. In cases indicating pattern, predation, threat, weapons and/or violence, the College may be unable to honor a request for confidentiality. In cases where the Complainant requests confidentiality and the circumstances allow the College to honor that request, the College will offer interim supports and remedies to the Complainant and the community, but will not otherwise pursue formal action. A Complainant has the right, and can expect, to have reports taken seriously by the College when formally reported, and to have those incidents investigated and properly resolved through these procedures.
Formal reporting still affords privacy to the Complainant, and only a small group of officials who need to know will be told. Information will be shared as necessary with investigators, witnesses and the Respondent. The circle of people with this knowledge will be kept as tight as possible to preserve the Complainant’s rights and privacy.
Failure of a non-confidential employee, as described in this section, to report an incident or incidents of sex or gender-based misconduct of which they become aware, is a violation of College policy and can be subject to disciplinary action.
In some cases, interim action prior to the resolution of the case may be necessary. This may be imposed upon initial receipt of a report, when the College becomes aware of a concern, or at a later time in the student conduct process. Reasons interim action may be issued include but are not limited to:
- to protect the health, welfare, or safety of a student or of the community,
- if the student poses a threat of significant disruption to the educational process and/or the normal operations of the College,
- to provide legally mandated interim remedies, such as may be required for the College to comply with Title IX; or
- if the student cannot be located and/or does not participate in the conduct process.
In the event that interim action will be taken, the student will be notified in writing.
Examples of interim action include but are not limited to:
- Suspension from residence halls
- Suspension from the College
- Restricted access to campus, limiting time or location
- Class section reassignment