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Office of Civil Rights & Title IX

Reporting Requirements for Employees

All University of South Carolina employees are required to report incidents of prohibited conduct (including discrimination, harassment, sexual misconduct and related retaliation), as defined in CR 1.00 policy, to the Office of Civil Rights & Title IX, which is the office with the authority to institute corrective measures on behalf of the university. 

If you are a University Employee, you are a Mandated Reporter

All University of South Carolina employees are required to report prohibited conduct (make a report here). Anonymous reports do not fulfill an employee's requirement to report prohibited conduct. Referring individuals to our office does not fulfill an employee's requirement to report prohibited conduct. There are a few exemptions to the reporting requirements, outlined below. 

  1. Confidential Resources:  A confidential resource acting within the scope of their confidential role or an employee who directly reports to a confidential resource and is acting within the scope of the confidential work, is exempt from the reporting requirements outlined in University policy. Examples of confidential resources include Student Health Services, Sexual Assault and Violence Intervention and Prevention,  off campus medical providers, etc.
  2. Public Survivor Support Events:  Unless the individual is explicitly seeking assistance from the university, employees are not required to report disclosures of information regarding prohibited conduct while at public survivor support events including, but not limited to: “Take Back the Night,” candlelight vigils, protests, and survivor speak-outs. 
  3. When disclosures are made to student-employees who are operating outside of their official work capacity, the student-employee is exempt from the reporting requirement. A student-employee must report any information learned during the course of their work. If unsure, the student-employee should ask the person disclosing to them if they are seeking to connect with the university for support; if yes, they should follow the reporting requirements of responsible employees.

Time Frame for Reporting

The university does not limit the timeframe for reporting. However, the passage of time may impact or limit the university’s jurisdiction and/or the ability to gather relevant evidence that may have been lost given the passage of time.

Depending on the relationship of the Respondent to the university, the university may not have jurisdiction, and therefore may not be able to offer resolution options (such as disciplinary action) to a complainant. This may occur when a student Respondent has graduated or an employee Respondent is no longer employed by the university. 

If the Respondent is no longer affiliated with the university (for example, a report is made after a student has left or graduated or an employee no longer works for the university), the university will still provide reasonably available supportive measures to the Complainant, assist the Complainant in identifying external reporting options, and may take other appropriate action to address the reported conduct.

Should a Respondent leave the university during an investigative resolution, the university reserves the right to continue the investigation and implement disciplinary actions relating to their ability to return to the university and participate in the university’s education programs and activities. 

Challenge the conventional. Create the exceptional. No Limits.