Confidentiality Reporting

Before a complainant reveals information that they may wish to keep confidential, a responsible employee should make every effort to ensure that the complainant understands: (1) the responsible employee's obligation to report the names of the alleged accused and complainant involved in the alleged sexual misconduct, as well as all other relevant facts, to the Title IX Coordinator or other appropriate school officials; (2) the complainant's option to request that the school maintain their confidentiality, which the Title IX Coordinator or designee on behalf of the District will consider but cannot guarantee, and (3) the complainant's ability to share the information confidentially with the Health Service Center, Ombuds Office, and Center for Wellness and Wellbeing or with non-College entities that provide advocacy, health, mental health or sexual assault-related services.

When the College becomes aware of sexual misconduct, the College may have an obligation to proceed with an investigation, regardless of a complainant's wishes to the contrary, in order to ensure the safety of the District community. Complainants are not required to participate; however, this may limit the District's ability to effectively respond to the incident.

If a complainant requests or insists that their name or other identifiable information not be disclosed to the alleged accused, the District will inform the complainant that honoring the request may limit the District's ability to respond fully to the incident, including pursuing disciplinary action against the alleged accused. The District will also explain that Title IX includes protections against retaliation and that District officials will not only take steps to prevent retaliation but also take strong responsive action if it occurs, including without limitation, against any retaliatory actions taken by the District and District officials.

If the complainant continues to ask or insists that their name or other identifiable information not be revealed, the District will evaluate that request in the context of its responsibility to provide a safe and nondiscriminatory environment throughout the District. Thus, the District will weigh the request for confidentiality against the following factors: (1) the seriousness of the alleged harassment; (2) whether other students or employees are at risk; (3) the complainant's age; (4) whether there have been other similar complaints about the same individual; (5) whether there are other means of obtaining relevant evidence; and (6) the alleged accused rights to receive information about the allegations if the information is maintained by the school as an "education record" under the Family Educational Rights and Privacy Act ("FERPA").