Issues of privacy and confidentiality play important roles in this Policy and may affect individuals differently. While they are closely related, the concepts of privacy and confidentiality are distinct terms that are explained in more detail in Appendix A.
Individuals involved in the resolution processes under this Policy are encouraged to exercise discretion in sharing information in order to safeguard the integrity of the process and to avoid the appearance of retaliation. While discretion regarding the process is important, Complainants and Respondents are not restricted from discussing and sharing information with others who may support or assist them during the process.
Intentional disclosures that are not for the purpose of preparing for the resolution process or obtaining support may be subject to the prohibition on retaliation if determined to be retaliatory in nature. All parties are encouraged to maintain the privacy of Family Educational Rights and Privacy Act (FERPA)-protected and/or sensitive information gathered or learned in the process.
The University encourages all individuals to promptly report Sexual Harassment to the Title IX Coordinator and report VAWA Offenses to the Title IX Coordinator and law enforcement. The University also recognizes that deciding to report can be difficult and is an intensely personal decision. Complainants and witnesses are encouraged to seek assistance from campus and community resources and to explore all potential reporting and support options.
A Complainant has the right to report or decline to report crimes to law enforcement. Under limited circumstances (i.e., threats to the health or safety of an individual) or to comply with applicable law, the University may independently notify law enforcement.
University processes and law enforcement investigations operate independently of one another, although the Title IX Coordinator may coordinate information with SPU’s Office of Safety and Security as part of the intake assessment.
Anyone can make a report as follows:
- Make a report to the Interim Title IX Coordinator in person, by telephone, by email or online:
Interim Title IX Coordinator
601 West Emerson
Seattle, WA 98119
Phone: (206) 281-2625
Mr. Terry Winn
Interim Section 504 Coordinator
330 W. Nickerson St
3307 Third Avenue West, Suite 302
Seattle, WA 98119
Phone: (206) 281-2678
- Reports can also be submitted online 24/7 using the Report a Concern. Reports can be submitted anonymously and are received by SPU’s Response Team:
Cheryl Michaels, Interim Title IX Coordinator/Director of Safety and Security, (206) 281-2625; email@example.com.
- If on campus, contact OSS 24/7 for assistance in filing a criminal complaint and preserving physical evidence at:
Office of Safety and Security
601 West Emerson
Seattle, WA 98119
Emergencies (from on campus): x2911 | (from off campus): 206-281-2911
- If off campus, call 911 to reach local emergency response.
An individual may pursue some or all of these steps at the same time (e.g., one may simultaneously pursue a Title IX report and a criminal complaint). When initiating any of the above options, an individual does not need to know whether they wish to request any particular course of action nor how to label what happened. As part of a report to the Title IX Coordinator, an individual can also request Supportive Measures. When a report of Sexual Harassment is made to the Title IX Coordinator, the Title IX Coordinator will promptly contact the Complainant and conduct an assessment to determine next steps, including whether the University may offer Supportive Measures. However, the University will not commence a resolution process without a Formal Complaint.
If a Title IX administrator is identified as a Respondent, Complainants and/or reporting parties may submit reports to the Assistant Vice President for Human Resources.
Anonymous reports will be preliminarily investigated to the extent possible, both to assess the underlying allegation(s) and to determine if remedies can be provided. However, anonymous reports typically limit the University’s ability to investigate, respond, and provide remedies, depending on what information is shared.
There is no time limitation on reporting alleged violations of this Policy. However, if the Respondent is no longer subject to the University’s jurisdiction and/or significant time has passed, the ability to investigate, respond, and provide remedies may be more limited. Acting on allegations significantly impacted by the passage of time (including, but not limited to, the rescission or revision of policy) is at the discretion of the Title IX Coordinator, who may document allegations for future reference, offer resources and/or remedies, and/or engage in informal or formal action, as appropriate. When a significant time delay impacts the reporting of alleged violations, the University will apply the policy in place at the time of the alleged violation, and the procedures in place at the time the violation is reported.
The University seeks to eliminate barriers for Complainants and witnesses who may be hesitant to seek medical or emergency assistance, report an incident to University officials, or participate in resolutions processes because they fear that they themselves may be in violation of certain policies at the time of the incident. In general, the University will not pursue disciplinary action for pre-marital sexual activity, personal consumption of alcohol or drugs, or other activities that would would otherwise be a violation of the Code of Student Conduct against a student who makes a good faith report to the University, or participates as a party or witness to Sexual Harassment, provided the misconduct did not endanger the health or safety of others. The University may engage in an assessment or educational discussion or pursue other non-disciplinary options.
Once a report has been shared with the Title IX Coordinator, a Complainant may request that their identity not be shared with the Respondent (request for anonymity), that no investigation occur, or that no resolution process be pursued. The University will carefully balance this request in the context of the University's commitment to provide a safe and non-discriminatory environment for all University community members. The University will make all reasonable efforts to respond to the report consistent with a Complainant’s request, but to pursue a resolution against a Respondent under this Policy, the Respondent must be provided with sufficient notice of the reported conduct, including the Complainant’s identity if known. In some cases, including where the University determines that the failure to pursue a resolution process would be inconsistent with its legal obligations, the University may choose to pursue a resolution even if a Complainant requests that no resolution be pursued. More information about how to report Sexual Harassment that is in progress or threatened, and information about medical care, is available on the following website: https://spu.edu/administration/human-resources/nondiscrimination-title-ix-hr/resources-options
It is important to understand the different reporting responsibilities of University community members. Some community members are designated as Confidential Resources (e.g., pastoral counselors, health care providers and mental health counselors acting within their professional capacities) while others are Title IX Responsible Employees. Confidential Resources will generally not report personally identifying information shared with them about Sexual Harassment to the Title IX Coordinator. Conversely, Title IX Responsible Employees and are required by the University to promptly share all available information about Sexual Harassment with the Title IX Coordinator. The University encourages Complainants to seek clarification about an employee’s reporting obligations before making disclosures.
Title IX Responsible Employees are University community members who are required by this Policy to promptly report suspected or alleged incidents Sexual Harassment or potential violations of this Policy to the Title IX Coordinator. Unless identified and acting as a Confidential Resource, SPU Responsible Employees include:
- President, Provost, Vice Presidents, Deans, and Department Chairs
- Deputy, Vice, Assistant and Associate, Provosts, Deans, and individuals who directly report to any of these roles
- Athletic Director, Coaches, Assistant Coaches, Graduate Assistants and other Athletics Department employees
- All Residence Directors and Area Coordinators
- Anyone who directly supervises students, student workers, faculty, or other staff
- Managers, coordinators, program heads, directors (including deputy, vice, assistant or associate positions)
- All staff in Enrollment Management and Marketing
- Faculty Academic Advisors and Undergraduate Academic Counselors
- All staff in the Office for Inclusive Excellence
- All staff in the Department of Human Resources
- All staff in the Division of Student Formation and Community Engagement
- All staff in the Division of Finance and Administration
- Safety and Security Police Department Staff
- Individuals designated as Campus Security Authorities under the Clery Act
Responsible Employees must report all known information, including the identities of the parties, the date, time, and location, and any details about the reported incident to the Title IX Coordinator that are known. Responsible Employees may provide support and assistance to a reporting party, but they cannot promise confidentiality or withhold information about Sexual Harassment. Failure by a Responsible Employee to promptly report suspected or alleged Sexual Harassment may subject them to appropriate discipline, including removal from a position or termination of employment. There are limited exceptions to this requirement. The exceptions are:
Employees, interns, professional trainees, volunteers, contractors, and other similar individuals who have received information while providing services within their professional capacity at the Student Health Services, SPU Clinical Psychology Practicum programs or University Ministries, or while otherwise designated by SPU to provide counseling or health services.
Employees participating in preventative education for students regarding sex and gender-based violence or a related program, during which a student or employee discloses having experienced a form of Sexual Harassment.
Employees engaged in research and climate surveys which include gathering information on discrimination and harassment, during which a research participant discloses, for the purpose of the research, having experienced discrimination and harassment, unless otherwise required by applicable law.
- Employees working in Admissions or engaged in recruitment activities who learn about incidents of sexual harassment or sexual violence that may have impacted student applicants or admitted students prior to their matriculation at SPU.
- The Responsible Employee requirements described in this section do not apply when the only employee with information about conduct that may constitute Sexual Harassment is the employee-complainant.
Some Responsible Employees may also be designated as Campus Security Authorities (CSAs). All CSAs should be aware of their reporting obligations under the Clery Act and promptly report Clery crimes to the Office of Safety and Security.
Students and employees who wish to discuss Sexual Harassment in a confidential setting may consult with the list of Confidential Resources identified in Appendix B. Confidential Resources will generally not disclose personally identifying information to the Title IX Coordinator without the express permission of the Complainant. Speaking with an employee or non-employee Confidential Resource about Sexual Harassment will not constitute a report to the University or law enforcement. When an employee who is otherwise is a Confidential Resource receives information outside of their professional role in the provision of services, the individual may have institutional Reporting Obligations which requires that they share information with the Title IX Coordinator. For example, a licensed psychologist in the Student Health Center who receives a disclosure in the context of attending University lecture would be required to share the information with the Title IX Coordinator.
Although employee Confidential Resources are not obligated to report Sexual Harassment to the Title IX Coordinator, they are expected to explain their confidential status to any person who informs the confidential employee of conduct that may constitute Sexual Harassment and must provide that person with contact information for the Title IX Coordinator and explain how to report the incident, which may include providing access to this Policy.
Emergency medical assistance and campus safety/law enforcement assistance are available 24/7 both on and off campus. Individuals are encouraged to contact law enforcement and seek medical treatment as soon as possible following an incident that may pose a threat to safety or physical well-being or following a potential criminal offense. Such incidents can be reported to SPU’s Office of Safety and Security.
Members of the University community who believe their safety or the safety of others is threatened or who have experienced or witnessed Sexual Harassment that may be criminal in nature should immediately call OSS at (206) 281-2911 or call 911 to reach local law enforcement. Incidents that are reported to OSS that fall within the scope of this Policy will also be reported to the Title IX Coordinator.