Unlawful Discrimination and Harassment
Information for Victims
To Report Confidentially
When consulting campus resources, all parties should be aware of confidentiality, privacy and mandatory reporting in order to make informed choices. On campus, some resources can offer you confidentiality, sharing options and advice without any obligation to tell anyone unless you want them to.
If one desires that details of the incident be kept confidential, they should speak with on-campus mental health counselors or off-campus rape crisis resources, members of the clergy or employee assistance program who can maintain confidentiality. Campus counselors are available to students free of charge. http://career.csi.edu/counselingServices/index.asp
If you are unsure of someone’s duties and ability to maintain your privacy, ask them before you talk to them. They will be able to tell you, and help you make decisions about who can help you best.
Non-Confidential Reporting Options
You are encouraged to speak to officials of the institution to make formal reports of incidents. The College of Southern Idaho considers all faculty and staff “responsible employees” with the exception of campus counselors.
- Notice to anyone in any of these roles is an official notice to the institution. You have the right and can expect to have incidents of sexual misconduct to be taken seriously by the institution when formally reported, and to have those incidents investigated and properly resolved through administrative procedures. Formal reporting means that only people who need to know will be told, and information will be shared only as necessary with investigators, witnesses, and the accused individual.
People who can HELP
|Contact Person||Services||Available To||Level of Confidentiality|
Title IX Coordinator
||Students||Confidential to the extent possible|
||Students||Confidential to the extent possible|
||ALL CSI||Confidential to the extent possible|
|Crisis Center of Magic Valley
208-733-0100 or Toll-Free 800-882-3236
How To Report
CSI follows the practice of due process; i.e., the right to be heard in his or her own defense to provide an equitable method for the administrative resolution of complaints without coercion, restraint, or reprisal against any person for filing or for involvement in a complaint, and to establish a uniform method of filing a complaint.
If any individual observes unlawful discrimination, he/she should take direct action to report the problem. Employees must take action by notifying their administrator or Director of Human Resources, who will then take prompt steps to address the allegation.
The following complaint procedure should be followed in order to address a report or complaint regarding personnel policies and procedures, practices, working conditions and/or unlawful harassment, discrimination, sexual misconduct and abuse, or retaliation:
- A person who feels unlawfully harassed, discriminated against, sexually exploited and abused, or retaliated against should report it to the Director of Human Resources or Dean of Students. If any employee becomes aware that unlawful conduct is occurring in any College department as a result of an individual coming forward, the employee will immediately report it to the appropriate administrator pursuant to this Policy. Once a complaint of unlawful harassment, discrimination, sexual misconduct and abuse, or retaliation has been made, the complaint cannot be withdrawn by the complainant without a determination that it was made erroneously.
- Promptly upon receiving the complaint, the Director of Human Resources or Dean of Students will initiate the investigation to determine whether there is a reasonable basis for believing that an alleged violation of this Policy occurred.
- Investigator will be assigned by either the Director of Human Resources or Dean of Students, and will interview the complainant, the respondent, and any relevant witnesses to determine whether the unlawful conduct occurred.
- The investigator will conclude the investigation and submit a report of their findings.
- If it is determined that conduct in violation of the College’s policy has occurred, the Director of Human Resources or Dean of Students will recommend the appropriate course of action to be taken by the College.
- If the investigation is inconclusive or it is determined that there has been no conduct in violation of this Policy, but some potentially problematic conduct is revealed, corrective action may be taken.
- After the investigation is concluded, the Director of Human Resources or Associate Dean of Student Affairs will meet with the complainant and the respondent separately in order to notify them of the findings of the investigation.
- All parties will be informed of the colleges appeal process, and their right to exercise a request for appeal.
If you have questions or for more information, please contact the TITLE IX Coordinator
Location: Taylor Administration Building