Responsible Employee Guidelines
- Prohibited Conduct
- Your Duty to Disclose
- What to Disclose?
- Reporting Options
- What Happens When you Disclose?
- What Does Not Happen When You Disclose?
- Best Practices If Someone Reports Prohibited Conduct To You
MUSC is committed to maintaining a safe environment that is supportive of its primary educational mission and free from harassment and discrimination. As a component of that commitment, MUSC strictly prohibits:
- Sexual Assault: nonconsensual sexual intercourse or nonconsensual sexual contact
- Sexual Harassment: unwelcome, sexual, sex-based, or gender-based, verbal, written, online, or physical conduct
- Discriminatory Harassment: unwelcome conduct based on actual or perceived membership in a protected class
- Intimate partner violence: verbal, physical, or emotional violence or abuse between those who are involved in, or have been involved in, an intimate interaction or relationship
- Stalking: repetitive and menacing pursuit, following, harassing, and/or interfering with the peace or safety of another
- Sexual exploitation: taking non-consensual or abusive sexual advantage of another
- Complicity: attempting to engage or aiding someone else in committing Prohibited Conduct
- Retaliation: taking adverse action against a person because they participated in a protected activity, such as filed an internal or external complaint or cooperated with an investigation
All MUSC employees who are not designated as Confidential Resources are expected to disclose actual or suspected discrimination or harassment immediately to the Office of the Title IX Coordinator, although there are some limited exceptions.
Responsible Employees are not required to report information disclosed at public awareness events (e.g., “Take Back the Night,” candlelight vigils, protests, “survivor speak-outs,” or other public forums in which students may disclose prohibited conduct) or during an individual’s participation as a subject in an IRB-approved human subjects research protocol.
Responsible Employees may not withhold information about the parties’ identities from the Title IX Coordinator.
III. What To Disclose?
When you disclose, please identity to the best of your knowledge:
- Names of the parties: A person who is the subject of a report of Prohibited Conduct or initiates a complaint is designated the reporting party. A person against whom such a report or complaint has been made is designated the responding party.
- Date, time, and location of the incident
- Description of the incident: the more information the better
IV. Reporting Options
173 Ashley Avenue
Basic Science Building, Suite 104
Deputy Title IX Coordinator
Title IX Email
If you believe that the incident may constitute a crime, you should also contact Public Safety at 843-792-4196 any time.
V. What Happens When You Disclose?
- The reporting party will be invited to have an informational meeting with the Title IX Coordinator or the Deputy Title IX Coordinator and will receive a written explanation of their rights, options, and resources.
- Regardless of whether a formal resolution is pursued, the Title IX Coordinator can facilitate access to resources (e.g., counseling and medical services) and may implement interim measures (e.g., schedule changes and no-contact directives).
A report of Prohibited Conduct from a Responsible Employee does not (1) trigger contact with the parties’ professors or parents ; (2) initiate an investigation or any other type of resolution; or (3) trigger a report to law enforcement.
- Listen carefully. Do not interrupt.
- Explain that you will protect their privacy to the greatest extent possible but cannot promise confidentiality.
- Offer non-judgmental support
- Ask how you can help.
- Offer to accompany individuals in seeking medical care or counseling, or in contacting the Office of the Title IX Coordinator or the police, but do NOT insist.