All academic or administrative officers (AAOs) are mandated reporters who are required to report actual or suspected sexual harassment (including sexual assault, stalking, and dating and domestic violence), sexual misconduct, or related retaliation to Title IX within 2 business days. 

"Academic or administrative officer" includes the following:

• Collegiate deans (including associate deans and assistant deans);
• Faculty members with administrative responsibilities at the level of departmental executive officer (DEO) or above;
• Any staff member whose primary job responsibility is to provide advice regarding a student's academic pursuits or other university-related activities;
• Any faculty or staff member serving as departmental (or collegiate) director or coordinator of undergraduate or graduate studies, or as a director or coordinator of any departmental, collegiate, or university off-campus academic program (including any study-abroad program);
• The President, the Directors of the Office of Civil Rights Compliance, the Title IX Coordinator, the vice presidents (including assistant and associate vice presidents), and the Provost (including assistant and associate provosts), and those persons' designees;
• Directors and supervisors in an employment context, including faculty and staff who supervise student employees, in relation to matters involving the employees they supervise (other than Campus Safety personnel when receiving criminal complaints or reports); and
• Human resources representatives (including all central University Human Resources staff).

As a mandatory reporter, you must report the following. As a guide, if it’s unwelcome and sex-based or sexual in nature, report it. Below is a list of prohibited behavior under the university’s Policy on Sexual Harassment and Sexual Misconduct:

• Sexual Harassment I 
  • Quid Pro Quo
  • Hostile Environment
  • Sexual Assault
    • Fondling
    • Incest
    • Statutory Rape
    • Rape
  • Dating Violence
  • Domestic Violence
  • Stalking
• Sexual Misconduct
  • Sexual Harassment II
  • Non-Consensual Sexual Contact
  • Sexual Exploitation
• Retaliation
  • It is prohibited for the University of Iowa or any member of the University of Iowa’s community to take materially adverse action by intimidating, threatening, coercing, harassing, or discriminating against any individual for the purpose of interfering with any right or privilege secured by law or policy, or because the individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under this policy and procedure.

• After you report to OCRC, you will receive communication that your report was received. In most cases, this will be the only communication you will receive related to the incident, unless further coordination is needed from you to address the concerns. 
• Reporting an incident does not automatically trigger an OCRC investigation. An investigation requires that a Formal Complaint be filed, which is different than an initial report. 
• Once the report has been reviewed by a member of our team, an OCRC Response Coordinator will be assigned to send outreach to the impacted party. The Response Coordinator will invite them to meet to discuss supportive measures, resources, and options for resolution. 
• The impacted party may choose to meet with a Response Coordinator or choose not to respond. In most cases, if we do not hear back from the impacted party after multiple outreach attempts, we will close the case in our system. The case may be reopened if the impacted party reaches out for assistance in the future. 
• If the impacted party chooses to meet with a Response Coordinator, in most cases, OCRC is able to honor the impacted party’s decision on how they would like to move forward. The impacted party may choose to decline making a Formal Complaint and instead request supportive measures such as work or academic accommodations. 
• In certain circumstances, the Title IX Coordinator may initiate a Formal Complaint when the impacted party does not wish to do so. The policy describes this will only happen if there’s a compelling threat to campus. A compelling threat may be determined by evidence of a pattern of misconduct, predatory conduct, threats, abuse of minors, use of weapons, and/or violence.

Consistent with Iowa Code 262.9(37), all university employees who in the course of employment receive information related to physical or sexual abuse of children must immediately report such information to the University of Iowa Police. More information can be found here: Chapter 15 – Physical and Sexual Abuse of Children | Policy Manual - The University of Iowa