If you feel unsafe, trust your instincts and seek assistance. In an emergency, dial 911. DVIP's confidential 24-hour victim hotline number is (319) 335-6000 OR 800.373.1043 or 800.228.1625.

Safety Planning

We recommend consulting a victim advocate or threat assessment professional to discuss specific risks and concerns. If you are hesitant to share your fears with someone unfamiliar, the online resources below provide useful information for safety planning.

• Domestic Violence Intervention Program (DVIP & RVAP)
• myPlan App: A tool to help with safety decisions if you, or someone you care about, is experiencing dating or domestic violence
• RAINN Safety Planning: Safety planning for victims of sexual misconduct

Transportation

Some services provide free transportation to students. 

• Nite Ride is a free service provided by campus police that gives students of all genders an alternative to walking home alone late at night. 

Resources for Victims of Crime

IowaVINE is a free resource for receiving information about the custody status of offenders. You can call IowaVINE at 1-888-7-IAVINE (1-888-742-8463) to receive information through an automated information system. You can also go to www.vinelink.com to register for automatic telephone, text, or email updates when there is a change in an offender's custody status.

The Crime Victim Compensation Program, an initiative of the Iowa Department of Justice Office of the Attorney General, assists victims with specific out-of-pocket costs associated with injuries resulting from violent crimes. This includes expenses such as medical care, counseling, lost wages, and funeral expenses, provided these costs are not covered by insurance or other sources.

The Johnson County Attorney's Office Victim Witness Assistance Program released the Information for Victims and Witnesses pamphlet.

The Safe at Home program is an address confidentiality initiative designed to provide survivors of domestic violence, sexual assault, trafficking, stalking, or violent crimes with a substitute address.

The university may address safety concerns through the supportive measures listed below.

The Office of Civil Rights Compliance is not confidential. Our main concern is connecting people with confidential, supportive resources. 

Victim Advocates

An advocate can answer questions confidentially, provide information about options, and assist with safety planning. Advocates can also serve as an advisor to a complainant and be present for any meetings related to a university resolution process or criminal complaint.

• DVIP & RVAP (Domestic Violence Intervention Program & Rape Victim Advocacy Program 800-228-1625 / website
• Domestic Violence Intervention Program: (800) 373-1043 (24-hour hotline)

Counseling

The university offers free and confidential counseling for community members.

• University Counseling Service (for students): (319) 335-7294
• Faculty and Staff Services/Employee Assistance Program (EAP) (for faculty and staff): (319) 335-2085
• Women's Resource and Action Center: (319) 335-1486
• Rape Victim Advocacy Program (RVAP): (319) 335-6000

Consultation and Conflict Resolution

The Office of the Ombudsperson offers confidential information regarding university policies and procedures. Additionally, the office assists with informal resolutions, including mediation, without the need for a formal complaint. 

• Office of the Ombudsperson: (319) 335-3608

A sexual assault medical exam helps identify and treat physical injuries, provide medication to prevent STIs, and collect evidence for investigations. Trained nurses administer these exams, funded by the Iowa Attorney General's Office, Victim Assistance Section. Evidence can be collected up to 120 hours after the incident. 

UIHC Emergency Treatment Center: (319) 356-2233

UI Health Care Downtown Campus: (319) 339-3600

Supportive measures refer to tailored services provided to both Complainants and Respondents as deemed appropriate and reasonably accessible. These measures are available before an investigation, during the investigation process, or even when no investigation has been requested. They are non-disciplinary and non-punitive, ensuring they do not impose an undue burden on either party. Examples include:

• Counseling
• Extensions of time or other course-related adjustments
• Modifications of work or class schedules
• Mutual restrictions on contact between the parties
• Changes in work or housing locations
• Leaves of absence
• Facilitating requests regarding student financial aid
• Increased security and monitoring of certain areas of campus
• Other changes to academic, living, dining, transportation, and working situations

Supportive measures will be tailored according to the situation. The required measures for each party may change over time, and the OCRC will communicate with the parties to ensure that any supportive measures are necessary and effective based on their evolving needs. An individual may request support, including the measures described in this section, even if they do not choose to participate in a university resolution option.

The Office of Civil Rights Compliance (OCRC) is a resource for anyone wanting to learn about resolution options described in the Policy on Sexual Harassment and Sexual Misconduct. Working with Complainants and Respondents, OCRC aims to ensure that people: 

• Understand potential options for addressing violations, including the  as described here 
• Get help initiating an administrative resolution option 
• Understand any administrative process that might already be underway 
• Have support and are familiar with campus and community confidential resources 
• Are offered and receive supportive measures (listed above)
• Know their rights and what to expect from the university 
• Receive regular updates during a formal grievance process  

OCRC does not provide legal advice. Individuals may choose to consult with an attorney at their own expense.  

Request a meeting with an OCRC Response Coordinator:

• In person or over video conference (email or call to make an appointment)
• Over the phone: 319-335-6200
• Via email: ocrc-titleIX@uiowa.edu

If you are an academic or administrative officer (AAO), you have additional responsibilities under University policy. Visit "How To Help" listed below and view the Resources for Academic/Administrative Officers.  If you are not sure if you are an AAO, click see "For Employees - Mandated Reporter Defined" below. 

OCRC strives to respond quickly and effectively to sexual harassment and misconduct. If you need immediate assistance, contact a 24-hour confidential resource or call 911.

Preserving Evidence

Physical evidence deteriorates quickly, so preserve it promptly. Even if you haven't decided to file a complaint, preserving evidence keeps your options open for future investigation. In a Formal Grievance Process, both Complainants and Respondents can present testimony and evidence to an impartial investigator.

General recommendations for preserving evidence:

• Do not alter, dispose of, or destroy physical evidence.
• Create a written record of the incident. Below is a journal template with prompts to help you record information that might be important in a criminal or administrative complaint process.
• Think about people who were around before, during, or after the incident who might remember details, so you can provide their information to the investigator as potential witnesses. Use caution in speaking with others about the situation as the Interim Policy on Sexual Harassment and Sexual Misconduct prohibits retaliation.  
• Preserve electronic communication, including text messages and social media posts, by saving them or taking a screenshot.
• If you are a victim of stalking, maintain a log of stalking-related events and behavior. Create a table and keep track of the following:
  • Date
  • Time
  • Description of the Incident
  • Location of the Incident
  • Witness Name(s) including address and phone number
  • Police Called with Report number
  • Officer Name with Badge number

Recommendations specific to sexual assault:

• Obtain a sexual assault medical exam from a trained Sexual Assault Nurse Examiner. It is advised to postpone activities such as showering, bathing, brushing teeth, eating, drinking, or changing clothes until after the exam. Bring a change of clothes with you to the hospital.
• If you must change clothes, store clothes and bedding that might be used as evidence in a clean paper bag. Do not wash them or put them in a plastic bag.

Criminal Complaints and University Resolutions

Administrative resolutions differ from criminal complaints. City and campus police enforce laws and investigate crimes, while the university enforces its policies and investigates policy violations. A person may face university consequences for policy violations even without committing a crime. Also, penalties for crimes and university policy violations are distinct.   

See information for Police Assistance below.

Sanctions

If a formal grievance process results in a finding that university policy was violated, one or more sanctions may be imposed. Sanctions will vary based on the facts and circumstances of the particular case. Additional information about sanctions can be found in the Procedure for Alleged Violations of the Policy on Sexual Harassment and Sexual Misconduct and the Sanctioning Guidelines for Sexual Assault.

To make a criminal complaint or ask for police assistance:

Emergency: 911

Non-emergency: Non-emergency complaints should be made to the jurisdiction in which the incident took place.

On campus: 

• University of Iowa Police: (319) 335-5022

Off-campus:

• Iowa City Police: (319) 356-6800
• Coralville Police: (319) 248-1800
• Johnson County Sheriff: (319) 356-6020
• North Liberty Police: (319) 626-5724
• University Heights Police: (319) 887-6800

Criminal complaints and university administrative complaints

Someone who experiences sexual harassment, sexual misconduct, dating/domestic violence, or stalking may have options for resolution through both law enforcement and the university. 

City and campus police enforce laws and investigate alleged criminal activity. The university enforces policies and investigates alleged violations of university policy. These processes are different and may result in different outcomes and consequences. Police departments may also accept an information only report if someone does not want to move forward with the criminal complaint process. 

University policy provides the option for an Adaptable Resolution, which in some situations provides a way to address concerns without a Formal Grievance Process. You can learn more about administrative resolution options in the Policy on Sexual Harassment and Sexual Misconduct. The Office of Civil Rights Compliance can also provide additional information about resolution options. Call (319) 335-0705 or email us to make an appointment to learn more. 

Creating a journal is a way to preserve memories. Some things to keep in mind when journaling:

• You might be able to remember more after having one or two nights of sleep. If you’re having trouble recording what happened immediately after the incident, give yourself some time to rest and then come back.
• You might recall additional information days, weeks, or even months after the incident. Keep this journal in a safe spot so that you can add to it later if you need to.
• Sensory memories (things you remember smelling, hearing, seeing, or feeling) can help to uncover additional memories about what happened.
• Everyone’s healing journey is unique. Journaling can be helpful; yet for some, it can be harmful. If you are finding that it is harmful for you, give yourself permission to stop. This is one of many tools, it is not the only one.

Date: 

What do you remember about the incident? There is no need to record events in order – just write what you remember.

Do you remember any specific sounds? What did you smell? 

What do you remember seeing or feeling?

Are there any other details that stand out to you when you think about what happened? 

Were other people around before, during, or after the incident who might remember details?

The Office of Civil Rights Compliance is not a confidential resource. Connecting individuals with confidential, supportive resources are among our primary concerns. 

Counseling

Counselors can help provide emotional support and strategies for dealing with stress in a one-to-one or group setting.

• University Counseling Services (for students): (319) 335-7294
• Employee Assistance Program (for employees): (319) 335-2085
• CommUnity Crisis Services 24-hour confidential crisis line: (319) 351-0140

Consultation and Conflict Resolution

Within the scope of confidential support available to all members of the university community, the Office of the Ombudsperson provides information in a confidential setting about university policies and procedures. The Office can also help with informal resolutions, such as mediation before there’s a formal complaint.

Office of the Ombudsperson: (319) 335-3608 

Supportive measures are personalized services provided as suitable and reasonably accessible to both Complainants and Respondents before an investigation, during an ongoing investigation, or when no investigation has been requested. These measures are non-disciplinary, non-punitive, and should not impose an unreasonable burden on the other party. Examples include:

• Counseling
• Extensions of time or other course-related adjustments
• Modifications of work or class schedules
• Mutual restrictions on contact between the parties
• Changes in work or housing locations
• Leaves of absence
• Facilitating requests regarding student financial aid
• Increased security and monitoring of certain areas of campus
• Other changes to academic, living, dining, transportation, and working situations

Supportive measures will be tailored to each situation and may change over time. The Office of Civil Rights Compliance will ensure these measures are necessary and effective as needs evolve. Support is available, including the mentioned measures, even if one does not choose a university resolution option.

The Office of Civil Rights Compliance is a resource for anyone wanting to learn about resolution options described in the Policy on Sexual Harassment and Sexual Misconduct. Working with Complainants and Respondents, the Office of Civil Rights Compliance aims to ensure that people:

• Understand options for addressing potential violations, including the Formal Grievance Process and Adaptable Resolution as described here 
• Get help initiating a Formal Grievance Process or Adaptable Resolution
• Understand any administrative process that might already be underway
• Have support and are familiar with campus and community confidential resources
• Are offered and receive supportive measures listed above.
• Know their rights and what to expect from the university
• Receive regular updates during a formal grievance process

The Office of Civil Rights Compliance does not provide legal advice. Individuals may choose to consult with an attorney at their own expense. 

Request a meeting with an OCRC Response Coordinator:

• In-person or over video conference email or call 319-335-6200 to make an appointment.
• Over the phone: (319) 335-6200

Preserving Evidence

In the context of a Formal Grievance Process, Complainants and Respondents have an opportunity to provide testimony and present evidence to an impartial investigator.

General recommendations for preserving evidence:

• Do not alter, dispose of, or destroy physical evidence.
• Think about people who were around before, during, or after the incident who might remember details, so you can provide their information to the investigating office as potential witnesses. Use caution in speaking with others about the situation as the Policy on Sexual Harassment and Sexual Misconduct prohibits retaliation.
• Preserve electronic communication, including text messages and social media posts, by saving them or taking a screenshot. 

Criminal Complaints and University Resolutions

Administrative complaints are separate and distinct from criminal complaints. City and campus police enforce laws and investigate alleged criminal activity. The university enforces policies and investigates alleged violations of university policy. Someone can face consequences through the university for violating university policy even if they are found not to have committed a crime. Additionally, the consequences for being found guilty of committing a crime are different from the consequences for violating university policy.  

Sanctions

If a formal grievance process results in a finding that university policy was violated, one or more sanctions may be imposed. Sanctions will vary based on the facts and circumstances of the particular case. Additional information about sanctions can be found in the Procedure for Alleged Violations of the Policy on Sexual Harassment and Sexual Misconduct and the Sanctioning Guidelines for Sexual Assault.

The Office of Civil Rights Compliance does not provide legal advice. Those accused of violating a university policy may choose to consult with an attorney at their own expense. The following resources are available to those searching for an attorney in the Iowa City area.

Student Legal Services Attorney Referral List:
Contains the contact information for law offices that have expressed interest in obtaining referrals

Iowa State Bar Association's Iowa Find-A-Lawyer page:
A resource for finding a lawyer by type of law and city

Individuals who have been named in a formal complaint alleging a violation of the Policy on Sexual Harassment and Sexual Misconduct have a right to expect:

• To be treated with dignity and respect.
• Timely written notice of a formal complaint, including the identity of the complainant, the precise misconduct being alleged, the implicated policies and procedures, and possible sanctions.
• To be presumed not responsible for alleged misconduct and that no determination of responsibility will be made until the end of the grievance process.
• To be notified of counseling and support resources as well as the right to request disability accommodations and language translations at any stage of the resolution process.
• Preservation of privacy, to the extent possible and permitted by law.
• A prompt, thorough, reliable, equitable, and impartial response, investigation, and resolution.
• To know the relevant and directly related evidence obtained and to respond to that evidence.
• To have up to two advisors providing support and assistance throughout the resolution process. 
• To be notified of the outcome at or near the same time as the complainant.

For a complete list of procedural rights afforded to parties, see Section 4.23(ag) of the Policy on Sexual Harassment and Sexual Misconduct.

The U.S. Department of Education's Office for Civil Rights

Anyone who believes that an educational institution receiving federal financial assistance has discriminated against someone on the basis of race, color, national origin, sex, disability, or age may file a complaint with the U.S. Department of Education's Office for Civil Rights (OCR). The person or organization filing the complaint doesn’t need to be a victim of the alleged discrimination but may complain on behalf of another person or group. This page contains information about the Office for Civil Rights, including how to file a complaint.

UI-CERB is an educational program aimed at increasing the use of respectful, adaptive, healthy behaviors in relationships. Facilitators work one-on-one to guide a participant to make different choices and to engage in behaviors consistent with the participant's personal values. Participants develop Cognitive, Emotion Regulation, and Behavioral skills to observe and work with their own thoughts and feelings, as well as improve their ability to communicate and resolve conflicts.

UI-CERB is completed in approximately 16 sessions with a trained facilitator. Each session is approximately one hour long.

UI-CERB may not be used as a replacement for court-ordered domestic violence counseling.

For more information, or to make arrangements to complete the UI-CERB program, contact ocrc-titleIX@uiowa.edu.

In coordination with the Office of Civil Rights Compliance (OCRC), faculty and staff across campus may be involved in implementing Supportive Measures on behalf of Complainants and Respondents. OCRC is responsible for ensuring such measures are provided when reasonably available. Once a supportive measure has been provided, please use this online form to confirm the action taken with OCRC.

Learn more about Supportive Measures in Section 4.8 of the Policy on Sexual Harassment and Sexual Misconduct.

Rules of Decorum for Interviews and Hearings

Warning and Removal Process During Interviews

• During investigation interviews, the assigned Investigator(s) has/have the sole discretion to determine if the Advisor has violated the Rules of Decorum.
• The Investigator(s) has/have the discretion to exclude the offending Advisor from the interview or permit them to stay, provided they follow the Rules of Decorum after a warning.
• When an Investigator removes a party’s Advisor, the party may select a different Advisor or may choose to proceed without an Advisor during the interview.
• Reasonable delays, including the temporary adjournment of the interview, may be anticipated should an Advisor be removed.
• A party is not required to have an Advisor during the investigation interview(s).

Warning and Removal Process During the Hearing

• The Adjudicator has the sole discretion to determine if the Rules of Decorum have been violated and will notify the offending person when that has occurred.
• The Adjudicator has the discretion to exclude the offending person or to allow them to continue participating in the hearing or another part of the process after a warning.
• When the Adjudicator removes a party’s Advisor, the party may select a different Advisor or accept an Advisor provided by the University of Iowa.
• Reasonable delays, including the temporary adjournment of the hearing, may be anticipated should an Advisor be removed.
• A party may not serve as their own Advisor in this circumstance.
• The Adjudicator shall document any decision to remove an Advisor in the written determination regarding responsibility.

Relevant Questions Asked in Violation of the Rules of Decorum

• When an Advisor asks a relevant question in a manner that violates the Rules, such as yelling, screaming, badgering, or invading the witness’ or party’s personal space, the question will be deemed not relevant by the Adjudicator because it was asked in an abusive manner.
• Under that circumstance, the Adjudicator will notify the Advisor of the violation of the Rules, and, if the question itself is relevant, will allow the Advisor (or by a replacement Advisor, should the Advisor be removed for violation of the Rules) to re-ask the question in a respectful, non-abusive manner.

Authority to Prohibit Future Participation

For flagrant or repeated violations of these Rules in one or more proceedings Advisors may be prohibited from participating in the Advisor role on a temporary or permanent basis in future proceedings at the University of Iowa as determined by the Title IX Coordinator.

Adapted from ATIXA toolkit. December 2020 © ATIXA

Parties Rights

Complainant’s Rights

Individuals who bring forward a complaint or report of misconduct have the right to expect:

• To be treated with dignity and respect.
• To be informed about the policies and procedures available to address misconduct.
• To be informed of options for notifying law enforcement.
• To be notified of counseling and support resources as well as the right to request disability accommodations and language translations at any stage of the resolution process.
• Preservation of privacy, to the extent possible and permitted by law.

In cases that proceed to a formal grievance process, complainants may additionally expect:

• The right to have up to two advisors providing support and assistance throughout the resolution process.
• A prompt, thorough, reliable, equitable, and impartial response, investigation, and resolution.
• To know the relevant and directly related evidence obtained and to respond to that evidence.
• To be notified of the outcome at or near the same time as the respondent.

For a complete list of procedural rights afforded to parties, see the Section 4.23(ag) of the Interim Policy on Sexual Harassment and Sexual Misconduct.

Respondent’s Rights

Individuals who have been named in a formal complaint alleging a violation of the Interim Policy on Sexual Harassment and Sexual Misconduct have a right to expect:

• To be treated with dignity and respect.
• Timely written notice of a formal complaint, including the identity of the complainant, the precise misconduct being alleged, the implicated policies and procedures, and possible sanctions.
• To be presumed not responsible for alleged misconduct and that no determination of responsibility will be made until the end of the grievance process.
• To be notified of counseling and support resources as well as the right to request disability accommodations and language translations at any stage of the resolution process.
• Preservation of privacy, to the extent possible and permitted by law.
• A prompt, thorough, reliable, equitable, and impartial response, investigation, and resolution.
• To know the relevant and directly related evidence obtained and to respond to that evidence.
• To have up to two advisors providing support and assistance throughout the resolution process.
• To be notified of the outcome at or near the same time as the complainant.

For a complete list of procedural rights afforded to parties, see the Section 4.23(ag) of the Interim Policy on Sexual Harassment and Sexual Misconduct.

If someone shares with you an experience of sexual harassment, sexual misconduct, dating/domestic violence, or stalking, below are some things to keep in mind:

• Listen. Don't judge.
• Don't probe for details.
• Ask if they have safety concerns and if they do, utilize these safety resources (see Safety Resources below). 
• Know and be clear and up-front about your ability to maintain confidentiality or not. See Mandated Reporter Defined below).
• Let them take the lead. These types of experiences take away someone's power—don't compound this effect by forcing your opinions on them.
• Avoid unsolicited touching or hugging.
• Acknowledge what you don't know and avoid making promises or predictions about things you don’t control.
• Encourage them to contact an advocate or other confidential resource for support (see Confidential Resources below).
• If they are receptive to seeking medical attention (see Medical Assistance below), offer to go with or help them connect with an advocate who can do so.
• If they are interested in reporting the incident to the police and/or the OCRC, offer to go with or help them connect with an advocate who can do so.
• If they indicate they are struggling with their university commitments due to the situation, let them know that OIE may be able to assist with supportive measures (see Supportive Measures below). 
• Beyond meeting your reporting obligations, keep the information private and don’t talk about it to others.  
• Know that retaliation is prohibited. Don’t contribute to an environment in which retaliation occurs. 

If someone tells you they have been accused of sexual harassment, sexual misconduct, dating/domestic violence, or stalking below are some things to keep in mind:

• Listen. Don’t judge.
• Don’t probe for details.
• Know and be clear about your ability to maintain confidentiality or not.
• Acknowledge what you don’t know and avoid making promises or predictions about things you don’t control.
• Encourage them to contact confidential resources (see Confidential Resources below).
• Refer them to OIE TIXGE if they have questions about university actions being taken.
• If they indicate they are struggling with their university commitments due to the situation, let them know that OIE TIXGE may be able to assist with supportive measures (See Supportive Measures below). 
• Beyond meeting your reporting obligations, keep the information private and don’t talk about it to others.
• Know that retaliation is prohibited. Don’t contribute to an environment in which retaliation occurs.

Relationships are built on trust. There are times when trust is lost because someone makes a promise of confidentiality that they later learn they cannot keep. It is for this reason that we encourage all employees of the university to avoid making assurances of confidentiality when confronted with disclosures about past or current experiences of sexual harassment, sexual misconduct, dating/domestic violence, or stalking. Law and policy requirements—driven by concerns about campus safety—may override a request or desire to maintain confidentiality. That said, simply because something needs to be reported does not mean someone will be forced into an unwanted process or that their information will not be kept private.

Know your reporting responsibilities

Depending on your role as a University of Iowa employee, you may have reporting responsibilities. As your role changes, your reporting responsibilities may also change, so we encourage all staff and faculty to be familiar with these pages.

To determine if you are a mandated reporter under university policy, follow these steps.

1. Determine if you are an Academic or Administrative Officer (AAO)

If you are...

• A collegiate dean (including associate deans and assistant deans)
• A faculty member 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, director of the Office of Civil Rights Compliance, sexual misconduct response coordinator, vice president (including assistant and associate vice presidents), provost (including assistant and associate provosts), or those persons' designees
• A director or supervisor in an employment context, including faculty and staff who supervise student employees, in relation to matters involving the employees they supervise (other than Department of Public Safety personnel when receiving criminal complaints or reports)
• A human resource representative (including all central university Human Resources staff)

... then you are an AAO and must report disclosures of sexual harassment, sexual misconduct, dating/domestic violence, or stalking. The Resources for AAOs (below) for information about what to do.

2. Determine if you are a Campus Security Authority (CSA)

Even if you are not an AAO, you may have reporting responsibilities as a Campus Security Authority (CSA) as defined by the federal Clery Act.

If you are...

• Working in the campus police department or a campus security department
• An individual with responsibility for campus security (e.g., an individual who is responsible for monitoring the entrance into institutional property)
• An individual to which students and employees should report criminal offenses
• An official of an institution who has significant responsibility for student and campus activities, including, but not limited to, student housing, student discipline, and campus judicial proceedings

...then you are a CSA and must report crimes that occur on campus or near campus, including sexual assault, dating/domestic violence, or stalking. The Resources for CSAs (below) contain information about what to do.

3. Determine other reporting responsibilities

Under state law and university policy, 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. 

To find out if you are an Academic or Administrative Officer (AAO), refer to the "Mandated Reporter Defined" menu above. The Policy on Sexual Harassment and Sexual Misconduct provides additional information about AAOs and their responsibilities. 

Additionally, under state law and university policy, 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. 

Responding to Disclosures as an AAO

As a university employee, you may learn of an incident of sexual harassment, sexual misconduct, dating/domestic violence, or stalking. How you respond is very important, both for the person disclosing and for university policy. OCRC is here to help - contact us to consult or request training for your department. 

1. Clarify:

As soon as you think you might be hearing about sexual harassment, sexual misconduct, dating violence, domestic violence, or stalking, let them know about your responsibilities and the limits of your confidentiality.

Suggested language:

"I want to make sure you know that there are limits to my confidentiality. I am obligated to share information related to [sexual harassment, sexual assault, dating violence, domestic violence, stalking] so that someone can get in touch with you to make sure you know where to turn for help."

"This conversation may feel uncomfortable. I want to acknowledge that, but I will do my best to help you feel safe during this time."

2. Listen:

Start by believing. Remember what barriers they may have had to overcome to share this information. This isn't the time to press for details.

Suggested language:

"Thank you for sharing this information with me and trusting me with it."

"You've been through a lot."

"I'm sorry you had that experience."

"It's not your fault."

3. Check:

Ask if they have immediate safety concerns. If necessary, contact the Domestic Violence Intervention Program (DVIP) (800-373-1043), or Threat Assessment Program (319-384-2955) for help with safety planning.

Suggested language:

"Do you have any immediate safety concerns?"

"Do you feel safe at work? At home?"

4. Refer:

Refer them to DVIP. Provide them with the link to the Resources, Support, and Options.

Suggested language:

"Here is the contact information for people who can help you."

"An advocate can support you and help you with any hurdles that may come up in this process."

5. Report:

Inform them of options available under the policy (i.e., supportive measures, formal grievance process, or adaptable resolution).

Provide notice of the allegations to OCRC within two business days.

In cases involving an employee Respondent, provide notice of the allegations to the senior human resources leadership representative of the unit in which the alleged behavior occurred or, when incidents do not occur within a unit, notify the senior human resources leadership representative of the Respondent.

Inform them that you will be contacting OCRC and OCRC may be reaching out to them.

After reporting:

It is common to be uncertain about how much and what type of assistance it is appropriate to provide. For example, you may want "to get to the bottom of it" or confront the Respondent, especially if they are someone with whom you are acquainted or if you feel a personal connection with the person who disclosed. Resist this inclination.

University policy prohibits unauthorized investigations or other attempts to informally resolve reports of sexual misconduct. Even with good intentions, you may exacerbate a situation or compromise a future investigation. 

An individual is presumed not responsible for reported misconduct unless and until there's a determination of responsibility by a preponderance of evidence.

Supportive Measures

You may be able to provide essential and immediate assistance by providing accommodation or other supportive measures (see Supportive Measures below). If someone needs more than you are able to provide or feel comfortable providing, don't hesitate to contact OCRC. We often work with employees who are trying to assess what constitutes a reasonable request for flexibility.

The Clery Act

The Clery Act requires colleges and universities that participate in federal financial programs to keep and disclose information about crime on or near campus. Campus Security Authorities (CSAs) are required under the Clery Act to report information to university police about crimes that occur on or near campus. 

CSAs are defined as officials of an institution who have significant responsibility for student and campus activities, including, but not limited to, student housing, student discipline, and campus judicial proceedings. To find out if you are a CSA, see the Mandated Reporter Defined section below.

Additionally, under state law and university policy, 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. 

How to report

The Department of Public Safety has an online incident reporting form for reporting a crime that has occurred on campus, including sexual assault, dating/domestic violence, or stalking. Names and identifying information do not need to be shared. Data are used for statistical purposes only, with the goal of providing transparency. 

Annual security reports are available for download from the Department of Public Safety website. 

Training

The University of Iowa Police provides Clery Act compliance oversight, including an ICON course for employees. To access the course:

• Log into Self Service using your HawkID and password.
• Select the "Personal" tab.
• Locate the "Learning and Development" links and select the "My Training" link.
• Select the "Available Online Icon Courses" link (near the top of the page).
• Select on the "Campus Security Authorities" link and follow the onscreen prompt to register for the course.

Whether you have reporting responsibilities or not, familiarize yourself with the Tips for Responding to Disclosures (see above) and Tips for Responding to Someone Accused (see above).

Friends and family are often best positioned to support someone who has experienced or been accused of harm. They are usually the first to hear about incidents of sexual harassment, misconduct, violence, or stalking. Strong emotional attachments might lead to questioning or lectures, which can inadvertently add feelings of blame or guilt and deter reporting or seeking help. 

Knowing how to respond to disclosures or accusations is crucial. Friends and family can also recognize when someone is struggling. Remember, you and your loved one are not alone. Confidential resources are available to provide support.

Schedule a workshop for your student organization or department

Ending Violence at Iowa is a resource for learning about the initiatives, workshops, and other opportunities to get involved in anti-violence work on campus. An online form can be used to request a workshop.

Take a class

The University of Iowa offers classes on various topics that intersect with studies on sexual harassment, sexual misconduct, dating/domestic violence, and stalking. Earn credit and become more knowledgeable at the same time; here are the current course offerings (see Intersecting Courses below). The university offers an interdisciplinary undergraduate certificate, Resilience & Trauma-Informed Perspectives. More information is located in the University of Iowa Course Catalog.

In addition to for-credit classes, students and employees can take free classes through the Department of Public Safety to increase both self-confidence and preparedness for assault and other crimes.

Volunteer

Local advocacy agencies depend on volunteers to provide on-call services, prevention education activities, and/or other projects. Use the provided hyperlinks to learn about opportunities to get involved at RVAP and DVIP. The Women's Resource and Action Center (WRAC) also welcomes volunteers. Check their websites to learn more about ongoing or event-specific opportunities. Encourage your student organization or service club to direct a philanthropic project toward an organization involved in anti-violence work.

Engage in research or scholarship

If you are a faculty member or student with interest or expertise on a topic related to sexual harassment, sexual misconduct, dating/domestic violence, or stalking, research opportunities are available. Collaboration across campus and within the community can improve system response, promote evidence-based prevention strategies, and recommend effective training.

Join the UI Anti-violence Coalition

The UI Anti-violence Coalition works to ensure continuous improvement in policies, procedures, and prevention efforts.

Raise awareness

Educational posters and slides can be downloaded for free from the Ending Violence at Iowa site to help raise awareness about these issues.

A sexual assault medical exam ensures:

• Physical injuries that may have occurred are promptly identified and addressed.
• Victims may receive medication for the prevention of STIs.
• Evidence may be collected by a sexual assault nurse examiner and preserved for a criminal investigation or university complaint now or in the future.

Sexual assault medical exams are administered by nurses who have received special training through the Sexual Assault Nurse Examiner (SANE) program. The cost of the exam is paid for by the Iowa Attorney General's Office, Victim Assistance Section. Forensic evidence may be collected up to 120 hours after the incident occurs. 

UIHC Emergency Treatment Center: (319) 356-2233

UIHC Downtown Campus: (319) 339-3600

If you feel unsafe, trust your instincts and seek assistance.
In an emergency, dial 911. RVAP's confidential 24-hour victim hotline number is (319) 335-6000. 

Safety Planning

We encourage people to work with a victim advocate (listed below) or threat assessment professional to discuss the particular risks and concerns associated with their situation. Still, sometimes people are reluctant to talk about their fears or experiences with someone they don’t know. Fortunately, the following online resources offer helpful information for safety planning.

• myPlan App: A tool to help with safety decisions if you, or someone you care about, is experiencing dating or domestic violence
• RAINN Safety Planning: Safety planning for victims of sexual misconduct

Transportation

Some services provide free transportation to students. 

• Nite Ride is a free service provided by campus police that gives students of all genders an alternative to walking home alone late at night. 

Resources for Victims of Crime

IowaVINE is a free resource for receiving information about the custody status of offenders. You can call IowaVINE at 1-888-7-IAVINE (1-888-742-8463) to receive information through an automated information system. You can also go to www.vinelink.com to register for automatic telephone, text, or email updates when there is a change in an offender's custody status.

The Victim Assistance Program is a program of the Iowa Department of Justice Office of the Attorney General. It helps victims with certain out-of-pocket expenses related to injuries from violent crime, or crime-related expenses such as medical care, counseling, lost wages, and funeral expenses (when costs are not covered by insurance or other sources).

The Johnson County Attorney's Office Victim Witness Assistance Program published the Information for Victims and Witnesses pamphlet.

The Safe at Home program is an address confidentiality program that provides survivors of domestic violence, sexual assault, trafficking, stalking, or violent crimes, with a substitute address.

Safety concerns might also be addressed through supportive measures (listed below) provided by the university.