Report & Response Managers receive reports and work with parties to provide information on resources, supportive measures, and resolution routes as well as assess safety concerns and notify those involved of their option to contact law enforcement. When the EOC is notified of a report, a member of the Report & Response Manager team will send the reporting or impacted party an email outreach and an offer to meet.The Report & Response Managers understand that individuals may not have an interest in meeting immediately to address their concerns; RRCs will meet with students, faculty, and staff at any point throughout their time at UNC. Meeting with Report & Response Managers allows parties the opportunity to learn about available support and resources, even if they choose not to make a formal report.

The EOC is a private office, which means that there may be times that we share information on a need-to-know basis in order to assist with the resolution of complaints. Report & Response Managers can assist with directing you to confidential resources such as the Gender Violence Services Coordinators, CAPS, the Ombuds Office, and the Employee Assistance Program. Confidential offices, through University policy, are not required to report information to the EOC Office regarding a report.

EOC support can include assistance with academics (professor notifications, requests for approved absences, rescheduling assignments, etc.), housing, changes to class or work schedules, assistance with parking and transportation, and more.

Campus No-Contact Orders

A campus-based No-Contact Order (“NCO”) is an example of a supportive measure implemented and enforced on a case-by-case basis by the University’s Equal Opportunity and Compliance Office (“EOC”). Please visit the No-Contact Orders webpage for more information.

Responsible Employees are notified of their status and reporting responsibilities by email from EOC staff each year. Broadly, Responsible Employees are employees with administrative or supervisory responsibilities on campus or who have been designated as Campus Security Authorities.* See a detailed list below. Confidential campus resources such as CAPS employees, the Gender Violence Services Coordinator, the University Ombuds Office staff, and Campus Health Services employees are not Responsible Employees.If you are still not sure of whether you are a Responsible Employee, contact Rebecca Gibson, Director of Report and Response, at rmgibson@unc.edu or (919) 445-1578.

Please visit the Responsible Employees page for a full list of details and support information.

reportandresponse@unc.edu | (919) 445-2759 | Report an Incident

Reporting an incident to the University provides you with the option of addressing the incident under the University’s Policies. This may include pursuing an investigation conducted by an EOC staff member, which could result in disciplinary action. When you make a report, you do not have to decide whether to request any course of action. Choosing to make a report and deciding how to move forward after making the report is a process that can unfold over time. For example, you might choose to pursue support resources initially and later pursue adjudication, or you may wish to engage immediately in a formal investigation. The University will make every effort to respect your decisions about how to proceed, recognizing that the University must move forward with cases in which there appears to be a threat to any individual or to the University as a whole. Know that resources are available to support an affected individual regardless of the course of action that is chosen. The Report & Response Coordinators are available to meet with students, faculty, and staff to discuss the formal process and understand more about potential next steps.

Reporting to the University does not initiate a criminal investigation. If the conduct is criminal in nature, you are encouraged to report to local law enforcement. EOC staff members can help connect you to law enforcement if you have not already contacted UNC Police or other local law enforcement agencies.

We want you to feel comfortable reporting an incident even if alcohol or drugs were involved. Any person who makes a report, whether it is a witness or as an affected individual, will not be subject to disciplinary action by the University for their own personal consumption of alcohol or other drugs at or near the time of the incident, provided that these actions did not harm or place the health or safety of any other person at risk.

The Equal Opportunity & Compliance Office (EOC) implements the University’s policies related to protected status harassment and discrimination, as well as workplace violence. If you are deciding whether to make a report to the University or law enforcement agency, or if you have been asked to participate in an investigation, it can be helpful to document your experience and preserve relevant evidence. As you prepare for your interview as a reporting party, responding party, or witness, here is information to consider gathering:

• Names of people who are involved or who have witnessed the reported conduct.
  • Witnesses can include people who observed the reported conduct, people who were with you or the other person involved right before or after the reported conduct, or people you told about the reported conduct.
• The date(s), time(s), and location(s) of the reported conduct, of communication with the other person involved after the reported conduct, and of communication with anyone about the reported conduct.
• Documentary evidence such as emails, text messages, call logs, videos, photographs, voicemail messages, social media contact (including friend requests), communication on apps (e.g, Venmo, dating apps), receipts, and written communication.
  • To record this information, take screenshots that provide a time stamp and date of communication.
• Records of any adverse employment or educational action taken against you, such as grades, attendance records, compliance with accommodations, performance evaluations, etc.
• Any related medical bills, medical records, police reports, or court-based protective orders.
• Information about the impact of the reported conduct.
  • Impacts can include places that you’ve stopped going to, impacts on your class or work attendance or performance, areas of campus you are avoiding, or changes to your routine.