Policy Updates
The Equal Opportunity and Compliance Office (EOC) has created a dedicated section of its website to inform the campus community of the latest policy developments and their application at the University. Please email the title IX coordinator to submit feedback about EOC policies, practices, and procedures or to share barriers to the reporting process.
2024 Updates
Title IX is the federal law that prohibits discrimination on the basis of sex in educational institutions. On April 19, 2024, the U.S. Department of Education released new Title IX regulations, which clarify how the University should meet its obligation to provide prompt and equitable procedures for resolutions of complaints and provide an environment free from sex discrimination and harassment. UNC’s implementation of the new regulations has been postponed by a federal court injunction, and UNC is prepared to fully implement changes if the injunction is lifted.
In the meantime, the EOC office has made updates to current policies and procedures as appropriate and with consideration of feedback from the campus community and the Policy Advisory Group. The EOC office will continue to maintain both the Policy on Prohibited Discrimination, Harassment, and Related Misconduct and the Policy on Prohibited Sexual Harassment Under Title IX. A summary of key changes to the policies is below.
Beginning in August 2024, UNC has designated all non-confidential employees as Responsible Employees. This means that employees, including staff, faculty, and other instructors, must report to the EOC when they receive information indicating that a member of the campus community has experienced or engaged in potential protected status harassment or discrimination, sexual harassment, sexual assault or exploitation, interpersonal violence, stalking, workplace violence and other related misconduct. All employees have a responsibility to ensure that members of the campus community are informed of their support and reporting options available at the University by fulfilling this Responsible Employee obligation.
Confidential employees are employees designated to offer supportive or professional services to students without a requirement to report harassment or discrimination to the EOC office. These include CAPS counselors, Campus Health medical practitioners, Gender Violence Services Coordinators and Ombuds employees.
Beginning in August 2024, when a confidential employee receives a disclosure from a student or employee related to protected status harassment or discrimination, sexual harassment, sexual misconduct, workplace violence and other related misconduct, they have certain obligations depending on how they received that information. If the information was shared while the confidential employee was carrying out their duties as a confidential employee, the employee must inform that person of their option to make a report to the EOC office. If the information was shared while the confidential employee was acting outside their confidential role (e.g., as a supervisor or course instructor), the employee must report the information to EOC.
Under Title IX, the University must prevent and address sex discrimination against students, employees and applicants who are pregnant or experiencing pregnancy-related conditions. Beginning in August 2024, when a student notifies an employee, including staff, faculty, or other instructors, that they are pregnant or experiencing pregnancy-related conditions, that employee must inform the student of the Title IX coordinator’s contact information and of their option to receive pregnancy-related accommodations from the EOC. Employees can fulfill this obligation by providing students this website: eoc.unc.edu/accommodations/pregnancy/.
One of the primary functions of the EOC office is to administer accommodations for students, faculty, staff and applicants of UNC. The EOC has updated the University’s Policy on Accommodations and its accompanying procedures to enhance the experience of those seeking accommodations for disability, religion and pregnancy and related conditions.
In 2024, Accessibility Resources and Service (ARS) merged with Equal Opportunity and Compliance, streamlining accommodation support and related resources for the University. This means EOC now facilitates disability accommodation requests for students in addition to faculty, staff, applicants and visitors. EOC also continues to oversee the accommodation request process for religion and pregnancy and related medical conditions. Please visit our Accommodations webpage to learn more.