EOC staff

• Report and Response Managers: reportandresponse@unc.edu, 919-445-2759
• Rebecca Gibson, Director of Report and Response: rmgibson@unc.edu
• Title IX coordinator: titleixcoordinator@unc.edu

Employees must share all known information about any situation that could be protected-status harassment or discrimination, sexual misconduct, interpersonal violence, stalking, or workplace violence. This information must be reported to the EOC immediately after receipt.

Specifically, all known information related to the following must be reported to the EOC: discrimination or harassment based on any protected status (i.e., age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status); sexual assault; interpersonal violence; sexual exploitation; stalking; or related misconduct (i.e., complicity, retaliation, violation of a no contact order). Responsible Employees must also report known information related to workplace violence (physical attacks, threats, property damage, etc.)

The purpose of reporting an incident is to help ensure the safety and well-being of the person(s) affected.

When the EOC receives information about a potential incident, that report is assigned to a Report and Response Manager (RRM). The RRM will send an email to the person impacted by the reported behavior, offering to speak with them and providing them information about a variety of support and reporting options.

The impacted person can choose whether they want to meet with someone from EOC to discuss supportive measures (e.g., no contact orders, changes to housing, changes to work schedules, academic accommodations) and reporting options, but they are not required to do so. Impacted individuals can receive support without moving forward with a formal investigation of a report.

Responsible Employees must complete the online training every year and receive a score of 100% on the associated quiz. The employee’s annual Responsible Employee training requirement has been met when the training and quiz are complete. The training and quiz are available online through Carolina Talent. Once you log in with your ONYEN, navigate to the “Learning” page. There you will find the trainings assigned to you.

If you have questions, please contact: eoctraining@unc.edu

For technical issues, please contact the ITS Help site.

Share your role as a Responsible Employee early on in your professional or educational relationship with someone. This can be in your first staff meeting, on your syllabus and in your first class meeting, on a new employee’s first day of work, or when you’re sharing information about campus resources. It is critical to make sure others know you cannot keep information confidential if you hear about situations related to harassment, discrimination, sexual misconduct, and workplace violence.

If you sense someone is about to share information with you that you might need to report to the EOC, be upfront with them about your role as a Responsible Employee. You can say something like this:

“Before you go any further, I care about what you have to say, but I want you to know that I am required to share any information you tell me about potential incidents of discrimination, harassment, and sexual misconduct with the Equal Opportunity and Compliance Office. I cannot keep what you tell me confidential. If you don’t want information to go to the EOC, I can help you connect with confidential resources instead of sharing information with me.”

When someone continues to share information with you, thank them for what they have shared and let them know they can expect to receive an email from the EOC within 1-2 business days. Tell them it is their choice to respond to that email, but the email will have a lot of information about resources and support, as well as reporting options and an invitation to meet with the EOC by phone, video, or in person. If they are concerned about retaliation, you can encourage them to share their specific concerns with EOC so that EOC can develop a tailored strategy to address those concerns.

Listen without judgement, reflect their language, and respect the choices they make. Do not attempt to investigate or ask prying questions. Be aware that not everyone is comfortable reporting to the EOC or to law enforcement, and everyone reacts to these types of incidents in different ways. Consider participating in a HAVEN training to learn skills on how to respond to someone who has experienced gender-based violence and harassment: safe.unc.edu/awareness-and-education/.

All CSAs are Responsible Employees, but not all Responsible Employees are CSAs.

Responsible Employees are required to report conduct prohibited by EOC policies. CSAs are required to report certain crimes in compliance with the Clery Act. All CSAs are Responsible Employees and must complete training on both sets of responsibilities. There are many Responsible Employees who are not CSAs.

Responsible Employees are not required to report disclosures of pregnancy to the EOC Office, but if a student discloses to you that they are pregnant or have a related medical condition, you are required to inform them of how they can receive accommodations for pregnancy or related medical conditions. Employees can fulfill this obligation by providing students this website: eoc.unc.edu/accommodations/pregnancy/.