Frequently Asked Questions | Employees

All Mandatory Employees are required to immediately report to the University’s Title IX Coordinator or Deputy Coordinators all relevant details (obtained directly or indirectly) about an incident of Prohibited Conduct that involves a University Student or Employee as a Complainant or Respondent, or that occurred on property owned or controlled by the University, including at events hosted by University groups or University-recognized organizations. Relevant details include dates, times, locations, and names of parties and witnesses. Mandatory Employees include Resident Advisors and all other student-employees when disclosures are made to any of them in their capacities as Employees.

All Auburn University employees who are not designated as confidential employees are Mandatory Employees. Please review Section VIof Auburn University’s Title IX Sexual Harassment Policy to determine whether you are a mandatory employee.

Before anyone reveals information that he or she wants to remain confidential, an employee must inform the individual of

  • the employee’s obligation to report incidents of sexual misconduct;
  • the individual’s option to request that Auburn University maintain confidentiality; and
  • the individual’s option to provide information on a confidential basis by speaking with a confidential resource.
An employee must report to the Title IX Coordinator or Deputy Coordinator, as soon as possible after receiving the report, all relevant details about the alleged sexual misconduct that the person has shared. This includes the names of the individual who experienced the alleged sexual misconduct, and the names of all other individuals involved in the alleged sexual misconduct, as well as relevant facts, including the date, time and location.


Following a report or complaint of sexual misconduct, Auburn University will conduct an preliminary assessment, in which the Title IX Coordinator will:

  • determine whether the conduct, as reported, falls or could fall within the scope of the policy; and
  • determine whether the conduct, as reported, constitutes or could constitute Sexual Harassment;
  • respond to any immediate health or safety concerns, assess the complainant’s safety and well-being, and offer the university’s support and assistance;
  • discuss medical treatment, preserving evidence, and the option to contact law enforcement and/or seek a protective order
  • offer university and community resources and discuss remedial and protective measures;
  • discuss the university disciplinary process, including informal resolution and formal resolution; and
  • determine whether any minors are involved and whether Clery Act or timely warning obligations are triggered.


More information regarding the initial assessment can be found in Section VIII of Auburn University’s Title IX Sexual Harassment Policy.

Last Updated: April 8, 2021