All NMJC employees (faculty, staff, administrators) are strongly encouraged to report actual or suspected discrimination or harassment to appropriate officials immediately, though there are some limited exceptions. All Faculty (including, but not limited to coaches) and full time Professional Employees (as defined by the NMJC Employee Handbook) are Mandated Reporters.
In order to make informed choices, it is important to be aware of confidentiality and mandatory reporting requirements when consulting campus resources. On campus, some resources may maintain confidentiality and are not required to report actual or suspected discrimination or harassment. They may offer options and resources without any obligation to inform an outside agency or campus official unless a Complainant has requested the information be shared.
If a Complainant expects formal action in response to their allegations, reporting to any Mandated Reporter can connect them with resources to report crimes and/or policy violations, and these employees will immediately pass reports to the Title IX Coordinator (and/or law enforcement, if desired by the Complainant), who will take action when an incident is reported to them.
The following sections describe the reporting options at NMJC for a Complainant or third-party (including parents/guardians when appropriate):
- Confidential Resources
If a Complainant would like the details of an incident to be kept confidential, the Complainant may speak with:- On-campus licensed professional counselors and staff
- Off-campus (non-employees):
- Licensed professional counselors and other medical providers
- Local rape crisis counselors
- Domestic violence resources
- Local or state assistance agencies
- Clergy/Chaplains
Attorneys
All of the above-listed individuals will maintain confidentiality when acting under the scope of their licensure, professional ethics, and/or professional credentials, except in extreme cases of immediacy of threat or danger or abuse of an individual with a disability, or when required to disclose by law or court order.
Mandated Reporters and Formal Notice/Complaints
All Faculty (including, but not limited to coaches) and full time Professional Employees (as defined by the NMJC Employee Handbook) are Mandated Reporters, with the exception of those who are designated as Confidential Resources, are Mandated Reporters and must promptly share with the Title IX Coordinator all known details of a report made to them in the course of their employment.Complainants may want to carefully consider whether they share personally identifiable details with non-confidential Mandated Reporters, as those details must be shared with the Title IX Coordinator.
Generally, disclosures in climate surveys, classroom writing assignments or discussions, human subjects research, or at events such as “Take Back the Night” marches or speak-outs do not provide notice that must be reported to the Coordinator by employees, unless the Complainant clearly indicates that they desire a report to be made or a seek a specific response from the NMJC.
Supportive measures may be offered as the result of such disclosures without formal NMJC action.
Failure of a Mandated Reporter, as described above in this section, to report an incident of harassment or discrimination of which they become aware is a violation of NMJC policy and can be subject to disciplinary action for failure to comply.
Though this may seem obvious, when a Mandated Reporter is engaged in harassment or other violations of this policy, they still have a duty to report their own misconduct, though NMJC is technically not on notice when a harasser is also a Mandated Reporter unless the harasser does in fact report themselves.
Finally, it is important to clarify that a Mandated Reporter who is themselves a target of harassment or other misconduct under this policy is not required to report their own experience, though they are, of course, encouraged to do so.
