Officials with Authority

An “Official with Authority” is any employee who UNC Greensboro designates as an official with authority to institute corrective measures on behalf of the University. Only when an “Official with Authority” is aware of an incident of Prohibited Conduct will the University have actual knowledge. As defined in under the Title IX Final Rule, Actual Knowledge means notice of sexual harassment or allegations of sexual harassment to our Title IX Coordinator or any University official who has the authority to institute corrective measures.

While the University encourages all employees to report incidents of Prohibited Conduct, individual schools and departments, because of the nature of their work and relationships with students, may mandate their employees to report to their supervisors, Dean, or Title IX Coordinator. If an employee fails to comply with a school or departmental mandate, supervisors may discipline in accordance with school or departmental policies.

All employees are encouraged to proactively share their reporting responsibilities with their students and others to ensure members of the University community are properly informed before making disclosures.

Officials with Authority at UNCG include all individuals with the following titles/positions:

  • Title IX Coordinator
  • Dean of Students
  • Chancellor, Chief of Staff, and Associate Chief of Staff
  • Provost and Vice Provosts
  • All members of the Provost’s Council
  • All members of the Chancellor’s Council
  • General Counsel, Deputy General Counsel, Associate General Counsel, and Assistant General Counsel
  • All members of the University Police Department
  • Director of Athletics
  • Coaches of Varsity Athletics
  • All Academic Deans, Assistant Deans, and Associate Deans
  • All members of the Dean of Students Office
  • All members of the Students First Office
  • All members of the Office of Human Resources
  • Office of Housing and Residence Life Supervisors whose positions require them to be based within a residence hall (Note that this does not include administrative supervisors, maintenance staff supervisors)
  • All Directors and Associate Directors of Housing and Residence Life
  • Residential Advisors
  • Coordinators for University-sponsored programs involving minors

Confidential Employees

Confidentiality exists in the context of laws that protect certain relationships, including with medical and clinical care providers (and those who provide administrative services related to the provision of medical and clinical care), mental health providers, counselors, and ordained clergy, all of whom may engage in confidential communications under North Carolina law. The University has designated individuals who have the ability to have privileged communications as “Confidential Employees,” as defined below. When information is shared by an individual with a Confidential Employee or a community professional with the same legal protections, the Confidential Employee (and/or such community professional) cannot reveal the information to any third party except when an applicable law or a court order requires or permits disclosure of such information.

Generally, confidential information may be disclosed when:

  • the individual gives written consent for its disclosure;
  • someone is clearly likely to do physical harm to themselves or another person in the near future;
  • information is shared about currently occurring abuse or neglect of a child or dependent adult; or
  • ordered to do so by a judge as part of judicial proceedings.

Confidential Employees at UNCG include: 

  • all employees within Student Health Services
  • all employees within the Campus Violence Response Center
  • all employees within the Smith Campus Ministries Center

Employees

Absent “Official with Authority” or “Confidential Employee” designation, the University encourages, but does not require, all employees to report incidents of Prohibited Conduct to ensure the University can connect with complainants to inform them of University reporting and resource options. Individual schools and departments, because of the nature of their work and relationships with students, may mandate their employees to report to their supervisors, Dean, or Title IX Coordinator. If an employee fails to comply with a school or departmental mandate, supervisors may discipline in accordance with school or departmental policies. University employees should confirm within their departments whether the schools or departments have internal reporting obligations greater than those listed here. 

Please reach out to the Title IX Coordinator to inquire about specific reporting obligations.