Reporting an Incident

1. Report confidentially for guidance, support, and supportive measures to the CARE Office, SAVP, Social Identity Harm Advocate (SIH), Counseling Service, Office of Restorative Practices (for students), or the Employee Assistance Program (for employees).
2. Report to the Office for Institutional Equity. Community members can choose among several pathways:
   • Supportive measures and resources only: Academic, housing, workplace, or other adjustments to support continued participation without pursuing a formal complaint.
   • Formal complaint: Filing a complaint may initiate a College investigation and resolution process.
   • Administrative intervention: Direct engagement by the College to address a matter outside of a full investigation.
   • Informal or formal hearings following an investigation: Structured processes for consideration and resolution once fact-finding is complete.
3. Report a crime to law enforcement or to an external agency.

Confidential resources are available on- and off-campus. Confidential resources should be accessed when an individual is looking for:

• Support and guidance; 
• Time and the opportunity to consider the next steps; and/ or 
• Those who may be unsure about whether to report incidents to the College or law enforcement. 

Conversations with the College’s “confidential resources” are kept strictly confidential and, except in rare circumstances, will not be shared (including with other College administrators, faculty, coaches, parents, etc.) without explicit permission. 

On-Campus Confidential Resources

• Counseling Service (students) – Metcalf House
  (845) 437-5700 | counseling@vassar.edu
  After hours: Call Campus Response Center at (845) 437-7333, ask for Counselor On Call
• Health Service (students) – Baldwin Hall
  (845) 437-5800 | health@vassar.edu
• Clergy/Chaplains
  rsl@vassar.edu

College-Designated Confidential Resources

• SAVP Director/Coordinator
  (845) 437-7863 | savp@vassar.edu
• SAVP Advocates
  (845) 437-7333 (ask for SAVP Advocate)
• CARE Office – Main Building S-180
  (845) 437-7825
• Health Promotion & Education – Main Building S-180
  (845) 437-7769 | hpe@vassar.edu
• Office of Restorative Practices for Engaged Pluralism – College Center 333
  (845) 437-5606
• Student Fellows & House Student Advisors (HSAs)

Yes. If you believe you have experienced conduct that may violate the College’s Interim Policy Against Discrimination, Harassment, and Sexual Misconduct or the Title IX Sexual Harassment Policy, you are encouraged to contact the Office for Institutional Equity.

Reporting does not mean you are required to move forward with an investigation. The Office can:

• Provide information about your rights and options
• Coordinate supportive measures (academic, housing, workplace, or other adjustments)
• Connect you with confidential and non-confidential resources

The Office is committed to respecting your privacy and autonomy. Information is shared only as needed to coordinate support or as required by law. No one is ever forced to participate in a formal or informal resolution process or investigation—those decisions remain entirely your choice.

When a report is received, the Office for Institutional Equity takes the following steps:

1. Initial outreach and follow-up: The Complainant receives an email from the Office with information about available resources and options, along with an invitation to meet. Meetings are voluntary and, if scheduled, provide an opportunity to discuss the reported incident and explore possible next steps.
2. Connections to support:
   • Students can be connected with a CARE case manager, SAVP Advocate, Counseling Services, a Social Identity Harm (SIH) Advocate, other campus resources, and off-campus resources.
   • Employees can connect with a confidential Employee Assistance Program (EAP) counselor, Human Resources, the Dean of Faculty Office, and off-campus resources.
3. Supportive measures: The Office offers no-cost supportive measures such as academic assistance, housing changes, workplace adjustments, counseling, and other accommodations that promote equal access to the College’s programs and activities. These measures are available whether or not a formal complaint is filed, and regardless of participation in an investigation or resolution process. Supportive measures are designed to be flexible and tailored to individual needs.
4. No obligation: Meeting with the Office does not require filing a formal complaint or participating in an investigation.
5. Referral if needed: If the matter falls outside the Office’s role, staff will help connect the Complainant with the appropriate office and provide contact information.

The Office addresses reports of discrimination, harassment, sexual misconduct, interpersonal violence, and related concerns. It has primary responsibility for reviewing reports, formal complaints, and notices of alleged policy violations.

The Institutional Equity Team:

• Responds promptly and impartially to reports
• Provides supportive measures and connects individuals with resources
• Conducts impartial investigations and oversees resolution processes, including informal resolution or formal decisions by an external decision-maker on whether a policy has been violated
• Offers education, training, outreach, and engagement to promote a respectful and inclusive campus climate

Institutional Equity Team

• Assistant Vice President for Institutional Equity and Title IX Coordinator – Leads the Office, directs the College’s response to reports and complaints under College policies, and oversees compliance with federal and state civil rights laws, including Title IX.
• Faculty Director for Institutional Equity – Oversees faculty-related equal employment opportunity and nondiscrimination compliance.
• Institutional Equity & Title VI Coordinator – Oversees compliance with Title VI of the Civil Rights Act, addressing race, color, and national origin discrimination and harassment in education programs.
• Other Team Members – The Office also includes deputy coordinators, case managers, investigators, external decision-makers, and facilitators for informal resolutions. Together, they support fair processes, equal opportunity, and accessibility for all members of the College community.

Yes. A Complainant may bring one Support Person to any meetings with the Office for Institutional Equity for moral and emotional support. Ordinarily, a Support Person is someone not directly involved in the incident, such as a faculty or staff member, another student, a family member, a friend, or a union representative. We ask that parties let us know in advance if they plan to bring a Support Person.

Support Persons are present to provide comfort and guidance, but they do not play an active role in the process unless College policy specifically allows it. They cannot speak on behalf of the party they are supporting, and individuals are expected to present their own concerns and make their own decisions.

Yes. You may have both an Advisor and a Support Person.

• Complainants and Respondents have the right to bring one Advisor to all meetings and interviews, including the intake stage after a report is made to the Institutional Equity office. An Advisor may be anyone of the party’s choosing, such as a friend, mentor, family member, or attorney, provided they are eligible and available.
• If a party does not have an Advisor during the Administrative Resolution Process, the Office for Institutional Equity will provide a trained Advisor at no cost.
• It is important to note that the College cannot guarantee equal Advisory rights. For example, if one party chooses an attorney as their Advisor and the other party does not (or cannot), the College is not required to provide an attorney.

No. The Respondent is not automatically notified when a report is made to the Office for Institutional Equity. Notification only occurs if:

• The Complainant files a formal complaint, and an investigation begins
• The College is legally obligated to initiate an investigation (for example, when there is a potential ongoing threat to campus safety, a pattern of reported behavior, or when required by law).
• The Complainant or Respondent requests a No Contact Directive

The Office respects the Complainant’s privacy to the greatest extent possible throughout this process.

All Vassar employees are mandatory reporters. This means they must share any information they receive about potential discrimination, harassment, sexual misconduct, or related concerns with the Office for Institutional Equity.

Once a report is made:

• A team member from the Office for Institutional Equity will reach out to the identified Complainant to provide resources, offer assistance, and explain available options.
• The Complainant is not required to respond or meet with the Office. Choosing not to engage will always be respected. Typically, the Office will attempt outreach up to three times.
• To protect privacy and comply with FERPA, the Office does not routinely follow up with the reporting employee after the initial report.

For mandated and third-party reporters: You may contact the Office for Institutional Equity to confirm that your report was received and, if appropriate, to request guidance or support. For employees completing the Online Mandated Reporter Form, a confirmation email will be sent for their records. No further action is required from the reporter unless the Office for Institutional Equity contacts them for clarification or additional details.

Yes. Supportive measures may be available even if the conduct:

• Took place off campus or online
• Occurred in a prior semester or year (a formal complaint can still be filed if the Respondent is currently a student or employee)
• Involved a Respondent no longer affiliated with the College (supportive measures can still be requested)

The Office for Institutional Equity encourages Complainants to share information about incidents in any setting so staff can connect them with supportive measures and resources.

In most cases, no. The decision to involve law enforcement is up to the Complainant. However, the College must notify police in certain circumstances, including violent crimes, hate crimes, or hazing.

Key points to know:

• Law enforcement coordination: Vassar has a Memorandum of Understanding (MOU) with local police to support trauma-informed, coordinated responses to sexual assault, violence, and hate crimes, while respecting requests for privacy whenever possible.
• Campus alerts: Safety and Security must issue timely warnings if an incident presents a confirmed, ongoing threat to the community. These alerts provide enough information to protect campus safety but do not include personal identifiers.
• Statistical reporting: Some employees are considered Campus Security Authorities (CSAs) and are required to report certain crimes (such as sexual assault) for federal reporting and inclusion in the annual Campus Security Report. These reports do not include names or personal identifiers, but they must note the general location of the incident.
  • Who is not a CSA: College-designated confidential resources, including counselors, medical providers, and pastoral providers, are not CSAs and are not required to make these reports.

Reporting crimes: All Clery-reportable crimes, including sexual assault, should also be reported to Safety and Security at (845) 437-7333 or through the online Campus Safety forms.

Yes. Disability-related accommodations are available throughout the process, including when making a report, participating in meetings or interviews, and during the investigation or resolution process.

Examples of accommodations may include:

• Extended time for meetings, interviews, or hearings
• Breaks during meetings or interviews
• Use of assistive technology or screen readers
• Interpreters, captioning services, or note-taking support
• Materials provided in alternative formats (large print, Braille, electronic text)
• Accessible meeting locations or virtual participation options
• Modified scheduling to reduce conflicts with medical or mental health needs
• Support animals, where applicable
• Other individualized adjustments based on documented needs

You may request accommodations by contacting:

• Office for Institutional Equity
• Office of Accessibility and Educational Opportunity (AEO)

Both offices can be reached by phone or email and will work together to coordinate reasonable accommodations to support full participation.

As a Complainant, you have important rights during the College’s investigation and resolution process. These include:

Options for Moving Forward

• The right to access supportive measures only (such as academic, housing, or workplace adjustments) without filing a formal complaint.
• The right to file a formal complaint and pursue resolution through investigation.
• The right to participate in either an informal or formal resolution process.
• The right to participate—or decline to participate—in an investigation or resolution process. Choosing not to participate will be respected.

Fair and Impartial Process

• A prompt, impartial, thorough response and resolution process, consistent with the College policies and procedures.
• A presumption that your complaint is made in good faith, and that the Respondent is not considered responsible unless and until a determination is made by the external decision-maker under the “preponderance of the evidence” standard.
• Trained, impartial officials with no conflict of interest or bias.

Respect and Support

• The right to be treated with dignity and respect.
• Access to campus and community support resources.
• Information about interim safety and supportive measures (such as no-contact directives, academic adjustments, housing or workplace changes).
• The option to have an Advisor and/or Support Person of your choice at all meetings.

Transparency and Communication

• Timely notice of meetings you are expected to attend.
• Periodic updates about the status of the case, including explanations for any delays.
• Written notification of the outcome of the investigation, informal or formal resolution, including the reasoning.
• Written notice of any sanctions or corrective actions imposed.

Appeals

• A clear explanation of the process and timeline for appeals.
• The right to appeal the external decision-maker’s findings and/or any sanctions or corrective actions.
• A consistent, policy-based appeal process.

Protection

• The right to be free from retaliation or intimidation for participating in the process.