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Reporting Process Flowchart

The Office for Institutional Equity (OIE) addresses every report that is brought to its attention. The purpose of reporting is to ensure safety and prevent further harm, understand the scope of the problem, offer support resources, and explore resolution options. Even if an individual chooses not to move forward or participate in an adjudicative or disciplinary process (through Duke or law enforcement), they can contact OIE for information and assistance with accessing support measures, such as changes to academic, living, transportation, and working situations. If an individual discloses alleged misconduct to a Duke employee who is a “responsible employee” (e.g. faculty, employees with teaching or supervisory authority and graduate students with teaching or supervisory authority, among others), the responsible employee is required to consult with OIE about an appropriate response. While a responsible employee is required to consult with OIE on behalf of others, they can decide whether to report behavior that they personally experience.

Students, staff & postdocs, and faculty have several resources available to them for reporting harassment or sexual misconduct. The Office of Institutional Equity has consolidated information under the Title IX FAQ and Reporting Resources to help members of the Duke community know where to report and find support.

Learn about OIE's reporting process below or download a flowchart that visually details the process. Also refer to our more concise Complaint Process.

What happens when OIE receives a report?

OIE receives reports through online reporting, from responsible employees, and referrals.

  • A representative from OIE contacts the negatively impacted party.
    • Depending on the nature of the report and based on the information provided by the negatively impacted party, the representative may inform the negatively impacted party of or will implement confidential resources and/or supportive measures (e.g. accommodations, no-contact orders, change in schedule, etc.). If the situation involves matters outside of OIE’s scope, OIE will refer the impacted party to another resource, such as Human Resources, the DGS or the Office of Audit, Risk and Compliance among others.
  • An intake form is submitted.
  • Assessment begins.

 

There are three procedures that potentially apply in the continuation of the process.

Title IX Complaint Report

Formal complaint required.

  • A Notice of Allegations is sent by an OIE investigator to all parties involved in the formal complaint.
  • OIE Investigation
  • An Investigation Report is prepared by OIE.
    • Draft shared with involved parties.
    • Investigator gathers feedback.
    • OIE issues final report.
  • Live Hearing
  • Determination
  • Appeal

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Harassment & Discrimination Student Respondent

  • A Notice of Investigation is sent by an OIE investigator to all parties involved in the formal complaint.
  • OIE Investigation
    • Investigator conducts interviews.
    • Investigator collects evidence.
  • An Investigation Report is prepared by OIE.
    • Draft shared with involved parties.
    • Investigator gathers feedback.
    • OIE issues final report.
  • Student Conduct Hearing
  • Determination
  • Appeal

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Harassment & Discrimination Faculty/Staff Respondent

  • A Notice of Investigation to Parties is sent by an OIE investigator to all parties involved in the formal complaint.
  • OIE Investigation
    • Investigator conducts interviews.
    • Investigator collects evidence.
    • OIE makes a determination.
  • An Investigation Report is prepared by OIE.
    • Report shared with involved parties. The report includes OIE Determination.
  • Appeal*

*Faculty and Staff can challenge the outcome of the OIE process through the Faculty Hearing Committee (please refer to the Faculty Handbook) or the Dispute Resolution Process, respectively.

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