Sexual discrimination, harassment, violence
Reports discrimination or harassment can be made by email, phone or in person. Reports are sent directly to the university's Title IX Coordinator and Equity Officer, who oversees all Title IX and equity matters at the institution. Upon receipt of the report and depending on the detail of the information provided, the institution will take reasonable steps to investigate the matter, stop the behavior, prevent its recurrence, and remedy its effects.
Please note: The university's ability to assist with a report may be hindered without the reporting party's contact information. Please see below for information regarding the university's non-retaliation policy.
You have the right to remain anonymous on this form but please be aware that the more details we possess, the better our ability to conduct a thorough investigation. To remain anonymous, simply leave out your identifying information. Without this information, the form will be submitted anonymously. If you do not feel comfortable submitting this information online you may print the form out and send it via campus
Equity and Title IX
Technology Development Center,
900 Innovation Drive - Suite 500,
Rolla, MO 65401
Anyone: staff, faculty, students, parents, alumni, and visitors to the campus.
Missouri S&T takes these reports seriously and will take action to investigate reported incidents and determine the appropriate action. We also provide support to all members of the campus community who experience, or witness, such an incident. The offices of Counseling Services, Student Disability Services, Miner Wellness and Student Affairs provide a wealth of resources.
Yes, you will be protected from retaliation.
Retaliation is any adverse action taken against a person because of that person’s participation in protected activity. The University strictly prohibits retaliation against any person for making any good faith report or for filing, testifying, assisting, or participating in any investigation or proceeding involving allegations of discrimination in violation of the University’s Equal Employment/Education Opportunity Policy.
Examples of prohibited retaliation include, but are not limited to, giving a lesser grade than the student’s academic work warrants because the student filed a complaint of sexual harassment; giving lower than justified performance appraisals because a person was a witness in an investigation of alleged sexual harassment; and threatening to spread false information about a person for filing a complaint of sexual harassment.
Any person who engages in such retaliation shall be subject to disciplinary action in accordance with applicable procedures.
Reports of sex discrimination can be made by email, mail, phone, in person or online. Reports are sent directly to the university's Title IX Coordinator, who oversees all sex discrimination matters at the institution. We encourage you to use this site as a trusted resource on all campus Title IX information and reporting.
Director of Equity and Title IX, Title IX Coordinator
Deputy Title IX Coordinator
Compliance Specialist II
Equity and Title IX Partners collaborate with the Office of Equity and Title IX to support the mission of fostering an inclusive environment throughout the campus community. Equity and Title IX Partners support their area of campus as a key resource in matters related to University policy and processes.
Students, employees, volunteers, and visitors of the university who have experienced any form of sex discrimination, including sexual harassment or sexual misconduct, are encouraged to report the incident promptly to the Title IX Coordinator.
Any employee of the university who becomes aware of sex discrimination as defined in this policy (including sexual harassment, sexual misconduct, stalking on the basis of sex, dating/intimate partner violence or sexual exploitation) is a mandated reporter, regardless of whether the recipient of the behavior is a student, employee, volunteer, or visitor of the university.
All university employees and volunteers are required to complete the Mandated Reporter training annually.
Employees with a legal obligation or privilege of confidentiality (including health care providers, counselors) are not considered mandated reporters and are not required to report when the information is learned in the course of a confidential communication.
This also means that the employee seeking the exemption is employed by the university for that specific purpose and was acting in that capacity when the confidential disclosure was made. If the information is not learned in the course of confidential communication (for example, a behavior is observed in class) then the employee has the same obligation as a mandated reporter.
Consistent with the law and upon approval from the Office of the General Counsel, campuses may also designate non-professional counselors or advocates as confidential for purposes of this policy and, therefore, excluded from the definition of mandated reporters.
However, these individuals are required once per month to report to the Title IX administrator aggregate, non-personally identifiable information regarding incidents of sex discrimination reported to them. The aggregate data report should contain general information about individual incidents of sexual violence such as the nature, date, time and general location of the incident. Confidentiality in this context is not the same as a privilege as under the law.