Confidential reporting options provide students with the ability to confidentially report and discuss an instance of sexual harassment, including sexual violence, without their information being shared with others. Please note confidential reporting limits the university’s ability to respond to incidents.

Professional and licensed counselors who provide mental-health counseling (including those who act in that role under the supervision of a licensed counselor) are not required to report any information about an incident to the Title IX coordinator without the victim’s permission. These individuals are also not required by the Clery Act to report.

The university treats the OSU Victim Advocate as a confidential reporting option. Victims can visit with the victim advocate to learn about resources available on campus. The Victim Advocate is not required to report any information about an incident to the Title IX Coordinator without a victim’s permission. However, the victim advocate will report incidents, without personally identifiable information, to OSU Police for the purpose of the Clery Act. Additionally, the Victim Advocate will report quarterly to the Board of Regents on statistical trends of incidents.

The Board of Regents for Oklahoma Agricultural and Mechanical Colleges and the Clery Act require all employees (excluding counselors, health care providers, and victim advocates) who become aware of an instance of sexual harassment including sexual violence to report the instance to OSU-OKC Safety & Security. The victim’s name should not be reported to the police without the victim’s permission. The report should include the nature, date, time, and general location of an incident. This is a limited report that includes no information that would directly or indirectly identify the victim. This allows for the university to track patterns, evaluate the program, and develop appropriate campus-wide responses.

When an instance of sexual harassment including sexual violence is reported to a “responsible employee,” a student can expect the incident will be reported to the university’s Title IX Coordinator. A “responsible employee” is an employee who has the authority to redress sexual harassment including sexual violence, who has the duty to report incidents of sexual harassment or other student misconduct, or who a student could reasonably believe has this authority or duty. Examples include but are not limited to faculty members, advisors, employees in student services offices, and anyone in a supervisory role.

A responsible employee must report to the Title IX Coordinator all relevant details about the alleged sexual harassment or sexual violence shared by the victim including names, date, time and specific location of the alleged incident.

To the extent possible, information reported to a responsible employee will be shared only with people responsible for handling the university’s response to the report. A responsible employee should not share information about the victim with law enforcement unless a victim requests it.

When a victim tells a responsible employee about an incident of sexual harassment or sexual violence, the victim has the right to expect the university will investigate the alleged sexual harassment, end any sexual harassment, prevent the sexual harassment from recurring, and educate on sexual harassment.

Before a victim reveals any information to a responsible employee, the employee should ensure that the victim understands the employee’s reporting obligations, and if the victim wants to maintain confidentiality, then the victim should be directed to a confidential resource.

If a victim discloses an incident to a responsible employee but wishes to maintain confidentiality or requests that no investigation or conduct action be taken, the university must weigh that request against the obligation to provide a safe environment for all students, including the victim.

If the university honors the request for confidentiality, a victim must understand that the university’s ability to meaningfully investigate and respond to the incident may be limited.

Although rare, there are times when the university may not be able to honor a victim’s request in order to provide a safe environment for all students.

When weighing a victim’s request for confidentiality or that no investigation or conduct process be pursued, the following will be considered:

• The increased risk that the alleged respondent will commit additional acts of sexual or other violence, such as:

• Whether there have been other sexual violence complaints about the same alleged respondent;

• Whether the alleged respondent has a history of arrests or records from a prior school indicating a history of violence;

• Whether the alleged respondent threatened further sexual violence or other violence against the victim or others;

• Whether the sexual violence was committed by multiple respondents;

• Whether the sexual violence was perpetrated with a weapon;

• Whether the victim is a minor;

• Whether the university possesses other means to obtain relevant information on the sexual violence (e.g., security cameras, personnel, physical evidence); and

• Whether the victim’s report reveals a pattern of perpetration (e.g., via illicit use of drugs or alcohol) at a given location or by a particular group.

The presence of one or more of these factors could lead the university to investigate and, if appropriate, pursue conduct action. If none of these factors is present, the university will likely respect the victim’s request for confidentiality.

If determined that the university cannot maintain a victim’s confidentiality, the university will inform the victim prior to starting an investigation. The university will remain ever mindful of the victim’s well-being and will take ongoing steps to protect the victim from retaliation or harm and work with the victim to create a safety plan.

The university may not require a victim to participate in any investigation or conduct process. Retaliation against the victim, whether by students or university employees, will not be tolerated.

The university strongly encourages individuals to report sexual violence and any other criminal offenses to the police. This does not commit a victim to prosecute but will allow the gathering of information and evidence. The information and evidence preserve future options regarding criminal prosecution, university conduct actions and/or civil actions against the perpetrator.

On-campus incidents can be reported to the Oklahoma City Police Department at (405) 297-1170. If the incident happened anywhere else, it can be reported to the local law enforcement with jurisdiction in the location where it occurred.

Please know that the information reported can be helpful in supporting other reports and preventing further incidents.

Anyone can report instances of sexual harassment and sexual violence to Student Conduct in SC 240 or at 405-945-3378. A complaint should be filed as soon as possible, preferably within 180 calendar days of the incident. A complaint can be filed online atokc.studentconduct@okstate.eduor in person at the Office of Human Resources.

If either the victim or the respondent are students, the incident will be addressed through the Student Conduct process once a complaint is filed.

The university strongly encourages individuals to report any instance of sexual harassment and sexual violence to the police.

Anyone can report instances of sexual harassment and sexual violence to the Administration Building, room 212 or at 405-945-3298.

A complaint should be filed as soon as possible, preferably within 180 calendar days of the incident. A complaint can be filed online atokc.studentconduct@okstate.eduor in person at the Office of Human Resources.

If either the victim or the respondent are student, the incident will be addressed through the Student Conduct process once a complaint is filed.

The university strongly encourages individuals to report any instance of sexual harassment and sexual violence to the police.

We want you to be knowledgeable about the process that occurs once a complaint with Student Conduct is filed. The following describes the investigation process, the hearing and the outcome of the hearing. Student Conduct will be available to explain the process as requested. The Student Conduct process will be prompt, fair, and impartial. This means the process will be completed within a reasonable timeframe as designated below and without undue delay.

The process will be conducted in a manner that is consistent with the university’s policies and will be transparent to all parties. Lastly, the Student Conduct process will be conducted by officials who do not have a conflict of interest or bias for the complainant or respondent.

Investigation

1. You will be notified of receipt of your complaint and the actions the university official will take.
   

2. A university official will meet with you to discuss the complaint submitted, review the investigation and hearing process, and determine the outcome you desire from your complaint.
   

3. An investigation will be conducted by a non-biased Title IX Investigator. This investigation will include:
   • meeting personally with the complainant,
     
   • meeting personally with the student(s) accused,
     
   • meeting personally with any witnesses, and
     
   • reviewing any documentary evidence.
     

4. The investigation of complaints will be adequate, reliable and impartial. The Title IX Investigator will compile an investigation report.
   

5. The investigation process can take up to 60 days. If at any point either party would like an update of the investigation process all they need to do is ask and an update will be provided.
   

6. The university official will determine if a conduct hearing is possible based on the available information.
   

7. If it is determined that the university will proceed with a formal conduct hearing, the complainant and the responding student(s) will be notified of the hearing date.
   

Hearing

1. Hearing notification will occur at least five days in advance and include the hearing date, time and location. Hearings will be scheduled around academic schedules.
   

2. Allegations of sexual misconduct and sexual harassment will be heard by the Conduct Committee Hearing Panel which is comprised of two faculty members, a staff member and two students.
   

3. The hearing includes opening statements, presentation of the investigation report, information about the incident, presentation of information by witnesses, and closing statements.
   

4. Each party is permitted to have a person of their choosing to accompany them throughout the hearing as an advisor.
   

5. All parties are permitted to be present during the hearing (except during deliberations of the panel). All parties can be in the same room in a pre-arranged, non-threatening set-up or in separate rooms with a video conference set up.
   

6. All parties are permitted to make statements, present witnesses and information during the hearing. Witnesses and information need to be directly related to the incident.
   

7. The standard of proof used in all university conduct hearings is preponderance of the evidence, which means the determination to be made is whether it is more likely than not a violation occurred. This is significantly different than proof beyond a reasonable doubt, which is required for a criminal prosecution.
   

Outcome

1. Possible outcomes include the entire range of sanctions listed in theStudent Code of Conduct.When it is determined that sexual misconduct is more likely than not to have occurred, the outcome can include separation from the university.
   

2. You have the right to be informed of the outcome. You will be notified within two business days after the hearing, at the same time the respondent is informed of the outcome.
   

3. You have the right to appeal the decision reached through the hearing proceedings within seven business days after the hearing.
   

For more information, contactokc.studentconduct@okstate.edu

So, what can you do to intervene? The following are steps you can take to keep yourself and others around you safe.

• Educate yourself about interpersonal violence AND share this info with friends
  
• Confront friends who make excuses for other peoples abusive behavior
  
• Speak up against racist, sexist, and homophobic jokes or remarks
  

When attempting to help, you should also think about the 4 D's of intervention:

1. Distract- Find a way to distract the participants from what is happening. This could look like changing the subject, mentioning another activity like getting food, or others actions.
   
2. Delegate- If you are not comfortable intervening, find someone who is. You might call law enforcement or other friends, talk to the bartender, or talk to others around.
   
3. Delay- If you are not sure you should intervene, try to delay the situation until you can get more information. This might look like going to the bathroom with a potential victim, turning on a TV, or other behaviors.
   
4. Direct- If you feel comfortable, the best way might be to directly intervene and ask those involved what is going on.
   

Remember, any situation that threatens physical harm to yourself or another student should be assessed carefully. Always consider your personal safety before intervening. Contact OSU-OKC Security at 405-945-3253 or OCPD at 405-297-1170 if assistance is needed.

Read the following examples to get a better understanding of some specific ways you might help.

Example 1:

You are at a party and you see a woman who is obviously very intoxicated, falling over herself, slurring speech, etc., being pulled up the stairs towards private bedrooms by a man. What would you do?

Distract: Who wants pizza??

Delay: Go up to them and say you are about to puke and you need the girl to come with you to the bathroom.

Direct: Go up to the guy and ask him what he is doing.

Direct: Go up to the woman and tell her you need to talk with her in private.

Delegate: Tell the woman’s friend and suggest that she go get her.

Example 2:

You are walking into your residence hall and you see a couple you know standing nearby. One of them is becoming increasingly angry and aggressive towards the other, perhaps even beginning to shove or push the other. What would you do?

Direct: Approach the couple and explain that this behavior is unacceptable and you will call the police if it does not stop.

Delegate: Get a friend or two to come help you see what’s up or call your RA.

Distract: Turn on a nearby TV or ask to borrow something from one of them.

Delay: Approach them and strike up a conversation about class or sports.

Example 3:

You are at a party or bar and you see someone put something that looked like drugs into someone's drink when they were not looking. What would you do?

Direct: You confront the person who slipped the drug and say you saw them do it and you’re going to call the cops or you tell the person whose drink was drugged.

Distract: You “accidentally” spill the drink.

Delay: You strike up a conversation with the person whose drink was drugged before they begin to drink.

Delegate: You tell the bartender what you saw and ask him/her to do something.

In a situation potentially involving sexual assault, relationship violence, or stalking:

• Approach everyone as a friend
  
• Do not be antagonistic
  
• Avoid using violence
  
• Be honest and direct whenever possible
  
• Recruit help if necessary
  
• Keep yourself safe
  
• If things get out of hand or become too serious, contact the police

STEP UP! is a prosocial behavior and bystander intervention program that educates students to be proactive in helping others. Teaching people about the determinants of prosocial behavior makes them more aware of why they sometimes don’t help. As a result, they are more likely to help in the future.

Visit STEP UP!

You can also read more about Bystander Intervention Theory in the following articles:

Darley, J. M. & Latane, B. (1968). Bystander intervention in emergencies: Diffusion of responsibility. Journal of Personality and Social Psychology, 8(4), 377-383.

Fischer, P., Greitemeyer, T., Kastenmuller, A., Krueger, J. I., Vogrincic, C., & Frey, D. (2011). The bystander effect: A meta-analytic review on bystander intervention in dangerous and non-dangerous emergencies. Psychological Bulletin, 137(4), 517-537. doi: 10.1037/a0023304

Latane, B., & Darley, J. M. (1970).The unresponsive bystander: Why doesn’t he help. New York, NY: Appleton-Century-Crofts.

Latane´, B., & Nida, S. (1981). Ten years of research on group size and helping.Psychological Bulletin, 89,308 –324. doi:10.1037/0033-2909.89.2.308

Fischer, P., Greitemeyer, T., Pollozek, F., & Frey, D. (2006). The unresponsive bystander: Are bystanders more responsive in dangerous emergencies?European Journal of Social Psychology, 36,267–278. doi: 10.1002/ejsp.297

Horowitz, I. A. (1971). The effect of group norms on bystander intervention.The Journal of Social Psychology, 83,265–273. doi: 10.1080/00224545.1971.9922471v