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An institutional report occurs when the institution has notice of a complaint. That notice occurs in two instances:

  1. When a Responsible Employee receives a complaint; or
  2. When the Title IX Coordinator or their designee receives a complaint.

Any individual may make a report, but the institution does not have notice of the report until information is known to a Responsible Employee or the Coordinator. There is no specific information required to constitute a report; however, the report should contain as much information as can be provided.

Complainants, or anyone with knowledge of Sexual Misconduct, may file a report with a Responsible Employee or the Coordinator. That Responsible Employee must provide a complete reporting of all information known to them to the Coordinator. Responsible Employees informed about Sexual Misconduct allegations should not attempt to resolve the situation, but must notify and report all relevant information to the Coordinator as soon as practicable

Why is Reporting Important?

Reporting an incident to Title IX ensures those in our community affected by sexual misconduct receive the support they need and that the university responds appropriately to alleged prohibited conduct under TItle IX.

Someone may disclose to you for many reasons, including:
  • The incident has negatively affected the person's academics or employment.
  • The incident has affected the person's interaction with the responsible employee.
  • The person may have safety concerns.
  • The person may need someone to confide in but is not seeking action.
  • The person is looking for help.
In addition, if you are an employee on campus, you are expected to report unless you fall into the confidential or privileged employee category. The different types of employees and your responsibilities are defined in the list below:

  • Types of Employees and Reporting Responsibilities:
    • Confidential Employees: Institution employees who have been designated by the institution to talk with a Complainant or Respondent in confidence. Confidential Employees must only report that the incident occurred and provide date, time, location, and name of the Respondent (if known) without revealing any information that would personally identify the alleged victim. This minimal reporting must be submitted in compliance with Title IX and the Clery Act. Confidential Employees may be required to fully disclose details of an incident in order to ensure campus safety.
    • Privileged Employees: Individuals employed by the institution to whom a complainant or alleged victim may talk in confidence, as provided by law. Disclosure to these employees will not automatically trigger an investigation against the complainant’s or alleged victim’s wishes. Privileged Employees include those providing counseling, advocacy, health, mental health, or sexual-assault related services (e.g., sexual assault resource centers, campus health centers, pastoral counselors, and campus mental health centers) or as otherwise provided by applicable law. Exceptions to confidentiality exist where the conduct involves suspected abuse of a minor (in Georgia, under the age of 18) or otherwise provided by law, such as imminent threat of serious harm.
    • Responsible Employees: Those employees who must promptly and fully report complaints of or information regarding sexual misconduct to the Coordinator. Responsible Employees include any administrator, supervisor, faculty member, or other person in a position of authority who is not a Confidential Employee or Privileged Employee. Student employees who serve in a supervisory, advisory, or managerial role are in a position of authority for purposes of this Policy (e.g., teaching assistants, residential assistants, student managers, orientation leaders).

How Can I Report?

  • In Person: Downtown Office Building
    Office 111
    60 W Main St.
    Dahlonega, GA 30533
  • Phone: 706-867-4560
  • Email:
  • Online
  • Letter delivered by mail or in-person
  • Report to responsible employee

What happens when a report is received by the Title IX Coordinator?

Upon receipt of an institutional report, the Coordinator will contact the Complainant. That contact will discuss the availability of supportive measures, the invitation to discuss their wishes with respect to implementation of supportive measures, and explain the process of filing a complaint. An institutional report does not automatically prompt an investigation.

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