Resources

OTIXEO FAQ’s

This page provides answers to common questions about Western University of Health Sciences’ policies and processes related to sexual and gender-based harassment, interpersonal violence, and other forms of sexual misconduct. The information below summarizes key elements of the Sexual and Gender-Based Harassment, Interpersonal Violence, and Other Sexual Misconduct (SIM) Policy to help students, faculty, and staff better understand reporting responsibilities, available resources, and what to expect when a concern is shared with the Office of Title IX & Equal Opportunity Compliance Initiatives (OTIXEO).

For ease of use, the FAQs are organized into topic-based sections. Each section appears as a drop-down menu that can be expanded to view the questions and answers within that topic. Users can click on any section to reveal the full set of related information.

For ease of use, the FAQs are organized into topic-based sections. Each section appears as a drop-down menu that can be expanded to view the questions and answers within that topic. Users can click on any section to reveal the full set of related information.

The sections include topics such as:

• Responsible Employees & Mandatory Reporting
• Confidentiality, Privacy, and Anonymous Reporting
• What Happens After I Submit a Report?
• Supportive Measures
• Informal Resolution vs. Formal Complaint
• Rights of the Parties
• Retaliation
• Scope & Jurisdiction (“Does This Apply?”)
• Alcohol, Drugs, and Uncertainty

This structure is designed to make it easier to quickly locate the information most relevant to your question while still providing a clear overview of the university’s policies and support processes.

SECTION 1: Responsible Employees & Mandatory Reporting

Who is required to report sexual harassment or sexual misconduct to OTIXEO?

Most WesternU employees are designated as Responsible Employees and are required to report sexual harassment, sexual misconduct, or related concerns to OTIXEO. This includes faculty, instructors, teaching assistants acting in their employment role, academic leadership, etc. The obligation is based on job responsibilities, not individual discretion.

What does it mean to be a “Responsible Employee” or mandatory reporter?

A Responsible Employee is required to report information about possible sexual harassment or sexual misconduct to OTIXEO when such information is received in the course of their employment. Responsible Employees are not responsible for determining whether the conduct violates policy or for conducting an investigation. Their role is to report the information so the university can assess the concern and offer appropriate support.

What am I required to share when I make a report?

Responsible Employees are expected to report the information that was disclosed to them, including names of the parties involved if known and a general description of the concern. Responsible Employees are not required to collect additional information or assess credibility. OTIXEO is responsible for evaluating applicability, jurisdiction, and next steps.

What if a student asks me not to report what they shared?

Responsible Employees must still report the information to OTIXEO, even if a student asks that it not be reported. Employees should explain this obligation clearly and compassionately, while also clarifying that a report does not automatically initiate an investigation and that the student retains choices regarding next steps. Employees may also refer the student to confidential resources.

How can I support a student’s autonomy while still meeting my reporting obligations?

Autonomy can be supported by being transparent about reporting obligations, explaining available options, and emphasizing that the student generally controls whether to pursue a formal complaint or participate in a resolution process. Reporting to OTIXEO ensures access to support and information but does not require a specific outcome.

What if I’m unsure whether what I heard qualifies as sexual harassment or misconduct?

If there is uncertainty, the information should still be reported to OTIXEO. Responsible Employees are not expected to interpret policy definitions or determine whether conduct meets reporting thresholds. OTIXEO will make that determination.

SECTION 2: Confidentiality, Privacy, and Anonymous Reporting

What is the difference between confidential and private resources?

Confidential resources are legally permitted to keep information confidential and are not required to report information to OTIXEO. These resources can provide support, counseling, and information without triggering a university report.

Private reporting means that information is shared with OTIXEO or other university officials but is handled discreetly and shared only with those who have a legitimate need to know in order to provide support, assess safety, or respond under the policy. Private reporting is not legally confidential, but the university takes steps to protect privacy.

Who at WesternU is considered a confidential resource?

Confidential resources at WesternU include licensed therapists, victim advocates, and others acting in a professional capacity where confidentiality is required by law. These individuals can listen, provide support, and help explore options without submitting a report to OTIXEO. Employees who are not designated as confidential resources are generally considered Responsible Employees and are required to report information shared with them.

What does it mean to submit an anonymous report?

Submitting an anonymous report allows an individual to share information about possible sexual harassment or misconduct without providing their name or identifying information. OTIXEO will review the information and determine what actions, if any, are possible based on the details provided. Anonymous reporting can be helpful for sharing concerns, but it may limit the university’s ability to follow up, offer individualized support, or take certain actions.

If I submit an anonymous report, will the other person know it was me?

No. When an anonymous report is submitted, identifying information about the reporting individual is not shared. If the university contacts a person named in the report, they will be informed that a report was received, not who submitted it. The university does not disclose the identity of an anonymous reporting party.

SECTION 3: What Happens After I Submit a Report?

What happens after I submit a report to OTIXEO?

After a report is submitted, the Office of Title IX & Equal Opportunity Compliance Initiatives (OTIXEO) reviews the information and typically reaches out to the individual who may have been impacted. The purpose of this outreach is to provide information about rights, available options, and supportive measures, and to assess whether there are any immediate safety concerns. This initial contact is informational and supportive in nature and does not constitute an investigation or disciplinary action.

Does submitting a report automatically start an investigation?

No. Submitting a report does not automatically initiate an investigation. A report allows the university to offer support, provide information, and determine whether further action may be needed. An investigation begins only if a formal complaint is filed or if the Title IX Coordinator determines that the university must proceed in order to address significant safety or compliance concerns.

What is the difference between a report and a formal complaint?

A report is a notification to the university that a concern may exist and allows OTIXEO to offer supportive measures and explain available options. Making a report does not require participation in a resolution process.

A formal complaint is a request to initiate a specific resolution process, such as an investigation and, if applicable, a hearing, in accordance with the policy’s procedures.

Can I change my mind after submitting a report?

Yes. Individuals may decide not to file a formal complaint after submitting a report, may change their level of participation, or may disengage from the process entirely. These preferences are respected whenever possible. In limited circumstances, the university may still need to take action to address safety concerns, but OTIXEO will communicate clearly if that is the case.

SECTION 4: Supportive Measures

What are supportive measures?

Supportive measures are non-disciplinary, non-punitive individualized services offered to complainants and respondents to help restore or preserve access to WesternU’s education programs or activities. These measures are designed to support safety, wellbeing, and continued participation in academic or work environments. Supportive measures are available regardless of whether a formal complaint is filed.

Can I receive supportive measures without filing a formal complaint?

Yes. Supportive measures may be requested and provided even if no formal complaint is filed and no investigation occurs. The purpose of supportive measures is to provide assistance and reduce barriers, not to require participation in a resolution process. An individual may request supportive measures at any point after a report is made.

What types of supportive measures are available?

Supportive measures may include academic or work-related adjustments, extensions of deadlines, modifications to schedules or locations, counseling referrals, campus escort services, increased security, leaves of absence, or no-contact directives. The specific measures offered depend on the individual’s needs and the circumstances of the situation.

Will the other party know I requested supportive measures?

Supportive measures are provided on a confidential basis to the extent possible. Information is shared only as necessary to implement the measure or protect safety. The university does not disclose the reason for supportive measures unless required to do so to carry them out.

What is a no-contact directive?

A no-contact directive is an administrative measure issued by WesternU that restricts contact between parties. It is intended to help prevent further interaction that could be distressing or disruptive and to support safety and wellbeing. A no-contact directive is not disciplinary and does not reflect a determination of responsibility.

Can supportive measures or a no-contact directive be changed later?

Yes. Supportive measures, including no-contact directives, may be modified as needs or circumstances change. Individuals are encouraged to communicate with OTIXEO if adjustments are needed. The university reviews requests for changes on an ongoing basis to ensure measures remain appropriate and effective.

SECTION 5: Informal Resolution vs. Formal Complaint

What is informal resolution?

Informal resolution is a voluntary process that allows parties to resolve concerns without a full investigation, when permitted by policy and appropriate to the nature of the allegations. This process is designed to be flexible and may include facilitated dialogue, educational interventions, or other agreed-upon outcomes. Informal resolution is not disciplinary in nature and does not result in a determination of responsibility.

How is informal resolution different from a formal complaint or investigation?

Informal resolution focuses on reaching a mutually agreed-upon outcome rather than determining responsibility through an investigation and hearing. The process emphasizes communication, education, and agreed-upon steps to address the concern.

A formal complaint, by contrast, initiates a structured process that may include an investigation, findings, and potential disciplinary outcomes.

Can I switch from informal resolution to a formal complaint?

Yes. Either party may withdraw from informal resolution at any time before a final agreement is reached and request to proceed with a formal complaint. Participation in informal resolution is voluntary, and no party is required to continue if they are no longer comfortable. If informal resolution is discontinued, OTIXEO will explain the next available options.

What happens if an agreement is reached through informal resolution?

If an agreement is reached, the terms are documented in writing and implemented as agreed upon by the parties. Once finalized, the matter is considered resolved through informal resolution. Agreements reached through informal resolution are final and are not subject to appeal.

OSECTION 6: Rights of the Parties

What rights do complainants have during the process?

Complainants have the right to be treated with respect, to receive information about available options, and to access supportive measures regardless of whether a formal complaint is filed. They have the right to decide whether to participate in a resolution process, subject to limited circumstances where the university must act to address safety concerns. Complainants also have the right to an equitable process and to be informed of outcomes when applicable.

What rights do respondents have during the process?

Respondents have the right to be treated fairly and without bias, to receive notice of allegations when a formal process is initiated, and to access supportive measures. They have the right to respond to information presented during a resolution process and to participate in a process that follows the policy’s procedures. Respondents are not subject to discipline unless a policy violation is determined through the appropriate process.

Is the respondent presumed responsible during an investigation?

No. A respondent is presumed not responsible for the alleged conduct unless and until a determination is made at the conclusion of the resolution process. This presumption applies throughout the investigation and any related proceedings.

Can I have an advisor or support person with me?

Yes. Both complainants and respondents may have an advisor of their choice, including an attorney, present during meetings and proceedings related to a formal complaint. The advisor’s role and level of participation are governed by the policy and applicable procedures.

SECTION 7: Retaliation

What is retaliation?

Retaliation is any adverse action taken against an individual because they reported sexual harassment or misconduct, participated in a process, or exercised rights under the policy. This may include intimidation, threats, coercion, discrimination, or other actions intended to discourage reporting or participation. Retaliation is prohibited under university policy.

How does WesternU protect against retaliation?

WesternU takes allegations of retaliation seriously and will respond promptly if retaliation is reported. The university may implement supportive measures or take other appropriate action to address and prevent retaliatory behavior. Retaliation may result in disciplinary action separate from the underlying report.

SECTION 8: Scope & Jurisdiction (“Does This Apply?”)

Does this policy apply to off-campus incidents?

Yes. The policy may apply to off-campus conduct if it affects a WesternU education or work environment or occurs in connection with university programs or activities. Each situation is assessed individually to determine whether the policy applies. Off-campus conduct may still be addressed even if it did not occur on university property.

Does this policy apply to clinical rotations, internships, externships, or other placements?

Yes. The policy applies to conduct that occurs in connection with university-sponsored or university-affiliated programs, including clinical rotations, internships, externships, and other placements. WesternU may coordinate with external partners as appropriate when responding to concerns in these settings.

Does the policy apply to online or social media behavior?

Yes. Online or electronic conduct may be addressed under the policy if it impacts a WesternU education or work environment or interferes with access to university programs or activities. This includes conduct that occurs through social media, messaging platforms, or other electronic means.

What if the incident happened a long time ago?

There is no time limit on reporting. Individuals may submit a report at any time, regardless of when the incident occurred. While the passage of time may affect the availability of information, OTIXEO can still provide support and discuss available options.

SECTION 9: Alcohol, Drugs, and Uncertainty

Will I get in trouble for alcohol or drug use if I report?

WesternU’s primary concern is safety and access to support. Individuals who report sexual harassment or misconduct or participate in a resolution process generally will not be subject to disciplinary action for minor alcohol or drug use related to the incident. This amnesty does not apply to behavior that poses a serious risk to health or safety.

What if I’m not sure whether what happened “counts” as sexual harassment or misconduct?

You do not need to determine whether an experience meets a specific definition before reaching out. If you are unsure, you are encouraged to submit a report or contact OTIXEO to discuss your concerns. OTIXEO can help explain the policy, explore options, and connect you with supportive measures even if you are uncertain about how to label your experience.