All employees, students, and third parties are strongly encouraged to immediately report any incidents of alleged sexual misconduct to their Title IX Coordinator.

Per state law and UHS policy, all employees who receive a report of sexual misconduct must promptly share that information with the Title IX Coordinator and cannot maintain confidentiality with the exception of:

• Counseling or health center staff acting in their capacity as a counseling or health provider;
• Individuals who are associated with the University in the role of a pastoral counselor or confidential advisor acting in that capacity;
• Confidential staff members at UH Sexual Misconduct Support Services (as employees designated as persons with whom students may speak confidentially about Sexual Misconduct); and
• A person who is themself the victim of the alleged sexual misconduct.

In addition, some individuals who are not Responsible Employees who must also share reports of sexual misconduct with the Title IX Coordinator include, but are not limited to:

• Resident Advisors
• Members of Student Government Associations
• Individuals, including students, serving as responsible persons, even if they are volunteers, at a University-affiliated activity. These individuals could be teaching, graduate, and research assistants, chaperones, peer mentors, and retreat counselors.

These individuals are required to report because they are either in a position to do something about the alleged action, may be perceived to be able to do something about the alleged action, or would otherwise have to report known or suspected incidents of sexual misconduct.

However, employees are not required to report incidents of sexual misconduct disclosed at a public awareness event. Public awareness events such as “Take Back the Night,” candlelight vigils, protests, “survivor speak outs,” or other forums in which members of the community disclose incidents of violations of the UHS Sexual Misconduct Policy are not considered notice to the University for the purpose of triggering its obligation to investigate. However, information regarding rights under the Policy will be available to anyone who discloses sexual misconduct at one of these types of events.

Employees who fail to report as required or knowingly make a false report of sexual misconduct are subject to mandatory termination and may incur criminal liability per state law (SB 212).

How to Report and More Resources

To make a report, contact your campus' Title IX Coordinator or select the Discrimination and Sexual Misconduct report link in the banner of your institution's website.

For a list of on-campus resources, including confidential resources at each institution, please see our On-Campus Resources list.

For more information about these requirements, please see the UH System Sexual Misconduct Policy (SAM 1.D.8) including sections 3.3 (Confidential Resource Employee), 3.16 (Responsible Employee), and 7 (Employee Required Reporting).

SB 212

Texas Education Code Chapter 51, Subchapter E-2, Sections 51.251-.259

In the 86th Texas legislative Session, the Texas Legislature passed Senate Bill 212 which establishes mandatory requirements for reporting incidents of sexual harassment, sexual assault, dating violence, and stalking. The bill applies to employees of postsecondary institutions, which includes all UH System campuses, and it outlines the consequences for University employees who fail to report or knowingly make false reports of alleged incidents of sexual misconduct.

To learn more about SB 212 and how to comply with this law, please see the detailed Frequently Asked Questions.

As of January 1, 2020, Texas universities are required to annually post online SB 212 reporting data. The data may not identify any person and must include:

• the number of reports received under Texas Education Code Section 51.252;
• the number of investigations conducted as a result of those reports;
• the disposition, if any, of any disciplinary processes arising from those reports;
• the number of those reports for which the institution determined not to initiate a disciplinary process, if any; and
• any disciplinary actions taken under Texas Education Code Section 51.255.

To view the annual CEO report for the UH System, please download the PDF below.

UH System CEO Report for the 2019-2020 Academic Year

UH System CEO Report for the 2020-2021 Academic Year

UH System CEO Report for the 2021-2022 Academic Year

UH System CEO Report for the 2022-2023 Academic Year