RochesterChristianUniversitySexualandGender-Based HarassmentandInterpersonalViolencePolicy
UpdateAugust16,2024
I. INTRODUCTION
MembersoftheUniversitycommunity,guestsandvisitorshavetherighttobefreefromallformsof sex/genderharassment,discriminationandmisconduct,examplesofwhichcanincludeactsofsexual violence,sexualharassment,domesticviolence,datingviolence,andstalking.Allmembersofthecampus communityareexpectedtoconductthemselvesinamannerthatdoesnotinfringeupontherightsof others.TheUniversitybelievesinzerotoleranceforsex/gender-basedmisconduct.Zerotolerancemeans thatwhenanallegationofmisconductisbroughttoanappropriateadministrator’sattention,protective andotherremedialmeasureswillbeusedtoreasonablyensurethatsuchconductends,isnotrepeated, andtheeffectsonthevictimandcommunityareremedied,includingserioussanctionswhenaresponding partyisfoundtohaveviolatedthispolicy Thispolicyhasbeendevelopedtoreaffirmtheseprinciplesand toproviderecourseforthoseindividualswhoserightshavebeenviolated Thispolicyisintendedto definecommunityexpectationsandtoestablishamechanismfordeterminingwhenthoseexpectations havebeenviolated
As a recipient of federal funding, the University is required to comply with Title IX of the Education Amendments of 1972 to the Civil Rights Act of 1964, 10 U.S.C. § 1681 et seq. (Title IX). Title IX is a federal civil rights law that prohibits discrimination on the basis of sex including pregnancy discrimination and Sexual Harassment in educational programs and activities. Title IX’s sex discrimination prohibition extends to claims of discrimination based on gender identity or failure to conformtostereotypicalnotionsofmasculinityorfemininity.
Sexual Harassment is defined broadly under this Sexual Harassment Policy (Policy) SexualHarassment includes Sexual Assault, Sexual Harassment, Non-Consensual Sexual Contact, Non-Consensual Sexual Intercourse, Sexual Exploitation, Sexual Misconduct with a Minor, Child Molesting, and sex discrimination, as defined below. Sexual Harassment is a violation of Universitypolicy,stateandfederal civil rights laws, and may violate state and federal criminal laws. When an allegation of Sexual Harassment isbroughttoanappropriateindividual’sattention,andaRespondentisfoundtohaveviolated thispolicy,theUniversitywillissueappropriatesanctionstopreventfuturemisconduct.
TheUniversity’ssex/genderharassment,discriminationandmisconductpoliciesarenotmeanttoinhibit orprohibiteducationalcontentordiscussionsinsideoroutsideoftheclassroomthatincludecontroversial orsensitivesubjectmattersprotectedbyacademicfreedom Academicfreedomextendstotopicsthatare pedagogicallyappropriateandgermanetothesubjectmatterofcoursesorthattouchonacademic explorationofmattersofpublicconcern
TheUniversityusesthepreponderanceoftheevidence(alsoknownas“morelikelythannot”)asa standardforproofindeterminingwhetheraviolationoccurred.TheUniversityneverassumesa respondingpartyisinviolationofUniversitypolicy;howevertraditionallegalterminology(i.e.guilt, innocenceandburdenofproof)isnotapplicabletoUniversityresolutionproceedings.Campusresolution proceedingsareconductedtotakeintoaccountthetotalityofallevidenceavailable,fromallrelevant sources.
TITLEIXCOORDINATOR
TheUniversity’sTitleIXCoordinatoroverseescompliancewithallaspectsofthesex/genderharassment, discriminationandmisconductpolicy.TheCoordinatorreportsdirectlytothePresidentoftheUniversity
regardingtheUniversity'sTitleIXpolicyanditsenforcement Questionsaboutthispolicyshouldbe directedtotheTitleIXCoordinator Anyonewishingtomakeareportrelatingtodiscriminationor harassmentmaydosobyreportingtheconcerntotheUniversityTitleIXCoordinator:
ScottESamuels
VicePresidentforAdmissions,Marketing,& StudentLife
TitleIXCoordinator
TheCenterforStudentLife 248.218.2123
ssamuels@RCUedu
Additionally,anonymousreportsmaybemadebyvictimsand/orthirdpartiesusingtheonlinereporting formpostedontheUniversity’sTitleIXwebsite Notethatanyanonymousreportmayresultinan investigationbytheUniversity
Individualsexperiencingharassmentordiscriminationalsoalwayshavetherighttofileaformal grievancewithgovernmentauthorities:
OfficeforCivilRights(OCR)
US DepartmentofEducation
400MarylandAvenue,SW Washington,DC 20202-1100
CustomerServiceHotline#:(800)421-3481
Facsimile:(202)453-6012
Phone:(877)521-2172
Email:OCR@ed.gov
Web:http://www.ed.gov/ocr
MichiganDepartmentofCivilRights(MDCR) GrandRapidsOffice StateOfficeBuilding,4thFloor 350Ottawa,NW
GrandRapids,MI49503
Phone:(616)356-0380
Fax:616-356-0399
Web:https://wwwmichigangov/mdcr/
IntheeventthatanincidentinvolvesallegedmisconductbytheTitleIXCoordinator,reportsshouldbe madedirectlytotheVicePresidentresponsibleforoversightoftheCenterforStudentLife.
DEFINITIONS
ThefollowingtermsanddefinitionsapplytothisPolicy
Term Definition
Appointee Anindividualdeemedtohaveanaffiliationwiththeuniversityina non-compensatorycapacityasdesignatedintheapplicableHumanResources InformationSystem.
Advisor
Complainant
Consent
Apersonchosenbyapartyorappointedbytheinstitutiontoaccompanytheparty tomeetingsrelatedtotheresolutionprocess,toadvisethepartyonthatprocess, andtoconductcross-examinationforthepartyatthehearing,ifany.
Anypersonwhoisreportedtohaveexperiencedconductprohibitedbythispolicy, regardlessofwhetherthatindividualmakesareportorparticipatesinthereviewof thatreportbytheuniversity,andregardlessofwhetherthatpersonisamemberofthe UniversityCommunity.
Permissionthatisclear,knowing,voluntary,andexpressedpriortoengaginginand duringanact Consentisactive,notpassive Silence,inandofitself,cannotbe interpretedasConsent Consentcanbegivenbywordsoractions,aslongasthose wordsoractionscreatemutuallyunderstandableclearpermissionregarding willingnesstoengagein(andtheconditionsof)sexualactivity
A Consenttoanyoneformofsexualactivitycannotautomatically implyConsenttoanyotherformsofsexualactivity.
B. Consentmaybewithdrawnatanytime.
C. PreviousrelationshipsorpriorConsentcannotimplyConsentto futuresexualacts;thisincludes“blanket”Consent(i.e.,permissionin advanceforany/allactionsatalatertime/place)
D Consentcannotbegivenbyanindividualwhooneknowstobe–orbasedonthecircumstancesshouldreasonablyhaveknowntobe–substantiallyimpaired(eg,byalcoholorotherdruguse,unconsciousness, etc)
i Substantialimpairmentisastatewhenanindividual cannotmakerational,reasonabledecisionsbecausetheylackthe capacitytogiveknowingConsent(eg,tounderstandthe“who, what,when,where,why,orhow”oftheirsexualinteraction)
ii Thisalsocoversindividualswhosesubstantialimpairment resultsfromotherphysicalormentalconditionsincludingmental disability,sleep,involuntaryphysicalrestraint,orfromthe consumptionofalcoholorotherdrugs.
iii.Beingimpairedbyalcoholorotherdrugswillneverfunction asadefenseforanybehaviorthatviolatesthispolicy.
E. Itistheobligationofthepersoninitiatingthesexualactivityto obtainConsent.
F. AnindividualcannotConsentwhohasbeencoerced,includingbeing compelledbyforce,threatofforce,ordeception;whoisunawarethattheactis beingcommitted;orwhoiscoercedbyasupervisoryordisciplinaryauthority.
i. Force:violence,compulsion,orconstraint; physicallyexertedbyanymeansuponoragainstaperson.
Decision Maker
Formal Complaint
Investigator
Respondent
Student
ii
Coercion:theapplicationofpressurebytheRespondent thatunreasonablyinterfereswiththeComplainant'sabilityto exercisefreewill.Factorstobeconsideredinclude,butarenot limitedto,theintensityanddurationoftheconduct.
A. ApersonwhodoesnotwanttoConsenttosexisnotrequiredto resistorverballyobject.
B. WithdrawalofConsentcanbemanifestedthroughconductandneed notbeaverbalwithdrawalofConsent(i.e.crying,pullingaway,pushingaway, notactivelyparticipating,layingthere,uncomfortableorupsetfacial expression).
C. Consentmaynotbegivenbyanindividualwhohasnotreachedthe legalageofConsentunderapplicablelaw.
Theadministrator(s)whooversee(s)anyhearingorappealwhichtakesplaceaspart oftheformalresolutionprocess.
AcomplaintfiledbytheComplainantortheUniversitythattriggerstheUniversity’s fullinvestigationandhearingprocessunderTitleIX
AnindividualassignedbytheTitleIXCoordinatortoinvestigatetheallegedSexual Harassmentandoverseetheinvestigativehearing
AnymemberoftheUniversityCommunitywhoisreportedtohaveengagedin conductprohibitedbythispolicy
Anindividualtowhomanofferofadmissionhasbeenextended,paidan acceptancefee,registeredforclasses,orotherwiseenteredintoanotheragreement withtheuniversitytotakeinstruction.Studentstatuslastsuntilanindividual graduates,ispermanentlydismissed,orisnotinattendancefortwocomplete, consecutiveterms,andincludesthosewithacontinuingeducationalrelationship withtheuniversity;“Student”alsoincludesregisteredStudentorganizations A Studentorganizationremainsa“Student”forpurposesofthispolicyforone calendaryearfollowingtheexpirationoftheorganization’smostrecent registration
Theuniversityreservestherighttoadministerthispolicyandproceedwithany processprovidedbythispolicyeveniftheStudentwithdrawsfromtheuniversity,is nolongerenrolledinclasses,orsubsequentlyfailstomeetthedefinitionofaStudent whileadisciplinarymatterispending
ThirdParty
TitleIX Coordinator
University Community
AnindividualwhoisnotaUniversitystudent,facultymember,orstaffmember(e.g., vendors,alumni/ae,orvisitors)
Thedesignateduniversityofficialwithprimaryresponsibilityforcoordinatingthe university’scompliancewithTitleIX.ThisindividualprovidesleadershipforTitle IXactivities;offersconsultation,education,andtraining;andhelpstoensurethatthe universityrespondsappropriately,effectively,andequitablytoallTitleIXissues.
Faculty,staff,Students,studentemployees,volunteers,suppliers/contractors,and visitors
Witness Anindividualwhomayhaveinformationrelevanttoareportofprohibitedconduct A witnessmaybeastudent,anemployee,orathirdparty
SCOPEOFTHISPOLICY
ThispolicygovernstheconductofRochesterChristianUniversitystudents,regardlessofenrollment status;faculty;staff;andthirdparties(ie,suchasvendors,alumni/ae,andvisitors)
Thirdpartiesareprotectedbyandsubjecttothispolicy.Athirdpartymayreportpotentialpolicy violationscommittedbyamemberoftheuniversitycommunity.TheUniversitywilltakeappropriate stepstoinvestigateandrespondtotheconductinamannerthatisconsistentwiththeauthoritygrantedby theUniversity’sjurisdictionovertherespondent.AthirdpartywhoisaccusedofviolatingUniversity policymayalsobepermanentlybarredfromtheUniversityorsubjecttootherrestrictionsforfailingto complywiththispolicy.
Thispolicyappliesto:
● Alleged Sexual Harassment that takes place in a University’s educational program or activity, againstapersonintheUnitedStates.Thisincludeslocations,events,orcircumstancesoverwhich the University exercised significant control over both the Respondent and the context in which theSexualHarassmentoccurred.
● Alleged Sexual Harassment that occurs off-campus, including virtual spaces, in any building ownedorcontrolledbyaStudentOrganizationthatisofficiallyrecognizedbytheUniversity.
● Situations not covered above, but where the Sexual Harassment undermines the security of the University Community or the integrity of the educational process orposesaseriousthreattoself orothers OtherapplicableUniversityproceduresforgeneralmisconductmaybeapplied Foreveryreport,theTitleIXCoordinatorwillreviewthecircumstancesofthereportedconductto determinewhethertheUniversityhasjurisdictionordisciplinaryauthorityovertherespondentorthe conduct.InexercisingjurisdictionoveraRochesterChristianUniversitystudentwhosereportedconduct occurredoffcampus,withnonexustotheUniversityoraUniversityrelatedorsponsorededucation programoractivity,theUniversity’sabilitytoinvestigateandimposedisciplinaryactionmaybelimited bytheamountofinformationavailabletotheUniversitythroughtheexerciseofreasonablediligence.
IninstanceswheretheUniversitynolongerhasdisciplinaryauthorityovertherespondent,theUniversity will still take reasonablyavailablestepstosupportacomplainantthroughinterimremedialmeasuresand willassistacomplainantinidentifyingexternalreportingmechanisms
Allegations of misconduct that do not fall within the University’s Title IX jurisdiction, may still be subjecttotheprocessescontainedintheUniversity’sCodeofStudentConductorEmployeeHandbook.
PRIVACYANDCONFIDENTIALITY
RochesterChristianUniversityiscommittedtofacilitatinganenvironmentthatencouragesmembersof thecampuscommunitytoreportanyformofsexualandgender-basedharassmentand/orotherformsof interpersonalviolence.Theuniversitywillendeavortoprotecttheidentitiesandprivacyofthosewho seekhelporwhoreportprohibitedconductunderthispolicy.However,itisimportanttounderstandthe limitsonconfidentialityofindividualswhomaybecontactedforsuchassistance.Differentpeople, dependingontheirpositions,havedifferentobligationswithregardtoconfidentiality.Membersofthe campuscommunitycanexpectconfidentialityfromtheCampusPsychologyClinicandSpiritualLife staff.
Seethereportingproceduresbelowformoreinformationregardingconfidentialcommunicationand responsibleparties.
Thispolicyusesthetermsprivacyandconfidentialityasfollows:
● ThetermprivacyreferstothediscretionthatwillbeexercisedbytheUniversityinthecourseof anyinvestigationordisciplinaryprocessesunderthispolicy.Informationrelatedtoareportof prohibitedconductwillbesharedwithalimitedcircleofUniversityemployeeswhoneedto knowinordertoassistintheassessment,investigation,andresolutionofthereportedandrelated issues Universityemployeesreceivetraininginhowtosafeguardprivateinformation The Universitywillmakereasonableeffortstoinvestigateandaddressreportsofprohibitedconduct underthispolicy,andinformationmaybedisclosedtoparticipantsinaninvestigationas necessarytofacilitatethethoroughnessandintegrityoftheinvestigation Inallsuchproceedings, theUniversitywilltakeintoconsiderationtheprivacyofthepartiestotheextentreasonably possible
TheprivacyofstudenteducationrecordswillbeprotectedinaccordancewiththeFamily EducationalRightsandPrivacyAct(FERPA).Theprivacyofanindividual’smedicalandrelated recordsgenerallyisprotectedbytheHealthInsurancePortabilityandAccountabilityAct (HIPAA).
● Thetermconfidentialityreferstotheprotectionsprovidedtoinformationdisclosedin legally-protectedorprivilegedrelationshipsunderMichiganstatelaw,includinglicensed professionalmentalhealthcounselors,licensedmedicalprofessionals,andordainedclergy These confidentialresourcescanengageinconfidentialcommunicationsunderMichiganlawwhenthe informationisdisclosedwithinthescopeoftheprovisionofprofessionalservices Whenan individualsharesinformationwithaconfidentialresource(oncampusorinthecommunity)asa confidentialcommunicationinthecourseofaprotectedrelationship,theconfidentialresource cannotdisclosetheinformation(includinginformationaboutwhetheranindividualhasreceived services)toanythirdpartywithouttheindividual'swrittenpermissionorunlessrequiredby ethicalorlegalobligationswhichcompeltheprofessionaltorevealsuchinformation.For example,informationmaybedisclosedwhentheindividualgiveswrittenconsentforits disclosure,thereisanimminentconcernthattheindividualwilllikelycauseseriousphysical harmtoselforothers,ortheinformationconcernsconductinvolvingsuspectedabuseorneglect ofaminorundertheageof16.Aperson’smedicalandcounselingrecordsareprivilegedand
aboutClery-reportablecrimestotheRochesterChristianUniversityCampusSafetyDirectorfor purposesoftheanonymousstatisticalreportingundertheCleryAct
AMNESTYPOLICY
Students:ItisassumedthateverystudentenrollingatRochesterChristianUniversityagreestoconduct himselforherselfinamannerconducivetothehighestsortofmentalandmoraldevelopmentinkeeping withtheidealsandtraditionsoftheUniversityasoutlinedintheRochesterChristianUniversityStudent CodeofConduct
RochesterChristianUniversityhasaprimaryobjectivetopromotethereportingofinstancesofsexual andgender-basedharassmentand/orinterpersonalviolencesothoseaffectedcanreceivethesupport andresourcesneeded Reportsofprohibitedconductunderthispolicy,madeingoodfaithby complainantswhomayhaveviolatedtheRochesterChristianUniversityStudentCodeofConductat thetimeofthesexualandgender-basedharassmentand/orinterpersonalviolenceincident,aregranted amnestyfromdisciplinaryactionsundertheRochesterChristianUniversityStudentCodeofConduct
Employees:Sometimes,employeesarehesitanttoreportharassmentordiscriminationtheyhave experiencedforfearthattheymaygetintroublethemselves.Forexample,anemployeewhohasviolated theconsensualrelationshippolicyandisthenassaultedinthecourseofthatrelationshipmighthesitateto reporttheincidenttoRochesterChristianUniversityofficials
RochesterChristianUniversitymay,atitsdiscretion,offeremployeeComplainantsamnestyfromsuch policyviolations(typicallymoreminorpolicyviolations)relatedtotheincident.Amnestymayalsobe grantedtoRespondentsandwitnessesonacase-by-casebasis.
II. PROHIBITEDCONDUCTUNDERTHISPOLICY
Indeterminingwhetherreportedconductviolatesthispolicy,theUniversitywillconsiderthetotalityof thefactsandcircumstancesinvolvedintheincident,includingthenatureofthereportedconductandthe contextinwhichitoccurred.Individualsofanysexorgendercancommitanyoftheprohibitedconduct definedinthispolicy,anditcanoccurbetweenindividualsofthesamesex/genderordifferent sexes/genders.Itcanoccurbetweenstrangersoracquaintances,aswellaspersonsinvolvedinintimate, sexual,dating,domestic,orfamilialrelationships.
Thispolicyprohibitsthefollowingformsofconduct,includingattemptstocommittheprohibited conductoutlinedbelow:
A SexualHarassment
RochesterChristianUniversityandtheStateofMichiganregardSexualHarassment,aspecific formofdiscriminatoryharassment,asanunlawfuldiscriminatorypractice
RochesterChristianUniversityhasadoptedthefollowingdefinitionofSexualHarassmentin ordertoaddresstheuniqueenvironmentofanacademiccommunity,whichconsistsnotonlyof employerandemployees,butofstudentsaswell.
Actsofsexualharassmentmaybecommittedbyanypersonuponanyotherperson,regardlessof thesex,sexualorientation,and/orgenderidentityofthoseinvolved
SexualHarassment,asanumbrellacategory,includestheoffensesofsexualharassment,sexual assault,domesticviolence,datingviolence,andstalking,andisdefinedas:
Conductonthebasisofsexthatsatisfiesoneormoreofthefollowing:
1 AnyoneonRochesterChristianUniversity’scampuswhoconditionstheprovisionof
aid,benefit,orserviceonanindividual’sparticipationinunwelcomesexualconduct;
2 Unwelcomeconductdeterminedbyareasonablepersontobesosevere,pervasive,and objectivelyoffensivethatiteffectivelydeniesapersonequalaccesstoRochester ChristianUniversity’seducationprogramoractivity;or
3 Sexualassault,datingviolence,domesticviolenceorstalkingasdefinedbelow
B Sexual Assault: Sexual Assaultisdefinedasanysexualactdirectedagainstanotherperson, withoutconsent,includinginstanceswheretheperson(s)isincapableofgivingconsent This behaviorincludes:
1 Non-ConsensualSexualIntercourseDefinedas:
■ anysexualpenetrationorintercourse(anal,oral,orvaginal),
■ howeverslight,
■ withanyobject,
■ byapersonuponanotherperson,
■ thatiswithoutconsentand/orbyforce.
Sexualpenetrationincludesvaginaloranalpenetrationbyapenis,tongue,fingeror object,ororalcopulationbymouthtogenitalcontactorgenitaltomouthcontact
2. Non-ConsensualSexualContactDefinedas:
■ anyintentionalsexualtouching,
■ howeverslight,
■ withanyobject,
■ byapersonuponanotherperson,
■ thatiswithoutconsentand/orbyforce.
Sexualtouchingincludesanybodilycontactwiththebreasts,groin,genitals,mouth,or otherbodilyorificeofanotherindividual,oranyotherbodilycontactinasexualmanner
C IntimatePartnerViolence:IntimatePartnerViolenceisdefinedasactsofphysicalor emotionalviolencebetweenindividualsinvolvedinanintimateorsexualrelationship.This includesactsofdomesticviolenceordatingviolenceasdefinedbelow:
1 DomesticViolenceincludesviolencecommittedby
■ acurrentorformerspouseorintimatepartnerofthevictim,
■ byapersonwithwhomthevictimsharesachildincommon,
■ byapersonwhoiscohabitatingwithorhascohabitatedwiththevictimasa spouseorintimatepartner,
■ byapersonsimilarlysituatedtoaspouseofthevictim,or
■ anyothercaseasdefinedbyMichiganstatelaw
2 DatingViolenceincludesviolencecommittedby
■ apersonwhoisorhasbeeninasocialrelationshipofaromanticorintimate naturewiththevictim;and
■ wheretheexistenceofsucharelationshipshallbedeterminedbasedona considerationofthefollowingfactors:
a. Thelengthoftherelationship
b. Thetypeofrelationship
c. Thefrequencyofinteractionbetweenpersonsinvolvedinthe relationship
d.
D
Stalking:Stalkingisdefinedasengaginginacourseofconductdirectedataspecificpersonthat wouldcauseareasonablepersontofeelfearfortheirsafetyorthesafetyofothers;orsuffer substantialemotionaldistress
INCAPACITATION
Apersoncannotconsentiftheyareunabletounderstandwhatishappeningoraredisoriented,helpless, asleeporunconsciousforanyreason,includingduetoalcoholorotherdrugs Anindividualwhoengages insexualactivitywhentheindividualknows,orshouldknow,thattheotherpersonisphysicallyor mentallyincapacitatedhasviolatedthispolicy
Itisnotanexcusethattherespondingpartywasintoxicatedand,therefore,didnotrealizetheincapacity ofthereportingparty.
Incapacitationisdefinedasastatewheresomeonecannotmakerational,reasonabledecisionsbecause theylackthecapacitytogiveknowing/informedconsent(eg,tounderstandthe“who,what,when, where,whyorhow”oftheirsexualinteraction) Thispolicyalsocoversapersonwhoseincapacityresults frommentaldisability,involuntaryphysicalrestraintand/orfromthetakingofincapacitatingdrugs IntheStateofMichigan,aminor(meaningapersonundertheageof16years)cannotconsenttosexual activity.Thismeansthatsexualcontactbyanadultwithapersonyoungerthan16yearsoldmaybea crime,andapotentialviolationofthispolicy,eveniftheminorwantedtoengageintheact.
COERCIONORFORCE
Coercion or force includesconduct,intimidation,andexpressedorimpliedthreatsofphysicalor emotionalharm,thatwouldreasonablyplaceanindividualinfearofimmediateorfutureharmandthatis exercisedtopersuadeorcompelsomeonetoengagein Sexual Contact.
Examplesof Coercion or Force includecausingthedeliberate Incapacitation ofanotherperson; conditioninganacademicbenefitoremploymentadvantageonsubmissiontothe Sexual Contact; threateningtoharmoneselfiftheotherpartydoesnotengagein Sexual Contact;orthreateningtodisclose anindividual's Sexual Orientation, Gender Identity, Gender Expression, orotherpersonalsensitive informationiftheotherpartydoesnotengageinthe Sexual Contact
RETALIATION
Thispolicyprohibitsactsorwordstakenagainstanindividualorgroupofindividualsinvolvedina protectedactivity Protectedactivityincludesmakingagoodfaithreportunderthispolicy;filingan externalcomplaint;opposinginareasonablemannerandconsistentwithUniversitypolicyanaction reasonablybelievedtoconstituteaviolationofthispolicy Retaliationmayalsoincludeactsorwords takenagainstanindividualorgroupofindividualsbecausetheyhaveparticipatedinproceedingsunder thispolicy Retaliationcantakemanyforms,including,butnotlimitedto,adverseactionorviolence, threats,andintimidationthatwoulddiscourageareasonableperson(undersimilarcircumstancesandwith similaridentitiestothecomplainant)fromengaginginprotectedactivity Actionsinresponsetoagood faithreportorresponseunderthispolicyareconsideredretaliatoryiftheyhaveamateriallyadverseeffect ontheworking,academic,orUniversity-controlledlivingenvironmentofanindividualoriftheyhinder orpreventtheindividualfromeffectivelycarryingouttheirUniversityresponsibilities Allindividuals andgroupsofindividualsareprohibitedfromengaginginretaliationandwillbeheldaccountableunder thispolicy.ConcernsorquestionsaboutretaliationshouldbeimmediatelyreportedtotheUniversity’s TitleIXCoordinator.
COMPLICITY
Anyactthatknowinglyaids,facilitates,promotes,orencouragesthecommissionofprohibitedconduct byanotherperson.
III. OPTIONSFORREPORTINGPROHIBITEDCONDUCT
RochesterChristianUniversityiscommittedtofacilitatinganenvironmentthatencouragesindividuals whohaveexperiencedsexualorgender-basedharassmentordiscrimination,includingsexualviolence,to reportthemisconducttotheUniversityortolocallawenforcement TheUniversitywilltakeprecautions toprotecttheidentitiesandprivacyofthosewhoseekhelporwhoreportsexualorgender-based harassmentordiscrimination Theseoptionsarenotmutuallyexclusive–anindividualchoosingtofilea reportdoesnotneedtochooseoneoptionovertheother.Internalreportsandcriminalreportscanbe madesimultaneouslyoratdifferenttimes.ThereisnotimelimitationonreportingallegationstotheTitle IXCoordinator.However,iftherespondingPartyisnolongersubjecttoRochesterChristianUniversity’s jurisdictionand/orsignificanttimehaspassed,theabilitytoinvestigate,respond,andprovideremedies maybemorelimited.
TheUniversityencouragesallindividualstoseekassistancefromamedicalproviderand/orlaw enforcementimmediatelyafteranincidentofsexualviolence Thisisthebestcourseofactiontoensure preservationofevidenceandtobeginatimelyinvestigation,outsideoftheUniversity’sprocess
1. ReportingtoLawEnforcement
Conductthatviolatesthispolicymayalsoconstituteaviolationoflaw Forimmediatesafety assistance,anindividualshoulddial911orcontactRochesterChristianUniversityCampus Security CampusSecuritycanassistinmakingacriminalreporttolocallawenforcement The contactinformationfortheappropriatelocallawenforcementagenciesislistedbelow Additionally,CampusSecuritycanprovideinformationabouttheprocessforseekingcourt orderedcivilrestrainingordersorharassmentprotectionorders
Emergencies 911
RochesterChristianUniversityCampus Security 2487658013
OaklandCountySheriff’sDepartment 2485373513
2. ReportingtotheUniversity
Thefollowingindividualsaretrainedanddesignatedtoreceiveandrespondtoallegationsofviolationsof thepolicy:
TitleIXCoordinator:
ScottESamuels
VicePresidentforAdmissions,Marketing,& StudentLife
TitleIXCoordinator
TheCenterforStudentLife 248.218.2123
ssamuels@rcu.edu
DeputyTitleIXCoordinator(s):
CharityDavidson VicePresidentofHuman Resources
ExecutiveOffices
248.218.2018
cdavidson@rcu.edu
ActsofmisconductcanbereportedusingthereportingformatMy.RCU.edu/titleix
Anindividualmaychoosenottoprovideallofthenecessaryinformationrelevanttothecase.However, theUniversitystillhasanobligationtoinvestigatetheincidentinordertoprovideasafe, non-discriminatoryenvironmentforallstudents,facultyandstaff.Indecidingwhetheracomplaintmust bepursued,theTitleIXCoordinatorwillhandleallmatterswiththeassistanceofDeputyTitleIX Coordinators.
RESPONSIBILITYTOREPORT
Itisimportanttoknowmembersofthecampuscommunity,includingfaculty,staff,administrators,and studentemployees,whohavedirectresponsibilityforstudentwelfare,arerequiredtoinformtheTitleIX Coordinatoraboutanyreportofsexualandgenderbasedharassmentandinterpersonalviolencethey receiveorinstancesofwhichtheybecomeaware Studentsandallothermembersofthecampus communitywhodonothavedirectresponsibilityforstudentwelfaremayreportanyinstanceofsexual misconductforwhichtheyhaveknowledge
ItisimportanttounderstandthedifferentresponsibilitiesofRochesterChristianUniversityemployees. EveryemployeeisdesignatedaseitheraConfidentialResourceoraResponsibleEmployee.
ConfidentialResource:AConfidentialResourceisanyemployeewhoisalicensedmedical,clinical,or mental-healthprofessional(eg,physicians,nurses,physician’sassistants,psychologists,psychiatrists, professionalcounselors,andsocialworkers,andthoseperformingservicesundertheirsupervision),when actinginthatprofessionalroleintheprovisionofservicestoapatient;andanyemployeeproviding administrative,operational,and/orrelatedsupportforsuchhealthcareprovidersintheirperformanceof suchservices.ConfidentialResourceswillnotdiscloseinformationaboutprohibitedconductwithoutthe individual’spermissionorassetforthintheConfidentialitysection.Whenindividualswhootherwise maybeConfidentialResourcesreceiveinformationoutsideoftheprovisionofservicestoapatientoras partofpastoralcare,theConfidentialResourceisrequiredtosharethatinformationwiththeTitleIX Coordinator.
ResponsibleEmployees:WiththeexceptionofUniversityemployeesdesignatedasConfidential resources,allotherUniversityemployees,includingfaculty,instructors(includingteachingassistantsand teachersofrecord),andstaff,arerequiredtoreportimmediatelyanyinformationtheyknowabout suspectedprohibitedconductorpotentialviolationsofthispolicy Theseindividualsarereferredtoas ResponsibleEmployees Student-workerswhohavesupervisoryresponsibilityorresponsibilityforthe welfareofotherstudentsarealsoconsideredResponsibleEmployeeswhentheylearnofpotential violationsofthispolicyinthescopeoftheiremployment Student-workerswhoareResponsible EmployeesincludebutarenotlimitedtoResidenceLifeCommunityLeaders
ResponsibleEmployeesmustreportallknowninformation,includingtheidentitiesoftheparties,the date,timeandlocation,andanydetailsaboutthereportedincidenttotheTitleIXCoordinator.TheTitle IXCoordinatorwillshareallreportswithRochesterChristianUniversityCampusSecuritytoensurea
coordinatedinstitutionalresponse ResponsibleEmployeesmayprovidesupportandassistancetoa complainant,witness,orrespondent;buttheycannotpromiseconfidentialityorwithholdinformation aboutprohibitedconduct FailurebyaResponsibleEmployeetoreportsuspectedprohibitedconductina timelymannermaysubjectthemtoappropriatediscipline,includingremovalfromapositionor terminationofemployment
ResponsibleEmployeesarenotrequiredtoreportinformationdisclosed(1)atpublicawarenessevents (e.g.publicforums)inwhichstudentsmaydiscloseprohibitedconduct;or(2)duringanindividual’s participationasasubjectinanInstitutionalReviewBoard-approvedhumansubjectsresearchprotocol (IRBResearch).TheUniversitymayprovideinformationaboutTitleIXrightsandaboutavailable Universityandcommunityresourcesandsupportatpublicawarenessevents,however,Institutional ReviewBoardsmay,inappropriatecases,requireresearcherstoprovidesuchinformationtoallsubjects ofIRBResearch.
Students:WiththeexceptionofstudentworkerswhoaredesignatedasResponsibleEmployees,allother studentsareencouragedtoreportanysuspectedviolationofthispolicy Acomplainantmaychoosenot tomakeacomplaintorreportintheirowncase,evenifthecomplainantwouldotherwisehavereporting obligationsbyvirtueofbeingafacultymember,staffmember,orstudentworker.
IV. INVESTIGATIONANDRESOLUTIONMEASURES
A InitialAssessment
TheTitleIXCoordinatorordesigneereviewsallreportsofSexualHarassmentunderthispolicy andcompletesinitialassessmentofthereportedinformation Theavailableresolutionoptionswill beguidedbytheavailabilityofinformationorevidencesuggestingthatapolicyviolationmay haveoccurred;theUniversity’sobligationtoinvestigateandprovideappropriateremediesto eliminate,prevent,andaddresstheeffectsoftheprohibitedconduct;andthedesireofthe Complainanttoparticipateinaninvestigationorotherresolution.
Uponcompletionofaninitialassessment,theTitleIXCoordinatorordesigneewilldeterminethe availableoptionsforresolutionandwillcommunicatetheoptionstotheparties
B InformalResolution
InformalresolutionmaybeutilizedinsomecircumstancesiftheUniversitydeemsappropriate andbothpartiesagreetoit.
C InvestigativeResolution
TheTitleIXCoordinatorordesigneemayresolveareportofSexualHarassmentthrough investigativeresolutionwhentheallegedSexualHarassment,iftrue,wouldbeprohibitedunder applicableUniversitypolicy.Ininstanceswheninformalresolutionisinappropriate,whenthe partyrequests,orwhentheUniversityrequiresformalinvestigation,theUniversitywillconsider theconcernsandrightsofallpartiesandprovideaprompt,fair,impartial,andequitableprocess.
V. REMEDIES
A. WhentheUniversitymakesafindingofapolicyviolation,itwilltakesteps,whether individualorsystemic,tostoptheallegedSexualHarassment,preventitsrecurrence,and remedythediscriminatoryeffectsontheComplainantandothers,asappropriate.
B CorrectiveActions/Sanctions
WhentheRespondentisaStudent,potentialsanctionsincludeformalreprimand,disciplinary probation,suspension,dismissal,andotherappropriateeducationalsanctions
WhentheRespondentisanemployee,correctiveactionsmaybetakenpursuanttothe University’spolicy.Disciplinarycorrectiveactionsincludecoaching,developmentplans, reductioninsupervisorydutiesandleadershipresponsibilities,changesinsalary,termination, andotherappropriatecorrectiveactions.
StudentemployeesmaybesubjecttocorrectiveactionandsanctionsunderStudentand/or employeepoliciesdependingonthenatureofthecase Forinstance,aStudentemployeewho isdismissedfromtheuniversitymayalsobesubjecttoterminationorothercorrective actions
C. Anycorrectiveactionsorsanctionswillnottakeeffectuntilanyappealshavebeen completed.
D InterimSupportiveMeasures
Reasonableandappropriateremedial,protectiveandinterimmeasuresmaybeputinplacebythe appropriateUniversityofficial(s)upontheUniversityreceivingareportofaviolationofthis policy Thesemeasuresmaybebothremedial(designedtoaddressaComplainant’ssafetyand well-beingandcontinuedaccesstoeducationalopportunities)orprotective(designedtoreduce theriskofharmtoanindividualorcommunity) Thesemeasures,whichmaybetemporaryor permanent,maybeimposedevenwhennotspecificallyrequestedbyaComplainantor RespondentatthediscretionoftheUniversity,asappropriate
Interimremedialmeasuresmayincludebutarenotlimitedto:
● Referraltocounselingservices
● Assistanceinprovidingreferralresourcestoobtainasexualassaultforensic examination
● Assistanceinarrangingreschedulingofexamsandassignmentsandextensionsof deadlines
● Academicsupport
● Assistanceinrequestinglong-termacademicaccommodationsthroughRochester ChristianUniversity’sAccommodationOfficer,ifthecomplainantqualifiesasan individualwithadisability
● Changeinthecomplainant’sclassschedule,includingtheabilitytotransfercourse sectionsorwithdrawfromacourse
● Inamatterinwhichsexualassaulthasbeenalleged,alloweitheracomplainantora respondenttodropaclassinwhichbothpartiesareenrolledinthesamesection
● Changeinthecomplainant’sUniversityworkscheduleorjobassignment
● Changeinthecomplainant’scampushousing
● Escortandothersafetyplanningsteps
● Impositionofa"nocontactdirective,"anadministrativeremedydesignedtocurtail contactandcommunicationsbetweentwoormoreindividuals
● Voluntaryleaveofabsence
● ReferraltoresourceswhichcanassistinobtainingaprotectiveorderunderMichigan law
● Referraltoresourceswhichcanassistwithanyfinancialaid,visa,orimmigration concern
Interimremedialmeasuresareavailabletothecomplainantregardlessofwhetherthecomplainant
pursuesaninvestigationorseeksformaldisciplinaryaction
Interimprotectivemeasuresmayincludebutarenotlimitedto:
● Changeintherespondent’sclassschedule
● Changeintherespondent’sUniversityworkscheduleorjobassignment
● Changeintherespondent’scampushousing
● ExclusionfromallorpartofUniversityhousing
● Exclusionfromspecifiedactivitiesorareasofcampus
● ProhibitionfromparticipatinginstudentactivitiesorrepresentingtheUniversityin anycapacityincludingbutnotlimitedto:participationinarecognizedstudent organization,participationinacollegiateathleticprogram,participationinastudent leadershipcapacityandparticipationinuniversitysanctionedactivitiesandevents
● Interimsuspension
TheUniversityreservestherighttotakewhatevermeasuresitdeemsnecessaryinresponsetoan allegedviolationofthispolicyinordertoprotectthesafetyororderlyoperationofthecampus community Notallviolationsofthispolicywillinvolvethesamesetofcircumstances,sothe TitleIXCoordinatorwillusehisorherdiscretiontoimposeinterimmeasures
VI. FALSEALLEGATION
A. ItisaviolationofthispolicyforanyonetomakeafalseallegationofSexualHarassmentin badfaith.Correctiveactionsorsanctionsmaybeimposedonindividualswhoinbadfaith makefalseallegationsofSexualHarassment.
B. TheabsenceoffindingapolicyviolationisnotequivalenttofindingthattheComplainant actedinbadfaith.
VII. PROCESSABUSE
A. NomemberoftheUniversityCommunitymay:
1.Obstruct,prohibit,exertimproperinfluenceover,orinterferewithanyindividual makingareport,participatinginaprocess,orcarryingoutaresponsibilitycoveredby thispolicy;
2 Make,inbadfaith,materiallyfalsestatementsinorrelatedtoaprocesscoveredby thispolicy;
3 Disruptorinterferewiththeorderlyconductofanyproceedingconductedunderthis policy;or
4 Failtocomplywithanydirective,sanction,orcorrectiveactionissuedpursuantto thispolicy
VIII. TRAINING
A Allfaculty,staff,studentemployees,andStudentsarerequiredtotakeannualSexual Harassmenttrainingasdirectedbytheuniversity
IX. THEUNIVERSITY’SRESPONSEPROCEDURE
A InitialAssessment
1 Upon receiving areport,theTitleIXCoordinatorwillprovideinformationtothe Complainantontheavailabilityofsupportivemeasures,therighttofileaFormal Complaint,andhowtofileaFormalComplaint
2 TheTitleIXCoordinatorordesigneewillreviewallreportsofSexualHarassment underthispolicyforaninitialassessmentofthereportedinformation Available resolutionoptionswillbeguidedbytheavailabilityofinformationandevidence
suggestingthatapolicyviolationmayhaveoccurred;theUniversity’sobligationto investigateandprovideappropriateremediestoeliminate,prevent,andaddressthe effectsoftheprohibitedconduct;andtheavailabilityordesireoftheComplainantto participateinaninvestigationorotherresolution
3 Uponcompletionofaninitialassessment,theTitleIXCoordinatorordesigneewill determinetheavailableoptionsforresolutionandwillcommunicatetheseoptionsto allparties
4 IftheComplainantortheUniversityelectstofileaFormalComplaint,theTitleIX CoordinatorwillprovidewrittennoticetotheRespondentwithintendaysincluding:
a) TheallegationsthatconstituteSexualHarassmentandanyevidencethat supportsthis;
b) Thatthereisapresumptionofinnocenceintheirfavor;
c) Thatallpartiesareentitledtoanadvisoroftheirchoice;
d) Thatallpartiescaninspectandreviewevidence;and,
e) Informationregardinganycodeofconductprovisionsthatprohibitfalse statementsmadeinbadfaith.
B. DismissalofaComplaint
1.Intheeventthatpriorto,orinthecourseof,aninvestigation,theUniversity determinesthattheallegationsfailtomeetthedefinitionofSexualHarassmentordid notoccurwhileintheUnitedStatesandundertheUniversity’seducationalprogram oractivity,theinvestigationandFormalComplaintwillbedismissed Formal Complaintsmaystillberesolvedthroughaninformalresolutionprocessasoutlined aboveoraccordingtoproceduressetforthintheStudentCodeofConductor EmployeeHandbook
2 TheUniversityreservestherighttodismisstheFormalComplaintandstopthe investigationif:
a) TheComplainantnotifiestheTitleIXCoordinatorinwritingthattheywish towithdrawtheirFormalComplaint;
b) TheRespondentisnolongerenrolledinoremployedbytheUniversity;or c) Specificcircumstancespreventtheschoolfromgatheringsufficientevidence toreachadeterminationaboutallegations(eg lackofparticipationinthe investigativeprocessbypartiesorwitnesses).
3.IftheUniversitydismissestheFormalComplaintforanyreason,eitherpartymay appealthedecisionasoutlinedinthispolicy’sappealsprocess.
C InformalResolution
1 InformalresolutionmaybeutilizedinsomecircumstancesifaFormalComplaintis filed
2 Aninformalresolutionprocessislimitedasfollows:
a) InformalresolutionisunavailableiftheRespondentisanemployeeofthe University
b) Informalresolutionmayonlybeusedifanyandallpartiestoaninvestigation agreetoit
3 Inallcases,theUniversitywillinformthepartiesoftherighttoendtheinformal resolutionprocessatanytime Ifapartychoosestoendtheinformalresolution process,theUniversitywillinformtheComplainantofoptions,includingtheoption tobegintheinvestigativeresolutionprocess.
4.The University willprovideafacilitator,mediator,orConductOfficialthatisfree fromconflictsofinterestandhasreceivedspecialtraininginordertofacilitatethe resolutionoftheFormalComplaint.
5 Informalresolutioncantakeanyformthatthepartiesagreeupon TheTitleIX Coordinatorordesigneewillworkwiththepartiestodevelopaformofresolution thatadequatelyresolvestheneedsoftheparties Thismayinclude:
a) Facilitated Dialogue:Astructuredandfacilitatedconversationbetweentwo ormoreindividuals,including,butnotlimitedtotheComplainantandthe Respondent,whichallowsforvoicestobeheardandperspectivestobe shared Dependingonstatedinterests,participantsmayworktowardsthe developmentofasharedagreement
b) Shuttle Mediation:Anindirectversionofthefacilitateddialogue
c) Circle of Accountability:AfacilitatedinteractionbetweentheRespondent andUniversityfacultyand/orstaffdesignedtoprovideaccountability, structuredsupport,andthecreationofaneducationalplan.
6.Dependingontheformchosen,itmaybepossibleforaComplainanttomaintain anonymitythroughouttheinformalresolutionprocess.
7.Aspartoftheresolutionprocess,additionalmeasures(including,butnotlimitedto educationalprogramming,training,regularmeetingswithanappropriateUniversity resource,extensionsofnocontactorders,orcounselingsessions)maybeagreed upon.
D FormalResolution&Hearings
1.TheTitleIXCoordinatorordesigneemayresolveareportofSexualHarassment throughitsformalresolutionprocesswhentheallegedSexualHarassment,iftrue, wouldbeprohibitedunderapplicableUniversitypolicy Ininstanceswheninformal resolutionisinappropriate,whenanypartyrequests,orwhentheUniversityrequires formalinvestigation,theUniversitywillconsidertheconcernsandrightsofall partiesandprovideaprompt,fair,impartial,andequitableprocess
2 Investigation
a) FollowingthefilingofaFormalComplaint,anInvestigatorwillbeassigned tothecasebytheTitleIXCoordinator Duringtheinvestigation,the InvestigatorwillseektomeetseparatelywiththeComplainant,Respondent, andanyrelevantwitnesseswhomayhaveinformationrelevanttothe incident TheInvestigatormayalsogatherorrequestotherrelevant informationorevidencewhenavailableandappropriate Boththe ComplainantandRespondentwillbeaskedtoidentifywitnessesandprovide otherrelevantinformationinatimelymannertofacilitatepromptresolution ofthecase.
b) AlthoughboththeComplainantandRespondentareadvisedtoparticipatein theinvestigationprocesstoenableafairandequitableresolutiontoanycase, neithertheComplainantnortheRespondentisrequiredtoparticipateinthe investigationprocess.
c) FormalComplaintsofsexualharassmentmaybeconsolidatedifthe allegationsariseoutofthesameevents,factsorcircumstances.
d) Duringtheinvestigationprocess,partieshaveanequitablerightto:
(1) Receivenoticeoftheallegationsbeforeparticipatinginaninterview withsufficienttimetoprepareformeaningfulparticipation;
(2) Aprocesswithreasonablyprompttimeframes,withextensionsfor goodcause,asdescribedintheProceduresectionbelow;
(3) PresentrelevantinformationtotheInvestigator,includingevidence andwitnesses;
(4) Receivetimelyandequalaccesstoanyrelevantinformation, documentation,andevidencegatheredduringtheinvestigation;
(5) Haveanadvisoroftheirchoosing,orthroughappointmentbythe University,includinganattorney,advocate,orothersupportpeople whoisnotapotentialwitnessintheinvestigationorcouldotherwise compromisetheinvestigation,whoprovidessupportthroughoutthe formalresolutionprocess,includingbeingpresentforanymeetings orhearings;and
(6) Investigatorswhoareadequatelytrainedtoresolvecasesofalleged SexualHarassmentarefamiliarwithapplicablepoliciesand procedures,andwhodonothaveaconflictofinterestorbiasforor againsteitherparty.
e) TheUniversitymustprovidewrittennoticeofthedate,time,location, participants,andpurposeofallhearings,investigativeinterviews,orother meetingstoallpartieswhoseparticipationisinvitedorexpectedwith sufficienttimeforthepartytopreparetoparticipate.
f) TheUniversitywillnotrestricttheabilityofaComplainantorRespondentto discusstheallegationsunderinvestigationortogatherandpresentrelevant evidence.
g) Credibilitydeterminationsmaynotbebasedonaperson’sstatusasa Complainant,Respondent,orwitness.
h) Followingthecompletionoftheinvestigation,theInvestigatorwillcomplete aninvestigativereportontheallegationscontainedintheFormalComplaint Beforethereportisfinalized,theInvestigatorwillsendtoeachpartyand theiradvisorsanelectronicorhardcopyofallevidencethatisdirectly relatedtotheallegations TheUniversitymustincludeallevidencedirectly relatedtotheallegations,eveniftheinvestigatordoesnotintendtorelyon thatevidenceinmakingadeterminationofresponsibility Thepartiesthen haveatleasttendaystoprovideawrittenresponse,whichtheInvestigator willconsiderbeforefinalizingtheinvestigativereport Thefinalizedreportis thencirculatedfornolessthantendaysbeforeahearingisheld
3 Hearings
a) TheTitleIXCoordinatorwillappointaChairtopresideoverthehearing TheChairmayalsobeappointedtoserveastheDecisionMaker.
b) TheTitleIXCoordinatorwillappointaHearingBoardtoserveasthe DecisionMakersforthehearing.AllDecisionMaker(s)havereceived specialtrainingonhowtobeimpartialandareassignedtocasesbytheTitle IXCoordinatortoavoidanybiasandpresentanobjectiveanalysisofthe evidence.InnocaseistheInvestigatorforagivencasealsotheDecision Maker(s).
c) TheRespondentispresumednotresponsiblefortheallegedconductuntila determinationregardingresponsibilityismadeattheendoftheinvestigation andhearings.
d) TheDecisionMaker(s)willnotrequire,allow,relyupon,orotherwiseuse questionsorevidencethatconstitute,orseekdisclosureof,information protectedunderalegallyrecognizedprivilege,unlessthepersonholdingthe privilegehaswaivedit
e) Credibilitydeterminationsmaynotbebasedonaperson’sstatusasa Complainant,Respondent,orwitness
f) Hearingsarenotlegalproceedingsanddonotfollowcourtroomprocedureor theformalrulesofevidence Duringanyhearing,eachpartymusthavean advisorpresenttoaskquestionsoftheotherparty Thisadvisordoesnotneed
tobelicensedtopracticelawandmaybeapersonoftheparty’schoiceor,if theydonothaveanadvisor,theUniversitywillprovideanadvisorforthem
g) Questioning&Cross-Examinations
(1) TheDecisionMaker(s)mayquestionindividualpartiesand witnesses
(2) ComplainantsandRespondentswillhavetheopportunityto cross-examinetheotherpartyorwitnesses Complainantsand Respondentsmayneveraskquestionsdirectly.Allquestionsmustbe askedtotheotherpartythroughtheuseofthatparty’sadvisor All questionsaskedmustberelevant.Anyquestionsdeterminednotto berelevantbytheDecisionMaker(s)arenotrequiredtobe answered.
(3) Ifapartyorwitnessisabsentfromthelivehearingorrefusesto answercross-examinationorotherquestions,theDecisionMaker(s) maynotrelyonanystatementofthatpersoninreachinga determinationofresponsibility.TheDecisionMaker(s)maynot drawaninferenceaboutthedeterminationregardingresponsibility basedsolelyonaparty’sorwitness’absencefromthelivehearingor refusaltoanswercross-examinationorotherquestions.
h) Ifatanypointduringthehearing,theDecisionMaker(s)determinesthat unresolvedissuesexistthatcouldbeclarifiedthroughadditional investigationtime,theDecisionMaker(s)maysuspendthehearingand reconveneitinatimelymannerthataccommodatesfurtherinvestigation
i) Hearingsmaybeconductedinpersonorvirtuallythroughtheuseof technologyattheUniversity’sdiscretion However,ifeitherthe ComplainantorRespondentaskstobeinaseparateroom,theUniversity mustgrantthisrequestandprovideappropriatetechnologytoallowfor simultaneousparticipation
j) Allhearingswillbememorializedthroughaudiooraudiovisualrecordor transcriptofthelivehearing.Therecordingortranscriptwillbemade availableforpartiestoinspectandreviewfollowingtheircompletion
4.Resolution
a) TheDecisionMaker(s)willcommunicatetheirdecisiontobothparties, concurrently.TheDecisionMaker(s)willcommunicatethedecisionin writingandorallyassoonaspossibleafterthehearing Inallcases,the DecisionMaker(s)willsendthepartiesafinaloutcomeletterwithintendays oftheconclusionofthehearing
b) TheDecisionMaker(s)mustbaseallconclusionsonanexaminationofall evidencefromtheinvestigationandthehearing Theirconclusionisbasedon thepreponderanceofevidencestandard:Iftheevidenceindicatesitismore likelythannotthattheRespondentcommittedtheallegedacts(s),then Respondentwillbefoundresponsibleforviolatingthepolicy
c) TheDecisionMaker(s)’swrittendecisionmustincludethefollowing information:
(1) IdentificationoftheallegationspotentiallyconstitutingSexual Harassment;
(2) Adescriptionoftheproceduralstepstakenfromthereceiptofthe FormalComplaintthroughthedetermination,includingany notificationstotheparties,interviewswithpartiesandwitnesses,site
visits,methodsusedtogatherotherevidence,andhearingsheld;
(3) Findingsoffactsupportingthedetermination;
(4) ConclusionsregardingtheapplicationoftheUniversity’scodeof conducttothefact;
(5) Astatementof,andrationalefor,theresultastoeachallegation, includingadeterminationregardingresponsibility,anydisciplinary sanctionimposedupontheRespondent,andwhetherremedies designedtorestoreorpreserveequalaccesstotheUniversity’s educationprogramoractivitywillbeprovided;and
(6) Theproceduresandpermissiblebasesforeitherpartytoappeal.
d) IftheRespondentisfoundresponsibleforviolatingthispolicy,theDecision Makerwillconsultwithappropriateindividualsinordertodeterminethe correctiveactionsand/orsanctionstoresolvethecase.Anysuchcorrective actionsand/orsanctionswillbeoutlinedintheDecisionMaker(s)’swritten decision.
E. AppealsProcess
1.IfeitherpartydisagreeswiththeDecisionMaker(s)’sdetermination,theymayfilea writtenappealwiththeTitleIXCoordinatorwithinfivedaysofreceivingthe DecisionMaker(s)’swrittendecision.
2.Appealsmaybefiledfor:
a) Aperceivedproceduralirregularitythataffectedtheoutcome
b) Newevidenceisdiscoveredthatwasnotreasonablyavailableatthetimeof thedeterminationordismissal
c) AconflictofinterestorbiasfororagainstComplainantsorRespondents generallyortheindividualComplainantorRespondentthataffectedthe Investigator(s),ordecision-maker(s)ortheoutcomeofthematter
3 TheAppealDecisionMakerwillexamineallevidenceinordertodetermineifthe appealhasmerit TheAppealDecisionMakerwillmakeanunbiasedobjective conclusionastotheappeal’smeritandissueawrittendecisiondescribingtheresult oftheappealandtherationalefortheresult;andwillprovidethewrittendecision simultaneouslytobothparties
F. Recordkeeping
TheUniversityshallmaintainallrecordsrelatingtoFormalComplaintsofSexual Harassment,aswellasalltrainingmaterialsusedunderthisPolicy,forsevenyears.
X. REVISION
ThesepoliciesandprocedureswillbereviewedandupdatedannuallybytheTitleIXCoordinator. RochesterChristianUniversityreservestherighttoupdatethisdocumentasnecessaryandthoseupdates areenforcedimmediatelyuponbeingpostedonline.TheTitleIXCoordinatormaymakeminor modificationstoproceduresthatdonotmateriallyjeopardizethefairnessowedtoanyparty,suchasto accommodatesummerschedules,etc.TheTitleIXCoordinatormayalsovaryproceduresmateriallywith notice(ontheinstitutionalwebsite,withtheappropriatedateofeffectidentified)upondeterminingthat changestolaworregulationrequirepolicyorproceduralalterationsnotreflectedinthispolicyand procedure
Proceduresineffectatthetimeoftheresolutionwillapplytotheresolutionofincidents,regardlessof whentheincidentoccurred Policyineffectatthetimeoftheoffensewillapplyevenifthepolicyis changedsubsequentlybutpriortoresolutionunlessthepartiesconsenttobeboundbythecurrentpolicy. Ifgovernmentregulationschangeinawaythatimpactsthisdocument,thisdocumentwillbeconstruced
tocomplywithgovernmentregulationsintheirmostrecentform
This policy stems from model guidance provided by Barnes & Thornburg, LLP