A. Reporting to Local Law Enforcement

Individuals may report sexual harassment directly to local law enforcement agencies by dialing 911. Individuals who make a criminal allegation may also choose to pursue the College’s grievance procedure simultaneously. A criminal investigation into the matter does not release the College from its obligation to conduct its own investigation (nor is a criminal investigation determinative of whether sexual harassment has occurred). However, the College’s investigation may be delayed temporarily while the criminal investigators are gathering evidence. In the event of such a delay, the College must make available supportive measures when necessary to protect the parties  and/or the College community.

Individuals may choose not to report alleged sexual harassment to law enforcement authorities. The College respects and supports individuals’ decisions regarding reporting; nevertheless, the College may notify appropriate law enforcement authorities if legally required or warranted by the nature of the allegations.

B. Reporting to College Officials

The College’s Title IX coordinator oversees compliance with these Procedures and Title IX regulations. Questions about these Procedures should be directed to the Title IX coordinator. Anyone wishing to make a report relating to sexual harassment may do so by reporting the concern to the College’s Title IX coordinator in person, by mail, by telephone, by email, or by any other means that results in the Title IX coordinator receiving the person’s verbal or written report of alleged sexual harassment.

C. Employees’ Mandatory Reporting

All College employees, including student-employees, other than those deemed Confidential Employees, are Mandated Reporters and are expected to promptly report all known details of actual or suspected sexual harassment to appropriate officials immediately.  Failure of a Mandated Reporter to report an incident of sexual harassment of which they become aware is a violation of College Policy and may subject the employee to disciplinary action. 

D. Confidential Employees’ Reporting

Confidential Employees designated by the College are not required to report actual or suspected sexual harassment.  Confidential Employees must, however, provide a Complainant with the Title IX Coordinator’s contact information and offer options and resources without any obligation to inform an outside agency unless otherwise required by law.

E. External Contact Information

Concerns about the College’s application of these Procedures and compliance with certain federal civil rights laws may be addressed to:

Office for Civil Rights (OCR)
U.S. Department of Education
400 Maryland Avenue, SW
Washington, D.C. 20202-1100
Email: [email protected]
Phone: (202)-452-6012

Equal Employment Opportunity Commission (EEOC)
131 M Street, NE
Washington, D.C. 20507
Email: [email protected]
Phone: 1-800-669-4000

A. Scope

1. Use of these grievance procedures applies to reports alleging sexual harassment carried out by employees, students, or third parties.

2. All reports of sexual harassment are taken seriously. At the same time, those accused of sexual harassment are presumed “not responsible” throughout this grievance procedure.

B. Initial College Response and Assessment

1. After receiving a report of sexual harassment, the Title IX Coordinator takes prompt  and appropriate steps to:

a. Communicate with the individual who reported the alleged conduct;

b. Implement supportive measures to eliminate and prevent the recurrence of sex harassment, deter retaliation, remedy the effects of sex harassment, and provide due process rights during a College investigation;

c. Provide the individual with a copy of this Policy and Procedure; and

d. Determine whether the alleged conduct, as described by the reporting party, falls within the scope of this policy and if so, initiate the investigation and resolution procedures outlined below.

e. The Title IX coordinator may delegate the authority to take some or all of these steps to a Deputy Title IX coordinator.

2. Supportive Measures

a. Any Party may seek modification or reversal of the College’s decision to provide, deny, modify, or terminate supportive measures applicable to the Party.  A request to do so should be made in writing to the Title IX Coordinator.

b. An impartial employee who has authority to modify or reverse the decision will determine whether to provide, deny, modify, or terminate the supportive measures if they are inconsistent with the definition of supportive measures as defined in this Procedure.

c. The College will also provide the Parties with the opportunity to seek additional modification or termination of supportive measures applicable to them if circumstances materially change.

3. There is no time limitation on providing a Formal Complaint to the Title IX Coordinator.  However, if the Respondent is no longer subject to the College’s jurisdiction and/or significant time has passed, the ability to investigate, respond, and/or provide remedies may be more limited or impossible.

4. False Allegations and Evidence

a. Deliberately false and/or malicious accusations under this Policy or Procedure are a serious offense and will be subject to appropriate disciplinary action.  This does not include allegations that are made in good faith but are ultimately shown to be erroneous or do not result in a determination of a Policy violation.

b. Witnesses and Parties who knowingly provide false evidence, tamper with or destroy evidence, or deliberately mislead an official conducting an investigation or resolution process can be subject to discipline under appropriate College policies, procedures, and rules.

5. Emergency Removals/Administrative Leave

a. The College may remove a student Respondent, upon receipt of a report, Formal Complaint, or at any time during the grievance process, on an emergency basis when the College performs an individualized safety and risk analysis and determines that an imminent and serious threat to the health or safety of any student or other individual justifies removal.

i. The risk analysis performed by the Title IX Coordinator or CARE Team must recommend to the appropriate College official to implement or stay an emergency removal of a student and the conditions and duration of such emergency removal.
ii. In all cases in which an emergency removal is imposed, the student shall be given notice and an opportunity to challenge the removal decision immediately following the removal by submitting a written appeal to the President.
iii. Violation of an emergency removal under this Procedure is grounds for independent disciplinary action, up to and including suspension or dismissal.

b. The College may place an employee on suspension with pay upon receipt of a report, Formal Complaint, or at any time during the grievance process.  An employee does not have a right to appeal a determination to place the employee on suspension with pay pending the conclusion of the Title IX grievance procedure.  Violation of the terms of the suspension is grounds for independent disciplinary action, up to and including dismissal.  

6. The Title IX Coordinator may administratively close a Formal Complaint of sexual harassment at any time if:

a. The Complainant voluntarily withdraws any or all of the allegations in the Complaint and the Title IX Coordinator declines to initiate a Complaint;

b. The Respondent is no longer enrolled or employed by the College;

c. The College is unable to identify the Respondent after taking reasonable steps to do so; or

d. The College determines the conduct alleged in the Complaint would not constitute a violation of this Policy and Procedure, even if proven.

The Title IX Coordinator will notify the parties if a Formal Complaint of sexual harassment is closed under this section, including the reason(s) for closure, and direct the parties to the appropriate College office or department to resolve the report or complaint.  All parties may appeal the Title IX Coordinators dismissal of a Formal Complaint under this section by using the appeal procedures in Section VI, below.

7. Confidentiality/Privacy

a. The College makes every effort to preserve the Parties’ privacy.  The College will not share the identity of any individual who has made a report of sexual harassment, any Complainant, any individual who has been reported to be the perpetrator of sexual harassment, any Respondent, or any witness, except as permitted or required by or to fulfill the purposes of applicable laws and regulations.

b. Parties and Advisors are prohibited from unauthorized disclosure of information obtained by the College through these Procedures to the extent that information is the work product of the College, meaning it has been produced, compiled, or written by the College for purposes of its investigation and resolution of a Formal Complaint.  It is also a violation of these Procedures to publicly disclose institutional work product that contains a Party or witness’s personally identifiable information without authorization or consent.

8. Regardless of when alleged sexual harassment is reported, a Complainant must be participating in or attempting to participate in the College’s education program or activity for a Formal Complaint to be investigated.

9. Consolidation

The College may consolidate complaints of sexual harassment against more than one Respondent, or by more than one Complainant against one or more Respondents, or by one party against another party, when the allegations of sexual harassment arise out of the same facts or circumstances.

C. Informal Resolution

1. Any party may request the College facilitate an informal resolution to a sexual harassment complaint at any time prior to final determination. The Title IX coordinator may offer the parties the opportunity for informal resolution, too.

a. Upon a request for informal resolution, the Title IX coordinator determines whether informal resolution is appropriate based on the facts and circumstances of the case. The Title IX coordinator ensures that any proposed informal resolution is consistent with the College’s obligations to prevent and redress sexual harassment.

b. A student’s allegations of sexual harassment against a College employee are not eligible for informal resolution.

c. The Title IX coordinator provides the parties with written notice of proceeding with an informal resolution, including the allegations of sexual harassment, the requirements of the informal resolution process, the potential terms that may be requested or offered in informal resolution, and what information the College will maintain, including any potential disclosures of information.

d. The Title IX coordinator also designates an independent, neutral person to facilitate the informal resolution, which could be the Title IX Coordinator.

2. Informal resolution is voluntary.

a. The Complainant and Respondent must provide written consent for informal resolution to take place.

b. Any party has a right to end the informal resolution process at any time prior to agreeing to a resolution and begin or continue the formal investigation and grievance process.

3. Informal resolution concludes the matter only when all parties have signed a written agreement that confirms resolution of the allegations.

a. The resolution agreement must include a waiver of the parties’ right to have a formal hearing on the allegations that have been informally resolved.

b. Parties are prohibited from revoking or appealing a resolution agreement. Should the Respondent violate the terms of an informal resolution agreement, such violation will subject the Respondent to an investigation and the formal grievance process contained in this procedure.

4. If a resolution agreement is not reached, the College will continue with a formal investigation.

D. Investigations

1. The goal of a formal investigation is to reach a determination as to whether a Respondent has violated one or more College policies prohibiting sexual harassment and if so, remedy the effects of a violation.

a. The Title IX coordinator may include possible violations of other College policies that contributed to, arose from, or are otherwise related to alleged violations of this Policy and Procedure in the scope of an investigation.

b. The Title IX coordinator gives written notice to the Complainant and Respondent of the investigation, providing sufficient details to allow the parties to respond and prepare for initial interviews, including the identity of the parties involved (if known), the conduct alleged to be sexual harassment, the date and location of alleged incidents (if known), the specific policies implicated, a statement that the Respondent is presumed not responsible and a determination of responsibility is made at the conclusion of the process, information regarding the parties’ right to an advisor and the right to review relevant evidence, a statement that retaliation is prohibited, information about the confidentiality of the process, and notice that the College prohibits knowingly making false statements or submitting false information during the grievance process.

c. The Title IX coordinator designates an investigator to investigate the allegations of sexual harassment. The Title IX Coordinator may serve as the investigator if the Title IX Coordinator is not serving in another role throughout the grievance process.

d. The investigator is also the decision-maker as to whether a Respondent has violated one or more College policies prohibiting sexual harassment, unless otherwise determined by the Title IX Coordinator.

2. Parties to an investigation can expect a prompt, thorough, and equitable investigation of complaints, including the opportunity for parties to ask questions, present witnesses and provide information regarding the allegations.

3. Parties to an investigation can expect a prompt, thorough, and equitable investigation of complaints, including the opportunity for parties to ask questions, present witnesses and provide information regarding the allegations. Parties and witnesses should cooperate in the investigation process to the extent required by law and this policy.  If a party or witness chooses not to participate or becomes unresponsive, the College reserves the right to continue its grievance process without their participation to ensure a prompt resolution.

4. The standard of proof used in investigations is preponderance of the evidence. It is the College’s responsibility to establish the standard of proof and gather evidence during investigations.

5. The College aims to bring all investigations to a resolution within thirty (30) business days from the date the Title IX Coordinator determines an investigation will commence.

a. Extensions of timeframe for good cause are allowed, so long as written notice and the reason for the delay is provided to the parties. Good cause includes:

i. The complexity and/or number of the allegations;
ii. The severity and extent of the alleged misconduct;
iii. The number of parties, witnesses, and other types of evidence involved;
iv. The availability of the parties, witnesses, and evidence;
v. A request by a party to delay an investigation;
vi. The effect of a concurrent criminal investigation or proceeding;
vii. Intervening holidays, College breaks, or other closures;
viii. Good faith efforts to reach a resolution; or
ix. Other unforeseen circumstances.

b. Investigations typically include interviews with the Complainant, the Respondent, and any witnesses, and the objective evaluation of any physical, documentary, or other evidence as appropriate and available. The College will give the Complainant and the Respondent written notice of any interview, meeting, or hearing at which a party is invited or expected to participate. This written notice may be via email.

c. The Title IX coordinator will inform the Complainant and Respondent at regular intervals of the status of its investigation.

d. The Parties have an equal opportunity to present witnesses and other evidence tending to prove or disprove the allegations.

6. Interviews conducted as part of an investigation under this Procedure may be recorded by the College. Recordings not authorized by the College are prohibited.

7. The Complainant and Respondent have the right to be accompanied by an advisor of their choosing during all stages of an investigation.

a. A party may elect to change advisors during the process.

b. All advisors are subject to the same rules:

i. During the investigation, the advisor’s role is limited to providing advice, guidance, and support to the Complainant or Respondent. An advisor is not permitted to act as a participant or advocate during the investigative process.
ii. Advisors are expected to maintain the privacy of the records shared with them.
iii. Advisors are expected to refrain from interfering with investigations.
iv. Any advisor who oversteps their role or interferes during an investigation process will be warned once. If the advisor continues to disrupt or otherwise fails to respect the limits of the advisor role, the advisor will be asked to leave. The Title IX Coordinator determines whether the advisor may return or should be replaced by a different advisor.

8. Prior to finalizing a report, the investigator provides all parties an equal opportunity to review any relevant evidence obtained as part of the investigation that is directly related to the allegations raised in the Formal Complaint.

a. The Complainant and Respondent may submit a written response to the evidence, including any questions a party wants asked of another party or witness, within ten (10) days after receipt of the evidence.

i. Responses must be submitted to the investigator via email, mail, or hand delivery by 5:00 p.m. eastern standard time on the date responses are due.
ii. Responses may not exceed 10 double-spaced pages on 8.5×11 paper with one-inch margins and 12-point font.

b. The investigator considers any responses received from the parties and conducts any further investigation necessary or appropriate.

9. Following an investigation, the investigator submits an investigative report and written determination  to the parties that fairly summarizes relevant evidence. The report and determination includes a summary of the allegations; a summary of the response; a summary of the investigative steps taken to verify the allegations and response; and a summary of the evidence relevant to a determination of responsibility; a determination on the question of responsibility, including rationale for the result and any discipline sanction that the College is permitted to share pursuant to State or federal law; and the procedures and permissible bases for the parties to appeal.

10. In cases where the Respondent is a student, after the investigative report and written determination has been sent to the parties, all parties shall have three (3) days to request a hearing.  If either party requests a hearing, the hearing procedures described in College Procedure 5.3.2.2, Discipline and Appeal for Non-Academic Violations shall be followed, except that 1) all parties shall have the right to participate in the hearing to the extent required by Title IX; and 2) a single hearing officer will be utilized in lieu of a committee.

The following sanctions may be imposed for those who have violated these Procedures:

11. In cases where the Respondent is a student, after the investigative report and written determination has been sent to the parties, all parties shall have three (3) days to request a hearing.  If either party requests a hearing, the hearing procedures described in College Procedure 5.3.2.2, Discipline and Appeal for Non-Academic Violations shall be followed, except that 1) all parties shall have the right to participate in the hearing to the extent required by Title IX; and 2) a single hearing officer will be utilized in lieu of a committee.

a. Verbal or Written Warning
b. Restrictions
c. Probation
d. Administrative withdrawal from a course without refund
e. Required Counseling
f. No Contact Directive
g. Suspension
h. Recommendation of Dismissal
i. Other consequences deemed appropriate

12. Employees

a. Verbal or Written Warning
b. Performance Improvement Plan
c. Required Counseling
d. Required Training or Education
e. Recommendation of Transfer or Reassignment
f. Recommendation of Demotion
g. Recommendation to Suspend with or without Pay
h. Recommendation of Dismissal
i. Other consequences or conditions of employment deemed appropriate to the specific violation

If the investigator or hearing officer finds student suspension or employee suspension, demotion or dismissal is an appropriate sanction for a Respondent, but the investigator does not have authority to authorize such sanction, the investigator or hearing officer will make a recommendation of the sanction to the appropriate College official after the time for appeal has expired.  If the investigator or hearing officer recommends the Respondent be suspended, demoted, or dismissed, during the time in which either party has to appeal, the Respondent shall remain in their current status (allowed on campus, on emergency removal, or on paid administrative leave) unless otherwise determined by the appropriate College official.

After the investigator submits their investigative report and written determination to the Complainant and Respondent, all parties are given an equal opportunity to appeal the determination.  Appeals may be based only on these grounds:

E. Procedural irregularity that would change the outcome;

F. New evidence that was not reasonably available at the time of the decision  that would change the outcome; and/or

G. The Title IX coordinator, investigator, or decision-maker had a bias or conflict of interest for or against complainants or respondents generally or the individual Complainant or Respondent that would change the outcome.

Parties must submit any appeal specifying at least one of the grounds above to the President of the College by 4:30 p.m. eastern standard time via email or mail, within ten (10) days of receiving the written determination of responsibility.  Appeals may not exceed ten (10) double-spaced pages on 8.5×11 paper with one-inch margins and 12-point font.

The College notifies all parties when an appeal is filed and provides all parties a copy of the appeal and a chance to submit a written statement supporting or challenging the outcome. Parties must submit written statements supporting or challenging the outcome to the president of the College by 4:30 p.m. eastern standard time via email or mail, within two (2) days of receiving a copy of an appeal.

Within ten (10) days of receiving an appeal, the president shall conduct a review of the record, including the appeal(s) received, any written statements supporting or challenging the outcome, the investigation report and written determination, and any accompanying evidence prior to issuing a written decision to the Complainant and Respondent that describes the result of the appeal and the rationale for the result.  If the appeal does not provide information that meets the grounds for appeal, the President will deny the appeal.

The president’s written decision is final.

The College will not in any way retaliate against an individual for the purpose of interfering with any right or privilege secured by Title IX or because the individual has made a report or complaint, testified, assisted, participated, or refused to participate in any manner in an investigation, proceeding, or hearing under these Procedures.

Retaliation is a violation of College policy regardless of whether the underlying allegations are ultimately found to have merit. Reports of retaliation are treated separately from reports or complaints of sexual harassment.

The College community encourages the reporting of misconduct and crimes. Sometimes, complainants or witnesses are hesitant to report to College officials or participate in resolution processes because they fear they themselves may be accused of various policy violations. It is in the best interest of this College that as many complainants as possible choose to report to College officials and that witnesses come forward to share what they know. To encourage reporting, the College offers sexual harassment complainants and witnesses amnesty from minor policy violations.

In cases of emergency or serious misconduct, the College reserves the right to suspend this process and may enact appropriate action for the welfare and safety of the College community.

All College employees shall receive annual trainings on the following topics:

A. The College’s obligation to address sex discrimination in its education programs or activities;
B. The scope of the College’s education programs and activities under Title IX, including the definition of “sex-based harassment”; and,
C. All applicable notification and information requirements.

In addition to the training that all College employees must receive, the Title IX Coordinator, investigators/decision-makers, those hearing appeals, and those involved in any informal resolution process shall receive annual trainings on the following topics:

A. These grievance procedures;
B. How to serve impartially, including avoiding prejudgment of facts at issue, conflicts of interest, and bias;
C. Issues of relevance of questions and evidence; and
D. The types of evidence that are impermissible regardless of relevance.
E. In addition, for Title IX Coordinators: training on specific Title IX Coordinator responsibilities, the College’s recordkeeping system, and Title IX recordkeeping requirements.

All new students and all employees shall be required to participate in a primary prevention and awareness program that promotes awareness of sexual harassment. This program will be held annually at the beginning of each fall semester and/or completed via the new student online orientation prior to registration.

At this annual training, students and employees must receive training in the following areas:

A. Information about safe and positive options for bystander intervention skills;
B. What “consent” means with reference to sexual activities;
C. Risk reduction programs so students recognize and can avoid abusive behaviors or potential attacks;
D. How and to whom to report an incident regarding discrimination, harassment and sex- based violence;
E. The importance of preserving physical evidence in a sex-based violent crime; and
F. Options about the involvement of law enforcement and campus authorities, including the alleged victim’s option to: i) notify law enforcement; ii) be assisted by campus authorities in notifying law enforcement; iii) decline to notify law enforcement; and iv) obtain “no-contact” or restraining orders.

Each year, all students and employees will receive an electronic copy of these Procedures sent to their College email address of record. These Procedures will be maintained online on the College’s website and a hard copy will be kept on file in the Title IX coordinator’s office. Other translations will be made available upon request.

The College maintains all records of Title IX proceedings and all materials used to train Title IX personnel for seven years.