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What kind of behaviors can I report?

• You should report to the Office for Institutional Equity and Title IX if you or someone you know has experienced any discriminatory or sexual misconduct behaviors. This includes discrimination or harassment based on sex, gender identity, or sexual orientation, as well as sexual misconduct such as sexual harassment, sexual assault, dating or domestic violence, stalking, sexual exploitation, retaliation, bullying, or bias incidents. If something makes you feel uncomfortable or unsafe, it’s worth reporting.

Will I be notified if someone reports me? Could I be reported and not know?

• If a formal report is made against you and an investigation is initiated, you will always be notified by the Office for Institutional Equity and Title IX through a Notice of Allegations, which details the complaint and outlines your rights and next steps. However, in some cases, someone may make a report just to have it documented or to request supportive measures without pursuing an investigation. In this case, the report may be documented without notifying the respondent, especially if the focus is on providing support rather than moving forward with disciplinary action.

Will you contact my parents or guardians?

• The University typically does not contact parents or guardians without your permission unless there is a significant safety concern. You have control over who is informed in most cases.

Do I have to leave campus while you investigate?

• Not usually. Supportive measures like no-contact orders or academic/work adjustments are often put in place to help everyone involved stay safe and continue with their activities while the investigation proceeds.

Does it matter if the incident happens on campus or off campus?

• No, it does not matter. The University can address incidents of discrimination or misconduct that occur both on and off campus if they affect the university community or involve Ò»±¾µÀÎÞÂë students, staff, or faculty.

Do online behaviors count as reportable conduct?

• Yes, online behaviors such as cyberbullying, harassment via email or social media, and other digital misconduct are included under the University's policies and can be reported.

What if the other person involved isn’t part of the Ò»±¾µÀÎÞÂë community?

• You can still report the incident, and the University can provide support and assistance. While the University's ability to take direct action may be limited, they can still offer resources, supportive measures, and help connect you to appropriate services.

Can I pursue criminal charges along with a University report?

• Yes, you can pursue criminal charges while also filing a report with the University. The University's process is separate from the legal process and you can do both simultaneously.

Title IX is a U.S. civil rights law that prohibits discrimination on the basis of sex in education. Civil rights laws are designed to create access for groups who have previously been marginalized and excluded from participation in the U.S.  

People commonly use the term “Title IX” to encompass the statute (Title IX of the Education Amendments of 1972, 20 U.S.C. §1681 et seq.), implementing Regulations by the Department of Education (34 CFR part 106, released in 1975 and amended in 2020), Department of Education guidance documents, as well as related laws such as The Clery Act (20 U.S.C. § 1092(f)) and the Violence Against Women Act (42 U.S.C. sections 13701).

At its core, Title IX requires schools to:

• Prohibit sex-based discrimination and harassment (including sexual misconduct);
• Take measures to prevent sex-based discrimination and harassment (including sexual misconduct);
• Effectively respond to discrimination, harassment and misconduct of which it is aware, which includes:
  • Stop it;
  • Prevent it from reoccurring; and
  • Remedy its effects.

What is the Discriminatory and Sexual Misconduct Policy?

• The policy outlines the University's commitment to maintaining an environment free from discrimination and sexual misconduct. It provides rules, definitions, and processes designed to prevent, address, and resolve issues of assault, harassment, and other related behaviors.

Who does the policy apply to?

• This policy applies to all members of the University community, including students, staff, faculty, and anyone participating in University programs or activities, whether on or off campus.

What constitutes discriminatory behavior or sexual misconduct under the policy?

• Discriminatory behavior includes treating someone unfairly based on personal characteristics like gender, race, or sexual orientation. Sexual misconduct includes unwanted sexual advances, harassment, assault, exploitation, and any conduct that violates someone’s dignity or creates an unsafe environment.

What are the definitions of key terms like sex-based harassment, sexual assault, and retaliation?

• For specific definitions of key terms, such as sex-based harassment, sexual assault, and retaliation, please visit sex-based discrimination and sexual misconduct page. This page provides a clear breakdown of the terms covered under our policy.

How does the University handle reports of discrimination or sexual misconduct?

• The University follows a structured process for handling reports, including initial assessment, investigation, and providing supporting measures to everyone involved. For more information on the reporting process and what to expect, please visit our discriminatory and sexual misconduct investigation and resolution process page.  This page provides a clear breakdown of the process under our policy.

How can I report an incident of discrimination or sexual misconduct?

• You can report an incident through written or oral communication using the Report form or by contacting the Office for Institutional Equity and Title IX directly. For more information, please refer to our investigation and resolution page.

Can I make an anonymous report?

• Yes, anonymous reports are accepted. However, please note that anonymity may limit the University's ability to respond fully. Learn more on our investigation and resolution page.

What happens after I make a report?

• After a report is filed, the IEX Office will conduct an intake meeting to gather more information and discuss options. For a full overview of what to expect, please see our investigation and resolution page.

What are my options if I don’t want a formal investigation but still need support?

• You have the choice of an Alternative Resolution, which aims to address the concern without a formal investigation. Visit our investigation and resolution page to learn more about the available options.

Will my report be kept confidential?

• The University strives to protect your privacy, but complete confidentiality cannot be guaranteed due to the need to conduct a thorough investigation. More details can be found on our investigation and resolution page.

What happens when I file a report about something that impacted another person?

• We will respond to you to acknowledge the report and provide information about support and next steps.  Our preference is to contact the impacted person directly, so we can talk through the options and resources above.  However, if need be, we can work with you to provide you with the information to pass along.  Our most important goal is to make sure that the impacted person knows about the resources and supportive measures available, as well as their options.  If you do not have mandatory reporting expectations, you can consult with us without disclosing the name of the person or persons who have been impacted.

What types of support and assistance does the Office for Institutional Equity and Title IX provide? 

The University will offer support to both impacted and responding parties, based upon what is appropriate given the circumstances of the report and the needs of the individual.  Examples of Supportive Measures include: 

• Assistance in seeking academic support services and accommodations, including the ability to reschedule classes, exams and assignments, transfer course sections, or withdraw from courses;
• Academic schedule modifications (typically to separate complainant and respondent);
• Work schedule or job assignment modifications (for university employment);
• Changes in on-campus work or university housing location;
• On-campus counseling services and/or assistance in connecting to community-based counseling services;
• Assistance in connecting to community-based medical services;
• No contact agreements (agreements between parties to stop all attempts at communication or other interaction with one another);
• Temporarily limiting an individual's access to certain university facilities or activities;
• Work schedule or job assignment modifications,
• Information about and/or assistance with obtaining personal protection orders;
• Leaves of absence
• Increased monitoring and security of certain areas of the campus;
• Individualized limitations on the parties’ communications and interactions with each other; or
• A combination of any of these measures.

If a report is filed involving you, the Office for Institutional Equity and Title IX (IEX Office) is committed to ensuring that you are treated fairly and with respect throughout the process. Here’s what you can expect:

1. Initial Report and Intake Process:

   • When a report is received, the IEX Office will conduct an intake meeting with the complainant to gather information and discuss options, such as supportive measures or filing a formal complaint.
   • You may not be notified if the complainant chooses not to proceed with further action or only requests supportive measures.

2. Notification of Allegations:

   • If the complainant decides to proceed with a formal complaint, you will receive a Notice of Allegations (NOA). This document will include details of the reported conduct and any alleged policy violations.
   • The NOA will be delivered within 5 days of the complainant’s formal statement.

3. Investigation:

   • The investigation will include interviews with both parties, witnesses, and the collection of relevant evidence.
   • You will be given an opportunity to provide your statement, share information, and suggest witnesses who may have direct knowledge of the events.
   • The IEX Office is dedicated to providing you with safety and supportive measures during this time, such as assistance with academic accommodations, no-contact orders, or access to counseling.

4. Draft Investigative Report:

   • Once the investigation is complete, both parties will receive a draft report summarizing the evidence gathered.
   • You will have 7 days to review the draft report and provide any factual corrections or additional information.

5. Final Report and Hearing:

   • After reviewing all responses, the investigator will finalize the report. The final report is then sent to the appropriate office for resolution.
   • A hearing will be scheduled to review the findings and determine the outcome. Hearings are typically held within 4 weeks of the finalized report.

6. Your Rights and Support:

   • Throughout the process, you are presumed not responsible for any policy violations unless a fair investigation and determination find otherwise.
   • No punitive actions can be taken unless you are found responsible. Interim actions, such as temporary restrictions, may be implemented in rare cases to ensure community safety, and you will have the right to appeal these measures if they are put in place.

The university is committed to providing you with the support you need to meaningfully participate in the process. If you have questions or concerns, please reach out to the IEX Office for assistance.

Supporting a friend who has experienced sexual misconduct can be challenging, but your compassion can make all the difference. Here are some tips and strategies to help a friend who has experienced sexual misconduct, including sex-based harassment, sexual assault, sexual exploitation, dating violence, domestic violence, and stalking (as defined in the Discriminatory and Sexual Misconduct Policy):

• Listen without judgment: Give your friend the space to share what they feel comfortable with. Listen actively, without interrupting or making assumptions.

• Validate their feelings: Let them know that what happened is not their fault. Remind them that their feelings are valid, whatever they may be.

• Ask how you can help: Offer specific ways to support them, such as walking them to Health Services, Counseling and Psychological Services (CaPS), or helping to contact the Office for Institutional Equity and Title IX or University Police. Let them take the lead in deciding what they need.

• Respect their privacy: Honor their trust by only sharing information with those who need to know in order to help.

• Avoid prying for details: Let them share what they are comfortable with at their own pace. Don’t push for more information than they are willing to provide.

• Don’t try to "fix" everything: Your role is to be there for them, not to solve all of their problems. Sometimes just knowing someone is there can make a huge difference.

• Avoid minimizing their experience: Avoid saying things like "everything will be alright" or "it could have been worse." Instead, acknowledge the impact of what they've been through.

• Avoid "why" questions: Questions that start with "why" can unintentionally sound blaming or judgmental. Focus on affirming their experience instead.

• Don’t promise secrecy: Be honest if you may need to tell someone in order to get them the help they need. Emphasize that their safety is the most important thing.

• Take care of yourself: Supporting someone through a difficult time can be emotionally draining. Make sure you have the support you need, too.

Consider contacting the Office for Institutional Equity and Title IX for support, resources, and guidance. We can discuss your concerns on a hypothetical basis if needed.

We encourage you to use many of the same tips and strategies to support someone who has been accused of misconduct as you would for someone who has been impacted by misconduct. However, it is important to remember that facing an accusation can be an incredibly frightening and isolating experience for the respondent. Here are some key points to keep in mind:

• Remember the Complexity: It is important to recognize that very few people intentionally and maliciously harm others, though it does happen. In supporting a respondent, consider the range of possibilities, such as:

  • They did something wrong, intentionally, and know it.

  • They did something wrong, unintentionally, and know it.

  • They did something wrong, unintentionally, and do not know it.

  • There are different interpretations or perceptions of the situation between the parties.

  • They did not do anything wrong or violate university policy, but the complainant is acting in good faith.

  • They did not do anything wrong or violate university policy, and the complainant is acting maliciously ("process abuse").

  • Mutual abuse (both parties contributed to the harm, meaning each person may be both a complainant and a respondent).

• Treat with Empathy: Applying the golden rule "treating the respondent as you would want to be treated" is a good starting point. It is important to provide a non-judgmental and empathetic environment, even while acknowledging the seriousness of the allegations.

• Avoid Isolation: Isolation and ostracism can have severe negative effects on mental health. Offer support while maintaining appropriate boundaries. Your support can help the respondent cope with the process, but it is important not to endorse harmful behavior.

• Encourage Understanding of the Process: Help the respondent understand the Discriminatory and Sexual Misconduct Policy and the Title IX procedures. Knowing what to expect can make a difficult process a bit less daunting.

• Take Care of Yourself: As always, supporting someone in a challenging situation can take a toll on your own wellbeing. Make sure to seek support if you need it and set healthy boundaries.

Refer to the Discriminatory and Sexual Misconduct Policy for more information on definitions and processes regarding accusations.

Finding yourself close to both the complainant and the respondent is a very challenging position, but it is not an uncommon one. Start by focusing on your own wellbeing. It is crucial to take care of yourself first, as supporting both individuals can be emotionally demanding and exhausting. Review the guidance in the sections above on how to support someone impacted by sexual misconduct and how to support someone accused of sexual misconduct. Understanding both perspectives can help you navigate this difficult situation more effectively.

Think carefully about the role you can and want to play for each person. It may be helpful to have honest conversations with both individuals to determine how they feel about you remaining in touch with the other. Be transparent about your intentions and make sure to respect the boundaries that both parties need. Your role is not to fix the situation but to provide a source of support, without taking sides or minimizing the experiences of either party.

Maintaining good boundaries is key. Set clear limits on what you are able and willing to do for each person to ensure that you do not become overwhelmed or overly involved. Remember that your own emotional wellbeing is just as important. Supporting both parties can create a feeling of being pulled in different directions, and it is important to acknowledge these emotions and seek support if needed.

Isolation and ostracism are significant risks for both parties involved in a misconduct report. If you feel comfortable, try to make sure neither the complainant nor the respondent feels abandoned or isolated. Be present without taking sides, and strive to be a compassionate listener to both individuals.

Consulting the IEX Office can be extremely beneficial in navigating such a complex situation. Our office can provide resources, guidance, and support while maintaining confidentiality where possible. Remember that the IEX Office is here to help you understand the appropriate boundaries and to ensure that all actions align with university policies.

Most importantly, remember that this is not an easy position to be in. It is okay to step back and take care of yourself when needed. Seeking help from friends, counselors, or support networks can be critical in ensuring your own emotional health throughout this process.

Refer to the Discriminatory and Sexual Misconduct Policy for specific information about maintaining appropriate boundaries in such complex situations.

What should I expect during a formal investigation?

The formal investigation process starts with an initial meeting where you can discuss your concerns, share details, and learn about next steps. After the initial meeting, an IEX Office Investigator will collect statements, interview relevant parties, and compile an investigative report.  Please refer to our investigation and resolution page for more information.

Who will be involved in the investigation and resolution of my report?

The investigation is conducted by an investigator from the Office for Institutional Equity and Title IX. It involves speaking with the complainant, respondent, and any witnesses. University officials responsible for resolutions will then make a determination based on the findings of the investigation.

How long does the formal investigation process take?

Typically, the formal investigation process takes 4-6 weeks, followed by a hearing if necessary. However, timelines and length can vary due to different factors such as case complexity, availability of involved parties, and other circumstances.  Please refer to our investigation and resolution page for more information.

What types of supportive measures can the University provide during the investigation?

The University can offer a variety of supportive measures, such as but not limited to, academic or work schedule adjustments, no-contact orders, housing changes, and other support options tailored to individual needs. These measures are intended to ensure safety and minimize disruption during the investigation.  Please refer to our supportive measures page for more information.

What are the possible outcomes of an investigation?

Possible outcomes include dismissal of the complaint if no policy violation is found or disciplinary actions if a violation has occurred. These actions may range from educational interventions to more serious sanctions, depending on the findings.  Please refer to our investigation and resolution page for more information.

What should I expect during the investigation process?

• The investigation process starts with an initial meeting where you can discuss your concerns, share details, and learn about next steps. The investigator will collect statements, interview relevant parties, and compile an investigative report. Please refer to our investigation and resolution page for more information.

Who will be involved in the investigation and resolution of my report?

• The investigation is conducted by trained staff from the Office for Institutional Equity and Title IX. It involves speaking with the complainant, respondent, and any witnesses. University officials responsible for resolutions will then make a determination based on the findings.

How long does the investigation process take?

• Typically, the investigation process takes 4-6 weeks, followed by a hearing if necessary. Additional time may be needed depending on the complexity of the case or other circumstances. Please refer to our investigation and resolution page for more specific timelines.

What types of supportive measures can the University provide during the investigation?

• The University can offer supportive measures such as academic or work schedule adjustments, no-contact orders, housing changes, or increased security. These measures are intended to ensure safety and minimize disruption during the investigation.  Please refer to our investigation and resolution page for more information.

What are the possible outcomes of an investigation?

• Possible outcomes include dismissal of the complaint if no policy violation is found, or disciplinary actions if a violation has occurred. These actions may range from educational interventions to more serious sanctions, depending on the findings. Please refer to our investigation and resolution page for more information.

Will my identity remain confidential if I make a report?

• The University makes every effort to protect the privacy of all individuals involved. However, complete confidentiality cannot always be guaranteed, as some information may need to be shared with key personnel to address the complaint appropriately.

What happens if someone retaliates against me for making a report?

• Retaliation, which includes intimidation, threats, coercion, or any adverse action, is strictly prohibited by University policy. If you experience retaliation, please report it immediately to the Office for Institutional Equity and Title IX or through the . The University will take steps to address retaliatory behavior and provide additional support if needed.

What protections are in place to prevent retaliation?

• The University provides various supportive measures to prevent retaliation, including no-contact orders and adjustments to work or academic arrangements. Retaliation by any party, whether peers, employees, or university officials, is prohibited, and individuals found responsible for retaliation may face disciplinary actions. For more details, refer to the Policy Against Retaliation or contact the Office for Institutional Equity and Title IX.

• • The IEX Office analyzes the report to determine whether there are urgent safety concerns that require immediate action.
  • The IEX Office will consider whether there any interventions or safety measures that can be taken to stop, respond to or prevent future incidents, including campus wide or targeted educational programs.
  • The IEX Office will determine whether there is an overriding community interest that requires further investigation and/or resolution, even if contrary to the impacted party’s preferences.
    • Such a circumstance would be rare, as The IEX Office will make all reasonable attempts to comply with the impacted party’s preferences, consistent with the University's obligation to safeguard the campus community.  Examples where an overriding community interest may be found would include:
      • significant violence and/or use or threat of use of weapon;
      • repeated allegations against or findings of policy violations by the same individual;
      • multiple individuals participating in incident; and/or
      • impacted party is a minor.

• Further investigation will proceed only if impacted party elects or if there is a recognized overriding community interest. 

• Investigation will usually be conducted by University Police, The IEX Office or jointly by both departments depending on the nature of the allegations, the nature and scope of the investigation that is required, and the impacted party's wishes.
• As noted above, in most cases, the University will be able to honor the impacted party's preferences as to whether further investigation is pursued, except in rare cases where there is an overriding community interest.
• When further investigation is undertaken, the University is dedicated to providing reasonably prompt, fair, and impartial investigations.