Policies and Procedures

Policy on Discrimination, Harassment, Sexual Misconduct, and Retaliation    Rights and Resources Guide

Prohibited conduct

• Discriminatory harassment
• Sexual harassment
  • Quid Pro Quo: An employee of the University conditions the provision of an aid, benefit, or service of the University on an individual’s participation in unwanted sexual conduct
  • Sexual harassment: unwelcome conduct, determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the University’s education program or activity.
• Sexual assault
  • Forcible touching
  • Forcible rape
  • Sexual assault with an object
  • Fondling
  • Incest
  • Statutory rape
• Dating violence
• Domestic violence
• Stalking
• Other civil rights offenses
  • Sexual exploitation
  • Threatening or causing physical harm, extreme verbal, emotional, or psychological abuse.
  • Discrimination
  • Intimidation
  • Hazing
  • Bullying
• Retaliation

Right to appeal

Appeals must be written and submitted to the Title IX and Equity Coordinator within 5 business days of receiving the Hearing Panel’s Notice of Outcome. This must include a rationale and any supporting evidence for the grounds for an appeal.

Appeals may be made by the complainant and/or respondent on any of the following three bases:

1. Procedural irregularity that affected the outcome of the matter;
2. New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made, that could affect the outcome of the matter; or
3. The Title IX and Equity Coordinator, Investigator(s), or Decision-Makers had a conflict of interest or bias for or against complainants or respondents generally or against the specific Complainant or Respondent that affected the outcome of the matter.

Appeals will be reviewed by a trained appellate officer or appeals panel assigned by the Title IX and Equity Coordinator.