CSU-Pueblo Policy: Policy on Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, & Retaliation

Policy Title: Policy on Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, & Retaliation Category: Administrations
Owner: University President Policy ID#: 07-0010
Contact:
Office of Institutional Equity
Web: https://www.csupueblo.edu/institutional-equity/
Email: josh.ernst@csupueblo.edu
Phone: 719-549-2223
Effective Date: 8/2/2017
Supersedes Policy ID#: 7-007-01; 7-006-00;
Viewing/Downloading Options:

A.   POLICY PURPOSE:

Colorado State University–Pueblo (“CSU-Pueblo” or the “University”) is committed to equal educational and employment opportunities and to the elimination of all forms of Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence (Domestic Violence, Dating Violence), Stalking, and Retaliation. Furthermore, CSU-Pueblo is committed to maintaining respectful, safe, and nonthreatening educational, working, and living environments. This Policy addresses the types of conduct which are prohibited by CSU-Pueblo in order to maintain its longstanding commitment to a campus environment free from Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation, as well as for compliance with applicable legal requirements pursuant to the Equal Pay Act, Titles IV, VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments, the Americans with Disabilities Act, as amended, Section 503/504 of the Rehabilitation Act, the Age Discrimination Act, Age Discrimination in Employment Act, the Vietnam Era Veterans’ Readjustment Assistance Act, the Pregnancy Discrimination Act, Executive Order 11246, as amended, Violence Against Women Reauthorization Act of 2013, the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the Genetic Information Nondiscrimination Act of 2008, and all civil rights laws of the State of Colorado

This Policy supersedes all prior University policies regarding Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation.[1] 

B.    POLICY APPLIES TO (Persons affected by):

This Policy applies to students, faculty, staff, affiliates, guests, and certain third parties (where provided by law or contract) including, but not limited to, agents, contractors, consultants, grantees, subcontractors, and their employees. Furthermore, this Policy applies to any other individual who is subject to the jurisdiction and authority of the University with respect to matters of Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation.

C.     DEFINITIONS:

Campus means University-owned or University-leased property.

Campus Security Authority means an individual, who by virtue of their University responsibilities and under the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, is designated to receive and report criminal incidents to be included and published in the university's Annual Security Report.

Confidential Resources means those people or entities that are not required, either by law or by policy, to report alleged or potential violations of this Policy to OIE and that also provide confidential counseling and support services to people impacted by alleged acts of Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation, whether or not that person chooses to file a Complaint, file criminal charges, or otherwise participate in any processes referenced in this Policy or its Procedures.

Consent means clear, knowing, and voluntary words or actions that give permission for specific sexual activity.

  • It is the responsibility of the person who wants to engage in sexual activity to ensure that the other person has given Consent to engage in the sexual activity.
  • Consent is not voluntary if it is the result of force, threats, intimidation, or coercion. “Coercion” means unreasonable pressure to engage in sexual activity. Coercion differs from seduction by the repetition of the allegedly coercive activity beyond what is reasonable, the degree of pressure applied, and other factors such as isolation. “Intimidation” means to place another person in reasonable fear of bodily harm through the use of threatening words and/or other menacing conduct.
  • Lack of protest or resistance, or silence does not constitute Consent.
  • The existence of a current or past dating or intimate relationship does not establish, or provide the basis for an assumption of, Consent.
  • Consent to engage in sexual activity with one person does not imply Consent to engage in sexual activity with another person.
  • Consent to engage in one form of sexual activity does not automatically imply Consent to engage in a different sexually activity.
  • Consent must be present throughout the entire sexual activity and can be revoked at any time. Withdrawal of Consent must be made known by clear words or actions. Once Consent is withdrawn, sexual activity must stop.
  • An individual must be of the age of consent under law to have the capacity to consent to sexual activity.
  • Consent cannot be given by a person who a Responding Party knows, or reasonably should know, is asleep, unconscious, or otherwise incapacitated, whether due to drugs alcohol, medication, or other condition. “Incapacitation” means the inability, temporarily or permanently, to give Consent to sexual activity because the individual is mentally and/or physically helpless, asleep, unconscious, incapable of understanding the sexual activity that is occurring, or lacking the ability for self-care.

Discrimination means conduct that is based upon a Reporting Party’s protected characteristic(s) and that:

  • excludes a Reporting Party from participation in;
  • denies a Reporting Party the benefits of;
  • treats a Reporting Party differently from others in; or
  • otherwise adversely affects a term or condition of a Reporting Party’s employment, education, or living environment, or participation in a University program or activity. Discrimination also includes failing to provide reasonable accommodation, consistent with state and federal law, to individuals with disabilities.

Intimate Partner Violence means either Dating Violence or Domestic Violence.

  • Dating Violence means an act or threatened act of violence upon a Reporting Party by a Responding Party who has been in a social relationship of a romantic or intimate nature with the Reporting Party. This includes, but is not limited to, threats, sexual or physical abuse, property damage, and violence or threat of violence to one’s self, animals, or to the family members of the romantic or intimate partner when used as a method of coercion, control, punishment, intimidation or revenge. Whether there was a romantic or intimate relationship will be gauged by the length of the relationship, the type of relationship, and frequency of interaction between the persons involved in the relationship. Dating Violence does not include acts covered under the definition of Domestic Violence.
  • Domestic Violence means an act or threatened act of violence upon a Reporting Party with whom the Responding Party is or has been involved in an intimate relationship. This includes, but is not limited to, threats, sexual or physical abuse, property damage, and violence or threat of violence to one’s self, animals, or to the family members of the romantic or intimate partner when used as a method of coercion, control, punishment, intimidation or revenge. For purposes of Domestic Violence, an “intimate relationship” means a relationship between spouses, former spouses, past or present unmarried couples, or persons who are both the parents of the same child regardless of whether the persons have been married or have lived together at any time.

Interim Measures means those support services, accommodations, and interventions available to a Reporting Party, a Responding Party, or University Community Members experiencing the effects of alleged violations of this Policy that aim to mitigate the effects of the alleged prohibited conduct and otherwise promote the safety of University Community Members.

Intimate Body Parts means the genital area, buttocks, or breast.

OIE means Colorado State University–Pueblo’s Office of Institutional Equity.

Policy means this Policy on Discrimination, Protected Class Harassment, Sexual Misconduct, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation.

Procedures mean those procedures adopted and published by the University implementing and effectuating this Policy.

Protected Characteristics means those characteristics or traits that may not be used for the basis of educational, employment, or other decisions by the University. This includes: age, citizenship, creed, color, disability, gender, gender expression, gender identity, genetic information, national origin or ancestry, pregnancy, race, religion, sex, sexual orientation, veteran status, or because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant, or any other characteristic protected by the University’s Non-Discrimination Statement.

Protected Class Harassment means subjectively unwelcome conduct based upon an individual’s actual or perceived Protected Characteristics where either:

  • enduring the unwelcome conduct is made either explicitly or implicitly a condition of a Reporting Party’s continued employment or academic standing; or
  • the conduct is so severe, pervasive, and/or objectively offensive that the conduct unreasonably interferes with the Reporting Party’s employment, academic pursuits, or participation in University activities (i.e. the conduct creates an objectively hostile environment). Generally, a single inappropriate joke or offensive epithet does not create a “hostile environment;” however, being subjected to such conduct repeatedly may constitute a “hostile environment.” In determining whether the alleged conduct warrants corrective action, all relevant circumstances, including the context in which the conduct occurred, will be considered. The existence of a “hostile environment” will be determined on the basis of what is reasonable to persons of ordinary sensitivity and not on the particular sensitivity or reaction of an individual.

Reporting Party means a person allegedly subjected to a violation of this Policy.

Responding Party means a person accused of engaging in conduct prohibited by this Policy.

Responsible Employee means a person:

  • who has the duty to take action to redress violations of this Policy;
  • who has the duty of reporting allegations of violations of this Policy or any other misconduct by students; or
  • who a student reasonably believes has this authority or duty.

Retaliation means an adverse action taken against a Reporting Party because that person:

  • complained of Discrimination, Protected Class Harassment, Sexual Misconduct, Sexual Misconduct, Intimate Partner Violence, Stalking or Retaliation in good faith;
  • cooperated in an investigation under this Policy or its Procedures; or
  • participated in proceedings or a resolution process brought under this Policy or its Procedures.

Sexual Misconduct means unwelcome conduct that constitutes Non-Consensual Sexual Contact, Non-Consensual Sexual Intercourse, Sexual Exploitation, or Sexual Harassment.

  • Non-Consensual Sexual Contact means either
    • intentional sexual contact or touching, however slight, by a Responding Partying of a Reporting Party’s Intimate Body Parts (or any materials such as clothing, covering the immediate area of the Intimate Body Parts) without the Reporting Party’s Consent and/or by force; or
    • intentional sexual contact or touching, however slight, of a Reporting Party with a Responding Party’s Intimate Body Parts (or any materials such as clothing, covering the immediate area of the Intimate Body Parts) without the Reporting Party’s Consent and/or by force.
  • Non-Consensual Sexual Intercourse means either
    • oral copulation (mouth to genital contact or genital to mouth contact), no matter how slight the contact or penetration, without the Reporting Party’s Consent and/or by force; or
    • penetration, no matter how slight, of a person’s vagina or anus with any body part or object without the Reporting Party’s Consent and/or by force.
  • Sexual Exploitation means conduct involving a Responding Party taking, or attempting to take, non-consensual or abusive sexual advantage of a Reporting Party when such conduct would not otherwise be defined as Non-Consensual Sexual Contact, Non-Consensual Sexual Intercourse, or Sexual Harassment including, but not limited to:
    • producing, distributing, receiving, or possessing illegal pornography, regardless of whether or not the illegal pornography is physical or digital;
    • engaging in sexual voyeurism or knowingly allowing another individual to engage in sexual voyeurism, either in person or through electronic means;
    • producing, creating, distributing, intentionally receiving, or possessing pictures/videos of a sexual nature, or otherwise creating a record or recording of a sexual nature without the Consent of all of the parties depicted in the materials or exceeding the boundaries of that Consent;
    • benefiting, promoting, or earning money from the prostitution of another individual; or
    • intentionally exposing one’s genitals in non-consensual circumstances, or inducing another to expose their genitals in non-consensual circumstances.

Sexual Harassment can mean either “Quid Pro Quo” Sexual Harassment or Hostile Environment Harassment.

    • “Quid Pro Quo” Sexual Harassment means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature by a Responding Party in a position of power or influence where (1) submission to the unwelcome conduct by Reporting Party is made either an explicit or implicit term or condition of academic standing or of employment; or (2) submission to or rejection of such conduct is used as the basis for academic or employment decisions affecting that Reporting Party. As defined here, “Quid Pro Quo” Sexual Harassment normally arises in the context of an authority relationship. This relationship may be direct, as in the case of a supervisor and subordinate teacher or student, or it may be indirect when the Responding Party has the power to influence others who have authority over the Reporting Party.
    • “Hostile Environment” Sexual Harassment means unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature is so severe, pervasive, and/or objectively offensive that the conduct unreasonably interferes with the Reporting Party’s employment, academic pursuits, or participation in University activities (i.e. the conduct creates an objectively hostile environment). Generally, a single inappropriate joke, unwelcome sexual advance, or unwelcome request for sexual favors does not create a “hostile environment;” however, being subjected to such conduct repeatedly may constitute a “hostile environment.” In determining whether the alleged conduct warrants corrective action, all relevant circumstances, including the context in which the conduct occurred, will be considered. The existence of a “hostile environment” will be determined on the basis of what is reasonable to persons of ordinary sensitivity and not on the particular sensitivity or reaction of an individual.

Student means all persons enrolled in courses at the University, either full- or part-time, pursuing undergraduate, graduate, continuing education or professional studies, as well as persons who are not officially enrolled for a particular term but who have a continuing relationship with the University.

Stalking means engaging in a course of conduct directed at a Reporting Party that would cause a reasonable person to fear for their safety or the safety of others; repeated conduct which reasonably and subjectively causes a Reporting Party to fear for their safety or the safety of another; or repeated conduct which causes a Reporting Party to alter their activities in response to the repeated conduct. Such conduct may include but is not limited to any of the following: following or approaching a Reporting Party, someone with whom that Reporting Party has or has had a continuing relationship, or a member of that Reporting Party’s family or household; contacting a Reporting Party, someone with whom that Reporting Party has or has had a continuing relationship, or a member of that Reporting Party’s family or household whether or not conversation ensues; and placing a Reporting Party, someone with whom that Reporting Party has or has had a continuing relationship, or a member of that Reporting Party’s family or household under surveillance.

University Community Members means students, faculty, staff, affiliates, guests, and certain third parties (where provided by law or contract) including, but not limited to, agents, contractors, consultants, grantees, subcontractors, and their employees.

University Members means University students, faculty, and staff.

D.    POLICY STATEMENT:

Colorado State University-Pueblo is an affirmative action/equal opportunity institution. It encourages diversity and provides equal opportunity in education, employment, all of its programs and activities, and the use of its facilities. The University takes affirmative action to employ qualified women, racial/ethnic minorities, protected veterans, and individuals with disabilities.

Furthermore, the University is committed to protecting the constitutional and statutory civil rights of persons connected with the University.

Colorado State University-Pueblo does not discriminate on the basis of age, citizenship, creed, color, disability, gender, gender expression, gender identity, genetic information, national origin or ancestry, pregnancy, race, religion, sex, sexual orientation, veteran status, or because an individual has inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. CSU-Pueblo complies with the Equal Pay Act, Titles IV, VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments, the Americans with Disabilities Act, as amended, Section 503/504 of the Rehabilitation Act, the Age Discrimination Act, Age Discrimination in Employment Act, the Vietnam Era Veterans’ Readjustment Assistance Act, the Pregnancy Discrimination Act, Executive Order 11246, as amended, Violence Against Women Reauthorization Act of 2013, the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act the Genetic Information Nondiscrimination Act of 2008, and all civil rights laws of the State of Colorado.

To comply with federal requirements regarding non-discrimination in admissions and operations, the above non-discrimination statement must appear in major University publications. A brief required non-discrimination statement also must appear in written advertisements and University publications, including those used to inform prospective students of University programs. OIE will maintain the required non-discrimination statements, and additional information regarding these requirements.

Admission of students, employment, and the availability and access to Colorado State University-Pueblo programs, activities, and facilities are made in accordance with these policies regarding non-discrimination.

As such, the University prohibits any conduct that constitutes Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation. The University prohibits threats directed towards a Reporting Party because of that person’s actual or perceived protected characteristics. Furthermore, the University prohibits conduct which maliciously and with specific intent to intimidate or harass a Reporting Party because of that person’s protected characteristics and that: makes physical contact with the Reporting Party; damages or defaces any property of another person; or threatens by word or act to do either of the above if there is a reasonable cause to believe that such an act will occur.

It is incumbent upon all members of the University community to work together to provide an environment that is free of Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation. To that end the University encourages any person, student, faculty or staff, who believes that they have knowledge of a violation of this Policy or have been subjected to conduct that violates this Policy, to report that concern to OIE.

An individual found to have engaged in conduct prohibited by this Policy may be subject to discipline by the University, up to and including, dismissal or termination of their relationship with the University.

E.    Policy Provisions:

1.      Jurisdictional Scope

a. This Policy, and its Procedures, apply to all University Community Members in regards to:

(A) Conduct that occurs on the University’s Campus;

(B) Conduct that occurs off of the University’s Campus and has an actual or potential continuing effect on the University’s Campus or the legitimate interests of the University. This includes, but is not limited to, if the conduct:

(1) is directed at a University Community Member and affects that individual’s participation in a University activity including the living, learning, and working environments;

(2) occurs during University-sponsored activities (e.g. field trips, social or educational functions, athletic competitions, student recruitment activities, internships, service learning experiences, etc.);

(3) occurs during the activities of organizations affiliated with the University, including, but not limited to, the activities of recognized student organizations;

(4) occurs during a University-affiliated Study Abroad program or other University-affiliated travel;

(5) occurs during the application for admission to a program or selection for employment;

(6) affects, threatens to affect, or otherwise involves the health, safety, or security of a University Member;

(7) both the Reporting Party and the Responding Party are University Members; or

(8) constitutes a criminal offense that results in charges being brought against the Responding Party in a court of competent jurisdiction.

b. This Policy, and its Procedures, also apply to matters involving the application of a University policy, procedure, or handbook.

c. The University has an obligation to conduct a preliminary review and inquiry into alleged conduct to determine whether or not the conduct is within the jurisdictional scope of this Policy. 

2.      Academic Freedom

The University affirms its commitment to the principle of academic freedom. The University also recognizes that when verbal or physical conduct occurs in the context of educational instruction, it may exceed the protections of academic freedom and constitute protected class harassment or sexual harassment. Verbal or physical conduct exceeds the bounds of academic freedom if it meets the definition of Protected Class Harassment or Sexual Harassment as contained in this policy and:

a. is reasonably regarded as non-professional speech (i.e., advances a personal interest of the faculty member as opposed to furthering the learning process, legitimate objectives of the course, or scholarly pursuits); or

b. lacks accepted pedagogical purpose or is not germane to the academic subject matter.

3.      Responsible Employees

a. Examples of Responsible Employees

Responsible Employees of the University include, but are not limited to:

(A) all supervisors and University officials;

(B)all instructors, including full-time professors, adjunct professor, lecturers, associate instructors (“AIs”), teaching assistants (“TAs”), and any others who offer classroom instruction or office hours to students;

(C) all Student Affairs and Residence Life staff, including resident assistants and desk assistants;

(D) Human Resources staff;

(E) all coaches, athletics staff, and Student Recreation Center staff;

(F) academic advisors;

(G) all staff that work in offices that interact with students; and

(H) all persons designated as Campus Security Authorities.

b. Mandatory Reporting by Responsible Employees

Responsible Employees are required to promptly report alleged or potential violations of this Policy and share information, including the names of the individual involved, with OIE.

c. Exceptions

(A) Responsible Employees are not required to report alleged or potential violations of this Policy if this information is disclosed in the context of academic work or discussions, or is learned of through approved research, or during a public awareness or activism event.

(B) People acting in the role of, or employed by, a Confidential Resource, are not required to report this information only to the extent that they are serving in the role of a Confidential Resource;

(C) Office professional staff serving in an administrative support role for a Confidential Resource are not required to report this information only to  the extent that they are serving in that role;

(D) Direct supervisors of a person acting as a Confidential Resource are not required to report this information to the extent information is shared with the supervisor regarding an alleged violation of this Policy for the purpose of providing support services concurrently or prospectively;

(E) Faculty members directly supervising students in a practicum course related to mental or physical health services are not required to report this information if the information is shared for the purpose of providing mental or physical health services concurrently or prospectively

 

d. If an individual is unsure of whether to report an incident, they should contact OIE to determine if the information is required to be reported. 

4.      Concurrent Complaints & Filing with External Agencies

  1. A Reporting Party has the right to pursue charges or file a concurrent complaint with local law enforcement or any other state or federal administrative agencies, independently of any complaints filed with the University pursuant to this Policy.
  2. OIE has an obligation to investigate alleged violations of this Policy independent of any criminal investigations carried out by law enforcement or any investigations carried out by administrative agencies.
  3. OIE shall maintain a list of local law enforcement and other administrative agencies with which a Reporting Party may be able to file a complaint with should they so choose.

5.      Complaint Resolution Procedures

The University provides fair, understandable, and legally sound procedures for handling all concerns, allegations, and complaints of Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation. These procedures may vary depending on the nature of the concern, allegation, or complaint and the relationships of the involved parties to the University (i.e., student, faculty, employee, or non-employed party). The responsible departments will develop, maintain, publish, and follow appropriate procedures.

6.      Training & Educational Programming

  1. Individuals involved in processing alleged or potential violations of this Policy shall undergo annual training on issues related to Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation and how to conduct investigatory and (when applicable) sanctioning processes that protect the safety of Reporting Parties and the campus community, promote accountability, and ensure due process.
  2. The University shall offer primary prevention and awareness programs regarding topics related to Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation to new students, faculty, and staff as appropriate.
  3. The University shall offer ongoing programs focusing on increasing awareness or understanding of topics related to Sexual Misconduct, Intimate Partner Violence, Stalking, and Retaliation throughout the year.

7.      Withdrawals, Resignations, & Graduations

If a Responding Party ceases enrollment or employment with University before final conclusion of all processes under this Policy or its Procedures, the University may continue those processes, to the extent it is able, whether or not the Responding Party elects to continue participation. Under certain circumstances, the University may take additional Interim Measures in light of, or in anticipation of, termination of the relationship between the University and the Responding Party.

E.     RESPONSIBILITIES:

Office of Institutional Equity

The Office Institutional Equity is responsible for carrying out the University’s commitment to preventing conduct prohibited by this Policy. OIE provides leadership in supporting and enhancing campus diversity and an inclusive community, as well as developing, implementing, and monitoring the University’s equal opportunity and affirmative action (EO/AA) compliance obligations. OIE is also responsible for the oversight and investigation of alleged violations of this Policy. OIE also provides resources and training regarding preventing conduct prohibited by this Policy, as well as workplace and education equity.

Title IX Coordinator

The University has designated the Director of the Office of Institutional Equity as the University’s Title IX Coordinator, responsible for coordinating the University’s compliance with Title IX of the Education Amendments of 1974, which prohibits the University from discriminating against individuals because of their sex.

ADA/504 Coordinator

The University has designated the Director of the Office of Human Resources as the University’s ADA/504 Coordinator, responsible for coordinating the University’s compliance with the American’s with Disabilities Act, as amended, and Section 504 of the Rehabilitation Act, which prohibit the University from discriminating against individuals with disabilities.

F.     RELATED LAWS, POLICIES & PROCEDURES:

1.      Related Laws

  1. Equal Pay Act
  2. Titles IV, VI and VII of the Civil Rights Act of 1964
  3. Title IX of the Education Amendments
  4. The Americans with Disabilities Act, as amended
  5. Section 503/504 of the Rehabilitation Act
  6. The Age Discrimination Act
  7. Age Discrimination in Employment Act
  8. The Vietnam Era Veterans’ Readjustment Assistance Act
  9. The Pregnancy Discrimination Act
  10. Executive Order 11246, as amended
  11. Violence Against Women Reauthorization Act of 2013
  12. The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act
  13. The Genetic Information Nondiscrimination Act of 2008
  14. All civil rights laws of the State of Colorado

2.      Related Policies

  1. Access to Personnel Files Policy and Procedures
  2. Code of Student Conduct
  3. Familial and Consensual Relationships (Nepotism)
  4. Privacy And Release Of Student Education Records (FERPA)
  5. Service Animals in Classrooms

3.      Related Procedures

  1. CSU-Pueblo Procedures for Addressing & Responding to Allegations of Discrimination, Protected Class Harassment, Sexual Misconduct, Intimate Partner Violence, Stalking, & Retaliation

G.    AUTHORITY:

 

H.    FORMS:

 

Approved: 

Dr. Timothy Mottet
President

July 17, 2017

The Board of Governors

08/02/2017

 

[1] Policies superseded by this Policy include, but are not limited to, the University’s Non-Discrimination and Anti-Harassment Policy Statement (effective May 31, 2011), the University’s Sexual Misconduct Policy (effective May 31, 2011), the University’s Sexual Harassment Policy (effective May 7, 2002), and any other University policy regarding the same.

 

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