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The seriousness of the alleged misconduct, including whether a weapon was involved;
The impacted party’s age;
Whether the misconduct was committed by multiple assailants;
Whether the misconduct included threatening behavior by the harasser or assailant
against the impacted party;
Whether there exists prior misconduct complaints about the same individual, including
prior arrests or history of violence at another institution; and
Whether the misconduct involves a pattern at a given location or by a particular group.
The alleged student harasser or Respondent’s rights to receive information about the allegations
if the information is maintained by the school as an “education record” under the Family
Educational Rights and Privacy Act (FERPA), 20 U.S.C. § 1232g; 34 C.F.R. Part 99.1.
In some instances, if the Director of Title IX Compliance does not initiate an investigation, the
matter may be referred to another process such as referring to a University administrator (i.e. the
Dean of Students or Chief Human Resources Officer to manage a concern on behalf of the
Director of Title IX Compliance and in lieu of an investigation under this policy. In some
instances, such as where the concern described does not fall within the scope of Prohibited
Conduct, an investigation may not go forward.
When a Complainant has made a report of Sexual Misconduct to a Responsible Employee, the
Responsible Employee will try to ensure that the Complainant understands the Responsible
Employee’s reporting obligations to the Director of Title IX Compliance. The Director of Title
IX Compliance will coordinate the investigation and resolution of all reports of Sexual
Misconduct, including assigning an Investigator(s) to conduct the investigation. The
Investigation will include a meeting with the Complainant to inform them of Complaint filing
options; determine the name(s) of the parties involved, and the date, location and nature of the
Sexual Misconduct, notify the Complainant of the option of having an Adviser with them at any
meeting or interview related to them and the process; identify forms of support or immediate
interventions available to the Complainant (referrals for medical treatment and counseling
support, referrals to appropriate law enforcement agencies and/or referrals to off-campus
resources). The meeting may also involve a discussion of any interim measures that may be
appropriate concerning the Complainant’s academic or co-curricular activities, or their living,
transportation, dining and employment situation. The Complainant may decline participating in
the meeting.
When the Complainant is not a University student, the Director of Title IX Compliance will
determine the appropriate person at the University to work with the Complainant to gather
information and provide support and any appropriate interim measures.
The Director of Title IX Compliance will ensure prompt and equitable resolutions that comply
with all requirements and procedures; conduct climate checks to track and monitor Sexual
Misconduct allegations on campus; and coordinate all training, education, and prevention efforts.