Sexual Misconduct Policy

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WMCC Does not tolerate sexual misconduct of any kind. If you experience sexual misconduct, including stalking, rape, sexual harassment, and dating or domestic violence, the following resources can help you.

Dial 9-1-1 for emergencies

College Resources

Title IX Coordinator

Melissa Laplante
Library
603-342-3086
mlaplante@ccsnh.edu

Mark Desmarais
Vice President of Student and Community Affairs
mdesmarais@ccsnh.edu
603-342-3009

School Counselor

Jeff Swayze
Room 127 in Berlin
603-342-3058
jswayze@ccsnh.edu

WMCC Security   603-342-3022

Off Campus Resources

Berlin Police Dept. 603-752-3131
Littleton Police Dept. 603-444-7711
Conway Police Dept. 603-356-5715

Confidential Resources

Berlin and Littleton: Response 
24-Hour Response Hotline: 1-866-662-4220 

Conway: Starting Point
24 Hour Crisis Line: 1-800-336-3795

uSafeUS app was designed for students to keep resources on hand and help keep you and your loved ones safe. uSafeUS is Free for download.

COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE (CCSNH) STUDENT CODE OF CONDUCT SEXUAL MISCONDUCT POLICY

TITLE IX POLICY AND SEXUAL HARASSMENT FORMAL GRIEVANCE PROCEDURES

 

I.                   Policy Statement

 

CCSNH and its Colleges are committed to creating and maintaining a positive and productive learning environment. In furtherance of this objective, CCSNH prohibits discrimination in the administration of its education programs and activities based on sex including conduct that constitutes sexual harassment. CCSNH also prohibits retaliation against anyone who is involved in the making or reporting of a complaint or investigation or hearing of a formal complaint of sexual harassment.

II.                   Purpose of Policy and Formal Grievance Procedures

 

The purpose of this policy and the formal grievance procedures is to establish and communicate to all students and employees:

  • The type of conduct, e., sexual harassment and retaliation, that is prohibited by this policy;
  • The responsibility of Title IX coordinators to treat reports of sexual harassment seriously and to respond quickly, impartially, and appropriately to such reports;
  • The responsibility of employees to notify the Title IX coordinator of any reports of sexual harassment; and
  • The formal grievance procedures that will apply to formal complaints of sexual harassment.

III.                 Scope of Policy and Jurisdiction

This policy applies to and protects any person participating in or attempting to participate in the education program or activity of any CCSNH college. This policy applies to all college programs and activities including all locations within the United States, events, or circumstances over which the college exercises substantial control over both, the respondent and the context in which the sexual harassment occurs, whether such programs or activities occur on-campus or off-campus. CCSNH Human Resources Policy 323.01 also prohibits sexual harassment and retaliation and will govern investigations of reports where an employee is the complainant and/or respondent.

IV.                Definitions

  1. Title IX Coordinator: The employee designated by the college to coordinate its efforts to comply with Title IX
  2. Campus Security Authorities under the Clery Act include all residence directors, residence assistants, coaches, student club organization advisors and any other person who has significant responsibility for student and campus
  3. Advisor: A person who is available to a complainant or respondent to advise a complainant or respondent throughout the grievance process. An advisor may also provide information or referrals to on-campus and off-campus resources. An advisor may be an employee of CCSNH or another person chosen by the complainant or
  4. Confidential Resource: An individual affiliated with a recognized crisis center, who is available to confidentially support or provide information to those who have experienced domestic violence, sexual assault, or sexual harassment. As explained more fully in section VII below, free and confidential support services are available across the state to anyone that has been impacted by domestic and sexual violence or stalking. Services are open and affirming to all, and a person does not need to be in crisis to
  1. Investigator: The person(s) designated by the college to conduct investigations of formal complaints of sexual harassment as defined by this policy. The investigation shall be limited to the allegations set forth in the formal complaint. The investigator is responsible for preparing an investigation report which fairly summarizes all relevant information and the sources of such information gathered during the
  1. Disciplinary Officer: The person designated by the college to determine what if any sanctions will be imposed on a respondent who has been found responsible for sexual harassment in violation of this policy.
  1. Hearing Officer: The person (or persons where a college utilizes a panel of hearing officers) designated by the college to conduct live hearings on formal complaints following completion of an investigation report to determine whether it is more likely than not that the respondent is responsible for alleged conduct which constitutes a violation of this
  1. Appeal Officer: The person designated by the college to review and decide appeals of the determination made by the hearing officer (or panel) and/or disciplinary
  2. Healthcare Providers includes any campus-based healthcare provider or tele-mental health provider, or any physician, psychiatrist, psychologist, or other recognized professional or paraprofessional acting or assisting in that
  3. Supportive measures are actions taken by the college to restore or preserve equal access to education programs without unreasonably burdening any individual or the college, including measures designed to protect the safety of all parties. Supportive measures may include counseling, extensions of deadlines or other course-related adjustments, modifications of work or class schedules, campus escort services, mutual restrictions on contact between the parties, changes in work or housing locations, leaves of absence, increased security and monitoring of certain areas of campus, and other similar
  4. Formal complaint means a written complaint filed by a complainant, or otherwise reported by a complainant to and signed by the Title IX Coordinator, alleging sexual harassment against a respondent, in which the complainant requests that the college investigate the report of sexual
  5. Retaliation is any adverse action related to participation in an education program taken against a person because a person has filed a report or participated in any in the formal complaint, investigation or hearing process related to sexual harassment. Charging an individual with a code of conduct violation for making a materially false statement in bad faith during a grievance proceeding does not constitute retaliation prohibited by this policy. A determination regarding responsibility, alone, however, is not sufficient to conclude that any party made a materially false statement in bad
  6. Sexual harassment includes any of the three types of misconduct on the basis of sex, all of which jeopardize the equal access to education that Title IX is designed to protect: 1) any instance of quid pro quo harassment by an employee of CCSNH; 2) any unwelcome conduct that a reasonable person would find so severe, pervasive, and objectively offensive that it denies a person equal educational access; and 3) any instance of sexual violence, which includes sexual assault (as defined in the Clery Act), domestic violence, dating violence, or stalking as defined in the Violence Against Women Act (VAWA).
    1. Sexual Assault as defined in the Clery Act includes any sexual act directed against another person, forcibly and/or against that person’s will; or not forcibly or

against the person’s will where the victim is incapable of giving consent because of his/her temporary or permanent mental or physical incapacity (or because of his/her youth). This offense includes forcible regardless of gender. There are four types of forcible sex offenses:

  1. Rape is the sexual penetration, no matter how slight, of a person, forcibly and/or against that person’s will; or not forcibly or against the person’s will where the victim is incapable of giving consent because of his/her temporary or permanent mental or physical incapacity (or because of his/her youth). This offense includes the forcible rape regardless of gender.
  2. Fondling is the touching of the private body parts of another person for the purpose of sexual gratification, forcibly and/or against that person’s will; or, not forcibly or against the person’s will where the victim is incapable of giving consent because of his/her youth or because of his/her temporary or permanent mental
  3. Incest is non-forcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by
  4. Statutory Rape is non-forcible sexual intercourse with a person who is under the statutory age of

ii.       Domestic violence, dating violence and stalking are defined by VAWA as:

  1. Domestic Violence is a felony or misdemeanor crime of violence committed by: a current or former spouse or intimate partner of the victim, a person with whom the victim shares a child in common, a person who is cohabitating with, or has cohabitated with, the victim as a spouse or intimate partner, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the jurisdiction in which the crime of violence
  2. Dating Violence is violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. The existence of such a relationship shall be determined based on the reporting party’s statement and with consideration of the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship. For the purposes of this definition, dating violence includes, but is not limited to, sexual or physical abuse or the threat of such abuse. Dating violence does not include acts covered under the definition of domestic
  3. Stalking is engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for the person’s safety or the safety of others; or suffer substantial emotional
  1. Consent as used in this policy is an affirmative decision to engage in mutually acceptable sexual activity given by clear actions or words. It is an informed decision made freely, willingly, and actively by all parties. Consent is knowing and voluntary. Consent is active, not passive. Accordingly, silence or absence of resistance cannot be interpreted as Consent can be given by words or actions so long as those words

or actions may be reasonably understood to give permission regarding sexual activity. Individuals cannot give consent if they are incapacitated due to alcohol or legal or illegal drugs, or under the age of 16.

V.                  How to Report Sexual Harassment – General Provisions

  1. Any person may report sexual harassment without regard to whether the person reporting is the person alleged to be the victim of conduct that could constitute sexual
  2. Reports to the Title IX coordinator may be made in person or by calling Melissa Laplante at 603-342-3086 or in writing by email to mlaplante@ccsnh.edu or postal mail to Melissa Laplante, WMCC, 2020 Riverside Drive, Berlin, NH
  3. Reports may also be made to any other college employee. Upon receiving a report of sexual harassment, all CCSNH employees are required to notify the Title IX Additionally, all individuals who are designated Campus Security Authorities under the Clery Act are required to notify the Title IX Coordinator upon receiving a report of sexual harassment.
  4. When a report of sexual harassment is received, the Title IX Coordinator will provide written information about college processes and supportive measures. Supportive measures may be implemented whether or not a formal complaint is
  5. All reports of sexual harassment shall be maintained by the college as confidential except as may be permitted by FERPA regulations, 99 CFR part 99, or as required by law, or to carry out the purposes of Title IX, 34 CFR part 106, including the conduct of any investigation, hearing, or judicial proceeding arising

VI.                How to Report Sexual Violence – Specific Provisions

  1. A report of sexual harassment, which also constitutes sexual violence, may be submitted to the Title IX coordinator or police (either with state police or local law enforcement).
    1. Reports to the Title IX Coordinator may be made in person or by or by calling Melissa Laplante at 603-342-3086 or in writing by email to mlaplante@ccsnh.edu or postal mail to Melissa Laplante, WMCC, 2020 Riverside Drive, Berlin, NH 03570.
    2. Reports to police that occur on or near the college campus may be made by calling the Berlin Police Department 603-752-3131; the Littleton Police Department at 603-444-7711; or the Conway Police Department at 603-356- 5715.
  2. When a report of sexual violence is received by the Title IX coordinator, the reporting party will be given written information about college processes, supportive measures and support services and will also be informed of the right to file a formal complaint with the Title IX coordinator and a criminal complaint with the
  3. All college employees and Campus Security Authorities (except for healthcare providers acting in their professional capacity as a healthcare provider) who receive reports of sexual violence are expected to notify the college’s Title IX coordinator of the

VII.               Amnesty

To encourage reporting of sexual violence and remove barriers to making a report, an individual who makes a good faith report of sexual violence that was directed at them or another person will not be subject to disciplinary action for a conduct or policy violation that is related to and revealed in the sexual violence report or investigation, unless the college determines that the violation was serious and/or placed the health or safety of others at risk. Amnesty does not preclude or prevent action by police or other legal authorities. This amnesty provision shall also apply to student clubs and organizations making a report of sexual violence.

VIII.             How to Get Confidential Help or Support

  1. Confidential help and support is available from the following New Hampshire Domestic and Sexual Violence Crisis Centers: Response in Berlin or Groveton 1-866-662-4220; The Burch House in Littleton 1-800-774-0544; and Starting Point in Conway 1-800-336-
  1. Through these crisis centers, free and confidential support services are available to anyone who has been impacted by domestic or sexual violence center or stalking.

Services are open and affirming to all, and an individual does not need to be in crisis to call. Immediate confidential help is also available by calling:

  1. New Hampshire 24-hour Domestic Violence Helpline: 1-866-644-3574
  2. New Hampshire 24-hour Sexual Assault Hotline: 1-800-277-5570
  • National 24-hour Sexual Assault Hotline: 1-800-656-4673

Conversations with crisis center and crisis line volunteers and advisors (confidential resources) are protected under NH confidentiality statute 173C. This means that information shared during these conversations cannot be disclosed without written consent. The only exception to confidentiality is in the case of abuse of a child or abuse of an incapacitated adult.

  1. The confidential resource will assist with information and referrals to medical and counseling resources and provide additional assistance as appropriate such as the name and location of the nearest medical facility where an individual may request that a medical forensic exam be administered by a trained sexual violence forensic health care provider, including information on transportation options and information on reimbursement of travel costs, if
  2. The confidential resource is not an employee of the Community College System of New Hampshire but provided through the New Hampshire Coalition Against Domestic and Sexual Violence, the primary provider of crisis intervention services for survivors of domestic violence and sexual
  3. The confidential resource is someone who can receive reports confidentially and unless asked by the person seeking assistance, the confidential resource will not report anything to the police or the Title IX
  4. The confidential resource can provide emotional support and information or referrals to on-campus and off-campus resources. They can also accompany a reporting party to meetings with Title IX coordinator, investigation interviews, discipline processes, or hearings.
  5. The college will never request access to records made or maintained by a confidential resource or records of a healthcare provider, which are made and maintained in connection with the provision of treatment to the party, unless the college obtains the patient’s voluntary, written consent to do so for the grievance process under this

IX.                How to Get Help If You Have Been Accused of Sexual Violence

  1. A respondent accused of sexual violence may seek support by contacting campus tele- mental health provider or campus mental healthcare
  2. The college will never request access to records made or maintained by a healthcare provider acting or assisting in that capacity and which are made an maintained in connection with the provision of treatment to the party, unless the college obtains that party’s voluntary, written consent to do so for the grievance process under this

X.                  Formal Grievance Procedures: Formal Complaint, Notice, Investigation, Hearing, and Appeal Process

  1. Formal complaint A report may be filed in person, by mail, or electronic mail, by using the contact information listed by the college for the Title IX Coordinator. When a report filed in writing by a complainant, it shall not be treated as a formal complaint unless the complainant also requests that the college investigate the report of sexual harassment. Similarly, when a Title IX coordinator receives an oral report of sexual harassment from a complainant, the report will not be treated as a formal complaint unless the complainant also requests that the college investigate the report of sexual harassment. Such a complaint and the request to investigate the report of sexual harassment must be reviewed and approved by the complainant prior to the Title IX Coordinator signing the

written complaint. In such cases, the Title IX Coordinator is not a complainant or otherwise a party in the proceedings.

  1. The Title IX Coordinator shall take no further action on a formal complaint under this policy If the allegations contained within the formal complaint 1) would not constitute sexual harassment as defined in this policy, 2) did not occur in the college’s education program or activity, or 3) did not occur against a person within the United States
  2. The Title IX Coordinator may take no further action on the complaint under this policy if at any time during the investigation or hearing: 1) a complainant notifies the Title IX Coordinator in writing that the complainant would like to withdraw the formal complaint or any allegations therein, 2) the respondent is no longer enrolled or employed by the college, or 3) specific circumstances prevent the college from gathering evidence sufficient to reach a determination as to the form complaint or allegations
  • The Title IX Coordinator’s decision to take no further action shall be communicated in writing to the complainant. A complainant may appeal such determination as set forth in section h
  1. Notice Upon receiving or signing a formal complaint of sexual harassment, the Title IX coordinator shall issue a written notice to both parties. The notice shall include:
    1. an overview of the allegations with sufficient details including the identities of the parties, if known, the conduct allegedly constituting sexual harassment, and the date and location of the alleged incident, if known,
    2. the name, if known, of the investigator assigned to investigate the formal complaint and that the investigator will contact the complainant and respondent to schedule interviews,
  • a statement that the fact that a formal complaint has been filed creates no presumption that the respondent has committed the alleged conduct and the respondent will not be held responsible for the conduct until a determination regarding responsibility is made at the conclusion of the grievance process,
  1. a statement that the parties have the right to an advisor of choice, who may be, but is not required to be, attorney, and who may advise each party during the investigation and throughout the grievance process,
  2. a statement that the parties and their respective advisors may review evidence gathered during the investigation prior to the hearing, and
  3. the range of sanctions that may be imposed upon a respondent who is found responsible following a

The written notice must also inform the parties of provisions in the student code of conduct that prohibit knowingly making false statements or knowingly submitting false information during the grievance process and the prohibition against retaliation.

  1. Emergency Removal In certain circumstances, a college President, or a designee, may issue an order for emergency removal of a student from campus prior to a hearing. Emergency removal may be imposed only 1) to ensure the safety and well-being of an individual related to the allegations of sexual harassment; or 2) to ensure the normal operations of the college. Notification of the imposition of emergency removal must be communicated to the respondent and the Title IX Coordinator as soon as is practical. The respondent shall have an opportunity to challenge the decision immediately by filing a request for a video hearing before a hearing officer. The respondent shall comply with the emergency removal order until the order is vacated or otherwise
  1. Investigation All reports of sexual harassment prohibited by this policy will be investigated as expeditiously as possible (usually within 60 days), with reasonable thoroughness and particular care to preserve the confidentiality of all persons
  1. All students and employees who are contacted by an investigator are expected to be truthful, forthcoming and cooperative in connection with the
  2. The investigator’s report shall fairly summarize all relevant information and the sources of such information gathered during the investigation and shall be submitted to the Title IX
  • Upon receipt of the report, the Title IX coordinator shall notify both parties in writing. Each party and their chosen advisor may review the report and submit in writing within 10 days any additional information that is relevant for inclusion in the final report. The final report will be made available prior to a
  1. The investigation shall be limited to the allegations in the formal
  1. Hearing Process Within 30 days of receiving the investigation report, the Title IX coordinator shall schedule a live hearing before the hearing officer (or panel) to take place no sooner than 10 days after the final investigation report is made available to the parties.
    1. At the request of either party, the live hearing will be scheduled to occur via video conference. A record of the hearing will be made either by audio or audiovisual recording, or
    2. Advisor If a party does not have an advisor present at the hearing, an advisor must be assigned by the Title IX coordinator to assist the party during the hearing.

iii.      Questioning

  1. At the live hearing, each party’s advisor must be permitted to ask the other party and any witnesses all relevant questions and follow-up questions including those questions challenging credibility. Such cross- examination must be conducted directly, orally, and in real time by the party’s advisor and never by a party
  2. If a party or witness does not submit to cross-examination at the hearing, the hearing officer (or panel) must not rely on any statement of that party or witness in reaching a determination regarding responsibility. The determination regarding responsibility, however, cannot be drawn based solely on a party’s or witness’ absence from the hearing or refusal to answer cross-examination or other questions.
  3. Only relevant questions shall be permitted. Before a complainant, respondent, or witness answers a question, it must first be determined whether the question is relevant and explain any decision to exclude the question as not
  4. Questions and evidence of either party’s character or character trait is not admissible to prove that on a particular occasion that party acted in accordance with the character or
  5. Questions and evidence about the complainant’s sexual predisposition or prior sexual behavior are not relevant unless such questions and evidence about the complainant’s prior sexual behavior are offered to prove that someone other than the response committed the conduct alleged by the complainant, or the questions and evidence concern specific incidents complainant’s prior sexual behavior with respondent and are offered to prove
  6. Questions or evidence that constitute or seek disclosure of, information protected under a legally recognized privilege, are not allowed unless the person holding such privilege has waived the
  1. Standard of Proof The hearing officer’s (or panel’s) determination of the respondent’s responsibility shall be made on the basis of whether it is more likely

than not that the respondent committed the alleged conduct and thereby violated this policy.

  1. Determination The hearing officer (or panel) shall issue a written determination regarding responsibility, the written determination must include:
    1. Identification of the allegations potentially constituting sexual harassment as defined in this policy;
    2. A description of the procedural steps taken from the receipt of the formal complaint through the determination of responsibility, including any notification to the parties, interviews with parties and witnesses, site visits, methods used to gather other evidence, and hearings held;
    3. Findings of fact supporting the determination;
    4. Conclusions regarding application of this policy to the facts;
    5. A statement of, and rationale for, the result as to each allegation, including a determination regarding
    6. Prior to issuance of the decision to the parties, the determination shall be promptly forwarded to the college vice president of student affairs, or other designated disciplinary officer for a determination of

f.        Sanctions

  1. Upon determining that the respondent committed the alleged conduct and thereby violated this policy, the college vice president of student affairs, or other designated disciplinary officer, may impose one or more of the following sanctions:
  1. WARNING – a notice in writing to the student that the student is violating or has violated institutional regulations;
  2. PROBATION – a written reprimand for violation of specified regulations. Probation is for a designated period of time and includes the probability of more severe disciplinary sanctions if the student is found during the period of probation to be violating any institutional regulations;
  3. LOSS OF PRIVILEGES – denial of specified privileges for a designated period of time (e.g., social probation, vehicular privileges, deactivation of a group, limited access to facilities, Persona Non Grata);
  4. LOSS OF CONTACT – restriction prohibiting an individual from harassing, threatening, accosting, or even approaching or contacting a specified individual;
  5. FINES – previously established and published fines may be imposed;
  6. RESTITUTION – compensation for loss, damage, or injury. This may take the form of appropriate service and/or monetary or material replacement;
  7. RESIDENCE HALL/CAMPUS HOUSING SUSPENSION – separation from the residence halls/campus housing for a definite period of time, after which the student, group, or organization is eligible to return. Conditions for readmission will be specified;
  8. RESIDENCE HALL/CAMPUS HOUSING EXPULSION – permanent separation from the residence halls/campus housing;
  9. CLASS/ COLLEGE SUSPENSION – separation from class(es) or the college for a definite period of time, after which the student, group, or organization is eligible to return. Conditions for readmission will be specified;
  10. COLLEGE DISMISSAL/EXPULSION – permanent separation from all CCSNH colleges which may include loss of campus visitation
  11. EDUCATIONAL OR SERVICE SANCTIONS – imposed in addition to or in lieu of the above sanctions; examples of such sanctions include but are not limited to work assignments, service to the college, written letter of apology, mandatory meetings with a college official. Such sanctions require the approval of any person(s) whose participation is required for the completion of the sanction(s).
  1. In imposing sanctions, the following goals must be considered and balanced: 1) engaging students in taking responsibility for their conduct, 2) repairing harm caused by the conduct, and 3) rebuilding trust with the individuals directly impacted and the college community.
  • A written statement of, and rationale for, any disciplinary sanctions the college imposes on the
  1. A written statement of, and rationale for, any remedies designed to restore or preserve equal access to the college’s education program or activity provided by the college to the complainant. The Title IX Coordinator is responsible for effective implementation of any
  1. Notice of Decision The Title IX coordinator must provide the written determination to the parties simultaneously and not less than 7 business days after the determination of responsibility. The notice of decision must also include an explanation of the college’s procedures and permissible bases for the complainant and the respondent to appeal and notice that the determination becomes final either on the date that the college provides the parties with the written determination of the result of the appeal, if an appeal is filed, or if an appeal is not filed, the date on which an appeal would no longer be considered timely.

h.       Appeal Process

  1. Either party may appeal the determination by filing a written appeal to the Title IX coordinator within 5 business days of being informed of the determination. Grounds for appeal shall be limited to:
  2. Procedural irregularity that affected the outcome of the matter;
  3. New evidence that was not reasonably available at the time of the determination regarding responsibility was made that could have affected the outcome of the matter;
  4. The Title IX officer, investigator or hearing officer had a conflict of interest or bias that affected the outcome of the
  5. Inappropriate gravity of the sanction in relation to the
  6. The other party shall be notified in writing when an appeal is
  • Both parties shall be provided a reasonable, equal opportunity to submit a written statement in support of, or challenging, the outcome
  1. The appeals officer shall issue a written decision describing the result of the appeal and rationale for the
  2. The appeals officer’s decision shall be provided simultaneously to both
  3. If the appeals officer determines that the appeal falls within the limited grounds and the outcome may have been affected, the matter will be remanded within 10 days for a new hearing or other appropriate proceeding depending upon the nature of the grounds for the appeal. If the grounds for the appeal is inappropriate gravity of the sanctions in relation to the conduct, the proceeding shall be limited to a hearing before the disciplinary officer on the appropriateness of the

XI.                Sexual Harassment Education: Awareness. Prevention and Response

  1. Training for Title IX Coordinators, Investigators, and Decision-makers Involved in the Grievance Process – Each employee who participates in the implementation of the college’s grievance process under this policy including Vice Presidents of Student Affairs, Title IX Coordinators, investigators, hearings officers, campus safety officers, human resources officers, advisors for parties, appeals officers, and disciplinary officers, shall have training in handling sexual harassment reports and complaints and the grievance and disciplinary process. The training shall be provided annually and shall include, but not be limited to:
  1. Information on working with and interviewing persons subjected to sexual misconduct.
  2. Information on conduct that constitutes sexual harassment including sexual violence.
  • Information on consent and the role drugs and alcohol may play in an individual’s ability to
  1. The effects of trauma, including any neurobiological impact on a
  2. Cultural competence training regarding how sexual misconduct may impact individuals differently depending on factors that contribute to an individual’s cultural background, including but not limited to national origin, sex, ethnicity, religion, gender identity, gender expression, and sexual
  3. Ways to communicate sensitively and compassionately with a reporting party of sexual misconduct including but not limited to an awareness of responding to a reporting party with consideration of that party’s cultural background and providing services to or assisting in locating services for the reporting party. Ways to communicate sensitively with a responding party including an awareness of the emotional impact of being wrongly
  • Training and information regarding how dating violence, domestic violence, sexual assault, and stalking may impact students with developmental or intellectual
  • Materials for all training programs must be made publicly available on the college’s
  1. Awareness, Prevention and Response Programming for All Students and Employees — The college with guidance from its Title IX Coordinator, local law enforcement, and the rape crisis center or domestic violence center, shall provide mandatory sexual misconduct primary prevention and awareness programming for all students and employees of the college, which shall include:
    1. An explanation of consent as it applies to sexual activity and sexual
    2. The role drugs and alcohol play in an individual’s ability to
  • Information on options relating to the reporting of an incident of sexual harassment generally and sexual violence specifically under this policy and the effects of each option, and the methods to report an incident of sexual violence including confidential and anonymous
  1. Information on the college’s procedures for resolving sexual harassment including sexual violence complaints, and the range of sanctions the college may impose on students and employees found responsible for a
  2. The name, contact information, and role of the confidential
  3. Strategies for bystander intervention and risk
  • Opportunities for ongoing sexual misconduct prevention and awareness campaigns and programming

 

 

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