Sex help at ua

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In February , Universities Australia (UA) launched the Respect. Now. to improving support for those affected by sexual assault and sexual harassment. Our purpose is to organize students to advocate for sexual and reproductive legislation, and resources that will support parents in raising healthy children and​. What Is the Average # Of Students That Have Sex at UA? What Is the Average # Of Students That Have Sex at UA? PDF icon What Is the Average # Of Students.

The UAct program provides a central location for information about reporting sexual misconduct and other issues. UAct is a campaign created as part of UA's. Title IX of the Education Amendments of prohibits sex discrimination in provided the same support and resources as all University of Akron students and​. In February , Universities Australia (UA) launched the Respect. Now. to improving support for those affected by sexual assault and sexual harassment.

Our purpose is to organize students to advocate for sexual and reproductive legislation, and resources that will support parents in raising healthy children and​. UA Panhellenic Association. Ferguson Center- UA Campus, Tuscaloosa, Alabama Pam joined the organization in June to help build the Center. Title IX of the Education Amendments of prohibits sex discrimination in provided the same support and resources as all University of Akron students and​.






The University of Arkansas at Little Rock is committed to providing an environment that emphasizes the dignity and worth of every member of its community and that is free from harassment and discrimination based upon race, color, religion, national origin, service in the uniformed services as defined in state and federal lawveteran status, sex, gender, sexual orientation, gender identity, pregnancy, age, physical or mental disability, or genetic information.

Such an environment is necessary for a healthy learning, working, and living atmosphere. Accordingly, all acts of discrimination, harassment, retaliation, and sexual misconduct as defined by this policy are prohibited. Title IX protects the university community in connection with all academic, educational, extracurricular, athletic, and other university programs, whether those programs take place on university property, in university transportation, at a class or training program sponsored by the university at another location, online, or elsewhere.

This policy is not intended to restrict curriculum or prohibit or abridge the use of particular textbooks or curricular materials, nor shall it be construed to restrict constitutionally protected expression or freedom of scientific investigation. Consistent with state and federal law, reasonable accommodation will be provided to persons with disabilities. Richard E. In some instances, sexual misconduct may constitute both a violation of university policy and criminal activity.

The university grievance process is not a substitute for instituting legal action by any party. The university encourages individuals to report alleged sexual misconduct promptly to campus officials AND to law enforcement authorities, when appropriate.

Individuals may file a report directly with local law enforcement agencies by dialing Individuals may also contact any of the following for assistance in filing a report with local law enforcement. It is important that evidence of sexual assault be preserved because it may be needed for prosecuting the criminal case.

Victims and others should not alter the scene of the attack. The victim should not change clothes, bathe or shower, drink or eat anything, or brush his or her teeth before reporting the assault. Any items worn by the victim during the assault, but are not currently being worn, and any materials encountered during the assault help.

An individual may anonymously report prohibited conduct to the university by contacting the Title IX Coordinator. The university will attempt to take appropriate steps to protect the safety of the university help based on the information reasonably available. The university does not limit the timeframe for reporting prohibited conduct. However, to promote help and effective review, the university strongly encourages individuals to report prohibited conduct as soon as possible, as a delay in reporting may affect the ability to collect relevant evidence.

The university will help a complainant identify and access external reporting options, if applicable, and will provide support and resources. Students and visitors to the university are strongly encouraged to report allegations of discrimination, harassment, retaliation, and sexual misconduct to the Title IX Coordinator.

A report should be made as soon as possible after the incident in order to facilitate an effective response. The longer a report is delayed, the more difficult it will be for the university to investigate. Reports may be made by the person experiencing the misconduct or by a third party, such as a witness or someone who is told of the misconduct.

Sex university employees have been designated as Responsible Employees. Responsible Employees have been given the duty of reporting prohibited conduct covered under this policy. In order to enable the university to respond effectively and to proactively stop instances of discrimination, harassment, retaliation, and sexual misconduct at the university, all employees, including adjunct, hourly, graduate help and student employees, as well as volunteer coaches must, within 24 hours of receiving information regarding a potential violation of this policy, report information to the Title IX Coordinator.

Only employees who are statutorily prohibited from reporting such sex e. This policy is not intended to restrict curriculum, prohibit, or abridge the use of particular textbooks or curricular materials. It is imperative that all Responsible Employees abide by their reporting obligations.

Thus, any Responsible Employee who is found to have knowingly failed to make a report to the Title IX Coordinator, regarding a known instance of sexual misconduct or violence, is in violation of this policy and may be subject to disciplinary action. Any university employees and volunteers who suspects or observes a child being help should immediately report help maltreatment to the State of Arkansas Child Abuse Hotline at and to the UA Little Rock Department of Public Safety at In addition, pursuant of the State of Arkansas, any member of the university, who has a reason to believe that a child has been abused or neglected, has a mandatory obligation to report that suspicion to the local department of child welfare and local law enforcement.

Conduct that occurs off campus can be the subject of a complaint or report and will be evaluated to determine whether it violates this policy. The university encourages reporting of incidents of prohibited conduct and seeks to remove any barriers to sex. The university recognizes that an individual who has been drinking or using drugs at the time of an incident may be hesitant to make a report because of potential consequences for their own conduct.

All parties to the complaint are required to maintain the confidentiality of all information received sex this process. All requests to maintain confidentiality shall be directed to the Title IX Coordinator who has the authority to make such determinations.

Except as compelled by law or in the interest of fairness, just resolution, or health help safety considerations, disclosure of information contained in complaints, their substance, procedures, and the results of investigations will be limited to the immediate parties, witnesses, and other appropriate officials.

Limited disclosure may also be necessary to conduct a full and impartial investigation. Counseling and other mental health services for victims of sexual assault are available on campus and in the community. Employees of the university can receive counseling through the Employee Assistance Program, Community mental health agencies, such as Little Rock Community Mental Health,and counselors and psychotherapists in private practice in the area can provide individual and group therapy.

The use of these or any other resources is at the discretion of the parties. Programs are presented regularly throughout the academic year in residence halls, fraternities, sororities, and for other student organizations, academic classes, employee training and professional development, and in other settings that are likely to reach people throughout the campus community.

All new employees will receive a copy of this policy and sexual harassment training within 30 days of beginning employment. All employees will receive refresher training at least every other year. Student training is provided online and campus-wide on sex on-going basis. There are inherent risks in any romantic or sexual relationship between individuals in unequal positions such as teacher and student, or supervisor and employee.

These relationships may be less consensual than perceived by the individual whose position confers power. The relationship also may be viewed in different ways by each of the parties, particularly in retrospect.

Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic or sexual involvement, this past consent may not remove grounds for a later charge of a violation of policy. The university does not wish to interfere with private choices regarding personal relationships when those relationships do not interfere with the goals and policies of the university.

However, for the personal protection of members of this community, relationships in which power differentials are inherent faculty-student, staff-student, administrator-student, or supervisor-employee are regarded as inappropriate, are strongly advised against, and are inherently suspect in the event of a dispute. Consensual romantic or sexual relationships in which one party maintains a direct supervisory or evaluative role over the other party are unethical. Therefore, persons with direct supervisory or evaluative responsibilities who are involved in such relationships must bring those relationships to the timely attention of their supervisors.

This will likely result in the necessity to remove the employee from the supervisory or evaluative responsibilities, or will shift the student or employee out of being supervised or evaluated by someone with whom he or she has established a consensual relationship.

Failure to self-report such relationships to a supervisor as required can result in disciplinary action for an employee, up to and including termination.

All other grievances by students, employees, or third parties shall be addressed through other grievance procedures. The university benefits from formal and informal procedures that encourage prompt resolution of complaints and concerns raised by members of the university community. The university does not require a complainant to utilize the informal complaint process if doing so is impracticable or unsafe, or if the complainant believes that the conduct cannot be effectively addressed through informal means.

For example, the informal complaint process should not be used to address allegations of sexual assault. However, in other circumstances where it is practical and safe to do so, every reasonable effort should be made to constructively resolve issues with students, faculty, staff, and administrators before pursuing the formal complaint process. Under the informal complaint process, a complainant may elect to resolve his or her complaint by discussing it with the offending party.

If these efforts are unsuccessful, the formal complaint process may be initiated. For example, if a complainant requests to be removed from a course with the respondent to avoid uncomfortable help, the Title IX Coordinator could consider this request without the necessity of imposing on the respondent. The informal complaint process does not involve an investigation or formal disciplinary action against the respondent and is not appropriate for all forms of reported prohibited conduct.

The university retains the sole discretion in determining whether a case can be appropriately addressed informally. Upon receiving a report of alleged or possible violation of this policy, the Title IX Coordinator will evaluate the information received and determine what further actions should be taken. The Title IX Coordinator will follow the procedures described in this policy.

The Title IX Coordinator will be responsible for overseeing the prompt, fair, and impartial investigation and resolution of complaints filed with the university. The Title IX Coordinator or his or her designee will investigate all complaints of discrimination, harassment, retaliation, and sexual misconduct and determine any accommodations or other remedial short-term actions necessary in light of the individual circumstances presented.

Sex investigator will speak separately with the complainant, the respondent and any other sex who have information relevant to the determination of whether a policy violation occurred. The Title IX Coordinator or his or her designee will apprise sex head of the appropriate division or department of the complaint, or, if the complaint is against a student, the vice provost for student affairs and dean of students. In the event that the complaint was made by someone other than the alleged victim, the Title IX Help will consider the following factors in determining whether it is reasonable to investigate the complaint:.

In the event that the Title IX Coordinator determines that an investigation of the complaint should not be conducted, he or she will determine and document in consultation, as necessary, with the alleged victim, the respondent and any other university administrators the appropriate resolution of the complaint sex inform the parties of the same.

With all complaints, if the Title IX Coordinator determines that an investigation should be conducted, the Title IX Coordinator will promptly investigate the matter.

The existence of concurrent criminal investigations or proceedings shall not delay the investigation of any complaint filed under this policy.

All students, faculty and staff are expected to cooperate with an investigation of any report of prohibited conduct to assure fairness and procedural due process. Both the complainant and respondent may decline to participate in proceedings.

Within three 3 days of such appointment, the investigator, the alleged victim, or the respondent may identify to the Title IX Coordinator in writing any real or perceived conflicts of interest posed by assigning such investigator to the matter. The Title IX Coordinator will carefully consider such statements and will assign a different individual as investigator if it is determined that a material conflict of interest exists. Failure to submit a timely and proper sex constitutes a waiver of any right of objection to the composition of the assigned Investigators.

Upon receipt of the complaint, the Title IX Coordinator or his or her designee will promptly begin the investigation, which shall include but is not help to the following:. Throughout the investigation, the Title IX Coordinator will remain neutral. The Title IX Coordinator should obtain, where applicable and where possible, the written consent of any third-party witnesses to the disclosure, as contemplated by this policy, of any personally identifiable information contained in the complaint, the investigative report, and for any other documents the disclosure of which is contemplated by this policy in order to further the resolution of the complaints.

As soon as is practicable, the Title IX Coordinator will contact the complainant and the alleged victim if not the complainant to schedule an initial meeting to, as applicable:. A complainant may request that his or her identity is not disclosed to anyone else, including the respondent, or that the university not investigate or take action. However, help university will endeavor to honor any request, whenever possible, considering the totality of the circumstances.

In limited circumstances, the university may be required to investigate when an incident involves a weapon or predatory drug use, when multiple victims are involved or when there is a danger to the community.

The university will promptly notify the complainant whether the request can be honored, and, if not, the reasons why it cannot be honored. At that time, appropriate interim measures will be discussed. During the initial meeting with the respondent, the investigator will, as applicable:.

The failure to meet will be addressed under the provisions of the student handbook and treated as a failure to respond to a summons from a university official. Employee Respondents who sex to comply with the request to meet with the Title IX Coordinator will be subject to disciplinary action.

The complainant or respondent may request interim measures. Interim measures may be modified or discontinued at any time.

All parties to the complaint are required to maintain the confidentiality of all information received during this process. All requests to maintain confidentiality shall be directed to the Title IX Coordinator who has the authority to make such determinations.

Except as compelled by law or in the interest of fairness, just resolution, or health and safety considerations, disclosure of information contained in complaints, their substance, procedures, and the results of investigations will be limited to the immediate parties, witnesses, and other appropriate officials. Limited disclosure may also be necessary to conduct a full and impartial investigation. Counseling and other mental health services for victims of sexual assault are available on campus and in the community.

Employees of the university can receive counseling through the Employee Assistance Program, Community mental health agencies, such as Little Rock Community Mental Health, , and counselors and psychotherapists in private practice in the area can provide individual and group therapy.

The use of these or any other resources is at the discretion of the parties. Programs are presented regularly throughout the academic year in residence halls, fraternities, sororities, and for other student organizations, academic classes, employee training and professional development, and in other settings that are likely to reach people throughout the campus community. All new employees will receive a copy of this policy and sexual harassment training within 30 days of beginning employment.

All employees will receive refresher training at least every other year. Student training is provided online and campus-wide on an on-going basis. There are inherent risks in any romantic or sexual relationship between individuals in unequal positions such as teacher and student, or supervisor and employee. These relationships may be less consensual than perceived by the individual whose position confers power.

The relationship also may be viewed in different ways by each of the parties, particularly in retrospect. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic or sexual involvement, this past consent may not remove grounds for a later charge of a violation of policy.

The university does not wish to interfere with private choices regarding personal relationships when those relationships do not interfere with the goals and policies of the university. However, for the personal protection of members of this community, relationships in which power differentials are inherent faculty-student, staff-student, administrator-student, or supervisor-employee are regarded as inappropriate, are strongly advised against, and are inherently suspect in the event of a dispute.

Consensual romantic or sexual relationships in which one party maintains a direct supervisory or evaluative role over the other party are unethical. Therefore, persons with direct supervisory or evaluative responsibilities who are involved in such relationships must bring those relationships to the timely attention of their supervisors. This will likely result in the necessity to remove the employee from the supervisory or evaluative responsibilities, or will shift the student or employee out of being supervised or evaluated by someone with whom he or she has established a consensual relationship.

Failure to self-report such relationships to a supervisor as required can result in disciplinary action for an employee, up to and including termination. All other grievances by students, employees, or third parties shall be addressed through other grievance procedures.

The university benefits from formal and informal procedures that encourage prompt resolution of complaints and concerns raised by members of the university community. The university does not require a complainant to utilize the informal complaint process if doing so is impracticable or unsafe, or if the complainant believes that the conduct cannot be effectively addressed through informal means.

For example, the informal complaint process should not be used to address allegations of sexual assault. However, in other circumstances where it is practical and safe to do so, every reasonable effort should be made to constructively resolve issues with students, faculty, staff, and administrators before pursuing the formal complaint process.

Under the informal complaint process, a complainant may elect to resolve his or her complaint by discussing it with the offending party. If these efforts are unsuccessful, the formal complaint process may be initiated. For example, if a complainant requests to be removed from a course with the respondent to avoid uncomfortable interactions, the Title IX Coordinator could consider this request without the necessity of imposing on the respondent.

The informal complaint process does not involve an investigation or formal disciplinary action against the respondent and is not appropriate for all forms of reported prohibited conduct. The university retains the sole discretion in determining whether a case can be appropriately addressed informally. Upon receiving a report of alleged or possible violation of this policy, the Title IX Coordinator will evaluate the information received and determine what further actions should be taken.

The Title IX Coordinator will follow the procedures described in this policy. The Title IX Coordinator will be responsible for overseeing the prompt, fair, and impartial investigation and resolution of complaints filed with the university.

The Title IX Coordinator or his or her designee will investigate all complaints of discrimination, harassment, retaliation, and sexual misconduct and determine any accommodations or other remedial short-term actions necessary in light of the individual circumstances presented. The investigator will speak separately with the complainant, the respondent and any other individuals who have information relevant to the determination of whether a policy violation occurred.

The Title IX Coordinator or his or her designee will apprise the head of the appropriate division or department of the complaint, or, if the complaint is against a student, the vice provost for student affairs and dean of students. In the event that the complaint was made by someone other than the alleged victim, the Title IX Coordinator will consider the following factors in determining whether it is reasonable to investigate the complaint:.

In the event that the Title IX Coordinator determines that an investigation of the complaint should not be conducted, he or she will determine and document in consultation, as necessary, with the alleged victim, the respondent and any other university administrators the appropriate resolution of the complaint and inform the parties of the same.

With all complaints, if the Title IX Coordinator determines that an investigation should be conducted, the Title IX Coordinator will promptly investigate the matter.

The existence of concurrent criminal investigations or proceedings shall not delay the investigation of any complaint filed under this policy.

All students, faculty and staff are expected to cooperate with an investigation of any report of prohibited conduct to assure fairness and procedural due process. Both the complainant and respondent may decline to participate in proceedings. Within three 3 days of such appointment, the investigator, the alleged victim, or the respondent may identify to the Title IX Coordinator in writing any real or perceived conflicts of interest posed by assigning such investigator to the matter.

The Title IX Coordinator will carefully consider such statements and will assign a different individual as investigator if it is determined that a material conflict of interest exists. Failure to submit a timely and proper objection constitutes a waiver of any right of objection to the composition of the assigned Investigators. Upon receipt of the complaint, the Title IX Coordinator or his or her designee will promptly begin the investigation, which shall include but is not limited to the following:.

Throughout the investigation, the Title IX Coordinator will remain neutral. The Title IX Coordinator should obtain, where applicable and where possible, the written consent of any third-party witnesses to the disclosure, as contemplated by this policy, of any personally identifiable information contained in the complaint, the investigative report, and for any other documents the disclosure of which is contemplated by this policy in order to further the resolution of the complaints.

As soon as is practicable, the Title IX Coordinator will contact the complainant and the alleged victim if not the complainant to schedule an initial meeting to, as applicable:. A complainant may request that his or her identity is not disclosed to anyone else, including the respondent, or that the university not investigate or take action.

However, the university will endeavor to honor any request, whenever possible, considering the totality of the circumstances. In limited circumstances, the university may be required to investigate when an incident involves a weapon or predatory drug use, when multiple victims are involved or when there is a danger to the community. The university will promptly notify the complainant whether the request can be honored, and, if not, the reasons why it cannot be honored.

At that time, appropriate interim measures will be discussed. During the initial meeting with the respondent, the investigator will, as applicable:. The failure to meet will be addressed under the provisions of the student handbook and treated as a failure to respond to a summons from a university official.

Employee Respondents who fail to comply with the request to meet with the Title IX Coordinator will be subject to disciplinary action. The complainant or respondent may request interim measures. Interim measures may be modified or discontinued at any time.

Interim measures do not indicate the university has made a decision about the report of prohibited conduct. In some cases, the interim measures may be kept in place after a final investigative decision is reached. Following the initial meeting with the complainant and the alleged victim if not the complainant , the Title IX Coordinator will, if applicable, promptly determine the interim measures to be provided to the alleged victim.

Such determination will be promptly communicated to the alleged victim, and no later than the point at which it is communicated to the respondent. Failure to comply with interim measures is a separate and independent violation. The NOI will contain a summary of the allegation s or conduct at issue and the range of potential sanctions under the policy.

Further, the NOI will include the notice of rights and responsibilities for both the complainant and respondent. If, at any time during the investigation, new information is discovered that warrant new charges to be investigated, a new NOI must be sent to the complainant and respondent outlining the new allegation s or conduct. The Investigator has the discretion to determine the relevance of any witness or other evidence and may exclude information in preparing the investigative report if the information is irrelevant, immaterial or more prejudicial than informative.

Before the report is finalized, the complainant and respondent will be given an opportunity to review the redacted draft investigative report. The Notice of Opportunity to Review includes the draft investigative report and all documents relied upon to make a determination.

The complainant and respondent may submit a response and any additional information to the investigator within three 3 days of the date the Draft Investigative Report is sent. Any additional submissions will be provided to the other party prior to the decision being made and the other party will have three 3 days to respond prior to the decision being made. The three-member sanctioning panel will be composed of the Title IX Coordinator or designee , a representative from Human Resources, and a representative from Student Affairs.

The Title IX Coordinator shall complete and distribute the investigative report, concurrently, to the complainant and respondent within ten 10 days following the conclusion of the investigation. If the Title IX Coordinator finds no reasonable grounds to believe that the conduct at issue constitutes a violation of this policy, then the Title IX Coordinator will determine and document the appropriate resolution of the complaint in the investigative report and will promptly notify the parties of that determination.

Sanctions are designed to hold students and employees accountable for their actions and to protect the safety of the university community. Sanctions will depend upon the nature and gravity of the misconduct, any record of prior discipline for a violation of this policy, or both.

Further, the university reserves the right to delay or refuse the conferring of an academic degree undergraduate or graduate during a pending investigation. In certain circumstances, even when there are no disciplinary actions or sanctions imposed, the university reserves the right to impose certain conditions, similar to interim measures upon any party who is subject to this policy. These conditions are not to be construed as disciplinary or as sanctions. The party requesting appeal must show error because the original finding and sanction are presumed to have been decided reasonably and appropriately.

When submitting a request for appeal, the reason, as defined below, must be clearly stated. Mere dissatisfaction with the findings or the sanctioning decision is not a valid basis for an appeal. The ONLY grounds for appeal are as follows:. Ordinarily, sanctions will not be imposed until the resolution of any timely appeal under this policy.

However, if it is deemed necessary to protect the welfare of the victim or the university community, the hearing panel may recommend and the chancellor or his or her designee may determine that any sanctions be imposed immediately and continue in effect until such time as the appeal process is exhausted.

Where the respondent is a university faculty or staff member, all appeals shall be reviewed by the chancellor or his or her designee. The appeal must be made in writing to the Title IX Coordinator within ten 10 days of receipt of the investigation report.

The appeal should include a brief statement describing any or all parts of the investigative report that is being appealed and the reason for appeal, as defined above.

Acceptable means of notification include email, hand-delivered notification, or postal delivery. No additional submissions, beyond the appeal and the response, will be considered.

The Title IX Coordinator will submit the appeal and appeal response if applicable to the chancellor. The chancellor or his or her designee will concurrently notify the complainant and the respondent of his or her decision. All non-tenured faculty and staff members of the university are at-will employees who may be terminated at any time, with or without cause.

With regard to such faculty and staff, nothing in this policy shall create an expectation of continued employment with the university or be construed to prevent or delay the university from taking any disciplinary action deemed appropriate including suspension and immediate termination of employment for any violation of state law, federal law, or university policy. Where the respondent is a university student, all appeals shall be reviewed by a hearing panel. Acceptable means of notification include email, facsimile, hand-delivered notification, or postal delivery.

The Title IX Coordinator will promptly inform the other party of the appeal, who will have the opportunity to submit a response within three 3 days.

The chancellor or his or her designee will select one member of the hearing panel to act as the chair. Promptly after the appointment of the members of the hearing panel, the Title IX Coordinator will provide concurrent written notice to the complainant and the respondent, setting forth the names of the individuals selected to serve on and chair the hearing panel.

If only a portion of the findings and determination are appealed, the Title IX Coordinator will also specify in the notice which part s of the alleged misconduct will be the subject of the hearing. The parties may challenge the participation of any member of the hearing panel by submitting a written objection to the chancellor or his or her designee within three 3 days of receipt of the notice of the composition of the hearing panel.

Any objection must state the specific reason s for the objection. The chancellor or his or her designee will evaluate the objection and determine whether to alter the composition of the hearing panel. Failure to submit a timely and proper objection will constitute a waiver of any right of objection to the composition of the hearing panel.

Any changes in the composition of the hearing panel will be provided in writing to both parties prior to the date of the hearing. The hearing panel shall provide the names of the witnesses or other third parties that the hearing panel plans to call in its notices to the alleged victim and the respondent.

The chair must be notified five 5 business days in advance of the hearing if a party will be accompanied by a support person, as defined on page If any party fails to appear before the hearing panel if requested to do so, and such party was provided proper notice of the hearing as set forth above, then absent extenuating circumstances, the hearing panel will proceed to determine the resolution of the complaint.

The complainant and the respondent will have an equal opportunity to present evidence during their hearing. Formal rules of evidence will not be observed during the hearings. Evidence of the prior sexual conduct of the alleged victim and the respondent with others will not be permitted at the hearings, with the following exceptions:.

The hearing panel will conduct a hearing during which it will interview and question the complainant, the alleged victim, the respondent, and any witnesses or other third parties whose testimony the hearing panel deems relevant.

The parties will not be allowed to personally question or cross-examine each other during the hearing, but will be allowed to question witnesses. The chair will resolve all questions concerning procedure or the admission of evidence or testimony, including the relevancy and reliability of the evidence and testimony. All participants at the hearing are expected to provide truthful testimony.

Any party may choose not to testify or appear before the hearing panel; however, his or her exercise of that option will not preclude the hearing panel from making a determination regarding the complaint filed against the respondent. In other words, the standard of proof will be the preponderance of the evidence. If the hearing panel determines that more likely than not the respondent committed a violation of this policy, the hearing panel will recommend sanctions and give consideration to whether a given sanction will a bring an end to the violation in question, b reasonably prevent a recurrence of a similar violation, and c remedy the effects of the violation.

The hearing panel will forward its decision, including the vote count, and recommendations regarding sanctions to the chancellor or his designee, who will make the final determination regarding all sanctions. The final outcome letter will set forth 1 the name of the respondent, 2 the violation s of this policy for which the respondent was found responsible, if any, 3 the sanctions imposed on the respondent, if any, and it may set forth names of other individuals, such as a victim or witness, provided that such other individuals provide their written consent to such inclusion.

The Title IX Coordinator will determine the final accommodations to be provided to the alleged victim, if any, and the Title IX Coordinator will communicate such decision to the alleged victim and the respondent to the extent that it affects him or her.

The Title IX Coordinator will also take steps to prevent any harassment of or retaliation against the complainant, the alleged victim if not the complainant , or third parties, such as informing them about how to report subsequent problems, following up with them to ensure that there are no subsequent problems, providing training for the campus community, and providing counseling for the respondent. The Title IX Coordinator will also take steps to prevent the harassment of or retaliation against the respondent.

Furthermore, the Title IX Coordinator will take prompt corrective action if the complainant or the alleged victim if not the complainant experiences retaliation or is subjected to further violation of this policy or if the original sanctions imposed on the respondent are ineffective to protect the safety and well-being of the complainant, the alleged victim if not the complainant , or other members of the university community.

The Title IX Coordinator will also take reasonable steps to eliminate any hostile environment that has been created, such as conducting trainings and disseminating informational materials. In order to comply with FERPA and Title IX and to provide an orderly process for the presentation and consideration of relevant information without undue intimidation or pressure, the hearing process is not open to the general public.

Both the alleged victim and the respondent may be accompanied by one support person to assist them throughout the process. This support person can be anyone, including an attorney, provided they do not have an inherent or material conflict. The support person may not speak on behalf of the person being supported throughout the investigative proceeding.

Unless the student has received a suspension of ten 10 or more days or expulsion, the support person may not actively participate in the investigation process or address the hearing panel, present evidence, make objections or statements, ask questions of any party or witness or otherwise participate in the hearing, beyond privately communicating with the party that he or she is supporting.

If the student has received a suspension of ten 10 or more days or expulsion, the support person may fully participate during the appeal proceeding. All support persons must agree to keep any and all information presented in the hearing confidential in order to attend. Absent accommodation for a disability, the parties may not be accompanied by any other individual during the hearing process except as set forth in this policy.

The university will make every reasonable effort to ensure that the investigation and resolution of a complaint occurs in as timely and efficient a manner as possible. Hearings, if at all, will take place after the conclusion of the investigation. If hearings have taken place, both the complainant and the respondent generally will receive a final outcome letter within ten 10 days of the conclusion of the hearing.

Any party may request an extension of any deadline by providing the Title IX Coordinator or his or her respective deputies with a written request for an extension that includes reference to the duration of the proposed extension and the basis for the request. The Title IX Coordinator will review the request and respond to the requesting party whether the request has been approved or denied. The Title IX Coordinator may also approve a request but with a modified duration period.

For purposes of calculating all time periods set forth in this complaint and grievance policy, a business day is defined to mean normal operating hours, Monday through Friday, excluding recognized national and state holidays and university closings. The Title IX Coordinator or the chancellor may also modify any deadlines contained in this policy as necessary and for good cause.

At any time prior to the issuance of the investigative report or the date of his or her designated hearing, the respondent may elect to acknowledge his or her actions and take responsibility for the alleged policy violation. In such situations, the Title IX Coordinator will propose sanction s. If either party objects to the proposed sanction s , they may appeal the sanction s pursuant to this policy. Retaliation against any person who files a complaint, participates in an investigation, or opposes a discriminatory employment or educational practice or policy is prohibited.

A person who believes retaliation has occurred should notify the Title IX Coordinator as soon as possible. Willfully making a false report under this policy, knowingly providing false information or intentionally misleading university officials who are involved in the investigation or resolution of a complaint is a violation of university policy and is a serious offense.

Any person who willfully makes or participates in making a false or frivolous report of discrimination, harassment, retaliation or sexual misconduct will be subject to disciplinary action. False reporting may also violate state criminal statutes and civil defamation laws. Individuals who wish to file complaints with these external agencies should make contact as soon as possible, to verify any applicable filing time limits and deadlines.

Dallas ed. The university reserves the right to make changes and amendments to this policy as needed, with appropriate notice to the community. However, the policy in force at the time that a complaint is filed will be the policy used throughout the investigation, hearing, and any appeals that are heard.

The university will retain documentation including but not limited to the written complaint, notifications, the investigative report, any written findings of fact, petitions for appeal, and any written communication between the parties for at least three 3 years.

Documentation pertaining to terminations, expulsions, or educational sanctions may be retained indefinitely. Any party who makes a complaint against a student, employee, staff member, or campus visitor. Consent is a clear, knowing and voluntary decision to engage in sexual activity. Because consent is voluntary, it is given without coercion, force, threats, or intimidation.

It is given with positive cooperation in the act or expression of intent to engage in the act pursuant to an exercise of free will. Consent is active, not passive. Consent is revocable, meaning consent can be withdrawn at any time. Thus, consent must be ongoing throughout a sexual encounter.

Once consent has been revoked, sexual activity must stop immediately. Consent can be limited, meaning consent to any one form of sexual activity cannot automatically imply consent to any other forms of sexual activity. Further, previous relationships or prior consent cannot imply consent to future sexual acts. States of incapacitation include, but are not limited to, unconsciousness and sleep.

Dating Violence. Among other things, the comprehensive UAct campaign designates multiple reporting options across campus. Website Jackson Avenue ua. UAPD provides a comprehensive array of law enforcement services 24 hours a day, days a year through a dedicated staff of 90 sworn, state-commissioned police officers. University police officers work with Tuscaloosa County's violent crimes task force , which has jurisdiction for all investigations of sexual assaults that occur in the county.

Website South Lawn Office Building wgrc sa. A victim advocate is on call 24 hours a day, including weekends and holidays, for crisis intervention and support.

Counseling services are available with a staff therapist or a qualified graduate level counseling intern. The Education Coordinator and other WGRC staff members are available to schedule special events or speak to student organizations, classes, and other venues on a variety of topics related to sexual assault and abuse, other forms of interpersonal violence, bystander intervention, and a number of related topics.

Contact the center via phone or e-mail to make a request or discuss options. WGRC also provides Harbor training sessions at the request of individual campus departments or open sessions scheduled through Human Resources. It offers one-on-one counseling and outreach programming on any topic relevant to mental health that has an impact on the success and well being of our students.

Formats include lectures, presentations, panels, events, displays, and more. Programs are provided by seasoned mental health professionals with over years of collective experience. Ulifeline contains many mental health resources for UA students. Students may access these free and anonymous resources to learn more about mental health in general and also answer questions they may have about themselves or their friends.

Free online mental health screenings are available through Ulifeline as well. Website Peter Bryce Blvd. The Student Health Center provides efficient access to quality, caring healthcare services and promotes student health and wellness. The SHC employs two psychiatrists who provide evaluations and assist with medications on a referral basis. The Title IX Office works with University Administration, departments, students, faculty, staff, campus police, and other support services to ensure that University policies and programs foster a campus community free of illegal gender discrimination and sexual violence.

Accommodations may be provided to all individuals involved in a Title IX Investigation, including medical services, counseling services, academic support, housing support, protective orders, safety planning, employment assistance, and filing of Student Conduct complaints.