Policy Statement of Values and Purposes

Lawrence University is committed to maintaining an intellectual environment that supports open and free inquiry in a community that promotes equal opportunity for all its members. An essential attribute of such a community is the uninhibited pursuit of ideas, and the University must take great care neither to stifle that pursuit nor to make it dangerous for a member of the community to speak his or her mind. Academic freedom is essential to the processes of teaching and learning, and the legitimate academic exploration of all subjects, including subjects of sexual content, must be protected if the community is to survive. A standard of reasonableness consistent with that protection guides all University decisions.

This policy establishes procedures by which the University will deal with cases of sexual harassment and sexual assault, (together, “sexual misconduct”) alleged to have been committed by members of the University community (Lawrence students, Lawrence faculty members, and Lawrence staff members) against other members of the University community or visitors to the University. It is explicitly an institutional policy and is in no sense intended to interfere with or to replace civil and criminal laws.

Because Lawrence University believes that ideas, creativity, and free expression thrive--and indeed can only exist for the entire community--in an atmosphere free of sexual harassment, and because sexual harassment is not only offensive but also denies its victims the equal opportunity to which the University is committed, the University will not tolerate sexual harassment.

When sexual assault or sexual violence, including acquaintance or date rape, occurs at Lawrence University, the standards of the University community, as well as the criminal laws of the State of Wisconsin, are violated. (Hereinafter "sexual assault" will refer to both sexual assault and sexual violence.)

The University prohibits sexual harassment or assault by a student, faculty member, or staff member against any student, faculty member, staff member, or visitor on property owned or rented by Lawrence University or in the setting of any program sponsored by Lawrence University.

Sexual harassment or assault by a student, faculty member, or staff member against a student, faculty member, or staff member anywhere other than on property owned or rented by Lawrence violates this policy if in the judgment of the President of the University that misconduct adversely and seriously affects the accused's suitability as a member of the University community.

Students, faculty members, and staff members should understand that apparently consensual sexual relationships, particularly those between individuals of unequal status, may be or become a violation of this policy. Anyone who engages in a sexual relationship with a person over whom he or she has any degree of power or authority must understand that the degree to which such a relationship is truly mutually consensual can and may be questioned. The University particularly abhors the abuse of power and authority potentially inherent in sexual relationships between faculty members and students, and between staff supervisors and their student employees.

In addition to violating this policy, sexual harassment or assault may also be a violation of state and federal law. Therefore, individuals who feel they have been sexually harassed or assaulted may have the right to bring legal action, in addition to making a complaint to the University, (hereinafter the word "complaint" will mean formal complaint). Legal action and an internal complaint can be pursued at the same time. Retaliation against an individual who brings a complaint, participates in an investigation of sexual misconduct, or pursues legal action, is unequivocally prohibited.

This policy is designed to defend the values of the community stated above, both by providing official redress to victims of sexual harassment or assault and by facilitating the informal resolution of problems within the community that arise from the occurrence or suspicion of sexual misconduct.

Definition of Sexual Harassment

Sexual harassment is a form of sex discrimination which is illegal under Title VII of the Civil Rights Act of 1964 and Title IX of The Education Amendments of 1972. As defined by the Equal Employment Opportunity Commission, and in accordance with the 1986 landmark decision of the United States Supreme Court, "Sexual Harassment" includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact, or other verbal or physical conduct or communication of a sexual nature when:

1. submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining employment or education

2. submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting that individual's employment or education

3. that conduct or communication has the purpose or effect of substantially interfering with an individual's employment or education, or of creating an intimidating, hostile, or offensive employment or educational environment

At Lawrence University, conduct or communication as described above and based upon an undue and unwanted emphasis on an individual's sexual orientation, and which has the purpose or effect of substantially interfering with that individual's employment or education, or of creating an intimidating, hostile, or offensive employment or educational environment, shall be regarded as sexual harassment.

The prohibition of sexual harassment does not circumscribe a faculty member's freedom as part of his or her teaching to select, assign, or discuss materials or topics that are legitimately related to the subject being taught. In cases in which there may be perceived a conflict between the limitations on conduct or communication implied by the definition of sexual harassment above, on the one hand, and the principles of academic freedom, on the other, the University will use as a working definition of academic freedom the "1940 Statement of Principles and Interpretive Comments" and the "1970 Interpretive Comments" on academic freedom by the American Association of University Professors.

The use of alcohol or other drugs by either party is not an extenuating circumstance and does not mitigate the responsibility of a person found to have committed sexual harassment.

Definition of Sexual Assault

Under Wisconsin law, first-degree sexual assault includes sexual contact or sexual intercourse with another person without the consent of that person

a) which causes pregnancy or great bodily harm to the victim;

b) which is accomplished by use or threat of use of a dangerous weapon or anything fashioned in a manner to lead the victim reasonably to believe it to be a dangerous weapon;

c) which is accomplished with the aid or abetment of one or more other persons, using or threatening to use force or violence;

second-degree sexual assault includes sexual contact or sexual intercourse with another person

a) without the consent of that person, which sexual contact or sexual intercourse is accomplished by use or threat of force or violence;

b) without the consent of that person, which sexual contact or sexual intercourse causes injury, illness, disease or impairment of a sexual or reproductive organ, or mental anguish requiring psychiatric care for the victim;

c) who the accused knows suffers from a mental illness or deficiency which renders the victim temporarily or permanently incapable of appraising the accused's conduct, or who the accused knows is under the influence of an intoxicant to a degree which renders that person incapable of giving consent and the accused has the purpose to have sexual contact or sexual intercourse with the person while the person is incapable of giving consent.

d) who the accused knows to be unconscious

e) with the aid or abetment of one or more other persons and without the consent of the victim;

third degree sexual assault is sexual intercourse with a person without the consent of that person;

fourth degree sexual assault is sexual contact with a person without the consent of that person.

Sexual intercourse includes oral sex, anal intercourse, or any other intrusion, however slight, of any part of a person's body or of any object into the genital or anal opening either by the accused or upon the accused's instruction; the emission of semen is not required.

Sexual contact means any intentional touching, either directly or through clothing, by the use of any body part or object, of the victim's "intimate parts" if that intentional touching is either for the purpose of sexually degrading or sexually humiliating the victim, or sexually arousing or gratifying the accused, or if the touching contains elements of actual or attempted battery.

All members of the Lawrence community should understand that forced intercourse or other unwelcome or unwanted sexual contact, whether it involves a stranger or an acquaintance, is sexual assault. The use of alcohol or other drugs by either party is not an extenuating circumstance and will not mitigate the responsibility of a person found to have committed sexual assault.

Lawrence University urges people who believe they have been victims or survivors (hereinafter "victims") of sexual assault to pursue criminal charges against the person or persons they believe to have committed the sexual assault. Victims are also urged to make a formal complaint to the University. A criminal charge and an internal complaint can be pursued at the same time, although if a case of sexual assault becomes subject to criminal proceedings it may be necessary, in order to conform to the judicial protection of the rights of the accused, to suspend an internal investigation pending the conclusion of the criminal investigation.

Title IX Coordinator

The Title IX Coordinator shall be responsible for the overall compliance efforts and investigation of complaints of sexual misconduct, including the implementation of this policy. The Title IX Coordinator shall be the Associate Dean of the Faculty. In addition, the Director of Athletics will designate a Compliance Coordinator for the Athletics Department.

The Title IX Coordinator is responsible for monitoring the overall implementation of Title IX for the University and coordinating the institution’s compliance with Title IX in all areas covered by the implementing regulations. A major responsibility is the prevention of sexual misconduct and discrimination.

The Title IX Coordinator shall participate in the development and implementation of the University’s sexual misconduct policy and be aware of new needs which may dictate changes or revisions in existing policies or practices.

In carrying out this responsibility, the Title IX coordinator shall oversee the investigation of any complaint filed under the University’s grievance procedures. The Title IX coordinator should receive information about any complaint filed under this policy. Coordinator knowledge of complaints and oversight will allow the University to identify any patterns and repeat offenders that may be missed when grievances are handled by several individuals. The coordinator should also receive sufficient information throughout the process so that she or he can provide guidance or information to ensure that the University carries out its responsibilities under Title IX. The Title IX coordinator should also be sufficiently knowledgeable about the requirements of the regulations to advise the University about policies and practices, which may violate Title IX.

Information and Support Services - Sexual Harassment

Students who feel they have been sexually harassed may wish to seek confidential counseling or support from Health and Counseling Services, the public Sexual Assault Crisis Center or off-campus members of the clergy and chaplains. Students who feel they may have committed sexual harassment may also seek confidential assistance from Health and Counseling Services.

University authorities responding to inquiries about this policy or complaints of sexual harassment will in all cases inform victims of the options of the internal complaint process; of confidential counseling; and, for students, of alternative housing assignments; of ways they may receive academic assistance. The Dean of Students' Office or Security services can provide assistance with concerns about physical safety.

A student, faculty member, or staff member who believes she or he may be a victim of sexual harassment, but has not decided whether to make a formal complaint, may discuss the situation with the Consultant, a Dean, a designated Contact Person, a staff Department Head, or a staff or faculty member of the Sexual Harassment and Sexual Assault Resource Board (the “Resource Board,” see Education and Training) with the confidence that that discussion will lead to no further action under this policy unless the victim so chooses, except as the University may be required by law to take action to protect the safety of the victim or others. Such further action may consist of a formal complaint under this policy, an informal resolution or steps to ensure the safety of the University community. Resource Board members are prepared to discuss alternative solutions to situations. Student consultations with the staff of Health and Counseling Services are held completely confidential, with limited exceptions. (See "Confidentiality Statement from Counseling Services.")

Information and Support Services - Sexual Assault

Some Individuals who have been sexually assaulted should seek immediate medical, emotional or other assistance. Assistance is available on or near the campus by calling the Appleton Police, Lawrence Security, Appleton Medical Center, St. Elizabeth Hospital, or the Sexual Assault Crisis Center. Upon request, Lawrence Security will assist in securing transportation to the hospital, or contacting the Appleton Police. The Dean of Students' Office or Security can provide assistance with concerns about physical safety or the need for alternative housing.

Students who are victims of sexual assault may also wish to seek confidential counseling or support from the University Health and Counseling Services or the public Sexual Assault Crisis Center. Individuals who feel they may have committed sexual assault may also seek confidential assistance from the University Health and Counseling Services or the Sexual Assault Crisis Center.

In Appleton, in a case where the victim is a minor, University personnel, including confidential sources of support and counseling, are required by state law to report suspected or threatened sexual assault to the Outagamie County Child Protective Service.

Sexual assault is a criminal offense as well as a violation of University policy. Individuals who are sexually assaulted are urged to contact the police and to seek immediate medical attention. If a student, faculty member, or staff member is charged with criminal sexual assault, whether or not the sexual assault is committed against another student, faculty member, or staff member, or on property owned or rented by Lawrence, the President or his or her designee will determine as quickly as possible whether the protection of the community and any or all of its members requires his or her action. If such action is required, the President or his or her designee will immediately take that action, which may include invoking the President's reserved powers to separate the individual so charged from the community pending a hearing under the appropriate University policies.

A student, faculty member, or staff member who is not a minor and who believes she or he may be a victim of sexual assault, but has not decided whether to make a formal complaint, may discuss the situation with the Consultant, a Dean, a designated Contact Person, a staff Department Head, or a staff or faculty member of the Sexual Harassment and Sexual Assault Resource Board, with the confidence that that discussion will not necessarily lead to further action under this policy unless the victim so chooses, except as the University may be required by law to take action to protect the safety of the victim or others. Such further action may consist of a formal complaint under this policy, an informal resolution or steps to ensure the safety of the University community. Mediation is not an option for resolving a complaint of sexual assault. Resource Board members are prepared to discuss alternative solutions to situations. With the same exception for minors, student consultations with the staff of Health and Counseling Services will be held completely confidential.

In all such conversations, members of the Resource Board and the Consultant will explain the options available to victims under this policy. Other members of the University community engaged in such a conversation by a possible victim of sexual assault should refer the victim to a member or members of the Resource Board and/or to the Consultant.

University authorities responding to formal complaints of sexual assault will in all cases inform victims of the options of criminal prosecution; of medical assistance; of the internal complaint process; of confidential counseling; and, for students, of alternative housing assignments; of ways they may receive academic assistance. In addition, University authorities will provide assistance in preserving materials which are relevant to the internal complaint process and will, at the direction of the Appleton Police, provide assistance in obtaining, securing, and maintaining evidence for criminal prosecution.

Confidentiality Statement from Counseling Services

All interactions with Counseling Services are confidential. Staff members consult with each other as needed. EXCEPTIONS TO CONFIDENTIALITY: If there is imminent danger to your life or the life of another we will do what is necessary to reduce that danger. This may include disclosing your name and circumstances to appropriate authorities. If you provide information that a person under 18 years old is being abused, we are legally required to consult with proper authorities. In rare cases a court order may require us to disclose information about you.

Internal Complaint Process

Once a formal complaint of sexual misconduct is made, the university undertakes to implement the procedures set forth in this policy as expeditiously as possible in order to achieve a fair, thorough, and prompt resolution of the complaint.

The Consultant, who is not a member of the University community and who has professional training and experience in a field or fields relevant to the values of the community in this regard, is responsible for the investigation of FORMAL complaints of sexual misconduct and for the mediation of cases engendered by such complaints whenever such mediation is appropriate and acceptable to the complainant, the respondent, the University and as recommended by the Office of Civil Rights guidelines. The Consultant is appointed by and responsible to the President. The Consultant is not a legal representative of the University, the complainant or respondent, and is assigned only as a neutral third party to investigate the complaint and therefore is not to provide any legal advice to the University.

Formal complaints of sexual misconduct may be made by students, members of the faculty or staff to the Consultant, a Vice President, a Dean, a designated Contact Person, a staff Department Head, any staff or faculty member of the Resource Board, any residence hall director, or to University Security. Any of these individuals to whom a complaint is made will report the complaint to the appropriate University authority who will instruct the Consultant to investigate the complaint. If a complaint is made to anyone else, the complainant risks the possibility that it will not come to the attention of the appropriate University authority and may, therefore, not be acted upon. (When the respondent is a student, the “appropriate University authority” is the Vice President for Student Affairs and Dean of Students; when the respondent is a faculty member, the “appropriate University authority” is the Provost and Dean of the Faculty; when the respondent is a member of the staff, the “appropriate University authority” is the Vice President for Finance and Administration. If the appropriate University authority is himself or herself the respondent or the complainant, either of the other two officers here designated will assume the responsibility of pursuing the complaint.) Complaints of sexual misconduct made by visitors to the University will be assigned to the jurisdiction of the appropriate University authority designated by agreement of the three officers listed above.

When it appears that the safety or security of any student, staff member, faculty member, or visitor may be jeopardized, the President or his or her designee, using the President's reserved powers, will take such action as is necessary, in his or her judgment, to prevent the occurrence or recurrence of sexual misconduct.

The appropriate University authority will review the University policy and process with the complainant and will contact the respondent to (i) inform them that a complaint has been filed, (ii) to review the University policy and process to take place including the investigation by the Consultant, and (iii) advise them that the situation is confidential and should not be discussed with anyone.

Informal resolution of a complaint of sexual harassment may be appropriate if it is recommended by the Consultant and is acceptable to the complainant, the respondent, and University authorities. Such informal resolution may be negotiated by the Consultant but must be implemented by the appropriate University authorities.

Every complaint that sexual assault has been committed by a student, faculty member, or staff member against any student, faculty member, staff member, or visitor will be investigated by the Consultant. At the request of the victim, University authorities will also notify the local police of the sexual assault.

When the Consultant concludes his or her investigation, and when informal resolution of the complaint is not possible under the conditions specified above, a report of the Consultant's investigation, containing all information pertinent to the investigation, will be made available to the appropriate University authority. The University authority may perform or request additional investigation of the matter. If the Consultant concludes that this policy has been violated, the appropriate University authority will take prompt and responsive action. The University authority may seek legal counsel retained by the University to review the case and provide advice to the University at any time during or after the investigation.

Complaints against students

If a complaint of sexual misconduct is made against a student, the Consultant will conduct an investigation and provide a report of his or her investigation to the Dean of Students.  Upon receiving the report, and upon completion of the Dean’s further investigation if that is warranted, the Dean of Students will determine whether a violation of this policy has occurred.

After determining that this policy has been violated, the Dean of Students will impose sanctions ranging from an Official Warning to Expulsion, based on the following guidelines:

  • Any student who is determined to have engaged in non-consensual sexual intercourse may receive sanctions ranging from suspension to expulsion.
  • Any student who is determined to have engaged in non-consensual sexual contact (where no intercourse has occurred) may receive sanctions ranging from official warning to expulsion.
  • Any student who is determined to have engaged in any other conduct prohibited by the Sexual Misconduct Policy may receive sanctions ranging from official warning to expulsion.

Students found in violation of the policy may also be required to undergo counseling before being allowed to return to campus, or in order to remain on campus.  In such cases, students must see a counselor off campus at their own expense, and they must give permission for the counselor to share information about the counseling sessions with the Dean of Students.

Sanctions may be imposed individually, or a combination of sanctions may be imposed. The determination of sanctions is based upon a number of factors, including but not limited to: the severity of the incident; any potential ongoing risk to either the Complainant or the community posed by Respondent; the impact of the violation on the community, its members, or its property; any previous conduct violations; and any mitigating or aggravating circumstances.

The sanctions will be communicated in writing to the complainant and the respondent.

If either the complainant or the respondent appeals the decision of the Dean of Students, that appeal shall not result in a modification of the student’s responsibility to comply with the Dean's action while the appeal is pending.

Complaints against staff

If a complaint of sexual misconduct is made against a member of the staff, the Consultant will provide a report of his or her investigation to the Vice President for Finance and Administration. If the Vice President for Finance and Administration determines that a violation of this policy has occurred, he or she will take appropriate disciplinary action. Appropriate disciplinary measures may include (but are not limited to) counseling, chemical dependency evaluation, a warning, or suspension or termination of employment. Any sanctions imposed will be communicated to the respondent and the complainant in writing.

If either the complainant or the respondent appeals the decision of the Vice President for Finance and Administration, that appeal shall not result in a modification of the Vice President’s action while the appeal is pending.

Complaints against faculty

If a complaint of sexual misconduct is made against a member of the faculty, the Consultant will provide a report of his or her investigation to the Dean of the Faculty. If the Dean of the Faculty determines that a violation of this policy has occurred, he or she will take appropriate disciplinary action. Appropriate disciplinary measures may include (but are not limited to) counseling, chemical dependency evaluation, a warning, or suspension or termination of employment. Any sanctions imposed will be communicated in writing to the respondent and the complainant.

If either the complainant or the respondent appeals the decision of the Dean of the Faculty, that appeal shall not result in a modification of the Dean's action while the appeal is pending.

Appeal Process and Hearing Board Procedure

In all cases, both the complainant and the respondent have the right to appeal the decision and action taken by the appropriate University authority within two weeks of receiving the decision of the appropriate University authority. The appellant will submit an appeal in writing. Hearings shall be convened as expeditiously as possible in response to such appeals.

The Associate Dean of Faculty, as the administrative coordinator for SHARB, will act as the organizer and facilitator for selecting and convening a Hearing Board as well as communicating the Board’s decision. The Dean is not a voting member of the Hearing Board and will not offer an opinion in the appeal.

Hearings shall be conducted by boards constituted as follows:

for cases in which the complainant is a student and the respondent is a student, the Hearing Board shall consist of two students, two faculty members, and one staff member.

for cases in which the complainant is a student and the respondent is a faculty member, the Hearing Board shall consist of two students, two faculty members, and one staff member.

for cases in which the complainant is a faculty member and the respondent is a student, the Hearing Board shall consist of two students, two faculty members and one staff member.

for cases in which the complainant is a student and the respondent is a staff member, the Hearing Board shall consist of two students, two staff members, and one faculty member.

for cases in which the complainant is a staff member and the respondent is a student, the Hearing Board shall consist of two students, two staff members and one faculty member.

for cases in which the complainant is a faculty member and the respondent is a faculty member, the Hearing Board shall consist of three faculty members and two staff members.

for cases in which the complainant is a staff member and the respondent is a faculty member, the Hearing Board shall consist of three faculty members and two staff members.

for cases in which the complainant is a faculty member and the respondent is a staff member, the Hearing Board shall consist of two faculty members and three staff members.

for cases in which the complainant is a staff member and the respondent is a staff member, the Hearing Board shall consist of two faculty members and three staff members.

Student members of Hearing Boards will be chosen from among the members of the Judicial Board. Faculty members of Hearing Boards will be chosen from among the members of the Faculty Grievance Committee. Staff members of Hearing Boards will be chosen from among the members of the Sexual Harassment and Assault Resource Board.

Each of the principals (the complainant and the respondent) in a case before a Hearing Board has the right to identify no more than one member of the Hearing Board she or he prefers not be a member. Any member of the Hearing Board so identified after the members of the Hearing Board have been named but before the hearing begins, will be replaced by another person from the pool from which the removed member was chosen.

Hearing Boards are part of the internal University procedure. They are created by the authority of the University to deal with complaints arising from within the University against members of the University community. In all cases that go before a Hearing Board, both the complainant and the respondent, respectively, will have a right to be accompanied by a person of her or his own choosing, except that neither the President, nor persons listed as "appropriate University authorities," nor the Consultant, nor a member of the Resource Board may be that person. The person accompanying the complainant or the respondent will not participate in the hearing, but may provide the person he or she accompanies with moral support, informal advice, and comfort. Specifically, neither the complainant nor the respondent may be represented before the Hearing Board by an attorney-at-law.

The University Counsel, acting as an officer of the University, may be present as an advisor to the Hearing Board. She or he will not participate in the hearing.

Upon selection of the Hearing Board, members will be given a copy of the written appeal, the sanction letter, and the University Consultant’s report. The Board will read the materials in preparation for the oral appeal.

If the appeal has been made by the respondent, the appropriate University authority will be responsible for explaining to the Hearing Board the decision and the sanctions imposed. Under normal circumstances, the complainant will attend relevant hearings as a witness, and may be asked to assist in the presentation of evidence in support of charges. If the appeal has been made by the complainant, he or she will present to the Hearing Board his or her own arguments against the decision and the sanctions imposed, if any, and the University authority will explain those decisions and sanctions.

The Hearing Board will convene forty-five minutes before the appellant and related parties (sanctioning authority, appellant support person if one has been chosen, and any other individuals directly involved in the case as a complainant or respondent if they wish to attend) are to arrive at the hearing.

The appellant will make his/her verbal appeal. The sanctioning authority will then state the reasons and rationale for the sanctions given. An audio recording of these verbal presentations will be made. The appellant and all related parties will leave the room but remain nearby and available in the event the Board wishes to recall them for questions.

Each party shall have the right to call witnesses and present evidence at the hearing. However, the Hearing Board may limit the party’s ability to cross-examine witnesses to avoid trauma, intimidation or a hostile environment.

The “preponderance of evidence” standard shall apply to all hearings under this policy. This standard requires a finding that “it is more likely than not that sexual misconduct occurred.”

The Hearing Board will deliberate, considering both the written and oral appeal information.

If the Board identifies questions that need to be asked of the appellant or related parties, then those individuals will be asked to return to the room to answer questions. An audio recording of any questioning session will be made.

After questioning is completed, the appellant and related parties will leave and the Hearing Board will deliberate, considering the written and oral appeal information as well as the response to questioning. The Board must reach a decision to either uphold the findings and sanctions in the case or to accept the alternative decision requested in the appeal. The Hearing Board will communicate its decision in writing within twenty-four hours to all parties in the case.

The Hearing Board will affirm or modify the decision of, or the sanctions imposed by, the appropriate University authority.

The decision of a Hearing Board will be communicated in writing to the complainant, the respondent, and the appropriate University authority. Both the complainant and the respondent have the right to appeal the decision to the President. Any party wishing to appeal the decision of the Hearing Board must send a written appeal to the President within five workdays of receiving a copy of the decision. The President's review of the Hearing Board decision will be based on the Consultant's Report and the record of the proceedings. All decisions of the President shall be made in writing within 21 workdays of receiving the appeal. A copy of the decision will be provided to the appellant, the other party, and the appropriate University authority. The President’s decision on any such appeal is final, except in the case of dismissal of a faculty member, in which case the faculty member has recourse to the procedures for a final appeal set forth in the Faculty Handbook.

Education and Training

In an effort to prevent and eliminate sexual misconduct, the University will distribute this policy to every student, staff member, and faculty member. All faculty and staff will receive training, and students will be offered and encouraged to attend training sessions on the subject of sexual misconduct. The following individuals shall be trained to identify and report sexual misconduct; the Title IX Coordinator, University security employees, all persons involved in receiving complaints or implementing this policy, residence hall directors, coaches and any other individuals deemed necessary by the University. Members of the Judicial Board, the Faculty Grievance Committee, and the staff organization cited above, the bodies from which the membership of Hearing Boards will be drawn, also will receive training, before serving as members of a Hearing Board, from appropriate individuals about sexual misconduct. In addition, this policy will be reiterated at appropriate opportunities in meetings, programs, publications, and classes.

The Sexual Harassment and Sexual Assault Resource Board will advise the University on matters relating to sexual harassment and sexual assault. The Board consists of the Associate Dean of Faculty for Academic Affairs (administrative coordinator), the Associate Dean of Students for Health and Wellness or designee from the counseling services staff (education coordinator), no fewer than two members of the Faculty serving staggered two-year terms (one male and one female), the Associate Dean of Students for Campus Life, the Director of Human Resources or designee from the Human Resources staff, the Alcohol Education Coordinator (ex officio), no fewer than three members of the staff and no fewer than two student members, all appointed by the President. Its members will receive appropriate training about issues related to sexual assault and sexual harassment. The Resource Board will work with the Consultant, the staff of the University Counseling Services, and other appropriate agencies and individuals to develop educational and preventive programs and activities.

The Resource Board will receive reports from the Consultant about actions taken in response to complaints of sexual misconduct. The Title IX Coordinator working with the Resource Board, will have primary responsibility for reporting such actions at least once per year to the Lawrence community, doing so in general terms that do not identify individuals. The Consultant will work with the Resource Board to insure that the University's judicial and educational efforts are consistent and coordinated.

The Resource Board will recommend to the President changes in procedures described in this policy, which the President may authorize at his or her discretion, subject to the review of the University Faculty and the Board of Trustees.

Compliance Statement

Compliance Statement

This policy is intended to comply with the Office of Civil Rights “Dear Colleague” letter of April 4, 2011 and any other applicable law or regulation related to Title IX. If any term, condition or provision of this policy is inconsistent with the requirements of the “Dear Colleague” letter or applicable law or regulation, the language of the policy shall be modified, as necessary.

 

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