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Columbia is committed to maintaining an environment that respects the dignity of all individuals.
Accordingly, Columbia will not tolerate harassment or discrimination based on religion, race, sex, sexual orientation, gender identity or expression, national origin, age, disability, ethnicity or any other group protected by law by or of its students, faculty, or staff.
Such conduct may also be illegal under state, local, and federal law. Sexual Misconduct Policy and Procedure Title IX is a full statement of the Columbia College Chicago's policies and procedures for protecting students, faculty, staff and guests of the college from discrimination and harassment. This web is an overview of Columbia's procedures for your quick reference. Please refer to the full policy for details on how to report an incident.
If an individual is uncertain regarding how to respond, he or she should consider calling one of the advocates or resources listed in section X of this Policy. What to Expect at the Hospital .
Seeking medical care is important, regardless of whether a victim of Sexual Violence chooses to report to the police or to the College. Medical attention may provide a physical exam, treatment and collection of any relevant evidence. The below section includes a summary of and general notes regarding the intake procedure for victims of Sexual Violence at many Chicagoland hospitals. Please note that the precise procedures at each medical center may vary.
Sexual Harassment. It can occur by or between individuals of any — including the same — sex or gender. Sexual Harassment can also take place between individuals who have been or are currently in an intimate relationship, marriage, or other relationship of a romantic, social, or familial nature with each other.
Sexual Violence. A of different acts fall into the category of sexual violence, including Sexual Abuse as defined in the Illinois Criminal Code, and Rape and Fondling as defined in the Uniform Crime Reporting Program. Evidence of emission of semen is not required to prove sexual abuse.
Sexual Exploitation. Sexual Misconduct. Consent and Unwelcome Conduct. Consent is clear, unambiguous, and voluntary agreement between participants to engage in specific sexual activity. Consent may not be inferred from silence, passivity, or lack of active resistance alone. A current or dating or sexual relationship is not sufficient to constitute Consent, and Consent to one form of sexual activity does not imply Consent to other forms of sexual activity.
Consent to engage in sexual activity may be withdrawn by an individual at any time. In some situations, the College may determine an individual to be incapable of giving Consent to sexual activity due to the circumstances, his or her age, or the behavior of another. The more severe the conduct, the less need there is to show a repetitive series of incidents to prove a hostile environment, particularly if the harassment is physical.
Indeed, a single or isolated incident of Sexual Harassment may create a hostile environment if the incident is sufficiently severe. For instance, a single incident of rape is sufficiently severe to create a hostile environment.
The College evaluates the conduct from both a subjective and objective perspective. Among other factors, the College considers the following when determining whether alleged Sexual Harassment creates a hostile environment:. Quid Pro Quo Sexual Harassment. Lack of verbal or physical resistance or submission by the victim resulting from the use of force or threat of force by the accused shall not constitute consent.
The manner of dress of the victim at the time of the offense shall not constitute consent. Such violations when of a sexual nature or gender-based constitute a violation of this Policy. Rivera oversees this Policy and is tasked with identifying and addressing any patterns or systematic problems revealed by Sexual Misconduct reports. Rivera also le related training, and prevention and education efforts. Individuals with inquiries regarding Title IX should contact Mrs.
The Deputy Title IX Coordinator will assume the rights and responsibilities of the Coordinator when the Coordinator is unavailable, conflicted, biased, or named in a Report. Complaints of Sexual Harassment to Responsible Employees at the College will be treated responsibly and in confidence to the extent feasible, given the need to conduct a thorough investigation and to take corrective action. In the event the College must disclose information to individuals other than those above, it shall provide the parties with proper notice and reasons for such disclosure.
The Coordinator reviews all requests for confidentiality beyond those disclosure or information-sharing rules articulated in this section XI, IX, XIV, or elsewhere in this Policy. The presence of one or more of these factors could lead the College to investigate and, if appropriate, pursue disciplinary action, without extra confidentiality rules. Prior to starting an investigation, the College will inform the Complainant if, and to the extent, it cannot honor a request for additional confidentiality. As articulated elsewhere in this Policy, the College shall tailor its interim remedial measures to the particular circumstances of each Complaint.
Under such circumstances, while the College may implement some interim remedial measures, it will necessarily be unable to explore those potential resolutions that involve the Respondent i. The College shall never require a victim to participate in any investigation or disciplinary proceeding. Contacting a Responsible Employee. Victims have three options for assistance and support within the College. However, Individuals who would like to initiate these Grievance Procedures shall notify a Responsible Employee. Notice to Responsible Employees constitutes notice to the College and serves as a formal complaint under the Grievance Procedures.
Upon receipt of a complaint, a Responsible Employee will promptly provide all relevant information regarding the alleged misconduct including, if known, the name of the alleged perpetrator, the name of the student alleging the misconduct, the name of other students involved, and pertinent facts such as date, time, and location to the Coordinator.
Witnesses to Sexual Misconduct shall formally report to a Responsible Employee and may also seek confidential support. A witness report may initiate these Grievance Procedures. How To Report to a Responsible Employee. An individual may submit a formal complaint to a Responsible Employee in writing, over the phone, or in person.
A complaint should be as specific as possible, providing the name of the injured party; the name of the alleged discriminator or harasser; a chronology of the relevant events, detailing dates, places, and times; a description of the offending behavior; the names of any witnesses to the behavior or persons with knowledge of the behavior, and a requested remedy, if applicable. The College understands that victims of Sexual Misconduct may experience difficulty recalling some details of an incident and that certain memories may become repressed.
Accordingly, individuals should report as much information as they can initially but know that they may add to or otherwise modify a complaint at any time. Anonymous Reporting. Individuals may make anonymous complaints by completing and submitting the online form available at www.
When To Report. Individuals may report Sexual Misconduct to the College at any time. However, the College encourages witnesses and victims — who elect to report — to report offending conduct under this Policy to the College as expediently as possible in order to provide the College with the best opportunity to properly address the behavior and to provide a remedy. What To Expect When Reporting. The College realizes that it may be especially difficult for a victim or witness to come forward. For purposes of clarification, Responsible Employees shall also comply with any other applicable confidentiality requirements, as articulated in Section IX and XI.
The College encourages, but does not require, those victims who elect to formally report to the College to also notify local law enforcement. Under some circumstances, Sexual Misconduct may violate both college policy and criminal law. The College may proceed with an internal investigation under this policy simultaneously with a criminal investigation. While criminal investigations may facilitate fact-finding, the outcome of a criminal proceeding may not be indicative of whether alleged misconduct violates Title IX and this policy.
The Coordinator can assist Complainants with reporting to local law enforcement. Initial Stage. Upon receipt of notice of alleged Sexual Misconduct by a witness or victim or upon observing such behavior, a Responsible Employee — excluding a Confidential Resource or Non-professional Counselor or Advocate — shall promptly provide all relevant information concerning the alleged misconduct to the Coordinator.
If the reporting party is someone other than the victim, the Coordinator shall endeavor to promptly contact the victim — if his or her identity is known — and inform him or her of the rights under this Policy, including but not limited to the right to participate in the investigation as a Complainant, to request confidentiality, and to ask the College not to pursue the Complaint.
The victim may make a request for confidentiality or that the College not pursue the misconduct at any time. The Coordinator shall rule on all such requests in a prompt manner consistent with sections IX and XI. The Coordinator will dismiss factually insufficient complaints with a notice to both parties, including the type of Sexual Misconduct alleged and the reason s why the allegation is not actionable.
In these scenarios, the College shall serve as the Complainant, the Coordinator shall endeavor to include the victim in the process where appropriate, and follow the below steps to the extent practicable. After issuing a Charge, the Coordinator shall meet separately with the Complainant and the Respondent to apprise both parties of their rights under this Policy and to address questions related to these Grievance Procedures.
The Coordinator shall also provide both parties with notice of the types of information that likely will be disclosed during the investigation, the recipients of this information, and the reasons for any disclosures. During this meeting, the Complainant may request that the College commence with the formal investigation and hearing procedures articulated below, that the College devise a plan to resolve this matter informally a non-judicial approach without the possibility of formal disciplineor both.
The College will initiate informal measures only when: A the Complainant requests this approach, B the Respondent consents, and C the Title IX coordinator determines, in his or her sole discretion, that the College has adequate information regarding the scope of the alleged misconduct and that such a remedy will enable the College to promptly and equitably eliminate the alleged hostile environment.
The Coordinator may postpone deciding the suitability of the informal approach until the below fact gathering is complete. The Coordinator or the Complainant, upon notice to the Coordinator, may end the informal process at any time.Non sexual Columbia
email: [email protected] - phone:(753) 747-8388 x 7441
Overview of Title IX and the Sexual Harassment Policy