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Discrimination diminishes individual dignity and impedes equal employment and educational opportunities. These forms of Prohibited Conduct are unlawful and undermine the mission and values of our academic community. The University adopts this Policy with a commitment to: 1 eliminating, preventing, and addressing the effects of Prohibited Conduct; 2 fostering a safe and respectful University community; 3 cultivating a climate where all individuals are well-informed and supported in reporting Prohibited Conduct; 4 providing a fair and impartial process for all parties in the investigation and resolution of such reports; and 5 identifying the standards by which violations of this Policy will be evaluated and disciplinary action may be imposed.
In addition, the University conducts ongoing prevention, awareness, and training programs for employees and students to facilitate the goals of this Policy. A student or employee determined by the University to have committed an act of Prohibited Conduct is subject to disciplinary action, up to and including separation from the University. It is the responsibility of every member of the University community to foster an environment free of Prohibited Conduct. All members of the University community are encouraged to take reasonable and prudent actions to prevent or stop an act of Prohibited Conduct.
The University will support and assist community members who take such actions. Retaliation against any individual who, in good faith, reports or participates in the reporting, investigation, or adjudication of Prohibited Conduct is strictly forbidden. This Policy applies to all reports of Prohibited Conduct occurring on or after the effective date of this Policy.
Where the date of the Prohibited Conduct precedes the effective date of this Policy, the definitions of misconduct in effect at Connecticut local sex partners time of the alleged incident s will be used. Each set of procedures referenced below is guided by the same principles of fairness and respect for complainants and respondents. The procedures referenced below provide for prompt and equitable response to reports of Prohibited Conduct.
The Connecticut local sex partners deate specific timeframes for major stages of the process, provide for thorough and impartial investigations that afford the Complainant and Respondent notice and an opportunity to present witnesses and evidence, and assure equal and timely access to the information that will be used in determining whether a Policy violation has occurred.
The University applies the Preponderance of the Evidence standard when determining whether this Policy Connecticut local sex partners been violated. Each situation will be evaluated for context and the University will determine which of the procedures applies based on the facts and circumstances such as which role predominates in the context of the alleged Prohibited Conduct.
Further, where a Respondent is both a Student and an Employee including but not limited to graduate studentsthe Respondent may be subject to any of the sanctions applicable to Students or Employees. Parties should contact the UConn Health Office of Institutional Equity by calling or : equity uconn. No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.
Capitol ct. The University is committed to protecting the privacy of all individuals involved in the investigation and resolution of a report under this Policy. The University also is committed to providing assistance to help Students, Employees, and Third Parties make informed choices. With respect to any report under this Policy, the University will take reasonable efforts to protect the privacy of participants, in accordance with applicable state and federal law, while balancing the need to gather information to assess the report and to take steps to eliminate Prohibited Conduct, prevent its recurrence, and remedy Connecticut local sex partners effects.
Privacy: Privacy means that information related to a report of Prohibited Conduct will be shared with University Employees who need to know the information in order to assist individuals identified as having been impacted by the alleged conduct in the assessment, investigation, and resolution of the report. Confidentiality: Confidentiality exists in the context of laws that protect certain relationships, including with medical and clinical care providers and those who provide administrative services related to the provision of medical and clinical caremental health providers, counselors, and ordained clergy, all of whom may engage in confidential communications under Connecticut law.
For example, information may be disclosed when: i the individual gives written consent for its disclosure; ii there is a concern that the individual will likely cause serious physical harm to self or others; or iii the information concerns conduct involving suspected abuse or neglect of a minor under the age of Confidential Employee: Any Employee who is entitled under state law to have privileged communications. Confidential Employees will not disclose information about Prohibited Conduct to the University without the permission of the Student or Employee subject to the exceptions set forth in the Confidentiality section of this Policy.
Confidential Employees at the University of Connecticut include:. Exempt Employees will offer Students and Employees information about resources, support and Connecticut local sex partners to report incidents of Prohibited Conduct to law enforcement and the University. While Exempt Employees do not have the ability to implement supportive measures in response to a disclosure, Connecticut local sex partners can provide information about how Students and Employees may receive such measures.
Reporting is required when a student is reported to have been involved in such an incident, regardless of the date, location on or off campus or identities of other parties alleged to have been involved in the incident. This manner of reporting may help inform the University of the general extent and nature of allegations of Prohibited Conduct on and off campus so the University can track patterns, evaluate the scope of the problem, formulate appropriate campus-wide responses, and ensure that impacted students are provided with information about reporting options and support resources.
Responsible Employees are not required to report information disclosed 1 at public awareness events e. Even in the absence of such obligation, all Employees are encouraged to contact the Title IX Coordinator if they become aware of information that suggests a safety risk to the University community or any member thereof. Reporting is required when such Deans, Directors, Department He and Supervisors know by reason of direct or indirect disclosure or should have known of such Prohibited Conduct.
All University Employees are strongly encouraged to report to the law enforcement any conduct that could potentially Connecticut local sex partners a danger to the community or may be a crime under Connecticut law. CSAs generally include individuals with ificant responsibility for campus security or student and campus activities.
Based on information reported to CSAs, the University includes statistics about certain criminal offenses in its annual security report and provides those statistics to the United States Department of Education in a manner that does not include any personally identifying information about individuals involved in an incident. The Clery Act also requires the University to issue timely warnings to the University community about certain reported crimes that may pose a serious or continuing threat to Students and Employees. Consistent with the Clery Act, the University withholds the names and other personally identifying information of Complainants when issuing timely warnings to the University community.
See Connecticut General Statutes Sections 17aa to 17ad. These two reporting options are not mutually exclusive. Therefore, Complainants may choose to pursue both the University process and the criminal process concurrently. The University will support Complainants in understanding, assessing and pursuing these options. The first priority for any individual should be personal safety and well-being. This is the best option to ensure preservation of evidence. The University also strongly urges that law enforcement be notified immediately in situations that may present imminent or ongoing danger.
Conduct that violates this Policy may also constitute a crime under the laws of the jurisdiction in which the incident occurred. Whether or not any specific incident of Prohibited Conduct may constitute a crime is a decision made solely by law enforcement. Similarly, the decision to arrest any individual for engaging in any incident of Prohibited Conduct is determined solely by law enforcement and not the University. Such decisions are based on a of factors, including availability of admissible evidence.
Connecticut local sex partners have the right to notify or decline to notify law enforcement. In keeping with its commitment to take all appropriate steps to eliminate, prevent, and remedy all Prohibited Conduct, the University urges Complainants or others who become aware of potential criminal conduct to report Prohibited Conduct immediately to local law enforcement by contacting:.
Police have unique legal authority, including the power to seek and execute search warrants, Connecticut local sex partners forensic evidence, make arrests, and assist in seeking protective and restraining orders. The University will assist Complainants in notifying law enforcement if they choose to do so. Under limited circumstances posing a threat to health or safety of any University community member, the University may independently notify law enforcement.
Complainants or others who become aware of an incident of Prohibited Conduct are encouraged to report the incident to the University through the following reporting options:. By contacting the Office Connecticut local sex partners Institutional Equity by telephone,or in person during regular office hours 8am-5pm, M-F :. If the Respondent is no longer affiliated with the University, the University will provide reasonably appropriate remedial measures, assist the Complainant in identifying external reporting options, and take reasonable steps to eliminate Prohibited Conduct, prevent its recurrence, and remedy its effects.
The University will not pursue disciplinary action against Complainants or witnesses for disclosure of illegal personal consumption of drugs or alcohol where such disclosures are made in connection with a good faith report or investigation of Prohibited Conduct. The University offers a wide range of resources to provide support and guidance to Students and Employees in response to any incident of Prohibited Conduct. Comprehensive information on accessing University and community resources is contained online at the following sites:.
For more information about resources and support measures, please visit www. The University offers a wide range of resources for Students and Employees, whether as Complainants or Respondents, to provide support and guidance throughout the submission, investigation, and resolution of a report of Prohibited Conduct. The University will offer reasonable and appropriate measures to individuals impacted by an allegation of Prohibited Conduct in order to facilitate their continued access to University employment or education programs and activities.
Remedial and protective measures, which may be temporary or permanent, may include no-contact directives, on-campus residence modifications, academic modifications and support, work schedule modifications, suspension from employment, and pre-disciplinary leave with or without pay. Remedial measures are available regardless of whether a Complainant pursues a complaint or investigation under this Policy and may continue regardless of the outcome of an investigation if reasonable and appropriate. The University will maintain the privacy of any remedial and protective measures provided under this Policy to the extent practicable and will promptly address any violation of the protective measures.
The University will provide reasonable remedial and protective measures to Third Parties as appropriate and available, taking into the role of the Third Party and the nature of any contractual relationship with the University. Discrimination includes failing to provide reasonable accommodation, consistent with state and federal law, to persons with disabilities. The University of Connecticut is committed to achieving equal educational and employment Connecticut local sex partners and full participation for persons with disabilities.
Such conduct is a violation of this Policy when the circumstances demonstrate the existence of either Hostile Environment Harassment or Quid Pro Quo Harassmentas defined below. Hostile Environment Harassment: Discriminatory Harassment that is so severe, persistent or pervasive that it unreasonably interferes with, limits, deprives, or alters the conditions of education e. Discriminatory Harassment may take many forms, including verbal acts, name-calling, graphic or written statements including the use of cell phones or the Internetor other conduct that may be humiliating or physically threatening.
Sexual Harassment is unwelcome conduct of a sexual nature. This may include, but is not limited to, unwanted sexual advances, requests for sexual favors, inappropriate touching, acts of sexual violence, or other unwanted conduct of a sexual nature, whether verbal, non-verbal, graphic, physical, written or otherwise.
Such conduct is a violation of this Policy when the conditions for Hostile Environment Harassment or Quid Pro Quo Harassment are present, as defined above.
Gender-Based Harassment includes harassment based on gender, sexual orientation, gender identity, or gender expression, which may include acts of aggression, intimidation, or hostility, whether verbal or non-verbal, graphic, physical, written or otherwise, even if the acts do not involve conduct of a sexual nature. Title IX Sexual Harassment  includes conduct that occurs on the basis of sex in a University education program or activity in the United States that satisfies one or more of the following:.
Consent cannot be given if any of the following are present: A. Force, B. Coercion or C. It is the abuse of a position of vulnerability, differential power, or trust for sexual purposes. Examples include, but are not limited to:. Intimate Partner Violence includes any act of violence or threatened act of violence that occurs between individuals who are involved or have been involved in a sexual, dating, spousal, domestic, or other intimate relationship.
Intimate Partner Violence may involve a pattern of behavior used to establish power and control over another person through fear and intimidation, or may involve one-time conduct. Connecticut local sex partners means engaging in a course of conduct directed at a specific individual that would cause a reasonable person to fear for their safety or the safety of others, or for the individual to suffer substantial emotional distress.
Stalking includes unwanted, repeated, or cumulative behaviors that serve no purpose other than to threaten, or cause fear for another individual. Stalking includes cyberstalking. Retaliation includes threatening, intimidating, discriminating, harassing, coercing, interfering with potential witnesses or a potential proceeding under this Policy, or any other conduct that would discourage a reasonable person from engaging in activity protected under this Connecticut local sex partners.
Retaliation does not include good faith actions lawfully pursued in response to a report of Prohibited Conduct. In determining whether an act constitutes retaliation, the full context of the conduct will be considered, including the individual right to freedom of speech.Connecticut local sex partners
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