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University Judiciary Process

MACU’s response to domestic violence, dating violence, sexual assault, or stalking reports may involve a number of individuals and agencies (e.g., Title IX Coordinator, Student Life Administrator, Police). In addition, for cases involving campus community members, there is a timely, campus-based investigation which is private and protects individual rights and process. The complainant is presented with options about how s/he may pursue the complaint. 

The appropriate University judiciary avenue is determined by the status of the respondent. Anyone to whom this policy applies may choose to bring forward a complaint within the University instead of, or in addition to, seeking redress outside the institution in the legal system. 

Someone with a complaint of sexual assault may also opt to pursue his or her case via the legal system without engaging the University’s judiciary process, although, in the interest of community safety, the University may be obliged to investigate and/or prosecute an alleged sexual assault through internal judiciary procedures. 

The University does not impose a time limit after which the University will not consider formal complaints of sexual assault. However, a timely judiciary process can take advantage of the most recent recollections and evidence and can facilitate more prompt resolution to what is often a traumatic and painful situation for the victim. 

If the complainant/respondent is a student, the complaint should be addressed to the Vice President for Student Services (student Title IX Coordinator). If the accused is an employee, the complaint should be addressed to the Vice President of Finance (employee Title IX Coordinator), who oversees Mid-Atlantic Christian University’s Human Resources policies.  

In each of the venues, the University is committed to initiating a prompt and thorough investigation. Such an investigation may occur alongside, rather than in lieu of, an independent law enforcement investigation.

University Judiciary Process and Procedures
Category One Cases
Category Two Cases
Appeal Process
Definitions


University Judiciary Process and Procedures

The primary purpose of this process is the protection of the University community and the maintenance of an environment that is conducive to learning.

Mid-Atlantic Christian University has two primary methods of addressing misconduct.   

  • Category One cases:  The University Judiciary Committee (“Committee” or “UJC”) investigates and hears cases involving allegations of discrimination, harassment and retaliation based on gender or sex, including sex discrimination, sexual harassment, sexual violence, domestic violence, dating violence and stalking and any violation in whole or in party of Institutional Wide Policy #19  PREVENTING and RESPONDING to DOMESTIC VIOLENCE, DATING VIOLENCE, SEXUAL ASSAULT, and STALKING
  • Category Two cases: 
    • Employees - The immediate supervisor and University Leadership Team handle all other allegations, misconduct, and crimes (non-category one cases) on a case-by-case basis.
    • Students – All other cases (non-category one cases) follow the Disciplinary Process as described in the Student Handbook and are governed by the Student Disciplinary Committee. 

Category One Cases

Mid-Atlantic Christian University utilizes a two-level approach to misconduct adjudication in Category One Cases.

  • Level I – University Judiciary Committee
  • Level II – Appeal to the President  

University Judiciary Committee

The University President appoints members of the UJC. The UJC oversees the MACU judiciary process for complaints and allegations of dating violence, domestic violence, sexual assault, or stalking.  The Committee is comprised of no less than seven(7) officials, appropriate training to deal with allegations of dating violence, domestic violence, sexual assault, or stalking.  The make-up of the committee is as follows:

  • Vice President for Student Services (chair)
  • A selection of faculty and/or staff
  • University counselor

University Judiciary Committee Jurisdiction

The jurisdiction of the University Judiciary Committee shall be limited to cases arising out of the allegations of  discrimination, harassment and retaliation based on gender or sex, including sex discrimination, sexual harassment, sexual violence, domestic violence, dating violence and stalking

The Comittee shall have jurisdiction over University students and employees (full time staff, part staff, faculty, adjuncts and administrators.)

Level I - University Level

The University may determine that circumstances warrant initiating an investigation even if a Complaint has not been filed and independent of the intent or wishes of the Complainant.

Filing a Complaint

The Complainant shall submit a written Complaint to the appropriate Title IX Coordinator. The date of receipt shall be deemed to be the Complaint filing date. The Title IX Coordinator shall offer reasonable accommodations to Complainants who are unable to submit a written complaint because of Disability.

Timeline for filing a Complaint 

Complainants are strongly encouraged to file a Complaint as soon as possible.  To be timely, a Complaint should be filed within 60 Calendar Days after the most recent alleged act of Discrimination, Harassment or Retaliation occurred, or 30 Calendar Days after the end of the academic term (semester/quarter) in which the most recent alleged act of Discrimination, Harassment or Retaliation occurred (whichever comes later)

Complaint Requirements

The Complainant should complete the attached “Complaint Form” or, in the alternative, submit a written signed statement containing the following information:

  • The Complainant’s full name, address (including email address) and telephone number(s);
  • The name of the Respondent and job title, position or Complainant status, if known;
  • The Protected Status that is the basis for the alleged Discrimination, Harassment, or Retaliation, or the Complainant’s activity that is the basis for the alleged Retaliation;
  • A clear, concise statement of the facts that constitute the alleged Discrimination, Harassment, or Retaliation, including pertinent date(s) and sufficient information to identify any individuals who may provide relevant information during the course of any investigation;
  • A statement verifying that the information provided is true and accurate to the best of the Complainant’s knowledge;
  • the full name, address and telephone number of the Complainant’s advisor, if any;
  • The specific harm resulting from the alleged Discrimination, Harassment or Retaliation;
  • The specific remedy sought;
  • The Complainant’s signature; and
  • The date on which the Complaint is submitted.

Intake interview

The appropriate Title IX Coordinator shall meet with the Complainant as soon as possible, but no later than 5 Working Days after the Complaint was received. The Complainant shall make him/herself available for this meeting.

  1. The meeting shall serve as the initial intake interview and will: (a) acquaint the Complainant with the investigation procedure and timelines; (b) inform the Complainant of his/her rights (including having an advisor throughout the process); (c) provide the opportunity for the Complainant to complete and sign a Complaint form, if not already done; and (d) discuss Interim Remedies, as appropriate.
  2. In cases alleging Sexual Violence, the Title IX Coordinator shall inform the Complainant of the right to file a criminal complaint; offer to assist the Complainant with filing a criminal complaint; assure the Complainant that such filing will not significantly delay the University investigation; advise the Complainant of available resources such University Counseling Center; and discuss reasonable and appropriate Interim Remedies.

Information regarding the Complaint shall be shared with other University personnel and law enforcement exclusively on a “need to know” basis. University employees and students shall endeavor to honor any Complainant's or victim’s request for confidentiality; however, the University shall also weigh requests for confidentiality against its duty to provide a safe and nondiscriminatory environment for all members of the Campus community. Confidentiality, therefore, cannot be ensured. Except as otherwise noted, in cases involving Sexual Violence, victim requests for complete confidentiality are to be referred to the Vice President for Finance, who will then determine whether the request for complete confidentiality can be honored under the facts and circumstances of the particular case.

Investigation Procedure

The University Judiciary Committee shall promptly investigate the Complaint. The UJC shall receive annual training regarding such issues as the investigatory process; and the laws governing Discrimination, Harassment and Retaliation.  Training ensures that all investigations and reviews shall be conducted impartially and in good faith.

The Complainant and the Respondent shall have equal opportunities to present relevant witnesses and evidence in connection with the investigation.

The Complainant and the Respondent will be given a minimum of 24 hours of notice of Committee meeting that they are both requested to attend.

The investigation shall be completed no later than 30 Working Days after the intake interview, unless the timeline has been extended. The timeline should not be extended for a period longer than an additional 15 Working Days from the original due date. Upon inquiry, the Complainant and Respondent shall be advised of the status of the investigation.

On occasion, a criminal investigation may be initiated by a law enforcement agency over the same allegations that are reported in a Complaint filed. A pending police investigation is a separate investigation and it does not relieve the University of its responsibility to handle complaints. Thus, a University may not wait until the conclusion of a police investigation to commence its own investigation. Although it may be necessary to temporarily delay the fact-finding portion of an investigation while the police are gathering evidence, once notified that the police have completed the fact gathering portion of their investigation, the University must promptly resume and complete its own investigation.

Hearing Process

Complainants and respondents have the right to have an advisor of their choice present throughout the entirety of the judiciary process.  The complainant, respondent, and their advisors are given equal access to information concerning the allegation.

During the hearing(s):

  • The complainant and respondent have equal opportunities to have others present, including an advisor of their choice
  • If both the Respondent and Complainant are required to attend the same hearing then a minimum of 24 hours of notice will be given.
  • The University Judiciary Committee shall examine relevant evidence
  • The University Judiciary Committee may interview witnesses, when appropriate
  • The University Judiciary Committee may hear testimony from the complainant and the respondent, if the complainant and respondent testify
  • The University Judiciary Committee shall render judgment by majority rule (see section on Sanctions for complete information)
  • The University Judiciary Committee shall deliver notice of judgment to the complainant and respondent simultaneously, in writing
  • The University Judiciary Committee may report criminal issues to law enforcement
  • The University Judiciary Committee shall notify the respondent’s parents or guardian of the judgment if the respondent is single and under the age of 23.

If a respondent refuses to appear before the Judiciary Committee, the Committee will render a judgment in absence of the respondent.

Standard of Proof

The standard of proof that exists for university judiciary proceedings is preponderance of evidence  (i.e., more likely than not the event(s) occurred). A student’s privacy concerns are weighed against the needs of MACU to respond to certain incidents and crimes. To the greatest extent possible, all reports will remain private. However, information may be shared with appropriate departments and agencies under a need-to-know basis when it pertains to investigative needs and safety concerns of the university community.  In accordance with VAWA, these necessary disclosures do not violate section 444 of the General Education Provisions Act (20 U.S.C. 1232g), commonly known as the Family Educational Rights and Privacy Act of 1974 (FERPA).

Investigative Report

Within the investigation period stated above, the UJC will prepare an investigative report. The report shall include a summary of the allegations, the investigative process, the Preponderance of the Evidence standard, the evidence considered and appropriate findings. The report shall be promptly provided to the Vice President for Finance.

Notice of Investigation Outcome

The UJC shall notify the Complainant and Respondent in writing of the investigation outcome within 5 Working Days of completing the report.

Written notice of the investigation outcome shall include a summary of the allegations, the investigative process, the Preponderance of the Evidence standard, the evidence considered, the findings of fact, any remedies to be afforded to the Complainant (such as an order that the Respondent not contact the Complainant). The notice will inform the Complainant of his/her right to file an appeal. At the Complainant’s request, a copy of the notice shall also be provided to his or her Advisor, if any.

A separate written notice shall be provided to the Respondent indicating whether or not the allegations at Level I were substantiated. The notice will inform the Respondent of his/her right to file an appeal. At the Respondent’s request, a copy of the notice shall also be provided to his or her Advisor, if any.

Written notice will be delivered to the Respondent and Complainant simultaneously.

Sanctions

The University Judiciary Committee, in search of the goal of a safe and secure campus, may impose the following sanctions following a final determination of an institutional disciplinary procedure regarding rape, acquaintance rape, domestic violence, dating violence, sexual assault, or stalking:

Students

  • Suspension for a set amount of time.
  • Expulsion from the University.
  • Judiciary withdrawal from the University.
  • No Contact Directive: A directive to refrain from any intentional contact, direct or indirect, with one or more designated persons or group(s) through any means, including personal contact, email, telephone, or through third parties.
  • Suspension of or restrictions on access to all or to specified campus facilities, buildings, or other locations; or services; or events.
  • Restricted access within the residence halls, restricted access to dining services, and removal and/or ban from the residence hall system for a specified period of time.
  • Suspension of or restriction(s) on driving on or parking in University-controlled streets, roads, and parking lots.
  • Restitution to MACU for cleaning, replacing, or restoring some specific area or thing when loss or damage was a result of the student’s judiciary violation.
  • Referral for a behavioral assessment, to the University Counseling Services (“UCS”), or another provider approved by UCS.
  • Revocation of a degree if misconduct occurred before the awarding of the degree.
  • Mandated community service and/or participation in University educational programs.
  • Mandated participation in one or more University activities, lectures or workshops, and/or other activity that employs an educational purpose and accepted pedagogy.
  • Enhanced Sanctions for Bias-Motivated Offenses – Violators of the regulations and policies outlined in this document whose violations are motivated by bias may face more severe or enhanced sanctions. Per Congress, criminal offenses against a person or property motivated in whole or in part by an offender’s bias are hate crimes. Hate crimes motivated by bias include the intentional selection of a person against whom the violation is committed because of the race, religion, color, genetic information, gender, disability, sexual orientation, gender identity, national origin, ethnicity, age, or ancestry of that person.

The Vice President for Student Services has the final authority to recommend the suspension or expulsion of a student.

Employees

  • Recommendation for the termination of employment.
  • No Contact Directive: A directive to refrain from any intentional contact, direct or indirect, with one or more designated persons or group(s) through any means, including personal contact, email, telephone, or through third parties.
  • Suspension of or restriction(s) on access to all or to specified University facilities, buildings, or other locations; or services; or events.
  • Any individual, who is alleged to have committed a violent act, including domestic violence, dating violence, sexual assault, or stalking upon a member of the University community, may be banned from campus and University activities.
  • Other conditions as deemed appropriate.


Level II Appeal Review - Office of the President

Timing for Appeal to the President
Any Complainant who is not satisfied with a Level I determination may file a Level II appeal with the Office of the President no later than 14 Calendar Days after receipt of the written notice of the Level I outcome.

Level II appeals shall be addressed to:

Office of the President
715 N Poindexter St.
Elizabeth City, NC 27909

The President shall provide prompt written notice to the Respondent and the UJC

Appeal Request

The appeal shall be in writing and shall:

  1. specify the reasons why the determination reached at Level I was erroneous
  2. identify the specific evidence submitted at Level I that supports a finding the alleged Discrimination, Harassment or Retaliation by a Preponderance of the Evidence
  3. The issues and evidence raised on appeal shall be limited to those raised and identified at Level I. The President will offer reasonable accommodations to Complainants/Repsondents who are unable to submit a written appeal because of Disability.

President’s Review

The President review shall be limited in scope to determining:

  1. whether the Level I findings of fact are supported by a Preponderance of the Evidence
  2. whether the findings of fact support the conclusion that no violation occurred

The review will not involve a new investigation and will not consider evidence that the Complainant did not introduce at Level I. If the President’s review determines that evidence introduced for the first time at Level II could have affected the Level I determination, the Complaint shall be returned to the University so that the Level I investigation may be completed and the findings revised, if necessary, within a specified timeframe. Under these circumstances, the Complainant and Respondent shall be informed that the investigation has been reopened and the timeline established shall be extended.

President’s Response

The President’s designee shall respond to the appeal no later than 15 Working Days after receipt of the Level II appeal, unless the timeline has been extended. The response shall include a summary of the issues raised on appeal, a summary of the evidence considered, the Preponderance of the Evidence standard, a determination of the two issues listed in Section C above, and a final decision. A copy shall be forwarded to the Vice President for Finance. At the Complainant’s request, a copy of the President’s Response shall also be provided to his or her Advisor. The University shall determine whether any remedies shall be afforded to the Complainant and provide prompt written notice to the Complainant of any remedies to be provided to him/her. The President’s designee shall provide a separate notice to the Respondent and, if requested by the Respondent, to his or her Advisor, indicating the appeal outcome.

Closure

The President’ Response and decision are final and conclude the MACU Complaint process.

General Provisions for Investigation/Review of Complaints

  1. MACU employees are required to cooperate with the investigation and other processes, including but not limited to attending meetings, being forthright and honest during the process, and keeping confidential the existence and details of the investigation/review. If a Complainant and/or Respondent refuse to cooperate, the University may draw all reasonable inferences and conclusions on the basis of all available evidence and conclude the investigation/review.
  2. A Complainant shall proceed with a Complaint in good faith. An Complainant who knowingly and intentionally files a false Complaint or gives false statements shall be subject to discipline in accordance with North Carolina state law. Such disciplinary action shall not be deemed Retaliation.
  3. Both the Complainant and Respondent shall have the right to identify witnesses and other evidence for consideration; however, MACU will decide what evidence (if any) is relevant and significant to the issues raised.
  4. If the Complainant, the Respondent, a witness, the UJC, or other necessary person involved in the Complaint process is unavailable due to any reason deemed to be legitimate by the UJC, the timelines stated herein will be automatically adjusted for a reasonable time period that should not exceed an additional 30 Working Days. The Complainant and Respondent shall receive written notification of any period of extension.
  5. Timelines set forth herein may also be extended by mutual agreement. If the Complainant does not agree or does not respond to the University’s request for an extension, the University shall respond to the Complaint or appeal within the timelines set forth herein. Any such response shall be interim in nature as it will be based upon the information available at the time. The interim response shall note that the investigation or review is continuing until the University is satisfied that its duty to respond to the allegation(s) has been appropriately discharged. The interim response shall include a summary of the allegations, a description of the investigative and review process, and will provide the Complainant with an anticipated date of completion.
  6. When submitting a Complaint or issuing a Level I or II decision, personal delivery, overnight delivery service, or certified mail shall be used. If personal delivery is used, a signature acknowledging the calendar date of delivery shall be obtained which will establish the date of filing or response. If certified mail delivery is used, the postmark shall establish the date of filing or response.
  7. The University is not obligated to investigate when no Complaint is filed, or when a Complaint is not timely filed. Nevertheless, if the University determines the circumstances warrant an investigation, the University shall investigate the underlying allegations of any Discrimination, Harassment or Retaliation Complaint. The University may in its discretion waive the time limits for filing a Complaint and choose to process the Complaint. In the event that the University determines an investigation is not warranted, the reasons for that decision shall be reduced to writing and retained by the University according to appropriate record retention policies.
  8. Where it is necessary for the Complainant or his/her Advisor to have access to specific information for the purpose of filing a complaint, the Complainant or his/her Advisor shall make a written request for such information to the University. The Complainant or his/her Advisor shall have access to information within the policies and procedures and laws governing confidentiality and privacy that are relevant to any issue raised in the complaint. This provision does not authorize a Complainant access to the personal files of another without the written consent of that person.

Sanctions During the Appeal Process

Interim Suspension

  1. Grounds The President may impose an interim suspension where there is reasonable cause to believe that separation of an Complainant is necessary to protect the personal safety of persons within the University community or University Property, and to ensure the maintenance of order.

  2. Notice and Opportunity for Hearing An Complainant placed on interim suspension shall be given prompt notice of the charges pending against him or her; a factual description of the conduct alleged to form the basis for the charges; and the opportunity for a hearing within10 Working Daysof the imposition of the suspension. Where a timely request is made, a hearing is held to determine whether continued suspension is required to protect personal safety or property and to ensure the maintenance of order. This hearing is not a substitute for the University Judiciary Process. The president shall review the relevant allegation details and evidence and shall promptly issue a final decision regarding interim suspension. If the University establishes that there is reasonable cause for the interim suspension to continue, it shall remain in effect until the University closes the disciplinary matter, whether by settlement, final decision or dropped charges, but in no case longer than the President has determined is required to protect the personal safety of persons within the University community or University Property and to ensure the maintenance of order.

Denial of Presence on Campus

During the period of an interim suspension, the Complainant charged may not, without prior written permission from the President, enter any Campus of the Mid-Atlantic Christian University other than to attend the hearing regarding the merits of his or her interim suspension. The president may also restrict the Complainant's participation in University-related activities on a case-by-case basis, such as attending off-Campus activities and/or participating in on-line classes. Violation of any condition of interim suspension shall be grounds for expulsion.

Termination of Employment

If the UJC determines that termination of an employee is required, the UJC will submit a recommendation to the President for approval.  The President reserves the right to review all termination request. 


Category Two Cases

Incidents and allegations that are not related to discrimination, harassment and retaliation based on gender or sex, including sex discrimination, sexual harassment, sexual violence, domestic violence, dating violence and stalking should be immediately reported to a University administrator.  If a Complainant believes that a crime has been committed, he/she should report the incident to local law enforcement as soon as possible.  The University judiciary process is not a replacement or meant in any way to impede law enforcement personnel from conducting investigations.

Incidents are handled on a case-by-case basis.  If deemed necessary, the case may be heard by the Leadership Team or the University President. 

Information regarding the Complaint shall be shared with other University employees and law enforcement exclusively on a “need to know” basis. University employees shall endeavor to honor any Complainant or victim’s request for confidentiality; however, the University shall also weigh requests for confidentiality against its duty to provide a safe and nondiscriminatory environment for all members of the Campus community. Confidentiality, therefore, cannot be ensured. Except as otherwise noted, in cases involving Sexual Violence, victim requests for complete confidentiality are to be referred to the Vice President for Finance, who will then determine whether the request for complete confidentiality can be honored under the facts and circumstances of the particular case.

Investigation Procedure

The University administrator or Leadership Team shall promptly investigate the Complaint.  If necessary, the President will notify local law enforcement. 


Definitions

Adverse Action

An action that has a substantial and material adverse effect on the Complainant's ability to participate in a University program or activity free from Discrimination, Harassment or Retaliation, as those terms are defined below. Minor or trivial actions or conduct not reasonably likely to do more than anger or upset a Complainant does not constitute an Adverse Action.

Advisor

The Complainant and the Respondent may each elect to be accompanied by an Advisor to any meeting or interview regarding the allegations. The Advisor may be anyone, provided the Advisor is not a person with information relevant to the allegations who may be interviewed by the UJC during the investigation. The Advisor may not answer questions regarding the subject matter of the investigation for the Complainant or the Respondent.

Cases

  • Category One cases:  Cases involving allegations of discrimination, harassment and retaliation based on gender or sex, including sex discrimination, sexual harassment, sexual violence, domestic violence, dating violence and stalking.  Investigated and adjudicated by the University Judiciary Committee
  • Category Two cases: All other allegations, misconduct, and crimes on a case-by-case basis.  These complaints are handled on a case-by-case basis by the appropriate Vice President and Leadership Team. These cases involve, but are not limited to:
    • Stealing
    • General Misconduct
    • Insubordination
    • Lying

Calendar Days

Defined as Monday through Sunday and includes official holidays.

Complaint

A written communication alleging Discrimination, Harassment or Retaliation against the University, an employee, another Employee, a currently enrolled student, or a Third Party.

Complainant

An individual who is eligible to, and does, file a Complaint to report Discrimination, Harassment or Retaliation. It also includes an alleged victim of Discrimination, Harassment or Retaliation in cases where some other person has made a report on that person’s behalf.

Interim Remedies

Shall be offered to a victim prior to the conclusion of an investigation in order to immediately stop the alleged wrongdoing and/or reduce or eliminate negative impact, when appropriate. Victims of Sex Discrimination, Sexual Harassment, Sexual Violence, Domestic Violence, Dating Violence, and Stalking must be provided reasonable Interim Remedies, if requested by the victim, regardless of whether the victim chooses to report the conduct to the University or local law enforcement. Examples may include offering the victim the option of psychological counseling services, changes to academic or living situations, completing a course and/or courses on-line (if otherwise appropriate), academic tutoring, arranging for the re-taking of a class or withdrawal from a class without penalty, and/or any measure as appropriate to stop further alleged Discrimination, Harassment or Retaliation until an investigation is concluded or an informal resolution is reached (except in cases of Sexual Violence where informal resolution is not appropriate). Vice President for Finance shall assist and provide the victim with reasonable remedies as requested by the victim throughout the reporting, investigative, and disciplinary processes, and thereafter.

Employee

An individual who meets both of the following qualifications: 

  • Receives compensation for work or services in which the University has the right (whether or not it exercises the right) to supervise and control the manner of performance as well as the result of the work or service and
  • Receives compensation, which has been appropriated from funds controlled by the University regardless of the source of the funds, the duties of the position, the amount of compensation paid, or the percent of time worked. 

University Judiciary Committee

The Committee tasked with investigating a Category One Complaints at Level I. All Committee members shall receive annual training regarding such issues as the laws governing Discrimination, Harassment and Retaliation; Title IX and VAWA/Campus SaVE Act (as defined below); as well as other related state and federal laws prohibiting Discrimination, Harassment and Retaliation based on Gender or Sex, including Sex Discrimination, Sexual Harassment, Sexual Violence, Domestic Violence, Dating Violence and Stalking; Employee and witness privacy rights; and the Family Educational Rights and Privacy Act of 1974 (FERPA). For matters involving Sex Discrimination, Sexual Harassment and Sexual Violence, the Committee shall also receive annual training on how to conduct an investigation process that protects the safety of the Complainant. The Committee members shall not be within the administrative control or authority of any Respondent.

Preponderance of the Evidence

The greater weight of the evidence; i.e., that the evidence on one side outweighs, preponderates over, or is more than, the evidence on the other side. The Preponderance of the Evidence is the applicable standard for demonstrating facts in an investigation conducted.

Remedies

Actions taken to correct a violation of the prohibitions against Discrimination, Harassment and Retaliation.

Retaliation

Adverse Action taken against an Employee or student because he/she has or is believed to have:

  1. Exercised his/her rights
  2. Reported or opposed conduct which he/she reasonably and in good faith believes is Discrimination, Harassment or Retaliation;
  3. Participated in a Discrimination, Harassment, or Retaliation investigation/proceeding; or
  4. Assisted someone in reporting or opposing Discrimination, Harassment, or Retaliation.

Respondent

The person or persons accused by a Complainant of alleged misconduct or crime.

Sanctions

Actions taken to correct a violation of the prohibitions against Discrimination, Harassment and Retaliation.

Title IX Coordinator

Vice President for Student Services - (252) 334-2019 - Students

Vice President for Finance - (252) 334-2007 - Employees

Working Days

Monday through Friday, excluding all official holidays or Campus closures at the Campus where the Complaint originated or at the President’s Office where the Complaint Level II Appeal is reviewed.