Due to the Department of Education being enjoined from enforcing the 2024 Regulations in the state of Florida, the Equal Opportunity, Harassment, and Nondiscrimination Policy  released on August 1, 2024, is only effective at the Denver site until further notice.

For incidents occurring in Florida or in Denver prior to August 1, 2024 please refer to the 2020 AdventHealth University Harassment and Non-Discrimination Policy.

Appendix A: Definitions

The following definitions apply to the Nondiscrimination Policies and Procedures:

  • Advisor. Any person chosen by a party, or appointed by the institution, who may accompany the party to all meetings related to the Resolution Process and advise the party on that process.
  • Title IX Coordinator. The person with primary responsibility for overseeing and enforcing the Nondiscrimination Policies and Procedures. As used in these policies and procedures, the “Title IX Coordinator” also includes their designee(s).
  • Appeal Decision-maker. The person or panel who accepts or rejects a submitted appeal request, determines whether any of the appeal grounds are met, and directs responsive action(s), accordingly.
  • Complainant. A student or employee who is alleged to have been subjected to conduct that could constitute discrimination, harassment, retaliation, or Other Prohibited Conduct under the Policy; or a person other than a student or employee who is alleged to have been subjected to conduct that could constitute discrimination or harassment or under the Policy and who was participating or attempting to participate in the University’s education program or activity at the time of the alleged discrimination, harassment, retaliation, or Other Prohibited Conduct.
  • Complaint.An oral or written request to the University that can objectively be understood as a request for the University to investigate and make a determination about the alleged Policy violation(s).
  • Confidential Employee.
    • An employee whose communications are privileged or confidential under federal or state law. The employee’s confidential status, for purposes of this definition, is only with respect to information received while the employee is functioning within the scope of their duties to which privilege or confidentiality applies; or
    • An employee whom the University has designated as confidential under this Policy for the purpose of providing services to persons related to discrimination, harassment, retaliation, or Other Prohibited Conduct. If the employee also has a duty not associated with providing those services, the employee’s confidential status only applies with respect to information received about discrimination, harassment, retaliation, or Other Prohibited Conduct in connection with providing those services; or
    • An employee who is conducting an Institutional Review Board-approved human-subjects research study designed to gather information about discrimination, harassment, retaliation, or Other Prohibited Conduct. The employee’s confidential status only applies with respect to information received while conducting the study.
  • Day. A Business day when the University is in normal operation. All references in the Policy to days refer to Business days unless specifically noted as calendar days.
  • Decision-maker. The person or panel who reviews evidence, determines relevance, and makes the Final Determination of whether Policy has been violated and/or assigns sanctions.
  • Education Program or Activity. Locations, events, or circumstances where the University exercises substantial control over the context in which the discrimination, harassment, retaliation, and/or or Other Prohibited Conduct occurs and also includes any building owned or controlled by a student organization that the University officially recognizes.
  • Employee. A person employed by the University either full- or part-time, including student employees when acting within the scope of their employment.
  • Final Determination. A conclusion by the standard of proof that the alleged conduct did or did not violate Policy.
  • Finding. A conclusion by the standard of proof that the conduct did or did not occur as alleged (as in a “finding of fact”).
  • Informal Resolution. A resolution agreed to by the Parties and approved by the Title IX Coordinator that occurs prior to a Final Determination in the Resolution Process.
  • Investigation Report. The Investigator’s summary of all relevant evidence gathered during the investigation. Variations include the Draft Investigation Report and the Final Investigation Report.
  • Investigator. The person(s) authorized by the University to gather facts about an alleged violation of this Policy, assess relevance and credibility, synthesize the evidence, and compile this information into an Investigation Report.
  • Knowledge. When the University receives Notice of conduct that reasonably may constitute harassment, discrimination, retaliation, or Other Prohibited Conduct in its Education Program or Activity.
  • Mandated Reporter. A University employee who is obligated by Policy to share Knowledge, Notice, and/or reports of discrimination, harassment, retaliation, and/or Other Prohibited Conduct with the Title IX Coordinator.1,2
  • Nondiscrimination Team. The Title IX Coordinator, any deputy coordinators, and any member of the Resolution Process Pool and any other University appointees.
  • Notice. When an employee, student, or third party informs the Title IX Coordinator of the alleged occurrence of discriminatory, harassing, retaliatory, or Other Prohibited Conduct.
  • Parties. The Complainant(s) and Respondent(s), collectively.
  • Pregnancy or Related Conditions. Pregnancy, childbirth, termination of pregnancy, or lactation, medical conditions related thereto, or recovery therefrom.
  • Protected Characteristic. Any characteristic for which a person is afforded protection against discrimination and harassment by law or University Policy.
  • Relevant Evidence. Evidence that may aid a Decision-maker in determining whether the alleged discrimination, harassment, retaliation, or Other Prohibited Conduct occurred, or in determining the credibility of the Parties or witnesses.
  • Remedies. Typically, post-resolution actions directed to the Complainant and/or the community as mechanisms to address safety, prevent recurrence, and restore or preserve equal access to the University’s Education Program and Activity.
  • Resolution Process. The investigation and resolution of allegations of prohibited conduct under this Policy, including Informal Resolution and/or Hearing Resolution.
  • Respondent. A person who is alleged to have engaged in conduct that could constitute discrimination based on a protected characteristic, harassment, retaliation, or Other Prohibited Conduct for engaging in a protected activity under this Policy.
  • Sanction. A consequence imposed on a Respondent who is found to have violated this Policy.
  • Sex. Sex assigned at birth, sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity.
  • Student. Any person who has gained admission.
  • Title IX Coordinator. At least one official designated by the University to ensure ultimate oversight of compliance with Title IX and the University’s Title IX program. References to the Title IX Coordinator throughout the Policy may also encompass a designee of the Title IX Coordinator for specific tasks.

Appendix D: Statement of the Parties' Rights

Under this Policy and procedures, the Parties have the right to:

  • An equitable investigation and resolution of all credible allegations of prohibited discrimination, harassment, retaliation, and Other Prohibited Conduct, when reported in good faith to University officials.
  • Timely written notice of all alleged violations, including the identity of the Parties involved (if known), the specific misconduct being alleged, the date and location of the alleged misconduct (if known), the implicated Policies and procedures, and possible sanctions.
  • Timely written notice of any material adjustments to the allegations (e.g., additional incidents or allegations, additional Complainants) by updating the Notice of Investigation and Allegation(s) (NOIA) as needed to clarify potentially implicated Policy violations.
  • Be informed in advance of any University public release of information regarding the allegation(s) or underlying incident(s), whenever possible.
  • Have all personally identifiable information protected from the University’s release to the public without consent, except to the extent permitted by law.
  • Be treated with respect by University officials.
  • Have University Policy and these procedures followed without material deviation.
  • Voluntarily agree to resolve allegations under this Policy through Informal Resolution without University pressure, if Informal Resolution is approved by the Title IX Coordinator.
  • Not be discouraged by University officials from reporting discrimination, harassment, retaliation, and Other Prohibited Conduct to both on-campus and off-campus authorities.
  • Be informed of options to notify proper law enforcement authorities, including on-campus and local police, and the option(s) to be assisted by the University in notifying such authorities, if the party chooses. This also includes the right to not be pressured to report.
  • Have allegations of violations of this Policy responded to promptly and with sensitivity by University law enforcement, security, and/or other University officials.
  • Be informed of available supportive measures, such as counseling, advocacy, health care, student financial aid, visa and immigration assistance, and/or other services, both on-campus and in the community.
  • A University-implemented no-contact order or a no-trespass order against a non-affiliated third party when a person has engaged in or threatens to engage in stalking, threatening, harassing, or other improper conduct.
  • Be informed of available assistance in changing academic, living, and/or employment situations after an alleged incident of discrimination, harassment, retaliation, and/or Other Prohibited Conduct if such changes are reasonably available. No formal report, or investigation, either institutional or criminal, needs to occur for this option to be available. Such actions may include, but are not limited to:
    • Referral to counseling, medical, and/or other healthcare services
    • Referral to the Employee Assistance Program
    • Referral to community-based service providers
    • Visa and immigration assistance
    • Student financial aid counseling
    • Education to the institutional community or community subgroup(s)
    • Altering campus housing assignment(s)
    • Altering work arrangements for employees or student-employees
    • Safety planning
    • Providing campus safety escorts
    • Providing transportation assistance
    • Implementing contact restrictions (no contact orders) between the parties
    • Academic support, extensions of deadlines, or other course/program-related adjustments
    • Trespass, Persona Non Grata (PNG), or Be-On-the-Lookout (BOLO) orders
    • Timely warnings
    • Class schedule modifications and/or withdrawals
    • Leaves of absence
    • Increased security and monitoring of certain areas of the campus
    • Any other actions deemed appropriate by the Administrator
  • Have the University maintain supportive measures for as long as necessary, ensuring they remain confidential, provided confidentiality does not impair the University’s ability to provide the supportive measures.
  • Receive sufficiently advanced written notice of any University meetings or interviews involving another party, when possible.
  • Identify and have the Investigator(s) and/or Decision-maker question relevant available witnesses, including expert witnesses.
  • Provide the Investigator(s)/Decision-maker with a list of questions that, if deemed relevant and permissible by the Investigator(s)/Decision-maker, may be asked of any party or witness.
  • Have Complainant’s inadmissible sexual interests/prior sexual history or any Party’s irrelevant character evidence excluded by the Decision-maker.
  • Access the relevant evidence obtained and respond to that evidence.
  • A fair opportunity to provide the Investigator(s) with their account of the alleged misconduct and have that account be on the record.
  • Receive a copy of all relevant and permissible evidence obtained during the investigation, subject to privacy limitations imposed by federal and state law and be given ten (10) business days to review and comment on the evidence.
  • The right to receive a copy of the Final Investigation Report, including all factual, Policy, and/or credibility analyses performed, and to have at least ten (10) business days to review the report prior to the determination.
  • Be informed of the names of all witnesses whose information will be used to make a finding, in advance of that finding, when relevant.
  • Regular status updates on the investigation and/or Resolution Process.
  • Have reports of alleged Policy violations addressed by Resolution Process Pool members who have received relevant annual training as required by law.
  • A Decision-making panel that is not single-sex in its composition, if a panel is used.
  • Preservation of confidentiality/privacy, to the extent possible and permitted by law.
  • Meetings, interviews, and/or hearings that are closed to the public.
  • Petition that any University representative in the process be recused on the basis of disqualifying bias and/or conflict of interest.
  • Be able to select an Advisor of their choice to accompany and assist the party in all meetings and/or interviews associated with the Resolution Process.
  • Apply the appropriate standard of proof, Preponderance of the evidence, to make a Finding and Final Determination after an objective evaluation of all relevant and permissible evidence.
  • Be present, including presence via remote technology, during all testimony given and evidence presented during any live hearing.
  • Have an impact and/or mitigation statement considered by the Decision-maker following a determination of responsibility for any allegation, but prior to sanctioning.
  • Be promptly informed of the Resolution Process finding(s) and sanction(s) (if any) and be given a detailed rationale of the decision (including an explanation of how credibility was assessed) in a written outcome letter delivered to the Parties simultaneously (without undue delay).
  • Be informed in writing of when a University decision is considered final and any changes to the Final Determination or sanction(s) that occur post outcome letter delivery.
  • Be informed of the opportunity to appeal the Resolution Process finding(s) and sanction(s), and the procedures for doing so in accordance with the University’s grounds for appeal.
  • A fundamentally fair resolution as defined in these procedures.

Appendix E: Privacy, Privelage, and Confidentiality

For the purpose of this Policy, the terms privacy, confidentiality, and privilege have distinct meanings.

  • Privacy. Means that information related to a complaint will be shared with a limited number of University employees who “need to know” in order to assist in providing supportive measures or evaluating, investigating, or resolving the Complaint. All employees who are involved in the University’s response to Notice under this Policy receive specific training and guidance about sharing and safeguarding private information in accordance with federal and state law.
  • Confidentiality. Exists in the context of laws or professional ethics (including Title IX) that protect certain relationships, including clinical care, mental health providers, and counselors. Confidentiality also applies to those designated by the University as Confidential Employees for purposes of reports under this Policy, regardless of legal or ethical protections. When a Complainant shares information with a Confidential Employee, the Confidential Employee does not need to disclose that information to the Title IX Coordinator. The Confidential Resource will, however, provide the Complainant with the Title IX Coordinator’s contact information, assist the Complainant in reporting, if desired, and provide them with information on how the Title IX Office can assist them. With respect to Confidential Employees, information may be disclosed when: (1) the reporting person gives written consent for its disclosure; (2) there is a concern that the person will likely cause serious physical harm to self or others; or (3) the information concerns conduct involving suspected abuse or neglect of a minor under the age of 18, elders, or persons with disabilities. Non-identifiable information may be shared by Confidential Employees for statistical tracking purposes as required by the Clery Act/Violence Against Women Act (VAWA). Other information may be shared as required by law.
  • Privilege. Exists in the context of laws that protect certain relationships, including attorneys, spouses, and clergy. Privilege is maintained by a provider unless a court orders release or the holder of the privilege (e.g., a client, spouse, parishioner) waives the protections of the privilege. The University treats employees who have the ability to have privileged communications as Confidential Employees.

The University reserves the right to determine which University officials have a legitimate educational interest in being informed about student-related incidents that fall under this Policy, pursuant to the Family Educational Rights and Privacy Act (FERPA).

Only a small group of officials who need to know will typically be told about the Complaint. Information will be shared as necessary with Investigators, Decision-makers, Appeal Decision-makers, witnesses, the Parties, and the Parties’ Advisors. The circle of people with this knowledge will be kept as tight as possible to preserve the Parties’ rights and privacy, and release is governed by the institution’s unauthorized disclosure policy.

The University may contact students’ parents/guardians to inform them of situations in which there is a significant and articulable health and/or safety risk but will usually consult with the student prior to doing so.

Appendix G: Violence Risk Assessment

Threat assessment is the process of assessing the actionability of violence by a person against another person or group following the issuance of a direct or conditional threat. A Violence Risk Assessment (VRA) is a broader term used to describe assessment of any potential violence or danger, regardless of the presence of a vague, conditional, or direct threat.

Implementing a VRA requires specific training. It is typically conducted by psychologists, clinical counselors, social workers, case managers, law enforcement officers, student conduct professionals, and/or other Behavioral Intervention Team members.

A VRA occurs in collaboration with the Behavioral Intervention Team and must be understood as an ongoing process, rather than as a single evaluation or meeting. A VRA is not an evaluation for an involuntary behavioral health hospitalization (e.g., 5150 in California, Section XII in Massachusetts, Baker Act in Florida), nor is it a psychological or mental health assessment.

A VRA assesses the risk of actionable violence, often with a focus on targeted/predatory escalations. It is supported by research from law enforcement, criminology, human resources, and psychology.

When conducting a VRA, the assessor(s) use(s) an evidence-based process consisting of:

  1. An appraisal of risk factors that escalate the potential for violence.
  2. A determination of stabilizing influences, or protective factors, that reduce the risk of violence.
  3. A contextual analysis of violence risk by considering environmental circumstances, hopelessness, and suicidality; catalyst events; nature and actionability of the threat; fixation and focus on target; grievance collection; and action and time imperative for violence.
  4. The application of intervention and management approaches to reduce the risk of violence.

To assess a person’s level of violence risk, the Title IX Coordinator will initiate the VRA process through the Behavioral Intervention Team. The Behavioral Intervention Team will assign a trained person(s) to perform the assessment, according to the specific nature of the complaint.

The assessor(s) will follow the process for conducting a VRA as outlined in the Behavioral Intervention Team manual and will rely on a consistent, research-based, reliable system that allows for the evaluation of the risk levels.

Some examples of formalized approaches to the VRA process include The NABITA Risk Rubric,3 The Structured Interview for Violence Risk Assessment (SIVRA-35),4 Violence Risk Assessment of the Written Word (VRAWW),5 Workplace Assessment of Violence Risk (WAVR-21),6 Historical Clinical Risk Management (HCR-20),7 and MOSAIC.8

The VRA is conducted independently from the Resolution Process, informed by it, but free from outcome pressure. The person(s) conducting the assessment will be trained to mitigate any bias and provide the analysis and findings in a fair and equitable manner.

The Behavioral Intervention Team member(s) conducts a VRA process and makes a recommendation to the Title IX Coordinator as to whether the VRA indicates there is a substantial, compelling, and/or imminent and serious threat to the health and/or safety of a person or the community.

In some circumstances, the Title IX Coordinator may determine that a VRA should be conducted by the Behavioral Intervention Team as part of the initial evaluation of a Complaint under this Policy. A VRA can aid in critical and/or required determinations, including:

  1. Whether to remove the Respondent on an emergency basis because of an immediate threat to a person or the community’s health/safety (Emergency Removal)
  2. Whether the Title IX Coordinator should pursue/initiate a Complaint absent a willing/able Complainant
  3. Whether the scope of an investigation should include an incident, and/or pattern of misconduct, and/or climate of discrimination or harassment
  4. To help identify potential predatory conduct
  5. To help assess/identify grooming behaviors
  6. Whether it is reasonable to try to resolve a Complaint through Informal Resolution, and if so, what approach may be most successful
  7. Whether to impose transcript notation or communicate with a transfer institution about a Respondent
  8. Assessment of appropriate sanctions/remedies (to be applied post-determination)
  9. Whether a Clery Act Timely Warning/Trespass order/Persona Non Grata is needed

A compelling risk to health and/or safety may result from evidence of patterns of misconduct, predatory conduct, threats, abuse of minors, use of weapons, and/or violence. Institutions may be compelled to act on alleged employee misconduct irrespective of a Complainant’s wishes.

Appendix I: ATIXA Record Maintenance and Access Model Policy

Policy Scope

This Policy covers records maintained in any medium that are created pursuant to the University’s Equal Opportunity, Harassment, and Nondiscrimination Policy and/or the regular business of the University’s the Title IX Office. All such records are considered private or confidential by the Title IX Office, in accordance with FERPA and the directive from the Department of Education to maintain the confidentiality of records related to discrimination, harassment, and retaliation. These records may be shared internally with those who have a legitimate educational interest and will be shared with the Parties to a Complaint under applicable federal and/or state law. The Title IX Office controls the dissemination and sharing of any records under its control.

Types of Records Covered Under this Policy

Records pertaining to the Equal Opportunity, Harassment, and Nondiscrimination Policy include, but are not limited to:

  • The Complaint
  • NOIAs
  • Documentation of notice to the institution, including incident reports
  • Anonymous reports later linked to a specific incident involving known Parties
  • Any documentation supporting the initial evaluation
  • Investigation-related evidence (e.g., physical and documentary evidence collected and interview transcripts)
  • Dismissal-related documentation and appeals
  • Documentation related to Emergency Removals, leaves, and interim actions and challenges
  • Documentation related to the Resolution Process
  • The Final Investigation Report and file
  • Remedy-related documentation
  • Supportive measures-related documentation
  • Appeal-related documentation
  • Informal Resolution records
  • Outcome Notices
  • Any other records typically maintained by the University as part of the Complaint file

Drafts and Working Files: Preliminary drafts and “working files” are not considered records that the University must maintain, and these are typically destroyed during the course of an investigation or at the conclusion of the Resolution Process. They are preliminary versions of records and other documents that do not state a final position on the subject matter reviewed or are not considered to be in final form by their author and/or the Title IX Coordinator. An example of a “working file” would be the Investigator’s notes made during an interview on topics that they want to revisit in subsequent interviews. Sole possession records maintained as such in accordance with FERPA are also included in this category. All drafts of investigation reports shared with the Parties are maintained.

Attorney Work-Product: Communications from the Title IX Office or its designees with the University’s legal counsel may be work product protected by attorney-client privilege. These privileged communications are not considered records to be maintained by the Title IX Office or accessible under this Policy unless the Title IX Coordinator, in consultation with legal counsel as necessary, determines that these communications should be included as accessible records.

Record Storage

Records may be created and maintained in different media formats; this Policy applies to all records, irrespective of format. All records created pursuant to the Policy, as defined above, must be stored in digital format and maintained by the Title IX Office. The complete file must be transferred to the Title IX Office, typically within fourteen (14) business days of the complaint resolution (including any appeal), if the file is not already maintained within the Title IX Office. Security protocols must be in place to preserve the integrity and privacy of any parts of any record that are maintained in the Title IX Office during the pendency of an investigation.

The Title IX Office will store all records created pursuant to the Policy, regardless of the identities of the Parties. Any extra (non-essential) copies of the records (both digital and paper) must be destroyed.

A copy of records showing compliance with any applicable Clery Act/Violence Against Women Act (VAWA) requirements will be maintained along with the Complaint file by the Title IX Office.

Title IX Training Materials

The University will also maintain copies of the slides or other materials from all Title IX training for the Resolution Process Pool members, the Nondiscrimination Team, and employees. Trainings occurring prior to August 1, 2024, are posted online at https://www.ahu.edu/title-ix, and trainings occurring after August 1, 2024, are available for review upon request to the Title IX Coordinator.

Record Retention

All records created and maintained pursuant to the Policy will be retained by the Title IX Office for a minimum of seven (7) years in database, digital, and/or paper form. Except for records pertaining to Title IX and the Clery Act/VAWA, the Title IX Coordinator may authorize destruction or expungement acting under their own discretion, or in accordance with a duly executed and binding claim settlement and/or by court or government order.

Record Access

Access to records created pursuant to the Policy or housed in the Title IX Office is strictly limited to the Title IX Coordinator and any person they authorize in writing, at their discretion, or via permission levels within the database. Those who are granted broad access to the Title IX Office records are expected to access only those pertinent to their scope, work, or specific assignment. Anyone who accesses such records without proper authorization may be subject to an investigation and possible discipline/sanction. The discipline/sanction for unauthorized access of records covered by this Policy will be at the discretion of the appropriate disciplinary authority, consistent with other relevant University policies and procedures.

Student Parties may request access to their complaint file. The University will provide access or a copy within 45 days of the request. Appropriate redactions of personally identifiable information may be made before inspection, or any copy is shared.

During the investigation, materials may be shared with the Parties using secure file transmission software. The Title IX Office will watermark any such file with the watermark identifying the role of the person in the process (e.g., Complainant, Respondent, Decision-maker; Complainant’s Advisor) before sharing.

The University will maintain an access log of each case file, showing when and by whom it was accessed and for what purpose.

Record Security

The Title IX Coordinator is expected to maintain appropriate security practices for all records, including password protection, lock and key, and other barriers to access as appropriate. Record security should include protection from floods, fire, and other potential emergencies. Clothing, forensic, and other physical evidence should be securely stored in the Title IX Office or another appropriate secure location. All physical evidence will be maintained in a facility that is reasonably protected from flood and fire. A catalog of all physical evidence will be retained with the Complaint file.

Appendix J: Training for Members of the Resolution Process Pool

Resolution Process Pool members receive annual training related to their respective roles. This training may include, but is not limited to:

  • The scope of the University’s Equal Opportunity, Harassment, and Nondiscrimination Policy
  • The University’s Resolution Process
  • How to conduct investigations and hearings that protect the safety of Complainants and Respondents, and promote accountability
  • Implicit bias and confirmation bias
  • Treating Parties equitably
  • Disparate treatment
  • Disparate impact
  • Reporting, confidentiality, and privacy requirements
  • Applicable laws, regulations, and federal regulatory guidance
  • How to implement appropriate and situation-specific remedies
  • How to investigate in a thorough, reliable, timely, and impartial manner
  • Trauma-informed practices pertaining to investigations and resolution processes
  • How to uphold fairness, equity, and due process
  • How to weigh evidence
  • How to conduct questioning
  • How to assess credibility
  • Impartiality and objectivity
  • How to render findings and generate clear, concise, evidence-based rationales
  • The definitions of all prohibited conduct
  • How to conduct an investigation and grievance process, including administrative resolutions, hearings, appeals, and Informal Resolution Processes
  • How to serve impartially by avoiding prejudgment of the facts at issue, conflicts of interest, and bias against Respondents and/or for Complainants, and on the basis of sex, race, religion, and other protected characteristics
  • Any technology to be used at a live hearing
  • Issues of relevance of questions and evidence
  • Issues of relevance and creating an Investigation Report that fairly summarizes relevant and not impermissible evidence
  • How to determine appropriate sanctions in reference to all forms of harassment, discrimination, and/or retaliation allegations
  • Recordkeeping

Additional Training Elements Specific to Title IX

All investigators, Decision-makers, and other persons who are responsible for implementing the University’s Title IX policies and procedures will receive training related to their duties under Title IX promptly upon hiring or change of position that alters their duties under Title IX or this part, and annually thereafter. Materials will not rely on sex stereotypes. Training topics include, but are not limited to:

  • How to conduct a sex discrimination resolution process consistent with the Nondiscrimination Procedures, including issues of disparate treatment, disparate impact, sex-based harassment, quid pro quo, hostile environment harassment, and retaliation
  • The meaning and application of the term “relevant” in relation to questions and evidence, and the types of evidence that are impermissible regardless of relevance under the Title IX Regulations
  • Training for Informal Resolution facilitators on the rules and practices associated with the University’s Informal Resolution process
  • The role of the Title IX Coordinator
  • Supportive Measures
  • Clery Act/VAWA requirements applicable to Title IX
  • The University’s obligations under Title IX
  • How to apply definitions used by the University with respect to consent (or the absence or negation of consent) consistently, impartially, and in accordance with Policy
  • Reasonable modifications and specific actions to prevent discrimination and ensure equal access for pregnancy or related conditions
  • Any other training deemed necessary to comply with Title IX

1 Not to be confused with those mandated by state law to report child abuse, elder abuse, and/or abuse of persons with disabilities to appropriate officials, though these responsibilities may overlap with those who have mandated reporting responsibility under this Policy.

2 The Title IX Coordinator designated to receive information from Mandated Reporters may vary depending upon the type of alleged discrimination, harassment, or retaliation (e.g., on the basis of sex, on the basis of race, on the basis of disability).

3https://www.nabita.org/training/nabita-risk-rubric/

4https://www.nabita.org/training/sivra-35/

5https://www.nabita.org/training/vraww/

6www.wavr21.com

7http://hcr-20.com

8www.mosaicmethod.com

Based on the ATIXA 2024 One Policy, One Procedure (1P1P) model. © June 2024 ATIXA. Used with permission.