UNITED EDUCATION INSTITUTE dba UEI COLLEGE

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community. The Title IX Coordinator may consolidate Formal Complaints where the allegations arise out of the same facts. Formal Complaints Involving employees will also be referred to the Human Resources Department and simultaneously evaluated under applicable employee conduct policies and procedures outlined in the Team Member Handbook. 5. Dismissal of Formal Complaints in Certain Circumstances The Title IX Coordinator will dismiss a Formal Complaint if the conduct alleged in the Formal Complaint: • Does not meet the definition of Sexual Harassment; • Did not occur in the school's education program or activity; or • Did not occur against a person in the United States. The Title IX Coordinator may dismiss a Formal Complaint where: • Complainant notifies the Title IX Coordinator in writing that the Complainant wishes to withdraw the Formal Complaint or allegations; • Respondent is no longer enrolled or employed by the school; or • Specific circumstances prevent the school from gathering evidence sufficient to reach a determination regarding responsibility, UEI shall provide the parties with written notice of a dismissal, whether mandatory or discretionary, and the reason for the dismissal. Dismissal of the Formal Complaint under this policy does not preclude the institution from investigating the allegations under a different policy such as the Student Complaint/Grievance Procedure Policy outlined in this school catalog and/or the Complaint Procedure Policy outlined in the Team Member Handbook. 6. Written Notice of Allegations Upon receipt of a Formal Complaint of Sexual Harassment, the Title IX Coordinator shall provide written notice of the allegations to the parties. The written notice shall: • Include sufficient details of the allegations, Including the identities of the parties involved, policy alleged to have m been violated, the conduct allegedly constituting Sexual Harassment, and the date and location of the alleged incident in order to allow the parties to prepare for an initial interview. • Inform the parties that they may have an advisor of their choice. • Inform the parties they will have an opportunity to review evidence obtained during the investigation. • Include a statement that the Respondent is presumed not responsible for the alleged conduct and that a determination regarding responsibility is made at the conclusion of the entire grievance process. • Inform the parties that they are prohibited from knowingly making any false statement or knowingly submitting false information during the grievance process. The parties will also be provided with separate written notice of any investigative interview, meeting, or hearing. Interview/meeting notices will include the date, time, location, participants and purpose of the investigative interview or meeting. 7. Informal Resolution After a Formal Complaint is filed, the school may offer the parties the opportunity to engage in an informal resolution process such as a mediation or informal settlement conference. The school, however, will not offer or facilitate an informal resolution process where the allegations in the Formal Complaint allege that an employee sexually harassed a student. Before proceeding with an informal resolution process, both parties must give voluntary, informed, written consent. UEI will provide written notice to the parties disclosing the allegations, the requirements of the informal resolution process, and any consequences of participating in the Informal resolution process. Any party may withdraw from the informal resolution process and resume the grievance process with respect to the Formal Complaint at any point prior to agreeing to a resolution. 8. Emergency Removal of Respondents from Campus UEI may temporarily remove an individual from campus on an interim basis during the pendency of a Formal Complaint in limited emergency