UNITED EDUCATION INSTITUTE dba UEI COLLEGE

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circumstances where there is an immediate threat to physical health or safety. Before taking this emergency measure, the school will: • Undertake an individualized safety and risk analysis to determine whether there is an immediate threat to the physical health or safety of any person arising from the allegations of Sexual Harassment; • Make an affirmative determination that such an immediate threat exists based on its individualized safety and risk analysis; and • Provide the Respondent with notice and an opportunity to challenge the emergency decision immediately following the Respondent's removal. School administrators will issue timely warnings for incidents reported that pose a substantial threat of bodily harm or danger to other members of the campus community. UEI will make every effort to ensure that a victim's name and other identifying information are not disclosed, while still providing enough Information for community members to make safety decisions in light of the danger. UEI reserves the right to notify parents/guardians of dependent students regarding any health or safety risk, or a change in student status. Personally, identifiable information for victims of Sexual Assault, Dating Violence, Domestic Violence and Stalking will not be included in any publicly available recordkeeping, including Clary Act Reporting and disclosures. 9. Grievance Process UEI shall Investigate all Formal Complaints of Sexual Harassment using its grievance process, which is designed to ensure due process and fairness to all parties, Title IX personnel (Title IX Coordinator, investigators, decision -makers, and individuals who facilitate informal resolution) will be free from conflicts of interest or bias for or against Complainants or Respondents. Title IX personnel will objectively evaluate all relevant evidence and avoid credibility determinations based on a person's status as a Complainant, Respondent, or witness. UEI shall not impose discipline on a Respondent without going through the required grievance process. A. Standard of Evidence For all Formal Complaints of Sexual Harassment (including where employees are Respondents), UEI applies the preponderance of the evidence standard, meaning that it is "more likely than not" that something did or did not occur. B. Presumption of Non -Responsibility A Respondent is presumed not responsible for the alleged Sexual Harassment until a determination regarding responsibility is made at the conclusion of the grievance process. C. Advisor As outlined in the written notice of allegations, the parties may have an advisor of their choice present at any stage of the process. The advisor is allowed to be present at any meeting but is required to be at the live hearing for the purpose of conducting cross-examinations. If the party does not have an advisor for the live hearing, UEI shall provide, without fee or charge to that party, an advisor of UEI's choice. The Complainant and Respondent may not conduct cross-examination. D. Investigation Process A Formal Complaint shall be investigated by the Title IX Coordinator or other trained designee ("investigator'), who will conduct interviews and gather evidence. The investigator will objectively evaluate all relevant evidence and avoid credibility determinations based on a person's status as a Complainant, Respondent, or witness. The investigator shall be free from conflicts of interest or bias for or against the Complainant or Respondent. Both parties shall have an equal opportunity to submit and review evidence throughout the investigation process, including the opportunity to present fact and expert witnesses and other inculpatory and exculpatory evidence. UEI shall not restrict the parties' ability to discuss the allegations or gather or present evidence. The scope of an investigation will vary depending on the allegations and circumstances of each individual Formal Complaint. Each Formal Complaint will be assessed on an individualized basis. For purposes of illustration, an investigation may include the following steps, as appropriate: • Reviewing the Formal Complaint; • Gathering additional information or statements from Complainant; Gathering information from any witnesses (for example faculty, staff or other students with potentially relevant Information);