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K. Retaliation <br />UEI will not retaliate against any individual for <br />exercising rights under Title IX, including the <br />participating in or refusing to participate in the <br />filing of a Formal Complaint, the investigation, or <br />any proceeding or hearing. Examples of <br />prohibited retaliation include intimidation, threats, <br />coercion, or discrimination, and specifically <br />include bringing charges against an individual for <br />student code of conduct violations that do not <br />involve sex discrimination or Sexual Harassment <br />but arise out of the same fact or circumstances as <br />a report or complaint of sex discrimination or <br />Sexual Harassment. <br />Exercising rights protected under the First <br />Amendment does not constitute retaliation. In <br />addition, charging an individual for making a <br />materially false statement in bad faith in the <br />course of an investigation does not constitute <br />retaliation. <br />If you believe you have been retaliated against, <br />you should contact the Title IX Coordinator or <br />utilize any of the mechanisms outlined in this <br />school catalog or Team Member Handbook. <br />L. Recordkeeping <br />UEI shall maintain records of Title IX activities as <br />required by law, including records of: <br />• Sexual Harassment investigations, <br />including any determination regarding <br />responsibility and any audio or <br />audiovisual recording or transcript, any <br />disciplinary sanctions imposed on the <br />respondent, and any remedies provided <br />tothe Complainant designed to restore or <br />preserve equal access to the school's <br />education program or activity; <br />• Any appeal and the result therefrom; <br />• Any informal resolution; and <br />• All materials used to train Title IX <br />coordinators, investigators, decision - <br />makers, and any person who facilitates <br />an informal resolution process. <br />UEI shall create, and maintain for seven years, <br />records of any actions (Including any supportive <br />measures) taken in response to a report or <br />Formal Complaint of Sexual Harassment. In <br />each instance, UEI shall document the basis for <br />its conclusion that its response was not <br />deliberately Indifferent, and document that it has <br />taken measures designed to restore or preserve <br />equal access to the school's education program <br />or activity. If a school does not provide a <br />Complainant with supportive measures, the <br />school will document the reasons why such a <br />response was not clearly unreasonable in light of <br />the known circumstances. <br />M. Training <br />The Title IX Coordinator and all personnel <br />involved in the Title IX process outlined in this <br />policy shall be trained on: <br />• The definition of Sexual Harassment; <br />• The scope of the school's education <br />program or activity; <br />• How to conduct an investigation and <br />grievance process, including hearings, <br />appeals, and informal resolution process, <br />as applicable; and <br />• How to serve impartially, including by <br />avoiding prejudgment of the facts at <br />issue, conflicts of interest, bias, and sex <br />stereotypes. <br />Investigators and decision -makers will receive <br />training on issues of relevance, including how to <br />apply the rape shield protections provided only for <br />Complainants. Decision -makers will also receive <br />training on any technology used at a hearing. <br />UEI shall publish all training materials on the <br />applicable school website on the Student <br />Consumer Information page. <br />N. Additional Information <br />Students and employees may contact the Title IX <br />Coordinator with any questions related to this <br />policy. In addition, the U.S. Department of <br />Education Office for Civil Rights ("OCR") <br />investigates complaints of unlawful harassment <br />of students in educational programs or activities. <br />This agency may serve as a neutral fact finder <br />and will attempt to facilitate the voluntary <br />resolution of disputes with the parties. For more <br />information, visit the OCR website at <br />http://www.hhs.gov/ocr/. To the extent that an <br />employee or contract worker is not satisfied with <br />UEI's handling of a complaint, he or she may also <br />contact the appropriate state or federal <br />enforcement agency for legal relief. <br />O. Sexual Violence <br />In accordance with the Jeanne Clary Disclosure <br />of Campus Security Policy and Crime Statistics <br />Act ("Clery Act") and the Violence Against <br />Women Reauthorization Act of 2013 ("VAWA"), <br />UEI will provide primary prevention and <br />awareness programs to prevent Sexual Assault, <br />Dating Violence, Domestic Violence and Stalking <br />