Human Rights Policy

Human Rights Policy

Discrimination and harassment are prohibited under state and federal law, as well as under Drew University’s Human Rights Policy. The Policy embodies Drew’s commitment to creating and maintaining a diverse and open educational community. It is intended to educate the community about discrimination, including sexual harassment, and to support and protect any member of the community who uses the policy responsibly to pursue a complaint. Drew will investigate, adjudicate, and remedy reports of violations of the Policy.

The Policy and its procedures, as amended, will be implemented during the 2013-2014 academic year and comments, questions, and feedback are welcomed. All members of the University community are required to familiarize themselves with the content of the Policy as well as with the procedures. Ongoing training and awareness programs, including mandatory on-line education and testing and in-person sessions, will be scheduled.

Drew University is committed to maintaining and supporting diversity throughout the Drew community.  Discrimination or harassment in education or employment on the basis of protected class status constitutes a violation of this policy.  Protected class status is based on race, creed (religion), color, national origin, ancestry, age, marital status, civil union status, domestic partnership status, affectional or sexual orientation, genetic information, sex, gender identity or expression, disability, familial status, military service obligation, or nationality.  Offensive or unwelcome conduct or repeated differential treatment, as defined in this policy, based upon any of these protected characteristics, is prohibited.

Under this policy, each member of the University community is expressly prohibited from verbal, physical, written, or other technology-based conduct that creates an intimidating, hostile, or offensive working or learning environment.

Purpose

The purpose of the Drew University Human Rights Policy is to provide all members of the University community equal educational and employment opportunity, access, and benefits in an environment free from harassment, assault, intimidation, and discrimination of all kinds.  The policy seeks to protect the atmosphere of trust and collegiality in the University community and to educate the community.  Under this policy, the University will initiate a prompt, thorough, and impartial investigation of any report of discrimination or harassment and will provide effective and reliable processes and procedures for seeking remedies, while affording those accused of violations a fair opportunity to be heard.

Scope of the Policy

The Drew University Human Rights Policy applies to all members of the Drew community.  Discrimination or harassment, involving members of the campus community, even if it occurs off campus, can create a hostile environment and is prohibited under this policy.

Visitors and guests who violate this Policy may, at the University’s discretion, be required to leave University property and may be banned from the campus and/or from participating in future activities.  Hosts of visitors and guests who violate the Policy may be held responsible for the actions of their visitors or guests.

Definitions

1. Discrimination

Discrimination is any distinction, preference, advantage for or detriment to an individual, when compared to others, that is based on any protected class status as defined under this Policy.  The discrimination must be  sufficiently severe, pervasive and objectively offensive to create an intimidating, hostile, or offensive working or educational environment, or otherwise unreasonably interfere with or limit a student’s or employee’s ability to participate in or benefit from the University’s educational programs, activities, or work.

2. Harassment

Discriminatory harassment is verbal or physical conduct that demeans or shows hostility, or aversion, toward an individual because of his/her protected class status.   Harassing conduct consists of a range of behaviors that a reasonable person would consider sufficiently severe or pervasive to create an intimidating, hostile, or objectively offensive working or educational environment.  It can include epithets, slurs, jokes, negative stereotyping or threatening, intimidating or hostile acts that relate to a person’s protected class status.   Harassment can be communicated through spoken words, physical actions, written or graphic material, or electronic or social media. Sexual harassment and misconduct are forms of discrimination and are expressly prohibited under this Policy.  Definitions and terms that relate specifically to sexual misconduct are discussed in more detail below.

3. Sexual Harassment and Misconduct

Sexual harassment or misconduct includes physical, verbal, written or on-line conduct of a sexual nature (via any electronic means) which is sufficiently severe or pervasive to create an intimidating, hostile, or offensive educational or employment environment. Unwelcome sexual advances, requests for sexual favors or sexual contact, sexual harassment, and other verbal, nonverbal, or physical conduct of a sexual nature are examples of sexual harassment or misconduct.

3(a) Quid-Pro-Quo Sexual Misconduct

One form of sexual misconduct arises from a person’s exploitation of his or her position, power, or authority.  Quid-pro-quo sexual harassment (Latin for “this for that”) is unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature.   Common to all such behaviors is that non-compliance is accompanied by an implied or explicit threat to an individual’s employment or academic status or access and/or compliance carries an implicit or explicit offer of advantage or preference.

3(b) Hostile Environment Harassment/Misconduct

Hostile environment harassment/misconduct is sufficiently severe, pervasive, and objectively offensive to unreasonably interfere with or limit another’s ability to participate in or benefit from the University’s education program or workplace. Most often such behaviors constitute sexual harassment when they are frequent and repeated or when they continue after someone has asked that they stop.  The more severe the conduct, the less need there is to show a repetitive series of incidents.

3(c) Verbal Sexual Harassment/Misconduct.

Verbal sexual misconduct consists of verbal comments, including humor or derogatory comments, directed at an individual or group, as well as comments made via phone, text message, e-mail, electronic posting, or other electronic media.   It includes behaviors such as stalking or cyber-stalking, and comments of a sexual nature about an individual’s body, sexuality, gender identity or expression, or affectional or sexual orientation that continue after a request to stop, and/or are unwelcome, and which unreasonably interfere with a student’s (or employee’s) ability to benefit from or participate equally in the University’s programs (or work).

3(d) Physical Sexual Misconduct

Physical sexual misconduct can include sexual touching, violence, and other nonconsensual deliberate sexual contact or activity.  Nonconsensual sexual contact can consist of the deliberate touching of a person’s intimate parts (genitalia, groin, breast, buttocks or clothing covering those areas), fondling, and groping, kissing or using force to cause someone to touch another’s intimate parts.  Non-consensual sexual intercourse is sexual intercourse or penetration (anal, oral or vaginal), without effective consent, however slight, with any object.

3(e) Effective Consent

Effective consent is clear, informed, and freely given. It is communicated by mutually understandable words or actions which indicate a willingness to participate in mutually agreed upon sexual activity by persons of legal age. Consent as a result of coercion, intimidation, threat of force, or force is not effective consent. Consent may never be given by minors, mentally disabled persons, and those who are incapacitated as a result of alcohol or other drug consumption (voluntary or involuntary) or those who are unconscious, unaware or otherwise physically helpless.  Consent to one form of sexual activity cannot imply consent to future sexual acts.  A previous relationship or consent, including a dating relationship or previous sexual involvement, does not imply consent to future sexual acts.

3(f) Incapacity (Alcohol, Drugs, etc.)

Incapacity means an individual is not capable of making a rational, reasonable decision because they lack the ability to understand the who, what, when, where, why or how of their sexual interaction. Incapacity may also result from involuntary physical restraint as well as from voluntary or involuntary drug or alcohol use. Incapacity can arise from alcohol or drug use, or from ingestion of so-called date rape drugs, including Rohpynol, Ketomine, GHB, or Burundanga.   A person who has sexual activity with someone who is mentally or physically incapacitated as a result of alcohol or other drug use, unconscious or in a blackout state, is in violation of this policy.    Administering alcohol or a “date rape” drug to another person for the purpose of inducing incapacity is in violation of this policy. Use of alcohol or other drugs by the person complained against will not excuse behavior that violates this policy or diminish his/her responsibility.

3(g) Sexual Exploitation

Sexual exploitation occurs when an individual takes nonconsensual or abusive sexual advantage of another for his/her own advantage or benefit, or to benefit or advantage anyone other than the one being exploited.  Examples of sexual exploitation include, but are not limited to:

  • prostituting another,
  • non-consensual or surreptitious video or audio-taping of sexual activity,
  • going beyond the boundaries of consent (such as  permitting another to secretly observe you engaging in consensual sex),
  • voyeurism (peeping toms),
  • causing or attempting to cause another to become incapacitated,
  • knowingly transmitting a sexually transmitted infection, including HIV, to another.

Retaliation

Drew University’s Human Rights Policy seeks to encourage students, staff, and faculty to express freely and responsibly their opinions and feelings about any complaint of discrimination or harassment. Any act of reprisal, interference, restraint, penalty, discrimination, coercion, or harassment — overtly or covertly – against a person who uses this policy and its procedures not only undermines the University’s atmosphere of trust and collegiality, but threatens its ability to conduct investigations and to address violations. Retaliation includes any threats or other form of intimidation directed at a complainant, a witness, or a supporter at any point before, during or after an investigation, mediation and/or hearing. Accordingly, such acts violate this Policy and will be subject to appropriate and prompt disciplinary action.

False Complaints

This Policy shall not be used to bring frivolous or malicious charges against students, faculty or staff members. Discipline under the appropriate University policy may be taken against any person knowingly bringing a false complaint of any form of discrimination, including sexual harassment and misconduct.

Multiple or Related Complaints

Where the same facts or circumstances involve violations of different aspects of the Human Rights policy, all related complaints against a person will be addressed, heard, and resolved in one forum and proceeding. Complaints alleging violations of this policy cannot be pursued in multiple forums or on a serial basis when the same facts and circumstances are involvedIn the event that a proceeding under this Policy also involves claims under another University policy or forum, the appropriate administrator shall determine which policy or forum has a predominant interest. All related violations shall be considered in the proceeding selected.

Free Academic Inquiry

Academic freedom is central to the University’s mission.  This policy is not intended to restrict free academic inquiry, educational purpose, or artistic expression.

Cooperation

All members of the campus community should cooperate in an inquiry, investigation, and complaint resolution processes as required to ensure a prompt, adequate, reliable and impartial investigation of complaints.  Fact finders are authorized to call upon any administrative subdivision of the University or employee or staff member for assistance as necessary to complete its investigation and/or may utilize external resources to conduct any aspect of the investigation as necessary.

Privacy

All proceedings, documents, activities and meetings related to a specific investigation and/or complaint are considered private, as permitted by this Policy or applicable law.  While privacy will be maintained to the extent possible, the University cannot commit to privacy on an across the board basis.  The University will use its best efforts not to disseminate information about an investigation or complaint beyond those who have a need to know.  Consistent with its obligations under state and federal law, however, the University may be required to take reasonable investigative steps, even in the face of a request for privacy or a request not to pursue an investigation.

Parties and those interviewed in connection with a claim of discrimination or harassment should not disclose information about the report, investigation, mediation, or adjudication to those outside the process in order to avoid interference, claim of undue influence, or retaliation.

Confidentiality

Under federal law, a student’s sanction or discipline is part of the educational record of an accused student and is protected from release with certain exceptions.  Those exceptions, however, will not typically apply in a matter involving a severe sanction.  For example, the University may release publicly the name, nature of the violation and the sanction for any student found in violation of a University policy that constitutes a crime of violence, including arson, burglary, robbery, criminal homicide, sex offenses, assault, destruction/damage/ vandalism and kidnapping or abduction.  This information will be released to the complainant.  Additionally, in matters involving non-consensual sexual contact/intercourse, sexual exploitation, sexual harassment, stalking and relationship violence, complainants have a right to be informed of the outcome and sanctions, in writing.

In matters involving faculty and or/staff only, both parties will be advised of the outcome and sanction of a disciplinary proceeding.  Students who bring a sexual misconduct complaint against a faculty or staff member may be informed of both the outcome and sanction as well, because the person complained against is not a student and is not protected under federal law. Otherwise, as a general rule, an employee’s sanction will not be disclosed to persons other than supervisors.

Training & Education

All faculty, staff, and students are required to receive discrimination training and sexual harassment and misconduct training. Employees who are likely to receive reports of discrimination or harassment, including faculty, administrators, resident assistants, health and counseling personnel, and athletic staff, should ensure they receive training, be familiar with these policies and procedures, and be able to identify appropriate contacts within the University for handling reports or complaints of violations.

Notice of Nondiscrimination

Drew University does not discriminate in its education program and activities or employment practices on the basis of sex, race, creed, color, national origin, ancestry, age, marital, civil union or domestic partnership status, gender identity or expression, affectional or sexual orientation, genetic information, familial status, military service obligation, disability, or nationality.  The University complies with Titles VI and VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Age Discrimination in Employment Act, the Rehabilitation Act of 1973, the Americans with Disabilities Act, and other federal and State anti-discrimination laws.

The University’s Affirmative Action and Equal Employment Officer is: George-Harold Jennings.  He can be reached at (973)-408-3392 or via e-mail at gjenning@drew.edu

Notice of Prohibitions against Sexual Discrimination/Title IX Coordinator

Drew University does not discriminate on the basis of sex in its education program or activities as required by Title IX of the Education Amendments of 1972, 20 U.S.C. sec. 1681 et seq.  or Inquiries regarding the application of Title IX or this Policy may be made to the University’s Title IX Coordinator/AA/EEO Officer: George-Harold Jennings, 36 Madison Avenue, Madison, NJ  07940 or at: (973)-408-3392; or gjenning@drew.edu.  Complaints of sexual harassment or misconduct may be reported to the Campus Conduct Hotline at 1-866-943-5787 or at investigations@drew.edu.

Portions of this policy were adopted from models from NCHERM, with permission.

Procedures

Introduction

The Human Rights Committee has a variety of functions.  Members may conduct or assist in fact finding into allegations of discrimination or harassment.  Members may also serve on the Human Rights Committee in matters involving faculty or staff or on the Student Conduct Board in matters involving students.   Members may help with mediation and the voluntary resolution of complaints or help in training students, staff, and faculty.  The Human Rights Committee also works with the Title IX Coordinator/AA/EEO Officer works in reviewing the University’s compliance with federal law and State anti-discrimination laws.

Reporting Discrimination and Harassment

Anyone who wishes to report a complaint of discriminatory or harassing conduct should report the matter.  Reports or complaints of discriminatory or harassing conduct against a student should be reported to Campus Life and Student Affairs professional staff.  Complaints involving staff should be reported to the Human Resources Office, or, in the case of faculty, to the Dean’s Office.

Reports or complaints can also be submitted to the Title IX Coordinator/AA/EEO Officer, the e-mail hotline, Public Safety, or members of the Human Rights Committee.  Names and numbers of contacts are listed on the Support and Resources page at the end of this document. Drew University reserves the right to pursue complaints on its own behalf.

If you have concerns about reporting an incident involving sexual misconduct, or other forms of discrimination, counseling is available for students on a confidential basis through the Center for Psychological and Counseling Services (Counseling Center) http://www.drew.edu/Counseling/.  Morris Cares, a component of the Morris County Sexual Assault Response Team, also provides confidential counseling and advocacy for victims of sexual assault and can be reached at (973)-829-0587.   In addition, the following agencies respond to allegations involving criminal conduct, including sexual assault:  the Madison Police Department –  (973)-593-3000 or 9-1-1 (emergency); and the Morris County Prosecutor’s Office and its Sexual Assault Nurse Examiner and Sexual Assault Response Team Program (SANE/SART) – (973)-285-2900.

Employees may obtain confidential counseling through the University’s Employee Assistance Program, CONCERN, which can be reached at 1-800-242-7371.

Sexual Misconduct – Required Notifications about Available Law Enforcement Resources

When sexual misconduct or other serious claims of sexual harassment, including sexual violence are alleged, the person who is alleged to have been the target of the sexual misconduct must be told about the availability of law enforcement resources and be provided assistance in contacting any law enforcement personnel or authority, if s/he requests.  Those resources include the Morris County Prosecutor’s Office’s Sexual Assault Response Team and the Madison Police Department.  Contact information, including phone numbers, are listed on the contacts page at the end of this document.

When health or safety is at risk, the University’s Public Safety Department should be contacted as soon as possible as well.

Fact Finding

Fact finding consists of an inquiry into the facts and circumstances of an allegation that the Drew University Human Rights Policy has been violated. A report or complaint of discrimination or harassment will be evaluated and may result in a preliminary inquiry, mediation, administrative action, including interim measures or final disciplinary action, referral for additional fact finding,  referral to another more appropriate process or forum, or dismissal because the Policy has not been violated.  Referral for additional fact finding does not constitute a determination that a complaint or report is substantiated.   Matters involving another University Policy or forum with a predominant interest in the complaint and its handling may be referred there for resolution. 

In the case of students, a report or complaint of discrimination or harassment will be handled initially by Campus Life and Student Affairs professional staff, or a designee. More specific information about the procedures applicable to students may be found in Daniels Dictionary.  In the case of faculty, such matters may be handled initially by the Office of the Dean or a designee, and in the case of staff, by the Human Resources Office, or a designee.

Fact finding may be placed on hold at the request of law enforcement. Initial notice of an inquiry may be provided to the person complained against during a preliminary inquiry or during any additional fact finding.  A party’s or witness’ attorney is not permitted to participate at any stage of the University’s fact finding, hearing, or appeal process.  Participants may consult with counsel on their own outside of the process.

At the conclusion of the fact finding process, a summary or report should be prepared and submitted to the appropriate administrator, with a copy to the Title IX Coordinator/AA/EEO Officer. In the event of an actual conflict involving that administrator and the complainant or the person complained about, an alternate shall be selected. For faculty, the appropriate administrator will be the dean, or designee, and for staff, the Human Resources Director, or designee.  Information about the procedures for students may be found in Daniels Dictionary.

Dismissal

Allegations that do not constitute a violation of the Policy, lack specificity, or that are determined to be false may be dismissed with notice to the complainant.  That determination may be appealed within two days by submitting an appeal in writing or e-mail to the Title IX Coordinator/AA/EEO Officer.

Mediation

Mediation can be an effective means to resolve complaints. Parties can elect to pursue mediation, at any point prior to a decision, as long as it is mutually agreeable and an allegation of sexual assault is not involved.  A matter that cannot be resolved will be referred back for handling under these procedures.

The terms and conditions of any agreement, including the nature of the complaint and the outcome should be recorded in writing and signed by the parties, and maintained by the appropriate administrator and the Title IX Coordinator/AA/EEO Officer.

If the parties are unable to reach agreement or the complainant decides to pursue a formal hearing, that decision will be memorialized and notice provided to the appropriate administrator.

Hearings

In matters involving allegations of discrimination or harassment against a staff or faculty member, the appropriate administrator, or designee, decides which hearing procedure will apply.  Matters may be heard administratively or before the Human Rights Committee.  Factors to be considered in making this determination include: the severity of the alleged violation, the weight of any summary or report, whether the charges are contested, any prior disciplinary record or patterns of conduct, the inclination of the parties, timeliness, the University schedule, and the severity of any potential sanction. Only allegations involving the most serious matters should be referred to the Board or Committee.  A referral, however, does not constitute and should not be construed as, a determination of responsibility.

Procedures for an Administrative Meeting

In general, persons charged with a violation of the Human Rights Policy will be directed to meet with an administrator, or designee, to review the process, discuss the alleged violation, and present their response. The administrator may meet with others with information about the incident in his or her discretion. At the conclusion of the process, the administrator, or designee, will determine whether the accused is not responsible or responsible and, when there is a finding of responsibility, determine the sanction and advise the accused of the outcome and sanction.

Specific information about the process applicable to students charged with violating of the Human Rights Policy may be found in Daniels Dictionary.

Procedures for a Committee or Board Hearing

In general, the purpose of a hearing is for the members of the Committee or Board, after reviewing complaints, factual summaries, or other written submittals and by listening to the parties and witnesses, to determine an outcome and, if necessary, a sanction, by a preponderance of the evidence. In the case of faculty or staff, a committee will be assembled by a convener, who shall be a chair of the Human Rights Committee, or a designee drawn from among other members of the Human Rights Committee. In the case of faculty or staff, the complainant and the person complained against may each request that one person be removed from the Hearing Committee and replaced with another member. The process for student board hearings is detailed in Daniels Dictionary.

When a faculty member is the person complained against, the Hearing Committee will consist of 3 voting faculty committee members.   When a staff member is the person complained against, the Hearing Committee will consist of 3 voting staff members, if both parties are staff. The Hearing Committee will also include one member of the constituency of the complainant, if different from the constituency of the person complained against, who has no vote, but will be present, with voice, throughout the hearing and deliberations. In these matters, those with connections to the complainant (e.g., in their department) or the person complained against should not be selected. Conflicts of interest involving a Hearing Committee member should be disclosed and any allegations of a conflict of interest should be raised and resolved on a timely basis.

A hearing is not a formal trial; therefore, the Committee or Board or convener asks the questions, etc., not the parties involved.   Formal rules of evidence are not applicable to this process.

Both parties may make a statement and submit questions to the Board or convener for consideration. The Board may ask for written statements instead of appearances, and take other reasonable action such as use of remote technology for party or witness appearances in order to expedite the hearing or ensure fairness. The Hearing Committee has the right to exclude testimony or information not pertinent to the complaint, including past sexual history or character information.  The Hearing Committee may also call any witnesses, or request that other pertinent information, be presented in its discretion.  The hearing will be recorded.

Witnesses are only permitted in the room when called to provide testimony by the convener.  Each party may be accompanied by us supporter of their choosing. The supporter may not be a witness and must be a member of the University community. Attorneys are not permitted to sit in or participate in any hearing.

If either party fails to attend a hearing, the hearing will proceed and due weight will be accorded to all materials related to the absent party.

Attendance

Hearing Committee members; complainant and supporter; person complained against and supporter; witnesses (witnesses are only present for their own statement). Lawyers may not be present at the hearing; supporters of either party should not also be witnesses.
In the event, either party fails to attend a properly noticed hearing, the Hearing Subcommittee will continue and accord due weight to all materials related to the absent party.

Deliberations

Everyone except the Hearing Committee members and the chair or convener leaves for the deliberations. The Committee members have the option of asking witnesses to be available during deliberations or dismissing witnesses, complainant and person complained against.
The Committee’s deliberations and findings must be based on the information, testimony, or materials presented to the Committee.

Outcome

The committee or board can determine that:

  • the complaint is substantiated, or
  • the complaint is not substantiated.

If the complaint is found to be substantiated, the Committee considers the level of sanction appropriate to the violation and recommends an appropriate level of sanction.  The committee should strive for unanimity, but when unanimity cannot be achieved a simple majority will decide.   The vote should be reported.

Appeals

  1. Appeals may be granted for the following reasons only:
    1. Pertinent new information is available which was not known to the person appealing at the time of the hearing;
    2. A procedural error was made that precluded a fair and impartial hearing. Deviations from designated procedures will not be a basis for sustaining an appeal unless significant prejudice results.
  2. Decisions by either an administrator or by a hearing must be appealed within two (2) business days of notification of the results of such hearing. Appeals will be heard by the Director of Human Resources, or designee, in the case of a staff member.  Information about the procedures applicable to students may be found in Daniels Dictionary.  In matters involving faculty, the Hearing Committee’s findings and determinations will be forwarded to the appropriate Dean, or designee, for review and action, including referral in accordance with the University Faculty Personnel Handbook for action. When a Dean or the Director  is the accused person, the Hearing Committee’s recommendations will be forwarded to the President or her/his designee, for action, as described above.
  3. Only one appeal is allowed.

Decisions are reported by letter to the parties and to the Title IX Coordinator/AA/EEO Officer, consistent with the requirements of FERPA within x days of the appeal.

Composition of the Human Rights Committee

The Human Rights Committee will be composed of members chosen by the constituencies they represent (e.g. CLA divisions, SGA), in consultation with the committee members. The committee will have at least two co-chairs, and the following composition should be used as a guide: up to 16 student members, (up to 4 CLA plus up to 4 CLA alternates, up 2 graduate students plus up to 2 alternates, and up to 2 theological students plus up to 2 alternates), up to 15 faculty members (up to 8 CLA, up to 2 drawn from each division, up to 5 theological school faculty and up to 2 library faculty), and up to 9 staff members (representing diversity of staff positions). Members of the Student Conduct Board may serve on the Committee as well.  Members can serve consecutive terms. Co-chairs are selected by the members of the Human Rights Committee.

Committee members can be dismissed by the constituency that elected them on the recommendation of a two-thirds vote of the entire committee. Grounds for dismissal are: failure to fulfill obligations as a committee member, to maintain confidentiality, or being found to have sexually harassed a member of the community.  Members of the committee should have training and/or experience in handling harassment and discrimination complaints, including sexual harassment and misconduct complaints, as well as in the University’s Policies and Procedures.  Members qualified by training and/or experience may serve, as necessary, as investigators, mediators, or hearing committee members, but cannot assume more than one role in a matter.

Time Lines

The University will strive to investigate complaints and make determinations on as expeditious basis as possible.  In matters involving sexual harassment or sexual misconduct, investigations should be concluded within 15 working days of the date of the complaint. Hearings should be concluded within 15 working days of receipt of the matter.  Appeals should be resolved within 10 working days of receipt.  Extensions may be granted by the AA/EEO Officer/Title IX Coordinator.

Support and Resources

The University encourages anyone experiencing discrimination or sexual harassment to make use of the variety of resources that are available to members of the University community.   The primary resource for reporting a complaint is Investigations Group members (a function of the Human Rights Committee), which may be contacted at: investigations@drew.edu.

Local and county law enforcement may be contacted as well.

  • The Madison Police Department can be contacted at: (973)-593-3000 or 9-1-1 (emergency)
  • The Morris County Sexual Assault Response Team (SART) can be contacted at (973)-285-2900
  • Morris Cares, which works with SART,  maintains a 24/7 hotline and can be contacted at: (973)-829-0587.

The Drew University Public Safety Department can be contacted at: (973)-408-3379; or at 3379 (on-campus).

Residence Life staff can be contacted at: (973)-408-3394.

On-campus counselors, who can provide confidential counseling, can be contacted at:  the McClintock Center for Counseling and Psychological Services, Holloway Annex, (973)-408-3398 or Fax: 973-408-3318 or by e-mail at:  http://www.drew.edu/Counseling/.

Health Services can be contacted at: Tel:  973-408-3414 or Fax: (973)-408-3031.

The Student Disability Specialist can be contacted at: (973)-408-3962.

Inquiries regarding the application of Title IX or this Policy may be made to the University’s Title IX Coordinator/AA/EEO Officer: George-Harold Jennings, 36 Madison Avenue, Madison, NJ 07940 or at: (973)-408-3392; or gjenning@drew.edu. Complaints of sexual harassment or misconduct may be reported to the Campus Conduct Hotline at 1-866-943-5787 or at investigations@drew.edu.

Human Rights Committee

Members who may be contacted to report an incident, include:

  • Deshawn Cook, McLendon Hall – First Floor (Residence Life) 973-408-3405 dcook@drew.edu
  • Robert Lucid, Pepin (Public Safety): 973-408-3378 or- 3379; 201-787-3939 (cell) rlucid@drew.edu
  • Michelle Brisson, Ehinger Center – First Floor (Student Activities) 973-406-3460 mbrisson@drew.edu
  • Joanne Montross, 973-408-3611 (CSGS); jmontros@drew.edu
  • George Rodriguez, Simon Forum Office 210 (Athletics) 973-408-3473 grodriguez@drew.edu
  • Frank Merckx, Ehinger Center 147 (Campus Life and Student Affairs) 973-408-3390 fcmerckx@drew.edu,
  • Dr. Wendy Kolmar, 973-408-3632 (English Dept.); wkolmar@drew.edu
  • Dr. Virginia Samuel, 973-408-3565 (Theo. School); vsamuel@drew.edu