Students
Discrimination
Discrimination or harassment in education or employment on the basis of protected class status is prohibited under University regulations, as well as under State and federal law. The term “protected class” refers to differences such as race, creed, color, national origin, ancestry, age, marital status, civil union status, or domestic partnership status, sex, gender identity or expression, affectional or sexual orientation, genetic information, familial status, military service obligations, disability, or nationality.
Discrimination consists of distinctions or detriments that are based on a person’s protected class status. Harassment is verbal or physical conduct that demeans or is hostile to an individual because of his/her protected class status. Harassing conduct consists of a range of behaviors. It can include epithets, slurs, jokes, negative stereotyping or threatening, intimidating or hostile acts. Harassment can be communicated through spoken words, physical actions, written or graphic material, or electronic media. Harassment, under this policy, consists of conduct, actions, or words that a reasonable person would consider sufficiently pervasive or severe to create an intimidating, hostile, or offensive working or educational environment.
Under the University’s Human Rights Policy, each member of the University community is expressly prohibited from discriminatory or harassing verbal, physical, written, or online conduct.
Sexual Harassment and Misconduct
Sexual harassment and misconduct are forms of discrimination and consist of unwelcome conduct of a sexual nature. Sexual harassment can include physical, verbal, written or on-line conduct of a sexual nature, requests for sexual favors or unwelcome sexual advances or sexual contact. Interactions of a sexual nature must be consensual and, under the University Policy, effective consent must be clear, informed, and freely given. A person who is incapacitated, coerced, or threatened cannot give consent. 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 result from involuntary physical restraint as well as from voluntary or involuntary drug or alcohol use.
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.
Sexual Misconduct – Required Law Enforcement Notifications
When sexual misconduct, other serious claims of sexual harassment, or criminal acts are alleged, the person bringing a claim may always decide to pursue a criminal complaint. S/he must be told about the availability of law enforcement resources and must be provided assistance in contacting any law enforcement personnel or authority, if s/he requests.
Retaliation
Any act of reprisal, interference, restraint, penalty, discrimination, coercion or harassment — overtly or covertly – against a person who uses this policy will be subject to appropriate and prompt disciplinary action.
Reporting and Resolving Complaints
Anyone who wishes to report a complaint of discriminatory or harassing conduct should contact a member of the University’s Investigations Group. The Investigations Group will conduct a prompt, thorough and reliable investigation into any report of discrimination or harassment, including sexual harassment or misconduct, and issue a summary report. If mediation is not selected, the report will be referred to the Director of Community Standards and Residence Life who will initially determine whether the matter should be handled administratively by the Director or referred to the Human Rights Committee for a hearing. Complaints may also be dismissed for lack or reasonable cause by the Title IX Coordinator after consultation with the co-chairs of the Human Rights Committee.
After the Investigations Group issues its report, complaints are to be resolved on a timely basis under one of three procedures:
I. mediation
II. an administrative hearing before the Director of Community Standards and Residence Life
III. a formal hearing before members of the Human Rights Committee
I. Mediation
When both parties agree, any matter, except ones involving allegations of sexual violence or assault, may be mediated. The mediation will result in an agreement that both parties agree to and then sign.
II. Administrative hearing
The summary report will be forwarded to the Director of Community Standards and Residence Life. Initially, the Director reviews the Investigations Group’s summary report, provides notice to and meets with the parties, and, in a written determination, either finds there the complaint to be substantiated or to be unsubstantiated. If a Policy violation is found the Director reviews the facts surrounding the underlying violation, any record of misconduct and determines the appropriate sanction. The Director’s decisions can be appealed to the Dean of Campus Life and Student Affairs on two grounds: new information or procedural error.
III. Committee Hearing
When a matter is forwarded to the University’s Human Rights Committee for a formal hearing, the members of the Committee, after notice, will listen to the parties and witnesses, review pertinent information, determine what is more likely than not to have occurred. It is, however, not a formal trial and attorneys are not permitted to participate at any stage of the investigation or hearing. Each party will have the right to present a statement and to identify witnesses that the Committee may call, but cannot ask witnesses questions directly.
At the end of the hearing, the Committee will issue a recommendation as to whether there was a violation of the Policy. If the Committee determines there was a violation, the Committee considers the level of sanction appropriate to the violation.
The Committee’s recommendation is then forwarded to the Dean of Campus Life and Student Affairs, who will either affirm or reject the Committee’s finding as to whether a policy violation occurred. If the Dean finds a policy violation, the Dean will then determine the appropriate sanction. The Dean’s decision may be appealed to the Provost on two grounds: new information or procedural error.
Notice of Nondiscrimination/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 on the basis of other protected class characteristics, consistent with the requirements of state and federal law. Inquiries regarding the application of Title IX, this policy, or other anti-discrimination measures 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 at 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.
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 the Human Rights Committee, including members of the t Investigations Group, who 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 or (973)-829-0587 (SART Hotline).
- The Drew University Public Safety Department can be contacted at: (973)-408-3379; or at 3379.
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.
Campus Conduct Hotline, a third party 24/7 hotline provider, can be contacted at 1-866-943-5787.
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.
Faculty
Discrimination
Discrimination or harassment in education or employment on the basis of protected class status is prohibited under University regulations, as well as under State and federal law. The term “protected class” refers to differences such as race, creed, color, national origin, ancestry, age, marital status, civil union status, or domestic partnership status, sex, gender identity or expression, affectional or sexual orientation, genetic information, familial status, military service obligations, disability, or nationality.
Discrimination consists of distinctions or detriments that are based on a person’s protected class status. Harassment is verbal or physical conduct that demeans or is hostile to an individual because of his/her protected class status. Harassing conduct consists of a range of behaviors. It can include epithets, slurs, jokes, negative stereotyping or threatening, intimidating or hostile acts. Harassment can be communicated through spoken words, physical actions, written or graphic material, or electronic media. Harassment, under this policy, consists of conduct, actions, or words that a reasonable person would consider sufficiently pervasive or severe to create an intimidating, hostile, or offensive working or educational environment.
Under the University’s Human Rights Policy, each member of the University community is expressly prohibited from discriminatory or harassing verbal, physical, written, or online conduct.
Sexual Harassment and Misconduct
Sexual harassment and misconduct are forms of discrimination and consist of unwelcome conduct of a sexual nature. Sexual harassment can include physical, verbal, written or on-line conduct of a sexual nature, requests for sexual favors or unwelcome sexual advances or sexual contact. Interactions of a sexual nature must be consensual and, under the University Policy, effective consent must be clear, informed, and freely given. A person who is incapacitated, coerced, or threatened cannot give consent. 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 result from involuntary physical restraint as well as from voluntary or involuntary drug or alcohol use.
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.
Sexual Misconduct – Required Law Enforcement Notifications
When sexual misconduct, other serious claims of sexual harassment, or criminal acts are alleged, the person bringing a claim may always decide to pursue a criminal complaint. S/he must be told about the availability of law enforcement resources and must be provided assistance in contacting any law enforcement personnel or authority, if s/he requests.
Retaliation
Any act of reprisal, interference, restraint, penalty, discrimination, coercion or harassment — overtly or covertly – against a person who uses this policy will be subject to appropriate and prompt disciplinary action.
Reporting and Resolving Complaints
Anyone who wishes to report a complaint of discriminatory or harassing conduct should contact a member of the University’s Investigations Group. The Investigations Group will conduct a prompt, thorough and reliable investigation into any report of discrimination or harassment, including sexual harassment or misconduct, and issue a summary report. If mediation is not selected, the report will be referred to the Dean who will initially determine whether the matter should be handled administratively by the Dean or referred to the Human Rights Committee for a hearing. Complaints may also be dismissed for lack or reasonable cause by the Title IX Coordinator after consultation with the co-chairs of the Human Rights Committee.
After the Investigations Group issues its report, complaints are to be resolved on a timely basis by resort to one of three procedures:
I. mediation
II. an administrative hearing before the faculty member’s dean.
III. a formal hearing before members of the Human Rights Committee
I. Mediation
When both parties agree, any matter, except ones involving allegations of sexual violence or assault, may be mediated. The mediation will result in an agreement that both parties agree to and then sign.
II. Administrative Hearing
- The summary report will be forwarded to the appropriate Dean for handling consistent with the Faculty Personnel Policy. Initially, the Dean reviews the Investigations Group’s summary report, meets with the parties, and, in a written determination, either finds the complaint to be substantiated or to be unsubstantiated. If a Policy violation is found, the Dean reviews the facts surrounding the underlying violation, any record of misconduct and determines the appropriate sanction. The dean’s decisions can be appealed to the Provost and Vice President of Academic Affairs on two grounds: new information or procedural error.
III. Committee Hearing
When a matter is forwarded to the University’s Human Rights Committee for a formal hearing, the members of the Committee, after notice, will listen to the parties and witnesses, review pertinent information, determine what is more likely than not to have occurred. It is, however, not a formal trial and attorneys are not permitted to participate at any stage of the investigation or hearing. Each party will have the right to present a statement and to identify witnesses that the Committee may call, but cannot ask witnesses questions directly.
At the end of the hearing, the Committee will issue a recommendation as to whether there was a violation of the Policy. If the Committee determines there was a violation, the Committee considers the level of sanction appropriate to the violation and recommends either a less severe or more severe sanction.
The Committee’s recommendation is then forwarded to the Dean, who will either affirm or reject the Committee’s finding as to whether a policy violation occurred. If the Dean finds a policy violation, the Dean will then determine the appropriate sanction. The Dean’s decision may be appealed to the Provost on two grounds: new information or procedural error.
Notice of Nondiscrimination/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 on the basis of other protected class characteristics, consistent with the requirements of state and federal law. Inquiries regarding the application of Title IX, this policy, or other anti-discrimination measures 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 at 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.
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 the Human Rights Committee, including members of the Investigations Group, who 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 or (973)-829-0587 (SART Hotline).
- The Drew University Public Safety Department can be contacted at: (973)-408-3379; or at 3379.
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.
Campus Conduct Hotline, a third party 24/7 hotline provider, can be contacted at 1-866-943-5787.
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.
Staff
Discrimination
Discrimination or harassment in education or employment on the basis of protected class status is prohibited under University regulations, as well as under State and federal law. The term “protected class” refers to differences such as race, creed, color, national origin, ancestry, age, marital status, civil union status, or domestic partnership status, sex, gender identity or expression, affectional or sexual orientation, genetic information, familial status, military service obligations, disability, or nationality.
Discrimination consists of distinctions or detriments that are based on a person’s protected class status. Harassment is verbal or physical conduct that demeans or is hostile to an individual because of his/her protected class status. Harassing conduct consists of a range of behaviors. It can include epithets, slurs, jokes, negative stereotyping or threatening, intimidating or hostile acts. Harassment can be communicated through spoken words, physical actions, written or graphic material, or electronic media. Harassment, under this policy, consists of conduct, actions, or words that a reasonable person would consider sufficiently pervasive or severe to create an intimidating, hostile, or offensive working or educational environment.
Under the University’s Human Rights Policy, each member of the University community is expressly prohibited from discriminatory or harassing verbal, physical, written, or online conduct.
Sexual Harassment and Misconduct
Sexual harassment and misconduct are forms of discrimination and consist of unwelcome conduct of a sexual nature. Sexual harassment can include physical, verbal, written or on-line conduct of a sexual nature, requests for sexual favors or unwelcome sexual advances or sexual contact. Interactions of a sexual nature must be consensual and, under the University Policy, effective consent must be clear, informed, and freely given. A person who is incapacitated, coerced, or threatened cannot give consent. 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 result from involuntary physical restraint as well as from voluntary or involuntary drug or alcohol use.
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.
Sexual Misconduct – Required Law Enforcement Notifications
When sexual misconduct, other serious claims of sexual harassment, or criminal acts are alleged, the person bringing a claim may always decide to pursue a criminal complaint. S/he must be told about the availability of law enforcement resources and must be provided assistance in contacting any law enforcement personnel or authority, if s/he requests.
Retaliation
Any act of reprisal, interference, restraint, penalty, discrimination, coercion or harassment — overtly or covertly – against a person who uses this policy will be subject to appropriate and prompt disciplinary action.
Reporting and Resolving Complaints
Anyone who wishes to report a complaint of discriminatory or harassing conduct should contact a member of the University’s Investigations Group. The Investigations Group will conduct a prompt, thorough and reliable investigation into any report of discrimination or harassment, including sexual harassment or misconduct, and issue a summary report. If mediation is not selected, the report will be referred to the Director of Human Resources who will initially determine whether the matter should be handled administratively by the Director or referred to the Human Rights Committee for a hearing. Complaints may also be dismissed for lack of reasonable cause by the Title IX Coordinator after consultation with the co-chairs of the Human Rights Committee.
After the Investigations Group issues its report, complaints are to be resolved on a timely basis under one of three procedures:
I. mediation
II. an administrative hearing before the Director of Human Resources
III. a formal hearing before members of the Human Rights Committee
I. Mediation
When both parties agree, any matter, except ones involving allegations of sexual violence or assault, may be mediated. The mediation will result in an agreement that both parties agree to and then sign.
II. Administrative Hearing
The summary report will be forwarded to the Director of Human Resources. After reviewing the Investigations Group’s summary report, the Director meets with the parties, and, in a written determination, either finds the complaint to be substantiated or to be unsubstantiated. If a Policy violation is found the Director reviews the facts surrounding the underlying violation, any record of misconduct and determines the appropriate sanction. The Director’s decisions can be appealed to the Vice President of Administration and University Relations on two grounds: new information or procedural error.
III. Committee Hearing
When a matter is forwarded to the University’s Human Rights Committee for a formal hearing, the members of the Committee, after notice, will listen to the parties and witnesses, review pertinent information, determine what is more likely than not to have occurred. It is, however, not a formal trial and attorneys are not permitted to participate at any stage of the investigation or hearing. Each party will have the right to present a statement and to identify witnesses that the Committee may call, but cannot ask witnesses questions directly.
At the end of the hearing, the Committee will issue a recommendation as to whether there was a violation of the Policy. If the Committee determines there was a violation, the Committee considers the level of sanction appropriate to the violation.
The Committee’s recommendation is then forwarded to the Director of Human Resources, who will either affirm or reject the Committee’s finding as to whether a policy violation occurred. If the Director finds a policy violation, the Director will then determine the appropriate sanction. The Director decision may be appealed to the Vice President of Administration and University Relations on two grounds: new information or procedural error.
Notice of Nondiscrimination/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 on the basis of other protected class characteristics, consistent with the requirements of state and federal law. Inquiries regarding the application of Title IX, this policy, or other anti-discrimination measures 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 at 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.
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 the Human Rights Committee, including members of the Investigations Group, who 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 or (973)-829-0587 (SART Hotline).
- The Drew University Public Safety Department can be contacted at: (973)-408-3379; or at 3379.
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.
Campus Conduct Hotline, a third party 24/7 hotline provider, can be contacted at 1-866-943-5787.
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.
8/24/2012