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Title IX- Sanctions



Sanctions/Remedies

List of Sanctions per Clery Act

The sanction(s) will be structured to end the misconduct, prevent its recurrence, and remedy its effects on the reporting party and the College community. Behavior found in violation of its policy is taken seriously. Those violations that have resulted in creating a hostile environment through emotional, physical, and sexual harm receive the most severe sanctions, including suspension or expulsion for students and termination for employees. The Assistant Vice President for Equity, Diversity and Inclusion reserves the right, however, to impose sanctions or other remedies aimed at mitigating the effects on the reporting party or campus community based on the facts of the case and circumstances of the particular allegations.

The following may be considered by the investigative team as appropriate in making recommendations about sanctions when it is determined that the responding party has violated the Discrimination, Harassment, Sexual Misconduct and Retaliation policy:

  • the nature of and the circumstances surrounding the violation including the use of force, incapacitation, and/or the presence of weapons,
  • the impact of the conduct and level of disruption the conduct had on the reporting party’s ability to participate in the educational program or workplace,
  • the responding party’s prior disciplinary record,
  • precedent decisions,
  • College safety concerns,
  • the rights of both the reporting party and the responding party,
  • the degree to which the responding party accepted responsibility for the prohibited conduct,
  • any mitigating, aggravating or compelling factors,
  • and any other information deemed relevant.

Possible sanctions/remedies include, but are not limited to:

  • For a Student Responding Party:
    • an oral warning,
    • a written letter of warning,
    • a letter of reprimand,
    • mandatory attendance at an educational program on discrimination, harassment, and/or sexual misconduct,
    • mandatory referral for psychological or chemical dependency assessment and compliance with any resulting treatment plan,
    • change in room assignment,
    • barring participation in student organizations, official College programs, or college sponsored activities,
    • probation,
    • suspension or expulsion from residence halls and/or from non-academic campus activities,
    • suspension or expulsion from the College.
  • For a Faculty Responding Party:
    • an oral warning,
    • a written warning,
    • a letter of reprimand,
    • mandatory attendance at an educational program on discrimination, harassment, sexual misconduct and/or retaliation,
    • mandatory referral for psychological assessment and compliance with any resulting treatment plan,
    • restriction of responsibilities,
    • reassignment,
    • barring leadership or participation in domestic or international off-campus educational programs,
    • canceling College related travel,
    • denial of salary increase,
    • suspension without pay or dismissal/termination of employment.
      • Sanctions that include dismissal/termination of employment will be carried out in accordance with the Faculty Handbook, under Terms and Conditions of Faculty Employment, Separation.
  • For an Administrator or Staff Responding Party:
    • an oral warning,
    • a written warning,
    • a letter of reprimand,
    • mandatory attendance at an educational program on discrimination, harassment, and/or sexual misconduct, or retaliation,
    • mandatory referral for psychological assessment and compliance with any resulting treatment plan,
    • restriction of responsibilities,
    • reassignment or transfer to another department,
    • denial of salary increase,
    • suspension without pay,
    • final written warning or
    • dismissal/termination of employment.
      • Should the responding party be a member of the President’s Cabinet, communication of the outcome will go to the College President.
      • Should the responding party be the College President, communication of the outcome will go to the Chair of the Board of Trustees.
  • For a Group/Program Responding Party:
    • an oral warning,
    • a written warning,
    • a letter of reprimand,
    • mandatory attendance at an education program on discrimination, harassment, sexual misconduct and/or retaliation,
    • restriction of responsibilities,
    • reassignment, or
    • other sanctions or remedies required to redress the discriminatory behavior/actions. 
  • Promotion and Tenure Committee Decision-making: 
    • a communication to the Provost and Vice President for Academic Affairs will include remedies that are required to redress the discriminatory behavior/actions.
  • For a Third-Party Consultant/Contractor Responding Party:
    • up to and including removal from campus and termination of contractual arrangements.

The sanctions/remedies described in this policy are not exclusive of and may be in addition to other actions taken or sanctions/remedies imposed by outside authorities. 

The imposed sanctions/remedies will be implemented by the appropriate administrator.

  • The Assistant Vice President of Equity, Diversity, and Inclusion will implement student related sanctions/remedies.
  • The appropriate hiring manager will implement the recommended sanctions/remedies determined by this process for staff.
  • When the responding party is a faculty member, the sanctions/remedies will be instituted through responding party’s department head and/or Provost and Vice President of Academic Affairs.
  • Sanctions that include revoking tenure or termination of a tenured faculty member will be addressed through the Faculty Handbook under Terms and Conditions of Faculty Employment, Separation.

Unless otherwise determined by the Assistant Vice President of Equity, Diversity, and Inclusion, the sanctions/remedies will be in effect upon the responding party’s receipt of the finding letter and finalized Investigative Report, and will remain in effect pending the outcome of any appeal. Both parties have the opportunity to appeal the finding and sanction. Remedies are not appealable.