Sexual misconduct policy Members of the Vassar College community, guests, and visitors have the right to be free from sexual violence. Vassar College believes in a zero tolerance policy for gender-based sexual misconduct, and the college is committed to fostering a community that promotes the prompt reporting of sexual misconduct and timely and fair resolution of sexual misconduct complaints. The expectations of our community regarding sexual misconduct can be summarized as follows:
East Carolina University, a constituent institution of the University of North Carolina, strives to be a national model for student success, public service and regional transformation and is built upon tolerance, civility, and mutual respect.
Consistent with these values, the University is committed to providing a safe and non-discriminatory learning, living, and working environment for all members of the University community.
The University prohibits unlawful discrimination on the basis of sex or gender in any of its education or employment programs and activities. These forms of Prohibited Conduct may be unlawful, undermine the character and purpose of the University, and will not be tolerated.
The University adopts this Regulation with a commitment to: Employees or Students who violate this Regulation may face disciplinary action up to and including termination or expulsion.
The University will take prompt and equitable action to eliminate Prohibited Conduct, prevent its recurrence, and remedy its effects. The Sexual and gender based violence in conducts ongoing prevention, awareness, and training programs for Employees and Students to facilitate the goals of this Regulation.
Every member of the University community should foster an environment free of Prohibited Conduct. All members of the University community are encouraged to take reasonable and prudent actions to prevent or stop an act of Prohibited Conduct.
The University will support and assist community members who take such actions. This Regulation applies to all reports of Prohibited Conduct occurring on or after the effective date of this Regulation. Where the date of the Prohibited Conduct precedes the effective date of this Regulation, the definitions of misconduct in existence at the time of the alleged incident s will be used.
The procedures under this Regulation, however, will be used to investigate and resolve all reports made on or after the effective date of this Regulation, regardless of when the incident s occurred.
|UNMISS workshop seeks to end sexual and gender-based violence in South Sudan | UNMISS||It encompasses threats of violence and coercion.|
|Conference Hotel||The reference to comment or conduct "that is known or ought reasonably to be known to be unwelcome" means that there are two parts to the test for harassment.|
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Location of Prohibited Conduct. Each set of procedures referenced below is guided by the same principles of fairness and respect for Complainants and Respondents. A Student or Employee determined by the University to have committed an act of Prohibited Conduct is subject to disciplinary action, up to and including expulsion and separation from the University.
The procedures referenced below provide for prompt and equitable response to reports of Prohibited Conduct. The procedures designate specific timeframes for major stages of the process and provide for thorough and impartial investigations that afford all parties notice and an opportunity to present witnesses and evidence, to view the information that will be used in determining whether a Regulation violation has occurred, and an opportunity to pose questions to be answered by parties and other witnesses.
The University applies the Preponderance of the Evidence standard when determining whether this Regulation has been violated.
Meeting the preponderance of evidence standard constitutes a conclusion it is more likely than not that the alleged conduct occurred. This standard will be used to evaluate the evidence for purposes of making findings and drawing conclusions for an investigation conducted under this regulation.
Where the Respondent is an Employee. The procedures for responding to reports of Prohibited Conduct committed by Employees, including faculty, are detailed in Appendix B: Where the Respondent is Both a Student and an Employee.
Appendix A, the Student-Respondent procedures, will apply if the Respondent is a full-time Student but not a full-time Employee; 3.
Appendix B, the Employee-Respondent procedures, will apply if the Respondent is a full-time Employee but not a full-time Student; or 3. Further, where a Respondent is both a Student and an Employee, the Respondent may be subject to any of the sanctions applicable to Students or Employees.
Where the Respondent is a Third Party. Reports of Prohibited Conduct by student organizations will be handled according to the procedures outlined in Appendix A and when relevant, the Student Code of Conduct. No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.
Role of the Title IX Coordinator. The Title IX Coordinator has the authority to modify the timelines in any existing University process in order to ensure a prompt and equitable resolution to a complaint, in compliance with applicable law or regulations. The ECU Police Department will record and report on the Annual Security and Fire Safety Report statistics related to reports of sex offenses, domestic violence, dating violence, and stalking.
The Title IX Coordinator can be contacted by telephone, email, or in person during regular office hours: Old Cafeteria Building, Suite G Resources and Reporting Options. The University offers a wide range of resources for all Students and Employees to provide support and guidance in response to any incident of Prohibited Conduct.
Remedial and Protective Measures.Sexual and gender-based violence (SGBV) can undermine long-term state stability and security even after states have transitioned out of violent conflict. This brief highlights four areas around SGBV that require urgent attention: the conflict cycle, moving beyond armed actors, protectors as perpetrators, and the role of SGBV in threatening political participation.
Sexual Violence in Disasters: A Planning Guide for Prevention and ResponseNational Sexual Violence Resource Center ()This guide provides an overview of sexual violence in disasters and a range of recommendations for prevention and response before, during, and after a disaster.
The guide is available in English and Spanish. Gender-based violence (GBV) or violence against women (VAW)?
The programmatic package available on this website uses the term gender-based violence (GBV). Gender-based violence (GBV) is violence that is directed at an individual based on his or her biological sex, gender identity.
People can also experience GBV based on socially defined norms of masculinity and femininity. Examples of GBV include, but are not limited to: sexual abuse of children, rape, intimate partner violence, sexual assault and harassment, trafficking of women and girls, and.
Young Persons with Disabilities: Global Study on Ending Gender-based Violence and Realizing Sexual and Reproductive Health and Rights contains new qualitative, global research. This study provides an analysis on the situation of young persons with disabilities concerning discrimination and gender-based violence, including the impact on their sexual .
Sexism is prejudice or discrimination based on a person's sex or initiativeblog.com can affect anyone, but it primarily affects women and girls. It has been linked to stereotypes and gender roles, and may include the belief that one sex or gender is intrinsically superior to another.
Extreme sexism may foster sexual harassment, rape, and other forms of sexual violence.