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Harassment Policy

A Student Thinks That He/She Has Been Harassed….What Should I Do?


Faculty formStatement of Purpose

This document was created as an easy to read guide explaining the College’s process in response to situations where a student comes to you to share an experience that feels like harassment.




Resolution Process:


Step 1:
Let’s Talk About it.


Students are encouraged to begin the process by talking to an employee they feel comfortable with like you or:

    • Residence Director
    • Coach
    • Faculty Member
    • Director of Multicultural Programs
    • Director of International Student Programs
    • Counseling Services
    • College Ministries
    • Director of Student Involvement & Leadership
    •  Human Resources
    • Work-study supervisors


Staff or faculty members are expected to make an earnest effort to resolve these issues as promptly as possible by providing care and support to the student and notifying the Associate Dean of Students (Assoc DOS) regarding the report. Any and all conversations/reports regarding the alleged harassment should be documented on the Employee Reporting Form and submitted to the Assoc DOS. (An exception is pastoral or counseling staff, acting in their professional role)


Students should be aware that the situation will be reported to the Assoc DOS regardless of the actions taken to resolve it and that the severity of the situation will inform how the incident will be handled. If resolution is not achieved through discussion, the process will continue.


The following steps and options will be followed by the Assoc DOS with the complainant. Recognizing you may support the student through this process, it is included here for your information.


Step 2:
Consulting the Appropriate People.

  • The Assoc DOS will consult with appropriate resources related to the situation such as the Special Assistant to the President and Provost for Diversity Affairs,  Director of Multicultural Programs, Director of International Students Programs, College Pastor, a representative of the Gender Concerns Committee, Director of Disability Services, Director of Human Resources and/or School Deans.

Step 3:
The Assoc DOS or designee will advise the complainant regarding possible next steps and resolution process including informal and formal processes.

Informal Resolution Process:
This serves as the foundation for a resolution process.

Step 4:

  •  You will verify/clarify record of incident (student can remain anonymous).


Step 5:

  • Assoc DOS or designee discusses issue with harasser


Step 6:

  • Assoc DOS or designee consults with advisory team as needed


Step 7:

  • This process typically leads to an informal resolution (such as a meeting to make the offending party aware of the impact of his/her actions and seek an appropriate resolution).


Step 8:
Submission of Notes.

  • Notes related to the situation and the resolutions are maintained by the appropriate office (Such as Vice Provost Dean of Students, Human Resources or Dean of School). If a resolution is not reached this will move to the formal resolution process.


Formal Resolution Process:
This serves as a follow up for unresolved issues or a foundation for egregious issues.


Step 4:


Step 5:
Investigation is conducted.

  • The Assoc DOS and/or Director of HR will review the situation and partner with resources on campus to conduct an investigation.


Step 6:
Final outcomes determined.

  • The Assoc DOS and/or Director of HR will determine outcomes and present in writing to both parties.
  • If accepted, the Assoc DOS and/or Director of HR will ensure the outcomes are met and completion is communicated to the complainant
  • If not accepted, either party may submit a written summary of the concerns and request to Assoc. DOS, VP/DOS or Director of HR who will convene the College Review Board or Grievance Review Board.


College Review Board/ Grievance Review Board

  • College/Grievance Review Board reviews all the facts and makes a final decision. They will also provide all people involved with the final written decision