D19.0 Student Gender-Based and Sexual Misconduct Policy


Title IX of the Education Amendments of 1972 is a federal law that prohibits sex discrimination in education. It reads: “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.”  Additional laws prohibit discrimination in education on the basis of sex, as well as dating violence, domestic violence and stalking.  This Student Gender-Based and Sexual Misconduct Policy is RIT’s Student Title IX Policy. Unless otherwise stated, RIT’s Student Title IX Policy applies whenever any allegation of sex discrimination is made by or against an RIT student. This policy applies equally regardless of an individual’s sexual orientation, gender, gender identity, or gender expression.


The standards set forth in this policy apply to conduct by or against an RIT Student from the time of acceptance of admission. This includes conduct which occurs while students are on a leave of absence, studying abroad, or on co-op. It also includes conduct which occurs when students are not officially enrolled during a particular term as long as they have a continuing relationship with the university. This policy will apply to a student's behavior even if the student withdraws or graduates from the university while a disciplinary matter is pending, or if the behavior occurs off campus. For purposes of this policy, the location of the off campus behavior will not affect its applicability.

Any faculty and/or staff whose conduct allegedly violates this policy shall be subject to the procedures set forth in the RIT Policy Prohibiting Discrimination and Harassment (C6.0). This policy does not apply to non-RIT community members, except to the extent that (1) the non-RIT community member is alleging a violation of this policy by an RIT Student, or (2) RIT has the ability to control the behavior of the non-RIT community member, including but not limited to banning a non-community member from campus. Determining whether to proceed for violations of this policy by non-RIT community members shall be at the sole discretion of RIT. Non-RIT community members may report violations of this policy and the report will be addressed in accordance with the procedures below. However, a non-RIT community member’s role in RIT’s investigatory and disciplinary procedures may be limited. RIT’s support resources are available only to members of the RIT community. If an individual’s status with the university (i.e., student, staff, faculty member, non-RIT community member) has changed from the time of the alleged policy violation to the time of complaint, the university will determine which policies will apply.


Students alleged to have violated prohibited conduct may be charged with policy violation(s) by a conduct officer.

  1. “Dating Violence” means any intentional act or threatened act of violence against the Complainant committed by a person who is or has been in a social relationship of a romantic or intimate nature with the Complainant.  Dating Violence may include behavior that seeks to establish power and control over the Complainant by causing the Complainant to fear violence to themselves or another person.  Such behavior may also take the form of harassment, property damage, intimidation, and violence or a threat of violence to one's self (i.e., the Respondent) or a third party.  It may involve one act or an ongoing pattern of behavior.  The university will evaluate the existence of an intimate relationship based upon the Complainant's statement, taking into consideration the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship.

  2. “Domestic Violence” means means any intentional act or threatened act of violence against the Complainant committed by (1) a current or former spouse or intimate partner; (2) a person with whom the Complainant shares a child; or (3) anyone who is protected from the Respondent's acts under the domestic or family violence laws of New York.  Dating Violence also includes behavior that seeks to establish power and control over the Complainant by causing the Complainant to fear violence to themselves or another person.  Such behavior may also take the form of harassment, property damage, intimidation, and violence or a threat of violence to one's self (i.e., the Respondent) or a third party.  It may involve one act or an ongoing pattern of behavior.

  3. “Gender-Based Harassment” is much like Sexual Harassment and is evaluated based on the same standards.  However, Gender-Based Harassment need not be sexual in nature and is instead characterized by hostility because of gender, gender expression, or gender-stereotyping, including failing to conform to stereotypical notions of masculinity or femininity.

  4. “Sex Discrimination” means the adverse treatment of an individual based on that individual’s gender, sexual orientation, gender identity, or gender expression.  Sex discrimination includes Sexual Harassment.

  5. "Sexual Assault" means (1) Non-Consensual Sexual Contact, or (2) Non-Consensual Sexual Intercourse.

    1. "Non-Consensual Sexual Contact" means any intentional sexual touching, however slight, with any object or body part, whether directly or through clothing as follows: (a) any intentional touching of the lips, breasts, buttocks, groin, gentials, inner thigh, or anus or intentionally touching another with any of these body parts; (b) making another touch anyone or themselves with or on any of these body parts; and (c) intentional touching of another's body part for the purpose of sexual gratification, arousal, humilitation, or degradation.

    2. "Non-Consensual Sexual Intercourse" means any penetration, however slight, with any object or body part as follows: (a) pentration of the vulva by a penis, object, tongue, or finger; (b) anal pentration by a penis, object, tongue, or finger; and (c) any contact, no matter how slight, between the mouth of one person and the genitalia of another person. 

  6.  "Sexual Exploitation” occurs when a person takes non-consensual or abusive sexual advantage of another.  Examples of Sexual Exploitation include, but are not limited to:
    1. Causing or attempting to cause the incapacitation of another person to gain a sexual advantage over the other;

    2. Prostitution or causing the prostitution of another;

    3. Observing or recording (whether by video or audio tape or otherwise) of a sexual or other private activity (such as sexual activity, undressing or showering) without the consent of all involved;
    4. Taking intimate pictures of another without the photographed person's consent;

    5. Distributing pictures of another person to others without the photographed person’s consent; 

    6. Engaging in voyeurism or allowing others to observe private sexual acts without the consent of all involved;

    7. Engaging in consensual sexual activity with another person while knowingly infected with human immunodeficiency virus (HIV) or other sexually transmitted disease (STD) without informing the other person of such infection;  

    8. Exposing one’s genitals in non-consensual circumstances, including electronically; or

    9. Falsely claiming the use of contraceptive(s).

  7. “Sexual Harassment” means Unwelcome Conduct of a sexual nature, which unreasonably interferes with work or the educational environment.  Sexually harassing conduct is offensive, unwanted or intimidating behavior of a sexual nature and may be physical, verbal, written, visual (including sign language), or may occur by electronic means.  When harassment becomes so severe or pervasive as to unreasonably interfere with an individual’s ability to work, learn or participate in RIT’s programs, or when the receipt of some benefit is linked to another’s submission to sexual behavior, it is in violation of this policy.   RIT reserves the right to remedy, and to discipline, behavior that is offensive even if it is not in violation of this policy if it may lead to a violation of this policy if left unaddressed.  However, the fact that a person was personally offended by a statement or incident does not alone constitute a violation of this policy.  RIT shall consider the context of a communication or incident, the relationship of the individuals involved in the communication or incident, whether an incident was an isolated incident or part of a broader pattern or course of offensive conduct, the seriousness of the incident, the impact of the incident, and whether the incident would be considered offensive to most people, as opposed to a particular person.

    Sexual Harassment can include any or all of the following behaviors, as well as others which are not listed; this list is intended to be illustrative, not exhaustive:

    1. Harassment through public or private insult, sexually suggestive comments concerning a person's body or behavior, and sexual demands;

    2. Subtle or overt pressure to comply with demands of sexual activity;

    3. Remarks about another person's clothing, body, sexual activities, sexual preferences, gender identity or sexual orientation, as well as teasing, jokes, remarks, or gestures which are sexual in nature;

    4. Unnecessary touching, pinching, patting, or exposure of another person's body;

    5. Unwarranted staring at another person's body;

    6. Unwanted communications of a sexual nature in any form, over any medium, and in any media; 

    7. Requests or demands for sexual favors accompanied by implied or overt threats or promised rewards, e.g. grades, class or clinical assignments, recommendations, student employment (for students) or assignments, promotions, discipline, references (for employees); or

    8. Repetition of unwanted invitations for dates, reconciliation, or communications related to the relationship.

Sexual Harassment is established by determining whether the particular facts and circumstances of each case meet the definitions of this policy.

  1. "Stalking"  means engaging in a course of conduct directed at a specific individual that would cause a reasonable individual to fear for their safety or the safety of others, or suffer substantial emotional distress and/or which unreasonably interferes with the work or educational environment. Course of conduct means two or more acts including but not limited to Unwelcomed Conduct in which the alleged stalker directly, indirectly, or through third parties, by any action, method, device or means follows, observes, surveils, threatens, trespasses, or damages property, or gives a person gifts.  Stalking also includes cyber-stalking in which electronic media such as the internet, social networks, blogs, cell phones, texts or other similar devices or forms of contact are used.  

  2. "Retaliation" means any adverse action taken against an individual for making a good faith report under this Policy or participating in any investigation or proceeding under this Policy.  Retaliation includes threatening, intimidating, harassing, or any other conduct that would discourage a reasonable person from engaging in activity protected under this Policy.  Retaliation is a serious violation that can subject an offender to discipline independent of the merits of the underlying allegations.


  1.  “Advisor of Choice” means any person selected by the Complainant or the Respondent to provide a student with quiet counsel or support throughout the RIT Student Conduct Process or any process under this policy.  The Advisor of Choice may be any person who is not a party, witness, or otherwise involved in the investigation.  It is upon the student to share related communications with their Advisor of Choice.  If the Complainant or the Respondent selects an RIT Advocate as an Advisor of Choice, the RIT Advocate has full participatory rights in accordance with the provisions of the RIT Advocacy Program. (See, RIT Advocate, Section IV.S.).

  2. “Affirmative Consent” means the ability to engage in activity knowingly and voluntarily. Consent to sexual activity must be affirmative, and, whenever the word “Consent” is used in this policy, it should be understood to mean Affirmative Consent as defined here.   Affirmative Consent to sexual activity must be a knowing, voluntary, and mutual decision among all participants to engage in sexual activity. Consent can be given by words (verbal or signed) or actions, as long as those words or actions create clear permission regarding willingness to engage in sexual activity.  Silence or lack of resistance, in and of itself, does not demonstrate Consent.

    The definition of Consent does not vary based upon a participant’s sex, sexual orientation, gender identity, or gender expression.  Consent must be mutual and exist from the beginning to end of each instance of sexual activity and for each form of sexual contact. Consent cannot be gained by force, by ignoring, or acting in spite of the objections of another.  Consent to one form of sexual activity does not imply consent to other forms of sexual activity. There is no duty to fight off a sexual aggressor.

    Consent may be initially given but can be withdrawn at any time. When Consent is withdrawn or can no longer be given, all sexual activity must stop. Consent to engage in sexual activity is required regardless of whether the person initiating the sexual act is under the influence of drugs and/or alcohol (See, “Incapacitation” Section IV.I.).    A person shall not knowingly take advantage of another person who has an intellectual or physical disability, who is incapacitated by prescribed medication, alcohol or other chemical drugs, or who is not conscious or awake, and thus is not able to give Consent as defined above.  Consent cannot be given when it is the result of any coercion, intimidation, force, or threat of harm.  Consent is active, not passive. 

    Certain states have designated a minimum age under which a person cannot give Consent.  In the state of New York, the age of Consent is 17.

  3. “Anonymous” means that a student may report a Title IX Complaint without including one’s name or the name of the Respondent.  However, the university's ability to investigate an anonymous report is limited when names are not included in reports. Making an initial anonymous report does not, in any way, prevent a student from choosing to follow-up with additional information in the future, if desired. The university always welcomes additional information after the initial complaint is made. (See, Reporting Anonymously, Section VI.A.3.).

  4. “Coercion” means the use of improper pressure to compel another individual to initiate or continue sexual activity against that individual’s will.  A person’s words or conduct are sufficient to constitute coercion if they wrongfully impair another individual’s freedom of will and ability to choose whether or not to engage in sexual activity. Coercion can include a wide range of behaviors, including intimidation, manipulation, threats, and blackmail.  Examples of Coercion include threatening to “out” someone based on sexual orientation, gender identity or gender expression and threatening to harm oneself if the other party does not engage in the sexual activity.  Coercing an individual into engaging in sexual activity violates this policy in the same way as physically forcing someone into engaging in sexual activity.

  5. “Confidentiality” means that information shared by an individual with a designated Confidential Resource or community professionals cannot be revealed to any other individual without express permission of the individual.  (See, Confidential Resources for getting help, Section V).  Even RIT Offices and employees who cannot guarantee confidentiality will maintain privacy to the greatest extent possible.  The information provided to a non-confidential resource will be relayed only as necessary for the Title IX Coordinator to investigate and/ or seek resolution.

  6. “Complainant” means a person who has allegedly experienced Prohibited Conduct that has been reported to RIT.  RIT may also be the Complainant if (1) RIT elects to investigate reports of potential violation(s) of this Policy on its own accord and in its sole discretion, or (2) a Non-Member Complainant is the person who experienced Prohibited Conduct or the subject of a report.

  7. “Force” is the use or threat of physical force or intimidation to overcome an individual's freedom of will to choose whether or not to participate in sexual activity.  There is no requirement that a Complainant use force to resist the sexual advance or request.  However, use of force by the Complainant will be viewed as a clear demonstration of non-consent.

  8. “Incapacitation” means the inability, temporarily or permanently, to give Consent because the individual is mentally and/or physically helpless, asleep, unconscious, or unaware that sexual activity is occurring. Incapacitation may result from the use of alcohol and/or drugs. Incapacitation is a state beyond drunkenness or intoxication. The impact of alcohol and other drugs varies from person to person; however, warning signs that a person may be incapacitated may include, but are not limited to slurred speech, unclear signed communication, vomiting, involuntary elimination of bodily fluids, unsteady gait, odor of alcohol, combativeness, uncharacteristic behavior, or emotional volatility. The question is whether the Respondent knew, or a sober, reasonable person in a similiar set of circumstances as the Respondent, should have known, that the Complainant was incapacitated.

  9. "interim or Accommodative Measures" means protective measures put in place by a university official or administrator designed to support and protect the safety of the Complainant, Respondent, or the RIT Community pending an investigation or hearing.

  10. “No Contact Order” or “NCO” means a formal directive issued by a university official or administrator requiring parties to have no direct or indirect interaction or contact with one another.  Contact or interaction includes, but is not necessarily limited to, in-person contact, telephone calls, recordings, email, texts and other forms of electronic communication, social media-based messages or postings, and third party communications including through proxies (i.e., friends, family members, acquaintances, etc.).  (See, Interim and Accommodative Measures, Section VII.B.).  A violation of an NCO is a chargeable violation under this policy.

  11. “Non-Member Complainant” means a person who alleges they have experienced Prohibited Conduct but who is not a faculty member, staff member, or student at RIT.  A Non-Member Complainant may provide information to the university so that the university can conduct an investigation or otherwise resolve an allegation regarding Prohibited Conduct, but certain parts of this Policy will not apply to the Non-Member Complainant.  The Non-Member Complainant may be invited to participate in the hearing process at the discretion of the university.  In addition, certain privacy laws may prevent the university from sharing information about members of the RIT Community that would otherwise be shared with a Complainant under this Policy.  A Non-Member Complainant will have procedural rights described in Non-Member Complainant Procedural Rights outlined below in Section IX.

  12. “Preponderance of Evidence” means that, after considering all of the supporting information and documents regarding an incident, it is more likely than not that a violation of this policy occurred.  All hearings and appeals under this policy will be determined using the preponderance of the evidence standard.

  13. “Prohibited Conduct” means any one of the behaviors set forth in Section I, above, and are the standards that may be alleged by a Complainant and with which a Respondent may be charged.

  14. “Privacy” means that information related to a Complaint will be shared only with a limited circle of individuals who “need to know” in order to assist in the active review, investigation, or resolution of the Complaint. While not bound by confidentiality, these individuals will be discreet and respect the privacy of all individuals involved in the process.

  15. “Reporting Person” is any individual who reports an alleged violation of this Policy, including the Complainant.  Most reports are made by a member of the RIT Community who has directly experienced any Prohibited Conduct.  However, reports may also be made by anyone who is aware of, or has witnessed, but has not directly experienced the alleged misconduct.

  16. “Respondent” means any individual alleged to have engaged in Prohibited Conduct. When a Respondent has multiple roles within the university, the university’s Title IX Coordinator will determine which investigatory procedure will apply based on the facts and circumstances of a particular incident, such as which role predominates and/or the role most applicable in the incident. For example, if the Respondent is a full-time employee and a part-time student at the university, the Respondent’s predominant role as employee may require that the incident be reviewed under the procedures applicable to employee investigations.  (The Complainant and Respondent, collectively, are referred to as the “parties.”)

  17. “Responsible Administrator” means RIT’s Title IX Coordinator, Deputy Coordinators, and the Title IX Investigator(s).

  18. “Responsible Employee” means RIT Employees who have the authority to take action to address Sex Discrimination or Sexual Misconduct, or have the duty to report any such incidents or any other misconduct to the Title IX Coordinator or other appropriate school official.  Most RIT Employees are Responsible Employees for reporting purposes of this Policy and RIT’s Policy Prohibiting Harassment and Discrimination (C.6.0) unless they are specifically designated as Confidential Resources.  (See, Confidential Resources for Getting Help, Section IV.).  Responsible Employees must report allegations of Sexual Misconduct to RIT’s Responsible Administrators to allow the university to stop, prevent, and remedy such occurrences.

  19. “RIT Advocate” means any faculty or staff member trained by the Center for Student Conduct and Conflict Resolution to provide assistance to a Complainant or Respondent throughout the RIT Student Conduct Process. The Center for Student Conduct and Conflict Resolution maintains a list of trained Advocates.  An Advocate may fully participate in the conduct hearing acting in accordance with the provisions of the RIT Advocacy Program. Additionally, support is available at any time prior to and during the conduct hearing, including any prehearing meetings or interviews, up to and including appeals where applicable.  The Center for Student Conduct and Conflict Resolution maintains a list of staff trained and available to provide support through the process prior to the actual hearing.

  20. “RIT Community” means any individual authorized to be on the RIT campus including administrators, faculty, staff, students, student organizations, external organizations, and individuals in their operations with RIT.

  21. "RIT Student” means undergraduate, graduate, non-degree seeking, students in not-for-credit programs, and all persons taking courses or training at RIT as well as RIT Students on co-op and students not officially enrolled during a particular term, but who have a continuing relationship with the university.

  22. “Sexual Misconduct” is a broad term encompassing any Unwelcome Conduct of a sexual nature perpetrated without Affirmative Consent and prohibited under this Policy. Sexual Misconduct may refer to all forms of Sexual Harassment, Sexual Assault, relationship violence (including Domestic and Dating Violence), Sexual Exploitation, and Stalking.

  23. “Unwelcomed Conduct” means conduct that is not initiated by the recipient or which is regarded as offensive to the recipient, without regard to the intent of the individual engaging in the conduct.


RIT Students have confidential options for seeking help if they have experienced or witnessed Prohibited Conduct.  Confidential reporting options will not disclose any details of a report with anyone.  Pastoral counselors, professional counselors, and medical staff are able to provide confidentiality in accordance with their professional responsibilities.  At RIT, these confidential options are the Center for Women and Gender, the Student Health Center, the RIT Counseling and Psychological Services (CAPs), the Ombuds Office, Spirituality and Religious Life, and the NTID Counseling & Academic Advising Services Office (“Confidential Resources”). 

Sharing information with a Confidential Resource will neither result in a report to RIT, nor investigatory or disciplinary action against the Respondent.

Off campus, confidential reporting options are also available.  A complete list of off-campus resources providing Confidentiality can be found at the end of this policy. (See, Options for Assistance, Section XIV.)


RIT’s policies and procedures are intended to protect the rights of the Complainant, the Respondent, and the RIT Community.  RIT encourages all individuals who have experienced, have knowledge of, or have witnessed Prohibited Conduct committed by or against students, staff, or faculty to report such conduct.  All reports of Prohibited Conduct brought against an RIT Student, staff, faculty, or other member of the RIT Community will be taken seriously.

RIT provides a variety of reporting options available to an individual, so that each person may choose a path for response best suited to their particular situation. 

  1. Reporting Prohibited Conduct to the University
    1. Reporting to RIT's Public Safety

      Any individual may report Prohibited Contact to RIT’s Public Safety by calling (585) 475-3333, or texting (585) 205-8333.  Public Safety is available twenty four (24) hours per day, seven (7) days per week.  There are occasions when a report may trigger RIT’s obligation to issue a notice to the community about an incident that could pose a threat to the community (a “Crime Alert”). RIT Public Safety assesses each reported incident to determine if it requires a Crime Alert.  If a reported incident results in a Crime Alert, the Complainant’s name and other identifiable information will never be included. 

  1. Reporting Online to the Title IX Office

    An individual may report Prohibited Conduct to the Title IX Office by filling out a compliant form online at www.rit.edu/titleix.

  2. Reporting Anonymously

    An individual may anonymous report Prohibited Conduct online using the RIT Ethics and Compliance Hotline or by calling the Hotline at (866) 294-9358. The RIT Ethics and Compliance Hotline is independently operated by a third party to ensure anonymity. Anonymity is not confidentiality. Reports alleging violations of this policy made using the RIT Ethics and Compliance Hotline will be forwarded to the Title IX Coordinator. No personally identifiable information is required in order to submit an anonymous report through the Hotline.  Due to their nature, anonymous reports may be difficult to fully investigate and resolve.

  3. Reporting to the Title IX Coordinator or Another Responsible Administrator

    RIT strongly encourages individuals who have experienced, have knowledge of, or have witnessed Prohibited Conduct committed by or against students, staff, or faculty to report the incident immediately to the director of Title IX and Clery Compliance, Stacy DeRooy (referred throughout this policy as the “Title IX Coordinator”), or another Responsible Administrator.  The Title IX Coordinator and the other Responsible Administrators have been specifically trained to receive and respond to allegations of Prohibited Conduct.  The Title IX Coordinator can be reached as follows:

    Stacy DeRooy
    Director of Title IX and Clery Compliance
    Office of Compliance and Ethics
    Rochester, NY 14623
    (585) 475-7158

    The current list of Deputy Title IX Coordinators and the remaining Responsible Administrators can be found on the Title IX website.  Responsible Administrators are not Confidential Resources.  Only Confidential Resources can offer Confidentiality.  However, Responsible Administrators will maintain the Privacy of any report to the greatest extent possible.  That means any information provided to a Responsible Administrator will be shared only as necessary to investigate or otherwise resolve a report of Prohibited Conduct.

    Any individual may contact a Responsible Administrator to obtain information about this Policy and supportive resources.  Individuals are not required to disclose any detail about an incident in order to obtain general information about this Policy, RIT’s procedures, or counseling and other supportive resources available.

    With the limited exception of employees designated as Confidential Resources, all employees to whom a report of Prohibited Conduct is made must disclose the report to the Title IX Coordinator or Responsible Administrator. The report should include all relevant information that the Reporting Person has shared with the Responsible Employee such as the names of any individuals involved in the alleged incident, as well as the date, time, and location of the alleged incident.  The Responsible Employee shall not attempt to determine whether the Prohibited Conduct occurred.   

    If an individual discloses Prohibited Conduct during a public awareness event, a protest, during a class project, or advocacy event, such disclosure does not constitute a report to RIT and RIT is not obligated to investigate based on the public disclosure.  RIT may however, use the information disclosed to further educate about prevention efforts.

B. Reporting to Local Law Enforcement or State Police

Behavior that violates this Policy may also violate the laws of the local jurisdiction in which the incident occurred and subject a Respondent to criminal prosecution.  The university encourages (but does not require) individuals who have experienced Sexual Misconduct to report promptly to  local law enforcement or the New York State Police and pursue criminal charges.  The university may also report certain matters directly to law enforcement. 

The standards for finding a violation of criminal law are different from the standards for finding a violation of university policy.  This means that conduct may violate university policy even if the same conduct does not constitute a crime or law enforcement declines to prosecute.  Accordingly, this Policy and the procedures thereunder are independent of any criminal investigation or proceeding.  That is, a person may pursue a criminal complaint, or RIT complaint, or both. Any internal RIT investigation and/or hearing process will be conducted concurrently with any criminal investigation and proceeding that may be pending.

C.  Rights of Complainant in the Reporting Process

Individuals filing a report of Prohibited Conduct shall have the right to:

  1. Notify RIT Public Safety, local law enforcement, and/or the New York State Police.

  2. Have emergency access to an official trained in interviewing individuals subjected to Sexual Assaults. That official will provide information regarding options to proceed, and, where applicable, the importance of preserving evidence and obtaining a sexual assault forensic examination as soon as possible, and detailing that the criminal justice process utilizes different standards of proof and evidence and that any questions about whether a specific incident violated the penal law should be addressed to law enforcement or to the district attorney. The official shall also explain whether the official is authorized to offer the Reporting Person Confidentiality or Privacy, and shall inform the reporting person of other reporting options.

  3. Disclose confidentially the incident to RIT representatives, who may offer confidentiality pursuant to applicable laws and can assist in obtaining services for reporting persons.

  4. Disclose confidentially the incident and obtain services from the state or local government.

  5. Disclose the incident to RIT representatives who can offer Privacy or Confidentiality, as appropriate, and can assist in obtaining resources for reporting persons.

  6. File a report of a violation of this policy and the right to consult the Title IX Coordinator and other appropriate RIT representatives for information and assistance. Reports shall be investigated in accordance with RIT policy and a reporting person’s identity shall remain private at all times if said reporting person wishes to maintain privacy.

  7. Receive assistance from appropriate RIT representatives in initiating legal proceedings in family court or civil court.

  8. Withdraw a complaint or involvement from the RIT process at any time.

  9. Be protected by RIT from retaliation for reporting an incident.


  1. Time Limits for Reporting

There is no time limit for reporting a violation of this Policy. Nevertheless, every person is encouraged to report allegations immediately in order to maximize RIT’s ability to obtain evidence, and conduct a thorough, impartial and reliable investigation. Failure to promptly report violations of this Policy may result in the loss of relevant evidence and witness testimony, and may impair RIT’s ability to enforce this Policy.

  1. Interim and Accommodative Measures

Once a report of Prohibited Conduct is made to a Responsible Administrator, RIT will take prompt and effective action as is reasonably practicable under the circumstances to support and protect the Complainant, Respondent, and the rest of the RIT Community. This may include taking interim actions pending the investigation and/or hearing, and may also include making accommodative changes in residential, academic, work or transportation arrangements to ensure that the Complainant and Respondent have little interaction. These Interim and Accommodative measures are designed to end the alleged harassment, eliminate a hostile environment, and prevent recurrence.  

  1. No Contact Orders

    No Contact Orders are issued by a university official or administrator and prohibit all contact by and between the parties specified in the order when there is a reasonable concern that physical or psychological harm may result from contact.  A No Contact Order may also be imposed during the course of an investigation or as a resolution following a report of Prohibited Conduct. The university may consider all facts and circumstances that may be relevant when issuing a No Contact Order, including but not limited to circumstances when:

    1. There are allegations, threats, or evidence of physical violence by one student against another;

    2. There are allegations, threats, or evidence of emotional abuse or harassment by one student of another;

    3. There is a substantial risk of emotional harm from continued contact between students;

    4. Continued contact between students may have a material impact on campus disciplinary proceedings;

    5. Requested or agreed to in good faith by both students involved; and/or

    6. There are allegations of serious college policy violations.

No Contact Orders may include Accommodative Measures, or additional protective measures specific to the safety, well-being, or other needs of either or both Students subject to the No Contact Order, when deemed necessary within the sole discretion of the university.

  1. Duration of No Contact Orders

    No Contact Orders shall remain in effect until the graduation or withdrawal of at least one of the parties, unless the No Contact Order expressly provides otherwise, or is modified or rescinded by the university.

  2. Responsibilities of the Parties Subject to No Contact Orders

    If a No Contact Order is issued as a result of a report and investigation alleging Dating or Domestic Violence, Stalking, or Sexual Assault, then the burden shall be on the Respondent to leave the immediate area promptly and without contact or communication with the Complainant.  The burden shall remain on the Respondent pending a disciplinary hearing.  If the result of the disciplinary hearing is a finding of responsibility, then the burden shall remain on the Respondent throughout the Respondent’s time at RIT, unless otherwise modified or rescinded by the university. 

    If the Complainant declines an investigation into the allegations, the report involves verbal harassment only, or the result of a disciplinary hearing is a finding of non-responsibility, then the No Contact Order shall default to a Mutual No Contact Order.  The Mutual No Contact Order requires all named parties to actively avoid one another in all situations and to avoid contacting one another by any means. Each party shall respect the need of the other to manage their university activities with a minimum of contact with the other.  In the event the parties occupy the same place at the same time, it will be incumbent on the party that is uncomfortable with the proximity of the other party to determine whether they wish to remain in the area.  Each party should act reasonably and responsibly should incidental contact occur.

2.  Accommodative Measures

Accommodative Measures are additional protective measures that are specific to the safety, well-being, or other needs of either or both students.  Accommodative Measures may include, but are not limited to, the following:

  1. Restricting a student from being in close proximity to the other student;

  2. Restricting a student’s access to certain campus locations, including the other student’s residence hall;

  3. Restricting the times a student may be present in on-campus dining facilities;

  4. Altering academic arrangements to require that the students not be enrolled in the same academic course(s);

  5. Requiring that the students not participate in the same co-curricular or extra-curricular activities; and/or

  6. Altering transportation or employment arrangements to reasonably ensure that the Complainant and the Respondent will not access the premises at the same time.

3.  Issuance of No Contact Orders and Accommodative Measures:

No Contact Orders and Accommodative Measures may be issued by the following university administrators:

  1. For matters pertaining to the Student Code of Conduct: the associate vice president of Student Affairs;

  2. For matters pertaining to this Policy: the director of Title IX and Clery Compliance; and

  3. For situations involving personal or campus safety: the director of Public Safety may issue temporary No Contact Orders and Accommodative Measures, which directives shall be confirmed, modified or rescinded by the associate vice president of Student Affairs or the director of Title IX and Clery Compliance once all relevant information is reviewed.

4.  Interim Suspension

In certain circumstances, the director for the Center of Student Conduct and Conflict Resolution, in consultation with the director of Title IX and Clery Compliance, may impose an interim suspension. Interim suspension may be imposed at RIT’s sole discretion: (a) to ensure the safety and well-being of members of RIT; (b) to ensure the student’s own physical or emotional safety and well-being; or (c) if the student poses a definite threat of disruption of or interference with the normal operations of RIT. During interim suspension, the student may be denied access to on-campus housing and/or the campus (including classes) and/or all other RIT activities or privileges which are determined to be appropriate. An interim suspension may be imposed before, during, or after the commencement of a hearing, or during the appeal process.

5.  Review of Interim or Accommodative Measures

Both the Complainant and the Respondent shall be afforded the opportunity for a prompt review of the need for Interim or Accommodative Measures, including the potential modification or rescission of these measures.  A student seeking the modification or rescission of a No Contact Order shall make the request to the university administrator who issued the No Contact Order.  The issuing university administrator shall consult with both parties before referring the decision to a neutral office who will then determine whether to modify or rescind the NCO.  The Complainant and Respondent will be allowed to submit evidence in support of their request. The issuing university administrator shall determine if the requested modifications are appropriate, in consultation with the Title IX Coordinator or AVP of Student Affairs as applicable.

6.  Violations of Interim Measures, including No Contact Orders and Accommodative Measures

Violations of Interim Measures, including No Contact Orders or Accommodative Measures, are subject to discipline under the Student Code of Conduct or the retaliation provisions of this Policy, as appropriate. Violation(s) of RIT’s directives and/or administrative actions relating to Interim or Accommodative Measures may lead to additional charges under this Policy or the Student Code of Conduct.

  1. Informal Resolution of a Report of Prohibited Conduct

    A Complainant may seek an informal resolution of certain reports of Prohibited Conduct.  In most cases, the Complainant’s decision to: (1) seek informal resolution, (2) decline to consent to an investigation into reported Prohibited Conduct, or (3) withdraw from the processes under this policy, will be honored.  In such cases, the university will not conduct an investigation, hold a hearing, or take disciplinary action against any alleged Respondent.  Instead, other measures will be pursued such as mediation, meetings, or facilitated dialogue with the parties regarding behavioral expectations or the permanent imposition of accommodative measures depending on the willingness of the parties.  Informal resolution is not appropriate for cases involving allegations of Sexual Assault, Domestic or Dating Violence, or Stalking unless the Complainant makes a request. Nor are informal resolutions appropriate for allegations that present significant disputed issues of fact or where the alleged Prohibited Conduct may result in suspension or expulsion.  Informal resolutions are not appealable, and the pursuit of informal resolution does not preclude the Complainant from pursuing a more formal resolution or investigation in the future. 

    If the Title IX Coordinator determines that informal resolution does not adequately mitigate a potential risk of harm to the Complainant or other members of the RIT Community, then the Complainant’s request may be denied.  Likewise the university may determine to proceed with an investigation regardless of whether the Complainant consents.  The Title IX Coordinator shall consider the following factors when determining whether to proceed with an investigation or against Complainant’s wishes:

    1. Whether the Respondent has a history of violent behavior or has a conduct history;

    2. Whether the incident represents escalation in unlawful conduct on behalf of the Respondent from previously noted behavior;

    3. The increased risk that the Respondent will commit additional acts of violence or discrimination;

    4. Whether the Respondent used a weapon or force;

    5. Whether the Complainant is a minor; and

    6. Whether RIT possesses other means to obtain evidence and whether available information reveals a pattern of perpetration at a given location by a particular group.

    7. The Complainant will be notified in writing by the Title IX Coordinator if a decision is made to proceed with an investigation. 

  2.  Formal Resolution of a Report of Prohibited Conduct

    The formal resolution process for a report of Prohibited Conduct includes an investigation to determine if university policy has been violated. If an individual is found to have violated university policy, then a range of disciplinary measures may be taken up to and including expulsion from the university.

    1. Investigation of Report of Prohibited Conduct

      When a report results in a university investigation, and the Respondent is an RIT Student, specially trained investigators at RIT Public Safety will meet with all the individuals involved.  RIT Public Safety is a neutral fact-finder that will gather the information about the incident with sensitivity and respect for all individuals.  The Title IX Coordinator will notify the Complainant and Respondent of the investigation.

      When the investigation is complete, RIT Public Safety will send all investigative documentation to the Title IX Coordinator and Center for Student Conduct and Conflict Resolution.  A typical investigation will be completed within sixty (60) calendar days, if not sooner. Should there be a need for the investigation to extend beyond the standard sixty (60) calendar day timeframe, the reasons for the extension will be documented and communicated to both the Complainant and the Respondent.

    2. Formal Hearing Procedures and Adjudication

      In addition to the standard hearing procedures outlined in the RIT Student Conduct Process (D18.0), the following provisions apply to cases of alleged violations of this policy.

      1. Both the Complainant and the Respondent shall receive notice referencing the specific provision of this Policy alleged to have been violated and the possible outcomes. This notice shall also include the date, time, location, and factual allegations concerning the alleged violation.

      2. Both the Complainant and the Respondent shall have an opportunity to present evidence and testimony during the hearing. The Center for Student Conduct and Conflict Resolution requests that a list of potential witnesses, as well as any additional information either party plans to present, be submitted to the office no less than three (3) days in advance of the hearing.  Only witnesses with direct information who are part of the RIT community are allowed to participate. Character witnesses are not allowed.  It is the responsibility of the parties to inform their witnesses of the date and time of the hearing. The Student Conduct Officers may elect to rely upon the statements of witnesses contained in the investigative report if such witnesses are unavailable to attend the hearing or when information supplied in the investigative report is sufficient.

      3. Both the Complainant and the Respondent shall have an opportunity to review all evidence relevant to the conduct case in the possession or control of RIT, consistent with RIT policy and applicable federal and state law including, but not limited to, the Family Educational Records Privacy Act.

      4. The Complainant and Respondent do not have to be in the same room at the same time if they do not wish to be.  The Student Conduct Officer may make other arrangements (such as use of a wall partition or video conferencing) to allow the testimony while not depriving the either party of access to the evidence and participation in the hearing.

      5. Both the Complainant and the Respondent shall have the right to include and/or exclude their own prior sexual history with persons other than the other party or their own mental health diagnosis and/or treatment from admittance in the hearing.  Past misconduct may be considered for purposes of determining the appropriate sanction after the finding of responsibility.

      6. Both the Complainant and the Respondent shall have the opportunity to make an impact statement prior to the Student Conduct Officer’s determination of a sanction.  Impact statements may include general or specific physical, emotional impact to self, the RIT community, clubs or organizations as well as any financial implications the parties may have faced or be facing.

      7. Only the Student Conduct Officers may question the individual parties and any witnesses. Both the Complainant and Respondent may submit a list of questions to the Student Conduct Officer in advance of the hearing that they would like the Student Conduct Officers to consider asking the other party. These questions will be asked at the discretion of the Student Conduct Officers, who may choose to reframe questions or omit questions that are deemed to be irrelevant or redundant.  If the Student Conduct Officers determines that unresolved issues exist that would be clarified by the presentation of additional information and/or speaking to any party, the Student Conduct Officers may postpone the hearing and reconvene it in a timely manner to receive such additional information.  Both parties have the opportunity during the hearing to ask additional questions which may develop during the course of the hearing. 

      8. Both the Complainant and the Respondent may have their RIT Advocate present to serve as their Advisor of Choice during the hearing. If an RIT Advocate is not utilized, then either party may select an alternative Advisor of Choice. Hearings will not be postponed due to the unavailability of the student’s Advisor of Choice.  Advisors of Choice who are not RIT Advocates are to serve only in a supportive role and may not represent or speak on behalf of the student. The RIT Advocate or Advisor of Choice selected may not serve as a witness in the hearing.

      9. The hearing will be conducted by Student Conduct Officers who have received annual training on issues related to acts of sexual or gender-based misconduct, including the effects of trauma, impartiality, the rights of the Respondent,  how to conduct an investigation and hearing process that protects the safety of the Complainant and promotes accountability, and the right of the Respondent to a presumption that the Respondent is not responsible unless and until a finding of responsibility is made pursuant to this Policy. 

      10. The Student Conduct Officers presiding over the hearing shall not have a conflict of interest. In the event that a conflict of interest is deemed to exist, another Student Conduct Officer without a conflict of interest shall preside over the hearing. A student wishing to challenge the participation of any hearing officer may do so by completing the section of the hearing request form that is sent to them with the charge letter.  This form will be reviewed to determine if the challenge has merit.

      11. Both the Complainant and the Respondent have the option not to participate; however, the exercise of that option will not preclude the Student Conduct Officers from proceeding and determining the outcome of the complaint on the basis of the investigative report and other available information.

      12. The hearing will be conducted concurrently with any criminal justice investigation and proceeding that may be pending.  Temporary delays may be requested by municipal law enforcement authorities for the purpose of gathering evidence. Any requested temporary delay shall not last more than ten (10) days except upon law enforcement authorities’ written request to justify a longer delay.

      13. Complainants or Respondents seeking a delay in the scheduling of the conduct hearing must submit their request and reason for a delay in writing to the Center for Student Conduct and Conflict Resolution. 

      14. Upon the conclusion of the hearing, both the Complainant and the Respondent shall have access to a full and fair record of the hearing which shall be preserved and maintained for at least five (5) years from the date of the end of the hearing and may include a transcript, recording or other appropriate record. The full and fair record of the hearing shall be protected from public release until a final determination is made. A final determination is made under this Policy when no appeal of the decision of the hearing is sought, or in the event of an appeal, when the decision of the University Appeals Board is communicated to the Complainant and the Respondent. Any public release of the full and fair record of the hearing shall be made in accordance with applicable RIT policy and federal and state laws.

      15. Both the Complainant and the Respondent shall have the right to appeal the outcome of the hearing to the University Appeals Board in accordance with the provisions of the appeals process for the Student Code of Conduct outlined in the RIT Student Appeals Process (D18.2). No member of the University Appeals Board participating in an appeal shall have a conflict of interest. In the event a conflict of interest is deemed to exist, the member with the identified conflict shall be replaced, for purposes of this appeal only, in accordance with the provisions of the RIT Student Appeals Process (D18.2).

  3. Standard of Proof

    Disciplinary procedures involving allegations of acts in violation of this policy will be conducted promptly and be fair, equitable, and impartial. The standard of proof in such disciplinary proceedings shall be that of the preponderance of the evidence.

  4. Notification of Outcome

    The decision of the hearing officers will be communicated to both the Complainant and Respondent in writing via email concurrently.  This letter will be sent with five (5) business days after the hearing has concluded, barring any exigent circumstances that may cause reasonable delays.  The Notice of Outcome will include:

    1. The name of the Respondent;

    2. The alleged violation(s) of the Code of Conduct and the finding of responsibility or non-responsibility;

    3. The sanction(s) imposed, if any;

    4. The factual findings supporting the determination;

    5. The rationale for the decision; and

    6. Information regarding the appeal process.

      Both the Complainant and Respondent will be informed of the outcome of the hearing and the outcome of any appeal without a commitment to protect the confidentiality of the information. It shall be the decision of the Complainant or the Respondent whether to disclose or discuss the outcome of the hearing.

  5. Transcript Notations

    For those crimes of violence that RIT is required by federal law to include in its Annual Security Report, the transcripts of students found responsible after a hearing and an appeal, if any, shall include the following notation:

    1. Withdrew with conduct charges pending; or

    2. Suspended after a finding of responsibility for a code of conduct violation; or

    3. Expelled after a finding of responsibility for a code of conduct violation.

      Transcript notations for suspensions shall not be removed one (1) year after the conclusion of the suspension and may be removed one (1) year after the conclusion of the suspension. Transcript notations for expulsion shall not be removed.

  6. Sanctions and Remedies

    If a finding of responsibility is made, the Student Conduct Officers will consider, as part of their deliberations, whether the sanction will:

    1. Bring an end to the violation in question;

    2. Reasonably prevent a recurrence of a similar violation; and

    3. Remedy the effects of the violation on the Complainant and RIT Community.

      In determining an appropriate sanction, the Student Conduct Officers may consider any record of past violations of the Code of Conduct, as well as the nature and severity of such past violation(s). Any sanction imposed will be explained and supported by factual findings in the written rationale of the Student Conduct Officers. Sanctions may include Warning, Probation, Suspension, Expulsion, administrative actions, and educational sanctions as outlined in the Student Code of Conduct.

      Remedies may also be offered and provided. Appropriate remedies may include, for example, providing an on-campus escort on campus; assistance with academics such as rescheduling exams and assignments; facilitating a classroom change; housing assignment relocation; restriction of campus access for the Respondent, such as specific buildings or areas; No Contact Orders; campus employment reassignment; and counseling referrals.


All students have the right to:

  1. Make a report to local law enforcement and/or state police.

  2. Have disclosures of all gender-based misconduct including Domestic Violence, Dating Violence, Stalking, and Sexual Assault treated seriously.

  3. Make a decision about whether or not to disclose a crime or violation and participate in the judicial or conduct process and/or criminal justice process free from pressure by RIT.

  4. Participate in a process that is fair, impartial, and provides adequate notice and a meaningful opportunity to be heard.

  5. Be treated with dignity and to receive from the university courteous, fair, and respectful health care and counseling services, where available.

  6. Be free from any suggestion that the reporting individual is at fault when these crimes and violations are committed, or should have acted in a different manner to avoid such crimes or violations.

  7. Describe the incident to as few university representatives as practicable and not be required to unnecessarily repeat a description of the incident.

  8. Be protected from retaliation by RIT, any student, the accused and/or the respondent, and/or their friends, family and acquaintances within the jurisdiction of the university.

  9. Access to at least one level of appeal of a determination.

  10. Be accompanied by an Advisor of Choice who may assist and advise a Complainant or Respondent throughout the conduct process including during all meetings and hearings related to such process.

  11. Exercise civil rights and practice of religion without interference by the investigative, criminal justice, or judicial or conduct process of RIT.


  1. If upon investigation, RIT determines that a hearing is appropriate, RIT shall be the Complainant, and will bear the burden of collecting all of the evidence and pertinent information in preparation for any hearing.

  2. The Center for Student Conduct and Conflict Resolution will schedule the hearing based upon availability of parties.  A Non-Member Complainant can expect to receive a notification of the date and time of the hearing.  RIT will hold the hearing regardless whether the Non-Member Complainant chooses to participate or attend the hearing.  

  3. A Non-Member Complainant may bring an Advisor of Choice to the hearing. The Advisor of Choice will be permitted to provide quiet counsel during the hearing but may not address any other hearing participant.  It shall be the Non-Member Complainant’s responsibility to notify their Advisor of Choice of the date and time of the hearing.

  4. A Non-Member Complainant will not have access to an RIT Advocate or other on-campus resources. 

  5. After the hearing the Non-Member Complainant will receive a letter stating the findings and outcomes.

  6. Non-Member Complainants will not be entitled to appeal the outcome of the hearing.  However, they will be notified if the Respondent appeals, and the outcome of any appeal.


An individual making a good faith report under this policy is entitled to protection from any form of retaliation, even if the underlying allegations are later not proven to be a violation of policy.  Threats or other forms of retaliation against a student, staff, or faculty who files a complaint or cooperates in an investigation related to a compliant is strictly prohibited under this Policy. Retaliation includes conduct that creates an intimidating, hostile, or offensive working, residential, or education environment.  Retaliation should be reported promptly and may result in disciplinary action independent of the sanction or interim measures imposed in response to the underlying allegations.  An allegation of retaliation against a student will be investigated and adjudicated in accordance with the status of the Respondent. (See Scope, Section II, above).


Making an intentionally false claim or providing false information in an investigation is also prohibited and a violation of this Policy. 


Violations of this Policy are a serious issue and RIT’s primary concern is ensuring that individuals feel comfortable reporting a complaint.  The health and safety of every student at RIT is of utmost importance. RIT recognizes that students who have been drinking and/or using drugs (whether such use is voluntary or involuntary) at the time that violence, including but not limited to Domestic Violence, Dating Violence, Stalking, or Sexual Assault occurs may be hesitant to report such incidents due to fear of potential consequences for their own conduct. RIT strongly encourages students to report Domestic Violence, Dating Violence, Stalking, or Sexual Assault to the appropriate RIT official.  A bystander acting in good faith or a Reporting Person acting in good faith that discloses any incident of Domestic Violence, Dating Violence, Stalking or Sexual Assault to an RIT Responsible Administrator, a Responsible Employee, or law enforcement will not be subject to RIT’s Code of Conduct for violations of alcohol and/or drug policies (see Alcohol & Other Drugs Policy, D.18.1) occurring at or near the time of the commission of the Domestic Violence, Dating Violence, Stalking, or Sexual Assault. 


Any university individual authorized by this policy to act or make a decision may designate their authority to another when necessary to avoid a conflict of interest or for any other reason.


The Title IX Coordinator has overall responsibility to oversee the university’s compliance with Title IX; its ongoing education and primary prevention efforts; its investigation, response, and resolution of all reports of sexual and related misconduct under this Policy; and its efforts to eliminate prohibited conduct, prevent its recurrence, and remedy its effects.  The Title IX Coordinator is available to meet with any Student, employee or third party to discuss this policy.  Any person with a concern about the university’s handling of a particular matter should contact:

Stacy DeRooy
Director of Title IX and Clery Compliance
Rochester, NY 14623

The U.S. Department of Education, Office for Civil Rights is a federal agency responsible for ensuring compliance with Title IX. OCR may be contacted at 400 Maryland Avenue, SW, Washington, DC 20202-1100, (800) 421-3481.


If you or someone you know may be the victim of any violation of this policy, you are strongly encouraged to seek immediate assistance. Your first priority should be to get to a place of safety. You should then obtain necessary medical treatment as soon as possible.  

  1. Assistance from on campus Confidential Resources can be obtained from the following locations:

RIT Center for Women and Gender
Services provided at no cost.

RIT Counseling and Psychological Services (CaPS)
Services provided at no cost.
RIT Student Health Center
Services provided at no cost.
Spirituality and Religious Life
Services provided at no cost.
NTID Counseling & Academic Advising
Services provided at no cost.
RIT Ombuds Office
585.475.7200 or 585.475.2876
Services provided at no cost.
  1. In addition to the Title IX Coordinator and the Responsible Administrators, other non-Confidential Resources on campus that can provide assistance include:
RIT Public Safety
(24 hours a day, 7 days a week)
Center for Student Conduct & Conflict Resolution
Services provided at no cost.
RIT Human Resources
Services provided at no cost.
Office of Diversity and Inclusion
(585) 475-6546
Services provided at no cost.
RIT Advocacy Program
585-475-7668 (V/TTY)
Services provided at no cost.
Student Financial Services
Services provided at no cost.
Office of Financial Aid & Scholarships
Services provided at no cost.
RIT Student Government Office
(585) 475-4043
Assistance with legal services provided at no cost

3.  Assistance from non-campus community resources listed include:

Willow Center
24-Hour Hotline 585-222-(SAFE)7353
Services provided at no cost.
Services provided at no cost.
Monroe County Sheriff’s Office
(24 hours a day, 7 days a week)
Services provided at no cost.
IGNITE (Hotline)
585-286-2713 (VP)


Services provided at no cost.
NYS Police Sexual Assault Hotline
Services provided at no cost.
National Domestic Violence Hotline
(24 hours a day, 7 days a week)
(800) 799-7233
Services provided at no cost.
National Dating Abuse Helpline
(24 hours a day, 7 days a week)
(866) 331-9474
Services provided at no cost.
New York State Office of Victim Services
Services provided at no cost.
Information on sexually transmitted infections and sexual assault forensic examinations:
RESTORE Sexual Assault Services
Monroe County (585-546-2777)
24 hour hotline
National Sexual Assault Hotline
(24 hours a day, 7 days a week)
(800) 656-4673
Services provided at no cost.

Responsible Office:  Title IX Coordinator, Office of the Assistant Vice President for Ethics and Compliance

Effective Date:  Approved as an interim policy - 16 September 2015
Approved by University Council December 16, 2015

Policy History
Edited March 2017 to correct Public Safety and IGNITE information
Approved as interim policy May 1, 2019

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