Access Keys:
Skip to content (Access Key - 0)
Toggle Sidebar

Sex Discrimination, Sexual Harassment, Sexual Violence and Title IX Policy and Procedures

Definitions
Reporting - Who You Should Contact
Options For Resolution
Education and Trainings

Washington & Jefferson College is committed to maintaining a learning, working and living environment free from all forms of sex discrimination, sexual harassment and sexual violence.  Sex discrimination, sexual harassment and sexual violence are specifically prohibited by Washington & Jefferson, as is retaliation for having brought forward a concern or allegations under this policy.

Definitions

“Sex discrimination” means differential treatment based on sex.

“Sexual harassment” is defined as unwelcome sexual advances, request for sexual favors, or other visual, verbal or physical conduct of a sexual nature when:

1.         submission to such conduct is made either implicitly or explicitly a term or condition of an individual’s employment or student status in a course, program or activity; or

2.         submission to or rejection of such conduct by an individual is used as the basis for employment or educational decisions affecting such individual; or

3.         such conduct has the purpose or effect of interfering with an individual’s work or educational performance; or creating an intimidating, hostile, or offensive working and/or learning environment; or of interfering with one’s ability to participate in or benefit from an educational program or activity.

Sexual harassment includes “Sexual Violence” which is defined as any physical sexual act perpetrated against a person’s will or where that person is incapable of giving consent due to drug or alcohol use, or due to intellectual or other disability.  Sexual violence includes but is not limited to rape, sexual assault, sexual battery and sexual coercion (the act of using pressure or force to have sexual contact with someone who has already refused).  It is a violation of this policy to have sexual contact with any member of the community without that person’s clear and voluntary consent, or where that person is incapable of giving consent.

Sexual harassment can occur between members of opposite sexes and/or members of the same sex.  Although sexual harassment often involves a supervisory relationship or teacher/student relationship, sexual harassment can also be committed by a student against a faculty member, by an employee against a supervisor, by an employee against a peer employee, or by a student against another student.

Under federal, state and local laws (including without limitation Title IX of the Education Amendments of 1972), the College has an affirmative duty to address the issue of sexual harassment; to devise and adopt appropriate procedures for maintaining an atmosphere free of sexual coercion or intimidation; and to investigate claims of sexual harassment.  This policy is intended to implement this mandate, and represents the College’s commitment to take prompt, effective steps to address sexual harassment by stopping the harassment, preventing its recurrence, and addressing its effects.

All members of the College community are expected to take reasonable measures to prevent and discourage any sexual harassment from occurring.  Prevention should, in particular, be a guiding concern for all involved in any proceedings under this policy.  Any faculty member, student, staff employee, vendor or visitor found to have violated this policy by engaging in conduct constituting sexual harassment will be subject to appropriate disciplinary and/or corrective action, which may include expulsion from school or termination of employment.

Retaliation is Strictly Prohibited

No person will be retaliated against in any way for initiating an inquiry or lodging a complaint in good faith regarding sex discrimination, sexual harassment or sexual violence.  Any conduct constituting retaliation is a violation of this policy and is equally subject to disciplinary action under it.  Any person subjected to conduct perceived as retaliation for initiating an inquiry or lodging a complaint in good faith regarding sex discrimination, sexual harassment or sexual violence should promptly report all relevant information to one of the responsible individuals identified below.

Reporting: Who You Should Contact

Title IX Coordinators.  If you believe you are a victim of some form of sex discrimination, sexual harassment and/or sexual violence, the College’s Title IX Coordinator and Deputy Coordinators are available to provide information to you about the processes under this policy for dealing with such concerns and complaints, and also to provide information about other resources that may be available to you.  The Title IX Coordinator is also responsible for overseeing the processing of complaints of alleged sex discrimination, sexual harassment and sexual violence brought forward under this policy, and for identifying and addressing patterns of alleged sex discrimination, sexual harassment/violence and systemic problems. 

The following individuals serve as the College’s Title IX Coordinator and Deputy Coordinators, and are available to speak with anyone who wishes to bring forward a concern or complaint under this policy: 

Title IX Coordinator:
Robert Allison
Director of Human Resources 
Washington & Jefferson College
60 S. Lincoln Street
Washington, PA 15301
(724) 250-3539
rallison@washjeff.edu

Deputy Title IX Coordinators:
Justin Dandoy
Director of Community Engagement
Washington & Jefferson College
60 S. Lincoln Street
Washington, PA 15301
(724) 503-1001 , Ext. 3086
jdandoy@washjeff.edu

Charles Hannon
Associate Dean of the Faculty
Washington & Jefferson College
60 S. Lincoln Street
Washington, PA 15301
(724) 503-1001, Ext. 6004
channon@washjeff.edu

Ketwana Schoos
Assistant Dean of Student Life Inclusive Campus
Washington & Jefferson College
60 S. Lincoln Street
Washington, PA 15301
(724) 503-1001 , Ext. 3540
kschoos@washjeff.edu

Kaley Wood
Human Resources Specialist
Washington & Jefferson College
60 S. Lincoln Street
Washington, PA 15301
(724) 503-1001, Ext. 3012
kwood@washjeff.edu

Deputy Title IX Coordinator for Athletics:

Jina DeRubbo
Senior Women’s Administrator, Athletics
Washington & Jefferson College
60 S. Lincoln Street
Washington, PA 15301
(724) 503-1001, Ext. 3326
jderubbo@washjeff.edu  

Campus Police:
Victims of sexual violence may contact Protection Services 24 hours a day at 724-223-6032 or by dialing 911 from a campus phone. Calling 911 from a cell phone will route calls to a Washington County 911 dispatcher who will appropriately route calls from there. Other resources include:

  • Student Health & Counseling Services: 724-223-6107
  • Washington Police Department: 724-223-4200
  • East Washington Police Department: 724-222-2929
  • Washington Hospital: 724-225-7000
  • Southwestern Pennsylvania Human Services  CARE Center: 1-888-480-7283
  • Washington County Crisis Line – 724-379-6093

Confidential Resources:
There are also confidential resources available on campus.  Those confidential sources include counselors and psychologists in the employee assistance program and student health services.  Because the content of discussions with confidential resources is not reported to other offices on campus, such discussions do not serve as notice to the College to address alleged sexual discrimination, sexual harassment and/or sexual violence under this policy. 

Contacts:
Student Health and Counseling Center 724-223-6107
Student Health Services   724-223-6047
Employee Assistance Program 877-240-6863 

Options for Resolution

Individuals making reports of alleged sexual discrimination, sexual harassment or sexual violence will be informed about options for resolving potential violations.  These options include informal dispute resolution, referral to other College offices or programs (where appropriate), formal investigation pursuant to this policy, and availability of resources outside the College process. 

Complainants will be informed about the range of possible outcomes, including interim protections, remedies for the individual harmed by the alleged misconduct, and disciplinary actions that might be taken against the accused as a result of the report, including information about the procedures leading to such outcomes. 

In the handling of inquiries and complaints under this policy, the College will protect confidentiality to the extent consistent with the College’s legal obligations to take all reasonable steps to conduct an effective investigation of claims and to protect the welfare of the College community.

a) Procedures for Informal Resolution

The College encourages informal resolution when the parties desire to resolve the situation cooperatively.  Informal resolution may include an inquiry into the facts, but typically does not rise to the level of a formal investigation.

Informal resolution includes, but is not limited to, options such as referral to another campus office or program, mediation, separation of the parties, referral of the parties to counseling programs, conducting targeted educational and/or training programs, or other remedial measures.  Situations that are resolved through informal resolution are usually subject to follow-up after a period of time to assure that resolution has been implemented effectively.  Steps taken by the Title IX Coordinator or Deputy Title IX Coordinators to help the parties achieve informal resolution will be documented.

Some reports of alleged sex discrimination, sexual harassment or sexual violence may not be appropriate for informal resolution, but may require a formal investigation at the discretion of the Title IX Coordinator.  Also, the Office for Civil Rights of the U.S. Department of Education has taken the position that mediation is not an appropriate mechanism for resolution in cases of alleged sexual assault.

b) Procedures for Formal Investigation

In response to reports of alleged sex discrimination or sexual misconduct in cases where the complainant does not wish to engage in informal resolution, where informal resolution is not appropriate, or in cases where attempts at informal resolution are unsuccessful, a formal investigation will be conducted.  In such cases, unless a written complaint has already been submitted, the individual making the report (here termed the “Complainant”) shall file a written, signed complaint containing the relevant allegations against a person (here termed the “Respondent”).  The written complaint shall be submitted to the Title IX Coordinator or one of the Deputy Title IX Coordinators.  The Title IX Coordinator and/or a Deputy Title IX Coordinator will manage this process.

The following general principles and procedures shall govern this process:

1.  All persons concerned are to be treated with respect and impartiality.  Procedures are to be fair, both in substance and in perception, to all persons concerned, to the various constituencies, and to the College community. 

2.  The Title IX Coordinator shall appoint an investigator or investigators and shall inform the complainant and the respondent of their identity and shall provide the respondent with a copy of the written complaint. 

3.  Persons called upon to investigate allegations of violations of this policy will be thoughtfully chosen and properly trained.  The individual(s) conducting the investigation shall be familiar with this policy, and shall have had training and/or experience in conducting investigations.

4.  The investigator shall conduct a thorough investigation of the allegations in the complaint with a view to (a) determining whether any conduct alleged in the complaint did occur in the manner and circumstances alleged or otherwise; and (b) to the extent that alleged misconduct did occur, determining whether the conduct constitutes sexual discrimination, sexual harassment and/or sexual violence. 

5.  The investigation generally shall include interviews with the parties, interviews with other witnesses as needed, and a review of relevant documents as appropriate.  Disclosure of facts to non-party witnesses shall be limited to what is reasonably necessary to conduct a fair and thorough investigation. 

6.  The investigator shall give both the complainant and the respondent an opportunity to be heard, to provide documentation and other evidence to the investigator, and to suggest the names of other persons who they believe may have relevant information.  The investigator shall make equally available to both the complainant and the respondent the documentation in the investigator’s possession that the investigator regards as relevant to the complaint.

7.  At any time during the investigation, the investigator may recommend that interim protections or remedies be provided by appropriate College officials.  These protections or remedies may include (but are not limited to) separating the parties, placing limitations on contact between the parties, or making alternative workplace or student housing arrangements.  Failure to comply with the terms of interim protections may be considered a separate violation of this policy.

8. The investigation shall be completed as promptly as possible and in most cases within 60 working days of the date the written complaint was received.  In the event that an investigation cannot be completed within 60 working days, the parties shall be notified in writing.

9.  After concluding the investigation, the investigator shall record his/her findings and recommendations in a written report.  In making findings, the investigator shall use a “preponderance of the evidence” standard (which means it is more likely than not that a violation has occurred).  The investigator’s recommendations may include, but are not limited to, educational programs, counseling/coaching, remedies for the complainant, and/or a referral to applicable campus disciplinary procedures, if and as appropriate.  The written report shall be submitted to the Title IX Coordinator, who shall inform the complainant and the respondent of the completion of the investigation and will provide a copy of the investigator’s written report to each of them. 

10.  The Title IX Coordinator shall evaluate the findings and recommendations of the investigator(s) and recommend appropriate action, based on that evaluation, in accordance with the provisions of this policy and other applicable College policies and procedures.  The Title IX Coordinator’s evaluation and recommendations shall be submitted to the appropriate vice president(s) of the units where the complainant and respondent are located.  Final decisions with respect to actions to be taken will be made by the appropriate vice presidents.

11.  The Title IX Coordinator’s recommendations may be communicated in writing to both the complainant and the respondent. 

12.  Appropriate sanctions and corrective actions will be implemented on a case-by-case basis for violations of the College’s policy against sex discrimination, sexual harassment and sexual violence.  The College also will take appropriate steps to prevent recurrence of any sexual harassment and to remediate its effects on the complainant and others in the campus community, if appropriate.

13.  No person shall make an allegation that he or she knows to be untrue or knowingly provide false information during the course of an investigation.  Making a false complaint or giving false information is a violation of this policy and may be a basis for discipline, up to and including expulsion from school or termination from employment.

Additional Points Relevant to Complaints of Alleged Sexual Discrimination, Sexual Harassment, or Sexual Violence Brought Against a Student

The Student Conduct Panel may accommodate concerns regarding the personal safety, well-being and/or peace of mind of the Complainant, Respondent, and/or any witness(es) during the Hearing by providing separate facilities, by using a visual screen, and/or by permitting participation via telephone, videophone, video conferencing, videotape, audio tape, written statement, or other means, where and as determined by the Hearing Coordinator, in consultation with the Title IX Coordinator.

Both the Respondent and Complainant will be informed of the College's findings and judgments, including the determinations of any violations of the College’s policy on sexual misconduct.

If found responsible, the Respondent will be subject to sanctions based on the findings and severity of the incident as deemed appropriate by the Conduct Officer, Hearing Officer, or Student Conduct Panel.  In cases where it is determined that a violation of the sexual misconduct policy has occurred, student disciplinary action may range from the reprimand of counseling and/or probation, to school suspension or expulsion. All decisions concerning sanctions are made on a case-by-case basis based upon the specific findings in a particular investigation.

After any report of an alleged sexual assault, W&J College reserves the right to change the housing assignment of the accused student, limit/restrict access to campus events, limit/restrict access to campus facilities, and/or execute an interim suspension to ensure the safety of all students involved until the issue is resolved.

While the Complainant and the Respondent have the right to seek a review of the decision imposed by the Conduct Officer, Hearing Officer or the Student Conduct Panel, the original decision remains in place until the Student Conduct process is completed.

As with any Student Conduct hearing for an alleged policy violation, W&J College affirms that the Complainant and the Respondent are entitled to the same opportunities to have equal unbiased support to ensure all parties are given equal opportunity to present their side of the incident.

Statement on Privacy

The College recognizes and respects the sensitive nature of incidents that revolve around the issues of sexual assault and sexual harassment.  The College will make every effort to protect the privacy of those involved and will comply with all applicable state and federal privacy laws concerning student and health information.

However, the College cannot guarantee absolute confidentially when the College is obligated to disclose information to any government agency or when protecting confidentially compromises the College’s ability to protect the rights of other members within the campus community.

Education and Training

Washington & Jefferson College’s ongoing, campus wide initiative to educate all members of the college community about policies and procedures regarding sex discrimination, sexual harassment and sexual violence and about Title IX includes the dissemination of policies and procedures through email and website announcements, information provided in recruitment advertisements, and information provided in the college catalog.  Information is provided to all new students at new student orientation and all students are notified about the College’s policies regarding sex discrimination, sexual harassment and sexual violence during the first week of classes.  Training is likewise periodically conducted for faculty and staff members regarding Title IX rights and responsibilities.

Annual Reporting

The Title IX Coordinator and Deputy Coordinators are responsible for maintaining records relating to reports, investigations and resolutions of complaints of alleged sexual harassment and sexual violence.  Records shall be maintained in accordance with College records policies, generally for at least six years after the date of final resolution of the complaint.  Records may be maintained for longer periods of time at the discretion of the Title IX Coordinator in cases where one or more of the parties have a continuing affiliation with the College.  All records pertaining to threatened or pending litigation or a request for records shall be maintained in accordance with instructions from College legal counsel.  Requests for information should be directed to the Title IX Coordinator. 

Toggle Sidebar

Make your own PDF. Select "Normal Export" to download the entire wiki, or select "Custom Export" and check the pages of the HR wiki you would like to include for a customized PDF, then click 'Export' at the bottom of the page.