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ID Code. All members of the Hanover Community are expected to conduct themselves in a manner that maintains an environment free from Sexual Harassment. As such, Hanover College does not discriminate on the basis of sex and is committed to providing an educational environment free from sex discrimination.

Title IX. Title IX is a federal civil rights law that prohibits discrimination on the basis of sex — including pregnancy discrimination and Sexual Harassment — in educational programs and activities. Sexual Harassment is a violation of College policy, state and federal civil rights laws, and may violate state and federal criminal laws. The College reserves the right to take whatever measures it deems necessary in response to an allegation of Sexual Harassment in order to protect the rights and personal safety of students, employees, and other members of the Hanover Community.

Such measures include, but are not limited to, modification of living arrangements, interim suspension from campus pending a hearing, and reporting the matter to local police. Not all forms of Sexual Harassment will be deemed to be equally serious offenses, and the Hanover reserves the right to impose different sanctions, ranging from verbal warning to expulsion, depending on the severity of the offense. The Hanover will consider the concerns and rights of both the Complainant and the Respondent. Imputation of knowledge based solely on vicarious liability or constructive notice is insufficient to constitute Actual Knowledge.

This standard is not met when the only official of the college with Actual Knowledge is the Respondent. The mere ability or obligation to report Sexual Harassment or to inform a Student about how to report Sexual Harassment, or having been trained to do so, does not qualify an individual as one who has authority to institute corrective measures on behalf of the college. An individual deemed to have an affiliation with the College in a non-compensatory capacity as deated in the applicable Human Resources Information System.

Any person who is reported to have experienced conduct prohibited by this policy, regardless of whether that individual makes a report or participates in the review of that report by the College, and regardless of whether that person is a member of the Hanover Community. Permission that is clear, knowing, voluntary, and expressed prior to engaging in and during an act.

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Consent is active, not passive. Silence, in and of itself, cannot be interpreted as Consent. Consent can be given by words or actions, as long as those words or actions create mutually understandable clear permission regarding willingness to engage in and the conditions of sexual activity. Factors to be considered include, but are not limited to, the intensity and duration of the conduct. The administrator s who oversee s any hearing or appeal which takes place as part of the formal resolution process. An individual ased by the Title IX Coordinator to investigate the alleged Sexual Harassment and oversee the investigative hearing.

Any member of the Hanover Community who is reported to have engaged in conduct prohibited by this policy. An individual to whom an offer of admission has been extended, paid an acceptance fee, registered for classes, or otherwise entered into another agreement with the College to take instruction.

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The College reserves the right to administer this policy and proceed with any process provided by this policy even if the Student withdraws from the College, is no longer enrolled in classes, or subsequently fails to meet the definition of a Student while a disciplinary matter is pending. This individual provides leadership for Title IX activities; offers consultation, education, and training; and helps to ensure that the Hanover responds appropriately, effectively, and equitably to all Title IX issues.

This policy applies to alleged Sexual Harassment in any medium.

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Sexual Harassment may manifest in many evolving forms including, but not limited to: physical, verbal, and visual, whether in person or online in any format. The college has a compelling obligation to address allegations and suspected instances of Sexual Harassment when it has Actual Knowledge that this policy has been violated. The college must inform the Respondent of the allegations and may take any further action it deems appropriate, including pursuing an investigation even in cases when the Complainant is reluctant to proceed.

The Complainant will be notified in advance when such action is necessary. This policy applies to alleged Sexual Harassment that takes place in a college educational program or activity, against a person in the United States. This includes locations, events, or circumstances over which the college exercised ificant control over both the Respondent and the context in which the Sexual Harassment occurred. This policy also applies to alleged Sexual Harassment that occurs off-campus, including virtual spaces, in any building owned or controlled by a Student organization that is officially recognized by the college.

In situations not covered above, but where the Sexual Harassment undermines the security of the Hanover Community or the integrity of the educational process or poses a serious threat to self or others, other applicable college procedures for general misconduct may be applied. This policy is not intended for, and will not be used to, infringe on academic freedom or to censor or punish members of the Hanover Community who exercise their legitimate First Amendment rights. This procedure may be amended at any time, or from the time to time, in writing by the Dean of Students in consultation with the Student Life Directors and the Director of Human Resources and with the approval of the President's Cabinet.

Updated August Members of the Hanover Community impacted by Sexual Harassment are encouraged to use counseling and support services, listed in the Resources section. The college deates certain employees who have the authority to institute corrective measures on its behalf. The following employees have been deated by the college as having the authority to initiate corrective measure on its behalf:.

When one of the above employees learns of alleged sexual harassment, that employee should contact the Title IX Coordinator in the Office of Student Life as soon as possible. Corrective action Free Hanover phone sex be taken against any individual who has a duty to report and who fails to respond in a manner consistent with the provisions of applicable laws, regulations, policies, and procedures. All Hanover employees have reporting responsibilities to ensure the Hanover can take appropriate action.

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All Hanover employees, except those exempted by legal privilege of confidentiality or expressly identified as a confidential reporter, have an obligation to report incidents of Sexual Assault. Any employee who receives a disclosure of Sexual Assault or becomes aware of information that would lead a reasonable person to believe that a Sexual Assault may have occurred involving anyone covered under this policy, must report all known information immediately. In addition to the requirement of reporting incidents of Sexual Assault, the following members of the Hanover Community have an additional obligation to report all other incidents of Sexual Harassment, when they receive a disclosure of Sexual Harassment or become aware of information that would lead a reasonable person to believe that Sexual Harassment may have occurred involving anyone covered under this policy.

These individuals must report the incident within five business days of becoming aware of such information:. Employees are not required to report disclosures of information regarding Sexual Harassment pursuant to this policy in the following circumstances, unless an individual covered under this policy is implicated or the individual is explicitly seeking assistance from the college:. Employees with a duty to report should refer to the chart in Reporting Allegations of Sexual Harassment.

Contacting the Title IX Coordinator in the Office of Student Life to share all known information will satisfy the employee duty to report. The following of employees are exempt from the duty to report Sexual Assault and other Sexual Harassment, due to their legal or professional privilege of confidentiality or their deation by the college as a confidential reporter:.

Making a report to the college and to law enforcement are mutually exclusive events. Making a report to the college does not preclude the individual from filing a report of a crime with law enforcement nor does it extend time limits that may apply in criminal processes. Filing a report with law enforcement is not a prerequisite of making a report with the college. However, individuals may request assistance from the Title IX Coordinator or deee to notify law enforcement.

The college recognizes the importance of confidentiality and privacy. See the Resources section for a list of confidential support, non-confidential support, and medical resources. Information received in connection with the reporting, investigation, and resolution of allegations will be treated as private and will only involve individuals whom the college determines are necessary to conduct an appropriate investigation, to provide assistance and resources to parties, to perform other appropriate college functions, or when the college is required to provide information under the law.

If an incident is disclosed or reported to the college and the individual requests that no investigation be conducted or disciplinary action be taken, the Title IX Coordinator or deee will explain that the college prohibits Retaliation and explain the steps the Hanover will take to prevent and respond to Retaliation if the individual participates in a resolution process.

The Title IX Coordinator or deee will evaluate the request to determine whether the college can Free Hanover phone sex the request while still providing a safe and nondiscriminatory environment. If the college proceeds with an investigation, the Complainant is under no obligation to proceed as a part of the investigation.

All individuals involved in the process should observe the same standard of discretion and respect for everyone involved in the process. Retaliation is prohibited by college policy and law. The college will not tolerate Retaliation in any form against any individual who makes an allegation, files a report, serves as a witness, assists a Complainant, or participates in an investigation of discrimination or harassment.

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The Office of Student Life or Human Resources reviews all reports of Sexual Harassment under this policy under the direction of the Title IX Coordinator or deee for an initial assessment of the reported information. Upon completion of an initial assessment, the Title IX Coordinator or deee will determine the available options for resolution and will communicate the options to the parties.

Informal resolution may be utilized in some circumstances if the college deems appropriate and both parties agree. The Office of Student Life or Human Resources may resolve a report of Sexual Harassment through investigative resolution when the alleged Sexual Harassment, if true, would be prohibited under applicable college policy.

In instances when informal resolution is inappropriate, when the party requests, or when the college requires formal investigation, the college will consider the concerns and rights of all parties and provide a prompt, fair, impartial, and equitable process. When the college makes a finding of a policy violation, it will take steps, whether individual or systemic, to stop the alleged Sexual Harassment, prevent its recurrence, and remedy the discriminatory effects on the Complainant and others, as appropriate.

When the Respondent is a Student, potential sanctions include formal reprimand, disciplinary probation, suspension, dismissal, and other appropriate educational sanctions. When the Respondent is an employee, corrective actions may be taken pursuant to the Employee Harassment Policy. Disciplinary corrective actions include coaching, development plans, reduction in supervisory duties and leadership responsibilities, changes in salary, termination, and other appropriate corrective actions. For instance, a Student employee who is dismissed from the college may also be subject to termination or other corrective actions.

Any corrective actions or sanctions will not take effect until any appeals have been completed. The Title IX Coordinator or deee will conduct an individualized assessment and will review requests from Complainant and Respondent to determine supportive measures that are appropriate and reasonably available at no cost to the Complainant or Respondent.

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Supportive measures may include, but are not limited to:. During the period of any investigation a Respondent can be put on administrative leave if they are an employee of the Hanover. If the Respondent is a Student of the college, they may be removed from educational activities following an individualized safety and risk analysis determines that the Respondent poses an imminent threat to the physical health or safety of anyone due to the allegations made. If a Student is removed from educational activities in this way, they have the right to challenge the determination of the safety and risk analysis.

The Title IX Coordinator or deee will coordinate the provision of interim supportive measures. Parties will not be required to arrange such measures by themselves but may need to participate in communication with supervisors, faculty, and other Hanover employees with a need to know.

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