Supportive Measures
Supportive Measures are individualized services to restore or preserve equal access to the university’s education program or activity without unreasonably burdening the other party, including measures that are designed to protect the safety of the Parties or the university’s educational environment, or measures intended to provide support during the grievance or informal resolution process. At any time after a report of (any type of) conduct prohibited by the Policy has been received, the university will arrange for reasonable and appropriate Supportive Measures aimed at protecting the well-being and safety of the parties. Supportive measures are offered as appropriate, as reasonably available, and without fee or charge. Generally, information about Supportive Measures is only shared with the Party to whom it applies and as is necessary to effectively implement the Supportive Measure(s).
Supportive Measures are available regardless of whether a report proceeds with the grievance process. Supportive Measures may be requested by a Party or they may be initiated by the Title IX Coordinator.
Appropriate supportive measures will vary depending upon the circumstances and based on a party’s confidentiality preferences. The range of potential supportive measures that the university may take include:
- Assistance with connection to Counseling Services, the Truitt Center for Religious & Spiritual Life, and medical assistance through Student Health Services or the Faculty/Staff Health & Wellness Clinic.
- Assistance with connection to the Employee Assistance Program.
- Assistance with connection to emergency rape crisis treatment and emergency medical services.
- Assistance with changing living arrangements.
- Assistance with contacting community resources such as the CrossRoads Sexual Assault Response and Resource Center or other support services.
- Assistance in seeking assistance and/or charges from local law enforcement.
- Academic support, extensions of deadlines, or other course/program-related adjustments
- Trespass orders.
- Timely warnings.
- Class schedule modifications, withdrawals, or leaves of absence.
- Increased security and monitoring of certain areas of the campus.
- Assistance in addressing academic concerns and making reasonable academic adjustments.
- Assistance in addressing workplace concerns and making reasonable workplace adjustments.
- Creation of and assistance with implementation of an individualized safety plan.
- University Cease Contact Directive – An issued University Cease Contact Directive prohibits contact between the listed parties, directly or through third parties, regardless of medium, until further directed.
- Any other actions deemed appropriate by the Title IX Coordinator.
As a result of one or more significantly negative interactions between individuals, the Title IX Coordinator may issue a cease contact directive for involved parties. Each person is instructed to have no further contact with the other(s) including but not limited to speaking to them in person, through friends/acquaintances, via telephone or text message, via e-mail or any other form of social media, or in writing. Additional parameters may be stipulated in the directive. If any party violates this request to refrain from contact, it will result in a referral to the Office of Student Conduct for students, or the Office of Human Resources for employees. A cease contact directive may be assigned as an administrative action separate from a formal resolution process without assumption of responsibility for any violation. A cease contact directive can also be assigned by a decision maker or hearing officer.
Supportive Measures can extend throughout the grievance process and potentially beyond, as deemed necessary by the university.
Interim Actions/Emergency Removal
The University, through the Title IX Coordinator and in consultation with the President, Provost/Vice President for Academic Affairs, Vice President for Finance & Administration, Vice President for Student Life, or persons functioning under their authority, may impose an Interim Administrative Action when a Respondent:
- is deemed to be a threat to the health, safety, or well-being of the Complainant or others, including the broader university community, based on circumstances arising from the allegations of Prohibited Conduct;
- threatens or impairs the effective functioning of the University;
- when a determination is made that such action may be appropriate for the university to avoid a deliberately indifferent response.
Interim Administrative Actions may include, but are not limited to, interim suspension/emergency removal from the university, removal from university housing, suspension of privileges, restriction of access when on-campus, and other similar measures. When a Respondent is an employee of the University, they may be placed on Administrative Leave.
Any interim action taken by the university does not constitute judgment or determine any pending allegations against the Respondent and are not punitive. Respondents may appeal an Interim Administrative Action by requesting a prompt meeting (within 20 calendar days) with the Dean of Students (for students) or the Associate Vice President for Human Resources (for employees), to review the behavior that forms the basis for Interim Administrative Action and challenge the decision. This meeting may resolve the Interim Administrative Action but does not serve as a substitute for the procedures outlined within this Policy.