Policy on Sexual Misconduct, Sexual Assault, Stalking, and Relationship Violence

I. Introduction

Marymount Manhattan College (the College) is firmly committed to learning, living, and working environments that are welcoming, respectful and inclusive. To that end, the College prohibits sexual misconduct, which includes sex discrimination, gender harassment, sexual harassment, sexual assault, stalking, and dating or domestic violence, as defined below. This policy applies to all members of the College campus community, including faculty, staff and students, as well as visitors, vendors and contractors.

This policy is intended to be consistent with the College’s obligations under Title IX of the Education Amendments of 1972 (“Title IX”), 20 U.S.C. §1681 et seq. and the Clery Act, 20 U.S.C. § 1092(f), as amended. Title IX is a Federal civil rights law that prohibits discrimination on the basis of sex in education programs and activities. Under Title IX, discrimination on the basis of sex includes sexual harassment and sexual violence, such as rape, sexual assault, sexual battery, and sexual coercion. This policy also prohibits domestic violence, dating violence and stalking, which, along with sexual assault, are addressed in the Clery Act.

Students, faculty, and staff who are found to have violated this policy will be subject to disciplinary action, as described below. Visitors, vendors, and contractors may be barred from participation in a College program or activity or barred from parts or all of campus, and/or face termination of an existing contractual relationship with the College.

II. Scope

This policy prohibits a broad range of behaviors that can create a hostile working, living or learning environment, including sexual assault and sexual harassment, collectively referred to as “sexual misconduct.”

This policy applies to sexual misconduct whenever that sexual misconduct occurs:

1. On campus; and
2. Off campus, if:
   • In connection with a College program or activity; or
   • The underlying behavior is reasonably believed to pose a threat of harm to an individual or the campus community in general; or,
   • The underlying behavior may have the effect of creating a hostile environment for any member of the campus community.

This policy applies to and protects all individuals, regardless of sexual orientation or gender identity. This policy also prohibits retaliation in connection with any reports of possible violations of this policy, regardless of where the retaliation occurs.

For students, this policy does not cover other violations of the College’s Code of Conduct. Such matters are handled by a separate process as set forth in the MMC Student Handbook: http://www.mmm.edu/live/files/407-studenthandbookpdf.

For faculty, this policy solely governs sexual misconduct involving faculty and, as authorized by the Faculty Governance (Article 4, section 8, sub-section 2), supersedes the Faculty Governance. The Faculty Governance otherwise remains in full force and effect.

III. Reporting Sexual Misconduct, Sexual Assault, Stalking, or Relationship Violence

Any individual may report a possible violation of this policy, whether the person is reporting behavior they have experienced or they learned about in another way (e.g., in conversation with a student, on social media, etc.). The person who originally brings the behavior to the College’s attention is not obligated to participate in any review the College may undertake, but as described below, the College may pursue the matter without the person’s involvement.

The College encourages all individuals to report behavior that may violate this policy. If that behavior is also criminal in nature, the College also encourages that the matter be reported to law enforcement in the applicable jurisdiction. In this document, the person alleging a violation of policy is referred to as the “Reporting Party.” The person who is alleged to have violated campus policy is referred to as the “Responding Party.”

A Reporting Party may report to the College and/or law enforcement; these are not mutually exclusive options. Both College and criminal complaints may be pursued simultaneously.

A Reporting Party is encouraged to report sexual misconduct, domestic violence, dating violence and stalking regardless of where the incident occurred, or who committed it. Even if the College does not have jurisdiction over the Responding Party, the College will still take prompt action to provide for the safety and well-being of the Reporting Party and the broader campus community.

To report a sexual misconduct violation, contact the Title IX Coordinator, Rebecca Mattis-Pinard, by telephone at (212) 517-0563, by email at rpinard@mmm.edu, or in person in the President’s Office.

Students may also contact the Vice President for Student Affairs, Dr. Carol L. Jackson by telephone at (212) 774-0756, by email at cjackson@mmm.edu, or in person at 221 E. 71st Street, Carson Hall 807.

Faculty and staff may also report violations to the Director of Human Resources, Bree Bullingham by telephone at (212) 517-0532, by email at bbullingham@mmm.edu, or in person at 221 E. 71st Street, Carson Hall 305 C.

A. Bill of Rights for Reporters of Sexual Misconduct

All reporters of sexual misconduct have the right to:

1. Make a report to local law enforcement and/or state police;
2. Have disclosures of sexual violence treated seriously;
3. Make a decision about whether or not to disclose a crime or incident and participate in the conduct or criminal justice process free from outside pressures from College officials;
4. Be treated with dignity and receive from College officials courteous, fair, and respectful health care and counseling services;
5. Be free from any suggestion that the person reporting sexual misconduct is at fault when these crimes and violations are committed, or should have acted in a different manner to avoid such a crime;
6. Describe the incident to as few individuals as practicable and not be required to unnecessarily repeat a description of the incident;
7. Be free from retaliation by the College, the accused, and/or their friends, family and acquaintances;
8. Exercise civil rights and practice of religion without interference by the investigative, criminal justice or conduct process of the College;
9. Receive resources, such as counseling and medical attention;
10. Confidentially or anonymously disclose a crime or violation;
11. Make a report to an employee with the authority to address complaints, including the Title IX Coordinator or the Director of Human Resources; Campus Security; Local law enforcement; and/or Family Court or Civil Court; and 12. Receive reasonable accommodations in academic, living, or working environments.

B. Reports that Involve Underage Drinking or Illegal Drug Use:

The health and safety of every student at the College is of utmost importance. The College recognizes that students who have been drinking and/or using drugs (whether such use is voluntary or involuntary) at the time a sexual misconduct occurs may be hesitant to report such incidents due to fear of potential consequences for their own conduct. The College strongly encourages students to report incidents of sexual misconduct to campus officials. A reporter of sexual misconduct or a bystander reporting in good faith who reports a sexual misconduct incident to College officials or law enforcement will not be subject to campus conduct action for violations of alcohol and/or drug use policies occurring at or near the time of the sexual misconduct incident.

C. Confidentiality and Disclosures to the College

The College encourages reporters of sexual misconduct to talk to somebody about what happened so a reporting person can get the support they need and the College can respond appropriately. Sexual misconduct includes sexual assault, domestic violence, dating violence, and stalking.

When a report of a violation is made to an employee of the College, whether the employee is required to inform the Title IX Coordinator depends on whether the individual is a “counseling” member of the school community or “responsible employee” of the College. Healthcare, professionals, and pastoral counselors are considered confidential resources whereas responsible employees are non-confidential reporters.

1. Confidential Disclosures:

Healthcare providers, professional and pastoral counselors who provide advocacy, health, mental health or sexual assault-related counseling to students are considered a “counseling” member of the school community. As such, they are not required to report any information regarding an incident of sexual violence to the Title IX Coordinator. Individuals may confidentially report the incident to College officials who can assist in obtaining support services.

At Marymount, the following offices are staffed with healthcare or counseling members of the school community. Students who wish to speak to somebody in confidence about their concerns may contact these offices:

• Counseling and Wellness Center, (212) 774-0700, Carson Hall 806. Mental health counselors (including those who act in that role under the supervision of a licensed counselor)
• The College’s Campus Ministry – (212) 774-0759, Campus Ministry, Carson Hall 412.
• Dow Zanghi Student Health Center, (212) 759-5870, 231 E. 55th St. (in the 55th St. Residence Hall)
• A full-time faculty and/or staff member who wishes to speak to somebody in confidence about their concerns may contact:
• Employee Assistance Program Services (Full-time faculty and staff only) (800) 964-HELPS (3577)

2. Non-Confidential Disclosures:

At Marymount, with the exception of health and counseling employees as set forth above, all employees of the College are considered responsible employees. As such, a responsible employee must report incidents of sexual misconduct to the Title IX Coordinator or other appropriate school designee.

Students are encouraged to report violations of this policy to the Title IX Coordinator, Rebecca Mattis-Pinard, by telephone at 212-517-0563, rpinard@mmm.edu, 221 E 71St Street. In addition to the Title IX Coordinator, violations of this policy may also be reported to the following persons/offices:

• Dr. Carol L. Jackson, Vice President for Student Affairs, (212) 774.0756, Carson Hall 807
• Rebecca Mattis-Pinard, Chief Diversity Officer, and Title IX Coordinator, (212) 517-0563, Office of the President
• Campus Security, (212) 517-0411

Faculty and staff are encouraged to report violations of this policy to the Director of Human Resources, Bree Bullingham, (212) 517-0532, 221 E 71st Street, Carson Hall 305 C. Please note that faculty and staff who do not work in offices listed as confidential are obligated to refer concerns about violations of this policy to the Title IX Coordinator or the Director of Human Resources, or designee.

If a person discloses an incident to a responsible employee who is obligated to respond to or report sexual misconduct or sexual harassment, but the disclosing person wishes to maintain confidentiality or does not consent to the College’s request to initiate an investigation, the Title IX Coordinator must weigh the request against the College’s obligation to provide a safe, non- discriminatory environment for all members of the Marymount community. The College seeks consent from those who disclose prior to conducting an investigation. Declining to consent to an investigation will be honored unless the College determines in good faith that failure to investigate does not adequately mitigate a potential risk of harm to the disclosing person or the College community. If the College determines that an investigation is required, it will notify the disclosing person and take immediate action as necessary to protect and assist them.

Reports shall be investigated in accordance with College policies. Even if a person does not request confidentiality, to the extent possible, the Reporting Party’s identity shall remain private. The College shall only disclose information regarding incidents of sexual misconduct to individuals who are responsible for handling the College’s response.

3. Criminal Reporting:

In addition to reporting incidents of sexual violence to the College and consulting the College’s Title IX Coordinator for information and assistance, a Reporting Party may also file a criminal complaint with local law enforcement authorities and/or seek the assistance of campus security. The College encourages anyone who has experienced sexual violence, domestic violence, dating violence or stalking to report the matter to law enforcement.

It is not necessary to decide immediately whether or not to pursue a criminal complaint, but it is important to try to preserve all physical evidence. Collecting evidence immediately following a crime will be helpful in the event of later prosecution, or in the event that an order of protection is sought. For example, those who have experienced sexual assault are advised to seek medical attention immediately and not to drink, bathe, douche, brush teeth, change clothes, or comb hair, if possible.

For all types of misconduct covered by this policy, a Reporting Party should also retain text messages, emails, notes, and other evidence that may relate to the matter. Early reporting is encouraged to assist with a police investigation and prosecution, should the Reporting Party choose to pursue criminal prosecution, or again, if a protection order is sought. Reporting an incident covered by this policy to the police does not commit an individual to further legal action, but it helps to preserve options for the future.

4. Campus Security:

Campus security can assist reporters of sexual violence with information on how to obtain an order of protection. College personnel can explain the order and answer questions pertaining to the order, including information about the Responding Party’s responsibility to stay away from the Reporting Party.

5. Third Parties:

Complaints by or about third parties or vendors should be made to the Director of Human Resources, or HR designee, or the Title IX Coordinator.

6. Timeliness:

To promote timely and effective review, the College strongly encourages individuals to make reports of possible violations of this policy as soon as possible following the last occurrence of the behavior giving rise to the concern. Although the Title IX Coordinator or Director of Human Resources or designee may pursue a report at any time, delays may make it more difficult to gather relevant and reliable information.

7. Right to Withdraw Complaint:

Reporters of sexual violence have the right to withdraw a complaint or involvement from the College process at any time.

IV. Procedures and Protocols

A. Initial Review

When the College receives a complaint or otherwise learns of a concern about sexual misconduct, domestic violence, dating violence and/or stalking, it will review the matter to determine if the behavior, as reported, would violate MMC policies. If so, MMC will determine how to address the matter, as provided for below.

B. Decision to Proceed with Investigation

If the Reporting Party is willing to participate in the review and investigation process, the College will proceed as described in the Investigation section below. If the Reporting Party requests confidentiality or asks that the report of sexual misconduct not be pursued, the College will, generally before taking any further investigative steps, forward that information, along with all available information about the report, to the Title IX Team. The Title IX team is comprised of senior administrators, faculty and staff at the College who meet regularly to respond to complaints, identify and address compliance issues, review College policies and procedures, and monitor campus culture surrounding sexual and gender violence.

Even in those instances in which the Reporting Party does not wish to be involved in the process, interim measures and resources continue to be available (see Section J, below, Interim Measures).

The Title IX Team is charged with balancing the College’s tradition of supporting survivor- centered practices with the College’s equally strong commitments to providing due process to the Responding Party and promoting a safe community. Specifically, the Title IX Team members will provide information and advice to the Title IX Coordinator regarding:

1. Their perspectives on whether, how, and to what extent, College should further investigate the report of sexual misconduct;
2. What steps may be possible or appropriate when a Responding Party is unknown;
3. What other measures or remedies might be considered to address any effects of the reported sexual misconduct on the campus community. In all cases, the final decision on whether, how, and to what extent the College will conduct an investigation, and whether other measures will be taken in connection with any allegation of sexual misconduct, rests solely with the Title IX Coordinator.

C. Notification of Charges

The Reporting Party and the Responding Party shall be notified that the Responding Party is the subject of a complaint when it is determined that an investigation is warranted. Charges may be presented to the Responding Party in person, by placement in the individual’s residence hall or work mailbox, by email to the Responding Party’s official College email address or by mail to the Responding Party’s local or permanent address.

D. Investigation

The Title IX Coordinator and/or Director of Human Resources or designee will appoint an internal and/or external investigator to conduct a prompt, thorough and impartial investigation of the complaint. This investigation consists of (but will not necessarily be limited to) separate interviews of the Reporting Party, the Responding Party, other individuals who may have witnessed the reported incident or incidents or have other relevant information, and a review of any relevant documents, photographs or other materials. In addition to their interview, the Reporting Party and Responding Party may provide a written statement or supporting materials or identify other potential witnesses regarding the matter under review. At the completion of the investigation, the investigator will provide an investigation report to the Title IX Coordinator.

E. Rights of Persons Reporting and Responding to Sexual Misconduct Complaints

Both Reporting and Responding Parties shall have the right to participate in proceedings that are in accordance with College rules. Each shall have the right to receive written or electronic notice of any meeting or hearing they are required to or are eligible to attend. Either party may provide testimony via alternative arrangements such as telephone/videoconferencing to lessen confrontations. Prior sexual history or past mental health history shall be excluded in determining responsibility but may be considered in imposing an appropriate sanction. These and other rights are set forth below.

Subject to the College’s compliance with FERPA or any other primary right or privilege, the Reporting and Responding Parties have the right to review all evidence that has been relied upon in reaching the final decision in the case which directly relates to the party requesting the evidence. Such evidence shall be available for inspection in a case file maintained by the College after a determination of findings has been reached. While it may be inspected, it may not be removed, copied, or scanned.

F. Advisors

Both the Reporting and Responding Parties each may have an advisor of their choosing throughout the processes set forth in this policy. The advisor may be an attorney. The advisor may privately counsel the Reporting and Responding Parties, but may not speak on behalf of their advisee or otherwise actively participate in the investigation process.

G. Standard of Proof

The investigator’s findings will be made using the “preponderance of the evidence standard.” This standard requires that the information supporting a finding that the policy was violated be more convincing than the information in opposition to it. Under this standard, individuals are presumed not to have engaged in behavior that violates the policy unless a preponderance of the evidence supports a finding that such behavior occurred.

H. Findings and Outcomes

If the investigation determines that the policy was violated, the College will act promptly to eliminate the offending conduct, prevent its recurrence and address its effects, which may include sanctions/discipline, where appropriate. The Vice President for Student Affairs or Director of Human Resources or designee, in consultation with the Title IX Coordinator and appropriate senior administrators, will determine the appropriate sanctions and interventions based on the totality of the circumstances.

In those instances in which the underlying behavior occurred, but did not constitute a violation of this policy (e.g., the behavior was not sufficiently severe, persistent or pervasive as to constitute sexual harassment or did not meet the definition of domestic violence, dating violence or stalking), the College may still impose sanctions or take disciplinary action intended to stop the offending behavior when the misconduct violates the Code of Conduct. Such action may include any of the sanctions listed below, and will be reasonably calculated to stop the offending behavior.

1. Notice of Outcome – Notice of the outcome will be provided in writing to the Reporting and Responding Parties simultaneously.
2. Student Sanctions – Students found in violation of the policy are subject to sanctions or interventions that may include, but are not limited to one or more of the following:
   1. Written Notice: A written notice stating that a student’s conduct is in violation of the Policy. Subsequent violations may result in the imposition of additional sanctions.
   2. Disciplinary Probation: Levied for a specific period of time based on the seriousness of the case. Disciplinary Probation constitutes a loss of good standing at the College, and serves as a warning that any further violation of the Policy may result in the imposition of additional sanctions, including suspension or expulsion.
   3. Restitution: Reimbursement in the amount of the cost to replace or repair stolen or damaged property of the College, the Reporting Party or another person, or to cover certain expenses of the Reporting Party.
   4. Educational Sanctions/Imposition of Special Conditions: Assignment of an educational task appropriate to the circumstances of the case. Special conditions may include completion of training or educational programs, an educational project, service hours on campus or in the community; compliance with a behavioral contract; removal from specific courses or activities and/or permanent no contact directives.
   5. Removal from College Housing: Placement in another room or housing unit or removal from college housing. Housing transfers or removals may be temporary or permanent depending on the circumstances.
   6. Suspension: A separation of the student from the College for a definite or indefinite period of time or until written specified conditions are met. Conditions may include a ban on visitation on the campus and/or residential housing without prior written approval from the Vice President for Student Affairs or designee. For students found responsible for committing sexual assault, the sanction shall either be immediate suspension, with any other conditions, or expulsion.
   7. Expulsion: Permanent termination of student status from the College.
3. Employee Discipline – A faculty or staff member found to have engaged in behavior that violates this policy may be subject to one or more of the following:
   1. Written reprimand
   2. Change in work assignment/hours
   3. Loss of privileges (including, but not limited to loss of vacation and sabbatical)
   4. Reduction in salary or loss of future wage increase
   5. Mandatory training
   6. Suspension without pay and/or termination of employment
   7. Demotion to a lower academic rank
   8. Loss of honorific title
   9. Loss of chair, department, committee and/or division positions
4. Application of this Policy to Members of a Recognized Bargaining Unit - For those employees who are members of a recognized bargaining unit, the conduct proscribed herein shall be grounds for the imposition of a disciplinary sanction, in accordance with the grievance procedures contained in the relevant collective bargaining agreement.
5. Course/Educational Programming Content – Within the College’s educational setting, there is latitude for a faculty member to exercise professional judgment in determining the appropriate content and presentation of academic material. Academic curriculum and pedagogical goals that serve legitimate and reasonable educational purposes do not, in and of themselves, constitute sexual harassment or other unlawful discrimination. Faculty members who participate in the educational setting have a responsibility to balance their professional academic responsibilities and professional judgment in light of the reasonable sensitivities of other participants in the same educational setting. Nothing contained in this policy should be construed to limit the legitimate and reasonable academic responsibilities and professional judgment of the College’s professional educators.

I. Immediate and Ongoing Assistance

The College will assist individuals who report sexual misconduct in obtaining medical support and information regarding available legal and judicial resources, financial aid advising, immigration advice, as well as counseling and support services. The College will assist in notifying local police if the Reporting Party requests the assistance of law enforcement. The College will assist individuals in seeking protection or no contact orders (both internally or externally) and it will enforce, to the extent possible, all such orders, when the institution has been appropriately notified of the existence of such order. The College will not require the Reporting Party to notify law enforcement. Please be aware that some college employees may be obligated pursuant to law to report certain crimes to law enforcement or other college officials.

J. Interim Measures

Upon receiving a report of sexual misconduct, the College will provide the Reporting Party with a written explanation of the interim measures available on campus and through local community resources and will ask the Reporting Party if they would like to request interim measures. Examples of interim measures are listed below.

The College determines appropriate interim measures on a case-by-case basis. In those instances where interim measures affect both the Reporting and Responding Parties, the College will minimize the burden on the Reporting Party wherever appropriate.

Possible interim measures include:

• Academic accommodations (e.g. change of class)
• Medical and mental health services, including counseling
• Change in campus housing and/or dining locations
• Assistance in finding alternative housing
• Assistance in arranging for alternative College employment location and/or work schedule
• A “No contact” directive pending the outcome of an investigation. Such a directive serves as notice to both parties that they must not have verbal, electronic, written, or third party communication with one another

When the continued presence of the Responding Party on campus, in the workplace and/or in the residence hall constitutes a threat to the security of one or more members of the College community, guests, or College property, interim measures may also include the Responding Party’s immediate suspension from all or any portion of College premises, College program or activity, or registered student organization activities. Interim suspensions are determined by the Vice President for Student Affairs or designee, or by the Director of Human Resources or designee. An interim suspension will be confirmed in writing and may remain in effect until the conclusion of the investigation and imposition of sanctions, if any.

K. Appeals

The Reporting Party and/or the Responding Party may appeal the outcome of the complaint. Appeals must be made in writing and submitted to the Title IX Coordinator within 14 calendar days of the notification of the decision regarding the outcome of the case. This deadline may be delayed for good cause shown (e.g. semester break, illness, etc.) upon approval of the Title IX Coordinator.

1. Grounds for Appeal- Appeals must be based on one or more of the following circumstances:
   • A material deviation from the procedures affected the outcome of the case;
   • There is new and relevant information that was unavailable, with reasonable diligence and effort, at the time of the investigation, that could reasonably affect the findings; or
   • The sanctions are disproportionate to the determined violation(s).
2. Appeals Board - will consist of one faculty member and two staff members who will be appointed by the President.
3. Removal for Conflict of Interest - Appeals Board members may be removed from a particular case for cause, such as conflict of interest or bias. Requests to have an Appeal Board member removed should be made in writing to the Title IX Coordinator, describing the conflict of interest or bias that is the basis of the request.
4. Decision – The Appeals Board may consider appeals based on the circumstances above. The appeal is not a new hearing and will consist of a review of the record.

Upon review, the Appeals Board may make one of the following decisions within 14 calendar days from the request for an appeal:

• Uphold the original outcome(s);
• Modify the sanction(s); or
• Remand the case with corrective instructions to the investigators.

L. Timeframes

Generally, the investigation and resolution will be completed within 60 days. In certain circumstances, such as College closures or time between terms, the timeframe may be extended. When it appears that there will be a delay in the process, the parties will be informed and provided with a new projected timeframe for completion.

M. Retaliation

The College will take appropriate steps to ensure that a person who in good faith reports, complains about, or participates in a sexual misconduct investigation will not be subjected to retaliation by the Responding Party or by others with knowledge of the underlying report. Anyone who believes they are experiencing retaliation is strongly encouraged to report that concern using the same procedure for reporting possible sexual misconduct under this policy. A retaliation concern will be reviewed as a separate offense under this policy; that is, a person can be found responsible for retaliation even if not found to be responsible for the underlying reported sexual misconduct.

The College also will take appropriate steps to ensure that a Responding Party accused of sexual misconduct or retaliation is treated fairly throughout the College’s review.

V. Definitions

1. Advisor – An individual chosen by a Reporting Party or Responding Party, to provide support during the review of a report of possible sexual misconduct under this policy. The Advisor may be an attorney. The person(s) chosen may not already be, or reasonably anticipated to be, directly involved in the investigative process (for example, as a Reporting Party, Responding Party, or witness), and may not speak on behalf of the person they are supporting, but instead may be present only to provide assistance or advice to the individual they are supporting.
2. Clery Act - Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (20 USC § 1092(f)) is a federal law that requires colleges and universities to disclose information about crime on or around their campuses. The law has been amended to include various requirements, such as affording reporters of campus sexual assault certain basic rights.
3. College Program or Activity – A College-sponsored or required activity, including, but not limited to, educational programming, residential programming, extra-curricular programming and employment.
4. Consent – For the purposes of this Policy, affirmative consent is a clear, unambiguous, knowing, informed, and voluntary agreement between all participants to engage in sexual activity. Consent is active, not passive. Silence or lack of resistance cannot be interpreted as consent. Seeking and having consent accepted is the responsibility of the person(s) initiating each specific sexual act regardless of whether the person initiating the act is under the influence of drugs and/or alcohol. Consent to any sexual act or prior consensual sexual activity between or with any party does not constitute consent to any other sexual act. The definition of consent does not vary based upon a participant’s sex, sexual orientation, gender identity or gender expression. Consent may be initially given but withdrawn at any time. When consent is withdrawn or cannot be given, sexual activity must stop. Consent cannot be given when a person is incapacitated. Incapacitation includes impairment due to drugs or alcohol (whether such use is voluntary or involuntary), the lack of consciousness or being asleep, being involuntarily restrained, if any of the parties are under the age of 17, or if an individual otherwise cannot consent. Consent cannot be given when it is the result of any coercion, intimidation, force, or threat of harm.
5. Domestic Violence, Dating Violence and/or Relationship Violence – A pattern of abusive behaviors used to exert power and control over a current or former romantic or intimate partner (Co-habitants or roommates are not included as they do not fit this definition). This can include emotional, sexual, verbal or economic actions, or physical threats of violence. Acts may include any behaviors that intimidate, isolate, manipulate, humiliate, coerce, frighten, blame or hurt someone. This can happen to anyone, regardless of race, sexual orientation, age, education, religion, gender, etc.
6. Gender-Based Harassment – Acts of verbal, nonverbal, or physical aggression, intimidation, or hostility based on sex or sex-stereotyping, even if those acts do not involve conduct of a sexual nature.
7. Incapacitated – Lacking the physical and/or mental ability to make informed, rational judgments. This may have a variety of causes, including, but not limited to, being asleep or unconscious, being substantially impaired due to consumption of alcohol or drugs, experiencing blackouts or flashbacks, or intellectual or other disability.
8. Reporting Party – An individual who experienced or is reported to have experienced sexual misconduct, domestic violence, dating violence and/or stalking, regardless of whether that individual participates in the disclosure or review of that report by the College at any point.
9. Responding Party – A College student, faculty or staff member, or a participant in a College program or activity, who is reported to have engaged in sexual misconduct. This term also includes individuals whose identities are unknown if:
   1. There is reason to believe that they may be a College student or participant in a College program; or,
   2. The Reporting Party or individual who discloses the incident to the college is a student, faculty or staff member.
10. Sexual Misconduct – Umbrella term used to encompass unwanted or unwelcome conduct of a sexual nature that is committed without valid consent, including sexual assault and sexual harassment. Sexual misconduct may occur between people of the same sex or between people of different sexes and regardless of gender expression or identity. Sexual misconduct can include both intentional conduct and conduct that result in negative effects, even if those negative effects were unintended. Sexual misconduct can also include retaliation in connection with an individual’s report under this policy. Sexual misconduct may include the following:
    1. Sexual Assault: Unwanted or unwelcome touching of a sexual nature, including hugging, kissing, fondling, oral sex, anal or vaginal intercourse, or other physical sexual activity that occurs without valid consent.
    2. Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature. The College encourages reporting of all unwelcome conduct of a sexual nature, so that it can investigate as appropriate, and determine if the conduct violates Title IX. Such conduct violates Title IX if:
       1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s education, living environment, employment, or other participation in a College program or activity;
       2. Submission to or rejection of such conduct by an individual is used as the basis for or a factor in decisions affecting that individual’s education, living environment, employment, or other participation in a College program or activity; or,
       3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s educational performance or creates an intimidating, hostile, offensive, or abusive environment for that individual’s education, living environment, employment, or other participation in a College program or activity.

          Examples may include, but are not limited to, the following: unwanted sexual statements; unwanted personal attention including stalking and cyber-stalking; unwanted physical or sexual advances that would constitute sexual assault, as defined in this policy; electronically recording, photographing, or transmitting intimate or sexual utterances, sounds, or images without the knowledge and consent of all parties involved; touching oneself sexually for others to view; and voyeurism (spying on others who are in intimate or sexual situations).

          Conduct reported as sexual harassment will be evaluated by considering the totality of the particular circumstances, including the nature, frequency, intensity, location, context, and duration of the questioned behavior. Although repeated incidents generally are more likely to create a hostile environment, a serious incident, even if isolated, can be sufficient. For example, a single instance of sexual assault can create a hostile environment in violation of this policy. In any event, as noted above, the College encourages reporting of all unwelcome conduct of a sexual nature so that it can determine whether it violates the College’s policies.

11. Stalking – A pattern of unwanted conduct directed at another person who threatens or endangers the safety, physical or mental health, or life or property of that person, or creates a reasonable fear of such a threat or action. Examples of behaviors that may constitute stalking include:
    1. Following a person, with or without that person’s knowledge;
    2. Calling or texting excessively;
    3. Knowing a person’s schedule and/or showing up at places s/he goes;
    4. Threatening to hurt a person, that person’s friends, family, pets, or themselves;
    5. Damaging property; and,
    6. Gestures that may appear non-threatening (cards, flowers, emails, etc.), but are unwanted.
12. Title IX – Title IX of the Education Amendments of 1972 (Title IX) (20 U.S.C. § 1681 et seq.; 34 C.F.R. Part 106) (as amended) is a federal law that prohibits sex-based discrimination, including sexual harassment and sexual assault, in education programs that receive federal financial assistance.
13. Title IX Coordinator – The College official charged with ensuring the College’s overall compliance with Title IX and related College policy.

VI. Resources: Off campus Resources for all members of the Marymount Manhattan Community:

A. Criminal Reports:

NYC Police Department Special Victims 24-hour report line

(646) 610-7273

If you would like to speak to a trained advocate first, call: NYC Victim Services 24-hour hotline (212) 577-7777

NYC Domestic Violence 24-hour hotline (800) 621- HOPE (4673)

New York State Coalition against Domestic Violence Hotline (800) 942-6906, http://www.nyscadv.org/

NYC Incest/Sexual Assault 24 hour Hotline (212) 267-7273

Mount Sinai Hospital Sexual Assault and Violence Intervention Program, (SAVI) (212) 423-2140

B. Hospitals and Clinics near MMC

Mount Sinai Hospital Sexual Assault and Violence Intervention Program (SAVI), 1 Gustave L. Levy Place, (212) 423-2140

• Counseling
• Emergency Room advocacy (SAFE Center of Excellence)
• Legal advocacy
• Services are confidential

New York-Presbyterian Hospital-Cornell Medical Center Victim Intervention Program, 525 E. 68th St., (212) 746-9414

• Short-term counseling
• Emergency Room advocacy (SAFE Center of Excellence)
• Legal advocacy
• Services are confidential

Karen Horney Clinic Trauma Program, 329 E. 62nd St.,

(212) 838-4333 ext. 125

• Counseling
• Services are confidential

C. Hospitals that Provide SANE (Sexual Assault Nurse Examiner) Exams:

MANHATTAN:

St. Luke’s Hospital

Amsterdam Ave & W 113th St

Roosevelt Hospital

1000 10th Ave

Beth Israel-Petrie Campus

1st Ave & E 16th St

Bellevue Hospital

1st Ave & E 27th St

Harlem Hospital

506 Lenox Ave

Metropolitan Hospital Center

1901 1st Ave

Mount Sinai Medical Center (Mount Sinai)

1 Gustave L Levy Place

New York Presbyterian Hospital-Columbia

622 W 168th St

New York-Presbyterian Hospital- The Allen Pavilion

5141 Broadway

New York-Presbyterian Hospital-Weill Cornell

525 East 68th Street

BROOKLYN:

Woodhull Medical and Mental Health Center

760 Broadway

Coney Island

2601 Ocean Pkwy

Kings County Hospital Center

451 Clarkson Ave

BRONX:

North Central Bronx

E 210th St & Kossuth Ave

Lincoln Medical and Mental Health Center

234 E 149th St

Jacobi Hospital

Eastchester Rd & Pelham Pkwy S

QUEENS:

Queens Hospital Center

82-68 164th St

Elmhurst Hospital

79-01 Broadway

STATEN ISLAND:

Richmond University Medical Center

355 Bard Ave

D. Rape Crisis Centers

St. Luke’s Hospital Crime Victims Treatment Center,

411 W. 114th St., #2C, Manhattan, (212) 523-4728

Beth Israel hospital Rape Crisis Intervention Program,

317 E. 17th St., 4th floor, Manhattan, (212) 420-4054

Bellevue Hospital, 462 First Ave.,

C Building, Room CD408, Manhattan (212) 562-3435

Mount Sinai Adolescent Health Center,

320 E. 94th St., Manhattan (212) 423-2981

Crime Victims Treatment Center, St. Luke’s Roosevelt Hospital,

Roosevelt Office, 126 W. 60th St., Manhattan (212) 523-8200

New York-Presbyterian Hospital Domestic and Other Violence Emergencies program (DOVE), 630 W. 168th St., Manhattan (212) 305-9060

E. Hotlines:

DOMESTIC VIOLENCE

Love is Respect, http://www.loveisrespect.org/, (866) 331-9474

NYS Hotline for Sexual Assault and Domestic Violence,

(800) 942-6906

National Domestic Violence, http://www.thehotline.org/,

(800) 799-7233

Safe Horizon (NYC Domestic Violence hotline),

http://www.safehorizon.org/index.php, (800) 621-HOPE (4673)

SUICIDE PREVENTION

The Trevor Project Helpline 866-488-7386

http://www.thetrevorproject.org

National Suicide Prevention Lifeline 800-273-TALK (8255)

http://www.suicidepreventionlifeline.org

F. Community Based Organizations with Resources on Sexual Assault, Dating Violence and Stalking:

New York City Alliance Against Sexual Assault

http://www.svfreenyc.org/, (212) 229-0345

Services: Getting help, Programs, Advocacy, policy and research.

RAINN: Rape, Abuse & Incest National Network

https://www.rainn.org/, (800) 656-HOPE (24-hour hotline)

Services: Prevention education, victims’ services, leadership

New York City Gay & Lesbian Anti-Violence Project

http://www.avp.org/, (212) 714-1141 (24-hour hotline)

Services: Education, survivor support, lesbian, gay, bisexual, transgender, queer and HIV-affected community

New York State Coalition Against Sexual Assault

http://nyscasa.org/, (518) 482-4222

Services: Education, getting help

G. Sex Offender information

VINE - Victim Information Notification Everyday

(888)-VINE-4NY - a 24-hour automated hotline that provides victims with the release date of inmates who are in custody of the New York City or NY State Department of Corrections.

NYS SEX OFFENDER Registry (800) 262-3257

http://www.criminaljustice.ny.gov/nsor/

H. Immigration/Visa information

VISA/Immigration Assistance – 311

This policy may be periodically updated. It is important to view the most current policy on the College website, located at https://www.mmm.edu/offices/human-resources/policy-sexual-misconduct-sexual-assault-stalking-relationship-violence.php. If you have any questions, please email the Title IX Coordinator, Rebecca Mattis-Pinard at titleIXcoordinator@mmm.edu.