Marygrove College (Marygrove) prohibits discrimination based on sex in employment, education programs and activities. This policy applies to all students, employees and third parties; to conduct on campus, at College-sponsored activities, and through technology resources provided by or used at Marygrove on or off campus.
Title IX of the Education Amendments of 1972 and other laws prohibit discrimination on the basis of sex in employment, education programs and activities. Title IX protects all persons from sex discrimination, which includes sexual harassment and sexual violence. Marygrove will process all sex discrimination complaints it receives, including complaints of sexual harassment and sexual violence, regardless of where the conduct occurred, to determine whether the conduct occurred in the context of an employment, education program or activity, or had continuing effects on campus. If alleged offcampus sexual harassment or sexual violence occurred in the context of an education program or activity or had continuing effects on campus, the complaint will be treated the same as a complaint involving on-campus conduct. This includes complaints of sexual assault or harassment by students, employees, and third parties.
A. Title IX Director & Deputy Coordinator’s
For purposes of this Policy and Reporting Procedure, the following has been designated the College’s Title IX Team including the Title IX Director, Deputy Directors and Campus Security.
Faculty & Staff/Third Party claims
Director of Human Resources, Diversity and Inclusion/Title IX Director
425 W. McNichols Road
Detroit, MI 48221-2599
Madame Cadillac Building, Room 210
Disability Claims and Student Claims
Federal ADA Compliance Officer/ Success Coach
Deputy Title IX Coordinator
(Section 504 Coordinator)
Madame Cadillac Building, Room 125
Assistant to Athletic Director (Deputy Title IX Coordinator)
Madame Cadillac Building, Room 049
Lt Roosevelt Lawrence
Liberal Arts 003
Further, with the assistance of the Title IX Director, the Deputy Coordinator of Student Affairs will be responsible for the investigation and resolution of the alleged sexual assault complaints involving students in their academic roles. With the assistance of the Title IX Director, The Human Resources Deputy Coordinator will be responsible for the investigation and resolution of sexual assault complaints involving employees in their employment relationship roles. In the event a complaint of sexual assault involves both students and employees as parties, the Title IX Director, Student Affairs Deputy Coordinator and the Human Resources Deputy Coordinator shall coordinate the investigation and resolution of the complaint.
The Title IX Director shall be informed of all complaints received by the Student Affairs Deputy Director and the Human Resources Deputy Director and the status of any investigation conducted in response. The Title IX Director shall also act in a consulting capacity should any questions arise under this Policy and Reporting Procedures.
B. Policy Definitions
Sex discrimination is an adverse action taken against an individual because of sex, including sexual harassment, sexual violence, domestic violence, dating violence, and stalking, as prohibited by Title IX, Title IV, VAWA/Campus SaVE Act, and other laws and regulations. Both men and women can be victims of sex discrimination.
Sexual harassment is any unwelcome conduct of a sexual nature. This includes unwelcome verbal, nonverbal or physical conduct including but not limited to unwelcome sexual advances; requests for sexual favors; and other verbal, nonverbal, or physical conduct of a sexual nature, such as sexual violence, sexual advances, requests for sexual favors, and indecent exposure, where:
- Submission to, or rejection of, the conduct is explicitly or implicitly used as the basis for any decision affecting a student’s academic status or progress, or access to benefits and services, honors, programs, or activities available at or through Marygrove; or
- Submission to, or rejection of, the conduct is explicitly or implicitly used as the basis for any decision affecting a term or condition of employment, or an employment decision or action; or
- Such conduct is sufficiently severe or pervasive to create a hostile educational or employment environment.
Sexual harassment also includes acts of verbal, non-verbal (e.g., written) and physical aggression, intimidation or hostility based on sex or gender stereotyping, even if these acts are not sexual in nature.
Domestic Violence is a form of sexual violence and means abuse committed against an individual by: (1) his/her current or former spouse; (2) his/her current or former cohabitant; (3) someone in a past or present dating or sexual relationship; (4) a relative and (5) any other person similarly situated under Michigan’s domestic violence law. Generally, domestic violence means causing or attempting to cause physical or mental harm, placing the individual in fear of mental or physical harm, causing or attempting to cause them to engage in involuntary sexual activity by force, threat of force, or duress.
Sexual Violence is a form of sexual harassment and means physical sexual acts, such as unwelcome sexual touching, sexual assault, sexual battery, rape, domestic violence, dating violence, and stalking (if based on sex), taken against an individual against his or her will and without consent or against an individual who is incapable of giving consent due to the use of drugs or alcohol, being a minor, or an intellectual or other disability. Sexual violence includes acts of physical force, violence, threats, and intimidation, ignoring the objections of the other person, causing the other person’s intoxication or incapacitation through drugs or alcohol, or taking advantage of another person’s incapacitation, including voluntary drug or alcohol intoxication.
Incapacitated means the victim is temporarily incapable of appraising or controlling his/her conduct due to the influence of a narcotic, anesthetic or other substance administered without consent or due to any other act committed upon the victim without consent.
Sexual violence can be carried out by College employees, other students, or third parties. All such acts of sexual violence are forms of sex discrimination prohibited by Title IX. Both men and women can be victims of sexual violence.
Statutory rape is unlawful sexual intercourse with a minor under 18 years old, even if the intercourse is consensual. Under Michigan law, individuals under age 16 cannot consent to conduct of a sexual nature, and individuals under age 18 cannot consent to conduct of a sexual nature by a teacher, a substitute teacher, or a College employee, contractual service provider, or administrator.
Sexual Assault is a form of sexual violence and means (1) forcing or coercing an individual to engage in any non-consensual sexual contact or sexual penetration; or (2) an attempt to commit an unlawful act that places another person in reasonable apprehension of immediate, non-consensual physical contact for sexual purposes.
Sexual Battery is a form of sexual violence and means an intentional, unconsented to and harmful or offensive touching of the person of another, or of something closely connected with the person, for sexual purposes.
Rape is a form of sexual violence that may or may not involve force or a threat of force, coercion, violence, or immediate bodily injury, threats of future retaliation, or duress. Rape means nonconsensual sexual intercourse or sexual penetration. Sexual acts are considered non-consensual when they involve a person who is incapable of giving consent because s/he is incapacitated from alcohol and/or drugs, is under 18 years old, or due to a mental or physical disability is incapable of giving consent.
Acquaintance or Dating Violence is a form of sexual violence committed by an individual known to the victim. This includes a person the victim may have just met, such as at a party, been introduced to through a friend, or met on a social networking website. It also includes individuals who are or have been in a romantic or intimate relationship with the complainant. Whether a romantic or intimate relationship existed will be determined by the length, type and frequency of the interaction.
Consent means an informed and conscious decision by each participant to engage in mutually agreed-upon sexual activity. Once consent is withdrawn or revoked, the sexual activity must stop immediately.
- Consent must be voluntary and given without coercion, force, threats, or intimidation.
- Consent can be withdrawn or revoked. Consent to one form of sexual activity (or one sexual act) does not constitute consent to other forms of sexual activity (or other sexual acts). Consent to sexual activity given on one occasion does not constitute consent to sexual activity on another occasion. The fact that two people are or were in a dating or sexual relationship does not constitute consent to engage in sexual activity.
- Consent cannot be given by a person who is incapacitated. A person cannot give consent if s/he is unconscious or coming in and out of consciousness. Whether an intoxicated person (as a result of using alcohol or other drugs) is incapacitated depends on the extent to which the person’s decision-making capacity, awareness of consequences, and ability to make fully informed judgments is impaired.
- Being intoxicated by drugs or alcohol does not diminish a person’s responsibility to obtain consent from the other party before engaging in sexual activity. Factors to be considered when determining culpability include whether the person knew, or whether a reasonable person in the accused’s position should have known, that the victim could not give, did not give, or revoked, consent; was incapacitated; or was otherwise incapable of giving consent.
Dating violence is a form of sexual violence, and is abuse committed by a person who is or has been in a social or dating relationship of a romantic or intimate nature with the victim. This may include a new acquaintance or person the complainant just met; i.e., at a party, introduced through a friend, or on a social networking website.
Stalking means a course of conduct directed at a specific person that would cause a reasonable person to fear for the person’s safety or the safety of others, or suffer substantial emotional distress. Generally, a “course of conduct” means two or more acts, including but not limited to acts in which the stalker directly, indirectly, or through third parties, by any action, method, device, or means, follows, monitors, observes, surveils, threatens, or communicates to or about a person, or interferes with a person’s property.
Hostile Educational Environment. Harassment creates a hostile environment when the conduct is sufficiently severe, pervasive, or persistent to interfere with or limit a student’s ability to participate in or benefit from the services, activities, or opportunities offered by the educational institution.
C. Prohibited Conduct
Any conduct by an employee, student, or third party that denies or limits the ability of a student or employee to participate in or receive the benefits, services, or opportunities of employment or any Marygrove program or activity based on sex is prohibited. This includes any circumstance where:
- An employment or educational decision or benefit is conditioned on submission to unwelcome sexual advances or conduct;
- Submission to, or rejection of, unwelcome sexual conduct is used as a basis for denying employment or an opportunity to participate in or benefit from any educational program or activity provided by Marygrove;
- Conduct has the purpose or effect of unreasonably interfering with, denying or limiting a student’s ability to participate in or benefit from any educational program or activity offered by Marygrove, or a term, condition or benefit of employment;
- Conduct alters the educational environment to the degree that it adversely affects the student’s ability to participate in or benefit from any program whether or not that student is the target of the harassment;
- There is a pattern and practice of sexual harassment;
- A teacher, administrator or other person in a position of authority engages in sex discrimination or sexual harassment of a student or employee; and/or
- A student or a group of students engages in sexual harassment of another student or students.
- Unwelcome sexual flirtations, advances or propositions;
- Derogatory, vulgar or graphic written or oral statements regarding one’s sexuality;
- Unwanted touching, patting, pinching, or other attention to an individual’s body;
- Attempted or actual physical assault;
- Any nonconsensual sexual act, including but not limited to, rape, sexual assault, sexual battery and sexual coercion;
- Display of sexually suggestive pictures or objects;
- Domestic violence, dating violence, sexual violence, and stalking, including cyberstalking;
- Sending text messages, e-mails, or other electronic communications with nude or sexually suggestive photos, videos, or other images; and
- Sharing or sending nude or sexually suggestive images over the Internet.
This policy specifically includes electronic communications, including but not limited to phone calls, text messages, e-mail, and communications using social media such as Instagram, Snapchat, Twitter, and Facebook.
D. Reporting sexual misconduct or filing a complaint
Where to report. The complaint form is located at www.marygrove.edu/titleix. Complainants may complete the form and submit it to the Title IX Director or designated deputy coordinator. A complaint or report may be verbal or written and does not need to take a particular form.
Witnesses or Bystanders can report an incident confidentially on the Marygrove website listed above. If you witness any of the inappropriate content listed above, contact the appropriate Title IX designee directly or report it by selecting the tab on the website.
Who to report to. Sexual assault, sexual harassment and other behavior prohibited by this policy should be reported to the Title IX Director or designated deputy coordinator. Students, staff and faculty may also notify the head of their department or unit, their supervisor, or any member of the administration with whom they are comfortable also known as “responsible employees”. Any instructor or other employee receiving such a report is responsible for reporting it to the Title IX Director. Failure to comply with this policy shall be grounds for disciplinary action, up to and including termination.
“Responsible Employee” is any College Employee who is not a Confidential Employee. A Responsible Employee is required to report to the designated Title IX Coordinator all relevant details (obtained directly or indirectly) about an incident of Prohibited Conduct that involves any Student as a Complainant, Respondent, and/or witness, including dates, times, locations, and names of parties and witnesses. Responsible Employees include Resident Assistants and Graduate Teaching Assistants.
Responsible Employees are not required to report information disclosed (1) at public awareness events (e.g., “Take Back the Night,” candlelight vigils, protests, “survivor speak-outs” or other public forums in which students may disclose incidents of Prohibited Conduct; collectively, “Public Awareness Events”).
“Confidential Employee” is (1) any Employee who is a licensed medical, clinical or mental-health professional (e.g., physicians, nurses, physicians’ assistants, psychologists, psychiatrists, professional counselors and social workers, and those performing services under their supervision), when acting in that professional role in the provision of services to a patient who is a Student (“health care providers”); and (2) any Employee providing administrative, operational and/or related support for such health care providers in their performance of such services. A Confidential Employee will not disclose information about Prohibited Conduct to the designated Title IX Coordinator without the Student’s permission.
What to expect. Generally, a representative of Marygrove will meet with the complainant, identify and/or provide a copy of this policy, and explain:
- The importance of seeking immediate medical attention for sexual assaults
- The importance of preserving evidence
- The right to report a crime to campus or local law enforcement
- The right to not report a crime to law enforcement or file criminal charges
- The right to simultaneously file both a criminal complaint with campus security or local law enforcement and an institutional Title IX complaint
- The right to assistance from Marygrove officials with filing a criminal complaint, if assistance is requested
- Internal options, including formal investigation
- Available health care, victim advocacy, academic support, mental health, legal assistance resources and counseling services available both on and off campus, such as sexual assault resource centers, campus health centers, and pastoral counselors, including Catholic Charities of Southeast Michigan, Common Ground Mental Health Services, and HAVEN, a sexual assault counseling center providing specialized, comprehensive services in the areas of domestic violence and sexual assault
- Even if a complainant asks Marygrove not to take any action, it is obligated to investigate the complaint
- Prohibitions against retaliation
- Interim measures that may be put in place, including a “no-contact” order pending the outcome of the investigation, providing support services, changing living arrangements or course schedules, assignments, or tests, and temporary removal of the alleged perpetrator from the campus community pending the outcome of an investigation.
- Options for avoiding contact with the alleged perpetrator(s), including being allowed to change academic and extracurricular activities and living, transportation, dining, and working situations as appropriate
The official to whom the complaint is initially brought to will discuss with the complainant the following relevant considerations:
- The behavior that prompted the complaint;
- The formal complaint process;
- The issues involved in the complaint;
- Possible resolutions of the complaint;
- Protection of the complainant’s interests including confidentiality, the need for truthfulness by both parties, keeping the complainant fully informed of steps taken during the process, and the protection of the complainant and witnesses against retaliatory action; and
- Protection of the interests of the alleged offending party (the “respondent”) including confidentiality, the need for truthfulness by both parties, the right to be notified of the existence of any formal complaint and the respondent’s opportunity to respond to the allegations.
- Both respondent and complainant shall be given a copy of this Policy and Reporting Procedures at the time of the intake.
- At the conclusion of the intake process, the complainant shall be given the choice to proceed with the complaint.
- The designated representative conducting an investigation shall maintain a written record of all interviews, consent provided, evidence gathered, and the outcome of the investigation and resolution. Records of the investigation will not be maintained in personnel files or student files unless part of formal corrective action. Investigatory records will be maintained by the Title IX Director in accordance with record retention schedules 5. If the complainant subsequently files a complaint outside the College, information gathered in the course of the investigation may be disclosed to the investigating agency.
When taking steps to separate complainants from alleged perpetrators, Marygrove will attempt to minimize the burden on the complainant.
Note: In cases of sexual assault, it is never appropriate to have both parties meet to mediate the dispute the matter should proceed directly to the investigation process.
Confidentiality. Marygrove will make reasonable and appropriate efforts to preserve student complainants’ and alleged perpetrators’ privacy and to protect the confidentiality of information, including but not limited to, record-keeping that excludes personally identifiable information on victims to the extent required by law. Marygrove will only disclose information regarding complaints under this policy on a need to know basis, primarily to persons who are responsible for its investigation and any reporting requirements.
Marygrove strongly supports a student complainant’s interest in confidentiality in cases involving sexual violence. If a student complainant requests confidentiality, the Title IX Director will determine whether Marygrove can honor this request while providing a safe and nondiscriminatory environment for all students, including the student who reported the sexual violence. A student complainant’s request for confidentiality could preclude a meaningful investigation; therefore, Marygrove will consider whether there are circumstances present that demonstrate a risk that the alleged perpetrator may commit additional acts of sexual violence or other violence. These include, for example, whether other sexual violence complaints have been received about the same alleged perpetrator; whether the alleged perpetrator has a history of arrests; whether the alleged perpetrator has a history of violence; whether the alleged perpetrator threatened further sexual violence or other violence against the student or others. Other factors include whether the sexual violence was perpetrated with a weapon, and the age of the student subjected to the sexual violence.
If the complainant asks that the complaint not be pursued, Marygrove will take reasonable steps to investigate and respond to the complaint consistent with the request not to pursue an investigation. Even when a student asks that a complaint not be pursued or that information be kept confidential, if necessary, Marygrove will take action to protect the student. This may include providing support services and changing living arrangements or course schedules, assignments, or tests as appropriate.
The Title IX Director will be responsible for overseeing the investigation and resolution of complaints of sexual assault involving faculty, staff and students. In the event a complaint of sexual assault involves both students and employees as parties, the Title IX Director and Student Affairs Deputy Coordinator shall coordinate the investigation and resolution of the complaint. Upon receiving a complaint, the Title IX Director and designated representative shall proceed with an investigation of the allegations within 14 calendar days.
Other College officials may assist in gathering facts during the investigation and information from campus security or local law enforcement officials may be considered. Both parties will be given the same opportunity to present relevant evidence and witnesses, including character witnesses. If the alleged perpetrator is allowed to review the complainant’s statement, the complainant may also review any statement by the alleged perpetrator.
The Role of Advisors/Support Persons During the Investigation
Both the claimant and respondent are entitled to have advisors or support people to guide them throughout the investigation and resolution process. Advisors are allowed to accompany both claimant and respondent to interviews and meetings however the advisor may not address College officials unless invited to do so. Advisors are expected to refrain from interfering with the investigation.
Relevant Information for Investigation. At the outset of an investigation, the Title IX Director/investigator will notify the alleged perpetrator of the allegations against him or her and request a written response. In addition, the Title IX Director/investigator may collect and consider the following types of information:
- Statements by witnesses to the alleged incident(s);
- Evidence about the credibility of the alleged victim and the alleged harasser;
- Evidence that the alleged harasser has been found to have harassed other victims;
- Evidence that the alleged victim has made false allegations against other individuals;
- Evidence concerning the alleged victim’s reaction or behavior after the alleged harassment/assault;
- Evidence whether the alleged victim filed a complaint or took other action to protest the conduct soon after the incident occurred; and
- Other evidence of the alleged wrongful conduct (e.g., reporting conduct to parents, counselors or friends, medical records, et cetera)
- The fact of a current or previous consensual dating or sexual relationship between the parties will not imply consent or preclude a finding of sexual violence.
Evidentiary Determinations. The Title IX Director/investigator has broad discretion in determining whether a proffered witness or documentary information would be relevant or helpful to a determination. Based on the circumstances, a “preponderance of the evidence” or other legally appropriate standard will be used.
Time Frame for Investigation. An investigation should normally be completed within 60 calendar days after notice of a complaint. This time may be extended for good cause, including but not limited to, College breaks or the unavailability of the complainant or alleged perpetrator. A written decision will be provided simultaneously to the parties within a reasonable time (typically 15 days) after completion of the investigation.
Cooperation. All faculty, staff and students are required to cooperate in the investigation process.
Notice of Investigation. At the outset of an investigation, the investigator will advise the alleged perpetrator of the allegations against him or her in writing.
Opportunity to Participate. Both the complainant and the alleged perpetrator will have the same opportunity to meet with the investigator, to submit relevant documentary or other evidence, including character evidence, and to request that the investigator meet with relevant witnesses and evaluate written documents and statements. Both the complainant and the alleged perpetrator have the same opportunities to have others present during any disciplinary proceeding including the opportunity to be accompanied by an advisor of their choice.
Pending criminal matters. Internal investigation of a sexual assault allegation will proceed whether a related criminal matter is pending. If there is an ongoing criminal investigation, Marygrove will generally not wait for the conclusion of the criminal investigation or criminal proceeding to begin its own Title IX investigation. However, Marygrove may temporarily delay the fact-finding portion of a Title IX investigation while the police or other law enforcement officials are gathering evidence.
F. Decision and Findings
Following completion of the investigation and review of all materials, Title IX Director/investigator will normally prepare a written decision. The written decision will include, but not be limited to, whether the allegations were substantiated, and if so, the disciplinary and recommended remedial measures. The decision will be provided to both parties, although the content of each letter may be modified subject to the limitations of FERPA and other federal or state privacy laws.
If the Title IX Director/investigator determines that a sexual harassment claim is proven, he/she will recommend immediate action to end the harassment and prevent its reoccurrence. The recommended action will depend on the degree of control
Marygrove has over the harasser and the nature, frequency and severity of the substantiated sexual harassment. The Title IX Director will follow up and communicate with the complainant at the conclusion of the investigation.
Sanctions and protective measures. Depending on whether the alleged harasser is a student, teacher, staff member, or third party, sanctions can include a verbal warning, written reprimand, a no-contact order, short-term or long-term suspension, expulsion, or dismissal/termination. Counseling for the complainant and the harasser may also be considered as remedial action. In addition, the following protective measures may be imposed following a final determination of rape, acquaintance rape, domestic violence, dating violence, sexual assault, or stalking:
- Providing an escort to ensure that the complainant can move safely between classes and activities;
- Ensuring the complainant and perpetrator do not share classes or extracurricular activities;
- Moving the perpetrator or complainant (if the complainant requests to be moved) to a different residence hall;
- Providing victim services including medical, counseling and academic support services, such as tutoring;
- Arranging for the complainant to have extra time to complete or re-take a class or withdraw from a class without an academic or financial penalty; and
Any sanction imposed on the perpetrator of sexual assault or harassment that involves a “no contact” order, transfer to different classes or housing, or a suspension will be disclosed to the complainant. The perpetrator will not be notified of the individual remedies offered or provided to the complainant. In cases of alleged sexual violence, the result of the hearing and any sanction imposed with disclosed to both parties regardless of whether the hearing concludes an assault was committed.
G. Informal Resolution
If the complainant requests mediation or informal resolution, he/she will not be required to work out problems directly with the accused individual. Mediation cannot be used in cases of alleged sexual assault. In addition, the complainant has the right to terminate the informal resolution procedure at any time and pursue a formal complaint.
H. Alleged student perpetrator’s rights under the Family Educational Rights and Privacy Act (FERPA).
Under FERPA, an alleged student perpetrator may ask to inspect and review information about the allegations against him or her if the information directly relates to the alleged student perpetrator and is maintained as an education record. In such a case, Marygrove will either redact the complainant’s name and all identifying information before allowing the alleged perpetrator to inspect and review the sections of the complaint that relate to him or her, or notify the alleged perpetrator of the specific information in the complaint that is about the alleged perpetrator.
Retaliation against a student, employee, or other individual who reports or complains about sex discrimination to an appropriate Marygrove official or participates in a report, investigation or proceeding involving a claim or allegation under this policy because he or she made a complaint, testified, or participated in an investigation or proceedings is prohibited punishable up to suspension or termination.
J. Dissemination of policy.
Marygrove will distribute this policy to students, administrators, faculty and employees, as well as applicants for admission and employment. This policy will be available on the College’s website at www.marygrove.edu/titleix.
K. Health care, victim advocacy, support and other service providers.
Catholic Charities of Southeast Michigan, 855.882.2736; Common Ground Mental Health Services, Resource and Crisis Helpline: 800.231.1127; HAVEN, a sexual assault counseling center providing specialized, comprehensive services in the areas of domestic violence and sexual assault: 24-HR Crisis & Support: 248.334.1274 Toll-Free Crisis Line: 877.922.1274
Contact 911 for Emergencies
Campus Safety Department: 313- 927-1411
Counseling: Dr. Carolyn Roberts 313-927-1474, SC 106
Students have access to a counselor trained to deal with sexual assault issues in a confidential manner. The counselor can assist with contacting on-campus and off campus resources for medical, legal or emotional support.
NOTIFICATION TO THE COMPLAINANT AND RESPONDENT OF THE TITLE IX TEAM’s REPORT AND RECOMMENDATION
- The Title IX Director shall notify the complainant and the respondent of the Title IX Team’s report and recommendations.
- The complainant and the respondent shall thereafter have seven (7) calendar days to object in writing to the Title IX Team’s report and recommendations. If no objections are filed either by the complainant or the respondent, the Title IX Director shall take steps to implement the recommendations made by the committee.
- If either the complainant or the respondent object to the report and recommendation of the team, an Administrator of the College as designated below shall meet with the complainant and/or the respondent to take further evidence supporting any objections to the Title IX Team’s report and recommendations. The Administrator’s in the respective areas shall have fourteen (14) calendar days to consider the objections filed by the complainant, the respondent, or both.
- The Provost may affirm, reverse or modify as appropriate, the Title IX Team’s recommendations. A written report detailing the reasons for affirming, reversing or modifying the Title IX Team’s recommendations shall be prepared by the Provost and shall be provided to the Title IX/Section 504 Director, the complainant and the respondent.
- The complainant and the respondent shall have seven (7) calendar days to object in writing to the report of the Provost. If no written objections are filed by the complainant and/or the respondent, the report of the Provost shall be implemented.
- Either the complainant or the respondent may object to the report of the Provost by filing a written appeal to the President of Marygrove College. The appeal shall detail the specific objections to the report.
- Within fourteen (14) days of the receipt of the written appeal, the President shall affirm, reverse or modify as appropriate, the report of the Administrator(s). The President’s decision shall be reduced to writing and shall detail the reasons for affirming, reversing or modifying the report of the Provost. A copy of the President’s decision shall be provided to the Title IX Director, the complainant and the respondent. The President’s decision shall be final and shall be implemented forthwith.
|Student||Provost -or appropriate designee|
|Faculty||Provost -or appropriate designee.|
|Employee||Director of HR or appropriate designee.|
|Combination||Provost (or appropriate designee) from the complaint reporting line and the respondent’s reporting line|