SIENA HEIGHTS UNIVERSITY SAFETY AWARENESS HANDBOOK
services ( as defined in state and federal law ), veteran status , sex , sexual orientation , marital or family status , pregnancy , pregnancy-related conditions , physical or mental disability , gender , perceived gender , gender identity , genetic information or political ideas . Discriminatory conduct , harassment , sexual misconduct , stalking , dating violence , domestic violence , and violation of the University ’ s Employee Consensual Relationship policy violates the dignity of individuals , impedes the realization of the University ’ s education mission , and will not be tolerated .
Compliance with this policy is a term and condition of employment and admission with the University . This policy applies to all students , administrators , faculty , staff , agents , contract employees , and individuals visiting or conducting business on University property . Conduct prohibited by this policy may also violate Title IX and Title VII , and other applicable federal and state laws .
Addressing Complaints
Siena Heights University has a duty to respond to all allegations of discrimination ( including sexual harassment ) and , therefore , cannot guarantee absolute confidentiality once allegations are disclosed to university officials . The confidentiality of information disclosed during the course of investigations or informal resolution efforts will be respected to the extent feasible and practical . This means that information about the complaint is shared only with those individuals within the University community who “ need to know ” in order to effectively investigate and / or resolve the complaint . Parties with a need to know may include witnesses or university officials who need to be informed of the complaint in order to cooperate with an investigation or to implement resolution . These parties will be advised that she should keep the information confidential in the best interests of all parties .
Prompt and equitable corrective measures will be taken to stop discrimination or harassment , to remedy the effects of the discrimination or harassment , and to prevent future instances of discrimination and harassment . When appropriate , upon receipt of notice , the Title IX Coordinator will cause a prompt , fair , and impartial process to be initiated , commencing with an investigation , which may lead to the imposition of sanctions ( students ) or disciplines ( employees ) based upon a Preponderance of the Evidence ( more likely than not ).
For offenses including sexual misconduct or other gender based violence , which typically include the crimes of domestic violence , dating violence , sexual harassment , sexual misconduct , and stalking , sanctions range from warning to expulsion or termination . Serious and violent incidents and acts of non-consensual sexual intercourse ( the policy equivalent to the crime of rape ) usually result in suspension , expulsion , or termination of employment . Lying to investigators ( and / or failing
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