Current knowledge indicates that students or employees with AIDS, ARC (AIDS Related Complex) or a positive HTLV-III (Human T-Lymphotrophic Virus Type III) antibody test do not pose a health risk to other students or employees. The best current medical information about the disease and its transmission clearly demonstrates that AIDS is not transmitted by any form of casual interpersonal contact. The virus that causes AIDS is fragile and does not survive and multiply in the air, on inanimate objects or on environmental surfaces.
In order to promote an educational program directed at the prevention of AIDS and the reduction of fear surrounding the disease, and to protect the rights of students and employees with AIDS, the following University guidelines and recommendations have been developed:
- The AIDS committee will be composed of appointed members from the faculty, administration staff, student body and Student Development division. A member of the local community will be asked to serve in a resource capacity. The purpose of the AIDS committee will be to a) serve as the coordinating body for the University AIDS program; b) make recommendations for change of the AIDS policy and guidelines; and c) oversee the education efforts to inform the University community about AIDS. The AIDS committee chairperson will make reports and submit recommendations to the Council of Residential Studies via the Student Development Committee.
- The guidelines will be individually applied, taking into account the psychological, physical and behavioral characteristics of the individuals involved. Members of the University community who know or suspect they are infected with the AIDS virus are encouraged to seek assistance from the University and community support group for medical treatment and counseling.
- Screening for AIDS virus infection shall not be a requirement for employment eligibility or the University entrance by a student.
- A student's or employee's medical diagnosis is personal information, and such information, if known, shall not be released without the written permission of the student or employee, except as otherwise provided by law.
- The University will provide education and information about AIDS and its transmission to concerned employees or students.
The education program will have two main objectives:
1. to give students and employees the facts they need about AIDS-how it is and how it is not spread, and how individuals through their own choices about personal behavior can avoid acquiring or spreading the AIDS virus;
2. to encourage employees and students to show understanding and compassion for those who already have been infected.
The University shall provide reasonable accommodations to employees with AIDS as with any other disability or handicap. The determination of whether an AIDS virus infected employee should be permitted to remain engaged in normal work activity shall be made on a case-by-case basis by a team composed of the employee and/or his/her representative, the employee's physician and the appropriate University personnel.
The determination of whether an infected student should not be able to attend classes or participate in University activities shall be made on a case-by-case basis by a team composed of the student and/or his/her representative, attending physician and appropriate University personnel.
(Adopted by the University Board of Trustees, October 14, 1988.)
Discrimination and Harassment Policy
Statement of Policy
Upper Iowa University strives to maintain a working and learning environment that fosters mutual employee and student respect and promotes harmonious, productive working and learning relationships. Behaviors that inappropriately assert sexuality as relevant to employee or student performance are damaging to this environment. Discrimination, harassment, and/or retaliation in any form constitutes misconduct that undermines the integrity of the university relationship. Discrimination, harassment, and/or retaliation by any member of the University is in violation of both law and University policy and will not be tolerated in the University community. Therefore, Upper Iowa University prohibits discrimination and/or harassment that is sexual, racial, or religious in nature or is related to anyone's gender, national origin, age, sexual orientation, disability, or any other basis protected by federal, state, or local law. This policy applies to all employees and students throughout the organization and to all individuals who may have contact with any employee or student of this University.
Harassment on the basis of sex is in violation of Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e-2), as amended, Title IX of Education Amendments of 1972 and the Iowa Civil Rights Act (Iowa Code Chapter 216).
1. Employees. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as: "Unwelcome sexual advance, request for sexual favors or other verbal or physical conduct of a sexual nature constitutes sexual harassment when: 1) submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of instruction, employment or participation in other University activity; 2) submission to or rejection of such conduct by an individual is used as a basis for evaluation in making academic or personnel decisions affecting an individual; or 3) such conduct has the purpose or effect of unreasonably interfering with an individual's performance or creating an intimidating, hostile or offensive University environment."
2. Students. Sexual harassment of students is in violation of Title IX of the Education Amendments of 1972, which prohibit sex discrimination in education. Academic sexual harassment is the use of authority to emphasize the sexuality of a student in a manner that prevents or impairs that student's full enjoyment of educational benefits, climate or opportunities. Unwelcome sexual advances, request for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when grades or educational progress are made contingent upon submission to such conduct, or when the conduct has the purpose or effect of interfering with the individual's academic performance, or when creating an intimidating, hostile or offensive educational environment.
Sexual harassment can occur between 1) students, 2) employees, and 3) employees and students. In determining whether an alleged conduct constitutes sexual harassment, consideration should be given to the record as a whole and to the totality of the circumstances, including the nature of the alleged sexual advances and the context in which the alleged incident occurred. Retaliation against an employee or student for filing a sexual complaint is grounds for a subsequent harassment complaint. Matters involving sexual harassment will be dealt with promptly and confidentially by the appropriate University officials.
Responsibilities and Grievance Procedures
While it is the responsibility of all employees and students of the University to conduct themselves in such a way as to contribute to an environment free of discrimination or harassment, the responsibility falls especially upon University administrators and supervisors. Should an administrator or supervisor have knowledge of conduct involving discrimination or harassment or receive a complaint of discrimination or harassment that involves a University student, employee or agent under his/her administrative jurisdiction, immediate steps must be taken to deal with the matter appropriately, whether or not invoked by a grievance procedure. Taking positive steps to sensitize employees and students with respect to this issue also is a responsibility of University administration.
Procedures. Individuals who believe they have been discriminated against or harassed may obtain redress through the established procedures of the University. An employee or student who believes they have been subjected to any form of harassment and/or discrimination should within five (5) calendar days report the incident to his/her immediate supervisor, advisor, the vice president who has administrative jurisdiction, Affirmative Action/EO Officer, Program Coordinator/Director and/or Dean of Student Development. Because of the sensitive nature of the situations involving discrimination or harassment, and to assure speedy and confidential resolution of grievances, the University has established both informal and formal grievance procedures for handling complaints involving discrimination or harassment. The informal grievance procedure is not required prior to submitting a complaint under the formal grievance procedure.
1. Informal Grievance Procedure. An employee or student may discuss a discrimination or harassment grievance with their immediate supervisor, advisor, vice president who has administrative jurisdiction, Affirmative Action/EO Officer, Program Coordinator/Director and/or Dean of Student Development. After receiving the complaint, the supervisor, advisor, vice president, Affirmative Action/EO Officer, Program Coordinator/Director and/or Dean of Student Development may discuss the matter with all those involved, individually or collectively, in an effort to resolve the matter. If the employee or student is not satisfied with the informal efforts, he/she may submit a complaint pursuant to the formal grievance procedure.
2. Formal Grievance Procedure. Formal procedures may be initiated by the aggrieved employee or student either in lieu of informal procedures or where informal efforts have failed, or by an administrative official of the University where informal efforts have failed. A student may file a written and signed complaint with the Affirmative Action/EO Officer or Dean of Student Development for the Fayette Campus or Program Coordinator/Director at the site of residency. A formal grievance shall be submitted within five (5) calendar days of the discrimination or harassment has occurred; except that this time shall be extended where the informal grievance procedure was first utilized. In that event, a formal grievance must be submitted within thirty (30) days after the occurrence of the discrimination or harassment.
Confidentiality. Upper Iowa University will conduct its investigation in as confidential a manner as possible. Interviews, allegations, statements, and identities will be kept confidential to the extent possible and allowed by law. However, Upper Iowa University will not allow the goal of confidentiality to be a deterrent to an effective investigation.
Retaliation Prohibited. This policy seeks to encourage students and employees to express freely, responsibly and in an orderly way their opinions and feelings about any problem or complaint of discrimination or harassment. Upper Iowa University prohibits retaliation of any kind against employees or students, who, in good faith, report harassment and/or discrimination or assist in investigating such complaints. If an employee or student feels he/she has been subjected to any form of retaliation, the employee or student should report that conduct to their immediate supervisor, advisor, vice president who has administrative jurisdiction, Affirmative Action/EO Officer, Program Coordinator/Director and/or Dean of Student Development within five (5) calendar days of the offense. Employees are not required to approach the person who is retaliating against them, and they may bypass any offending member of management.
Frivolous or False Charges. This policy shall not be used to bring frivolous or malicious charges against fellow students, faculty members, or employees. Disciplinary action under the appropriate personnel or student policies concerning personal misconduct shall be taken against any person bringing a charge of discrimination or harassment in bad faith.
Advisory Committee and Education Programs. At the beginning of each academic year, the Senior Vice President for Residential University and the Senior Vice President for Extended University shall submit recommendations to the President for a committee of six to eight members to advise and assist the Affirmative Action/EO Officers in maintaining a University environment that is free of discrimination and harassment. Final approval of the members shall come from the President. The Discrimination & Harassment Advisory Committee shall include not less than two faculty members, two staff/hourly employees, and two students, with the Affirmative Action/EO Officers. The committee shall meet at least once a year and shall submit an annual report to the President by the close of the academic year.
The purpose of the Discrimination & Harassment Advisory Committee is 1) to serve as the coordinating body for the programs on discrimination and harassment; 2) make recommendations for change or revision of the discrimination and harassment policy or procedures; and 3) oversee the education effort to inform the University community about discrimination and harassment. The chairperson of the Discrimination & Harassment Advisory Committee will make reports and submit recommendations to the President.
The University makes known its discrimination and harassment policy to students, faculty and employees by using such means as student, faculty and employee handbooks, residence hall and general student meetings, faculty and employee meetings, orientation programs, website, newsletters and other efforts as deemed appropriate.
"Pursuant to the law of the State of Iowa, Upper Iowa University is designated as a smoke free environment. As such, smoking shall be prohibited and a person shall not smoke in University buildings or on University grounds." The Upper Iowa University Board of Trustees unanimously adopts a policy of no tobacco use in all University buildings. This policy is adopted for the health and safety of the University community.
Revised and effective July 1, 2005.
Upper Iowa University is committed to providing a safe environment in all of its facilities. In support of this commitment, Upper Iowa University regulates the possession and use of weapons on all University facilities and grounds and, for the purpose of safety, prohibits the possession of weapons in owned, leased or occupied buildings, in areas where outdoor classroom activities are held, and in locations where college sanctioned events are held unless specifically approved as part of an educational program.
For purposes of this policy, a weapon is defined as: Any instrument or device designed primarily for use in inflicting death or injury upon a human being or animal, and which is capable of inflicting death upon a human being when used in the manner for which it was designed. Weapons may include, but are not limited to: any offensive weapon, firearms of any kind such as pistols, revolvers, or other guns, BB or pellet guns, bows and arrows, crossbows, knives such as daggers, razors, stilettos, switchblade knives or knives with a blade exceeding three inches in length, tasers, stun guns, or other portable devices directing an electric current that are designed to immobilize a person , explosives or incendiaries such as bombs, grenades, or fireworks, poison gas, or simulations of any such items (devices that appear to be real such as a realistic toy, replica, paint-ball gun, etc.). A weapon may also include an object of any sort whatsoever that is used in such a manner as to indicate that the person using the object intends to inflict death or serious injury upon another person, or that is threatened to be used in such a manner, and which, when so used, is capable of inflicting death upon a human being. A weapon may also include any part or combination of parts either designed or intended to be used to convert any item into a weapon or to assemble into a weapon.
Because these weapons may pose a clear risk to persons and property at Upper Iowa University, violation of the regulations may result in administrative action from the University and/or prosecution under the appropriate local, state, federal or national laws. Upper Iowa University will fully support and abide by the weapons policies in place at host institutions (technical colleges, military installations, etc.) provided those institutions provide a level of safety at least equal to those contained in UIU's policy.
UIU prohibits all persons* from carrying firearms or other weapons, concealed or not concealed, with or without a concealed weapon permit, while on properties owned or controlled by the University, without the advance, express written permission of the Dean of Student Development or his/her designee. In Wisconsin only, firearms or other weapons may be brought onto UIU properties so long as the firearms or other weapons are encased in a vehicle,, and out of plain site with the unoccupied vehicle fully secured (e.g. windows up, vehicle locked, etc). In all other locations in which UIU has a physical presence firearms or other weapons are absolutely prohibited except as described in this policy.
* Certified law enforcement officers and others required to carry an issued weapon as part of their duties are exempt from this prohibition.
Please note that violators of Upper Iowa University's Weapons Policy are subject to judicial affairs proceeding or employee discipline as appropriate, and may be prosecuted under local, state and national laws.
If a person has or is suspected of having a weapon, or it is brought to your attention that there may be a weapon on campus, or a weapon is discovered on campus, the established critical incident reporting procedures must be followed.
Approved June 4, 2012
Young Visitors on University Property
When visiting the University grounds after dark or in University buildings at anytime, young visitors under the age of sixteen (16) must be accompanied by an adult. Visitors over the age of sixteen (16) who are not students at Upper Iowa must have a valid reason (i.e., attending an athletic event or other University sponsored event open to the general public) to be in the buildings or on University property and courteous to others at all times.
Student Records & Release of Student Information Policy
The Family Educational Rights and Privacy Act (FERPA) afford students certain rights with respect to their education records. They are:
- The right to inspect and review the student's education records within 24 days of the day the University receives a request for access.
- Students should submit to the senior vice president for residential university, registrar, dean, head of the academic department, or other appropriate official, written requests that identify the record(s) they wish to inspect. The University official will make arrangements for access and notify the student of the time and place where the records may be inspected. If the records are not maintained by the University official to whom the request was submitted, that official shall advise the student of the correct official to whom the request should be addressed.
- The right to request the amendment of the student's education records that the student believes is inaccurate or misleading.
- Students may ask the University to amend a record that they believe is inaccurate or misleading. They should write the University official responsible for the record, clearly identify the part of the record they want changed, and specify why it is inaccurate or misleading.
- If the University decides not to amend the record as requested by the student, the University will notify the student of the decision and advise the student of his or her right to a hearing regarding the request for amendment. Additional information regarding the hearing procedures will be provided to the student when notified of the right to a hearing.
- The right to consent to disclosures of personally identifiable information contained in the student's education records, except to the extent that FERPA authorizes disclosure without consent. One exception, which permits disclosure without consent, is disclosure to school officials with legitimate educational interests. A school official has a legitimate educational interest if the official needs to review an education record in order to fulfill his or her professional responsibility.
- At its discretion, the University may provide directory information in accordance with the provisions of the act to include: student name, local and home address, University E-mail address, local telephone number, date and place of birth, major field of study, name of advisor, academic classification, class schedule, dates of attendance, degrees and awards received, the most recent previous educational agency or institution attended by the student, participation in officially recognized activities and sports, and weight and height of members of athletic teams.
- Students will be notified annually of their right to nondisclosure, but must notify the Registrar's Office within a specified amount of time if they intend to exercise their right. Students must file a nondisclosure form with the Registrar's Office.
- Records other than directory information may be released under the following circumstances: 1) through the written consent of the student; 2) in compliance with a subpoena; 3) to the student's parents by submission of evidence by the parents that the student is declared as a dependent on the parents' most recent federal income tax form.
- The institution is not required to disclose information from the student's educational records to the parents of a dependent student. The University may; however, exercise its discretion to do so.
- At the University's discretion, violations of federal, state and local law, or of any policy of the University governing the use or possession of alcohol or a controlled substance may be reported to parents if the student is under the age of 21 and the University determines that the student has committed a disciplinary violation with respect to such use or possession.
- The right to file a complaint with the U.S. Department of Education concerning alleged failures by the University to comply with the requirements of FERPA. The name and address of the office that administers FERPA are:
Family Policy Compliance Office
U.S. Department of Education
400 Maryland Avenue, SW
Washington, DC 20202-4605
Request for nondisclosure will be honored by the University for only one academic year; therefore, authorization to withhold directory information must be filed annually in the office of the Registrar. Refer to annual notification for specific guidelines.
This statement is not the FERPA policy in its entirety. For specific details concerning FERPA, contact the Office of the Registrar at extension 5340.
It's Our Policy
In accordance with federal laws and regulations and Board of Trustees mandates, Upper Iowa University has established several basic policies to protect employee rights and ensure safety in the workplace. These are set forth below.
Article XV of the Upper Iowa University Bylaws states: "In administering its affairs, the University shall not discriminate against any person on the basis of race, creed, color, national or ethnic origin, sex, sexual orientation, age or physical disability."
The University is committed to providing all of its students, faculty, staff, and visitors with equal access to its programs, events, and facilities. To this end, and in compliance with Section 504 of the Rehabilitation Act of 1973, Upper Iowa University has made some reasonable modifications to its buildings and grounds that allow students, faculty and staff, including those with limiting visual or hearing impairments, equal access to the regular programs and degree objectives offered by the University. These modifications include auxiliary aids, modification in classroom locations, and/or adjustment of classroom techniques and practices.
Persons wishing additional information about this policy, for assistance to accommodate individual needs, or for lodging of any complaints or grievances under it should contact the Residential University EO Officer, PO Box 1857, Fayette, IA 52142, (563) 425-5347; or the Academic Extension EO Officer, PO Box 1857, Fayette, IA 52142, (563) 425-5394.
Sexual Abuse Policy and Procedures
Upper Iowa University is committed to creating an environment that promotes the intellectual, social, emotional, spiritual or ethical, and physical well-being of its members. This commitment includes encouraging and reinforcing healthy, responsible living, respect for campus standards and regulations, and community laws. Sexual abuse of students, faculty or staff is criminal behavior and is not tolerated at Upper Iowa University.
This information is being provided to all students and employees as part of Upper Iowa University's commitment to safety and security on campus, in centers, including on-line programs. This is in compliance with Campus Security and Sexual Abuse Policies, Chapter 1106, 74th Iowa General Assembly, effective July 1, 1992 and the laws of the states, provinces or countries where the University is located.
Standards and procedures pertaining to personal conduct of students and employees are found in the current graduate and undergraduate student handbooks, handbooks for faculty, and Handbook for Administration and Staff.
Statement of Policy
Consensual sexual behavior is mutually desired and freely chosen by partners who are fully capable of informed consent. To be fully capable of informed consent, an individual cannot be incapacitated by illness, injury, alcohol or other drug consumption, nor any other condition or circumstance that would preclude informed consent.
Definition of sexual abuse and sex act:
Iowa Code section 709.1 defines sexual abuse as follows:
Any sex act between persons is sexual abuse by either of the persons when the act is performed with the other person in any of the following circumstances:
1.The act is done by force or against the will of the other. If the consent or acquiescence of the other is procured by threats of violence toward any person or if the act is done while the other is under the influence of a drug inducing sleep or is otherwise in a state of unconsciousness, the act is done against the will of the other.
2. Such other person is suffering from a mental defect or incapacity which precludes giving consent, or lacks the mental capacity to know the right and wrong of conduct in sexual matters.
3. Such other person is a child.
Iowa Code section 702.17 defines sex act as follows:
The term "sex act" or "sexual activity" means any sexual contact between two or more persons by: penetration of the penis into the vagina or anus; contact between the mouth and genitalia or by contact between the genitalia of one person and the genitalia or anus of another person; contact between the finger or hand of one person and the genitalia or anus of another person or by use of artificial sexual organs or substitutes therefore in contact with the genitalia or anus.
The following standards of conduct do not replace or relieve persons from complying with the requirements of civil or criminal laws. Unlawful behavior may result in criminal prosecution as well as disciplinary action by the appropriate disciplinary board or administrator. The following is a non-exhaustive list of behaviors that are prohibited under this policy, whether they occur between members of the opposite or the same gender:
- Unwanted or unwilling touching, groping or attempting to disrobe a person without his/her willing consent.
- Forcing or coercing someone to touch a person in a sexual manner.
- Unwanted or unwilling sexual intercourse – any unlawful sexual intercourse however slight that occurs without the consent of either party or ignoring a sexual limit communicated to a person by a partner. Consent is defined as a positive verbal acknowledgment such as "yes." Any person who under the influence of alcohol or other drugs, who is under the legal age, or who is unable to consent due to a language barrier is considered incapacitated and unable to give consent.
- Using audiovisual devices (e.g. cell phones, video cameras) to record or transmit nudity or sexual acts without the written consent of all parties involved.
- Force or threats of force, including rape, attempted rape, stranger and/or gang rape.
- Preventing a person from resisting by administering any intoxicant.
- Sexual intercourse with a person who is known to be unconscious of the nature of the act (e.g. sexual intercourse with a person who is sleeping, passed out or blacked out from alcohol, or drugs.)
Reporting to the University Authorities or Police Department
It is an unfortunate fact that many individuals in our society are victims of personal violence. Assistance is available for a victim of such personal violence. A person who has been sexually abused will need support and information that will help clarify the issues and facilitate recovery. Students who have experienced any of the behaviors prohibited under this policy are encouraged to seek immediate assistance. Fayette Campus students and employees can also call Campus Security (563 449 4013), the Director of the Counseling Center (563 425 5786) or Director of Residence Life (563 425 57650. Center students or employees should call the local police department and also notify the Center Coordinator and/or a member of the Center staff or faculty.
Non-Student/Employee. If a person has been sexually assaulted or harassed by a non-student/ employee of the University, this is a violation of the law and University policy. Complaints should be filed with the administrator, dean or vice president responsible for that division of the University.
An employee who has been sexually assaulted by another employee or student should report the matter to his/her supervisor and administrator, dean or vice president in charge of that division. If a person wants to press criminal charges, call the police.
Anonymous Reporting. If a person is assaulted and does not want to pursue action within the University system or the local police department, the person may still want to consider making an anonymous report. With the person's permission, the Dean of Student Development or the Extended University Operations Director can file a report of the incident without revealing the reporting person's identity. The purpose of an anonymous report is to comply with a person's wish to keep the matter confidential, while taking steps to ensure everyone's future safety. With such information, the University can keep accurate records about the number of incidents involving students or employees, determine whether there is a pattern of assaults with regard to a particular location, method or assailant, and alert the campus community to potential danger. Please note that the University is required by the Cleary Act (formerly the Campus Security Act) to report sexual assault statistics to the University community. Regardless of how the person reports the incident to the University, the person's identity will not be revealed through statistical reports. If a person does not wish to have it reported statistically, the person will need to discuss their options with the Director of Counseling Services (Fayette Campus) or the Center Coordinator (UIU Centers). This will allow the person a chance to review the procedures should the person decide to file a formal complaint to be handled by the University. This discussion does not obligate the person to pursue official action.
Suggestions Regarding Preservation of Evidence
1. Get to a safe place as soon as possible.
2. Try to preserve all of the physical evidence. Do not alter any evidence at the scene where the incident has occurred prior to involving the local police department. Do not wash, use the toilet, or change clothing if it can be avoided. If the clothes are changed, put all the clothing the person was wearing at the time of the attack in a paper, not plastic, bag.
3. Get medical attention as soon as possible to assess and treat any injuries that may have been sustained and to also collect important evidence to assist police in legal action.
4. Contact the local police or sheriff's department.
5. Talk with a counselor who will maintain confidentiality, help explain options, give information and provide emotional support.
6. Contact someone trustworthy, a close friend, staff member, peer adviser (PA) or resident assistant (RA) for support.
It is important to seek immediate and follow-up medical attention for several reasons: (1) to assess and treat any physical injuries sustained; (2) to determine the risk of sexually transmitted diseases or pregnancy and take preventative measures; and (3) to gather evidence that could aid in criminal prosecution. Physical evidence should be collected immediately, ideally within the first 24 hours. It may be collected later than this, but the quality and quantity of the evidence may be diminished. A student or employee can receive the examination at an emergency room of a local hospital.
Fayette Campus – The Counseling Center or Residence Life Office will arrange for the transportation of sexual assault victims to the clinic or hospital during working hours. The Director of Residence Life, Residence Area Coordinator or Student Development staff member will arrange appropriate transportation during non-office hours.
Centers – The Center Coordinator or any center staff or faculty will make arrangements to assist a victim with transportation during the hours of the center's operation. After the center's hours of operation, you should contact the local police or sheriff's department.
University staffs are able to intervene in a crisis situation and to provide information about options, including medical assistance, counseling, University disciplinary action and legal prosecution. Talking about concerns with a staff member may help the person sort through feelings and decide what to do.
Fayette Campus – The Counseling Center is located in the Office of Student Development, Garbee Hall. In addition, the Residential Life Staff is available to provide counseling and emotional support.
A person does not need to disclose his/her name if calling the Counseling Center for information. Counselors will not reveal a person's identity to anyone without their permission.
There are local agencies and hospitals that provide services for mental health emergencies. Services for Abused Women maintain a 24-hour crisis line. The number 1-800-383-2988 will access a trained counselor or volunteer who will assist anyone in a crisis situation. Specific local mental health services can be obtained by contacting the Office of Student Development.
Centers – The Counseling Center on the Fayette Campus in collaboration with the Center Coordinator will assist students and employees (victims) with a list of local counseling resources.
University Disciplinary Action
Charges may either be filed directly by the person or by the University on the basis of a written statement. Such a charge would be handled in accordance with the procedures relating to violations of the Code of Student Conduct in the Student Handbook.
1. Those students who are involved in sexual abuse cases are entitled to all the rights as listed in the Disciplinary Hearing Procedures as well as the following:
2. Both the accuser and the accused have the right to present relative information and witnesses in a hearing.
3. Both the accuser and the accused have the right to be notified of the sanctions imposed.The accuser may request reasonable accommodations as to academic and/or living arrangements after an alleged sexual assault.
4. The accuser has the right to file a complaint at any time during his/her enrollment at the University.
5. Students who violate other University policies while involved in a sexual assault will be adjudicated for those policy violations separately. Sanctions will be of an educational nature rather than punitive.
Throughout the year the Office of Student Development plans and conducts programs that are of an educational nature regarding the issue of sexual abuse on the Fayette Campus. Class sessions on sexual abuse are taught as a part of a required course for all Fayette campus freshmen. In addition, educational literature and posters are placed strategically around campus, on the UIU website and at centers for students' use.
For specific information on law enforcement or counseling resources for your campus or center visit www.uiu.edu.