University Policies Promoting Safety and Security
UNIVERSITY POLICIES PROMOTING SAFETY AND SECURITY
University polices exist to provide a basis for quality campus life and for setting a standard for all members of the community conducive to achieving the objectives of the University. Stated below are excerpts from university policies as they relate to issues of safety and security. For your safety and the safety of others, please read and become familiar with these polices.
Alcoholic Beverages and Illicit Drugs: 34 CFR 668.46(b)(8); 668.46(b)(9); 668.46(b)(10)
North Central University Students must refrain from the possession, use, or distribution of non-medical drugs in any form. In addition, students must refrain from the possession or use of any alcoholic or tobacco products. The use of a hooka or shisha is also not permitted. The distribution of alcohol or tobacco is permitted in employment roles when the distribution is a secondary function of that position (examples of unacceptable employment roles include bartending, working at a liquor store, working at a tobacco shop or hookah bar, etc.) The unlawful possession, use, or distribution of illicit drugs is prohibited on North Central University property and in connection with University activities. The possession, use, or distribution of alcohol is also prohibited on college property and in conjunction with University activities.
The NCU Drug and Alcohol Policy Statement
Violations of these policies of North Central University can result in disciplinary action up to and including discharge for employees and dismissal for students and referral for prosecution. Any person struggling in this area should discuss their concerns with a college official. Counseling assistance on campus and/or off-campus will be explained; professional treatment services are also available in the Twin Cities area. North Central University also offers HLTH 224 (Drugs/Health Education) http://northcentral.edu/academics/courses/drugshealth-education, an in-depth study on the effects of alcohol and other drugs; and ADC 140 (Introduction to Chemical Dependency) http://northcentral.edu/academics/courses/introduction-chemical-dependency-counseling-0, understanding substance abuse, substance abuse and the family, prevention, intervention, and treatment.
Selected Alcohol and Drug Ordinances in the City of Minneapolis
The city of Minneapolis has many ordinances regulating and controlling the use and abuse of alcohol and other substances. The following laws are listed to highlight the consuming in public and the city drug ordinances.
364.40. Consuming in public. (as of 20080815)
No person shall consume intoxicating liquor as defined by Minnesota Statutes, Section 340A.101, Subdivision 14, or non-intoxicating malt liquor as defined by Minnesota Statutes, Section 340A.101, Subdivision 19, while (1) on a public street, highway, alley, sidewalk, boulevard, or any place frequented by the public; (2) on any private property without the consent of the owner of such property; or (3) while in a vehicle upon a public highway. This section shall not prohibit the consumption of such beverages at duly licensed on-sale premises, or if otherwise authorized by law. (Code 1960, As Amend., § 853.030; 80-Or-268, § 1, 11-14-80; Pet. No. 251179, § 35, 12-29-89)
223.70. Unlawful possession, sale, distribution. (as of 20080815)
It is unlawful for any person to have in his or her possession, or to sell, give away, barter, exchange or distribute any of the drugs specified in section 223.60 hereof, or any marijuana or narcotic drug, as defined in Section 152.01, subdivisions 9 and 10 of Minnesota Statutes, or any controlled substance as defined in Section 152.02, subdivisions 2, 3, 4, 5 and 6 of Minnesota Statutes, except on a written or oral prescription by a practitioner lawfully authorized to practice such profession. (Code 1960,As Amend., § 758.020; 76-Or-183, § 1, 10-29-76; 79-Or-108, § 2, 5-25-79; Pet. No. 251060, § 22, 12-15-89)
370.40. Possession by minors (as of 20080815)
No person under the age of twenty-one (21) years shall consume or have in his or her possession, at any place other than the household of the person's parent or guardian, any liquor or beer with intent to consume the same, and possession thereof shall be prima facie evidence of intent to unlawfully consume the same. (Code 1960, As Amend., § 855.040; Ord. of 5-25-73, § 1; 76-Or-129, § 4, 8-13-76; 86-Or-193, § 4, 8-8-86)
Effects of Alcohol and Illicit Drug Use
The use of illicit drugs and alcohol can have many adverse effects. The following list includes some, but not all of these effects.
Alcohol use can lead to impaired judgment; slowed reaction time; lowered inhibitions, which often leads to reckless decisions; lower memory retention; and long-term health problems including cardiovascular disease and permanent liver damage. Alcohol can become highly addictive to some people.
Using cocaine can lead to constricted blood vessels; dilated pupils; increased temperature, heart rate, and blood pressure; tremors; paranoia; heart attacks; strokes; seizures; abdominal pain; cardiac arrest; respirator arrest; paranoid psychosis; and malnourishment. Cocaine is highly addictive to its users.
Using heroin can lead to nausea and vomiting; depressed respiration; clouded mental functioning; infectious diseases, including HIV/AIDS; collapsed veins; bacterial infections; abscesses; infection of heart lining and valves; and arthritis and other rheumatologic problems. Heroin is highly addictive to its users.
Using inhalants can lead to drowsiness; lack of inhibitions; lightheadedness; agitation; anesthesia and possibly unconsciousness; impaired functioning; nausea and vomiting; delirium; slurred speech; lethargy; and general muscle weakness. Inhalants can become highly addictive to some people.
LSD (lysergic acid diethylamide)
Using LSD can lead to feelings of despair or fear; long-lasting psychosis, such as schizophrenia or severe depression; and loss of control. LSD users often build up a tolerance to the drug, and therefore consume progressively larger amounts of the drug.
Using marijuana can lead to increased heart rate; feelings of anxiety, fear, distrust or panic; lower memory retention; loss of coordination and balance; acute toxic psychosis; cancer in the throat or lungs; impairment of the immune system; and heart attack. Marijuana can become highly addictive to some of its users.
Sexual Harassment and Violence Policy 668.47(a)(12)
Faculty, administration, staff and students are responsible for maintaining an educational and working environment that is harmonious with North Central University's mission and program as a Christian learning community. It is our goal to maintain an environment characterized by integrity, mutual trust and respect, and free from intimidation, oppression and exploitation. Sexual harassment is destructive to that goal and will not be tolerated. NCU has adopted a sexual harassment policy as the basis for community education and complaint resolution.
This policy applies to all students and full-time and part-time employees of the university. Appropriate disciplinary action will be taken against anyone violating this policy. Based upon the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, dismissal of a student or termination of employment.
Sexual harassment in any form is considered to be serious misconduct and prohibited under this policy. Sexual harassment is a form of discrimination and is unlawful under Title VII of the Civil Rights Act of 1964 as well as Minnesota statutes. Sexual harassment includes all unwelcome sexual advances, requests for sexual favors and any other verbal or physical conduct of a sexual nature when:
- submission to such conduct is made either explicitly or implicitly a term or condition of any individual's employment, academic advancement, or participation in any other University-sponsored activity;
- submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual; or
- such conduct has the purpose or effect of unreasonably interfering with an individuals work or academic instruction or creating an intimidating, hostile or offensive working or learning environment.
Sexual harassment is a specific form of discrimination in which power inherent in a faculty member's or supervisor's relationship to his or her students or subordinates is unfairly exploited. While it may most often take place in a situation of power differential between the persons involved, this policy recognizes also that harassment may occur between persons of the same community status, e.g., student-student, faculty-faculty, staff-staff. Also, the victim does not have to be of the opposite sex.
Examples of conduct that may constitute sexual harassment are:
- Verbal: Sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks, threats. Requests for any type of sexual favor (this includes repeated, unwelcome requests for dates). Verbal abuse or "kidding" which is oriented towards a prohibitive form of harassment, including that which is sex oriented and considered unwelcome.
- Non-verbal: The distribution, display, or discussion of any written or graphic material, including calendars, posters, and cartoons that are sexually suggestive, or shows hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters, notes, facsimiles, and e-mail that is sexual in nature.
- Physical: Unwelcome, unwanted physical contact, including but not limited to, touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing, fondling; forced sexual intercourse or assault (See section on Sexual Assault/Violence for a more detailed explanation of assault.)
Normal, courteous, mutually respectful, pleasant, non-coercive interactions between individuals, including men and women, that are acceptable to and welcomed by both parties, are not considered to be harassment, including sexual harassment.
There are basically two types of sexual harassment:
- "Quid pro quo" harassment, where submission to harassment is used as the basis for employment or academic favor/benefits. The person typically involved is a supervisor, faculty member or an individual with actual power who can provide or withhold a benefit, service or evaluation, and therefore has the power to harm the target of harassment. Examples: a supervisor promising an employee a raise if she goes on a date with him; a manager telling an employee she will fire him if he does not have sex with her; a faculty member promising a student a favorable grade if she goes on a date with him.
- "Hostile environment," where the harassment creates an offensive and unpleasant working or academic environment. A hostile environment can be created by anyone in the work or academic setting, whether it be supervisors, other employees, faculty/instructors, students, or campus visitors. Hostile environment harassment consists of verbiage of a sexual nature, unwelcome sexual materials, or even unwelcome physical contact as a regular part of the work environment. Cartoons or posters of a sexual nature, vulgar or lewd comments or jokes, or unwanted touching or fondling all fall into this category.
Other violations of this policy include, but are not necessarily limited to:
- Retaliation against a person who has made a report or filed a complaint alleging any form of harassment; or
- Deliberate false accusations of harassment. In such instances, the complainant will be subject to disciplinary action. Failure to prove a claim of harassment would not constitute proof of a false and/or malicious accusation.
North Central University strongly discourages romantic relationships between faculty and students as well as supervisors and subordinates (including student employees). Such relationships tend to create compromising conflicts of interest or the appearance of such. In addition, such a relationship may give rise to the perception by others that there is favoritism or bias in employment or academic decisions as well as leaving open vulnerability to unfair exploitation given the power differential. If a NCU employee chooses to become involved in such a relationship, it should be known that mutual consent will not automatically provide for immunity if a complaint of sexual harassment is filed
SEXUAL HARASSMENT RESPONSE
PREVENTION AND EDUCATION
The University is committed to preventing and eliminating sexual harassment of students, faculty, and staff. To assist in achieving this goal, North Central University hosts an online web training sight as our way of educating employees and students on sexual harassment. This training is provided to all new hires and includes a proficiency exam upon completion of the web training. Also, this policy is published in written format and distributed to all new employees and to students upon registration. The policy is posted at appropriate locations on campus including the Student Life Office and outside the Human Resources Office.
APPOINTMENTS AND RESPONSIBILITIES
If an employee or student believes that he/she has been subject to harassment or any unwanted sexual attention, they should:
- Make their unease and/or disapproval directly and immediately known to the harasser and state clearly that the behavior needs to stop.
- Make a written record of the date, time, and nature of the incident(s) and the names of any witnesses.
- Report the incident to the Compliance Officer or one of the Grievance Officers.
COMPLIANCE OFFICER APPOINTMENT AND DUTIES
The President of North Central University shall appoint a Compliance Officer to act as the administrative coordinator and supervisor of the sexual harassment policy and procedures. The Compliance Officer shall serve for an indefinite term, until a successor is appointed by the President. The Compliance Officer shall report directly for this position to the President and shall have the following duties and responsibilities:
- Investigate and respond to any complaints regarding the sexual harassment policy and procedures;
- Ensure all vacancies in Grievance Officer positions are filled promptly;
- Schedule and coordinate training sessions for Grievance Officers and (segments of) the North Central University community, as necessary;
- Ensure that all reporting requirements of the policy and procedures are appropriately followed;
- Respond to inquiries and provide information and referrals to individuals or groups requesting assistance in regard to the policy and procedures; and
- Perform any other duties that may be assigned by the President.
GRIEVANCE OFFICER APPOINTMENT AND DUTIES
The Compliance Officer of North Central University shall appoint six employees to serve as Grievance Officers. These individuals shall be trained to function as Grievance Officers and will be responsible for hearing, investigating, and mediating reports of sexual harassment. All complaint resolutions will be reviewed annually by the Grievance Officers. Grievance Officers will serve an initial term of three years, the first year being primarily a period of orientation during which they will attend all meetings and training sessions and work with experienced officers. Additional three-year terms may be added by mutual agreement. A Grievance Officer may file an informal or formal complaint if: 1) He or she discovers a pattern of sexual harassment where there is no singular complainant; 2) A complainant decides to withdraw a complaint even in the face of supporting evidence; and/or 3) The Grievance Officer is presented with third-party information regarding an alleged incident(s) of sexual harassment (e.g., by a supervisor of the alleged harasser or by a peer of the complainant).
If a supervisor, administrator, faculty member, resident assistant, or resident director receives a complaint or has knowledge of an incident(s), it is imperative that he or she report this incident(s) to a designated Grievance Officer. In those instances where there is doubt, lack of clarity, or need for further information regarding a given incident, these individuals are expected to seek counsel from one of the sexual harassment Grievance Officers, or the Compliance Officer.
COMPLAINT AND RESOLUTION PROCESS/PROCEDURES
In determining whether an alleged incident(s) constitutes sexual harassment, those entrusted with carrying out this policy and procedures will examine the record as a whole.
Complaints may be presented in two ways: informally and formally. Any member of the North Central University community may go directly to one of the Grievance Officers with a complaint(s) according to the procedures outlined below, or may refer a complainant to the institutional Compliance Officer. Because of the need to gather accurate evidence, individuals are strongly encouraged to report any alleged incident(s) as soon as possible.
Both the informal and formal resolution process are considered confidential proceedings. The Grievance Officers shall instruct all concerned persons, including particularly the complainant, alleged harasser, and any witnesses of the confidential nature of the process to ensure to the extent practicable, the privacy of all concerned. Any intentional breach of confidentiality may itself be grounds for discipline or a claim of retaliation.
INFORMAL RESOLUTION PROCESS/PROCEDURE
Employees and/or students can often stop or prevent sexual harassment by immediately and directly expressing their disapproval of an individual's sexually oriented attention or conduct. In any case, individuals should report all incidents of sexual harassment. Any member of the North Central University may bring an informal complaint to either the Compliance Officer or one of the Grievance Officers. The following course of action will be adopted and completed within 10 work or academic days (if the complainant is a student). If at any point in the informal process fair treatment of a complaint becomes jeopardized due to constrictions in time or unavailability of strategic witnesses, etc., extensions in this deadline may be granted at the discretion of the Compliance Officer.
The informal course of action and resolution will be as follows:
- If a complaint is brought forward to a Grievance Officer, that officer should immediately report the complaint to the Compliance Officer for case assignment.
- One male and one female Grievance Officer shall be assigned to the case and shall interview the complainant and any relevant witnesses identified.
- The Grievance Officers will present the alleged harasser with the sexual harassment complaint. As a general rule, the name of the complainant shall be given to the accused. Granting anonymity will be based upon the reason for such a request, the potential for retaliation, and the seriousness of the case.
- Preliminary discussion and investigation may or may not include a meeting(s) between the complainant and the alleged harasser. If it does not, the Grievance Officers will meet with the complainant to discuss the content and results of meeting with the alleged harasser and to further explore options for resolution. In cases where such a meeting(s) between the complainant and the alleged harasser occurs, or at any time in the process, each party may be accompanied by an advisor/advocate of his or her choice.
- Following the preliminary meeting(s), the Grievance Officers will continue the investigation in order to determine the merits of the complaint and achieve resolution. It is the intention of the institution and the Grievance Officers to protect the rights of all parties; that is, to facilitate remediation and reconciliation in cases where there is merit, and to facilitate understanding and protection in cases where there is no merit.
- When resolution includes certain other remedies such as reassignment or transfer of job/job duties, change of classes or housing, refund or credit of tuition, etc. it may necessitate coordinating and/or informing other individuals such as supervisors while maintaining confidentiality. The informing of other internal sources will be conducted on a need to know basis only.
- Any remedy involving allocation of resources of the institution, expenditure of funds, or transfer of personnel is subject to the review and approval of the President, the President's representative, or the Compliance Officer.
- If the complaint cannot be resolved informally to the satisfaction of either party, either party may move to the Formal Resolution Procedure.
- The Grievance Officers will create an official, confidential record of the informal complaint and will submit it to the Compliance Officer. Such a record will consist of a statement of the complaint, the initial statement of the accused, a list of related meetings and conversations, an assessment of the findings, and the action(s) taken. The official record will be placed in a locked file cabinet in the Human Resources Specialist's office. Only those cases resulting in legal action will be forwarded to the Office of the President.
FORMAL RESOLUTION PROCESS/PROCEDURE
All incidents of sexual harassment or inappropriate sexually oriented conduct should be reported immediately. Any member of the North Central University community who believes he or she has been sexually harassed by any other member of the North Central University community, a guest, or a person conducting business with North Central University, may make a formal complaint against the alleged harasser(s).
The following steps have been established as the process for resolving a complaint using the formal resolution process/procedure. It should be noted that if, at any point in the formal process/procedure, the fair treatment of a complaint becomes jeopardized due to constrictions in time, or unavailability of strategic witnesses, etc., extensions in the deadlines may be granted at the discretion of the Compliance Officer. The formal process/procedure is as follows:
- The complainant shall submit his or her complaint in writing to a Grievance Officer or the Compliance Officer, explaining the nature of the complaint(s), the facts upon which the complaint is based, and the relief requested.
- If the alleged harasser has not had the opportunity to resolve the complaint through the informal procedure, the complainant may be asked to refer the matter to an informal procedure rather than a formal procedure. If it cannot be resolved through the efforts of the informal process or if the complainant refuses to be involved in the informal procedure, then the matter will proceed through the formal process.
- Within 4 work/academic days of receiving the formal complaint, the Grievance Officers shall send a copy of the written complaint to the alleged harasser and request a meeting to discuss the complaint and review with him or her the formal procedure, including a timeline for resolution.
- Within 10 work/academic days of the meeting, the Grievance Officers will request a written reply from the alleged harasser, a copy of which will be forwarded to the complainant, and any witnesses.
- Within 4 work/academic days of receiving the written reply from the alleged harasser, the Grievance Officers will:
- Inform the complainant of the nature of the response;
- Inform and counsel with the Compliance Officer;
- If the case has not gone through the informal procedure, begin an investigation into the alleged incident(s);
- If the case has gone through the informal procedure, the Grievance Officers will investigate any new facts raised in the written complaint.
- Within 10 work/academic days of receiving the alleged harasser's response, the Grievance Officers will prepare a report that will include:
- A description of the alleged incident(s) and the issues at stake pursuant to the definition of sexual harassment stated earlier in the policy
- A description of the evidence supporting or refuting the issues; and
- A list of witnesses interviewed.
This report must not contain conclusions, impressions, or recommendations concerning the allegations.
The Grievance Officer(s) shall file the report with the Compliance Officer and shall no longer be actively involved in the case.
- Within 5 work/academic days from notification by the Grievance Officer(s) the Compliance Officer will select a hearing board or refer to the appropriate hearing body as follows:
- If the alleged harasser is a student at North Central University, the Compliance Officer will appoint an ad hoc hearing board consisting of five members including of at least two females and two males, composed of the following individuals:
- The Resident Director(s)
- The Dean of Residence Life
- The Dean of Community Life
- An appointed faculty member
- An appointed staff member
- If the alleged harasser is an employee, the Compliance Officer will appoint an ad hoc hearing board consisting of five members including at least two females and two males, composed of the following individuals:
- One member from the constituency of the complainant;
- One member from the constituency of the alleged harasser;
- Two members from constituencies not represented by the complainant and the alleged harasser; and
- A fifth member who is mutually agreeable to the complainant, the alleged harasser, and the Compliance Officer who shall act as chair.
Within 5 work/academic days of the hearing board's notification or appointment, the hearing board will convene and:
- Members of the appropriate hearing board will be given copies of the complaint and all supporting documentation.
- The Compliance Officer will serve as consultant to the hearing board relative to issues concerning policy interpretation and definition, and to assist with the hearing procedure and the coordination of the appearance of witnesses.
Within 10 work/academic days of the completion of the hearing, the hearing board will forward all reports and recommendations to the Compliance Officer.
Within 5 work/academic days of receiving the recommendation(s), the Compliance Officer shall make the final decision and will be responsible for the written notification to all parties.
The Compliance Officer, along with the Grievance Officer, will be involved in monitoring the implementation of any actions specified in the final decision.
Infractions of North Central University's policy and procedures on sexual harassment may result in a number of remedies designed to restore the complainant to circumstances that existed prior to the harassment, including but not limited to: restoration of pay, benefits, or rights lost; reassignment to another job site or teaching assistant position; transfer of class assignment or housing, etc.
Some cases may warrant disciplinary action including but not limited to letters of warning or reprimand; mandatory counseling; suspension with or without compensation; dismissal or termination.
An appeal of a decision resulting from a hearing as outlined in these formal procedures may be made to the President by either party within five days following notification of the decision. Appeals to the President may be made only in writing, and the non-appealing party shall have an opportunity to respond in writing to the issues raised by the appellant. The only issues that will be considered by the President on appeal will be:
- The allegation that new evidence has been discovered that was not available at the time of the hearing and if presented would materially affect the deliberations of the hearing board, or
- Allegations of gross procedural errors in the hearing preceding that materially affect the fairness of the hearing.
The President's decision concerning the appeal shall be final.
- An official, confidential record of all formal complaints will be kept in the Human Resources Office. Such a record will consist of proceedings from the informal complaint (if any), plus the Grievance Officers' investigations, and the ad hoc hearing board's findings and recommendations.
DEFINITION AND EXAMPLES OF SEXUAL ASSAULT/VIOLENCE
North Central University seeks to provide to all of its employees, students and faculty a work place, academic setting and a living environment which is identified as a Christ-centered community free of risk, so far as possible, from sexual violence or attack. Sexual assault is the most serious form of sexual harassment and, as such, requires additional definition and explanation.
Sexual assault and violence is a physical act of aggression that can range from the touching of another's intimate body parts, either above or underneath the other person's clothing, without the individual's consent, to attempted rape or rape. Sexual violence is criminal conduct and is defined in Minnesota Statutes 609.341 to 609.351, as amended. For the purpose of implementing the sexual assault policy, NCU follows the definitions set forth in the state statute. "Intimate parts" include the primary genital area, groin, inner thighs, buttocks or breasts of a human being. "Consent" means a voluntary un-coerced manifestation of a present agreement to perform a particular sexual act. "Coercion" means words or circumstances that cause the complainant to reasonably fear that the actor will inflict bodily harm upon, or hold in confinement, the complainant, or force the complainant to submit to sexual penetration or contact, but proof of coercion does not require proof of a specific act or treatment. Aggression and lack of consent are two key factors which identify sexual violence.
Sexual assault may include but is not limited to the following:
- Touching, patting, grabbing or pinching another person's intimate parts.
- Coercing or forcing sexual touching upon another.
- Coercing or forcing sexual intercourse upon another.
- Threatening to force sexual touching or sexual intercourse upon another.
REPORTING SEXUAL VIOLENCE/ASSAULT
Sexual assault, as with sexual harassment, will not be tolerated in the NCU community. It is a serious issue and the University is prepared to take prompt action against campus rape or assault, so-called "date rape", or any other form of criminal sexual misconduct. Therefore, prompt reporting of such incidences is crucial. Victims of sexual assault are strongly encouraged to report incidents of sexual misconduct for investigation to the designated individuals trained as Grievance Officers. Also, all responsible representatives of the institution, which include but are not limited to supervisors, administrators, faculty members, resident assistants, resident directors, and other advisors who receive a complaint or have knowledge of an incident(s) of sexual assault are required to report any information regarding sexual misconduct to the designated sexual harassment Grievance Officers for investigation. Any other member of the North Central University community with knowledge of an incident(s) of sexual assault is likewise required to report such information to a designated Grievance Officer or any other responsible representative of the school. These reporting requirements are essential in avoiding risks to individuals with knowledge of a sexual assault and to the institution, as well as to all other individuals who are a part of the North Central University community.
It is essential that all incidents of sexual assault and violence be reported immediately to avoid ongoing harm to the campus community. Victims of sexual assault will be strongly encouraged to report incidents of sexual misconduct for investigation not only to a University Grievance Officer, but to the appropriate law enforcement authorities. Victims of sexual assault are also encouraged to preserve any proof of the criminal offense. Often, victims wish to rid their lives and personal belongings of anything related to the offense, but all evidence must be preserved to assist in helping the victim.
PROCESS/PROCEDURE FOR SEXUAL ASSAULT/VIOLENCE COMPLAINTS
The following policy applies to criminal incidents occurring on property owned by North Central University in which the complainant is a student or employee of North Central University. This policy will be posted at appropriate locations on campus at all times.
Complaints and Investigations
Complaints of sexual assault/violence will be investigated by those entrusted at NCU with carrying out this policy under the direction of the President's Office, in the same manner as all incidents of other forms of sexual harassment (See Sexual Harassment Complaint and Resolution Process).
Individuals who are found to have violated the sexual violence policy will be disciplined by North Central University in accordance with the severity of the incident. For students found to have violated the Sexual Assault/Violence policy, the imposition of sanctions may include expulsion or suspension from North Central University. For employees of North Central University, discipline for a violation of the sexual violence policy may include suspension with or without compensation, or termination.
Victims Rights During an Investigation
When sexual assault and violence are reported, victim's rights shall include the following:
- Filing criminal charges with local law enforcement officials in sexual assault cases.
- Access to counseling services.
- The prompt assistance of campus authorities, at the request of the victim, in notifying the appropriate law enforcement officials and disciplinary authorities of a sexual assault incident.
- The assistance of campus personnel, in cooperation with the appropriate law enforcement authorities, at a sexual assault victim's request, in shielding the victim from unwanted contact with the alleged assailant, including transfer of the victim to alternative classes or to alternative University-owned housing, if alternative classes or housing is available and feasible.
- An investigation and resolution of a sexual assault complaint by campus disciplinary authorities.
- A sexual assault victim's participation in and the presence of the victim's attorney or other support person at any campus disciplinary proceeding concerning a sexual assault complaint.
- The complete and prompt assistance of campus authorities, at the direction of law enforcement authorities, in obtaining, securing and maintaining evidence in connection with a sexual assault incident.
- The assistance of campus authorities in preserving, for a sexual assault complainant or victim, materials relevant to a campus disciplinary proceeding.
- Notice to a sexual assault victim of the outcome of any campus disciplinary proceeding concerning a sexual assault complaint, consistent with laws relating to data practices.
- Notice of any sanctions the institution may impose following a final determination of an institutional disciplinary proceeding regarding rape, acquaintance rape, or other forcible or non-forcible sex offenses.
- Under the Crime Victim's Bill of Rights, the right to assistance from the Office of the Crime Victim Ombudsman (OCVO) and from the Crime Victims Reparations Board (CVRB). The OCVO offers assistance to crime victims who feel that their rights have been violated, or that they have been treated unfairly by the criminal justice system or by victim assistance programs. Their number is 651-642-0550 or 1-800-247-0390. The CVRB helps crime victims with some of their financial losses due to crime. To determine eligibility, one can call 651-282-6256 or 1-888-622-8799.
Accused Rights During an Investigation
- A sexual assault suspect's participation in and the presence of the victim's attorney or other support person at any campus disciplinary proceedings concerning a sexual assault complaint.
- Notice to a sexual assault suspect of the outcome of any campus disciplinary proceeding concerning a sexual assault complaint, consistent with laws relating to data practices.
- Notice of any sanctions the institution may impose following a final determination of an institutional disciplinary proceeding regarding rape, acquaintance rape, or other forcible or non-forcible sex offenses.