Indiana University 2023 Annual Security and Fire Safety Report

Programs Available on All IU Campuses
Program Title and Description	Contact Information	Frequency
Campus Security Authority (CSA) This training informs CSA’s about their reporting responsibilities under the Clery Act and provides information on how to report crimes.	IU Public Safety: iups@iu.edu	Available online anytime via Expand
Crime Prevention Through Environmental Design (CPTED) This process involves a survey of the physical, mechanical and organizational structure of a location for the purpose of identifying those features which may contribute to unwanted behaviors such as criminal acts. CPTED (Crime Prevention Through Environmental Design) and Crime Prevention are very closely linked in that a CPTED survey often results in additional crime prevention recommendations. Eligibility for a CPTED survey is generally predicated upon the existence of a current behavioral problem related to crime and is usually conducted upon request. A CPTED survey can take several hours and the construction of the accompanying recommendation matrix can also require several days. There currently is no cost for a CPTED survey from the IU Public Safety Physical Security and Access. There are no equipment needs for the completion of this process.	IU Public Safety Physical Security and Access: physsec@iu.edu Call IU Public Safety at 812-855-2004.	Upon request
New Student Orientation IUPD is available to speak to students regarding safety and security on campus, along with services that are provided specific to each campus. Officers provide information on how to prevent becoming a victim of a crime, as well as information on how to report a crime.	Call your campus division of IUPD	Each new student orientation as requested
Response to Armed Assailant/Active Shooter Awareness This is a class for students and employees to learn about their options and the police response to an armed assailant. At each training the IU Run Hide Fight video is shown and the important steps to protect yourself explained in detail.	Emergency Management and Continuity: iuemc@iu.edu Call your campusdivision of IUPD	Upon request Run Hide Fight video available online: Protect IU
New Employee Orientation Available online through Canvas for all IU campuses. New employees are automatically added on or before their first day of employment. Among the topics covered are office and campus safety.	https://hr.iu.edu/employment/new-employees.html	All new employee orientations

Bloomington – Programs
Program Title and Description	Contact Information	Frequency
Bicycle Safety for Kids The program is designed to teach children proper and safe bicycle riding methods by using hands on participation and instruction as well as some instruction from manuals. Any child is allowed to participate. Programs are conducted upon request, usually during warmer weather and can last 1-2 hours depending upon the number participating. There is no cost to the participant; however, it is much more easily facilitated when all participants have their own bicycles. All additional equipment required for the program is supplied by the IU Police Department. This program must be conducted in a location offering a large flat paved area which can be secured from motor vehicle traffic.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
Cops and Kids This program is designed to foster positive interaction between police officers and children and involves an officer talking to children in a daycare or school setting. There is no specific eligibility for this program, and it is conducted upon request by a daycare or school authority. These programs generally last about 45 minutes and there is no cost to participants. There are no specific equipment needs for this program. It is usually offered at the daycare or school; however, it can be conducted at the IU Police Department as a field trip for the kids.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
Culture of Care A campus-wide, student-led and staff-supported initiative focused on creating a campus culture where members of the Indiana University Bloomington community demonstrate “care” for one another. Through bystander intervention, the Culture of Care initiative empowers students to support their peers through helping one another and raising awareness in the four core areas of sexual well-being, mental health, alcohol and drug awareness and respect. Our vision is that IU students will have the Courage to Care to step up and help someone in need. This may mean calling 911 in an emergency or calling Safety Escort or a taxi service to get another student home safe. Through Culture of Care events and activities, students are taught how to respond to situations through scenarios and are provided resources such as post cards and key tags with emergency contact information.	Culture of Care: http://care.indiana.edu/	Ongoing
Domestic Violence Designed to enhance awareness and response options through discussion of the crimes, causes, effects and solutions associated with domestic violence. There is no specific eligibility requirement for this program. These programs generally last about 45 minutes. There is no cost and there are no specific equipment needs. These programs are offered upon request in any location suitable for audience attendance.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
Drug Awareness This program is designed to inform and heighten the awareness of university officials who may come into contact with illegal drugs in the course of their work. This program is conducted upon request and can last 45-60 minutes. There is no cost for this program and there are no equipment needs. This program is conducted in a location with good ventilation and secure from the general public.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
Fatal Vision Goggtrong (br FG) This is a program which is designed to enhance awareness of the effects of alcohol consumption on the body’s ability to perform basic physical tasks. This is accomplished by wearing the goggles which are optically designed to create visual impairment and then having subjects attempt tasks as instructed by the officer conducting the program. There currently is no specific eligibility requirement for participation in this program. The program lasts about 30 minutes. There is no cost to the participant. The equipment required to conduct the program is provided by the IU Police Department. The program is offered at a variety of locations both indoors and out.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
IUPD1 This program is offered to anyone on campus and is designed to present techniques and options for self-defense. We will present this program as often as we are asked to do so. The program is 1-1.5 hours long and there is no charge. There are no equipment needs for this program. It is conducted in any room allowing sufficient space for movement and audience participation.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
IUPD2 This is offered to females only. This is a program for females on campus and is designed to address personal safety awareness and risk minimization issues usually as they pertain to potential sexual assault or attack situations. We will present this program as often as we are asked to do so. The program is 1.5-2 hours long and there is no charge. There are no equipment needs for this program. It is conducted in any room allowing sufficient space for movement and audience participation.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
Project Grow and Project Lead These projects are efforts by the Monroe County Extension Office in conjunction with the Purdue University Cooperative Extension Service to bring the police into elementary schools and facilitate positive interaction and learning between the police and the children through the presentation of a variety of topics. There is no cost to conduct these programs. The equipment needs for these programs consists of subject matter outlines provided by the Purdue University Cooperative Extension Office and the Monroe County Extension Office.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
Self Defense Class This is a program designed to teach self-defense options and awareness to participants. This program is free, equipment needed is provided by the instructors of the IU Police Department. The program is conducted in any room allowing sufficient space for movement and audience participation.	IUPD–Bloomington: wkeaton@iu.edu	Upon request
Step Up! IU A 90-minute, audience-driven program that uses real-life scenarios to teach the skills needed to intervene in problematic situations. Situations discussed include sexual assault, drug and alcohol abuse, hazing, discrimination, harassment, mental health, and stress management. Participants learn to evaluate difficult situations and how to intervene in a caring and supportive manner. Presentations can be requested by academic instructors, student organizations, residence hall floors, or any other group on campus and are conducted by trained student and staff facilitators. We train over 1,500 students annually in nearly 50 presentations.	Program Request Form	Upon request

East – Programs
Programs
IU East campus does not operate any additional programing beyond those listed in the “Programs Available on all IU Campuses”. Please check there for programming, or contact IUPD-East to request specific programming.

Fort Wayne – Programs
Programs
IU Fort Wayne campus does not operate any additional programing beyond those listed in the “Programs Available on all IU Campuses”. Please check there for programming in addition to the Purdue University Fort Wayne Annual Security and Fire Safety Report contained under Appendix D.

IUPUC – Programs
Program Title and Description	Contact Information	Frequency
General Safety Presentations These cover crime prevention tips for personal safety, safety of others, and safety of the campus community. IUPD also works with departments on campus to conduct specific training based on the need or the request.	IUPD–IUPUC: 812-348-7233	Upon request and also provided to all incoming students via a prerecorded video presentation.

IU Indianapolis – Programs
Program Title and Description	Contact Information	Frequency
Emergency Training for Housing Live-in Professional and Undergraduate Staff This training is designed for all housing live-in professional and undergraduate staff to be trained in emergency response, mental health crisis response, and to respond to acts of sexual and/or physical violence. Staff are trained so that they can assist the residents living on campus when there is an emergency or difficult personal situation.	Housing and Residence Life: 317-274-7200	Beginning of each semester
General Safety Presentations cover crime prevention tips for personal safety, safety of others, and safety of the campus community. IUPD also works with departments on campus to conduct specific training based on the need or the request.	IUPD–IU Indianapolis: 317-274-2058 or psed@iu.edu	Upon request
Knowing the Code: understanding Indiana University’s Code of Student Rights, Responsibilities, and Conduct This presentation focuses on the types of academic and personal misconduct and the consequences of violating the Code. Indiana Lifeline Law and bystander intervention techniques are also discussed.	Office of Student Conduct: 317-274-4431	Upon request
Self Defense Class This is a program designed to teach self-defense options and awareness to participants. This program is free, and the equipment needed is provided by the instructors of the IU Police Department. The program is conducted in any room allowing sufficient space for movement and audience participation.	IUPD–IU Indianapolis: 317-274-2058	Each Fall and Spring semester
During floor and building meetings in every residential community, Housing and Residence Life staff address safety and security topics.	Housing and Residence Life: 317-274-7200	Beginning of each semester
Housing and Residence Life staff present information about safety and security in the on campus residential facilities.	Housing and Residence Life: 317-274-7200	Each student orientation
The Division of Student Life presents information at orientation and during Bridge Week on the role students play in keeping their community safe, including an overview of resources available to them to make a report or seek help. Sexual misconduct and consent receive particular attention in this session.	Student and Family Connections: 317-274-3699	Annually during orientation for spring and summer admits and during all transfer orientations. Annually during Bridge Week, which is continued orientation program for incoming students prior to the start of the fall semester.

Kokomo – Programs
Program Title and Description	Contact Information	Frequency
Emergency Management Meetings Provides employees information about Emergency Action Plans, Evacuation Plans, and Building Warden responsibilities.	Emergency Management and Continuity: iuemc@iu.edu	Upon request
Public Safety Day Various first responder agencies are invited to campus to discuss their respective services. This event is held on campus for students and employees, but it also open to the community and local schools.	IUPD–Kokomo: 765-455-9432 Office of Admissions: 765-455-9217	Annually
General Safety Presentations Cover crime prevention tips for personal safety, safety of others, and safety of the campus community. IUPD also works with departments on campus to conduct specific training based on the need or the request.	IUPD–Kokomo: 765-455-9432	Upon request

Northwest – Programs
Program Title and Description	Contact Information	Frequency
Coffee with a Cop Officers meet with students, staff, faculty and residents of the community for coffee and conversation. Conversations included safety and concerns of all.	IUPD–Northwest: 219-980-6501	Annually
IUPD–Northwest: 219-980-6501	Each student orientation
Pizza with a Cop Officers meet with students, staff, faculty and residents of the community for pizza and conversation. Conversations included safety and concerns of all./p>	IUPD–Northwest: 219-980-6501	Annually

South Bend – Programs
Program Title and Description	Contact Information	Frequency
Office of Institutional Equity: 574-520-5536	During the year as scheduled
Bicycle and Laptop Registration The Indiana University Police Department on the South Bend campus offers a bicycle and laptop registration for all students, faculty, and staff. Registration is quick and easy. Registration is FREE and is valid until the item is sold. You can register it by filling out a form on the IUPD – SB web page or a form at the Police Department. This information will be kept on file. In the event that your item is ever lost or stolen, contact our department and this information will be provided to you.	IUPD–South Bend: 574-520-4499	Available on a continuing basis
Take back the night virtual March and Vigil An annual event to raise awareness, empower individuals and inspire action that will bring an end to sexual violence. Included in the virtual event are musical entertainment, a keynote speaker, mindfulness activities and survivor stories.	Office of Institutional Equity and Inclusive Excellence: 574-520-5536	Annually
New Student Orientation New and transfer students are given information about Title IX and IU’s Sexual Misconduct Policy, consent, and IU South Bend campus safety, including the Run/Hide/Fight video.	Office of Institutional Equity: 574-520-5536 IUPD–South Bend:574-520-4499	During the year as scheduled
Run / Hide / Fight Faculty, staff, and students can request to attend a Run/Hide/Fight training put on by IUPD-South Bend. This involves trainings for active aggressors on campus.	IUPD–South Bend: 574-520-4499	Upon request

Southeast – Programs
Program Title and Description	Contact Information	Frequency
Self-Defense Course Students learn basic self- defense techniques. Open to all students but primarily aimed at female students.	IUPD–Southeast: sepolice@ius.edu	Bi-annually and Upon request
Karting with the Cops Students learn about driving under the influence and statistics while participating in playing driving games and completing field sobriety tests wearing Drunk Goggles. The dangers of driving impaired are discussed and resources are provided.	IUPD–Southeast: sepolice@ius.edu	During the year as scheduled

Bloomington (including Center for Art and Design and LA) - programs and Resources
Program Title and Description	Contact Information
Employee Assistance Program The IU Employee Assistance Program is a voluntary program that provides professional, confidential counseling to help individuals bring their life into better balance, and is offered at no cost to eligible IU employees. Indiana University encourages individuals with alcohol or other drug related problems to seek assistance through their health care provider or the EAP. Full-time academic and staff employees, medical residents, and eligible graduate appointees and fellowship recipients are eligible to use the services of the EAP. Covered individuals also include household members. HR also provides information to employees related to FMLA as it covers time off associated with employee rehabilitation.	University Human Resources Employee Assistance Program 24/7 Helpline: 888-881-5462
A list of Late Nite events: https://imu.indiana.edu/activities-services/late-nite/index.html
Student Life Workshops and Presentations Drug Overdose Prevention Education (D.O.P.E), Just Say Know, Recovery Ally Training, and Recovery Messaging Training are four workshops that can be requested through student life health and safety initiatives.	Programs can be requested at: https://studentaffairs.indiana.edu/health-safety/programs-initiatives/drug-alcohol/request-program.html
Vector Solutions – Alcohol EDU for College Alcohol EDU for College is a third-party online alcohol and other drug education and prevention course administered each fall with incoming students. The course includes information about laws and policies, effects of alcohol, social perceptions of college drinking, harm reduction strategies, and healthy choices. Corresponds to NIAAA CollegeAIM IND-18.	See article for more information at: ttps://kb.iu.edu/d/biiu
Substance Use Intervention Services (formerly OASIS) Substance Use Intervention Services provides campus-wide alcohol and drug prevention, education and intervention for students. Examples of workshops include Drug Overdose Prevention Education, Recovery Ally Training, Recovery Messaging Training and Alcohol Skills Training Program. This includes a collaboration with the Office of Sorority and Fraternity Life where all new members are expected to attend workshops on alcohol and drug use and harm reduction skills. Substance Use Intervention Services also provides brief interventions for substance use and refers students to campus and community resources.	Substance Use Intervention Services: 812-856-3898 https://studentaffairs.indiana.edu/health-safety/get-help/drugs-alcohol/index.html
Step UP! IU Step UP! IU bystander intervention workshops are a 90-minute, audience-driven program that uses real-life scenarios to teach the skills needed to intervene in problematic situations related to mental health, drug and alcohol use, hazing, discrimination and sexual assault.	Programs may be requested by email stepupiu@indiana.edu or at https://studentaffairs.indiana.edu/health-safety/programs-initiatives/step-up-iu.html
Lisa Winters Director of Leadership and Life Skills lfranz@indiana.edu
Collegiate Recovery Community The Collegiate Recovery Community was formally created during the 2018-2019 academic year. The office assists students who are interested in learning more about recovery or who would like to maintain their recovery by providing recovery coaching and support. Staff refer students to campus and community resources and help connect students with a supportive community. The office provides advising and support to Students In Recovery Bloomington the student organization.	Email: crcs@iu.edu
Sex, Drugs and Rock ‘n Roll Each year during Welcome Week, the Office of First Year Experience Programs hosts two interactive events to introduce incoming students to all the resources on campus to help them make safer choices related to high-risk sexual behaviors and sexual violence, reduce risky drinking and drug use and teach students strategies and skills for being safer when they socialize. One program is provided to student-athletes and the second is open to all incoming students. There are approximately 40 booths which contain interactive, educational activities that focus on the above mentioned topics.	Programs may be requested at: Office for Sexual Violence Prevention and Victim Advocacy IU Student Health Center Third Floor 600 N. Eagleson Avenue Bloomington, IN 47405 Phone: 812-856-6687 Email: osvpva@indiana.edu
Office of Student Conduct Outreach and Educational Programs Staff from the Office of Student Conduct regularly present on the Code of Students Rights, Responsibilities, and Conduct on student behavioral expectations regarding personal misconduct, academic misconduct, and sexual misconduct. Staff regularly provide information about policies and procedures related to drug and alcohol use on campus as well as campus resources related to those items. In addition to outreach, staff often discuss substance use behavior and expectations in one-on-one conduct in individual and organizational conduct meetings.	Programs may be requested at: https://studentaffairs.indiana.edu/student-conduct/
Party Smarter, Not Harder Party Smarter, Not Harder is a self-paced online education opportunity using evidenced based harm reduction techniques that encourage students to make safer and more informed decisions around alcohol use. The workshop is based on an Alcohol Skills Training Program with a focus on harm reduction and bystander intervention. This program is provided to all first-semester members of sororities and fraternities.	Programs may be requested at: https://studentlife.indiana.edu/get-involved/sororities-fraternities/educational-programming/index.html
Event Monitor Training Sorority and fraternity members are expected to take a self-paced online education program that focuses on applying relevant knowledge about alcohol consumption with bystander intervention practices to support leaders in maintaining safe social environments. After completion of the online component, each organization hosting events with alcohol will conduct a risk management plan review session to contextualize expectations of Event Monitors to their chapter’s policies and procedures.	Programs may be requested at: https://studentaffairs.indiana.edu/get-involved/sororities-fraternities/educational-programming/index.html
Tobacco Cessation Services and Outreach Staff in the Health and Wellness office in the IU Health Center offers tobacco cessation to students, faculty and staff interested in reducing nicotine use. Staff also provide interactive educational sessions on tobacco, cigarettes, hookah and Juul. Content includes history of use, risks of using substances, the campus tobacco policy and cessation services available.	Programs may be requested at: https://healthcenter.indiana.edu/wellness/tobacco-vaping.html Or via email at: quitnow@indiana.edu

Bloomington Resources
Resource	Contact Information	Availability
Counseling and Psychological Services	http://healthcenter.indiana.edu/counseling/ 812-855-5711	On-campus/Students
Dean of Students Office	https://studentaffairs.indiana.edu/student-support/dean-of-students/index.html 812-855-8187	On-campus/Students
Substance Use Intervention Services	https://studentaffairs.indiana.edu/health-safety/get-help/drugs-alcohol/index.html 812-856- 3898	On-campus/Students
Student Health Center	https://healthcenter.indiana.edu/index.html 812-855-4011	On-campus/Students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24-hour Helpline: 888-881-5462	University resource/Full-time faculty and staff
Amethyst House (Local provider of inpatient, halfway houses, and outpatient substance abuse/addiction treatment.)	http://www.amethysthouse.org/ 812-336-3570	Community
Alcoholics Anonymous	https://area23aa.org/district-10	Community
Narcotics Anonymous	www.naindiana.org/ 812-331-9767	Community
The Recovery Engagement Center (Local drop-in center providing resources to individuals new to recovery or looking to maintain sobriety.)	https://centerstone.org/service/addiction-recovery/ 812-337-2424	Community

East – Programs and Resources
Program Title and Description	Contact Information
Educational Outreach Educational programming is ongoing and available upon request by various offices at the IUE campus. Contact the Center for Health Promotion, Campus Life or the Dean of Students for more information.	Center for Health Promotion Campus Life Dean of Students
Employee Assistance Program The IU Employee Assistance Program (EAP) is a voluntary program that provides professional, confidential counseling to help individuals bring their life into better balance and is offered at no cost to eligible IU employees. Indiana University encourages individuals with alcohol or other drug-related problems to seek assistance through their health care provider or the EAP. Full-time academic and staff employees, medical residents, and eligible graduate appointees and fellowship recipients are eligible to use the services of the EAP. Covered individuals also include household members. HR also provides information to employees related to FMLA as it covers time off associated with employee rehabilitation.	University Human Resources Employee Assistance Program 24/7 Helpline: 888-881-5462
Vector Solutions – Alcohol EDU for College Alcohol EDU for College is a third-party online alcohol and other drug education and prevention course administered each fall with incoming students. The course includes information about laws and policies, effects of alcohol, social perceptions of college drinking, harm reduction strategies, and healthy choices. Corresponds to NIAAA CollegeAIM IND-18.	See article for more information at: https://kb.iu.edu/d/biiu
Student Newsletter Student Health 101 Newsletter – the newsletter went out monthly by email to students covering a wide range of topics including drug and alcohol use.	https://www.studenthealth101.com/

IU East Resources
Resource	Contact Information	Availability
Healthy at IU East	http://www.iue.edu/health/ Hayes Hall Room 064 2325 Chester Blvd. Richmond, IN 47374 765-973-8216	On-campus/Students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462	University resource/Full-time faculty and staff
228 Club	https://www.228clubinc.org 228 S. 6th St. Richmond, IN 47374 765-935-9801	Community
Al Anon	http://www.al-anon.org http://www.indiana-al-anon.org/	Community
Alcoholic Anonymous	http://www.aa.org/	Community
Centerstone Indiana	https://www.centerstone.org/ 831 Dillon Dr. Richmond, IN 47374 800-344-8802 3337 S. State Road 3 New Castle, IN 47362 Phone: 765-521-3010	Community
Community Mental Health Center	276 Bielby Road Lawrenceburg, IN 47024 812-537-7375	Community
Narcotics Anonymous	http://www.naindiana.org	Community
Wayne County Social Services	www.waynet.org/socialservices/aa.htm	Community

Fort Wayne – Programs and Resources
Program Title and Description	Contact Information
3rd Millennium Classrooms Third-party online alcohol and other drug education and prevention course administered with students going through the conduct process in on-campus housing.	Purdue University Fort Wayne Office of the Dean of Students 260-481-6601 dos@pfw.edu
Employee Assistance Program The IU Employee Assistance Program (EAP) is a voluntary program that provides professional, confidential counseling to help individuals bring their life into better balance and is offered at no cost to eligible IU employees. Indiana University encourages individuals with alcohol or other drug-related problems to seek assistance through their health care provider or the EAP. Full-time academic and staff employees, medical residents, and eligible graduate appointees and fellowship recipients are eligible to use the services of the EAP. Covered individuals also include household members. HR also provides information to employees related to FMLA as it covers time off associated with employee rehabilitation.	University Human Resources Employee Assistance Program 24/7 Helpline: 888-881-5462
Vector Solutions – Alcohol EDU for College Alcohol EDU for College is a third-party online alcohol and other drug education and prevention course administered each Fall with incoming students. The course includes information about laws and policies, effects of alcohol, social perceptions of college drinking, harm reduction strategies, and healthy choices. Corresponds to NIAAA CollegeAIM IND-18.	https://kb.iu.edu/d/biiu Jason Spratt IU Indianapolis Dean of Students, Associate Vice Chancellor 317-274-4431 jtspratt@IU Indianapolis.edu
Alcohol Awareness and Drug Identification Training for Resident Assistants This program is presented to resident assistants at the beginning of the fall semester by University Police. It provides education on a wide variety of drug related topics. Information on how to identify an individual under the intoxicating effects of drugs as well as how to identify specific drugs themselves is provided. Corresponds to NIAAA CollegeAIM IND-1.	Purdue University Fort Wayne Housing and Residential Education Students 260-481-4180 housing@pfw.edu
Peer Education Program The Peer Educator Program is designed to offer students health and wellness education, awareness, and support that promotes academic success, student retention, positive health attitudes, and health-enhancing behaviors. Corresponds to NIAAA CollegeAIM IND-1.	Eric Manor Director of Health and Wellness Purdue University Fort Wayne 260-481-6647 manore@pfw.edu

IU Indianapolis – Programs and Resources
Program Title and Description	Contact Information
Addiction Recovery Support IU Indianapolis's addiction recovery support initiatives include a Collegiate Recovery Community (CRC) student organization, free access to sessions with a professional Recovery Coach, weekly on-campus support meetings, opportunities to develop social support, and engagement with social norms, stigma reduction, and advocacy campaigns.	Addiction Recovery Support Assistant Director, Substance Abuse Prevention 317-274-5199 finked@iu.edu recovery@IU Indianapolis.edu
Anonymous Online Self-Screening Tools IU Indianapolis Counseling and Psychological Services provides free anonymous online mental health screenings including screening tools for substance use disorder (SUD) and alcohol use disorder (AUD). No identifying information is required or collected. Screening provides feedback on level of risk and referral links.	Counseling and Psychological Services 317-274-2548 capsindy@IU Indianapolis.edu
BASICS BASICS-style motivational interviewing screening interventions are utilized in partial fulfilment of student sanctions for mid-level to elevated alcohol policy violations, and a similar format is utilized for brief motivational interviewing screenings for marijuana. Following a BASICS-style format, these interventions are confidential and conducted in a counseling setting. They include intake paperwork, an initial 90-minute session that establishes rapport and gathers information about intensity and frequency of use, negative consequences, family history, and the client’s support network. This session is followed by a paper-pencil assessment that includes a bundle of screening instruments that are scored and the results are interpreted with the student during the second 90-minute session that focuses on goals and risk reduction in the future. Corresponds to NIAAA CollegeAIM IND-16.	Office of Health and Wellness Promotion (HWP) Assistant Director, Substance Abuse Prevention 317-274-5199 finked@iu.edu
Perspectives Group Alcohol Class The Perspectives Program is a group motivational enhancement workshop for mandated students. This indicated prevention strategy emphasizes personal responsibility and self-efficacy of participants, offering personalized feedback on their alcohol use, risks, expectancies, perceptions of social norms, and options for reducing problems and consequences. A trained facilitator guides the group discussion, and goals for behavior change are set by participants. Corresponds to NIAAA CollegeAIM IND-15.	Office of Health and Wellness Promotion (HWP) Assistant Director, Substance Abuse Prevention 317-274-5199 finked@iu.edu
Employee Assistance Program The IU Employee Assistance Program is a voluntary program that provides professional, confidential counseling to help individuals bring their life into better balance, is offered at no cost to eligible IU employees. Indiana University encourages individuals with alcohol or other drug related problems to seek assistance through their health care provider or the EAP. Full-time Academic and Staff employees, Medical Residents, and eligible Graduate Appointees and Fellowship Recipients are eligible to use the services of the EAP. Covered individuals also include household members. HR also provides information to employees related to FMLA as it covers time off associated with employee rehabilitation.	University Human Resources Employee Assistance Program 24/7 Helpline: 888-881-5462
Peer Education Program The Office of Health and Wellness Promotion provides education and prevention presentations and outreach initiatives and trains a team of Health and Wellness Peer Educators. Peer Educators are students that serve as leaders and role models to fellow students regarding making responsible and healthy lifestyle choices. Peer Educators assist with programming and outreach to educate students about relevant issues related to health and wellness that affect our campus community. Relevant topics include alcohol awareness, healthy relationships, bystander intervention, nutrition, physical activity, safer sex and sexual health. Peer Educators volunteer with the Office of Health and Wellness Promotion, co-facilitate classroom presentations, host information tables, and create engaging social media content. Corresponds to NIAAA CollegeAIM IND-1.	Health Promotion Specialist 317-274-2503 anderry@iu.edu
Late Night Alcohol Alternative Events IU Indianapolis hosts alcohol-free events to provide students with social alternatives to parties and bars where alcohol is being served. These late-night alcohol-alternative events take place in the evening and on weekends to offset peak drinking hours, and during high-risk times of the year such as move-in weekend, homecoming, Regatta Week, and the end of the semester. Events are planned by the Student Activities Programming Board (SAPB) Late Night and Weekend Committee. Corresponds to NIAAA CollegeAIM ENV-2.	Office of the Campus Center and Student Experiences 317-278-8511 kkreher@IU Indianapolis.edu
Vector Solutions – Alcohol EDU for College Vector Solutions Essentials is a third-party online alcohol and other drug education and prevention course administered each Fall with incoming and new transfer students. The course includes information about laws and policies, effects of alcohol, social perceptions of college drinking, harm reduction strategies, and healthy choices. Corresponds to NIAAA CollegeAIM IND-18.	Office of Health and Wellness Promotion (HWP) Assistant Director, Substance Abuse Prevention 317-274-5199 finked@iu.edu
	Office of Health and Wellness Promotion (HWP) Assistant Director, Substance Abuse Prevention 317-274-5199 finked@iu.edu

IU Indianapolis Resources
Resource	Contact Information	Availability
IU Indianapolis Campus Health	Coleman Hall 1140 W. Michigan St. Indianapolis, IN 46202 317-274-8214 http://health.IU Indianapolis.edu/	On-campus/Students and employees
Collegiate Recovery Community (CRC)	Addiction Recovery Support Office of Health and Wellness Promotion (HWP) Campus Center, Suite 350 Indianapolis, IN 46202 317-274-4745 recovery@IU Indianapolis.edu	On-campus/Students–current and prospective
Counseling and Psychological Services	http://caps.IU Indianapolis.edu Lockefield Village, Second Floor 980 Indiana Ave Indianapolis, IN 46202 317-274-2548 capsindy@IU Indianapolis.edu wellness.IU Indianapolis.edu	On-campus/Students
Office of Health and dWellness Promotion	http://studentaffairs.IU Indianapolis.edu/health-wellness/hw-promotion/index.shtml Campus Center, Suite 350 Indianapolis, IN 46202 317-274-3699 hwpindy@IU Indianapolis.edu	On-campus/Students
Office for Veterans and Military Personnel	https://veterans.IU Indianapolis.edu/ Campus Center 420 University Blvd., Suite 268 Indianapolis, IN 46202 317-278-9163 gibenefi@IU Indianapolis.edu	Veterans-military personnel/Referral to on- and off- campus services
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 4/7 Helpline: 888-881-5462	University Resource/Full-time faculty, staff, eligible graduate appointees and fellowship recipients, and household members of covered individuals
Indiana Addiction Treatment Locator	Find addiction treatment in Indiana at https://www.in.gov/fssa/addiction/ or call the Indiana Mental Health and Addiction Hotline: 800-662-HELP (4357)	Community resource Available to everyone
Registry of Options and Resources (ROAR)	Guide to on- and off- campusresources including counseling, mental health, and treatment options within a 5 mile radius of campus. http://helpmeroar.IU Indianapolis.edu	Student and community resource

Northwest – Programs and Resources
Program Title and Description	Contact Information
Employee Assistance Program The IU Employee Assistance Program is a voluntary program that provides professional, confidential counseling to help individuals bring their life into better balance, is offered at no cost to eligible IU employees. Indiana University encourages individuals with alcohol or other drug related problems to seek assistance through their health care provider or the EAP. Full-time Academic and Staff employees, Medical Residents, and eligible Graduate Appointees and Fellowship Recipients are eligible to use the services of the EAP. Covered individuals also include household members. HR also provides information to employees related to FMLA as it covers time off associated with employee rehabilitation.	University Human Resources Employee Assistance Program 24/7 Helpline: 888-881-5462
Student Health 101 IU Northwest has a subscription to Student Health101, an online wellness magazine that is published monthly. Student Health 101 has articles about many health and wellness issues, including alcohol and drugs.	https://iun.campuswell.com/
Vector Solutions – Alcohol EDU for College Alcohol EDU for College is a third-party online alcohol and other drug education and prevention course administered each fall with incoming students. The course includes information about laws and policies, effects of alcohol, social perceptions of college drinking, harm reduction strategies, and healthy choices. Corresponds to NIAAA CollegeAIM IND-18.	See article for more information at: https://kb.iu.edu/d/biiu

IU Northwest Resources
Resource	Contact Information	Availability
Dean of Students	Savannah 223 3400 Broadway Gary, IN 46408 219-981-5660	On-campus/Students
Office of Counseling Services	Hawthorn Hall, Room 201 3400 Broadway Gary, IN 46408 219-980-6741	On-campus/Students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462	University resource/Full-time faculty and staff
Edgewater Systems for Balanced Living (serving Gary)	https://edgewaterhealth.org/services/mental-health-addiction/ 1100 W 6th Avenue Gary, IN 46402 219-885-4264	Community
Heartland Recovery Center	https://heartlandwellnesscenter.org//a> 2068 Lucas Parkway Lowell, IN 46356 219-690-7025	Community
Porter Starke Services	http://www.porterstarke.org/ 3229 Broadway, #205 Gary, IN 46409 219-806-3000 3176 Lancer Street Portage, IN 46368 219-762-9557 601 Wall Street Valparaiso, IN 46383 219-531-3500	Community
Regional Mental Health Center	http://www.regionalmentalhealth.org/index.html Multiple locations 24/7 Helpline: 219-769-4005	Community

South Bend – Programs and Resources
Program Title and Description	Contact Information
Educational Outreach Educational programming is ongoing and available upon request by various offices at the South Bend campus. Health and Wellness Center or the Student Counseling Center for more information.	Health and Wellness Center Student Counseling Center
Employee Assistance Program The IU Employee Assistance Program (EAP) is a voluntary program that provides professional, confidential counseling to help individuals bring their life into better balance and is offered at no cost to eligible IU employees. Indiana University encourages individuals with alcohol or other drug-related problems to seek assistance through their health care provider or the EAP. Full-time academic and staff employees, medical residents, and eligible graduate appointees and fellowship recipients are eligible to use the services of the EAP. Covered individuals also include household members. HR also provides information to employees related to FMLA as it covers time off associated with employee rehabilitation.	University Human Resources Employee Assistance Program 24/7 Helpline: 888-881-5462
Vector Solutions – Alcohol EDU for College Alcohol EDU for College is a third-party online alcohol and other drug education and prevention course administered each fall with incoming students. The course includes information about laws and policies, effects of alcohol, social perceptions of college drinking, harm reduction strategies, and healthy choices. Corresponds to NIAAA CollegeAIM IND-18.	See article for more information at:a href="https://kb.iu.edu/d/biiu">https://kb.iu.edu/d/biiu Student Conduct Office https://students.iusb.edu/student-support-services/office-of-student-conduct/index.html

IU South Bend Resources
Resource	Contact Information	Availability
Student Counseling Center	Administration Building, Room 177H 1700 Mishawaka Avenue South Bend, IN 46615 https://southbend.iu.edu/students/student-support-services/counseling-center/index.html 574-520-5524	On-campus/Students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462	University resource/Full-time faculty and staff
Oaklawn	415 E Madison St. South Bend, IN 46617 574-283-1234 2600 Oakland Avenue Elkhart, IN 46517 574-533-1234	Community

Southeast – Programs and Resources
Program Title and Description	Contact Information
Educational Outreach Educational programming is ongoing and available upon request by various offices at the Southeast campus. Contact the offices to the right for more information.	Campus Life Personal Counseling Services
Employee Assistance Program The IU Employee Assistance Program is a voluntary program that provides professional, confidential counseling to help individuals bring their life into better balance, is offered at no cost to eligible IU employees. Indiana University encourages individuals with alcohol or other drug related problems to seek assistance through their health care provider or the EAP. Full-time Academic and Staff employees, Medical Residents, and eligible Graduate Appointees and Fellowship Recipients are eligible to use the services of the EAP. Covered individuals also include household members. HR also provides information to employees related to FMLA as it covers time off associated with employee rehabilitation.	University Human Resources Employee Assistance Program 24/7 Helpline: 888-881-5462
Vector Solutions – Alcohol EDU for College Alcohol EDU for College is a third-party online alcohol and other drug education and prevention course administered each fall with incoming students. The course includes information about laws and policies, effects of alcohol, social perceptions of college drinking, harm reduction strategies, and healthy choices. Corresponds to NIAAA CollegeAIM IND-18.	See article for more information at: https://kb.iu.edu/d/biiu

IU Southeast Resources
Resource	Contact Information	Availability
Personal Counseling	https://www.ius.edu/personal-counseling/ University Center South, Room 207 4201 Grant Line Rd. New Albany, IN 47150 812-941-2244	On-campus/Students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462	University resource/Full-time faculty and staff
Baptist Hospital East-Chemical Dependency and Family Recovery	4000 Kresge Way Louisville, KY 40207 502-896-7105	Community
Our Place—Drug and Alcohol Education Services	400 East Spring Street New Albany, IN 47150 812-923-3400	Community
Turning Point Center	1060 Sharon Drive Jeffersonville, IN 47130 812-283-7116	Community

Bloomington – Primary Prevention Programs for Students
Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu
It’s On Us Workshop The workshop focuses included discussion about what qualifies as consent before engaging in sexual activity, discussion of how alcohol affects the body at different levels of consumption, discussion about the university sexual misconduct policy, and how to intervene to diffuse incidents that could lead to sexual assault.	Office of the Vice Provost for Student Life and Dean of Students 812-855-8187
Orientation: Welcome to College and Hoosier Experience Session The Welcome to College Musical and Hoosier Experience Sessions occur during new student orientation. The workshop discusses topics of sexual assault, substance use, respect/diversity and bystander intervention. It’s followed by a more in-depth discussion facilitated by NSO orientation leaders that covers IU’s definition of consent, policies, and resources.	First Year Experience fye@indiana.edu
Student-Athlete Orientation The Excellence Academy segment of athletics orientation includes a conversation about The Culture of Care, campus and departmental expectations as it relates to sexual misconduct, bystander intervention, the definition of consent, reporting guidelines and resources.	IU Excellence Academy 812-855-4181
athroom Stall Posters Campus posters providing information on bystander intervention, relationship violence, sexual assault, and consent. Resource information is also provided on each poster.	Office of the Vice Provost for Student Life and Dean of Students 812-855-8188
Sexual Misconduct Policies, Procedures, and Resources for Graduate Students The “Sexual Misconduct Policies, Procedures, and Resources for Graduate Students” training module was developed to help graduate students understand how university policies and procedures apply to them as students, and potentially university employees, as well as to learn about available resources and support.	University Office of Institutional Equity titleix@iu.edu

Primary Prevention Programs for IU Bloomington Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training The online training “Sexual Misconduct Policies, Procedures, and Resources: Employee Training” is made available to all employees. Additionally, all employees that the university has designated as “Responsible Employees” are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, information about confidentiality and privacy, available supportive measures, and an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the University’s attention. The module also explains reporting options and the specific reporting obligations of those employees designated as Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
Athletics Staff Training IU Bloomington facilitates training for coaches and staff that focuses on university policy and process, as well as the role and reporting obligations of coaches and athletics staff as Responsible Employees. Throughout the training, coaches and staff are also provided with information to give them the confidence to respond to reports of sexual misconduct in a helpful and meaningful way.	University Office of Institutional Equity titleix@iu.edu
Supervisor Legal Compliance Training The university encourages all supervisors to receive training on legal compliance. As part of this training, information is provided about IU’s Sexual Misconduct Policy, including definitions, and the reporting obligations of Responsible Employees.	University Office of Institutional Equity titleix@iu.edu

Select Examples of Ongoing IU Bloomington Programs for IU Bloomington Students and Employees
Program Title and Description	Contact Information
Healthy Relationships From Romance to Roommates, students learn research informed methods for better communication to build and sustain healthy relationships with the important people in their life.	IUHC Health and Wellness: 812-855-7338
Step UP! IU bystander intervention workshop Step UP! IU is a 90-minute, student-led program designed to help students notice problems and teach them skills so they can step up and intervene in potentially problematic situations such as: Sexual assault Discrimination Harassment Hazing Mental health Drug and alcohol use	Office of the Vice Provost for Student Life and Dean of Students: 812-855-8188
Sex, Drugs, and Rock n Roll This Welcome Week event introduces incoming students to resources on campus. There are approximately 40 booths which contain interactive, educational activities that focus on topics such as sexual health, sexual assault prevention and bystander intervention.	Office of First Year Experience Programs
Sexual Misconduct Core Messaging Training Training provided to peer educators who present on topics related to sexual misconduct that provides an overview of the IU Sexual Misconduct Policy, IU definition of consent, Responsible Employee guidelines, and student FAQ’s.	Office of the Vice Provost for Student Life and Dean of Students: 812-855-8188
Huddle Up Huddle Up leverages the transcendent power of sport to eradicate gender violence, in all of its forms, and the sexism underpinning this abuse. Huddle Up addresses the full continuum of abusive behaviors and empowers participants to understand how misogynistic language, sexual harassment, gendered bullying, sexual assault, rape and domestic violence are linked together. This understanding inspires participants to have the courage to challenge behaviors on all levels of the continuum.	IU Excellence Academy: 812-856-4181

East – Primary Prevention Programs for Students
Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu
Poster Display Each poster is part of a public service campaign created to educate the public about Title IX and resources that are available in response to sexual misconduct. Posters are located in every bathroom across campus.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402
New Student Orientation Annually, new and transfer students are required to attend New Student Orientation sessions. Included in this Orientation is a Resource Fair. Information provided to parents and students at the Resource Fair includes, but is not limited to, an introduction to the Deputy Sexual Misconduct and Title IX Coordinator, Title IX information and requirements, sexual violence prevention programming, reporting procedures, and climate survey information. Parents and students have access to the Sexual Misconduct Brochure and multiple other campus and community resources.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402
First Year Seminar This program provides students information about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, sexual harassment, dating violence, domestic violence, stalking, sexual exploitation, and consent), information on bystander intervention and risk reduction, an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The program also explains reporting options and the specific reporting obligation of those employees designated as Responsible Employees.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402
Sexual Misconduct Policies, Procedures, and Resources for Graduate Students Annually, new faculty attend a New Faculty Orientation session. Included in this Orientation is a Responsible Employee training session.This training session provides detailed information regarding faculty member’s roles and responsibilities as a designated Responsible Employee.	University Office of Institutional Equity: titleix@iu.edu
Athlete Training This program provides student-athletes information about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, sexual harassment, dating violence, domestic violence, stalking, sexual exploitation, and consent), information on bystander intervention and risk reduction, an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The program also explains reporting options and the specific reporting obligation of those employees designated as Responsible Employees.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402

Primary Prevention Programs for East Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training The online training “Sexual Misconduct Policies, Procedures, and Resources: Employee Training” is made available to all employees. Additionally, all employees that the university has designated as “Responsible Employees” are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, sexual exploitation, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, information about confidentiality and privacy, available supportive measures, an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The module also explains reporting options and the specific reporting obligations of those employees designated as Responsible Employees.	University Office of Institutional Equity: titleix@iu.edu
Supervisor Legal Compliance Training The university encourages all supervisors to receive training on legal compliance. As part of this training, information is provided about IU’s Discrimination, Harassment, and Sexual Misconduct Policy, including definitions, and the reporting obligations of Responsible Employees.	University Office of Institutional Equity: titleix@iu.edu
New Faculty Orientation Annually, new faculty attend a New Faculty Orientation session. Included in this Orientation is a Responsible Employee training session. This training provides detailed information regarding faculty members’ roles and responsibilities as a designated Responsible Employee.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402

Select Examples of Ongoing Programs for East Students and Employees
Program Title and Description	Contact Information
It’s On Us Day Tables are set up across campus to discuss the It’s On Us Campaign and to encourage faculty, staff, and students to take the It’s On Us online pledge to demonstrate their stand against sexual violence and their promise to stand-up against sexual assault.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402
The Clothesline Project This event serves as a healing event where survivors and students decorate t-shirts to show their support for victims. The t-shirts are displayed on campus to bring awareness of the impact of sexual misconduct and assault to others on campus.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402
Green Dot Bystander Intervention Training The Green Dot strategy educates and empowers students, staff, and faculty to create a community where violence is not tolerated, and everyone plays a part in creating a culture of respect. It relies on the premise that if everyone does their small part and commits to individual responsibility, the combined effect is a safe campus culture that is intolerant of violence. The college-based curriculum draws heavily on the experiences of college students and the reality of this issue in their lives. This curriculum uses interactive activities to reinforce core concepts and encourages participants to envision their future and the world in which they want to live, then aligns their bystander behavior with that vision.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402
Take Back the Night March and Vigil This annual march and speak out raise awareness, empower individuals, and inspire action that will bring an end to sexual violence. The march encourages participants of all genders to show solidarity for survivors on campus and in this nation, while the speak out allows for an opportunity for healing through the sharing of survivor stories.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402
Walk a Mile in Her Shoes IU East and Earlham College, in partnership with local radio stations, hosts the annual Walk a Mile in Her Shoes event. Participants from the IU East, Earlham College, and local community walk one mile around the IU East campus to demonstrate their stand against sexualized violence against women. This event benefits the A Better Way-Genesis	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer: 765-973-8402
Think Fast Think Fast is an interactive game show that tests participants’ knowledge on Title IX and pop culture topics. Title IX information provided in this program includes key definitions (including sexual assault, sexual harassment, dating violence, domestic violence, stalking, sexual exploitation, and consent), information on bystander intervention and risk reduction, an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The program also includes information on reporting options and the specific reporting obligation of those employees designated as Responsible Employees.	Deputy Sexual Misconduct and Title IX Coordinator/ Director of Affirmative Action/EEOC Officer

Fort Wayne – Primary Prevention Programs for Students
Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu

Primary Prevention Programs for IU Fort Wayne Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training The online training “Sexual Misconduct Policies, Procedures, and Resources: Employee Training” is made available to all employees. Additionally, all employees that the university has designated as “Responsible Employees” are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, information about confidentiality and privacy, available supportive measures, and an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The module also explains reporting options and the specific reporting obligations of those employees designated as Responsible Employees.	University Office of Institutional Equity: titleix@iu.edu

Select Examples of Ongoing Programs for Fort Wayne Students and Employees
Program Title and Description
Please refer to the Purdue University Fort Wayne Annual Security and Fire Safety Report, also contained under Appendix D.

IUPUC – Primary Prevention Programs for Students
Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu
Orientation Sessions Information related to sexual misconduct and associated campus resources are included in orientation sessions.	Office of Academic and Student Life: 812-348-7251

Primary Prevention Programs for IUPUC Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training The online training “Sexual Misconduct Policies, Procedures, and Resources: Employee Training” is made available to all employees. Additionally, all employees that the university has designated as “Responsible Employees” are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, information about confidentiality and privacy, available supportive measures, and an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The module also explains reporting options and the specific reporting obligations of those employees designated as Responsible Employees.	University Office of Institutional Equity titleix@iu.edu

Select Examples of Ongoing Programs for IUPUC Students and Employees
Program Title and Description	Contact Information
Student Health 101 Monthly resource sent to students that includes messaging and articles on bystander intervention and sexual assault prevention. https://start.campuswell.com/	Office of Academic and Student Life 812-348-7251
Poster Display IU created posters promoting the Stop Sexual Violence website (stopsexualviolence.iu.edu) as well as resource information were placed in all bathroom stalls on campus and in other campus locations.	Office of Academic and Student Life
Take Back the Night A campus wide event promoting safety and consent and support of sexual assault survivors.	Office of Academic and Student Life
Denim Day IU faculty, staff and students participate in the annual Denim Day, where millions of people across the world wear jeans with a purpose, support survivors, and educate themselves and others about all forms of sexual violence.	Office of Academic and Student Life 812-348-7251

IU Indianapolis – Primary Prevention Programs for Students
Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu
Orientation Information related to sexual misconduct and associated campus resources are included in orientation sessions for incoming undergraduate students.	Division of Student Life 317-278-2533
Athletics Training Trainings are facilitated for IU Indianapolis student-athletes covering important information about consent and recognizing healthy and unhealthy relationships. The training also covers safe and effective bystander intervention options, as well as available resources on the IU Indianapolis campus.	Assistant Director of Interpersonal Violence Prevention and Response 317-274-3675

Primary Prevention Programs for IU Indianapolis Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training The online training “Sexual Misconduct Policies, Procedures, and Resources: Employee Training” is made available to all employees. Additionally, all employees that the university has designated as “Responsible Employees” are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, information about confidentiality and privacy, available supportive measures, and an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The module also explains reporting options and the specific reporting obligations of those employees designated as Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
New Employee Orientation A portion of OIE’s New Employee Orientation includes a brief, but direct instruction to every new IU Indianapolis employee about “responsible employee” reporting obligations.	IU Indianapolis Office of Institutional Equity 317-274-2306
Athletics Staff Training IU Indianapolis facilitates training for coaches and staff that focuses on university policy and process, as well as the role and reporting obligations of coaches and athletics staff as Responsible Employees. Throughout the training, coaches and staff are also provided with information to give them the confidence to respond to reports of sexual misconduct in a helpful and meaningful way.	IU Indianapolis Office of Institutional Equity 317-274-2306

Select Examples of Ongoing Programs for IU Indianapolis Students and Employees
Program Title and Description	Contact Information
Sexual Assault and Interpersonal Violence Students learn the definitions of sexual assault and consent. Students also learn the meaning and role of bystander intervention in sexual assault prevention while also gaining specific skills to increase your confidence to intervene during a crisis. Just as importantly, students learn how to respond when others disclose instances of sexual assault. It also helps them understand the difference between confidential and responsible employees, the reporting requirements, and options for each.	Assistant Director of Interpersonal Violence Prevention and Response 317-274-3675
Take Off the Blindfold and STEP IN: Bystander Intervention Training The training is geared towards developing the awareness, skills and courage needed to intervene in a situation when another individual needs help. The training will educate participants on: The 5 steps decision making model The three D’s of Bystander intervention The rules for Bystander Intervention The Bystander effect	Assistant Director of Interpersonal Violence Prevention and Response 317-274-3675
Take Back the Night IU Indianapolis hosts a glow in the dark march with signs showing statistics of sexual assault, showing support for survivors and a call to action from the campus community. This awareness event provides on opportunity for active participation from students and also an opportunity to provide information around campus and community IPV resources.	Assistant Director of Interpersonal Violence Prevention and Response 317-274-3675
Stalking Awareness Tabling At this tabling event during Stalking Awareness Month, information is provided about stalking, campus and community intimate partner violence resources, and how to have conversations about consent and healthy relationships.	Assistant Director of Interpersonal Violence Prevention and Response 317-274-3675
Clothesline Project A public awareness education campaign, and a visual reminder of statistics of violence we often ignore. This event: Encourages students to express themselves and voice their thoughts regarding abuse Encourages student engagement as empowered bystanders/li> Encourages individual and community support for recovery from victimization Increases awareness and connection with Campus and community IPV Resources Displays that most students have Healthy attitudes about Relationships Visual displays will be placed along the railings of the Campus Center for the duration of April sexual assault awareness Month to raise awareness.	Assistant Director of Interpersonal Violence Prevention and Response 317-274-3675

Primary Prevention Programs for Kokomo Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training The online training “Sexual Misconduct Policies, Procedures, and Resources: Employee Training” is made available to all employees. Additionally, all employees that the university has designated as “Responsible Employees” are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, information about confidentiality and privacy, available supportive measures, and an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The module also explains reporting options and the specific reporting obligations of those employees designated as Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
Supervisor Legal Compliance Training The university encourages all supervisors to receive training on legal compliance. As part of this training, information is provided about IU’s Sexual Misconduct Policy, including definitions, and the reporting obligations of Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
New Faculty Orientation New resident faculty learn about a variety of services and offices on campus. Part of the program includes information on IU’s Sexual Misconduct Policy and serving as Responsible Employees with a duty to report information regarding incidents of sexual misconduct.	Office of Affirmative Action 765-455-9316

Select Examples of Ongoing Programs for Kokomo Students and Employees
Program Title and Description	Contact Information
Resource Table and Sexual Assault Awareness Quiz A resource table is set up in a high student traffic area. Students are provided with lists of resources based on the county where they reside, and also receive information on campus resources. This year students will be able to digitally grab lists of resources based on the county where they reside, and also receive information on campus resources.	Student Life and Campus Diversity 765-455-9204
ThinkFast, Title IX Edition Interactive game show completed by a 3rd party vendor to educate students on policy, reporting, and information specific to campus in a fun way.	Student Life and Campus Diversity 765-455-9204
Red Flag Campaign Posters provided by the Red Flag Campaign were placed around campus. The Red Flag Campaign focuses on healthy relationships and challenges people to say something if they see a red flag (unhealthy relationship issue).	Student Life and Campus Diversity 765-455-9204
Not On Our Campus, Not In Our Community/Angel Walk and Rally The rally and walk for domestic violence and sexual assault awareness has been a campus tradition for over 13 years. The walk takes place in October and has a social media campaign, virtual speakers, opportunity to raise money for the shelter and more. The purpose of “Not On Our Campus, Not In Our Community” is to spread awareness against all forms of violence towards women, children, and families. This collaborative event also brings campus and community agencies together to raise funds for the local domestic violence shelter and their sexual assault advocates program.	Student Life and Campus Diversity 765-455-9204

Northwest – Primary Prevention Programs for Students
Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu
New Student Orientations During New Student Orientation, topics about sexual misconduct, including definitions under the Sexual Misconduct Policy and available resources are covered with students. New Student Orientation also included a presentation that addressed community standards and sexual violence prevention.	Dean of Students 219-981-5660

Primary Prevention Programs for Northwest Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training The online training “Sexual Misconduct Policies, Procedures, and Resources: Employee Training” is made available to all employees. Additionally, all employees that the university has designated as “Responsible Employees” are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, information about confidentiality and privacy, available supportive measures, and an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The module also explains reporting options and the specific reporting obligations of those employees designated as Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
Supervisor Legal Compliance Training The university encourages all supervisors to receive training on legal compliance. As part of this training, information is provided about IU’s Sexual Misconduct Policy, including definitions, and the reporting obligations of Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
New Faculty Orientation New resident faculty learn about a variety of services and offices on campus. Part of the program includes information on IU’s Sexual Misconduct Policy and serving as Responsible Employees with a duty to report information regarding incidents of sexual misconduct.	Office of Affirmative Action 765-455-9316

Select Examples of Ongoing Programs for Northwest Students and Employees
Program Title and Description	Contact Information
CampusWell Monthly resource sent to students that includes messaging and articles on bystander intervention and sexual assault prevention. https://iun.campuswell.com/	Dean of Students 219-981-5660
The Clothesline Project The Clothesline Project invites students, faculty and staff to design T-shirts in honor of someone who has experienced gender violence, perhaps even themselves. The T-shirts are then exhibited in the Moraine Student Center as a visual representation of the lasting impact violence has on abusers, survivors, their families, and communities.	Dean of Students 219-981-5660
Think Fast Think Fast is a live interactive production that uses a game show format to stimulate thought and discussion about topical social issues, including sexual violence. https://college.tjohne.com/event/thinkfast/	Dean of Students 219-981-5660

Primary Prevention Programs for South Bend Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training The online training “Sexual Misconduct Policies, Procedures, and Resources: Employee Training” is made available to all employees. Additionally, all employees that the university has designated as “Responsible Employees” are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, information about confidentiality and privacy, available supportive measures, and an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The module also explains reporting options and the specific reporting obligations of those employees designated as Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
Supervisor Legal Compliance Training The university encourages all supervisors to receive training on legal compliance. As part of this training, information is provided about IU’s Sexual Misconduct Policy, including definitions, and the reporting obligations of Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
Annual Faculty and Staff Orientations The Office of Institutional Equity and Inclusive Excellence meets with academic and nonacademic units throughout the year to ensure they are provided IU’s Sexual Misconduct Policy and reporting obligations of Responsible Employees in addition to the online module.	Office of Institutional Equity and Inclusive Excellence 574-520-5536

Select Examples of Ongoing Programs for South Bend Students and Employees
Program Title and Description	Contact Information
The Clothesline Project The Clothesline Project invites students, faculty and staff to design T-shirts in honor of someone who has experienced gender violence, perhaps even themselves. The T-shirts are then exhibited in the Moraine Student Center as a visual representation of the lasting impact violence has on abusers, survivors, their families, and communities.	Office of Institutional Equity and Inclusive Excellence 574-520-5536
Take Back the Night Take Back the Night is an annual rally to support victims of sexual misconduct and gather community efforts to unify our campus.	Office of Institutional Equity and Inclusive Excellence 574-520-5536
IUSB BRAVE Bystander Intervention Training To create a caring campus community and teach IUSB students about sexual consent, IU specific campus climate data, myths of sexual violence and how to become an active bystander who can safely interrupt/prevent potential sexual assaults/sexual violence.	Office of Institutional Equity and Inclusive Excellence 574-520-5536
Sex After Dark Program for all students to explore healthy relationships and sex positive practice to reduce risk of sexual misconduct and dating violence. Offered on an annual basis by campus faculty and staff with scholarly work and experience in sexual health promotion and response.	Office of Student Life 574-520-5533
ThinkFast Productions: Title IX Edition This student-focused program is an interactive, trivia, game show that helps students learn more about Title IX work and services for their campus. Information presented includes: Contact information for the campus administration, gender discrimination definitions, obligations under Title IX for college campuses, the origins and reporting criteria for the Jeanne Clery Act and VAWA, and how to report sexual violence.	Office of Student Life 574-520-5533
Domestic Violence Awareness Month Each year the Counseling Center will focus on a community project and/or partnership. Additionally, this month is a time when the campus will promote support resources for students, faculty and staff who are experiencing domestic violence and create awareness with events like the Clothesline Project. Other engagement examples include programs from local community resources for safety planning for victims of domestic violence and how to be an ally, as well as donation drives.	Student Counseling Center 574-520-4125 Office of Institutional Equity and Inclusive Excellence 574-520-5536

Primary Prevention Programs for Southeast Employees
Program Title and Description	Contact Information
University Employee Sexual Misconduct Training Beginning in July 2015, the university made available to all employees an online training module title“Sexual Misconduct Training: Understanding Title IX and the University’s Policies and Procedures.” All employees are instructed on how to access and take the training module. In addition, all employees that the university has designated as “Responsible Employees” (based on Title IX guidance) are required to take the online module on an annual basis, and new employees are notified to take the training upon joining the university. The module contains important information to inform employees about the university’s prohibition and response to all forms of sexual misconduct. This includes key definitions (including sexual assault, dating violence, domestic violence, stalking, and consent), information on bystander intervention and risk reduction, signs of abusive relationships, an overview of the university process, and what happens when information regarding an incident of sexual misconduct is brought to the university’s attention. The module also explains reporting options and the specific reporting obligation of those employees designated as Responsible Employees.	University Office of Institutional Equity titleix@iu.edu
Supervisor Legal Compliance Training The university encourages all supervisors to receive training on legal compliance. As part of this training, information is provided about IU’s Sexual Misconduct Policy, including definitions, and the reporting obligations of Responsible Employees.	University Office of Institutional Equity titleix@iu.edu

Select Examples of Ongoing Programs for Southeast Students and Employees
Program Title and Description	Contact Information
Bystander Intervention Course A course offered during the fall and spring semesters focusing on bystander intervention awareness, this course examines the “bystander effect” and intervention strategies. This course empowers students with knowledge to safely prevent sexual assault and learn about healthy sexual and dating relationships. Students will learn about various forms of sexual violence and the relevant resources and policies on IU Southeast’s campus.	Office of Campus Life seact@ius.edu
Domestic Violence Awareness Panel In conjunction with Domestic Violence Awareness Week, this panel will provide the opportunity to engage in discussion with panelists on the topic of domestic violence and sexual assault policies. As advocates on the front lines of these issues include police, EMS, SANE nurses, and lawyers, and each will be represented at this event. They will provide information on policies and procedures regarding sexual misconduct to enable better understanding in those who might encounter it.	Office of Campus Life seact@ius.edu
Walk a Mile in Her Shoes Walk a Mile in Her Shoes, the international men’s march to stop rape, sexual assault, and gender violence, is coming to the IU Southeast campus. Step UP, don your prettiest shoes, and totter around the campus to show your support against sexual violence against women.	Office of Campus Life seact@ius.edu
Take Back the Night Take Back the Night is an annual rally to support victims of sexual misconduct and gather community efforts to unify our campus. Join us at Lakeview Circle, where we will join together for games, food, and music. At 6:00 pm, we will gather and march to McCullough Plaza where we will conduct the Take Back the Night rally. Feel free to come individually or as groups; you may bring posters, wear matching T-shirts, etc. to show support for victims of sexual assault, domestic violence and abuse, harassment, and other forms of sexual mis-conduct.	Office of Campus Life seact@ius.edu
Denim Day IUS faculty, staff and students participate in the annual Denim Day, where millions of people across the world wear jeans with a purpose, support survivors, and educate themselves and others about all forms of sexual violence.	Office of Campus Life seact@ius.edu

Discrimination, Harassment, and Sexual Misconduct UA-03 Scope

This policy applies to all members of the Indiana University community, including:

All students
All academic appointees, staff and part time (hourly) employees
All others while on Indiana University property, including employees of third-party vendors and contractors, volunteers, and visitors, and others while involved in an off-campus Indiana University program or activity.

Other university policies and codes related to misconduct remain in effect for complaints of misconduct other than discrimination, harassment and/or sexual misconduct. However, any report or complaint of misconduct that includes elements of thea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor016">covered behaviors below may be addressed in accordance with this policy and its related complaint resolution procedures.

Policy Statement

OVERARCHING POLICY TENETS

Indiana University prohibits discrimination and harassment on the basis of age, color, disability, ethnicity, sex, gender identity, gender expression, genetic information, marital status, national origin, race, religion, sexual orientation, or veteran status (“ protected classes”) in matters of admission, employment, housing, services, and in its educational programs and activities.

This policy governs the university’s response to all forms ofa href="iu-asfsr-2023-final-oct2.html#_idTextAnchor017">discrimination anda href="iu-asfsr-2023-final-oct2.html#_idTextAnchor018">harassment, anda href="iu-asfsr-2023-final-oct2.html#_idTextAnchor029">sexual misconduct. Such behaviors are unacceptable under Indiana University policy. (Seea href="https://policies.iu.edu/policies/ua-01-equal-opportunity-affirmative-action/index.html">UA-01, Indiana University Non-Discrimination Policy.) The university does not tolerate conduct in violation of this policy and will take action to prevent and address such misconduct.

It is the policy of the university to comply with all applicable federal and state laws regarding unlawful discrimination and harassment against protected classes. Procedures for reporting incidents of discrimination, harassment and/or sexual misconduct, and for investigating and adjudicating formal complaints, are part of this policy and are included below. These complaint resolution processes may vary depending on applicable law and policies relevant to the specific misconduct. In appropriate cases, and upon consultation with the Vice President and General Counsel, the university reserves the right to take prompt action in accordance with other university procedures. Questions about this policy, as well as the applicable complaint and complaint resolution processes, may be directed to the appropriate contacts set forth in this policy. (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor031">Additional Contacts.)

Individuals who believe they have experienced discrimination, harassment and/or sexual misconduct in violation of this policy, and all members of the university community who may be aware of such incidents, are encouraged to promptly report incidents of discrimination, harassment, and/or sexual misconduct to the appropriate designated officials. (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor031">Additional Contacts.)

Some employees may have reporting obligations based on their role and responsibilities under this and other policies (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor021">Employee Reporting Obligations.)

Retaliation against anyone who makes a report of discrimination, harassment and/or sexual misconduct, or who participates in an investigation under any of the complaint resolution procedures set forth herein, is prohibited. (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor020">Retaliation.)

For every report, the university will review the circumstances of the reported conduct to determine whether the university has jurisdiction over the parties involved, and to take steps within its control to eliminate, prevent, and address the reported conduct. The university will respond promptly to all reports and assess all information available; the potential Complainant(s) will be offered information regarding resources and supportive measures, as well as options regarding reporting and applicable complaint resolution procedures. Where a formal complaint is filed or initiated, the university will provide a fair and impartial investigation and resolution, provide supportive and interim measures and, in the event a policy violation is found, impose appropriate sanctions and provide remedial measures. The appropriateness and severity of the sanctions imposed, up to and including termination or expulsion of the offender, will depend on the circumstances of the particular case. If the Respondent is not a member of the university community or is no longer affiliated with the university at the time of the report or at the time a formal complaint is initiated (including when the Respondent has graduated or left the university), the university typically is unable to take disciplinary action or conduct an investigation through the complaint resolution procedures herein.

JURISDICTION

This policy applies to any reported discrimination, harassment and/or sexual misconduct that is alleged to have occurred on campus, in the context of any university program or activity, or among current members of the university community off campus. This policy also applies to reported discrimination, harassment and/or sexual misconduct that has a continuing adverse effect or creates a hostile environment for one or more individuals.

The applicable complaint resolution process for addressing a formal complaint will depend on a number of factors, including the type and nature of the alleged conduct, the role of the parties, where the alleged conduct occurred, and applicable law.

In situations not covered above, but where the reported discrimination, harassment and/or sexual misconduct undermines the security of the university community or the integrity of the educational process or poses a serious threat to self or others, other applicable university procedures for general misconduct may be applied.

COVERED BEHAVIORS
This policy applies to the following behaviors and conduct. A formal complaint that a member of the university community engaged in one or more of these covered behaviors will be addressed pursuant to the applicable complaint resolution procedures.

Discrimination: Prohibited discrimination is treating someone differently based on their membership in aa href="iu-asfsr-2023-final-oct2.html#_idTextAnchor015">protected class, or any other classification protected by law, in matters of admissions, employment, education, or in the programs or activities of the university.

In determining whether discrimination occurred, the university considers whether there was an adverse impact on the individual’s work or education environment and whether individuals outside of the protected class received more favorable treatment. If there was an adverse impact on the individual’s work or education environment, the university considers whether there is a legitimate, non- discriminatory reason for the action.

Examples of discrimination can include refusing to hire or promote someone because of their membership in a protected class; denying someone a raise or employment benefit because of their membership in a protected class; reducing someone’s job responsibilities because of their membership in a protected class; denying someone access to an educational program based on their membership in a protected class; or denying someone access to a university facility based on their membership in a protected class.

Harassment: Harassment prohibited under this policy is verbal or physical conduct, or conduct using technology, directed toward someone because of their membership in a protected class (or a perception that someone is a member of a protected class) that has the purpose or effect of substantially interfering with the individual’s access to education or work, or creating an intimidating, hostile or offensive working environment or academic experience.

An individual’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective such that it unreasonably interferes with, limits, or deprives a member of the university community of the ability to participate in or to receive benefits, services, or opportunities from the university’s education or employment programs and/or activities.

In determining whether a hostile environment exists, the university will examine the context, nature, scope, frequency, duration, and location of incidents, as well as the relationships of the individuals involved, and apply the appropriate standard according to the applicable complaint resolution procedures.

Examples of harassment can include offensive jokes, slurs, name-calling, intimidation, ridicule or mockery, or displaying or circulating offensive objects and pictures that are based on a protected class, includinga href="iu-asfsr-2023-final-oct2.html#_idTextAnchor027">sex and gender-based harassment.

Harassment not based on membership in a protected class that has the purpose or effect of substantially interfering with the individual's access to education or work, or creating an intimidating, hostile or offensive working environment or academic experience, is also prohibited and will be addressed by the appropriate human resources, academic affairs, or student conduct processes.

Sexual Misconduct: All forms of Sexual Misconduct, which are more fully defined within this policy:

Sexual Harassment

Sexual Assault

Sexual Exploitation

Dating Violence

Domestic Violence

Stalking

INTELLECTUAL INQUIRY AND DEBATE

In determining whether discrimination, harassment and/or sexual misconduct has occurred and what type of remedy, if any, might be appropriate in a given case, the university will also consider the fact that free intellectual inquiry, debate, and constructive dialogue are vital to the university’s academic mission and must be protected even when the views expressed are unpopular or controversial. Accordingly, any form of speech or expressive conduct that is protected by state or federal law, including the First Amendment, is not subject to this policy.

This policy is meant neither to proscribe nor to inhibit discussions, in or out of the classroom, of complex, controversial, or sensitive matters, including matters involving protected characteristics, when, in the judgment of a reasonable person, they arise for legitimate academic and pedagogical purposes. This includes intellectual inquiry, debate, and dialogue on related issues. The mere expression of views, words, symbols, or thoughts that some people find offensive does not by itself create a hostile environment.

EDUCATION, PREVENTION, AND TRAINING

Every Indiana University campus shall publicize and provide ongoing educational programming for students, employees and other members of the university community to promote awareness of the problems caused by discrimination, harassment and sexual misconduct and to help prevent and attempt to reduce its occurrence. Educational programs and information will include campus-specific information on how and where to report, resources available, and safe and positive options for bystander intervention to address, intervene, and prevent such conduct. Efforts will be made to ensure that educational programs are culturally relevant and inclusive of the diverse communities and identities found at each campus.

Employee training shall be provided to those involved in reporting, receiving reports, investigating, adjudicating, reviewing, and otherwise responding to charges of discrimination, harassment and/or sexual misconduct at the university. Certain training may be mandated by applicable federal or state law. The appropriate training will be tailored to the audience and will include reporting and response obligations, available resources, and information about how to prevent and identify discrimination, harassment and/ or sexual misconduct. Individuals specifically involved in implementing this policy and its procedures will be trained regarding their application, conducting the investigations, hearings and other decision-making processes, conflict of interest and unconscious bias, and other aspects of this policy.

Reason For Policy

Indiana University is committed to the success, safety and well-being of all members of the university community, including students, academic appointees, and staff. Indiana University recognizes that discrimination, harassment, and/or sexual misconduct may result in grave and often long-lasting effects on those involved and is committed to conducting timely investigation of allegations and to taking appropriate actions and consequences following investigations.

Indiana University is committed to compliance with state and federal laws regarding discrimination, harassment and/or sexual misconduct, to making required reporting to state and federal agencies, and to working with law enforcement officials and agencies where applicable. The university is also committed to using its resources in research and education to improve programs aimed at preventing and reducing discrimination, harassment and sexual misconduct in our community and ensuring safe, diverse, equitable, and inclusive communities.

Procedure

TENETS APPLICABLE TO ALL COMPLAINT RESOLUTION PROCESSES

University Provided Information:

The appropriate designated official will promptly contact anyone who reports to the university that they have experienced discrimination, harassment, and/or sexual misconduct and will offer to meet and provide written information about:

Potentially applicable university procedures, including to whom and how a formal complaint can be filed, as well as the individual's rights and options within the university proceedings;

If the conduct is of a potential criminal nature, options about the involvement of and reporting to law enforcement, and information about the importance of preserving evidence that may assist in proving the alleged criminal offense occurred, as well as how to preserve such evidence;

Civil orders of protection issued by courts and how to obtain such orders; and

Available campus and community resources, including the availability of supportive measures.

Reporting an Incident:

In an emergency or where immediate help is needed, call 911.

Anyone wishing to report an incident of discrimination, harassment and/or sexual misconduct that may be of a criminal nature can do so by contacting local law enforcement. If the incident did not occur on campus, IUPD can help direct the individual to the appropriate law enforcement agency.

The university encourages anyone who has experienced discrimination, harassment and/or sexual misconduct to report what happened to the university, to ensure they are informed of the available supportive measures, on- and off- campusresources, options to make a formal complaint, and applicable complaint resolution processes, and to allow the university to respond appropriately. Anyone wishing to report can do so by contacting the designated official on their campus. (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor031">Additional Contacts.)

/p>

Reports of sexual misconduct made to a Responsible Employee that are not initially reported to the University Sexual Misconduct and Title IX Coordinator and/or Deputy Sexual Misconduct and Title IX Coordinator(s) for the respective campus will be shared with those officials in a timely manner.

If a report of discrimination, harassment and/or sexual misconduct is not made initially to the Indiana University Police Department (IUPD), and the information indicates it may be a crime reportable under the Clery Act, non-identifying information regarding the date, time, location and nature of the crime will be shared with IUPD for purposes of complying with the Clery Act.

If the university receives a report that indicates law enforcement should be informed and involved due to the potential threat to health and safety of an individual or the university community, the university may also share the identifying information needed for appropriate response by IUPD or law enforcement agency with jurisdiction.

Sexual Misconduct Involving a Child/Minor:

Sexual misconduct involving a child/minor (anyone under 18 years of age) must be reported. Indiana state law requires that any individual who has reason to believe that a child/minor is a victim of child abuse or neglect (including sexual misconduct) has an affirmative duty to make an oral report to the Indiana Department of Child Services hotline 1-800-800-5556 or to their local law enforcement or to IUPD. Failure to report may result in criminal charges. (See PS-01, Programs Involving Children for more information.)

Amnesty:

The university strongly encourages students to report instances of discrimination, harassment and/ or sexual misconduct. Therefore, students who report an incident pursuant to this policy will not be disciplined by the university for violations of the Code of Students Rights, Responsibilities and Conduct related to their drug and/or alcohol consumption in connection with the reported incident.

Students are also afforded immunity against certain charges for alcohol-related crimes under Indiana’s Lifeline Law in connection with a report of a medical emergency, so long as they cooperate with law enforcement at the scene. (See IC 7.1-5-1-6.5.)

Retaliation:

Protections against retaliation are critical to reducing the prevalence of discrimination, harassment, and sexual misconduct within the university community. Retaliation against anyone who has reported an incident of discrimination, harassment and/or sexual misconduct, provided information, or participated in procedures or an investigation into a report of discrimination, harassment and/or sexual misconduct, is prohibited by the university and may be considered and addressed as a potential violation of this policy or other applicable university policies. Acts of retaliation include intimidation, threats, and/or harassment, whether physical or communicated verbally or via written communication (including the use of e-mail, texts, and social media), as well as adverse changes in work or academic environments, or other adverse actions or threats. The university will take steps to prevent retaliation and will impose sanctions on anyone or any group who is found to have engaged in in violation of this policy. Concerns about potential retaliation in connection with a report of sexual misconduct should be reported to the designated officials under this policy. (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor031">Additional Contacts.)

Roles, Duties and Obligations of Certain Employees:

Sexual Misconduct and Title IX Coordinators (“Coordinator(s)”):

The University Sexual Misconduct and Title IX Coordinator (“University Coordinator”) will be promptly informed of all reports of sexual misconduct and will oversee the university’s review, investigation, and resolution of those reports to ensure the university’s compliance with applicable law and this policy.

Deputy Sexual Misconduct and Title IX Coordinators (“Deputy Coordinators”) will be promptly informed of all reports of sexual misconduct for their campus and pursuant to their specific delegated role, and will assist the University Coordinator in ensuring that outreach, response, investigation and adjudication occurs in accordance with applicable law and this policy.

Deputy Coordinators and other officials within the university will work with the University Coordinator to ensure that adequate education, training, and appropriate resources are available and provided on their respective campus.

Equity Officials:

The University Director of Institutional Equity will be promptly informed of all reports of discrimination and harassment and will oversee the university’s review, investigation, and resolution of those reports to ensure the university’s compliance with applicable law and this policy.

Campus Equity Officials will be promptly informed of all reports of discrimination and harassment for their campus and will assist the University’s Director of Institutional Equity to ensure that outreach, response, investigation and adjudication occurs in accordance applicable law and this policy.

Campus Equity Officials will work with the University’s Director of Institutional Equity and other officials within the university to ensure that adequate education, training, and appropriate resources are available and provided on their respective campus.

Employee Reporting Obligations:

Certain employees within the university, based on the nature of their role and the type of information known to them, may have a duty to report discrimination, harassment and/or sexual misconduct to the appropriate designated university officials to ensure the university can respond promptly. These obligations are set forth below:

Discrimination and Harassment: University employees with teaching responsibility or supervisory authority within the university are obligated to promptly report incidents of discrimination or harassment, to the designated campus Equity Official. (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor031">Additional Contacts.)

Sexual Misconduct:

Employees designated as “Responsible Employees” are obligated to promptly report incidents of sexual misconduct to the University Coordinator or their designated campus Deputy Coordinator. (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor031">Additional Contacts.)

Responsible Employees include:

All employees with teaching responsibility, including academic appointees, student academic appointees, and any others who offer instruction (whether in-person or online) or office hours to students;

All advisors;

All coaches and other athletic staff who interact directly with students;

All Student Life administrators;

All residential hall staff;

All employees who work in offices that interface with students; and

All supervisors and university officials.

Exempt Disclosures:

Employees who otherwise have reporting obligations under this policy are exempt from reporting disclosures of discrimination, harassment and/or sexual misconduct when made during limited situations, including:

Disclosures made as part of participation in research activities that have received human subjects approval through the university’s Institutional Review Board (IRB);

Disclosures made as part of an academic assignment;

Disclosures made at public awareness events;

Disclosures made during the course of communications protected as privileged communications under applicable law, including attorney-client privilege and medical professional privilege.

Following such disclosures, and when appropriate given the circumstances, the Responsible Employee should offer resources and reporting information and options.

These limited exemptions from reporting do not relieve a university employee from the obligation to report a disclosure of child abuse or neglect, which must be reported to appropriate officials in all instances. (Seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor019">Sexual Misconduct Involving a Child/Minor.).

Responsible Employees who are also may still have an obligation to report information as required by the Clery Act and university policy UA-16 (Clery Act Compliance).

Confidential Employees

Certain university employees – based on their own professional licensure and the nature of their role on campus – have been identified by the university as Confidential Employees and are available to speak with individuals and maintain the individual’s desire for anonymity and absolute confidentiality. These Confidential Employees are exempt from the reporting requirements that apply under this policy. Individuals who desire anonymity in discussing and seeking assistance should contact and/or be referred to a Confidential Employee.

Confidential Employees include, but are not limited to:

Licensed, professional mental health counselors working in that capacity for the campus, and those they supervise;

Health care professionals and staff located in on-campus health care centers; and

Any staff or specialists on a campus specifically designated as non-professional sexual assault advocates.

Faculty, staff, and other employees who are licensed mental health workers or are licensed medical workers, but who are not working in that capacity, such as faculty members in psychology, social work, nursing, etc., are not Confidential Employees under this policy.

Any Confidential Employee who is not a licensed mental health counselor or pastoral counselor serving in those roles must provide non-identifying aggregate information regarding any Clery crime known to them directly to IUPD.

Employees who are uncertain whether they have a reporting obligation under this section are encouraged to contact the designated officials for their campus to seek guidance.

Role of Law Enforcement

Any individual who has experienced discrimination, harassment and/or sexual misconduct that may be of a criminal nature is encouraged to contact IUPD or local law enforcement.

IUPD responds to emergency situations on Indiana University campuses and typically communicates and works with the appropriate designated officials to assist in investigations and incident response, as well as to track statistics for Clery Act reporting.

Individuals with a possible criminal case who have not made their initial complaint via the police will be provided with information about how to file a complaint with law enforcement. Individuals may also request assistance from campus authorities in notifying law enforcement. Individuals may decide not to notify law enforcement authorities and proceed only with a university investigation.

A university investigation under the complaint resolution procedures identified in this policy may be initiated and/or proceed simultaneously with a criminal case. The university will cooperate with law enforcement and, if requested by law enforcement, defer its fact gathering for a brief period during the evidence gathering stage of a criminal investigation. However, the university will not consider its investigation on hold pending a criminal prosecution or investigation, and will continue to communicate with individuals, address the need for any supportive measures regarding safety and well-being and resume its own fact gathering as soon as permitted.

The determination by law enforcement whether or not to prosecute a Respondent or the outcome of a criminal proceeding does not determine whether a violation of university policy has occurred. Records of university proceedings may be subpoenaed for a criminal prosecution.

Privacy

The university is committed to safeguarding the privacy of the parties in a manner consistent with the objective to effectively investigate and prevent incidents of discrimination, harassment and/or sexual misconduct. In all cases, the university will share the parties’ information and details of the allegation only with university officials, law enforcement personnel, and other individuals who have a legitimate administrative or legal reason to be so informed. Records will not be disclosed outside the university unless required by law or subpoena.

All individuals with knowledge of a reported incident of discrimination, harassment and/or sexual misconduct are expected to safeguard the privacy of those involved and are encouraged to report such knowledge to the appropriate officials.

Requests for No-University Action

If an individual discloses that they have experienced an incident of discrimination, harassment and/ or sexual misconduct to the university, but indicates or requests that the university not investigate the particular incident, requests that no disciplinary action be taken, requests that the alleged perpetrator not be notified, or makes any similar request, the university will always consider such request(s), and will, in general, work to honor the request(s). Absent a formal complaint, the university will weigh such request(s) against its obligation to provide a safe, non-discriminatory environment for all, including for the individual who experienced the discrimination, harassment, or sexual misconduct. If the university determines that it is able to honor the individual’s request(s), the individual should understand that the university’s ability to meaningfully investigate the incident and/or respond appropriately may be limited. If, however, the university determines it must proceed under the circumstances, it will work to notify the individual in advance.

The university has designated the following official(s) to evaluate an individual’s request for no or limited action by the university in connection with a report of discrimination, harassment and/or sexual misconduct: i) the University Director of Institutional Equity and campus Equity Officials for reports of harassment or discrimination; and ii) the University Coordinator or the campus Deputy Coordinator for reports of sexual misconduct. These officials will consult with relevant administrators on their campus andthe Office of the Vice President and General Counsel, where appropriate, in making these determinations.

Determination of Procedures in Response to Reports of Discrimination, Harassment or Sexual Misconduct

Determination by the university of applicable complaint resolution procedures upon receipt of a formal complaint after a report of discrimination, harassment and/or sexual misconduct will follow the steps identified below, depending on whether the Respondent is a student or employee, and whether the matter falls within the scope of Title IX or the other provisions of this policy. Employees who are also students may be subject to procedures for students or employees, or both.

If the individual reported as having been engaged in discrimination, harassment and/or sexual misconduct is not a student or employee of the university, the university shall take all appropriate measures to determine information regarding the individual, what occurred, whether another entity needs to be contacted to join in or assume an investigation (e.g., another institution of higher education), and to provide assistance in notifying the proper law enforcement authorities, if applicable. The university will also provide supportive and remedial measures, to the extent possible, to protect the reporting individual and eliminate any hostile environment.

The university reserves the right to investigate circumstances that may involve discrimination, harassment and/or sexual misconduct in situations where no complaint, formal or informal, has been filed. In limited circumstances, the university reserves the right to reopen a case previously considered closed in the event of new information or other appropriate circumstances.

Supportive and Interim Measures

Upon receiving a report of discrimination, harassment, or sexual misconduct, the university will offer and provide appropriate and necessary supportive measures, regardless of whether a formal complaint is filed, according to the specific needs and circumstances of the situation. These measures may vary depending on an individual’s campus, an individual’s needs and specific circumstances; assistance in changing academic, living, transportation, and/or work situations; counseling services; advocacy and advising services; and assistance in obtaining protective orders.

In the event a formal complaint is filed and an investigation is initiated according to the complaint resolution procedures below, all parties will be offered supportive measures, and interim measures may be taken, depending on the specific allegations and circumstances, and may include suspension of the Respondent from campus or some portion of campus, pending completion of the investigation. When contemplating interim suspension of a student under this policy, campus interim suspension procedures will be followed.

In the event of a finding of responsibility following the university’s adjudication of a formal complaint, the university will take any additional and necessary measures with respect to the Complainant and other members of the community, as well as the appropriate disciplinary action with respect to the individual found responsible.

SUMMARY OF RIGHTS OF THE COMPLAINANT AND RESPONDENT IN ALL COMPLAINT RESOLUTION PROCEDURES

The rights of the parties in any of the complaint resolution procedures under this policy include:

To be fully informed of university policies and procedures, as well as the nature and extent of all alleged violations contained within the allegation.

To be treated with respect.

To be accompanied by an advisor present during all proceedings, investigation meetings, or related meetings.

To have adequate, reliable, and impartial investigation and appropriate resolution of all complaints of discrimination, harassment and/or sexual misconduct.

To be informed by the university of options to notify proper law enforcement authorities including on campus and local police, and the option to be assisted by campus authorities in notifying proper law enforcement, if the individual chooses.

To be notified of available resources including counseling, mental health, academic, legal and other support services, both at the university and in the community.

To have allegations investigated and adjudicated by individuals who are properly trained to investigate and resolve allegations of discrimination, harassment and/or sexual misconduct.

To participate in the investigation and complaint resolution process, including the opportunity to identify witnesses and other appropriate evidence, and to be informed of adverse evidence and provided the opportunity to respond to it through the process.

To have allegations investigated and adjudicated in a reasonable time frame given the circumstances of the specific case.

To have the preponderance of the evidence standard (more likely than not) applied in determining responsibility.

To have appeal rights as afforded under the applicable complaint resolution procedures.

III. STUDENT DISCRIMINATION and HARASSMENT COMPLAINT RESOLUTION PROCEDURES
Complaints of discrimination and harassment alleged against a university student will be addressed according to the Code of Student Rights, Responsibilities and Conduct and the campus specific conduct procedures. IV. ACADEMIC APPOINTEE and STAFF DISCRIMINATION and HARASSMENT COMPLAINT RESOLUTION PROCEDURES

Covered Behaviors
These procedures cover discrimination against or harassment of an individual based on their age, color, disability, ethnicity, sex, gender identity, gender expression, genetic information, marital status, national origin, race, religion, sexual orientation, or veteran status.

Initial Assessment

Upon receipt of a report or complaint of discrimination and/or harassment, the Equity Official or other designated investigator will conduct an initial assessment to determine whether it falls within the scope of this policy, whether the conduct alleged rises to the level of an allegation of discrimination or harassment, and whether these procedures apply. If the allegations on their face do not rise to the level of a policy violation, but do indicate a matter of concern, the Equity Official and other offices will work to address the concern through other appropriate avenues. If a report or complaint raises allegations that are outside the scope of this policy, but may violate other university policy(ies), the matter will be referred to the appropriate university office.

Where it is determined that the allegations fall under this part of the policy, the following complaint resolution procedures apply, except that allegations of sexual harassment may be addressed by the appropriate sexual misconduct complaint resolution procedures in this policy.

When the initial assessment results in a decision not to proceed with the complaint under any university procedures, once notice is given to the parties, either party may appeal that decision to the Decisional Official within 10 calendar days of the decision (see below).

Discrimination Complaints Against a Unit or Department:

In response to a complaint of discrimination, the Investigator will gather relevant information from the Complainant, the respective unit/department at issue, other university offices, and potential witnesses.

After gathering all relevant information, the Investigator will make a determination whether discrimination occurred.

The Investigator will issue a letter setting forth the relevant findings and, if applicable, any necessary remedial actions or other recommendations to the Complainant and the unit/department. In the event the findings include evidence of discrimination, the Investigator will advise the unit/department in taking any necessary and appropriate remedial action.

Discrimination or Harassment Complaints Against Academic Appointees or Staff:

For the purpose of these procedures, relevant officials with key responsibilities are:

Investigator – The Equity Official for the respective campus, or an appropriate designee, will conduct fact-finding as the Investigator and may coordinate the investigation with other offices such as human resources, academic affairs, and Student Life.

Decisional Official (DO) – The DO will issue the decision determining responsibility and assigning appropriate sanctions, if applicable. The DO will be as follows, or an appropriate designee:

For complaints against staff employees, including temporary (hourly), the DO will be the university employee relations director.

For complaints against academic appointees, the DO will be the campus Vice Provost/Vice Chancellor for Academic Affairs.

For complaints against a Dean, a Vice Provost, or a Vice Chancellor, the DO will be the campus Provost/Chancellor.

For complaints against a University Vice President, a Provost, a Chancellor, or equivalent, the DO will be the President.

For complaints against the President, the DO will be the Board of Trustees.

Appellate Official (AO) – The AO may review the decision of the campus DO, following appeal by either party, and make a subsequent determination. The AO will be as follows, or an appropriate designee:

For an appeal in a complaint against staff employees, including temporary (hourly), the Vice President of Human Resources.

For an appeal in a complaint against academic appointees, the campus Provost/Chancellor.

For an appeal in a complaint against a Dean, a Vice Provost, or a Vice Chancellor, the President.

For an appeal in a complaint against a Vice President, a Provost, a Chancellor, or equivalent, the Board of Trustees.

Faculty Board of Review (FBR)span class="P1">- In faculty cases, following the determination of the AO, the faculty member may request a review by the campus FBR, which may review and issue a recommendation to the AO.

Interim Action

If, upon the receipt of a complaint, the Equity Official determines a need for immediate interim action, e.g. removal, reassignment, administrative leave, or suspension, they shall consult with the DO and any other appropriate university officials. The DO may administer such interim action at any point in this process pending final outcome.

Informal and Alternative Resolutions

Informal Action:

In appropriate cases, the university may pursue informal actions in connection with reported discrimination or harassment, including when the individual who may have experienced the conduct does not wish to pursue a formal complaint, and/or when there is not enough information to proceed with a formal complaint resolution process against a known Respondent. Informal actions will not result in findings related to responsibility or in sanctions, nor will an informal action preclude further steps, including formal resolution, if a complaint is later made or additional information is received by the university. Informal actions can include, but are not limited to, educational meetings, additional training, and/or continued monitoring.

Alternative Resolution Options:

In appropriate cases, the university may pursue alternative resolution with the consent of all parties at any point in the complaint resolution process. These resolution options may include, but are not limited to facilitated mediation, development of an action plan, and other voluntary steps to resolve the matter. Under alternative resolution, the Complainant will not be required to resolve the problem directly with the Respondent, unless desired by the Complainant. All parties must be notified of the right to end the alternative resolution process at any time and to begin the formal process. Face-to-face mediation may not be required in cases involving any violence or where the complaint is made against an employee with a position of authority over the Complainant. The Investigator shall document the outcome of any alternative resolution and share with the Equity Official and the DO.

Acceptance of Responsibility:

In cases where the Respondent expresses a willingness to accept responsibility for any or all allegations, the Respondent may be offered the opportunity to bypass the remainder of the investigatory stage of the complaint resolution process and agree to receive a sanction from the DO. In such situations, the parties will each be provided the opportunity to submit a written statement to the DO for consideration in determining appropriate sanctions. In determining sanctions in such cases, the DO shall consider only the allegations and parties’ written statements, the relevant facts gathered from the investigation, and past conduct history of the Respondent (if applicable). The right to appeal will be limited to an appeal on the grounds that the sanction is disproportionate to the violation(s) committed, in light of all relevant aggravating and mitigating factors, and in consideration of applicable university guidelines.

Investigation

Following the initial assessment, if a formal investigation is initiated, the Investigator(s) will notify the Complainant and the Respondent. The Respondent will be informed of the allegations made against them and shall be provided the opportunity to respond. The Respondent will be provided a date by which an appointment must be made to discuss the matter.

The Investigator will conduct fact-finding as to the allegations made against the Respondent and preserve all evidence collected.

The investigation may include, but is not limited to, interviews with the Complainant, the Respondent, and other witnesses identified as having information relevant to the allegations made, as well as the examination of written statements by the parties, relevant documents, and other relevant information. Information for the investigation may be provided by Complainant, Respondent, witnesses identified by any party, or the university. The Investigator shall ensure that the Respondent has been informed of all allegations raised and the name of the Complainant(s), and is provided the opportunity to respond.

Prior or subsequent conduct of the Respondent may be included in the investigation and considered in determining pattern, knowledge, intent, or motive. The determination of the relevance of pattern evidence will be based on an assessment of whether the previous or subsequent conduct was substantially similar to the conduct under investigation or indicates a pattern of similar prohibited conduct.

All members of the university are expected to cooperate fully with the investigative process. Interference with the investigation may result in disciplinary measures pursuant to applicable university policy and procedure. Any individual believed to have information relevant to an investigation may be contacted and requested to make an appointment to discuss the matter.

Report of Investigation

Following the investigation, the Investigator will provide an Investigation Report to the parties. The parties will be provided 10 calendar days to review the Investigation Report and any attachments. Parties may provide any additional and/or clarifying information to the Investigator and request access to the Investigation File. This period of 10 days will be the final opportunity for parties to submit any additional information to the Investigator.

The Investigation Report will include:

The specific allegation(s);

The Respondent’s response to the allegation(s);

A summary of the relevant information gathered from the parties, witnesses and other sources; as well as explanation for any information submitted or received that was determined not relevant for inclusion; any relevant attachments submitted by parties and used in analysis; and

An analysis of the information and a recommendation as to whether the Respondent is responsible or not responsible for the alleged violation(s) of this policy, using a preponderance of the evidence standard (more likely than not), and a recommendation as to appropiate sanctions, if any, as set forth below.

At the conclusion of the 10-day period, the Investigator will review the information submitted by any party and determine whether and to what extent to incorporate such information into the Investigation Report.

The Investigator will then provide the Investigation Report to the DO, as well as to each party.

Finding and Decision

Upon receiving the Final Investigation Report, the DO shall issue a finding. The DO may consult with the Investigator concerning the investigation and recommendations. The DO will provide each party the opportunity to meet and provide comment and make a statement. If the DO wishes further consultation with the parties, the Investigator will facilitate consultations to ensure equal opportunities are provided for the parties.

The DO will issue one of the following findings, using a preponderance of the evidence standard:

Finding of “No Violation”:

If there is a determination that the behavior alleged and investigated did not violate the discrimination and harassment policy, the DO shall provide the parties written notice of the finding. In the event the investigation reveals that the employee may have violated a different universitypolicy, the DO may address any such potential violation through other applicable university policies. Documentation regarding a finding of “No Violation” shall be maintained with the campus Equity Official’s office, and not in the employee’s personnel file.

Finding of a “Violation”

If there is a determination that the behavior alleged and investigated was in violation of the discrimination and harassment policy, the DO shall issue the finding and sanction(s) based on the level of sanctions set forth below.

The DO shall provide the parties written notice of the finding and any sanctions, if applicable.

Sanctions

Sanctions for a violation of the university’s discrimination and harassment policy include the following:

Level One Sanctions include sanctions that do not directly modify job duties or actual salary, such as informal discussions, additional training, periodic review, letter to personnel file or other similar corrective action (other than to promotion and tenure dossier, which is included in Level Two Sanctions below). Level One sanctions are not appropriate if Respondent is found responsible for a physical act of violence.

Level Two Sanctions include sanctions that directly modify job duties, salary or job status, including affecting compensation, consideration in tenure or promotion decisions, suspension, and termination.

When determining the appropriate sanctions, consideration shall be given to the nature and severity of the behavior and the existence of any prior incidents or violations.

Appeals

Following the decision, either party may appeal to the Appellate Officer (AO) on the basis of:

Significant procedural error that reasonably would have affected the outcome.

Newly discovered evidence that reasonably would have affected the outcome.

Significant bias in the process.

The finding of responsibility is not supported by the evidence in the Investigation Report.

The appropriateness of the sanctions.

A request for appeal must be submitted in writing to the AO within 10 calendar days of receiving the DO’s decision. The request must set forth the basis(es) for seeking an appeal and must include information to support such basis(es). If an appeal is submitted, all parties will be notified.

Upon receipt of appeal, the AO shall notify the other party in writing that an appeal has been filed and the basis(es) of the appeal, and shall allow the opportunity for other party to submit written statement in support or challenging the outcome to the AO within 5 calendar days.

The AO shall first determine whether the basis of appeal has been met, and if so, shall review the findings and any applicable sanctions, in making a determination.

The AO shall make a final determination within 15 calendar days of the receipt of any appeal, indicating one of the following:

Affirming the DO’s original finding(s).

Setting aside the DO’s original finding(s) and imposing a new finding and/or sanctions.

Setting aside the DO’s original finding(s) and ordering a new investigation (this option will generally be reserved for cases where significant procedural error has been identified to have affected the outcome).

To the extent possible, the parties will be notified simultaneously in writing of the final determination following an appeal.

Request for Faculty Board of Review

In cases involving a faculty member as a party, a faculty member sanctioned under this policy may submit a request for review by the Faculty Board of Review (FBR) following the determination of the AO. The request for review should be made according to the specific campus FBR policy, and campus FBR procedures will apply except as modified by the provisions below.

The basis(es) for appeal are the same as those for appeal to the AO. The request for a FBR must set forth the basis(es) for seeking review and must be submitted in writing within 15 calendar days of receiving the AO’s determination. For good cause shown, and bearing in mind the need for timely resolution, the time frames set forth within these procedures may be extended. If a request for a FBR is submitted, the FBR shall notify the other party(ies), as well as the DO and the AO.

The FBR will only receive the Final Investigation Report; the written findings of the DO, along with comments submitted to the DO by any party named in the report; the written findings of the AO; and any sanctions. The FBR may not conduct new fact-finding. The FBR may seek training and additional information from the University Director of Institutional Equity.

Throughout the FBR process, hearing members and participants shall ensure that the privacy of the matter and the parties is upheld. If a hearing is held, it shall be closed to the public to protect the privacy of all parties. In addition to faculty members serving on the FBR hearing panel, others present during a hearing may include the party requesting review and that individual's advisor, the other party(ies) named in the report and their advisor(s), the DO, the University Director of Institutional Equity, the Equity Official, and other university officials necessary to the proceedings. No witnesses will be allowed in the FBR. The faculty grievant, the Complainant, and one designated university official have the right to present a statement to the FBR in writing or orally, either personally or through an advisor. If any participant elects to make a statement, the FBR may pose questions related to their statement, but the other participants may not.

The FBR must be concluded promptly, and generally within 60 days of the request, absent special circumstances. After review, the FBR may recommend one of the following to the AO:

Affirm the AO’s determination.

Recommend an alternative finding and/or sanction.

Recommend that the determination be set aside and a new investigation be conducted. (This option will generally be reserved for cases where significant procedural error has been identified and determined to have affected the outcome).

To the extent possible, the parties will be notified simultaneously in writing of the FBR’s recommendation to the AO.

Upon receipt of the FBR’s recommendation, along with any materials considered by the FBR, the AO will make a final determination within 10 calendar days, indicating one of the following:

Affirming the prior determination on appeal.

Setting aside the prior determination on appeal and imposing a new finding and/or sanctions.

Setting aside the prior determination on appeal and ordering a new investigation (this option will generally be reserved for cases where significant procedural error has been identified to have affected the outcome).

If the FBR recommends that the AO’s prior determination be modified, but the AO affirms the prior determination, the final determination shall be made by the President. To the extent possible, the parties will be notified simultaneously in writing of the President’s final determination. This concludes the appeal process.

Expectations for a Respectful Process

Every individual involved in a proceeding under this policy is entitled to be treated with respect. All parties and their advisors are required to follow the rules and procedures put in place to ensure a fair and respectful process. No one may intentionally harass or intimidate any party or witness, and university officials are authorized to halt such behavior. /p>
V. OVERARCHING PROCEDURES FOR RESPONDING TO REPORTS OF SEXUAL MISCONDUCT

Covered Behaviors
Covered sexual misconduct behaviors include sexual harassment, sexual assault, sexual exploitation, domestic violence, dating violence, and stalking. Some covered behaviors will have different definitions depending on whether the complaint is proceeding under Title IX or University Complaint Resolution Procedures.

Complaint

When the campus Deputy Sexual Misconduct and Title IX Coordinator (“Coordinator”) receives a report alleging that a student or employee has engaged in sexual misconduct, and a Complainant can be identified, the Coordinator (or designee) will reach out to the Complainant and offer supportive measures and information about campus complaint procedures.

The Coordinator will determine if the Complainant would like to submit a formal written complaint. If the Complainant does not wish to submit a formal written complaint, the Coordinator will assess this as a request for no university action (seea href="iu-asfsr-2023-final-oct2.html#_idTextAnchor022">Requests for No-University Action) and, if necessary and appropriate, may choose to be the named Complainant. If the neither the Complainant nor the Coordinator chooses to submit a formal written complaint, the allegations must not be heard under Title IX Complaint Resolution Procedures, but may be reviewed under other university procedures.

If a formal written complaint has been submitted and signed by Complainant, the Coordinator will determine if the complaint meets the following criteria to proceed with the Title IX Complaint Resolution Procedures:

At the time the formal written complaint is submitted and signed, the Complainant is a current IU student, employee, or is currently attempting to participate in an IU program or activity;

The behavior alleged occurred as part of an IU program or activity; and

The behavior alleged occurred against a individual in the United States.

If these criteria are not met either initially or as determined later in the process, or if the Complainant withdraws their complaint, the complaint must be dismissed under the Title IX Complaint Resolution Procedures; however, the allegations may be assessed under the University Complaint Resolution Procedures or other procedures.

Based on the allegations in the formal written complaint, the initial inquiry, and meeting with the Complainant, the Coordinator will also determine if the allegations fall into at least one of the following categories:

The allegations include sexual assault, and/or dating violence, and/or domestic violence, and/or stalking;

The allegations include quid pro quo sexual harassment;

The allegations include sexual harassment that, if true, would be pervasive and severe and objectively offensive.

If the allegations do not fall into any of the above categories, the complaint will be dismissed under the Title IX Complaint Resolution Procedures. In that event, the complaint may be investigated under University Complaint Resolution Procedures or other procedures if applicable. If the allegations include behavior in one or more of the above categories, or if the Coordinator needs more information to make this determination, then the complaint may proceed to the investigation stage under Title IX Complaint Resolution Procedures.

In the event the complaint is dismissed under Title IX Complaint Resolution Procedures at any point, once notice of Title IX dismissal is given to the parties, either party may appeal that decision to the designated official. If the Coordinator chooses not to proceed with the complaint under any university procedures, once notice is given to the parties, either party may appeal that decision to the designated official on the following bases:

Procedural irregularity that affected the outcome;

New evidence that was not reasonably available at time determination of dismissal was made, that reasonably could have affected the determination; and/or

The Title IX Coordinator(s), Investigator, or other official designated to make the determination of dismissal, had a conflict of interest or bias for or against the party(ies) that affected their determination.

When allegations implicate both University and Title IX Complaint Resolution Procedures, as well as other policies and procedures, the investigation may proceed under the Title IX Complaint Resolution Procedures and include charges under other processes within this policy or other university procedures.

VI. STUDENT SEXUAL MISCONDUCT – TITLE IX COMPLAINT RESOLUTION PROCEDURES

Covered Behaviors
The following behaviors, as defined below, are covered under these procedures:

Sexual Harassment

Sexual Assault

Dating Violence

Domestic Violence

Stalking

Officials
For the purpose of these procedures, relevant officials with key responsibilities are:

Investigator – An Investigator for the campus Student Life office, or an appropriate designee, will conduct fact-finding as the Investigator and will issue the Preliminary and Final Investigation Report.

Hearing Panel – The hearing panel will review the case at the hearing and make a decision regarding whether or not the Respondent is found responsible and propose sanctions, if applicable. The Hearing Panel Chair will coordinate the process and make any determinations of relevance regarding questions asked by advisors.

Sanctioning Official – Upon a finding of responsibility by the Hearing Panel, the Sanctioning Official will review the proposed sanctions and make the final determination of the sanctions to be applied to the Respondent.

Student Life Official – The Student Life Official, which may be the campus dean of students, or an appropriate designee, may review the decision and sanction following an appeal by either party, and make a subsequent determination.

Investigation

Upon receipt of a formal complaint of an allegation of Title IX sexual misconduct, the Investigator(s) will notify the Complainant and the Respondent. The Respondent will be provided a date by which an appointment must be made to discuss the matter. The Respondent shall be informed of the allegations made against them and shall be provided the opportunity to respond.

The investigation may include, but is not limited to interviews with the Complainant, the Respondent, and other witnesses identified as having information relevant to the allegations made, as well as the examination of written statements by the parties, relevant documents, and other relevant information. Information for the investigation may be provided by Complainants, Respondents, witnesses identified by any party, or the university. Any individual believed to have information relevant to an investigation may be contacted and requested to make an appointment to discuss the matter. The university shall determine what information and evidence will be included in the Investigation Report, and all information submitted will be included in the Investigation File.

Prior or subsequent conduct of the Respondent may be included in the investigation and considered in determining pattern, knowledge, intent, or motive. The determination of the relevance of pattern evidence will be based on an assessment of whether the previous or subsequent conduct was substantially similar to the conduct under investigation or indicated a pattern of similar prohibited conduct.

Information related to prior sexual history of the parties will be prohibited except in very limited circumstances regarding prior sexual history between the parties where such information may be relevant to the issue of consent. However, consent will not be assumed based solely on evidence of any prior sexual history.

All members of the university community, including the parties and witnesses, are expected to cooperate with the investigative and hearing process. Failure to comply with a request to make and/or keep an appointment related to an investigation may result in a disciplinary hold being placed on a student’s account and/or the initiation of student conduct charges for failure to comply.

Following the investigation, the Investigator will provide a Preliminary Investigation Report and Investigation File to each party and their advisor. The parties will be provided 10 calendar days to review the Preliminary Investigation Report and the Investigation File and provide any additional and/or clarifying information to the Investigator. This period of 10 days will be the final opportunity for parties to submit any additional information to the Investigator.

At the conclusion of the 10-day period, the Investigator will review the information submitted by either party and determine whether and to what extent to incorporate such information into a Final Investigation Report. The Investigator will provide the Final Investigation Report and Investigation File to each party and their advisor at least 10 days prior to the scheduled hearing.

When preparing the Final Investigation Report, the Investigator will determine the appropriate charge(s), if any, under this policy, to be placed on Respondent, and include the charge(s) in the Final Investigation Report. If the Investigator places a charge(s), the Final Investigation Report will be submitted to a hearing panel for the determination of responsibility, and the parties will be provided the Final Investigation Report and notified of next steps. If the Investigator determines that there is insufficient evidence to support placing a charge under the Title IX Complaint Resolution Procedures, the parties will be provided the Final Investigation Report and notified that no charges will be placed under Title IX sexual misconduct. If there are remaining charges under this policy or the Student Code, those may proceed according to the applicable procedures.

If it is determined at any time during this process that the allegations do not fit within Title IX sexual misconduct, the complaint will be dismissed under these procedures. The complaint may then be referred to other procedures within this policy or Student Code, if appropriate. The Complainant and Respondent will be notified of this dismissal and referral to other procedures (if applicable) in writing. The Complainant and Respondent will have the opportunity to appeal the dismissal to the designated Student Life official.

The Complainant may request to withdraw the complaint prior to the conclusion of the investigation by contacting the Investigator or appropriate Deputy Title IX Coordinator in writing. The Investigator or Deputy Title IX Coordinator will then determine whether to close the case or refer the complaint to other procedures within this policy or Student Code.

The investigation and determination of responsibility will be conducted in a reasonable time frame given the circumstances of the specific case.

Selection of Advisors

The Complainant and Respondent must have a Hearing Advisor that will be present during the hearing to conduct questioning of other parties. If the party does not identify in advance an advisor for this purpose, one will be appointed by the university. The university-provided Hearing Advisor is selected by the university and will not necessarily be an attorney, even if the other party is represented by an attorney. The Hearing Advisor may not participate or speak for the parties except during the questioning of other parties and witnesses. The Hearing Advisor is permitted to review the Investigation File.

The Complainant and Respondent may have another advisor throughout the complaint resolution process that may accompany them during proceedings. The non-hearing advisor is not permitted to conduct any questioning at the hearing. Any advisor(s) engaged that is external to the university is at the expense of that party.

Alternative Resolution Options

In appropriate cases, including cases where the Respondent expresses a willingness to accept responsibility for any or all charges, the university may pursue alternative resolution with the consent of all parties at any point in the complaint resolution process. Alternative resolution options may include, but are not limited to, acceptance of responsibility (see below), mediation, development of action plans, voluntary resolutions, appropriate sanctions, and/or appropriate remedies.

Under any alternative resolution, the Complainant will not be required to resolve the problem directly with the Respondent, unless desired by the Complainant. All parties must be notified of the right to end the alternative resolution process at any time and to begin or resume the complaint resolution process. Face- to-face mediation may not be used in cases involving physical or sexual violence. The Investigator shall document the outcome of any alternative resolution and share with the parties.

In cases where the Respondent expresses a willingness to accept responsibility for any or all charges in a case, the Respondent may be offered the opportunity to waive the right to a formal hearing as to the specific charge(s) and all related procedural guarantees, and agree to receive a sanction from the designated Student Life officer. In such situations, the parties will each be provided the opportunity to submit a written statement to the conduct officer for consideration in determining appropriate sanctions. The conduct officer shall consider only the parties’ written statements regarding sanctions, the relevant facts from the investigation, and past conduct history of the Respondent (if applicable). In such cases, the right to appeal will be limited to an appeal on the grounds that the sanction is disproportionate to the violation(s) committed, in light of all relevant aggravating and mitigating factors, and in consideration of applicable university guidelines.

Sexual Misconduct Hearing

A three-person hearing panel will be assembled to make a determination of Respondent’s responsibility as to the specific charge(s) set forth in the Final Investigation Report.

Hearing panel members will be drawn from the pool of faculty, staff, graduate students, and/or hearing officers retained by the university for purposes of adjudicating these hearings. At a minimum, at least one panel member shall be a Student Life administrator.

Upon review of the Final Investigation Report, all witnesses deemed relevant to the specific allegations will be called to the hearing.

The hearing is closed except for the parties, their advisor(s), the hearing panelists and other university officials necessary to facilitate the proceedings.

The hearing will take place in-person or will be conducted remotely via secure university software. Complainant and Respondent are expected to be available in-person or via video and audio for the duration of the hearing. Witnesses are expected be available in-person or via video and audio for the portion of the hearing relevant to their statement.

The Chair of the hearing panel shall review the charge(s) placed against the Respondent and the specific facts alleged.

Both the Complainant and the Respondent will have Institutional Equity to provide a statement to the hearing panel.

No one other than the hearing panel members and the each party’s Hearing Advisor may pose questions during the hearing. The Complainant and Respondent may not directly question each other, but may provide questions to their Hearing Advisor to be asked of the other party on their behalf. The Chair, in consultation with hearing panelists and appropriate university officials, will determine if questions are relevant to the case.

The sexual misconduct hearing is recorded. Deliberations by the panel, following the hearing, are not recorded.

If Complainant or Respondent does not appear at the hearing, their Hearing Advisor may still ask any relevant questions of other party(ies) and witness(es) on their behalf.

Decision and Sanctions

At the conclusion of a hearing, the panel shall deliberate without the parties present to determine responsibility for the specific charge(s) based on the evidence.

If, after deliberations, the hearing panel determines that the information contained in the Final Investigative Report and gathered during the hearing does not support by a preponderance of the evidence (more likely than not) that the Respondent is responsible for a violation of this policy and the Student Code, the hearing panel will notify both the Respondent and the Complainant by means of a written notice. The Complainant and/or Respondent may request an appeal (see below).

If, after deliberations, the hearing panel determines that the information contained in the Final Investigative Report and gathered during the hearing does support by a preponderance of the evidence (more likely than not) that the Respondent is responsible for a violation of this policy and the Student Code, the hearing panel will propose sanctions. The proposed sanctions will be reviewed by the Sanctioning Official (or designee) to ensure that the sanctions are proportional to the severity of the violation and consistent with university standards. In the event of a conflict between the hearing panel and the Sanctioning Official, the Sanctioning Official will make the final decision regarding appropriate sanctions. The hearing panel will then notify the parties of the decision and sanctions by means of a written notice. The Respondent and/or the Complainant may request an appeal (see below).

Possible sanctions for cases in which a student is found in violation of this policy and the Student Code for acts of sexual misconduct include, but are not limited to formal warnings, behavioral assessment and/or counseling, required educational training, disciplinary probation, suspension, and/or permanent expulsion.

Appeal

The Respondent or the Complainant may appeal the decision of the Title IX hearing panel to the campus Student Life official (or designee). To initiate an appeal, a party must send written notice of appeal to the designated official. The written notice must include the basis(es) for seeking the appeal and include information to support such basis(es) (see below).

Timing:

The notice of appeal must be filed no later than ten calendar days after the date the written decision sent. If an appeal is submitted by a party, all parties will be notified and given the opportunity to submit a written statement, and the underlying decision and any corresponding sanction will be held in abeyance until final notice of the appeal outcome. During this time, supportive measures in place will remain in effect (e.g., no contact order). If no written request for an appeal is received by the university within the time specified, the decision of the hearing panel and any sanction(s) imposed will be final and in effect.

Basis(es) for Appeal:

The designated Student Life official will have the sole discretion in determining whether the basis for appeal has been met and whether the appeal can move forward. An appeal must be based on one or more of the following criteria:

Procedural irregularity that affected the outcome;

New evidence that was not reasonably available at time determination or dismissal made, that reasonably could have affected the outcome;

The Title IX Coordinator(s), Investigator(s), or hearing panelists had a conflict of interest or bias for or against the party(ies) that affected the outcome; and/or

The sanction imposed is disproportionate to the violation(s) committed, in light of all relevant aggravating and mitigating factors, and in consideration of applicable university guidelines.

Determination and Sanction

If the basis for appeal has been met, the designated Student Life official will review the written appeal and the pertinent part of the sexual misconduct hearing panel record only. The designated Student Life official will not consider new evidence or information that is not a part of that record, unless the appeal is submitted on the basis of newly available information. The designated Student Life official must render a determination within 15 calendar days of receipt of the appeal and may take any of the following actions:

Affirm the original decision regarding responsibility.

Affirm the original decision concerning the disciplinary sanction(s) to be imposed.

Set aside the original decision regarding responsibility and impose a new decision.

Set aside the original decision regarding responsibility and order that a new sexual misconduct hearing be held before a new hearing panel.

Set aside the original decision concerning the disciplinary sanction(s) to be imposed and impose a different sanction or set of sanctions.

The designated Student Life official will notify the Respondent and the Complainant, in writing, of the determination and will initiate the necessary procedures to effectuate the determination.

The determination of the designated Student Life official is final and there will be no further appeals.

Notice
The Complainant and the Respondent will be provided written notice of the outcome of the sexual misconduct hearing, the appeals process, and the appeal determination, if applicable. Written notice will be provided electronically through Indiana University email accounts.

Requests for Accommodations and Special Circumstances

Just as students with disabilities may be eligible for accommodations in their classes, accommodations may be available for these procedures as well. Students with disabilities requesting accommodations and services under these procedures will need to present a current accommodation verification letter from the campus disability services office before accommodations can be considered and provided.

In appropriate circumstances, the university may utilize language translation services to assist in the investigation and/or hearing proceedings.

Expectations for a Respectful Process
Every individual involved in a proceeding under this policy is entitled to be treated with respect. All parties and their advisors are required to follow the rules and procedures put in place to ensure a fair and respectful process. No one may intentionally harass or intimidate any party or witness, and university officials are authorized to halt such behavior.

VII. ACADEMIC APPOINTEE AND STAFF SEXUAL MISCONDUCT – TITLE IX COMPLAINT RESOLUTION PROCEDURES

Covered Behaviors
The following behaviors, as defined below, are covered under these procedures:

Sexual Harassment

Sexual Assault

Dating Violence

Domestic Violence

Stalking

Officials
For the purpose of these procedures, relevant officials with key responsibilities are:

Investigatorspan class="P1">– The Deputy Coordinator(s) for the respective campus, or an appropriate designee, will conduct fact-finding as the Investigator and may coordinate with other offices such as human resources, academic affairs, and Student Life.

Hearing Officialspan class="P1">- A hearing official will be responsible for assisting the DO during the hearing process including reviewing the Investigation File, assisting with determinations of relevancy during questioning, and coordinating a fair and respectful hearing.

Decisional Official (DO) – The DO will be present at the sexual misconduct hearing and, following the hearing, will issue the decision determining responsibility and assign appropriate sanctions, if applicable. The DO will be as follows, or an appropriate designee:

For complaints against staff employees, including temporary (hourly), the DO will be the university employee relations director.

For complaints against academic appointees, the DO will be the campus Vice Provost/Vice Chancellor for Academic Affairs.

For complaints against a Dean, a Vice Provost, or a Vice Chancellor, the DO will be the campus Provost/ Chancellor.

For complaints against a University Vice President, a Provost, a Chancellor, or equivalent, the DO will be the President.

For complaints against the President, the DO will be the Board of Trustees.

Appellate Official (AO) – The AO may review the decision of the DO, following appeal by either party, and make a subsequent determination. The AO will be as follows, or an appropriate designee:

For an appeal in a complaint against staff employees, including temporary (hourly), the Vice President of Human Resources.

For an appeal in a complaint against academic appointees, the campus Provost/Chancellor.

For an appeal in a complaint against a Dean, a Vice Provost, or a Vice Chancellor, the President.

For an appeal in a complaint against a Vice President, a Provost, a Chancellor, or equivalent, the Board of Trustees.

Faculty Board of Review (FBR) –In faculty cases, following the determination of the AO, the faculty member may request a review by the campus FBR, which may review and issue a recommendation to the AO.

Interim Action
If, upon the receipt of a complaint, the Coordinator or Deputy Coordinator determines a need for immediate interim action, e.g. removal, reassignment, administrative leave, or suspension, they shall consult with DO and any other appropriate university officials. The DO may administer such interim action at any point in this process pending final outcome.

Informal and Alternative Resolutions

Informal Action:

In appropriate cases, the university may pursue informal actions in connection with reported sexual misconduct, including when the individual who may have experienced the conduct does not wish to pursue a formal complaint, and/or when there is not enough information to proceed with a formal complaint resolution process against a known Respondent. Informal actions will not result in findings related to responsibility or in sanctions, nor will an informal action preclude further steps, including formal resolution, if a complaint is later made or additional information is received by the university. Informal actions can include, but are not limited to, educational meetings, additional training, and/or continued monitoring.

Alternative Resolution Options:

In appropriate cases, the university may pursue alternative resolution with the consent of all parties at any point in the complaint resolution process. These resolution options may include, but are not limited to facilitated mediation, development of an action plan, and other voluntary steps to resolve the matter. Under alternative resolution, the Complainant will not be required to resolve the problem directly with the Respondent, unless desired by the Complainant. All parties must be notified of the right to end the alternative resolution process at any time and to begin the formal process. Face-to-face mediation may not be required in cases involving any physical or sexual violence or where the complaint is made against an employee with a position of authority over the Complainant. The Investigator shall document the outcome of any alternative resolution and share with the Coordinator and the DO.

Acceptance of Responsibility:

In cases where the Respondent expresses a willingness to accept responsibility for any or all allegations in a case, the Respondent may be offered the opportunity to bypass the remainder of the investigatory stage of the complaint resolution process and agree to receive a sanction from the DO. In such situations, the parties will each be provided the opportunity to submit a written statement to the DO for consideration in determining appropriate sanctions. In determining sanctions in such cases, the DO shall consider only the allegations and parties’ written statements, the relevant facts gathered from the investigation, and past conduct history of the Respondent (if applicable). The right to appeal will be limited to an appeal on the grounds that the sanction is disproportionate to the violation(s) committed, in light of all relevant aggravating and mitigating factors, and in consideration of applicable university guidelines.

Investigation

Upon receipt of a signed formal complaint of sexual misconduct that falls within the scope of this policy, the university will take immediate and appropriate steps to investigate the allegations.

The Investigator(s) will notify the Complainant and the Respondent.

The Respondent shall be informed of the allegations made against them and shall be provided the opportunity to respond. The Respondent will be provided a date by which an appointment must be made to discuss the matter.

The Investigator will conduct fact-finding as to the allegations made against the Respondent and will preserve all evidence collected.

The investigation may include, but is not limited to, interviews with the Complainant, the Respondent, and other witnesses identified as having information relevant to the allegations made, as well as the examination of written statements by the parties, relevant documents, and other relevant information. Information for the investigation may be provided by Complainant, Respondent, witnesses identified by any party, or the university. The Investigator shall ensure that the Respondent has been informed of all allegations raised and the name of the Complainant(s), and is provided the opportunity to respond.

Prior or subsequent conduct of the Respondent may be included in the investigation and considered in determining pattern, knowledge, intent, or motive. The determination of the relevance of pattern evidence will be based on an assessment of whether the previous or subsequent conduct was substantially similar to the conduct under investigation or indicates a pattern of similar prohibited conduct.

Information related to prior sexual history of the parties will be prohibited except in very limited circumstances regarding prior sexual history between the parties where such information may be relevant to the issue of consent. However, consent will not be assumed based solely on evidence of any prior sexual history.

All members of the university are expected to cooperate fully with the investigative process. Interference with the investigation may result in disciplinary measures pursuant to applicable university policy and procedure. Any individual believed to have information relevant to an investigation may be contacted and requested to make an appointment to discuss the matter.

Report of Investigation

Following the investigation, the Investigator will provide an Investigation Report to the parties. The parties will be provided 10 calendar days to review the Investigation Report and any attachments. Parties may provide any additional and/or clarifying information to the Investigator and request access to the Investigation File. This period of 10 days will be the final opportunity for parties to submit any additional information to the Investigator.

The Investigation Report will include:

the specific allegation(s);

the Respondent’s response to the allegation(s);

a summary of the relevant information gathered from the parties, witnesses and other sources; as well as explanation for any additional and/or clarifying information submitted or received that was determined not relevant for inclusion; any relevant attachments submitted by parties and used in analysis; and

an analysis of the information.

At the conclusion of the 10-day period, the Investigator will review any additional information submitted that is directly related and make it available to all parties. The Investigator may incorporate such information into the Investigation Report.

The Investigation Report will be submitted to the DO, and the parties will be provided the Investigation Report and notified of next steps in regard to the hearing.

The investigation will be conducted in a reasonable time frame given the circumstances of the specific case.

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Selection of Advisors
At any point in the investigation, but prior to the hearing, the Complainant and Respondent may select an advisor of their choice, and at their expense, to advise them throughout the sexual misconduct process. If a party does not have an advisor for the hearing, the university will provide one for them. The university-provided Hearing Advisor is selected by the university and will not necessarily be an attorney, even if the other party is represented by an attorney. The Hearing Advisor will have the opportunity to review all evidence collected in the investigation.

Hearing

The complaint resolution process will include a live hearing. The hearing will be closed except for the parties, their advisors, the DO and Hearing Official, and other university officials necessary to facilitate the proceedings. Witnesses will be expected to be available in-person or via video and audio for the portion of the hearing relevant to their statement. The hearing will be recorded. Deliberations following the hearing are not recorded.

At the request of either party, the hearing may occur with the parties located in separate locations using technology for those involved to see and hear each other.

Complainants and Respondents are not permitted to personally conduct questioning. Each party’s Hearing Advisor may ask the other party and any witnesses all relevant questions, including those challenging credibility. Questions must be verbal, direct, and in real time. The Hearing Official and the DO will make determinations as to the relevance of questions and may exclude a question as not relevant.

Finding and Decision

At the conclusion of a hearing, the DO, in consultation with the Hearing Official, shall deliberate without the parties present to determine responsibility for the specific allegations based on the evidence.

If, after deliberations, the DO determines that the information contained in the Final Investigative Report and gathered during the hearing, does not support by a preponderance of the evidence (more likely than not) that the Respondent is responsible for a violation of university policies, the DO will notify both the Respondent and the Complainant by means of a written notice. The Complainant and/or Respondent may request an appeal (see below).

If, after deliberations, the DO determines that the information contained in the Final Investigative Report and gathered during the hearing, does support by a preponderance of the evidence (more likely than not) that the Respondent is responsible for a violation of university policies, the DO will make the final determination regarding appropriate sanctions. The DO will then notify the parties of the determination and sanctions by means of a written notice. The Respondent and/ or the Complainant may request an appeal (see below).

The DO will issue one of the following findings, using a preponderance of the evidence standard:

Finding of “No Violation” of the university’s policies:

If there is a determination that the behavior alleged and investigated did not violate the university’s policies, the DO shall provide the parties written notice of the finding. Documentation regarding a finding of “No Violation” shall be maintained with the Deputy Title IX Coordinator’s office, and not in the employee’s personnel file.

Finding of a “Violation” of the university’s policies:

If there is a determination that the behavior alleged and investigated was in violation of the university’s policies, the DO shall issue the finding and sanction(s) based on the level of sanctions set forth below.

The DO shall provide the parties written notice of the finding and any sanctions, if applicable.

Sanctions

Sanctions for violations of this policy include the following:

Level One Sanctions include sanctions that do not directly modify job duties or actual salary, such as informal discussions, additional training, periodic review, letter to personnel file (other than to promotion and tenure dossier which is included in Level Two Sanctions below). Level One Sanctions shall not be appropriate in the event the Respondent was found responsible for sexual assault or other sexual violence.

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Level Two Sanctions include sanctions that directly modify job duties, salary or job status, including affecting compensation, consideration in tenure or promotion decisions, suspension, and termination.

When determining the appropriate sanctions, consideration shall be given to the nature and severity of the behavior and the existence of any prior incidents or violations.

Appeals

Following the decision, either party may request an appeal to the Appellate Officer (AO) on the basis of:

Procedural irregularity that affected the outcome;

New evidence that was not reasonably available at the time the determination was made and that reasonably could have affected the outcome;

The Title IX Coordinator(s), Investigator(s), DO or hearing official had a conflict of interest or bias for or against the party(ies) that affected the outcome; and/or

The sanction imposed is disproportionate to the violation(s) committed, in light of all relevant aggravating and mitigating factors, and in consideration of applicable university guidelines.

A request for appeal must be submitted in writing to the AO within 10 calendar days of receiving the DO’s decision. The request must set forth the basis(es) for seeking an appeal and must include information to support such basis(es). If an appeal is requested, all parties will be notified and provided an opportunity to submit a written statement.

The AO shall first determine whether the basis of appeal has been met, and if so, shall review the findings and any applicable sanctions, in making a decision.

The AO shall make a final determination within 15 calendar days of the receipt of any appeal, indicating one of the following:

Affirming the DO’s original finding(s).

Setting aside the DO’s original finding(s) and imposing a new finding and/or sanctions.

Setting aside the DO’s original finding(s) and ordering a new investigation (this option will generally be reserved for cases where significant procedural error has been identified to have affected the outcome).

To the extent possible, the parties will be notified simultaneously in writing of the final decision following an appeal.

Request for Faculty Board of Review following the AO’s Determination

In cases involving a faculty member as a party, a faculty member sanctioned under this policy may submit a request for review by the Faculty Board of Review (FBR) following the determination of the AO. The request for review should be made according to the specific campus FBR policy, and campus FBR procedures will apply except as modified by the provisions below.

The basis(es) for appeal are the same as those for appeal to the AO. The request for a FBR must set forth the basis(es) for seeking review and be submitted in writing within 15 calendar days of receiving the AO’s determination. For good cause shown, and bearing in mind the need for timely resolution, the time frames set forth within these procedures may be extended. If a request for a FBR is submitted, the FBR shall notify the other party(ies), as well as the DO and the AO.

The FBR will only receive the Final Investigation Report; the Investigation File; the written findings of the DO, along with comments submitted to the DO by any party named in the report; the written findings of the AO; and any sanctions. The FBR may not conduct new fact-finding. The FBR may seek training and additional information from the University Coordinator.

Throughout the FBR process, hearing members and participants shall ensure that the privacy of the matter and the parties is upheld. If a hearing is held, it shall be closed to the public to protect the privacy of all parties. In addition to faculty members serving on the FBR hearing panel, others present during a hearing may include the party requesting review and that individual's advisor, the other party(ies) named in the report and their advisor(s), the DO, the University Coordinator, Deputy Coordinator, and other university officials necessary to the proceedings. No witnesses will be allowed in the FBR. The grievant, the Complainant, and one designated university official have the right to present a statement to the FBR in writing or orally, either personally or through an advisor. If any participant elects to make a statement, the FBR may pose questions related to their statement, but the other participants may not.

The FBR must be concluded promptly, and generally within 60 days of the request, absent special circumstances. After review, the FBR may recommend one of the following to the AO:

Affirm the AO’s determination.

Recommend an alternative finding and/or sanction.

Recommend that the determination be set aside and a new investigation be conducted. (This option will generally be reserved for cases where significant procedural error has been identified and determined to have affected the outcome).

To the extent possible, the parties will be notified simultaneously in writing of the FBR’s recommendation to the AO.

Upon receipt of the FBR’s recommendation, along with any materials considered by the FBR, the AO will make a final determination within 10 calendar days, indicating one of the following:

Affirming the prior determination on appeal.

Setting aside the prior determination on appeal and imposing a new finding and/or sanctions.

Setting aside the prior determination on appeal and ordering a new investigation (this option will generally be reserved for cases where significant procedural error has been identified to have affected the outcome).

If the FBR recommends that the AO’s prior determination be modified, but the AO affirms the prior determination, the final determination shall be made by the President. To the extent possible, the parties will be notified simultaneously in writing of the President’s final determination. This concludes the appeal process.

Expectations for a Respectful Process
Every individual involved in a proceeding under this policy is entitled to be treated with respect. All parties and their advisors are required to follow the rules and procedures put in place to ensure a fair and respectful process. No one may intentionally harass or intimidate any party or witness, and university officials are authorized to halt such behavior.

VIII. STUDENT SEXUAL MISCONDUCT – UNIVERSITY COMPLAINT RESOLUTION PROCEDURES

Covered Behaviors
The following behaviors, as defined below, are covered under these procedures:

Sexual Harassment

Sexual Assault

Sexual Exploitation

Dating Violence

Domestic Violence

Stalking

Officials
For the purpose of these procedures, relevant officials with key responsibilities are:

Investigator – An Investigator for the campus Student Life office, or an appropriate designee, will conduct fact-finding as the Investigator and will issue the Preliminary and Final Investigation Report.

Hearing Panel – The hearing panel will review the case at the hearing and make a decision regarding whether or not the Respondent is found responsible and propose sanctions, if applicable. The Hearing Panel Chair will coordinate the process and make any determinations of relevance regarding questions posed.

span class="H6-black">Sanctioning Officialspan class="P1">– Upon a finding of responsibility by the Hearing Panel, the Sanctioning Official will review the proposed sanctions and make the final determination of the sanctions to be applied to the Respondent.

Student Life Officialspan class="P1">– The Student Life Official, which may be the campus dean of students, or an appropriate designee, may review the decision and sanction following an appeal by either party, and make a subsequent determination.

Investigation

If sexual misconduct proceedings are initiated, the Investigator(s) will notify the Complainant and the Respondent. The Respondent will be provided a date by which an appointment must be made to discuss the matter. The Respondent shall be informed of the allegations made against them and shall be provided the opportunity to respond. The Respondent is expected to participate in the investigation and all related procedures, including the sexual misconduct hearing.

The investigation may include, but is not limited to interviews with the Complainant, the Respondent, and other witnesses identified as having information relevant to the allegations made, as well as the examination of written statements by the parties, relevant documents, and other relevant information. Information for the investigation may be provided by Complainants, Respondents, witnesses identified by any party, or the university. Any individual believed to have information relevant to an investigation may be contacted and requested to make an appointment to discuss the matter. The university shall determine what information and evidence will be included in the Investigation File.

Prior or subsequent conduct of the Respondent may be included in the investigation and considered in determining pattern, knowledge, intent, or motive. The determination of the relevance of pattern evidence will be based on an assessment of whether the previous or subsequent conduct was substantially similar to the conduct under investigation or indicates a pattern of similar prohibited conduct.

Information related to prior sexual history of the parties will be prohibited except in very limited circumstances regarding prior sexual history between the parties where such information may be relevant to the issue of consent. However, consent will not be assumed based solely on evidence of any prior sexual history.

All members of the university community, including the parties and witnesses, are expected to cooperate with the investigative and hearing process. Failure to comply with a request to make and/or keep an appointment may result in a disciplinary hold being placed on the student’s account and/or the initiation of student conduct charges for failure to comply.

Following the investigation, the Investigator will provide a Preliminary Investigation Report and Investigation File to each party and their advisor. The parties will be provided 10 calendar days to review the Preliminary Investigation Report and the Investigation File and provide any additional and/or clarifying information to the Investigator. This period of 10 days will be the final opportunity for parties to submit additional information to the Investigator. At the conclusion of the 10-day period, the Investigator will review the information submitted by either party and determine whether and to what extent to incorporate such information into a Final Investigation Report.

When preparing the Final Investigation Report, the Investigator will determine the appropriate charge(s), if any, under this policy, to be placed on Respondent, and include the charge(s) in the Final Investigation Report. If the Investigator places a charge(s), the Final Investigation Report will be submitted to a hearing panel for the determination of responsibility, and the parties will be provided the Final Investigation Report and notified of next steps. If the Investigator determines that there is insufficient evidence to support placing a charge, the parties will be provided the Final Investigation Report and notified that no charges will be placed. If there are remaining charges under the Student Code, those may proceed according to the applicable procedures.

The investigation and determination of responsibility will be conducted in a reasonable time frame given the circumstances of the specific case.

Selection of Advisors
The Complainant and Respondent may have an advisor throughout the complaint resolution process that may accompany them during proceedings. Advisors are not permitted to speak on behalf of the parties or conduct any questioning at the hearing.

Alternative Resolution Options

In appropriate cases, including cases where the Respondent expresses a willingness to accept responsibility for any or all charges, the university may pursue alternative resolution with the consent of all parties at any point in the complaint resolution process. Alternative resolution options may include, but are not limited to, acceptance of responsibility (see below), mediation, development of action plans, voluntary resolutions, appropriate sanctions, and/or appropriate remedies.

Under any alternative resolution, the Complainant will not be required to resolve the problem directly with the Respondent, unless desired by the Complainant. All parties must be notified of the right to end the alternative resolution process at any time and to begin or resume the complaint resolution process. Face- to-face mediation may not be used in cases involving physical or sexual violence. The Investigator shall document the outcome of any alternative resolution and share with the parties.

In cases where the Respondent expresses a willingness to accept responsibility for any or all charges in a case, the Respondent will be offered the opportunity to waive the right to a formal hearing as to the specific charge(s) and all related procedural guarantees, and agree to receive a sanction from the designated Student Life conduct officer. In such situations, the parties will each be provided the opportunity to submit a written statement to the conduct officer for consideration in determining appropriate sanctions. The conduct officer shall consider only the parties’ written statements regarding sanctions, the relevant facts from the investigation, and past conduct history of the Respondent, if applicable. In such cases, the right to appeal will be limited to an appeal on the grounds that the sanction is disproportionate to the violation(s) committed, in light of all relevant aggravating and mitigating factors, and in consideration of applicable university guidelines.

Sexual Misconduct Hearing

A three-person hearing panel will be assembled for a sexual misconduct hearing to make a determination of Respondent’s responsibility as to the specific charge(s) set forth in the Final Investigation Report.

Hearing panel members will be drawn from the pool of faculty, staff and graduate students who have completed the university’s required annual training on issues related to sexual misconduct and university policies and procedures. At a minimum, at least one panel member shall be a Student Life administrator.

Upon review of the Final Investigation Report, the hearing panel will determine witnesses who may be called, if any, to participate in the hearing.

The sexual misconduct hearing is closed, except for the parties, their advisor, the hearing panelists and other university officials necessary to facilitate the proceedings.

The hearing will take place in-person or will be conducted remotely via secure university software. Complainant and Respondent are expected to be available in-person or via video and audio for the duration of the hearing. Witnesses are expected be available in-person or via video and audio for the portion of the hearing relevant to their statement.

The Chair of the hearing panel shall review the charge(s) placed against the Respondent and the specific facts alleged.

Both the Complainant and the Respondent will have Institutional Equity to provide a statement to the hearing panel.

No one other than the hearing panel members, the Complainant, and the Respondent may pose questions during the hearing. The Complainant and Respondent may not directly question each other, but may submit questions to the Chair to be asked of the other party. The Chair or other panel members will review questions prior to posing to the other party to prevent questioning that is not permitted under these proceedings.

The sexual misconduct hearing is recorded. Deliberations by the panel, following the hearing, are not recorded.

Decision and Sanctions

At the conclusion of a hearing, the panel shall deliberate without the parties present to determine responsibility for the specific charge(s) based on the evidence.

If, after deliberations, the hearing panel determines that the information contained in the Final Investigative Report and gathered during the hearing, does not support by a preponderance of the evidence (more likely than not) that the Respondent is responsible for a violation of this policy and the Student Code, the hearing panel will notify both the Respondent and the Complainant by means of a written notice. The Complainant and/or Respondent may request an appeal (see below).

If after deliberations, the hearing panel determines that the information contained in the Final Investigative Report and gathered during the hearing, does support by a preponderance of the evidence (more likely than not) that the Respondent is responsible for a violation of this policy and the Student Code, the hearing panel will propose sanctions. The proposed sanctions will be reviewed by the Sanctioning Official (or designee) to ensure that the sanctions are proportional to the severity of the violation and consistent with university standards. In the event of a conflict between the hearing panel and the Sanctioning Official, the Sanctioning Official will make the final determination regarding appropriate sanctions. The hearing panel will then notify the parties of the determination and sanctions by means of a written notice. The Respondent and/or the Complainant may request an appeal (see below).

Possible sanctions for cases in which a student is found in violation of this policy and the Student Code for acts of sexual misconduct include, but are not limited to formal warnings, behavioral assessment and/or counseling, required educational training, disciplinary probation, suspension, and/or permanent expulsion.

Appeal

The Respondent or the Complainant may appeal the decision of the sexual misconduct hearing panel to the designated Student Life official (or designee). To initiate an appeal, a party must send written notice of appeal to the designated Student Life official. The written notice must include the basis(es) for seeking the appeal and include information to support such basis(es) (see below).

Timing:

The notice of appeal must be filed no later than ten calendar days after the date the written decision of the sexual misconduct hearing panel is sent. If an appeal is submitted by either party, all parties will be notified and the underlying decision and any corresponding sanction will be held in abeyance until final notice of the appeal outcome. During this time, any interim measures in place will remain in effect (e.g., no contact order, no trespass). If no written request for an appeal is received by the university within the time specified, the decision of the hearing panel and any sanction(s) imposed will be final and in effect.

Basis(es) for Appeal:

The designated Student Life official will have the sole discretion in determining whether the basis for appeal has been met and whether the appeal can move forward. An appeal must be based on one or more of the following criteria:

Procedural irregularity that affected the outcome;

New evidence that was not reasonably available at time determination or dismissal made, and that reasonably could have affected the outcome;

The Coordinator(s), investigator(s), or hearing panelists had a conflict of interest or bias for or against the party(ies) that affected the outcome; and/or

The sanction imposed is disproportionate to the violation(s) committed, in light of all relevant aggravating and mitigating factors, and in consideration of applicable university guidelines.

Determination and Sanction:

If the basis for appeal has been met, the designated Student Life official will review the written appeal and the pertinent part of the sexual misconduct hearing panel record only. The designated Student Life official will not consider new evidence or information that is not a part of that record. The designated Student Life official must render a determination within 15 calendar days of receipt of the appeal and may take any of the following actions:

Affirm the original decision regarding responsibility.

Affirm the original decision concerning the disciplinary sanction(s) to be imposed.

Set aside the original decision regarding responsibility and impose a new decision.

Set aside the original decision regarding responsibility and order that a new sexual misconduct hearing be held before a new hearing panel.

Set aside the original decision concerning the disciplinary sanction(s) to be imposed and impose a different sanction or set of sanctions.

The designated Student Life official will notify the Respondent and the Complainant, in writing, of the determination and will initiate the necessary procedures to effectuate the determination.

The determination of the designated Student Life official is final and there will be no further appeals.

Notice
The Complainant and the Respondent will be provided written notice of the outcome of the sexual misconduct hearing, the appeals process, and the appeal determination, if applicable. Written notice will be provided electronically through Indiana University email accounts.

Requests for Accommodations and Special Circumstances

Just as students with disabilities may be eligible for accommodations in their classes, accommodations may be available for these procedures as well. Students with disabilities requesting accommodations and services under these procedures will need to present a current accommodation verification letter from the campus disability services office before accommodations can be considered and provided.

In appropriate circumstances, the university may utilize language translation services to assist in the investigation and/or hearing proceedings.

Expectations for Respectful Process
Every individual involved in a proceeding under this policy is entitled to be treated with respect. All parties and their advisors are required to follow the rules and procedures put in place to ensure a fair and respectful process. No one may intentionally harass or intimidate any party or witness, and university officials are authorized to halt such behavior.

IX. ACADEMIC APPOINTEE AND STAFF SEXUAL MISCONDUCT – UNIVERSITY COMPLAINT RESOLUTION PROCEDURES

Covered Behaviors
The following behaviors, as defined below, are covered under these procedures:

Sexual Harassment

Sexual Assault

Sexual Exploitation

Dating Violence

Domestic Violence

Stalking

Officials
For the purpose of these procedures, relevant officials with key responsibilities are:

Investigator – The Deputy Coordinator for the respective campus, or an appropriate designee, will conduct fact-finding as the Investigator and may coordinate with other offices such as human resources, academic affairs, and Student Life.

Decisional Official (DO) – The DO will issue the decision determining responsibility and assigning appropriate sanctions, if applicable. The DO will be as follows, or an appropriate designee:

For complaints against staff employees, including temporary (hourly), the DO will be the university employee relations director.

For complaints against academic appointees, the DO will be the campus Vice Provost/Vice Chancellor for Academic Affairs.

For complaints against a Dean, a Vice Provost, or a Vice Chancellor, the DO will be the campus Provost/ Chancellor.

For complaints against a University Vice President, a Provost, a Chancellor, or equivalent, the DO will be the President.

For complaints against the President, the DO will be the Board of Trustees.

Appellate Official (AO)span class="P1">– The AO may review the decision of the campus DO, following appeal by either party, and make a subsequent determination. The AO will be as follows, or an appropriate designee:

For an appeal in a complaint against staff employees, including temporary (hourly), the Vice President of Human Resources.

For an appeal in a complaint against academic appointees, the campus Provost/Chancellor.

For an appeal in a complaint against a Dean, a Vice Provost, or a Vice Chancellor, the President.

For an appeal in a complaint against a Vice President, a Provost, a Chancellor, or equivalent, the Board of Trustees.

Faculty Board of Review (FBR)span class="P1">– In faculty cases, following the decision of the AO, the faculty member may request a review by the campus FBR, which may review and issue a recommendation to the AO.

Initial Assessment

Upon receipt of a report alleging that an employee has engaged in sexual misconduct, an Investigator will conduct an initial assessment to determine whether it falls within the scope of this policy, and whether the conduct alleged rises to the level of an allegation of sexual misconduct. If a complaint raises allegations that are outside the scope of this policy, but may violate other university policy(ies), the Investigator will refer the complaint to the appropriate university office.

In the event the Investigator determines not to pursue an investigation under this policy, that decision may be appealed by either party to the DO, requesting a review of the decision not to proceed with an investigation. Upon review, the DO may uphold that decision or order an investigation to proceed.

In the event the Investigator determines that the allegations fall within the scope of this policy, the process that follows shall apply.

Informal and Alternative Resolutions

Informal Action:

In appropriate cases, the university may pursue informal actions in connection with reported sexual misconduct, including when the individual who may have experienced the conduct does not wish to pursue a formal complaint, and/or when there is not enough information to proceed with a formal resolution process against a known Respondent. Informal actions will not result in findings related to responsibility or in sanctions, nor will an informal action preclude further steps, including formal resolution, if a complaint is later made or additional information is received by the university. Informal actions can include, but are not limited to, educational meetings, additional training, and/or continued monitoring.

Alternative Resolution Options:

In appropriate cases, the university may pursue alternative resolution with the consent of all parties at any point in the investigation process. These resolution options may include, but are not limited to mediation, development of an action plan, and voluntary resolution of the matter. Under alternative resolution, the Complainant will not be required to resolve the problem directly with the Respondent, unless desired by the Complainant. All parties must be notified of the right to end the alternative resolution process at any time and to begin the formal process. Face-to-face mediation may not be used in cases involving any physical or sexual violence or where the complaint is made against an employee with a position of authority over the Complainant. The Investigator shall document the outcome of any alternative resolution and share with the University Coordinator and the DO. /p>

Acceptance of Responsibility:

In cases where the Respondent expresses a willingness to accept responsibility for any or all allegations in a case, the Respondent will be offered the opportunity to bypass the remainder of the investigatory stage of the grievance process and agree to receive a sanction from the DO. In such situations, the parties will each be provided the opportunity to submit a written statement to the DO for consideration in determining appropriate sanctions.

In determining sanctions in such cases, the DO shall consider only the allegations and parties’ written statements, the relevant facts gathered from the investigation, and past conduct history of the Respondent, if applicable. The right to appeal will be limited to an appeal on the grounds that the sanction is disproportionate to the violation(s) committed, in light of all relevant aggravating and mitigating factors, and in consideration of applicable university guidelines.

Interim Action

If, upon the receipt of a complaint, the Coordinator, or their designee, determines a need for immediate interim action, e.g. removal, reassignment, administrative leave, or suspension, they shall consult with the DO and any other appropriate university officials. The DO may administer such interim action at any point in this process pending final outcome.

Investigation

Following the initial assessment, if a formal investigation is initiated, the Investigator(s) will notify the Complainant and the Respondent. The Respondent shall be informed of the allegations made against them and shall be provided the opportunity to respond. The Respondent will be provided a date by which an appointment must be made to discuss the matter.

The Investigator will conduct fact-finding as to the allegations made against the Respondent and will preserve all evidence collected.

The investigation may include, but is not limited to, interviews with the Complainant, the Respondent, and other witnesses identified as having information relevant to the allegations made, as well as the examination of written statements by the parties, relevant documents, and other relevant information. Information for the investigation may be provided by Complainant, Respondent, witnesses identified by any party, or the university. The Investigator shall ensure that the Respondent has been informed of all allegations raised and the name of the Complainant(s), and is provided the opportunity to respond.

Prior or subsequent conduct of the Respondent may be included in the investigation and considered in determining pattern, knowledge, intent, or motive. The determination of the relevance of pattern evidence will be based on an assessment of whether the previous or subsequent conduct was substantially similar to the conduct under investigation or indicates a pattern of similar prohibited conduct.

Information related to prior sexual history of the parties will be prohibited except in very limited circumstances regarding prior sexual history between the parties where such information may be relevant to the issue of consent. However, consent will not be assumed based solely on evidence of any prior sexual history.

All members of the university are expected to cooperate fully with the investigative process. Interference with the investigation may result in disciplinary measures pursuant to applicable university policy and procedure. Any individual believed to have information relevant to an investigation may be contacted and requested to make an appointment to discuss the matter.

Report of Investigation:

Following the investigation, the Investigator will provide an Investigation Report to the parties. The parties will be provided 10 calendar days to review the Investigation Report and any attachments. Parties may provide any additional and/or clarifying information to the Investigator and request access to the Investigation File. This period of 10 days will be the final opportunity for parties to submit any additional information to the Investigator.

The Investigation Report will include:

The specific allegation(s);

The Respondent’s response to the allegation(s);

A summary of the relevant information gathered from the parties, witnesses, and other sources; as well as explanation for any information submitted or received that was determined not relevant for inclusion; any relevant attachments submitted by parties and used in analysis; and

An analysis of the information and a recommendation as to whether the Respondent is responsible or not responsible for the alleged violation(s) of this policy, using a preponderance of the evidence standard (more likely than not), and a recommendation as to appropriate sanctions, if any, as set forth below.

At the conclusion of the 10-day period, the Investigator will review the information submitted by any party and determine whether and to what extent to incorporate such information into the Investigation Report.

The Investigator will provide the Investigation Report to the DO, as well as to each party.

Finding and Decision

Upon receiving the Final Investigation Report, the DO shall issue a finding. The DO may consult with the Investigator concerning the investigation and recommendations. The DO will provide each party the opportunity to meet and provide comment and make a statement. If the DO wishes further consultation with the parties, the Investigator will facilitate consultations to ensure equal opportunities is provided for the parties.

The DO will issue one of the following findings, using a preponderance of the evidence standard:

Finding of “No Violation”:

If there is a determination that the behavior alleged and investigated did not violate this policy, the DO shall provide the parties written notice of the finding. In the event the investigation reveals that the employee may have violated a different university policy, the DO may address any such potential violation through other applicable university policies. Documentation regarding a finding of “No Violation” shall be maintained with the campus Deputy Title IX Coordinator’s office, and not in the employee’s personnel file.

Finding of a “Violation”:

If there is a determination that the behavior alleged and investigated was in violation of this policy, the DO shall issue the finding and sanction(s) based on the level of sanctions set forth below.

The DO shall provide the parties written notice of the finding and any sanctions, if applicable.

Sanctions

Sanctions for a violation of this policy include the following:

Level One Sanctions include sanctions that do not directly modify job duties or actual salary, such as informal discussions, additional training, periodic review, letter to personnel file (other than to promotion and tenure dossier which is included in Level Two Sanctions below). Level One Sanctions shall not be appropriate in the event the Respondent was found responsible for sexual assault or other sexual violence.

Level Two Sanctions include sanctions that directly modify job duties, salary or job status, including affecting compensation, consideration in tenure or promotion decisions, suspension, and termination.

When determining the appropriate sanctions, consideration shall be given to the nature and severity of the behavior and the existence of any prior incidents or violations.

Appeals

Following the decision, either party may appeal to the Appellate Officer (AO) on the basis of:

Significant procedural error that reasonably would have affected the outcome.

Newly discovered evidence that reasonably would have affected the outcome.

Significant bias in the process.

The finding of responsibility is not supported by the evidence in the Investigation Report.

The appropriateness of the sanctions.

A request for appeal must be submitted in writing to the AO within 10 calendar days of receiving the DO’s decision. The request must set forth the basis(es) for seeking an appeal and must include information to support such basis(es). If an appeal is requested, all parties will be notified.

The AO shall first determine whether the basis of appeal has been met, and if so, shall review the findings and any applicable sanctions, in making a determination.

The AO shall make a final determination within 15 calendar days of the receipt of any appeal, indicating one of the following:

Affirming the DO’s original finding(s).

Setting aside the DO’s original finding(s) and imposing a new finding and/or sanctions.

Setting aside the DO’s original finding(s) and ordering a new investigation (this option will generally be reserved for cases where significant procedural error has been identified to have affected the outcome).

To the extent possible, the parties will be notified simultaneously in writing of the final determination following an appeal.

Request for Faculty Board of Review

In cases involving a faculty member as a party, a faculty member sanctioned under this policy may submit a request for review by the Faculty Board of Review (FBR) following the determination of the AO. The request for review should be made according to the specific campus FBR policy, and campus FBR procedures will apply except as modified by the provisions below.

The bases for appeal are the same as those for appeal to the AO. The request for a FBR must set forth the basis(es) for seeking review and be submitted in writing within 15 calendar days of receiving the AO’s determination. For good cause shown, and bearing in mind the need for timely resolution, the time frames set forth within these procedures may be extended. If a request for a FBR is submitted, the FBR shall notify the other party(ies), as well as the DO and the AO.

The FBR will only receive the Final Investigation Report; the Investigation File; the written findings of the DO, along with comments submitted to the DO by any party named in the report; the written findings of the AO; and any sanctions. The FBR may not conduct new fact-finding. The FBR may seek training and additional information from the University Coordinator.

Throughout the FBR process, hearing members and participants shall ensure that the privacy of the matter and the parties is upheld. If a hearing is held, it shall be closed to the public to protect the privacy of all parties. In addition to faculty members serving on the FBR hearing panel, others present during a hearing may include the party requesting review and that individual's advisor, the other party(ies) named in the report and their advisor(s), the DO, the University Coordinator, Deputy Coordinator, and other university officials necessary to the proceedings. No witnesses will be allowed in the FBR. The grievant, the Complainant, and one designated university official have the right to present a statement to the FBR in writing or orally, either personally or through an advisor. If any participant elects to make a statement, the FBR may pose questions related to their statement, but the other participants may not.

The FBR must be concluded promptly, and generally within 60 days of the request, absent special circumstances. After review, the FBR may recommend one of the following to the AO:

Affirm the AO’s determination.

Recommend an alternative finding and/or sanction.

Recommend that the determination be set aside and a new investigation be conducted. (This option will generally be reserved for cases where significant procedural error has been identified and determined to have affected the outcome).

To the extent possible, the parties will be notified simultaneously in writing of the FBR’s recommendation to the AO.

/p>

Upon receipt of the FBR’s recommendation, along with any materials considered by the FBR, the AO will make a final determination within 10 calendar days, indicating one of the following:

Affirming the prior determination on appeal.

Setting aside the prior determination on appeal and imposing a new finding and/or sanctions.

Setting aside the prior determination on appeal and ordering a new investigation (this option will generally be reserved for cases where significant procedural error has been identified to have affected the outcome).

If the FBR recommends that the AO’s prior determination be modified, but the AO affirms the prior determination, the final determination shall be made by the President. To the extent possible, the parties will be notified simultaneously in writing of the President’s final determination. This concludes the appeal process.

Expectations for a Respectful Process
Every individual involved in a proceeding under this policy is entitled to be treated with respect. All parties and their advisors are required to follow the rules and procedures put in place to ensure a fair and respectful process. No one may intentionally harass or intimidate any party or witness, and university officials are authorized to halt such behavior.

Definitions
Advisor: Any individual who may assist, support, guide, and advise the Complainant or Respondent during the investigation, conduct proceedings, and/or related meetings. An Advisor serving is this role, who may otherwise be a Responsible Employee, not need report sexual misconduct when they learn about prohibited conduct i) that is directly related to the case in which they are serving as an advisor; ii) from the party who they are serving as an advisor to; and iii) in the course of their advising.
Campus Security Authority (CSA):span class="P1">A term used in the Clery Act to describe someone who has significant responsibility for student and campus activities. The Clery Act (34 CFR 668.46) defines a CSA as:

A campus police department or a campus security department of an institution.

Any individual or individuals who have responsibility for campus security but who do not constitute a campus police department or a campus security department, such as an individual who is responsible for monitoring entrance into institutional property.

Any individual or organization specified in an institution's statement of campus security policy as an individual or organization to which students and employees should report criminal offenses.

An official of an institution who has significant responsibility for student and campus activities, including but not limited to student housing, student discipline, and campus judicial proceedings.

Pastoral and professional counselors are not considered a Campus Security Authority when acting in their roles as a pastoral or professional counselor.
Clery Act:span class="P1">The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (20 U.S.C. section 1092(f)), a federal law that requires institutions such as Indiana University to collect and publish statistics for certain crimes reported to have occurred on the university’s “Clery Geography” (i.e., occurring on campus, on public property within or immediately adjacent to campus, and on other non-campus university property), for the purpose of informing current and prospective students, faculty or staff. Each Indiana University campus publishes an Annual Security Report under the Clery Act, which contains these crime statistics, as well as campus-specific information on resources, campus emergency responses, safety and security policies, and disciplinary procedures. These crime statistics include, but are not limited to domestic violence, dating violence, sexual assault, and stalking. Clery also requires “timely warnings” be issued to the campus community for crimes occurring on Clery Geography that are considered a serious or continuing threat to students, faculty or staff. Under Clery, any good faith report of a crime occurring on Clery Geography must be included in the statistical data. /p>
Complainant: An individual who may have experienced discrimination, harassment and/or sexual misconduct . A Complainant may choose whether or not to file a formal complaint. The university may serve as the Complainant when an individual(s) who has experienced the alleged discrimination, harassment and/or sexual misconduct does not wish to fully participate and the university has determined it is necessary to move forward under the applicable procedures.
Complaint (formal): A document submitted and signed by a Complainant or signed by the appropriate Title IX Coordinator alleging conduct that may in violation of this policy against a Respondent and requesting that the university investigate the allegation.
Confidential Employees:span class="P1">[see above] Consent: An agreement expressed through affirmative, voluntary words or actions, and mutually understandable to all parties involved, to engage in a specific sexual act at a specific time

Consent can be withdrawn at any time, as long as it is clearly communicated.

Consent cannot be coerced or compelled by force, threat, deception or intimidation.

Consent cannot be given by someone who is incapacitated, as defined below.

Consent cannot be assumed based on silence, the absence of “no” or “stop,” the existence of a prior or current relationship, or prior sexual activity.

Incapacitation:span class="P1">An individual is incapable of consent if they are unable to understand the facts, nature, extent, or implications of the situation due to drugs, alcohol, a mental disability, being asleep or unconscious, or based on their age (pursuant to Indiana law). With respect to alcohol and drugs, intoxication and/or impairment is not presumptively equivalent to incapacitation. Consent does not exist when the individual initiating sexual activity knew or should have known of the other individual’s incapacitation.
Dating Violence:
FOR TITLE IX COMPLAINT RESOLUTION PROCEDURES:
Violence committed by an individual who is or has been in a social relationship of a romantic or intimate nature with the Complainant. The existence of such a relationship shall be determined based on the Complainant’s statement and with consideration of the length of the relationship, the type of relationship, and the frequency of interaction between the individuals involved in the relationship. For the purposes of this definition—

Dating violence includes, but is not limited to, sexual or physical abuse or the threat of such abuse.

Dating violence does not include acts covered under the definition of domestic violence.

FOR UNIVERSITY COMPLAINT RESOLUTION PROCEDURES:
Violence or the threat of violence committed by any individual who is or has been in a relationship of a romantic or intimate nature with the Complainant. The existence of such a relationship will be determined based on a consideration of the length of the relationship, the type of relationship, and the frequency of interactions between the individuals involved in the relationship.
Days: References to days shall mean calendar days unless business days is expressly specified.
Discrimination:[see above]
Domestic Violence:
FOR TITLE IX COMPLAINT RESOLUTION PROCEDURES:
Violence committed which would constitute felony or misdemeanor crime of violence under criminal law:

By a current or former spouse or intimate partner of the Complainant;

By a person with whom the Complainant shares a child in common;

By a person who is cohabitating with, or has cohabitated with, the Complainant as a spouse or intimate partner;

By a person similarly situated to a spouse of the Complainant under the domestic or family violence laws of Indiana;

By any other person against an adult or youth Complainant who is protected from that person’s acts under the domestic or family violence laws of Indiana.
FOR UNIVERSITY COMPLAINT RESOLUTION PROCEDURES:
Violence or the threat of violence by an individual against another individual who:

is or was a current or former spouse or intimate partner of the Complainant;

is or was living with Complainant as if their spouse or intimate partner;

has a child in common with;

is a minor subject to the control of; or

is an incapacitated individual under the guardianship or otherwise subject to the control of the other individual regardless of whether the act or threat has been reported to a law enforcement agency or results in a criminal prosecution.

Employee:span class="P1">This term shall be synonymous with and include all employees working for Indiana University – academic employees, including faculty and other instructors, and staff, including full-time, part-time, and part time (hourly) employees at any university campus or working on behalf of the university.
Equity Officials:span class="P1">The individual designated by the university to respond to allegations of discrimination or harassment based on a protected class(es) against members of the university community. In some circumstances, this can include their designee. Members of the university community may contact the University or campus Equity Official regarding the applicable policy and processes.
Finding of Responsibility or Finding of a Violation:span class="P1">Means that it is more likely than not that the Respondent has engaged in the alleged conduct in violation of this policy. A preponderance of the evidence standard must be used when determining responsibility for violations under this policy.
Formal Complaint: Means a document signed and submitted by the Complainant, and alleging discrimination, harassment, sexual misconduct and/or retaliation by a Respondent and requesting that the university investigate the allegation(s). The complaint may be submitted in person, by mail, or by electronic mail, to the appropriate Coordinator or Equity Official identified in this policy. (In some circumstances, the Coordinator or Equity Official may file a formal complaint to initiate a formal investigation.)
Force: The use of physical force which overcomes the individual’s resistance; or the threat of physical force, express or implied, against the individual or a third-party that places the individual in fear of death or in fear of serious personal injury to the individual or a third-party where the individual reasonably believes that the actor has the present or future ability to execute the threat.
Harassment:span class="P1">[see above]
Hearing Advisor:span class="P1">A person chosen by a party, or appointed by the institution if the party does not identify one, to accompany the party to their Title IX hearing for the purpose of conducting questioning of the other party(ies) and witness(es).
Indiana University Program or Activity: A program or activity sponsored, conducted, or authorized by Indiana University, including but not limited to, classes, internships, practica, field trips, study abroad programs, student teaching, or research, or a program or activity sponsored, conducted, or authorized by the university. For Title IX purposes, “program or activity” includes those that occur in a building owned or controlled by a student organization that is officially recognized by the university.
Indiana University Property:span class="P1">Buildings, grounds, and land that are owned by Indiana University or controlled by Indiana University via leases or other formal contractual arrangements to house ongoing university operations.
Interim Suspension:span class="P1">Temporary removal of a Respondent pending completion of an investigation. The determination to interim suspend shall be done in accordance with the campus interim suspension procedures and, for Title IX complaints, shall include an individualized assessment and determination that an immediate threat to the physical health or safety of any student or other individual arising from the allegations of sexual harassment justifies removal.
Laws and Regulations:span class="P1">Relevant laws and regulations that may apply to allegations raised under this policy include, but are not limited to: Age Discrimination Act of 1975; Age Discrimination in Employment Act of 1967; Americans with Disabilities Act of 1990; Equal Pay Act of 1963; Lilly Ledbetter Fair Pay Act of 2009; Genetic Information Discrimination Act of 2008; Pregnancy Discrimination Act of 1978; the Department of Labor’s Executive Order 11246; Section 402 of the Veterans Readjustment Act of 1974; Section 503 of the Rehabilitation Act of 1973; Title VI and VII of the Civil Rights Act of 1964; Title IX of the Education Amendments of 1972; the requirements of federal research agencies; and relevant state laws and regulations.
Member of the Indiana University Community:span class="P1">Any individual who is a student, staff, faculty member, university official, or any other individual employed by, or acting on behalf of, the university; other individuals while on Indiana University property, including employees of third-party vendors and contractors, volunteers, and visitors. An individual’s status in a particular situation shall be determined by the Sexual Misconduct and Title IX Coordinator or the Equity Official, in consultation with applicable campus offices.
Respondent: Any member of the university community alleged to have engaged in conduct that could constitute discrimination, harassment, and/or sexual misconduct; or retaliation for engaging in protected activity under this policy.
Sanctioning Official: An individual with extensive knowledge of the applicability and implementation of the proceedings conducted pursuant to this policy who is authorized by the university to confer with a hearing panel about the range of available sanctions in a particular case, to make sanctioning determinations, and to ensure that the sanctions imposed are proportional to the severity of the violation and consistent with university standards. A Sanctioning Official is designated on each campus by the campus’s Senior Student Life Administrator in consultation with the University Title IX Coordinator. Subject to the approval of the campus’s Senior Student Life Administrator and University Title IX Coordinator, a Sanctioning Official is authorized to appoint a designee who will perform the Sanctioning Official’s duties in the event of the absence or unavailability of the Sanctioning Official.
Sexual Assault:
FOR TITLE IX COMPLAINT RESOLUTION PROCEDURES:
Sexual Assault Includes:

Sex Offenses, Forcible—Any sexual act directed against another person, without the consent of the Complainant, including instances where the Complainant is incapable of giving consent. It includes:

Forcible Rape—Penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the Complainant.

Forcible Sodomy—Oral or anal sexual intercourse with another person, forcibly and/or against that person’s will or not forcibly or against the person’s will (non-consensually) in instances where the Complainant is incapable of giving consent because of age or because of temporary or permanent mental or physical incapacity.

Sexual Assault With An Object—To use an object or instrument to penetrate, however slightly, the genital or anal opening of the body of another person, forcibly and/or against that person’s will or not forcibly or against the person’s will (non-consensually) in instances where the Complainant is incapable of giving consent because of age or because of temporary or permanent mental or physical incapacity.

Forcible Fondling—The touching of the private body parts of another person (buttocks, groin, breasts) for the purpose of sexual gratification, forcibly and/or against that person’s will (non-consensually) or not forcibly or against the person’s will in instances where the Complainant is incapable of giving consent because of age or because of temporary or permanent mental or physical incapacity.

Sex Offenses, Nonforcible— Nonforcible sexual intercourse. It includes:

Incest—Nonforcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by Indiana law.

Statutory Rape—Nonforcible sexual intercourse with a person who is under the statutory age of consent according to Indiana law IC 35-42-4-9.

FOR UNIVERSITY COMPLAINT RESOLUTION PROCEDURES:
Sexual Assault Includes:

Non-consensual sexual penetration is committed when an individual subjects another individual to sexual penetration without the consent of the individual, and/or by force.

Non-consensual sexual contact is intentional sexual touching by an individual of the intimate area of another individual (i.e., genitals, breasts, buttocks) or intentional sexual touching of another individual with any of these body parts, without the consent of the individual, and/or by force.

Sexual Exploitation:span class="P1">Conduct that extends the bounds of consensual sexual activity with or without the knowledge of the other individual for any purpose, including sexual gratification, financial gain, personal benefit, or any other non-legitimate purpose. Examples of sexual exploitation include but are not limited to:

Non-consensual streaming, audio- or video-recording, photographing, or transmitting intimate or sexual utterances, sounds, or images without consent of all parties involved;

Allowing others to view sexual acts (whether in person or via a video camera or other recording device) without the consent of all parties involved;

Engaging in any form of voyeurism (e.g., “peeping”);

Prostituting another individual;

Compelling another individual to touch their own or another individual’s (third-party) intimate parts without consent;

Knowingly exposing another individual to a sexually transmitted disease or virus without that individual’s knowledge;

Deception regarding contraceptives; and

Inducing incapacitation for the purpose of making another individual vulnerable to non-consensual sexual activity.

Sex/Gender-Based Harassment: Sex/gender-based discrimination is verbal, nonverbal, graphic, or physical aggression, intimidation, or hostile conduct based on sex, sex-stereotyping, sexual orientation, or gender identity, but not involving conduct of a sexual nature, when such conduct is sufficiently severe, persistent, or pervasive that it interferes with or limits an individual’s ability to participate in or benefit from the university’s education or work programs or activities. For example, persistent disparagement of an individual based on a perceived lack of stereotypical masculinity or femininity or exclusion from an activity based on sexual orientation or gender identity is prohibited under this policy.
Sexual Harassment:
FOR TITLE IX COMPLAINT RESOLUTION PROCEDURES:
Conduct on the basis of sex or that is sexual in nature that satisfies one or more of the following:

An employee of the university conditioning the provision of an aid, benefit, or service of the university on an individual’s participation in unwelcome* sexual conduct; and/or

Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the recipient’s education program or activity.

Sexual Harassment also includes sexual assault, dating violence, domestic violence and stalking defined herein. /p>
Severity, pervasiveness, and objective offensiveness are evaluated based on the totality of the circumstances from the perspective of a reasonable person in the same or similar circumstances as the Complainant, including the context in which the alleged incident occurred and any similar, previous patterns that may be evidenced.
FOR UNIVERSITY COMPLAINT RESOLUTION PROCEDURES:
Conduct on the basis of sex or that is sexual in nature that satisfies one or more of the following:

A member of the university conditioning the provision of an aid, benefit, or service of the university, on an individual’s participation in unwelcome* sexual conduct.

Unwelcome conduct determined by a reasonable person, to be so severe, pervasive or persistent, and objectively offensive, that it effectively denies a person equal access to the university’s education program or activity.

Sexual Harassment also includes sexual assault, dating violence, domestic violence and stalking defined herein.
Severity, pervasiveness, persistence, and objective offensiveness are evaluated based on the totality of the circumstances from the perspective of a reasonable person in the same or similar circumstances as the
Complainant, including the context in which the alleged incident occurred and any similar, previous patterns that may be evidenced.
Sexual Misconduct: Broad term to encompass the range of sex-based behaviors covered by this policy.
University Sexual Misconduct and Title IX Coordinator:span class="P1">The individual designated by the university to coordinate the university’s compliance with Title IX and respond to allegations of sexual misconduct by members of the university community. In some circumstances, this can include the Sexual Misconduct and Title IX Coordinator’s designee. Members of the university community may contact the University or campus Deputy Sexual Misconduct and Title IX Coordinator regarding the sexual misconduct policy and process.
Sexual Penetration: Sexual intercourse in its ordinary meaning, cunnilingus, fellatio, anal intercourse, or any intrusion, however slight, of any part of the actor’s or individual’s body or any object manipulated by the actor into the genital or anal openings of the individual’s body.
Stalking:
FOR TITLE IX COMPLAINT RESOLUTION PROCEDURES:
Engaging in 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.
FOR UNIVERSITY COMPLAINT RESOLUTION PROCEDURES:
A knowing or an intentional course of conduct involving repeated or continuing harassment of another individual that would cause a reasonable person to feel terrorized, frightened, intimidated, or threatened and that actually causes the victim to feel terrorized, frightened, intimidated, or threatened. The term does not include statutorily or constitutionally protected activity.
For the purposes of the definitions above—
Course of conduct means two or more acts, including, but not limited to, acts in which the Respondent 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.

Reasonable person means a reasonable person under similar circumstances and with similar identities to the Complainant.

Student:span class="P1">Defined by the Code of Student Rights, Responsibilities, and Conduct. /p>
Student Life Officer: An individual authorized by the university and the campus chancellor or provost to be responsible for the administration of the Student Code of Rights and Responsibilities on a campus, or, in certain circumstances that individual’s designee. anctions

Sanctions for violations of this policy include the following:

Level One Sanctions include sanctions that do not directly modify job duties or actual salary, such as informal discussions, additional training, periodic review, letter to personnel file (other than to promotion and tenure dossier which is included in Level Two Sanctions below). Level One Sanctions shall not be appropriate in the event the Respondent was found responsible for sexual assault or other sexual violence.

Level Two Sanctions include sanctions that directly modify job duties, salary or job status, including affecting compensation, consideration in tenure or promotion decisions, suspension, and termination.

When Level Two Sanctions do not result in termination, consideration should be given to the role(s) in which a faculty or staff member serves related to students, including advising, mentoring, committee work, and other roles both within and in addition to the primary employment position.

When determining the appropriate sanctions, consideration shall be given to the nature and severity of the behavior and the existence of any prior incidents or violations.

Additional Contacts Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX Coordinator Carmichael Center Suite L03 530 E. Kirkwood Ave. Bloomington, IN 47408 812-855-7559 oie@iu.edu Deputy Sexual Misconduct and Title IX Coordinators IUB Jennifer Kincaid, University Director of Institutional Equity and Title IX Coordinator 812-855-7559 oie@iu.edu IU Indianapolis Anne Mitchell, Director, Office of Institutional Equity 317-278-9230 amitch29@IU Indianapolis.edu IUPUC Anne Mitchell, Director, Office of Institutional Equity 317-278-9230 amitch29@IU Indianapolis.edu IUE Tracy Amyx, Director of Affirmative Action/EEOC Officer 765-973-8402 trramyx@iue.edu IUN Lita Pener,/p> Director of Institutional Equity and Title IX 219-980-6705
lmpener@iu.edu
IUSB Laura Harlow, Director of Diversity and Affirmative Action; Director of the Office of Student Conduct 574-520-5536 lewhitne@iusb.edu

IUB Libby Spotts, Director, Office of Student Conduct 812-855-5419 osc@indiana.edu

IU Indianapolis Sara Dickey, Associate Dean of Students and Director of Student Conduct 317-274-4431 sadickey@IU Indianapolis.edu

IUFW Anne Mitchell, Director, Office of Institutional Equity 317-278-9230 amitch29@IU Indianapolis.edu

IUK Sarah Sarber, Chief of Staff/Deputy Title IX Coordinator 765-455-9204 shawkins@iuk.edu

IUS James J. Wilkerson, Director, Office of Equity and Diversity 812-941-2306 eqdivix@ius.edu

IU Police Departments Superintendent of Public Safety Benjamin Hunter 812-855-4296 bdhunter@iu.edu IU Office of Public Safety Tanner Thimling 812-855-7943 tannthim@iu.edu IU Office of Public Safety Yvonna Daily ydaily@iu.edu IUB Police Brad Seifers, Deputy Superintendent 812-855-2035 brdsfrs@iu.edu IU Indianapolis Police Scott Dunning, Chief of Police 317-274-2058 sdunning@iu.edu IUE Police Scott Dunning, Chief of Police 317-274-2058 sdunning@iu.edu IUK Police Scott Dunning, Chief of Police 317-274-2058 sdunning@iu.edu IUN Police Monte Davis, Chief of Police 219-980-6969 montdavi@iun.edu IUS Police Stephen Miller, Chief of Police 812-941-2400 sfmiller@ius.edu IUSB Police Kurt Matz, Chief of Police 574-520-5522 kumatz@iusb.edu IUFW Police Tim Potts, Chief of Police 260-481-6827 police@pfw.edu Campus Student Life IUB Lamar Hylton, Vice Provost for Student Life 812-855-8187 vpsl@indiana.edu IUE Amy Jarecki, Dean of Students 765-973-8525 ajarecki@iue.edu IUN Alexis Montevirgen, Vice Chancellor for Student Life 219-980-6586 nwstuaff@iun.edu IUSB Monica Porter,/p> Vice Chancellor for Student Life and Diversity 574-520-4252 moport@iusb.edu

IU Indianapolis Eric Weldy, Vice Chancellor Division of Student Life 317-274-3290 eweldy@IU Indianapolis.edu

IUK Audra Dowling, Dean of Students 765-455-9204 iukdos@iuk.edu

IUS Amanda Stonecipher, Vice Chancellor for Enrollment Management and Student Life 812-941-2115 nwstuaff@iun.edu

Campus Academic Affairs IUB Eliza Pavalko, Vice Provost for Faculty and Academic Affairs 812-855-2809 vpfaa@indiana.edu IUE Michelle Malott, Executive Vice Chancellor, Academic Affairs 765-973-8320 mimalott@iue.edu IUN Vicki Román-Lagunas, Executive Vice Chancellor, Academic Affairs 219-980-6761 viroman@iun.edu IUSB Jill Pearon, Executive Vice Chancellor, Academic Affairs 574-520-4183 jpearon@iusb.edu

IU Indianapolis Kathy Johnson, Executive Vice Chancellor and Chief Academic Officer 317-274-4500 ofaa@IU Indianapolis.edu

IUK Mark Canada, Executive Vice Chancellor, Academic Affairs 765-453-2227 marcanad@iuk.edu

IUS Kelly Ryan, Executive Vice Chancellor, Academic Affairs 812-941-2208 ryanka@ius.edu

IUFW Ann Obergfell, Associate Vice Chancellor of Academic Affairs and Operations 260-481-0512 amobergf@iufw.edu

Campus Human Resources Offices
IUB http://hr.iu.edu/ 812-855-2172 uhrs@indiana.edu IUE https://www.iue.edu/hr/index.php 765-973-8487 iuehr@iue.edu IUN
http://www.iun.edu/hr/
219-980-6775
hrnw@iun.edu
IUS IUSB https://southbend.iu.edu/administration/human-resources/index.html 574-520-4358 japoelvo@iusb.edu

IU Indianapolis http://www.hra.IU Indianapolis.edu/ 317-274-7617 hra@IU Indianapolis.edu

IUK https://www.iuk.edu/human-resources/index.html 765-455-9226 gvanalst@iuk.edu

https://www.ius.edu/human-resources/ 812-941-2306 eqdivix@ius.edu

Office for Civil Rights U.S. Department of Education Office for Civil Rights Lyndon Baines Johnson Department of Education Bldg 400 Maryland Avenue, SW Washington, DC 20202-1100 Telephone: 800-421-3481 FAX: 202-453-6012; TDD: 800-877-8339 Email: OCR@ed.gov Website: http://www2.ed.gov/about/offices/list/ocr/index.html Equity Officials Campus Contact Phone Email IU Indianapolis Anne Mitchell, Director, Office of Institutional Equity 317-278-9230 amitch29@IU Indianapolis.edu IUK Sarah Sarber, Chief of Staff/Deputy Title IX Coordinator 765-455-9204 shawkins@iuk.edu

IUB Jennifer Kincaid,/p> University Director of/p> Institutional Equity and Title IX Coordinator 812-855-7559 oie@iu.edu

IUE Tracy Amyx, Director of Affirmative Action/EEOC Officer 765-973-8402 trramyx@iue.edu

IUN Lita Pener, Director of Institutional Equity and Title IX 219-980-6705 lmpener@iu.edu

IUS James J. Wilkerson,Director, Office of Equity and Diversity 812-941-2306 eqdivix@ius.edu

IUSB Laura Harlow, Director of Institutional Equity and Inclusive Excellence 574-520-5536 lewhitne@iusb.edu

History This policy was established in 2015. It incorporates and supercedes the Indiana University Policy Against Sexual Harassment, which was effective in 1998. Approved by the University Faculty Council, February 24, 2015 by the attached resolution. Approved by University President, March 1, 2015. Revisions to policy approved by UFC and University President, August 25, 2016. Revision to policy approved by UFC November 29, 2016; approved to be made effective on January 1, 2017, by University President. Revisions to policy approved by UFC November 28, 2017; approved to be made effective on January 1, 2018 by University President. Revisions to policy approved by UFC April 23, 2019; approved to be made effective on July 1, 2019 by University President. Revision to policy approved by UFC on August 10, 2020, and University President on August 14, 2020 to become effective on August 14, 2020. The policy was revised in part to comply with new federal Title IX regulations and in part to articulate procedures related to reports of alleged discrimination, harassment, and/or sexual misconduct that are not covered by the new federal regulations. The procedures in this revised policy apply to reports received by the university on or after the effective date. Revisions made and approved by the University President effective November 1, 2021./p> Previous Versions by Effective Dates: 03/01/2015 - 08/25/2016 08/25/2016 - 01/01/2017 01/01/2017 - 01/01/2018 01/01/2018 - 07/01/2019 07/01/2019 - 08/14/2020 08/14/2020 - 11/03/2021 /p>
Related Information IU’s Stop Sexual Violence Website www.stopsexualviolence.iu.edu Americans with Disabilities Act (ADA) Non-Discrimination/Institutional Equity/Affirmative Action Clery Act Compliance Code of Student Righs and Responsibilities Code of Academic Ethics Programs Involving Children Annual Security and Fire Safety Reports (including Clery Crime Statistics)

Sexual Misconduct: Rights, Options, and Resource Guide Indiana University does not tolerate sexual misconduct in any form, including sexual harassment, sexual violence, sexual assault, dating violence, domestic violence, sexual exploitation and stalking. For emergencies, dial 911./p> Sexual Misconduct: Complaint Resolution Processes at IU When a formal complaint of sexual misconduct is filed with the University, a prompt, fair, and impartial investigation and complaint resolution process is conducted in a reasonable time frame given the circumstances of the specific case. This includes the following rights to all parties:

To be conducted by officials who are properly trained annually on issues related to sexual misconduct and how to conduct an investigation at all stages of the complaint resolution process.
To be accompanied by an advisor during all proceedings, investigation meetings, or related meetings. The role of any advisor is explained in the Discrimination, Harassment, and Sexual Misconduct Policy.
Each party will be simultaneously notified in writing of the outcome and results of any disciplinary proceedings, as well as the equal right to appeal the outcome of any disciplinary proceedings.

The procedures applied depend on the association of the individual accused of sexual misconduct, as well as whether the complaint meets the initial criteria of a Title IX complaint. Procedures can be found in the University’s Discrimination, Harassment, and Sexual Misconduct Policy, and at StopSexualViolence.iu.edu. Individuals found responsible through these processes by a preponderance of the evidence for engaging in sexual misconduct will be sanctioned. Sanctions for sexual misconduct violations may include, but are not limited to, separation from the university, including suspension, expulsion, or termination. Other protective measures may include separating the parties, placing limitations on contact between the parties, or making alternative living, class-placement, or workplace arrangements. Sexual assault, domestic violence, dating violence, and stalking may also be found to be criminal acts following a law
enforcement investigation, which may also subject the respondent to criminal penalties under federal and state law. Retaliation Retaliation against anyone who has reported an incident of sexual misconduct, provided information, or participated in procedures or an investigation into a report of sexual misconduct, is prohibited by the University and will not be tolerated. Concerns about potential retaliation in connection with a report of sexual misconduct should be reported to the Deputy Sexual Misconduct and Title IX Coordinator. Protective Measures In addition to the supportive and remedial measures available through the University (see Resources), IU recognizes all valid orders of protection, no contact orders, restraining orders, or similar lawful orders. If you have a valid order, please inform IUPD so the order can be enforced on campus, if necessary. To learn more about protection orders, contact the Indiana Coalition Against Domestic Violence (ICADV) hotline at 1-800-332-7385. Consent Consent is about communication and respect. Sexual activity without consent is sexual misconduct. University’s Definition of Consent Consent is an agreement expressed through affirmative, voluntary words or actions, and mutually understandable to all parties involved, to engage in a specific sexual act at a specific time:

Consent can be withdrawn at any time, as long as it is clearly communicated.

Consent cannot be coerced or compelled by force, threat, deception, or intimidation.

Consent cannot be given by someone who is incapacitated, as defined below.

Consent cannot be assumed based on silence, the absence of “no” or “stop”, the existence of a prior or current relationship, or prior sexual activity.

Incapacitation/p> A person is incapable of consent if they are unable to understand the fact, nature, extent, or implications of the situation due to drugs, alcohol, a mental disability, being asleep or unconscious, or based on their age (pursuant to Indiana law). With respect to alcohol and drugs, intoxication and/or impairment is not presumptively equivalent to incapacitation. Consent does not exist when the individual initiating sexual activity knew or should have known of the other person’s
incapacitation. Privacy and Confidentiality/p> Information Confidentiality/p> The University is committed to protecting your privacy by sharing information with only those who need to know. Your information may need to be shared with those involved in investigating the incident, those responsible for providing necessary resources and remedies, and those responsible for ensuring the public’s safety. You should discuss your desires regarding confidentiality with any University employee with whom you speak, to ensure you understand their reporting obligations and what information they may be required to share. As a note, the University completes publicly available recordkeeping, including Clery Act reporting, without including personally identifying information. Responsible Employees Most employees are considered Responsible Employees, which means they have to share any information they know about an incident of sexual misconduct with the University or Deputy Sexual Misconduct and Title IX Coordinator. Responsible Employees include, but are not limited to, faculty and other instructors, academic advisors, coaches and athletic staff that interact directly with students, Student Life administrators, residential hall staff, supervisors, and employees in University offices that serve students./p> Confidential Employees There are employees that you can talk to confidentially, who do not have the same reporting obligations as a Responsible Employee. Confidential Employees include those designated on your campus to be confidential, such as health center staff, a victim advocate, as well as any licensed, professional counselors (e.g. mental health counselors, psychologists). Indiana State Rights for Victims of Domestic and Family Violence Alleged victims of domestic and family violence are provided the additional rights under Indiana IC-35-40-5, if they choose to proceed with criminal prosecution./p>

You have the right to be:

treated with fairness, dignity, and respect; and

free from intimidation, harassment and abuse;/li>

You have the right to be informed, upon request, when a person who is:

accused of committing; or

convicted of committing a crime perpetrated directly against you is released from custody or has escaped.

You have the right to confer with a representative of the prosecuting attorney’s office:

after a crime allegedly committed has been charged;

before the trial of a crime allegedly committed; and

before any disposition of a criminal case. This right does not include the authority to direct the prosecution of a criminal case.

You have the right to have your safety considered when decisions are made concerning pre-trial release from custody of a person accused of committing a crime against you.

You have the right to be heard at any proceeding involving sentencing, a post-conviction release decision, or a pre-conviction release decision under a forensic diversion program.

If the accused criminal is convicted, you have the right to make a written or oral statement to be used in a pre-sentence report.

You have a right to read a Victim’s Pre-sentence Report.

You have a right to respond to the material included in the pre-sentence report.

You have the right to pursue restitution and other civil remedies against the perpetrator.

You have a right to information, upon request, about the disposition of a case, the conviction or sentence on a case, and release of a perpetrator from custody.

You have a right to be informed of your constitutional and statutory rights.

If you wish to exercise these rights, you must provide a current address and telephone number to your local County
Prosecutor’s Office. If charges are filed in your case, it is likely that the Judge will have a hearing on the defendant’s bond within days of the arrest. It is important to stay in contact with the Prosecutor’s Office to determine when this hearing, and other hearings will be held. StopSexualViolence.iu.edu For additional information on available resources on your campus and in the community, as well as a link to the University Discrimination, Harassment, and Sexual Misconduct Policy and Procedures, please visit:a href="http://stopsexualviolence.iu.edu">http://stopsexualviolence.iu.edu. Help is Available: Rights and Options Below is important information to consider. Please see contact options in the “Resources” section of this guide. Find a Safe Place Most importantly, call 911 if you or anyone else is in immediate danger and try to get to a safe place. Once you are safe, contact someone you trust to be with you for support. This could be a friend, family member, a resident assistant or even a trained sexual assault advocate. Seek Medical Attention Medical attention should be sought as soon as possible. This is necessary to mitigate the risk of sexually transmitted diseases or pregnancy and to treat any physical injury. Preserve Evidence of the Incident(s) If you have experienced any form of sexual misconduct, it is important to preserve any evidence that may be helpful should you decide to pursue a university or criminal complaint or obtain a protective order. Physical evidence is best collected as soon as possible or at least within 96 hours of the assault. Do not do any of the following things until you’ve gotten medical attention and/or contacted the police:

Bathe or shower

Use the restroom

Change clothes or comb hair

Clean up the crime scene

Move anything the offender may have touched

It is best not to try to collect this physical evidence yourself, but to seek assistance from medical and/or law enforcement personnel. Consider also preserving any electronic and other types of physical evidence (e.g., text messages, social media posts, receipts, photos). Counseling Support is Available Counseling is recommended during this difficult time. Whether services are sought on campus or in the community, remember that self-care is an important part in coping with the event. Confidential employees are available on your campus (see “Privacy and Confidentiality”). Consider Reporting the Incident There are several reporting options, including reporting to campus or local law enforcement, reporting to a campus Deputy Sexual Misconduct and Title IX Coordinator, going through the student conduct system, and/or reporting online at StopSexualViolence.iu.edu. Campus authorities can assist in notifying law enforcement if requested, however, you may also decline to notify law enforcement. IU Bloomington Resources
Where to Report Law Enforcement/p> Indiana University Police Department (IUPD) Responds to incidents on campus. 812-855-4111 or 911 Bloomington Police Department Responds to incidents in the city of Bloomington. 812-339-4477 or 911 Monroe County Sheriff’s Office Responds to incidents in Monroe County outside the city of Bloomington. 812-349-2781 or 911 Office of Student Conduct Responds to complaints regarding students. No contact and no trespass orders can be administered through this process. 812-855-5419 osc@indiana.edu
Office of Institutional Equity Responds to discrimination/harassment complaints regarding employees and third parties. 812-855-7559 oie@iu.edu

Sexual Misconduct and Title IX Coordination
You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/a>
Deputy Sexual Misconduct and Title IX Coordinator Libby Spotts Senior Associate Dean of Students Director of the Office of Student Conduct 812-855-5419
Confidential Counseling Services
IU Counseling and Psychological Services Sexual Assault Crisis Services (SACS) Provides group and individual counseling, 24/7/365 crisis availability and advocacy. Counselors are located on the 4th floor of the IU Health Center. 812-855-8900 (SACS 24 hr. crisis line) 812-855-5711 (CAPS) SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help)
Medical Services
Infection and injury evaluation, treatment, and forensic exams are available at the following locations: IU Health Center Services available to IU Bloomington students, student spouses, and dependents. 812-855-4011 Available M-F 8AM-12PM and 1PM-4:30PM 600 N. Eagleson Avenue IU Health Bloomington Hospital Emergency Dept. Available 24 hours a day 812-353-9515 2651 E Discovery Pkwy Bloomington, IN 47408 Confidential Victim Advocate Confidential Victim Advocates (CVA) in the Office for Sexual Violence Prevention and Victim Advocacy work confidentially with students who have experienced sexual misconduct to connect them with available resources on- and off-campus, to assist in obtaining supportive measures, to assist them in the applicable conduct process, and to address their academic and other university related concerns. 812-856-2469 cva@indiana.edu

Located in the IU Health Center
Other Campus Resources
Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: Office of Student Conduct 812-855-5419/p> Confidential Victim Advocate 812-856-2469/p> Office of Institutional Equity 812-855-7559 Office of International Services The Office of International Services can assist students with visa and immigration advising and provides additional support services for international students. 812-855-9086 ois@iu.edu

Protective Order Project Student volunteers from the Maurer School of Law help victims of stalking, sexual assault, and dating or relationship violence get and enforce civil protective orders at no cost. 812-855-4800 pop@indiana.edu

Student Legal Services Attorneys and law students provide legal assistance and representation to students free of charge, including walk-in consultations and assistance with filing applications for Protective Orders after sexual assault. 812-855-7867 getlegal.indiana.edu
Office of Disability Services for Students Students needing an accommodation during any sexual misconduct complaint resolution process may request one through the DSS office. 812-855-7578 iubdss@indiana.edu
Community Resources Legal Services Legal assistance and representation information can be obtained by contacting the Monroe County Bar Association. monroecountybar.org
Protection Orders Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/
Protective Order Assistance Program If you need to file a Petition for an Order of Protection, you can do so at the Monroe County Clerk’s Office. Monroe County Clerk’s Office 301 N. College Ave., Room 201/p> Bloomington, IN 812-349-2614 Advocacy Services Middle Way House Advocacy services available (no cost). Staff will also accompany individuals to a medical exam. 812-336-0846 (24 hr. crisis intervention)
IU Indianapolis Resources
Where to Report Law Enforcement/p> Indiana University Police Department (IUPD) Responds to incidents on campus./p> 317-274-7911 or 911/p> Indianapolis Metropolitan Police Department Responds to incidents in the Indianapolis metropolitan area. 317-327-3811 or 911 IU Indianapolis Office of Student Conduct The IU Indianapolis disciplinary process is a fair and educational process designed to promote a safe educational environment and develop students who are productive members of both the local and global communities. Responds to reports of student misconduct. 317-274-4431 www.conduct.IU Indianapolis.edu
IU Indianapolis Office of Institutional Equity Neutral unit charged with investigating allegations of discrimination, harassment, and sexual misconduct by an
employee or visitor/guest/contractor/volunteer of the university. 317-274-2306 oeoIU Indianapolis@IU Indianapolis.edu
Sexual Misconduct and Title IX Coordination You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/a>
Deputy Sexual Misconduct and Title IX Coordinators Sara Dickey Director of Student Conduct 317-274-4431 conduct.IU Indianapolis.edu/a>
Anne Mitchell Director of the Office of Institutional Equity 317-278-9230 oeo.IU Indianapolis.edu/a>
Confidential Advocacy and Support Confidential resources are available to provide support and advocacy for victims of sexual misconduct, regardless of whether you choose to make a report./p> Assistant Program Director of Interpersonal Violence Prevention saadv@IU Indianapolis.edu /p> 317-274-5715 ipv.IU Indianapolis.edu/a>
Medical Services IU Indianapolis Student Health The IU Indianapolis Student Health Center offers confidential medical services in two locations./p> Campus Center Student Health/p> Campus Center, Suite 213 420 University Blvd 317-274-2274 Campus Health/p> Coleman Hall, Room 100 1140 West Michigan Street/p> 317-274-8214 Centers of Hope Staff specially trained to conduct medical exam, collect forensic evidence, provide crisis support and help arrange follow-up care. IU Health Methodist Hospital Center of Hope 1701 N Senate Blvd. 317-840-1145 (available 24/7) Eskenazi Health Center of Hope 720 Eskenazi Avenue (near Ball Residence) 317-880-8006 Confidential Counseling Services IU Indianapolis Counseling and Psychological Services (CAPS) CAPS provides professional psychological services for IU Indianapolis students free or at minimal charge. 719 Indiana Avenue, Walker Plaza 220 317-274-2548 capsindy@IU Indianapolis.edu/p> IUSM Mental Health Services/p> 317-278-4357 https://medicine.iu.edu/education/mental-health-services//a>
24 Hour Crisis and Suicide Hotline National suicide prevention lifeline 1-800-273-8255/p> Crisis Text Line: Text 741741/p> SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help) Community Health Network Behavioral Care Services/p> 24/7 crisis line: 317-621-5700 (select option #1) Other Campus Resources Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: saadv@IU Indianapolis.edu
(317-274-5715) Office of Institutional Equity (317-274-2306) Office of Student Conduct (317-274-4431) Office of International Affairs The Office of International Affairs can assist students with visa and immigration advising and other support services for international students. 317-274-7000/p> oia@IU Indianapolis.edu
Adaptive Educational Services Students needing an accommodation during any sexual misconduct complaint resolution process may request one through the AES office. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator./p> 317-274-3241 aes@IU Indianapolis.edu
Sexual Assault Prevention, Intervention, and Response Task Force (SAPIR) The task force coordinates sexual assault prevention and education efforts for students, faculty and staff. sapir.IU Indianapolis.edu /p> Community Resources Legal Services For assistance with legal options, contact: Indiana Coalition Against Domestic Violence: 317-917-3685 http://www.icadvinc.org//a>
Center for Victim and Human Rights: 317-610-3427 http://www.cvhr.org//a>
Protection Orders To file a Petition for a Civil Order of Protection, you can file at: The City-County Building, Marion County/p> 200 E. Washington Street, Indianapolis, IN/p> 317-327-8577 Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/
Advocacy Services Available at no cost: The Julian Center 317-920-9320 (24-hour crisis line) Children’s Bureau, Inc./p> (formerly Families First) 317-634-6341 or 833-338-7277 (24/7 sexual assault crisis)
IU East Resources
Where to Report
Law Enforcement
Indiana University Police Department-East (IUPD-East) Responds to incidents on campus. 765-973-8429 or 911
Richmond Police Department
Responds to incidents in the city of Richmond. 765-983-7247 or 911
Wayne County Sheriff’s Office
Responds to incidents in Wayne County, outside the city of Richmond. 765-973-9393 or 911 Dean of Students The Dean of Students provides wide-ranging support to the students of Indiana University East, and assists students in resolving problems that arise within the university. The Dean of Students also serves as the chief student judicial officer for issues relating to the Code of Student Rights,
Responsibilities, and Conduct, and maintains all disciplinary records for the campus. Whitewater Hall, Room 101/p> 765-973-8525
Sexual Misconduct and Title IX Coordination
You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/a>
Deputy Sexual Misconduct and Title IX Coordinator Tracy Amyx Director of Affirmative Action, EEOC Officer 765-973-8402 Medical Services Reid Health Services available include: collection of evidence (rape kit) for report to the police, infection and injury evaluation and
treatment. 1100 Reid Parkway, Richmond, IN 47374 765-983-3000 Confidential Counseling Services Behavioral Health Provides free, quality mental health services to students. Springwood Hall 224 765-973-8646 Centerstone Counseling Services Provides a wide range of services, recognizing that every individual is unique. They work with each client to personalize treatment plans to meet recovery goals. 831 Dillon Drive 800-344-8802 A Better Way for Genesis A Better Way for Genesis services eight surrounding counties. Services offered to victims of domestic violence, sexual assault, and homelessness. All services provided are free of charge. 15 South 11th Street, Richmond, IN 47374/p> 765-966-0538 SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help) Other Campus Resources Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information, work with: Dean of Students 765-973-8525/p> Title IX Office 765-973-8402 Office of International Services The Office of International Services can assist students with visa and immigration advising and provides additional support services for international students. 812-855-9086 ora href="mailto:ois%40iu.edu?subject=">ois@iu.edu
Office of Accessibility Services Students needing an accommodation during any sexual misconduct complaint resolution process may request one through the Office of Accessibility Services. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator. 765-973-8675 asiue@iue.edu/a>
Community Resources Legal Services Legal assistance and representation information can also be obtained by contacting the Wayne County Bar Association. https://inbar.site-ym.com/?page=local_bars
Protection Orders Wayne County Clerk’s Office If you need to file a Petition for an Order of Protection, you can do so at the Wayne County Clerk’s Office. 301 East Main Street, Richmond, IN 47374 765-973-9220 Protection Order E-filing Service Information about filing for a protection order, as well as advocate information, can be found at: https://public.courts.in.gov/porefsp#/

IU Kokomo Resources
Where to Report Law Enforcement/p> Indiana University Police Department (IUPD) Responds to incidents on campus. 765-455-9363 or 911 Kokomo Police Department Responds to incidents in the city of Kokomo. 765-457-1105 or 911 Howard County Sheriff’s Office Responds to incidents in Howard County outside the city of Kokomo. 765-457-1105 or 911 Office of the Dean of Students
The Office of the Dean of Students adjudicates violations of the Indiana University Code of Student Rights, Responsibility and Conduct. 765-455-9204 iukdos@iuk.edu
Office of Institutional Equity Responds to discrimination/harassment complaints regarding employees and third parties. 812-855-7559 oie@iu.edu
Sexual Misconduct and Title IX Coordination You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/a>
Deputy Sexual Misconduct and Title IX Coordinator Sarah Sarber Chief of Staff/Chief Diversity Officer 765-455-9316 Medical Services Both hospitals listed below can provide services for those affected by sexual assault/violence including infection treatment, injury evaluation, treatment, and access to trained SANE (Sexual Assault Nurse Examiner) nurses available 24 hours a day to perform forensic exams. Community Howard Regional Hospital 3500 South Lafountain 765-453-0702 Ascension St. Vincent Hospital 1907 West Sycamore 765-456-5433 Confidential Counseling Services Counseling and Psychological Services Confidential counseling sessions are available at no charge to currently registered IU Kokomo students. Appointments are available on campus with the Mental Health Counselor. 765-455-9594 or 765-455-9203 iukcaps@iuk.edu
24 Hour Crisis and Suicide Hotline National suicide prevention lifeline span class="P1"> 1-800-273-8255/p> Crisis Text Line: Text 741741/p> SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help) Family Service Association of Howard County A trained sexual assault advocate is there to offer you support, answer your questions and help you through the process. An advocate can accompany you to the hospital, go with you to the police (if desired) as well as talk with you about your options, including decisions around reporting. Assistance with protection orders is also offered. (877) 482-4222 or 765-868-3154 (24 hours) Community Howard Regional Health Behavioral Health Services/p> 866-621-5719 317-621-5700 (24-Hour Crisis Line) St. Vincent Kokomo Trinity House Behavioral Services 765-456-5900 Other Campus Resources Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: Office of the Dean of Students 765-455-9204 Office of Affirmative Action 765-455-9316 International Services The Office of the Dean of Students can assist students who have questions about visas and immigration advising and other support services for international students. 765-455-9204 The IU Office of International Services can assist students with visa and immigration advising and other support services for international students. 812-855-9086 ois@iu.edu
Accessibility Center Students needing an accommodation during any sexual misconduct complaint resolution process may request one through the Accessibility Center. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator. 765-455-9301 Community Resources Legal Services Legal assistance and representation information can also be obtained by contacting the Howard County Bar Association. https://inbar.site-ym.com/?page=local_bars
Protection Orders Howard County Clerk’s Office/p> If you need to file a Petition for an Order of Protection, you can do so at the Howard County Clerk’s Office. 104 North Buckeye Kokomo, IN 46901 765-456-2204 Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/

IU Northwest Resources
Where to Report Law Enforcement/p> Indiana University Police Department (IUPD) Responds to incidents on campus. 219-980-6501 or 911 Gary Police Department Responds to incidents in the City of Gary. 219-881-1201 or 911 Lake County Sheriff’s Office Responds to incidents in Lake County outside the City of Gary. 219-755-3400 or 911 Dean of Students The Dean of Students adjudicates violations of the Indiana University Code of Student Rights, Responsibilities and Conduct. 219-981-5660 Sexual Misconduct and Title IX Coordination You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/a>
Deputy Sexual Misconduct and Title IX Coordinator Lita M. Pener Director, and Deputy Sexual Misconduct and Title IX Coordinator Office of Institutional Equity and Title IX 219-980-6705 nwoietix@iun.edu
www.iun.edu
Medical Services IU Northwest Campus Health and Wellness Center IU Northwest Campus Health and Wellness Center offers services for those affected by sexual assault, domestic violence and dating violence, including injury treatment, emergency contraceptive information, and sexually transmitted infection testing and treatment. Services are available to IU Northwest students, staff, and faculty. Walk-in patients must arrive 30 minutes before closing. Dunes Medical/Professional Building Rm 1027/p> 219-980-7250 Methodist Hospital Northlake 600 Grant Street Gary, IN 46402 219-886-4000 Methodist Hospital Southlake 8701 Broadway Merrillville, IN 46410 219-738-5500 Confidential Counseling Services IUN Office of Counseling Services The Counseling Center provides students access to a range of treatments and referrals to outside resources. Hawthorn Hall, Room 201 Call 219-980-6741 for appointment Fair Haven Center 2645 Ridge Road Highland, IN 46322 219-961-4357 or asafeport.org 219-218-2552 (24-hour hotline) Edgewater Systems for Balanced Living/p> (serving Gary) 1100 W. 6th Avenue Gary, IN 46402/p> 219-885-4264 Porter Starke Services/p> (serving Porter and Starke Counties) 601 Wall Street, Suite A Valparaiso, IN 46383 219-531-3500 Swanson Center/p> (serving LaPorte County)/p> Toll Free Number 800-982-7123 After Hours Crisis Line 855-325-6934 or 219-871-9975 LaPorte location 1230 State Rd. 2 West, Suite A LaPorte, IN 46350 219-362-2145 Michigan City location 7224 W. 400 N. Michigan City, IN 46360 219-879-4621 24 Hour Crisis and Suicide Hotline National suicide prevention lifeline 1-800-273-8255/p> Crisis Text Line: Text 741741/p> SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help) Other Campus Resources Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: Dean of Students 219-981-5660 Office of Institutional Equity and Title IXspan class="P1">219-980-6705 Office of International Services The Office of International Services can assist students with visa and immigration advising and provides additional support services for international students. 812-855-9086 ois@iu.edu
Student Support Services Students needing an accommodation during any sexual misconduct complaint resolution process may request one through Student Support Services. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator. 219-980-6941 fjcoxhar@iun.edu
Student Support Services 219-980-6798 nwsss@iun.edu
Community Resources Legal Services Legal assistance and representation information can also be obtained by contacting the Lake County Bar Association. http://www.lakecountybar.com
Protection Orders Lake County Clerk’s Office If you need to file a Petition for an Order of Protection, you can do so at the Lake County Clerk’s Office. 2293 N. Main Street,/p> Courts Building 1st Floor/p> Crown Point, IN 46307 219-755-3460 Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/.IU Southeast Resources

Where to Report Law Enforcement/p> Indiana University Police Department (IUPD) Responds to incidents on campus. 812-941-2400 or ext. 2400 New Albany Police Department Responds to incidents in the city of New Albany. 812-948-5300 or 911 Floyd County Sheriff’s Office Responds to incidents in Floyd County outside the city of New Albany. 812-948-5400 or 911 Office of Dean of Student Life Pursues charges through campus student judicial system when the accused is a student. (There may be other avenues of assistance available when the accused is not a student.) UC South Room 010 812-941-2316 Sexual Misconduct and Title IX Coordination You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/a>
Deputy Sexual Misconduct and Title IX Coordinators James J. Wilkerson Director Office of Equity and Diversity 812-941-2599 EqDivIX@ius.edu< Medical Services Baptist Health Floyd Hospital Offers help with physical or sexual abuse and trauma treatment in a confidential setting. Will perform a free and private exam in a safe and comfortable exam room. 1850 State Street, New Albany/p> 812-944-7701< Confidential Counseling Services Counseling and Psychological Services IU Southeast CAPS provides counseling to all IU Southeast students (part or full time) at no fee. Counselors are all
professionally trained and have specific skills related to work with college students. UC South Room 207/p> 812-941-2244 http://www.ius.edu/personalcounseling//a>
The Center for Women and Families Provides a confidential hotline at 877-803-7577 and advocacy services 24 hours a day, seven days a week. Emergency shelter is also available. 812-944-6743 http://www.thecenteronline.org/
24 Hour Crisis and Suicide Hotline National suicide prevention lifeline 1-800-273-8255/p> Crisis Text Line: Text 741741/p> SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help)< Other Campus Resources Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: Division of Enrollment Management and Student Life 812-941-2420 Office of Equity and Diversity 812-941-2599 International Services The Office of Admissions can assist students with visa and immigration advising and other support services for international students. 812-941-2212 ora href="mailto:admissions%40ius.edu?subject=">admissions@ius.edu
Office of Disability Services/p> Students needing an accommodation during any sexual misconduct complaint resolution process may request one through Disability Services. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator. UC South, Rm. 207 812-941-2243 ora href="mailto:mtspring%40ius.edu?subject=">mtspring@ius.edu< Community Resources Legal Services Legal assistance and representation information can also be obtained by contacting the Floyd County Bar Association. https://inbar.site-ym.com/?page=local_bars
Protection Orders Floyd County Clerk’s Office If you need to file a Petition for an Order of Protection, you can do so at the Floyd County Clerk’s Office. 311 Hauss Square Room 235 New Albany, IN 47150/p> 812-948-5411 Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/

IU South Bend Resources

Where to Report
Law Enforcement/p> Indiana University Police Department (IUPD) Responds to incidents on campus. 574-520-4239 or 911 South Bend Police Department Responds to incidents in the city of South Bend. 574-235-9201 or 911 St. Joseph County Sheriff’s Office Responds to incidents in St. Joseph County outside the city of South Bend. 574-235-9611 or 911 St. Joseph County Special Victims Unit Responds to incidents in St. Joseph County. 574-235-7818 or 911 Elkhart City Police Department Responds to incidents in the city of Elkhart. 574-295-7070 or 911 Elkhart County Sheriff’s Office Responds to incidents in Elkhart County. 574-891-2100 or 911 Office of Student Conduct Pursues charges through campus student conduct system, which is an administrative/education process, when the accused is a student (other avenues may be available when the accused is not a student). Director of Student Conduct/p>
Administration Building 177
574-520-5524 conduct@iusb.edu
Sexual Misconduct and Title IX Coordination You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/p> Deputy Sexual Misconduct and Title IX Coordinators Laura Harlow Director of Institutional Equity and Inclusive Excellence 574-520-5536 ieie@iusb.edu
Medical Services Campus Health and Wellness Center The IUSB Health and Wellness Center is an all- inclusive facility located in Vera Z Dwyer Hall. Our clinic contains a full-service medical clinic, lab and pharmacy. Vera Z. Dwyer Hall 1960 Northside Blvd. South Bend, IN 46615 574-520-5557 Memorial Hospital and Health Systems/p> 615 N. Michigan St. South Bend, IN 46601 574-647-1000 Saint Joseph Regional Medical Center 5215 Holy Cross Parkway Mishawaka, IN 46545 574-335-5000 Forensic Department: 574-335-2532 Confidential Counseling Services IU Indiana University South Bend Student Counseling Center The Student Counseling Center provides free and confidential help to IU South Bend students for a variety of personal and emotional difficulties. Administration Building 175 1700 Mishawaka Avenue South Bend, IN 46615 574-520-4125 S-O-S of the Family Justice Center SOS provides a 24-Hour Crisis Line, free medical and legal advocacy and accompaniment, and free counseling and support groups for survivors of sexual assault or relationship violence. 533 North Niles Ave./p> South Bend, IN 46617/p> Phone: 574-234-6900 24 Hour Crisis Line: 574-289-HELP (4357) 24 Hour Crisis and Suicide Hotline National suicide prevention lifeline 1-800-273-8255/p> Crisis Text Line: Text 741741/p> SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help) Other Campus Resources Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: Laura Harlow Director of Institutional Equity and Inclusive Excellence 574-520-5536 ieie@iusb.edu
Office of International Student Services The Office of International Student Services can assist students with visa and immigration advising and provides additional support services for international students. 574-520-4419 ora href="mailto:oiss%40iusb.edu?subject=">oiss@iusb.edu
Office of Disability Support Services Students needing an accommodation during any sexual misconduct complaint resolution process may request one through the office of Disability Support Services. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator. 574-520-4460 ora href="mailto:sbdss%40iusb.edu?subject=">sbdss@iusb.edu
Community Resources Legal Services Legal assistance and representation information can also be obtained by contacting the St Joseph County Bar Association or the Elkart County Bar Association. St. Joseph County Bar Association/p> 101 South Main Street, South Bend 574-235-9657 stjoebar@gmail.com
Protection Orders SOS can assist you in obtaining a protective order. You can also do so at the St. Joseph or the Elkhart County Clerk’s Office. 533 North Niles Ave./p> South Bend, IN 46617/p> Phone: 574-234-6900 24 Hour Crisis Line: 574-289-HELP (4357) Elkhart County Victim Assistance Services/p> 301 South Main Street, Suite 100 Elkhart, IN 46516 574-523-2237 Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/

IUPUC Resources

Where to Report
Law Enforcement IUPUC Office of Public Safety 4601 Central Avenue, CC Room 105 Columbus, IN 47203-1769 812-348-7388 or 911 Columbus Police Department Responds to incidents in the city of Columbus. 812-379-1689 or 911
Bartholomew County Sheriff’s Department Responds to incidents in Bartholomew County outside the city of Columbus. /p> 812-379-1650 or 911 IUPUC Student Conduct Dean of Students 812-348-7251 IU Indianapolis Office of Institutional Equity Neutral unit charged with investigating allegations of discrimination, harassment, and sexual misconduct by an employee or visitor/guest/contractor/volunteer of the university. 317-274-2306 oeoIU Indianapolis@IU Indianapolis.edu
Sexual Misconduct and Title IX Coordination You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/a>
Deputy Sexual Misconduct and Title IX Coordinators Sara Dickey Director of Student Conduct 317-274-4431 conduct.IU Indianapolis.edu
Anne Mitchell Director of the Office of Institutional Equity 317-278-9230 oeo.IU Indianapolis.edu
Medical Services Columbus Regional Health 2400 East 17th St. 800-841-4938 VIM Care/p> Columbus Regional Hospital/p> 2400 East 17th St./p> 812-376-9750 Confidential Counseling Services 24 Hour Crisis and Suicide Hotline National suicide prevention lifeline 1-800-273-8255/p> Crisis Text Line: Text 741741/p> SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help) Other Campus Resources<
Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: Office of Institutional Equity 317-274-2306 IUPUC Personnel Administration 812-314-8506 Office of International Affairs The Office of International Affairs can assist students with visa and immigration advising and other support services for international students. 317-274-7000 oia@IU Indianapolis.edu
Adaptive Educational Services Students needing an accommodation during any sexual misconduct complaint resolution process may request one through the AES office. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator. 317-274-3241 aes@IU Indianapolis.edu
Community Resources Legal Services Legal assistance and representation information can also be obtained by contacting the Bartholomew County Bar Association. http://www.columbusindianalawyers.com
Protection Orders If you need to file a Petition for an Order of Protection, you can do so at the Bartholomew County Clerk’s Office. /p> Bartholomew County Clerk’s Office
234 Washington Street
Columbus, IN 47201
812-379-1600 Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/
Turning Point Domestic Violence Shelter Domestic violence shelter and support for victims and children. 1-800-221-6311 (24 Hour Crisis Line)IU Fort Wayne Resources

Where to Report Law Enforcement/p> Fort Wayne Police Department 1 East Main Street, Suite 108/p> Rousseau Centre
Fort Wayne, IN 46802 911 or 260-427-1205 Victim Assistance http://www.fwpd.org
IU Indianapolis Office of Institutional Equity Neutral unit charged with investigating allegations of discrimination, harassment, and sexual misconduct by an employee or visitor/guest/contractor/volunteer of the university. 317-274-2306 oeoIU Indianapolis@IU Indianapolis.edu
IU Indianapolis Office of Student Conduct The IU Indianapolis disciplinary process is a fair and educational process designed to promote a safe educational environment and develop students who are productive members of both the local and global communities. Responds to reports of student misconduct. 317-274-4431 https://studentaffairs.IU Indianapolis.edu/student-conduct/index.html
Sexual Misconduct and Title IX Coordination You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/a>
Deputy Sexual Misconduct and Title IX Coordinators Sara Dickey Director of Student Conduct 317-274-4431 conduct.IU Indianapolis.edu
Anne Mitchell Director of the Office of Institutional Equity 317-278-9230 oeo.IU Indianapolis.edu
Medical Services Dupont Hospital 2520 E Dupont Rd Fort Wayne, IN 46825 260-416-3000 Fort Wayne Sexual Assault Treatment Center 1420 Kerrway Ct Fort Wayne, IN 46805/p> 260-423-2222 Confidential Counseling Services Student Assistance Program Students have access to a variety of confidential short-term counseling services at no charge. Walb Student Union, Room 234 2101 East Coliseum Boulevard Fort Wayne, Indiana 46805 574-269-0583 Jennifer’s Harbor Crisis Counseling, Help with Protective Order Process, support and transportation to legal proceedings, safety planning, support groups, help women and children experiencing domestic and sexual violence, implement prevention efforts for those struggling in a relationship, work with high school and college students as well. 260-443-2103 Women’s Bureau Free counseling services for women, teens, children, men and entire families who are victims of sexual violence. 2417 Fairfield Avenue/p> Fort Wayne, IN 46807 260-424-7977 260-426-7273 (24 Hr hotline) 24 Hour Crisis and Suicide Hotline National suicide prevention lifeline 1-800-273-8255/p> Crisis Text Line: Text 741741/p> SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help) Other Campus Resources Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: Office of Institutional Equity 317-274-2306/p> Office of International Affairs The Office of International Affairs can assist students with visa and immigration advising and other support services for international students. 317-274-7000 ora href="mailto:oia%40IU Indianapolis.edu?subject=">oia@IU Indianapolis.edu
Adaptive Educational Services
Students needing an accommodation during any sexual misconduct complaint resolution process may request one through the AES office. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator. 317-274-3241 aes@IU Indianapolis.edu/a>
Community Resources Legal Services Legal assistance and representation information can also be obtained by contacting the Allen County Bar Association. http://www.allencountybar.org/
Protection Orders If you need to file a Petition for an Order of Protection, you can do so at the Allen County Clerk’s Office. /p> Allen County Clerk’s Office First floor Allen Superior Court/p> Small Claims Division
1 W. Superior St.
Fort Wayne, IN 46802/p> Protective Order Hotline: 260-449-3683 Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/
IU Evansville Medical Campus Resources
Where to Report Law Enforcement/p> Indiana University Police Department Stone Family Center for Health Sciences 515 Walnut St. Evansville, IN 47708 Office: 812-909-7185 Evansville Police Department/p> 812-436-7896 For emergencies, call 911 Sexual Misconduct and Title IX Coordination You can also make a report and/or file a complaint of sexual misconduct by contacting one of the coordinators below: University Sexual Misconduct and Title IX Coordinator Jennifer Kincaid University Director of Institutional Equity and Title IX 812-855-7559 oie@iu.edu/p> Deputy Sexual Misconduct and Title IX Coordinators Sara Dickey Director of Student Conduct 317-274-4431 conduct.IU Indianapolis.edu
Anne Mitchell Director of the Office of Institutional Equity 317-278-9230 oeo.IU Indianapolis.edu
Medical Services Deaconess Midtown Hospital Emergency Department has a Sexual Assault Nurse Examiner (SANE) available 24/7/p> 600 Mary St.
Evansville, IN 47747
812-450-5000 St. Vincent Hospital Evansville 3700 Washington Ave.,/p> Evansville, IN 47714 812-485-4000 Confidential Counseling Services IU School of Medicine Mental Health Services The IU School of Medicine Mental Health Services team offers treatment via telephone or in person. To schedule an appointment with Mental Health Services call: 317-278-2383 24 Hour Crisis and Suicide Hotline National suicide prevention lifeline 1-800-273-8255/p> Crisis Text Line: Text 741741/p> SupportLinc Employee Assistance Program Provides professional and confidential counseling to all employees, medical residents, graduate appointees, fellowship recipients, and their household members. 888-881-LINC (5462) (24/7 confidential help) Other Campus Resources Supportive and Remedial Measures Upon request, supportive and remedial measures may be provided if appropriate and reasonable. These measures could include no contact orders; assistance in changing academic, living, transportation, and/or work situations; counseling services; victim advocacy services; financial aid information; and assistance in obtaining protective orders. Other advocate services may be available. For more information work with: Office of Institutional Equity 317-274-2306/p> Office of International Affairs The Office of International Affairs can assist students with visa and immigration advising and other support services for international students. 317-274-7000 ora href="mailto:oia%40IU Indianapolis.edu%20?subject=">oia@IU Indianapolis.edu/a>
Adaptive Educational Services Students needing an accommodation during any sexual misconduct complaint resolution process may request one through the AES office. Additionally, faculty, staff, and students may request accommodations during the process through their assigned investigator. 317-274-3241 aes@IU Indianapolis.edu/p> Community Resources Legal Services Legal assistance and representation information can also be obtained by contacting the Evansville Bar Association. https://www.evvbar.org//a>
Protection Orders If you need to file a Petition for an Order of Protection, you can do so at the Protective Order Assistance Office./p> /p> 825 Sycamore St County Courts Building, Room 108 Evansville, IN 47708 Protection Order E-filing Service Information about filing for a protection order as well as advocate information can be found at: https://public.courts.in.gov/porefsp#/
Advocacy Services Albion Fellows Bacon Center Provides advocacy, education, and support resources to those who have experienced domestic and sexual abuse. https://www.albionfellowsbacon.org/ /a>
24 hour crisis hotlines: Domestic Violencespan class="P1">812-422-5622<
Sexual Violence 812-424-727

Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu
First Year Seminar This one credit course for new IUS students includes, but is not limited to, discussions on sexual violence and the stopsexualviolence.iu.edu website (resource information), consent, and dating violence. Discussed problems of stalking and rape, including rape culture and myths surrounding it. The importance of bystander intervention was covered, and students also discussed their previous education experiences revolving around the issues of sexual violence. During the seminar students discussed a chapter in the textbook on “Diversity, Differences, and Safety,” and definitions from the IU Sexual Misconduct Policy, including consent, dating violence, domestic violence and stalking. Students are also given information about the StopSexualViolence.iu.edu website.	Dean of Student Life 812-941-2316
Orientation Program for new students describing resources available to students as they may be dealing with conflicts with peers, harassing behaviors, or sexual misconduct. Students are introduced to the sexualviolence.iu.edu website as a resource as well as the available supportive measures (such as no contact orders and changing course sections). The students are also given information about the student conduct system.	Dean of Student Life 812-941-2316
Poster Display Each poster is part of a public service campaign created to educate the public about Title IX and resources that are available in response to sexual misconduct. Posters are in every classroom, as well as other high traffic areas.	Dean of Student Life 812-941-2316

Contact Type	Contact Information
Law Enforcement	Indiana University Police Department 1469 E. 17th Street Bloomington, IN 47408 812-855-4111 or 9-1-1 iupd@indiana.edu
Campus Authorities	Office of Student Conduct 801 N. Eagleson Bloomington, IN 47405 812-855-5419 osc@indiana.edu
Title IX Coordination	University Title IX Coordinator ennifer Kincaid, University Director of Institutional Equity and Title IX 812-855-7559 Title IX Deputy Coordinators Libby Spotts, Director/p> Office of Student Conduct 812-855-5419
StopSexualViolence.iu.edu	A report may be made online under the “Report an Incident” tab at StopSexualViolence.iu.edu.
Protection Orders (can be obtained by contacting)	Monroe County Clerk’s Office 301 N. College, Rm 201 Bloomington, IN 47404 812-349-2614 The Protection Order Project (POP) is available to Monroe and surrounding county residents. POP is a law student-directed project at the Indiana University Maurer School of Law designed to help victims of domestic violence, sexual assault, and stalking obtain civil protective orders from the court, with the goal of preventing further abuse, both by restraining the abuser and by empowering the victim. 812-855-4800 (emails and voicemails are checked regularly) pop@indiana.edu

Contact Type	Contact Information
Law Enforcement	Indiana University Police Department Whitewater Hall Room 110 2325 Chester Blvd. Richmond, IN 47374 Police Dispatch: 765-973-8429 Chief: 765-973-8435
Campus Authorities	Dean of Students Office of Dean of Students Whitewater Hall, Room 101 2325 Chester Blvd. Richmond, IN 47374 765-973-8404
Title IX Coordination	University Title IX Coordinator Jennifer Kincaid, University Director of Institutional Equity and Title IX 812-855-7559 Deputy Sexual Misconduct and Title IX Coordinator Tracy Amyx, Director of Affirmative Action/EEOC Officer Springwood Hall, Room 226 2325 Chester Blvd., Richmond, IN 47374 765-973-8402
StopSexualViolence.iu.edu	A report can be madea href="https://stopsexualviolence.iu.edu/report/index.html">online under the “Report an Incident” tab at: a href="https://stopsexualviolence.iu.edu/">StopSexualViolence.iu.edu.
Protection Orders (can be obtained by contacting)	IU East campus: Wayne County Clerk’s Office 301 East Main Street Richmond, IN 47374 765-973-9220 At Lawrenceburg Center campus: Dearborn County Clerk’s Office 165 Mary St. Lawrenceburg, IN 47025 812-537-8867

Contact Type	Contact Information
Law Enforcement	Purdue University Police Dept. Support Services Building 2101 East Coliseum Boulevard Fort Wayne, IN 46805 260-481-6827or dial 9-1-1
Campus Authorities	IU Indianapolis Office of Student Conduct 420 University Boulevard, CE 270 Indianapolis, IN 46202 317-274-4431
Title IX Coordination	University Title IX Coordinator Jennifer Kincaid, University Director of Institutional Equity and Title IX 812-855-7559 Deputy Title IX Coordinator Director of Student Conduct, Office of Student Conduct 317-274-4431 Deputy Title IX Coordinator Director of the Office of Institutional Equity 317-278-9230
StopSexualViolence.iu.edu	A report can be made a href="http://stopsexualviolence.iu.edu/report/index.html">online under the “Report an Incident” tab at a href="https://stopsexualviolence.iu.edu/">StopSexualViolence.iu.edu.
Protection Orders (can be obtained by contacting)	Allen County Clerk’s Office 1 W. Superior St. Fort Wayne, IN 46802 260-449-3683

Contact Type	Contact Information
Law Enforcement	IUPUC Office of Public Safety Research Center Building, Room 104a 4601 Central Avenue Columbus, IN 47203-1769 812-348-7388 or 9-1-1
Campus Authorities	IUPUC Student Conduct 812-348-7251
Title IX Coordination	University Title IX Coordinator Jennifer Kincaid, University Director of Institutional Equity and Title IX 812-855-7559 Deputy Title IX Coordinator Karloa Stevens, Director/Deputy Sexual Misconduct and Title IX Coordinator 317-274-2306
StopSexualViolence.iu.edu	A report can be madea href="https://stopsexualviolence.iu.edu/report/index.html">online under the “Report an Incident” tab at StopSexualViolence.iu.edu.
Protection Orders (can be obtained by contacting)	Bartholomew County Clerk’s Office 234 Washington Street Columbus, IN 47201 812-379-1600

Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu
New Student Orientations Discussion with incoming students about IU’s Sexual Misconduct Policy, what constitutes sexual misconduct, the definition of consent, services available on campus and in the community, where to report any sexual misconduct concerns, as well as information on topics of drugs and alcohol. In addition, IUPD assists with making sure that students and families feel safe and secure on campus by sharing their resources, escorting students to and from their vehicles if needed, as well as safety walks that the Student Government Association completes with IUPD, Physical Facilities, and the Dean of Students to make sure lights are working at night and trees are trimmed up from the bottom. In addition, IUPD and the Dean of Students share the Indiana Lifeline Law.	Student Life and Campus Diversity 765-455-9204
New Student Athlete Orientation Discussion with incoming student athletes about IU’s Sexual Misconduct Policy, what constitutes sexual misconduct, the definition of consent, services available on campus and in the community, where to report any sexual misconduct concerns, as well as information on topics of drugs and alcohol. In addition, bystander intervention and risk reduction strategies are covered through the Step Up materials. This presentation is followed up by the Director of CAPS educating students on their mental wellness and appropriate reactions to experiencing or hearing issues related to sexual misconduct.	Dean of Students, CAPS, Athletics 765-455-9204

Program Title and Description	Contact Information
Vector Solutions online educational program Vector Solutions offers a comprehensive approach to reducing the risk of drug and alcohol abuse and sexual violence among college students. Vector Solution is available 24/7, all semester long, for information on drugs, alcohol, sexual violence, and other health and wellness issues that can affect academic success. Vector Solution’s Essentials is an online prevention education course intended for incoming students. It covers the three most significant behavioral risks new college students face: alcohol, illicit and prescription drugs, and sexual violence. Structured around a motivational self-assessment in each area, Essentials incorporates audio, video, and interactive tools and lessons to teach students key concepts and skills. All first-year, transfer, and incoming international undergraduate students, regardless of age or experience, are required to complete both the pre- and post- sections of the Vector Solutions Essentials course.	See article for more information at: https://kb.iu.edu/d/biiu
New Student Orientation Information related to safety and Title IX are included in a short orientation presentation for incoming students. Additionally, all new students are provided an online module after orientation to complete (self-paced) called “What it Means to be a Titan” that covers campus-specific data, consent definitions for IU, policies, reporting options, support resources, and contact information.	Office of Institutional Equity and Inclusive Excellence 574-520-5536
Student Athlete Orientation Student athletes are given information about Title IX and IU’s Sexual Misconduct Policy, reporting and resource information, IU South Bend’s alcohol policies and consent.	Office of Institutional Equity and Inclusive Excellence 574-520-5536
New Student Move In Discussion Rounds All new students moving into the residence halls are required to attend an introductory meeting the first evening on campus. university staff speak with each residence hall group to remind students of the stopsexualviolence.iu.edu website, sexual misconduct policy, counseling services, safety tips, code of conduct on/off campus, and the name of the Deputy Title IX Coordinator.	Office of Institutional Equity and Inclusive Excellence 574-520-5536

Contact Type	Contact Information
Law Enforcement	Indiana University Police Department 1232 West Michigan Street Indianapolis, IN 46202 317-274-7911 or dial 9-1-1
Campus Authorities	IU Indianapolis Office of Student Conduct 420 University Boulevard, CE 270 Indianapolis, IN 46202 317-274-4431
Title IX Coordination	University Title IX Coordinator Jennifer Kincaid, University Director of Institutional Equity and Title IX 812-855-7559 Deputy Title IX Coordinator Sara Dickey, Director of Student Conduct, Deputy Sexual Misconduct and Title IX Coordinator 317-274-4431 Deputy Title IX Coordinator Karloa Stevens, Director/Deputy Sexual Misconduct & Title IX Coordinator 317-274-2306
StopSexualViolence.iu.edu	A report can be made online under the “Report an Incident” tab at StopSexualViolence.iu.edu.
Protection Orders (can be obtained by contacting)	Marion County Superior Court 200 East Washington Street, Suite W122 Indianapolis, IN 46204 317-327-4740 clerkpublic@indy.gov

Contact Type	Contact Information
Law Enforcement	Indiana University Police Department Kelley Student Center, KC 106 2300 S. Washington Kokomo, IN 46902 765-455-9363
Campus Authorities	Dean of Students Kelley Student Center, KC210G 2450 S. Washington St. Kokomo, IN 46902 765-455-9203
Title IX Coordination	University Title IX Coordinator Jennifer Kincaid, University Director of Institutional Equity and Title IX 812-855-7559 Title IX Deputy Coordinator Sarah Sarber, Chief of Staff 765-455-9316
StopSexualViolence.iu.edu	A report can be made online under the “Report an Incident” tab at StopSexualViolence.iu.edu.
Protection Orders (can be obtained by contacting)	Howard County Clerk’s Office 104 N. Buckeye, Room 114 Kokomo, IN 46901 765-456-2204 Kokomo Police Department’s Victim’s Assistance Advocate 100 S. Union St. Kokomo, IN 46901 765-456-7506

Contact Type	Contact Information
Law Enforcement	Indiana University Police Department Moraine Student Center, Room 116 105 W. 33rd Avenue Gary, IN 46408 219-980-6501 or 9-1-1
Campus Authorities	Office of the Vice Chancellor for Student Life Savannah Center 223 3400 Broadway Gary, IN 46408 219-980-6586
Title IX Coordination	University Title IX Coordinator Jennifer Kincaid, University Director of Institutional Equity and Title IX 812-855-7559 Title IX Deputy Coordinator Lita Pener, Director/Deputy Sexual Misconduct & Title IX Coordinator 219-980-6853
StopSexualViolence.iu.edu	A report can be made online under the “Report an Incident” tab at: StopSexualViolence.iu.edu.
Protection Orders (can be obtained by contacting)	https://www.in.gov/judiciary/iocs/2645.htm Lake County Clerk’s Office 2293 N. Main Street, Courts Building, 1st Floor Crown Point, IN 46307 219-755-3460

Resource	Contact Information	Availability
IU Health Center	http://healthcenter.indiana.edu/ 600 N. Eagleson Avenue Bloomington, IN 47405 812-855-4011 24 hr Sexual Assault Crisis Service 812-855-8900	On-campus/Student only
IU Health Bloomington Hospital Emergency Department	http://iuhealth.org/bloomington/ 2651 E. Discovery Pkwy Bloomington, IN 47408 812-353-5252 Available 24 hours a day	Community

Resource	Contact Information	Availability
IU Counseling and Psychological Services IU Sexual Assault Crisis Services	http://healthcenter.indiana.edu/counseling/index.shtml IU Health Center, 4th Floor 600 N. Eagleson Avenue Bloomington, IN 47405 812-855-8900, 24-hour sexual assault line 812-855-5711, for appointments	On-campus/Student only
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462 Services are provided at no cost to all employees, IU residents, graduate appointees, fellowship recipients, medical residents, medical residents, and their household members.	University/Full-time faculty and staff

Resource	Contact Information	Availability
Student Advocates Office	http://studentaffairs.indiana.edu/student-advocates/ Eigenmann Hall West 225 1900 E. Tenth Street Bloomington, IN 47406 812-855-0761 advocate@indiana.edu	On-campus/Student only
Middle Way House	http://www.middlewayhouse.org 812-336-0846 (24-hour crisis intervention)	Community

Resource	Contact Information	Availability
Protective Order Project	https://law.indiana.edu/academics/experiential-education/projects/pop/index.html Maurer School of Law, Room 010 211 S. Indiana Avenue Bloomington, IN 47405 812-855-4800 pop@indiana.edu	Community
Student Legal Services	https://studentaffairs.indiana.edu/student-support/legal-services/index.html 310/312 N. Park Bloomington, IN 47408 812-855-7867 stulegal@indiana.edu	Community
Monroe County Bar Association	http://monroecountybar.org/	Community

Resource	Contact Information	Availability
Office of International Services	https://ois.iu.edu/index.html Ferguson International Center 330 N. Eagleson Ave. Bloomington, IN 47405 812-855-9086 ois@iu.edu	On-campus/Students
Indiana Legal Services Immigration and Language Rights Center	https://www.indianalegalservices.org/node/377/indiana-legal-services-immigrants-language-rights-cent 1200 Madison Avenue, Suite 300 Indianapolis, IN 46225 866-964-2138	Community

Resource	Contact Information	Availability
Office of Dean of Students, Division of Student Life	https://studentaffairs.indiana.edu/dean-students/ Indiana Memorial Union, M088 900 E. 7th Street Bloomington, IN 47405 812-855-8187 vpsa@indiana.edu	On-campus/Students
Office of Student Conduct	https://studentaffairs.indiana.edu/student-conduct/index.html 801 N. Eagleson Avenue Bloomington, IN 47405 812-855-5419 osc@indiana.edu	On-campus/Students
Office of Institutional Equity	https://equity.iu.edu/affirmative-action/index.html Carmichael Center, Suite L03 530 E Kirkwood Avenue Bloomington, IN 47408 812-855-7559	On-campus/Students, faculty and staff

Resource	Contact Information	Availability
Center for Health Promotion	https://www.iue.edu/health/counseling.php Center for Health Promotion Springwood Hall, Room 224 2325 Chester Boulevard Richmond, IN 47374 765-973-8646	On-campus/Students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462 Services are provided at no cost to all employees, IU residents, graduate appointees, fellowship recipients, medical residents, medical residents, and their household members.	University/Full-time faculty and staff

Resource	Contact Information	Availability
Wayne County Victim Assistance Program	https://www.co.wayne.in.us/web/dept/prosecutor/index.php Wayne County Prosecutor 301 E. Main St. Richmond, IN 47374 765-973-9394	Community
A Better Way	https://abetterwaymuncie.org/ 15 South 11th Street Richmond, IN 47374 765-966-0538	Community

Resource	Contact Information	Availability
Office of Dean of Students, Division of Student Life	https://www.iue.edu/dos/ Whitewater Hall, Room 101 2325 Chester Blvd., Richmond, IN 47374 765-973-8525	On-campus/Students
Office of Affirmative Action	https://www.iue.edu/hr/affirmative/ Springwood Hall, Room 226 2325 Chester Blvd., Richmond, IN 47374 765-973-8402	On-campus/Students

Resource	Contact Information	Availability
Fort Wayne Sexual Assault Treatment Center	https://www.fwsatc.org/ 1420 Kerrway Ct. Fort Wayne, IN 46805 260-423-2222	Community
Dupont Hospital	https://theduponthospital.com/ 2520 E Dupont Rd Fort Wayne, IN 46825 260-416-3000	Community

Resource	Contact Information	Availability
Student Assistance Program	https://www.pfw.edu/counseling/ Walb Student Union, Room 234 2101 E. Coliseum Boulevard Fort Wayne, Indiana 46805 800-342-5653 Purdue University Fort Wayne Student Assistance Program offers free counseling services to students in collaboration with Headwaters Counseling.	Students
Jennifer’s Harbor	http://www.jennifersharbor.org 260-443-2103 YWCA 24-hour crisis line: 800-441-4073 Crisis Counseling, Help with Protective Order Process, support and transportation to legal proceedings, safety planning, support groups, help women and children experiencing domestic and sexual violence, implement prevention efforts for those struggling in a relationship, work with high school and college students as well.	Community
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462 Services are provided at no cost to all employees, IU residents, graduate appointees, fellowship recipients, medical residents, medical residents, and their household members.	University/Full-time faculty and staff
Women’s bureau	https://womensbureau.org/ 2417 Fairfield Avenue Fort Wayne, IN 46807 260-424-7977 260-426-7273 24-hour hotline This resource offers free counseling services for women, teens, children, men and entire families who are victims of sexual violence.	Community

Resource	Contact Information	Availability
Office of International Affairs	https://international.IU Indianapolis.edu/ Education and Social Work Building, Rm. 2126 902 W. New York Street Indianapolis, IN 46202 317-274-7000 oia@IU Indianapolis.edu	On-campus/Students
Indiana Legal Services Immigration and Language Rights Center	https://www.indianalegalservices.org/node/377/indiana-legal-services-immigrants-language-rights-cent 1200 Madison Avenue, Suite 300 Indianapolis, IN 46225 866-964-2138	Community

Resource	Contact Information	Availability
Fort Wayne Police Dept. Victim Rights and Assistance	https://www.fwpd.org/divisions/victims-assistance 1 E. Main St., Suite 108 Fort Wayne, IN 46802 260-427-1205	Community
Office of Institutional Equity	https://www.iufw.edu/experience/student-conduct-and-safety/sexual-misconduct.html Lockefield Village, Suite 1164 980 Indiana Avenue Indianapolis, Indiana 46202 317-278-9230 amitch29@IU Indianapolis.edu	On-campus/Students, faculty and staff

Resource	Contact Information	Availability
VIMCare Clinic	2400 17th Street Columbus, IN 47201/p> 812-375-3660	Community/Students, faculty and staff
Columbus Regional Health	2400 East 17th Street Columbus, IN 47201 800-841-4938	Community/Everyone

Resource	Contact Information	Availability
Solutions Student Assistance Service (SAS)	https://www.iupuc.edu/campus-life/counseling-servies.html Learning Center, #1204 4601 Central Avenue Columbus, IN 47203 800-766-0068 Provides free, local, professional, and confidential consultations for IUPUC students. Solutions SAS is a service of Centerstone Indiana.	On-campus/Students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462 Services are provided at no cost to all employees, IU residents, graduate appointees, fellowship recipients, medical residents, medical residents, medical residents, and their household members.	University/Full-time employees

2023 ANNUAL SECURITY AND FIRE SAFETY REPORT

INDIANA UNIVERSITY

PROTECT.IU.EDU

PUBLIC SAFETY

Inside This Report

Table of Contents

A Message from the Associate Vice President of Public Safety and Superintendent of Public Safety

Public Safety

Emergency Management and Continuity (EMC)

Environmental Health and Safety (EHS)

Indiana University Police Department (IUPD)

Physical Security and Access

University Information Security Office (UISO)

University Information Policy Office (UIPO)

Protect IU

INDIANA UNIVERSITY POLICE DEPARTMENT

Enforcement Authority and Jurisdiction

Working Relationships with State and Local Enforcement Agencies

Reporting Crimes and Other Emergencies

General Reporting Guidelines

To report an incident for any EMERGENCY, dial 9-1-1

Rave Guardian App

Indiana Lifeline Law

Emergency Blue Light Phones

To report an incident for any EMERGENCY, dial 9-1-1

Non-Emergency Contact Information

Bloomington

Center for Art and Design/

Los Angeles, CA

Sunset Gower Studios

East

East—Lawrenceburg Center

IUPUC

IU Indianapolis

Kokomo

Northwest

South Bend

Southeast

South Bend—Elkhart Center

Fort Wayne— Purdue University Police Dept.

Campus Security Authorities

Responsible Employees

Response to Reports

Voluntary, Confidential Reporting

Pastoral and Professional Counselors

Daily Crime Log

Campus-wide Notifications

IU Notify

Public Safety Advisory

Crime Notice

Emergency Alerts

Missing Student Notification

Security, Access, and Maintenance of Campus Facilities

Bloomington

Campus Contacts

Center for Art and Design, Columbus IN

Los Angeles, California

East – Including Lawrenceburg Center

Campus Contacts

IUPD non-emergency line is available 24 hours-a-day at 765-973-8429. Facilities Management can be contacted at 765-973-8423. Physical Plant can be contacted at 765-973-8572. Academic and Administrative Buildings—Campus security and access controls include:

IU East

Lawrenceburg Center

Campus Residence Buildings

IU East and Lawrenceburg Center do not operate any on-campus residential facilities.

Fort Wayne

Campus Contacts

IUPUC

Campus Contacts

IU Indianapolis

Campus Contacts

Kokomo

Campus Contacts

Northwest

Campus Contacts

Campus Residence Buildings

South Bend – Including Elkhart Center

Campus Contacts

IU South Bend

Elkhart Center

IU South Bend

IUPD non-emergency line is available 24 hours-a-day at 765-973-8429.

Facilities Management can be contacted at 765-973-8423.

Physical Plant can be contacted at 765-973-8572.

Academic and Administrative Buildings—Campus security and access controls include:

Resource	Contact Information	Availability
Adaptive Educational Services	https://www.iupuc.edu/academics/advising-support/adaptive-education-services/index.html Learning Center, #1620 4601 Central Avenue Columbus, IN 47203 812-375-7528 mcrothro@iupuc.edu	On-campus/Students
Office of Institutional Equity	https://oeo.IU Indianapolis.edu/ 980 Indiana Avenue, Suite 4440 Indianapolis, IN 46202 317-274-2306 oeoIU Indianapolis@IU Indianapolis.edu	On-campus/Students, faculty and staff
IUPUC Office of Human Resources	Learning Center, #2108 4555 Central Avenue Columbus, IN 47203 812-348-7204	On-campus/Employees

Resource	Contact Information	Availability
Campus Health	Coleman Hall, Room 100 1140 W. Michigan Street Indianapolis, IN 46202 317-274-8214	On-campus/IU Indianapolis students
IU Health Methodist Hospital Center of Hope	1701 N Senate Blvd. Indianapolis, IN 46202 317-840-1145	Community/Everyone
Eskenazi Health Center of Hope	720 Eskenazi Avenuespan (near Ball Residence) Indianapolis, IN 46202 317-880-8006	Community/Everyone
Center of Hope at St. Franciscan Health	8111 S. Emerson Avenue Indianapolis, IN 46237 317-338-3756	Community/Everyone
Other Center of Hope locations in Indianapolis	St. Vincent Hospital 2001 West 86th St. Indianapolis, IN 46260 317-338-3756 Riley Hospital for Children 705 Riley Hospital Drive Indianapolis, IN 46202 317-274-2617 Community Hospital East 1500 N. Ritter Avenue Indianapolis, IN 46219 317-355-4673 (HOPE)	Community/Everyone

Resource	Contact Information	Availability
IU Indianapolis Counseling and Psychological Services	http://caps.IU Indianapolis.edu Walker Plaza, Suite 220 719 Indiana Avenue Indianapolis, Indiana 46202 317-274-2548 capsindy@IU Indianapolis.edu	On-campus/IU Indianapolis students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462 Services are provided at no cost to all employees, IU residents, graduate appointees, fellowship recipients, medical residents, medical residents, medical residents, and their household members.	University/Full-time employees
24-Hour Crisis and Suicide Hotline	https://www.familiesfirstindiana.org/sexual-assault-counseling-and-advocacy Families First 2240 N. Meridian Street Indianapolis, IN 46208 317-634-6341 833-338-SASS (7277) 24 Hour Crisis Line	Community/Everyone
Community Health Network Behavioral Care Services	http://www.ecommunity.com/behavioralcare 7165 Clearvista Way Indianapolis, IN 46256 317-621-5700 (Option #1)	Community/Everyone

Resource	Contact Information	Availability
Assistant Director for Interpersonal Violence Prevention and Response	https://studentaffairs.IU Indianapolis.edu/advocacy-resources/interpersonal-violence-prevention-and-response.html Walker Plaza 719 Indiana Avenue, Suite 220 Indianapolis, IN 46202 317-274-5715 saadv@IU Indianapolis.edu	On-campus/IU Indianapolis students
Sexual Assault Prevention, Intervention and Response Team	http://sapir.IU Indianapolis.edu 317-274-5715 saadv@IU Indianapolis.edu	On-campus/IU Indianapolis students

Resource	Contact Information	Availability
Office of Institutional Equity	https://oeo.IU Indianapolis.edu/ 980 Indiana Avenue, Suite 4440 Indianapolis, IN 46202 317-274-2306	On-campus/Everyone
Assistant Director for Interpersonal Violence Prevention and Response	https://studentaffairs.IU Indianapolis.edu/advocacy-resources/interpersonal-violence-prevention-and-response.html Walker Plaza 719 Indiana Avenue, Suite 220 Indianapolis, IN 46202 317-274-5715 saadv@IU Indianapolis.edu	On-campus/Everyone

Resource	Contact Information	Availability
Office of Housing and Residential Life	Housing and Residential Life 415 Porto Alegre Street, Suite 150 Indianapolis, IN 46202 reslife@IU Indianapolis.edu 317-274-7200	On-campus/Students
Office of Institutional Equity	https://oeo.IU Indianapolis.edu/ 980 Indiana Avenue, Suite 4443 Indianapolis, IN 46202 317-274-2306	On-campus/Students
Division of Student Life	Division of Student Life Campus Center, Suite 370 420 University Blvd. Indianapolis, Indiana 46202 317-278-8511 campcntr@IU Indianapolis.edu	On-campus/Students

Resource	Contact Information	Availability
St. Vincent Hospital	1907 W. Sycamore St. Kokomo, IN 46901 765-456-5433	Community/Everyone
Community Howard Regional Health	3500 S. Lafountain St. Kokomo, IN 46902 765-776-8000	Community/Everyone

Resource	Contact Information	Availability
Counseling and Psychological Services	https://kokomo.iu.edu/counseling-and-psychological-services/ Kelley Student Center, Room 210D 2300 S Washington St. Kokomo, IN 46904 765-455-9203 IUKCAPS@iuk.edu	On-campus/Students
Employee Assistance Program	https://hr.iu.edu/benefits/eap.html 24/7 Helpline: 888-881-5462 Services are provided at no cost to all employees, IU residents, graduate appointees, fellowship recipients, medical residents, medical residents, medical residents, and their household members.	University/Full-time faculty and staff
St. Vincent Kokomo Trinity House Behavioral Services	1907 W. Sycamore St. Kokomo, IN 46901 765-456-5900	Community/Everyone
Community Howard Regional Health Behavioral Health Services	https://www.ecommunity.com/locations/community-howard-regional-health/behavioral-health-care (toll free) N. Main St, Kokomo, IN 24-hour crisis hotline: -Option	Community/Everyone
Family Service Association of Howard County	https://fsahc.org/ 618 S. Main St. Kokomo, IN 46901 765-457-9313 765-868-3154 (24 hours)	Community/Everyone

Resource	Contact Information	Availability
Office of Dean of Students	https://kokomo.iu.edu/student-life/student-conduct/index.html Kelley Student Center, Room 210G 2300 S Washington Street Kokomo, IN 46904 765-455-9203 aedowlin@iu.edu	On-campus/Students
Office of International Services	https://ois.iu.edu/ Ferguson International Center 330 N. Eagleson Ave. Bloomington, IN 47405 812-855-9086 ois@iu.edu	University/Students
Indiana Legal Services Immigration and Language Rights Center	https://www.indianalegalservices.org/node/377/indiana-legal-services-immigrants-language-rights-cent 1200 Madison Avenue, Suite 300 Indianapolis, IN 46225 866-964-2138	Community

Resource	Contact Information	Availability
Office of Dean of Students	https://www.iuk.edu/student-life/student-conduct/index.html Kelley Student Center, Room 210G 2300 S Washington Street Kokomo, IN 46904 765-455-9203 aedowlin@iu.edu	On-campus/Students
Office of Affirmative Action and Institutional Equity	https://www.iuk.edu/affirmative-action/ Hunt Hall, Room 212 2300 S. Washington Street Kokomo, IN 46904 765-455-9316 shawkins@iuk.edu	On-campus/Everyone