• Any person may report sex discrimination, including sexual harassment (whether or not the person reporting is the person alleged to be the victim of conduct that could constitute sex discrimination or sexual harassment), in person, by mail, by telephone, or by electronic mail, using the contact information listed for the Title IX Coordinator, or by any other means that results in the Title IX Coordinator receiving the person’s verbal or written report.

       Contact Information for the Title IX Coordinator:

      Name:                            Stephanie Reynolds, LMSW  
      Title:                               Title IX Coordinator
      Office Address:             PH 303
      Email Address:              sreynolds@mvcc.edu
      Telephone Number:    315-731-5798

       

      Such a report may be made at any time (including during non-business hours) by using the electronic mail address, or by mail to the office address listed for the Title IX Coordinator.

  • Title IX and VAWA reports (Title IX: sexual harassment, sexual violence, sexual discrimination & VAWA: domestic/dating violence and stalking) may also be made to the Department of Public Safety or Deputy Coordinator Dennis Gibbons, Dean of Student Life.
    Whether you report to the Title IX Coordinator or the Department of Public Safety, the meeting following your report with be with the Title IX Coordinator to understand the nature of the complaint and to provide an overview of the options that are available so that the reporter may make an informed decision about how she/he would like to proceed.  This meeting also occurs individually with the Respondent. 
  • Reports of harassment and discrimination (not Title IX or VAWA as outlined in the first bullet) are to be made to either the Executive Director of Human Resources for cases involving employees or to the Vice President for Students Affairs, for cases involving students, and the case will be assigned to the appropriate investigator. Either may disqualify her or himself from serving, in which case another member of the staff will be appointed as an alternate.
  • This is a College Title IX investigation, not a legal investigation.  A respondent does have the right not to speak to the Title IX Investigator regarding the incident, however, failure to do so may have a negative impact as the Investigator will be unable to take the Respondent's perspective into account in the rendering of an outcome. 
  • Retaliation for filing a report or for answering questions during the investigation of a report will not be tolerated and will result in appropriate disciplinary action. The College will make every possible attempt to insure confidentiality and to limit access to information about the report to those with a need to know. All reports will be investigated, and appropriate action will be taken if an individual has violated these policies.
  • All timetables in these procedures are intended as guidelines. Reports will be investigated and resolved expeditiously, but since each case is different, each will require its own unique timetable. 
  • Extensions may be granted for up to 5 business days upon request by one party and communicated to both if approved by the Title IX Investigator.  In extenuating circumstances, law enforcement may specifically request and justify a longer delay. 
  • The Investigator to whom the report is referred will listen to the report as soon as possible. The Investigator will discuss report procedures, the report itself, informal remedies such as mediation and formal investigations as appropriate for the individual case. Serious allegations may be investigated even if the report is verbal and the Reporter does not wish to have the case initiated. The Reporter and the Respondent may have an advisor of their choice. Such advisor shall not ask questions, speak on the individual’s behalf or otherwise participate in the investigation beyond providing advice/support to the individual. The exception to this is during an actual hearing, where the advisors for both parties will take on the role of cross-examiner. 
  • If during the initial investigative meeting, the student admits to the substantive fact(s), appropriate sanctions can be levied at the meeting.  The finding may be appealed within five business days of the meeting. 
  • Grievance Resolution: The Title IX Grievance process is initiated when a signed written complaint alleging violations of Title IX regulations is filed with the aforementioned reporting recipients.    The written report shall indicate the alleged violation, name(s) of people involved, if names are known, and a narrative of the alleged violation. The person submitting the written complaint is the “reporter” and the person(s) alleged to have violated the Title IX policy is the “respondent.”  After an initial Title IX overview meeting with the Title IX Coordinator, a Title IX Investigator will be assigned to investigate the complaint.  
  • The Title IX Coordinator will make every effort to conclude the Grievance Process in a reasonably prompt manner.  However, the Grievance Process may be extended for a good reason, including, but not limited to, the unavoidable absence of a party, a party's advisor, or a witness; concurrent law enforcement, the need for language interpreting service or a request for ADA reasonable accommodations.  
  • The Title IX Grievance report is addressed by either a Formal or Informal process, as detailed below.  The Reporter will indicate whether or not they choose formal or informal at the initial overview meeting with the Title IX Coordinator.  This decision may be changed at any point up until the final resolution. 
  • Both parties are permitted to have an advisor present during the Title IX Grievance process.   The advisor does not need to be a member of the MVCC Community and can be an attorney.   The advisor may not speak for either party at any point, except for cross-examination of the respective parties during a Formal Process as outlined below.
  • The initial investigation shall be conducted by the Title IX Investigator as assigned by the Title IX Coordinator.  The investigation will include, but not be limited to, interviews with the reporter, respondent, key witnesses, relevant audio and video footage, relevant social media, etc.  

Formal Process:  Upon conclusion of the investigation, the Investigator will provide an Investigative Summary that details the relevant investigatory findings to the Title IX Coordinator.    The Title IX Coordinator will provide this to both Parties and a Hearing Panel consisting of three people and a chairperson.  If the Formal Complaint alleges quid pro quo harassment by an employee against a student that allegedly led to an actual sexual relationship or sexual activity, or if it alleges sexual assault, or domestic violence, the hearing will be held before a three-member panel, unless convening a three-member panel would present significant logistical or substantive problems. In that case, the investigator who accomplished the investigation will make a recommendation to the Title IX Coordinator based on the finding of the investigatory process about whether a violation has occurred. Either form of hearing will lead to a finding of Responsible or Not Responsible, and a recommendation for discipline if appropriate.  

  • Any recommendation of discipline for an employee that is made to the Title IX Coordinator will be reviewed by the Title IX Coordinator with the Executive Director of Human Resources to ensure compliance with applicable collective bargaining agreements and College policies.
  •  The Respondent and Reporter may file a written request for appeal with the Investigator within five (5) business days following the receipt of the written decision.  The Investigator will provide the appeal request to the Title IX Coordinator who will provide it to the Appeals Committee. 

The Appeals Committee will determine if one or more of the following criteria has been met for the appeal to be considered:

  1. A procedural irregularity existed that affected the outcome of the matter;
  2. New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made, that could affect the outcome of the matter, has been discovered; or
  3. The Title IX Coordinator, investigator(s), or decision-maker(s) had a conflict of interest or bias for or against an individual party, or for or against reporters or respondents in general, that affected the outcome of the matter.
  • If the Appeal Committee determines that one or more of the above criteria for appeal was met, an Appeal Hearing will be convened by the Chair of the Appeal Committee.
  • Informal Process: This is an optional process available in most cases with the exception of those outlined above. If the Reporter chooses an informal resolution, the investigator will meet with the Respondent to attempt to work out an informal resolution acceptable to both parties. The Respondent will be provided with information describing the procedures (online version of the Student Handbook, #Office of Human Resources#), an oral statement of the report, and may have an advisor present. If a solution is reached, the Investigator will recommend to the Title IX Coordinator that the solution be adopted. The case will be considered resolved if the recommended solution is accepted by the Title IX Coordinator. The approved solutions to the informal resolution will then be communicated to both parties in writing and documented accordingly. Individual meetings to communicate the solutions are not necessary in informal cases. Appeals are not permitted with an informal process. Records of the process will be retained in accordance with College policy and procedure.
  • The Title IX Coordinator shall review the recommendation within three (3) business days of receipt of the report and respond to the Investigator. The Title IX Coordinator will either:
    1. Agree with the recommendation;
    2. Request more information of the Investigator;
    3. Modify the recommendation or
    4. Dismiss the recommendation.