Title IX refers to the federal civil rights law in the United Stated enacted as part of the Education Amendments of 1972. Title IX prohibits discrimination on the basis of sex in education programs or activities receiving Federal Financial Assistance.
Members of the MHU community, guests, and visitors have the right to be free from all forms of sex and gender-based harassment, discrimination, and related misconduct. The University prohibits all forms of sex and gender-based misconduct, including but not limited to sex and gender-based harassment, discrimination, sexual harassment, sexual violence, domestic violence, dating violence, and stalking.
Sexual Harassment: refers to sex-based conduct that satisfies one or more of the following:
The MHU Title IX Policy applies to conduct which: (1) occurs on University-controlled property; (2) occurs in the context of a University education program or activity, including University employment; and/or (3) occurs outside the context of a University education program or activity, but has continuing adverse effects or creates a sexually hostile environment on University-controlled property or in any University education program or activity, including University employment.
To learn more about the Title IX process view our Process/Flow Chart.
Consent is active, clear, knowing, voluntary agreement to engage in sexual activity. Coercion, force, or the threat invalidates consent. Consent may not be inferred from silence, passivity, or a lack of verbal or physical resistance. Past consent to sexual activities does not imply ongoing or future consent. Consent to engage in sexual activity with one person does not constitute consent to engage in sexual activity with another person. Consent may be withdrawn at any time. A person cannot consent to sexual activity if that person is unable to understand the nature of the activity or give knowing consent due to circumstances, including without limitation the following: 1) the person is incapacitated due to the use or influence of alcohol or drugs; 2) the person is asleep or unconscious; 3) the person is under age; or 4) the person is incapacitated due to a mental disability.
Any university employee (including staff, administrators, faculty members, and student employees such as RAs) who is not identified as a Confidential Resource is considered a “Responsible Employee,” and is required to promptly report sexual harassment, sexual violence, or any other conduct prohibited by the Title IX policy to the Title IX coordinator. Learn more about being a Responsible Employee. Still unsure about our role on campus? Contact Deputy Title IX Coordinator Joanie Grimm, email@example.com
There are specific identified Confidential Resources on campus. Information shared with Confidential Resources will not be disclosed to the Title IX Office without your explicit permission. The following resources are considered identified Confidential Resources on campus:
The term Advisor refers to an individual selected by a Complainant or Respondent to provide advice and/or support for that individual during a Title IX investigation, informal resolution, or formal hearing process. An Advisor may be, but is not limited to, a parent, mentor, professor, or lawyer. In the event of a formal hearing, the Advisor will be responsible for conducting cross-examination on behalf of their advisee. Additionally, the University will provide an advisor should the Complainant or Respondent require one.
Supportive measures are non-disciplinary, non-punitive, individualized services offered as appropriate and reasonably available, without fee or charge, to the complainant or respondent before, during, or after the filing of a Formal Compliant or where no Formal Complaint has been filed. Supportive Measures may be issued based upon a party’s request or at the University’s own initiative. Request Supportive Measures.
Preponderance of the Evidence: (also know as “more likely than not”) is a standard for proof of whether a violation occurred. For the Title IX process, legal terms like “guilt,” or “innocence” are not applicable. The University never assumes a party is in violation of University policy. Campus resolution proceedings are conducted to consider the totality of all evidence available, from all relevant sources.
All students are required to complete Title IX training through Title IX training through Safe Colleges on the MHU Title IX portal. Student-athletes receive additional Title IX Specific training as required by the NCAA.
Students may also request additional Title IX Leadership training. If you are interested in Title IX Student Leader training, email Deputy Title IX Coordinator Joanie Grimm, firstname.lastname@example.org
All employees are required to complete Title IX training through Safe Colleges on the MHU HR Portal. Additional trainings related to Title IX are available through SUNY.
To schedule a Title IX Workshop for your office or class please email Deputy Title IX Coordinator Joanie Grimm at email@example.com
A report of an alleged Title IX policy violation can be made by anyone and unless made by a Responsible Employee, can be made anonymously. All MHU employees (excluding Confidential Resources) are considered Responsible Employees and must report allegations of a Title IX Policy violation. However, while all reports are followed-up and addressed, reporting an allegation does not mean a Formal Complaint has been filed. To file a Formal Complaint one must complete, sign, and send the Formal Complaint document to the Title IX Office. Filing a Formal Complaint will trigger a formal review process, if the threshold for moving forward is met a notice of allegations will be sent to the responding individual(s) and an investigation will begin.
Formal Complaints must be completed, signed, and sent via email, mail, or delivered in-person to the Title IX Office.