Under the expectations of Title IX, the University has a set of obligations and procedural responses to evaluate and address reported incidents of sexual misconduct in a manner designed to end the behavior, prevent its recurrence and to ensure the safety of the reporting student and the Delaware Valley University community.
A formal report occurs when a victim of sexual misconduct makes a report to institutional personnel directly responsible for investigating an incident, or to a "responsible employee" of university.
A formal report results in an initial assessment of any risk of harm to individuals or to the campus community, and any steps necessary to address those risks. The initial evaluation will proceed to the point where a reasonable assessment of the safety of the individual and of the campus community can be made. Thereafter, an investigation may continue depending on a variety of factors, such as the request of the Complainant not to proceed and the risk posed to the any individual or the campus community by not proceeding.
The following personnel comprise the University's Central Review Team (CRT) and are trained and charged to investigate and resolve complaints (see Section X for process). A complainant may bring a complaint of sexual misconduct directly to:
Dean of Student Development & Title IX Coordinator
Director of Public Safety
Assistant Dean of Student Development
Assistant Dean of Student Development
Reports to the university result in a procedural response, described throughout this document, to ensure the safety of the reporting student and the Delaware Valley University community. The university will respect and safeguard the privacy of reporting individuals while meeting the university's responsibility to maintain a safe learning environment.
Victims also have the option of making a report through a "responsible employee" of the university. For the purposes of this policy, the following staff positions are designated as "responsible employees." A report to them serves as notice to the university, which will initiate an investigation (see Section X).
- Presidents and vice presidents of the university
- Associate and assistant vice presidents, Deans (and associates and assistant deans)
- Directors and associate or assistant directors
- Coaches and assistant coaches of athletic teams
- Administrators with supervisory responsibilities (directors, work-study supervisors)
- Public Safety
- Human Resources
- Residence Life professional staff
- Resident Assistants (RA's)
- Student Involvement professional staff
When a report is made to a responsible employee, a victim has the right to expect that the University will take timely and appropriate steps to investigate what happened and to resolve the matter promptly and equitably. It is the obligation of a responsible employee to make a report to the Title IX coordinator or deputy, outlining the details shared by the complainant.
Retaliation for reporting
No individual will be subject to retaliation for making a reasonable and good faith complaint as described above regarding: unlawful harassment or discrimination; cooperating in the investigation of alleged unlawful harassment or discrimination; or otherwise opposing unlawful harassment or other discrimination. The university will not tolerate retaliatory behavior.
Engaging in retaliation or abusing this policy is a form of prohibited conduct under this policy.
Third-party and anonymous reporting
By encouraging reporting and responding to same, the University signals its commitment to eliminate sexual misconduct on campus. For this reason, the University, through the Title IX Coordinator or other member of the CRT, will evaluate and investigate reports of sexual misconduct that are made through third-parties or anonymous reporting.