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SEXUAL ASSAULT

Policy

The following comes from the Colleges' Handbook on Community Standards. Click here for full text.

B. SEXUAL EXPLOITATION

Sexual Exploitation occurs when a person takes non-consensual or abusive sexual advantage of another to benefit or advantage anyone other than the one being exploited, and that behavior does not otherwise constitute another form of sexual misconduct. Examples of sexual exploitation include, but are not limited to, prostitution, non-consensual video or audio-taping of sexual or other private activity, exceeding the boundaries of consent (e.g. permitting others to hide in a closet and observe consensual sexual activity, videotaping of a person using a bathroom, posting on the Internet a sexually explicit photograph of a former partner), engaging in voyeurism, or engaging in consensual sexual activity with another person while knowingly infected with human immunodeficiency virus (HIV) or other sexually transmitted disease (STD) and without informing the other person of such infection.

1. Sanctions for Sexual Exploitation: Students found responsible for sexual exploitation face sanctions ranging from (but not limited to) social probation to required withdrawal, depending on the nature of a particular violation and/or an individual student’s overall conduct record at the Colleges. See the Handbook of Community Standards for a definition of the range of possible sanctions.

Employees found responsible for sexual exploitation face sanctions ranging from (but not limited to) salary reduction, suspension without pay to termination, depending on the nature of a particular violation and/or the employee’s overall record of conduct at the Colleges.

C. NON-CONSENSUAL SEXUAL CONTACT AND SEXUAL INTERCOURSE

1. Non-consensual sexual contact and non-consensual sexual intercourse include any form of sexual contact that occurs without effective consent. Non-consensual sexual contact and nonconsensual sexual intercourse are serious violations of the Colleges’ efforts to maintain a safe, trusting, and respectful campus environment, and are prohibited. In some instances, these forms of sexual misconduct involve violence or threats of violence. Allegations involving violence or threats of violence are taken very seriously and the Colleges apply the severest sanctions in the code of conduct for these violations. In addition to violating the Colleges' code of conduct, conduct involving violence or threats of violence may be felony offenses.

a) Non-Consensual Sexual Contact is:

  • any sexual touching (“sexual” referring to breasts, genitals, buttocks, including disrobing or exposure),
  • however slight,
  • with any object,
  • by a man or woman upon a man or woman,
  • by force, threat of force (this includes the use of force or threat of force, coercion, threat of retaliation, or rendering someone incapable of consent through the administration of drugs without the individual’s consent) or without effective consent.

b) Non-Consensual Sexual Intercourse is:

  • any sexual intercourse (anal, oral, or vaginal),
  • however slight,
  • with any object,
  • by a man or woman upon a man or woman,
  • by force, threat of force (this includes the use of force or threat of force, coercion, threat of retaliation, or rendering someone incapable of consent through the administration of drugs without the individual’s consent) or without effective consent.

2. Sanctions: Students found responsible for non-consensual sexual contact and/or nonconsensual sexual intercourse face sanctions ranging from (but not limited to) social probation to required withdrawal, depending on the nature of a particular violation and/or an individual student’s overall conduct record at the Colleges. See the Handbook of Community Standards for a definition of the range of possible sanctions.

Employees found responsible for non-consensual sexual contact and/or non-consensual sexual intercourse face sanctions ranging from (but not limited to) salary reduction, suspension without pay to termination, depending on the nature of a particular violation and/or the employee’s overall record of conduct at the Colleges.