Current Annual Safety Report

Current Annual Safety Report
2015 YOUR CAMPUS,
YOUR SAFETY
IPFW UNIVERSITY’S ANNUAL
SECURITY AND FIRE SAFETY
REPORT 2015
www.ipfw.edu/police
Fort Wayne Campus
1
QUICK REFERENCE RESOURCE GUIDE
Safety and Security
Crisis Services
IPFW Police Department (On Campus)
Emergency: 911
Non-­‐emergency: 260-­‐481-­‐6827
Support Services Building
ipfw.edu/police
IPFW/Parkview Student Assistance Program ......260-­‐266-­‐8060
Fort Wayne Fire Department
Emergency: 911
Non-­‐emergency: 260-­‐427-­‐1170
fortwaynefiredepartment.org
Rape Crisis Hotline (24 Hours)……………………260-­‐426-­‐7273
Toll Free…………………..…..888-­‐311-­‐7273
IPFW Escorts ....................................... 260-­‐481-­‐6827
Escorts to and from campus buildings available 24/7
Office of the Dean of Students..................260-­‐481-­‐6601
Walb Union 111
ipfw.edu/dean
Center for Women and Returning Adults….……260-­‐481-­‐6029
Sexual Assault Treatment Center…………….....260-­‐423-­‐2222
YWCA Domestic Violence……………..………….260-­‐447-­‐7233
Toll Free…………………….800-­‐441-­‐4073
Victim’s Assistance………………………………...260-­‐427-­‐1205
Fort Wayne Women’s Bureau……………………..260-­‐424-­‐7977
National Sexual Assault/Online
Title IX Coordinator................................... 260-­‐481-­‐6107
Message Service…......................1-­‐800-­‐656-­‐HOPE (4373)
Assistance with sexual assault, dating and domestic violence,
and stalking complaints
National Domestic Violence
Kettler Hall 110P
Hotline …...................................... 1-­‐800-­‐799-­‐SAFE (7223)
ipfw.edu/equity
Fort Wayne Police Department (Off Campus)
Emergency: 911
Non-­‐emergency: 260-­‐427-­‐1222
fwpd.org
Allen County Sheriff’s Department (Off Campus)
Emergency: 911
Non-­‐emergency: 260-­‐449-­‐3000
allencountysheriff.org
Indiana State Police (Off Campus)
Emergency: 911
Non-­‐emergency: 260-­‐432-­‐8661
In.gov/isp
National Suicide Prevention
Hotline …........................................1-­‐800-­‐73-­‐TALK (8255)
National Center on
Drug Abuse Hotline…............................. 1-­‐800-­‐662-­‐HELP
Health
IPFW Campus Clinic ……………….…………………………260-­‐481-­‐5748
Dupont Hospital…………………………..…......260-­‐416-­‐3000
Lutheran Hospital…………………………..……260-­‐435-­‐7001
Parkview Hospital……………………..…….….260-­‐484-­‐6636
St. Joseph Hospital………………..………..……260-­‐425-­‐3000
AVAILABILITY OF ANNUAL SECURITY AND FIRE SAFETY REPORT
The IPFW University Police Department Your Campus, Your Safety: Annual Security and Fire Safety Report includes statistics for
the previous three years concerning reported crimes that occurred on campus, in certain off-­‐campus buildings or property
owned or controlled by IPFW University, and on public property within, or immediately adjacent to and accessible from,
campus. The report also includes policies concerning campus security, sexual assault, and other related matters. Copies of
this report can be obtained by contacting the IPFW University Police Department at 260-­‐481-­‐6827, at Support Services
Building, 2101 East Coliseum Boulevard, Fort Wayne, IN, or online at
http://www.ipfw.edu/offices/police/documents/IPFW_Police_Current_Annual.pdf
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CAMPUS CRIME STATISTICS
Introduction
The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (“Clery Act”) is a federal law that
requires the distribution of an annual security report to all current faculty, staff, and students and notice of its availability to prospective students, faculty and staff. This annual security report includes statistics for the previous three years concerning
specific reported crimes that occurred on campus, in certain off-­‐campus buildings or property owned or controlled by the
University, and on public property within or immediately adjacent to, and accessible from, campus. This report also includes
information regarding personal safety and general crime prevention; safety and educational programs offered at Purdue;
sexual assault risk reduction, prevention, and disciplinary processes; how the University communicates to students, faculty,
staff and the larger community about emergency or imminently dangerous situations; emergency preparedness; alcohol and drug policies; and fire safety. A copy of this report is made available to faculty, staff and students in early October of each fall
semester and is available for public viewing online. The definitions for crimes in the below statistics come from the FBI
Uniform Crime Reporting Handbook.
Campus Crime Statistics, 2012-­‐2014 Primary Crimes
Murder/Non-­‐Negligent Manslaughter
Negligent Manslaughter
Rape
Fondling
Incest
Statutory Rape
Forcible Sex Offenses
Non-­‐Forcible Sex Offenses
Robbery
Aggravated Assault
Burglary
Motor Vehicle Theft
Arson
Year
2014
2013
2012
2014
2013
2012
2014
2014
2014
2014
2013
2012
2013
2012
2014
2013
2012
2014
2013
2012
2014
2013
2012
2014
2013
2012
2014
2013
2012
On-­‐Campus Property
0
0
0
0
0
0
0
1
0
0
4
1
0
0
0
1
0
0
0
0
3
5
4
0
1
0
0
0
0
3
On-­‐Campus Student Housing
Noncampus Property
Public Property
Unfounded 0
0
0
0
0
0
0
0
0
0
2
0
0
0
0
0
0
0
0
0
0
2
3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
3
0
0
4
0
0
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Year On-­‐Campus Property On-­‐Campus Student Housing Noncampus Property Public Property Unfounded Year On-­‐Campus Property On-­‐Campus Student Housing Noncampus Property Public Property Unfounded 2014
2
2
0
0
0
2013
3
3
0
0
0
2012
N/A
N/A
N/A
N/A
N/A
2014
0
0
0
1
0
2013
2
0
0
0
0
2012
N/A
N/A
N/A
N/A
N/A
2014
2
1
0
0
0
2013
2
0
0
0
0
2012
N/A
N/A
N/A
N/A
N/A
Disciplinary Referrals and Arrests Year On-­‐Campus Property On-­‐Campus Student Housing Noncampus Property Public Property Unfounded Weapons Law Violations
2014
0
0
0
0
0
(Arrests)
2013
1
0
0
0
0
2012
0
0
0
0
0
1,
Hat Crimes RACE
GENDER
RELIGION
SEXUAL ORIENTATION
ETHNICITY
DISABILITY
NATIONAL ORIGIN
GENDER IDENTITY
Crimes Required to be Reported by the Violence Against Women Act Dating Violence
Domestic Violence
Stalking
Weapons Law Violations
2014
2
2
0
0
0
(Disciplinary Referrals)
2013
0
0
0
0
0
2012
0
0
0
0
0
Drug Law Violations
2014
3
3
0
3
0
(Arrests)
2013
7
5
0
2
0
2012
16
8
0
3
0
Drug Law Violations
2014
12
12
0
0
0
(Disciplinary Referrals)
2013
2
2
0
0
0
2012
14
10
0
0
0
1
Where there were no reportable offenses (murder/non-­‐negligent manslaughter, negligent manslaughter, sex offenses,
robbery, aggravated assault, burglary, motor vehicle theft, arson, simple assault, intimidation, vandalism, or larceny-­‐theft) in 2012, 2013 or 2014 in which the offense was motivated by the actual or perceived race, gender, religion, sexual orientation, ethnicity, disability, national origin, or gender identity of the victim, the rows for each listed bias were
collapsed accordingly.
4
Liquor Law Violations
2014
2
2
0
0
0
(Arrests)
2013
0
0
0
1
0
2012
7
7
0
6
0
Liquor Law Violations
2014
30
30
0
0
0
(Disciplinary Referrals)
2013
24
22
0
0
0
2012
57
52
0
2
0
5
CAMPUS SAFETY
Introduction
Th Fort Wayne/IPFW University community offers numerous advantages to students and residents. The community
is a great place to live, work, and study. However, it is not immune to the kinds of problems that beset the rest of
the nation. Unfortunately, one of these problems— crime — is a reality at IPFW and in Fort Wayne.
Th University attempts to provide a safe and secure environment for students, staff, and visitors. However, it is
possible to maintain safety and security only when every student faculty and staff member takes an active part in
the effort.
Th purpose of this publication is to:
• Provide the IPFW community with an overview of IPFW University Police Department services.
• Share crime statistics required by federal law (Jeanne Clery Disclosure of Campus Security Policy and Campus
Crime Statistics Act).
• Inform current and prospective students, staff, and visitors about the University’s more than 200 policies
and programs designed to help keep them safe.
• Share information regarding emergency preparedness and planning.
• Share information regarding fire safety, fire statistics, and fire-­‐related information. No matter how effective the University’s programs may be, the primary responsibility for safety and security lies
with each of us. No police department or set of procedures can be effective unless individuals e0ercise reasonable care and prudence. Safety and security is everyone’s personal responsibility.
IPFW University Police Department
The University maintains its own professional police agency. State law grants IPFW police officers the same powers
of arrest and law enforcement as city and county officers. The IPFW Police Department is staffed by competent law
enforcement professionals who use advanced equipment, techniques, and current technology to perform their
duties. The department works closely with the Indiana State Police, the FBI, and the City of Fort Wayne Police and
Allen County and has been approved by the state legislature and Purdue’ Board of Trustees to maintain jurisdiction
across the entire state of Indiana. The IPFW University Police Department has a memorandum of understanding with the Fort Wayne Police Department for immediate mutual aid assistance. The IPFW Police Department
encourages the other agencies to inform it of all reported criminal activity at any site affiliated with the University or
with University-­‐ recognized organizations on and off campus. In an emergency, police can be summoned via any of
the nearly 6 emergency telephones located throughout campus as well as by dialing 911. All reports of criminal
activity will be handled and investigated in an appropriate and professional manner.
Besides direct efforts in crime prevention and detection, the IPFW Police Department carries out a number of
programs to foster safety and security: Bike Patrol. Th IPFW Police Department’ bike patrol unit consists of four officers. Officers can perform nearly all of
their duties on bicycles, with the exception of transporting prisoners. The bike patrol is a cost-­‐ effective community
outreach program that allows officers to interact with people while patrolling the campus.
Public Information. The police department works closely with Marketing and Creative Services, including student
publications, to publicize crimes and criminal investigations. Police Daily Activity logs are open to the general public
and can be viewed on University Police’s homepage at www.ipfw.edu/police under the Crime Statistics link.
Group Presentations. IPFW police officers present safety and security talks to the campus community upon request. Presentations are scheduled regularly to address the special concerns of residence managers, resident assistants, library staff, international students, sororities, fraternities, and other groups.
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Bicycle Registration. Students are encouraged to register their bicycles as an aid to recovery in case of theft.
Bicycles can be registered at no charge through the main Student Housing Office.
Property Engraving. Students can bring property, such as calculators, to the IPFW Police Department to be engraved
with ID numbers as an aid to recovery in case of theft.
911
Emergency
Telephone System
You can summon help in an emergency by
dialing 911 on any phone in Allen County. Place
routine calls to the police and other agencies by
using the non-­‐emergency numbers listed in the
front cover of this guide.
These emergency telephones are placed at
strategic locations around campus and are
equipped with a blue light for easy access. For
assistance, push the button, which will connect
you to the IPFW Police Department.
Reporting of Criminal Offenses
Th IPFW University Police Department encourages anyone who is the victim or witness to any crime to promptly
report the crime by calling 911 by calling the non-­‐emergency number at (260) 481-­‐6827, or by going to the IPFW
Police department at Support Services Building, 2101 East Coliseum Boulevard, Fort Wayne, IN.
Off-­‐campus reports of crime may be reported by calling 911 or by calling the non-­‐emergency numbers for the following departments:
• Fort Wayne Police Department: (260) 427-­‐1222
• Allen County Sheriff’s Department: (260) 449-­‐3000
• Indiana State Police: (260) 432-­‐8661
Anonymous Reporting. Indiana provides an anonymous crime reporting hotline: WeTip Hotline: 1-­‐800-­‐78-­‐CRIME.
Additionally, Purdue has a system-­‐wide (which includes IPFW) anonymous reporting program that is maintained by
an external company, managing the intake of information with trained interview specialists who are available 24
hours a day, 7 days a week. After the intake is complete, the report will be provide to designated University
personnel for appropriate action. Reports will b handled promptly and discreetly; however, sufficient and detailed
information is necessary to conduct a thorough investigation. T utilize the Purdue University Enterprise-­‐Wide
Hotline, please call 1-­‐866-­‐818-­‐2620.
IPFW does not have policies that allow for voluntary, confidential reporting reports of crimes for inclusion in the
annual disclosure of crime statistics. Crimes reported to the anonymous hotlines are included in the annual crime statistics and aid in providing timely warning notices to the community, when appropriate and possible.
Pastoral and Professional Counselors
IFPW does not have policies or procedures to encourage pastoral and professional counselors who are exempt from
Clery reporting requirements to report aggregate statistical information.
Campus Offices Designated to Receive Crime Reports
While all individuals who have witnessed or been the victim of a crime are encouraged to report crimes to the IPFW Police Department first and foremost, IPFW has designated other specific campus offices that may receive crime
reports in addition to the IPFW Police Department:
Official Address Phone Number IPFW University Police Department Support Services Building, 2101 E. Coliseum Blvd. 260-­‐481-­‐6827 7
Office of the Dean of Students Walb Union Room 111 260-­‐481-­‐6601 Human Resources Kettler Hall Room G02 260 Office of Institutional Equity Kettler Hall Room 110N 260-­‐481-­‐6107 This publication contains information about on-­‐campus and off-­‐campus resources. That information is made
-­‐481-­‐6the
840 resources that are
available to provide Purdue University community members with specific information about
available in the event that they become the victim of a crime. The information about “resources” is not provided to
imply that any resources other than the Purdue Police Department or those offices specifically identified in this
section are “reporting entities” for the Purdue University Police Department.
Building Security
Physical Plant personnel are responsible for security considerations used in the maintenance of campus facilities.
Security-­‐related maintenance issues, such as broken windows, faulty doors and locks, missing screens and
discharged fire extinguishers are given first priority by the maintenance personnel.
Most academic buildings must remain unlocked until late at night due to evening classes, student and faculty
research projects, and special events. Custodians are instructed to report any suspicious activities to the police department immediately. Building hours are 7 a.m – 1 p.m. and closed on campus holidays.
University housing staff strives to provide safe and secure environments for their residents. The residential facilities
are equipped with roughly 560 cameras monitoring residential entrances, hallways, lobbies, elevators, and building
exteriors. Housing staff publish guidebooks that explain building access and security policies. The guidebooks are distributed to residents and staff and can be found on the Student Housing Web site. Entrance to most residences is
restricted to the people who live and work there by the use of electronic key fobs.
Missing Student Notification Procedures
In the event that a student is missing for more than 24 hours, notify the IPFW University Police Department
immediately If a resident assistant or other University personnel is notified of a missing student, that individual must report the missing student immediately to the IPFW University Police Department. Each student living in on-­‐
campus housing has the option to identify a contact person or persons whom the University will notify within 24
hours if the student is determined to be missing by the IPFW University Police Department. Each student will
designate their emergency contacts with university housing at the beginning of the school year. The student may
also change and amend their emergency contacts, throughout the year, at the front desk of their residence hall.
This contact information will b registered confidentially, will b accessible only to authorized University officials,
and will not be disclosed, ex0cept to law enforcement personnel in furtherance of the missing person investigation.
If a student is under 18 years of age and not emancipated, Purdue must notify a custodial parent or guardian within
24 hours of the determination that the student is missing, in addition to any additional contact person designated
by the student.
Unless a local law enforcement agency was the entity that made the determination that the student was missing,
the University will notify the local law enforcement agencies surrounding our main campus within 24 hours of the
determination that the student is missing.
Crisis Intervention Team
There are several IPFW police officers specially trained to safely de-­‐escalate contacts with emotionally distressed
and mentally ill persons and work with the mental health system in Allen County to get help for people in need The
Crisis Intervention Team (CIT) is a county-­‐wide effort that involves the hospitals, counselors, courts, and law
enforcement officers from various local agencies. All officers are provided training to help them recognize when a
person’s actions may be the result of a mental health issue, and they are encouraged to involve CIT members to help
bring the situation to a successful resolution for the person in distress and the community.
8
WETIP HOTLINE
1-­‐800-­‐78-­‐CRIME / 1-­‐800-­‐782-­‐7463
24 hours a day. This hotline is a
way for all citizens to report
illegal activity anonymously.
SEX OFFENDER REGISTRATION
The Campus Sex Crimes Prevention Act (CSCPA) is a federal law that provides
for the tracking of convicted sex offenders enrolled at or employed by
institutions of higher education. The CSCPA’s intent is to extend the
protection of the sex offender registries and Megan’s Law to college
campuses. It also amends the Clery Act to require institutions of higher
education to issue a statement advising the campus community where to
obtain law enforcement agency information provided by a state concerning
registered sex offenders. The Indiana Sex and Violence Offender Registry may
be checked online at icrimewatchnet/indiana.php Megan’s Law can be found
online at www.klaaskids.org/st-­‐ind.htm or you can visit the PUPD website:
purdue.edu/police.
• National: www.nsopr.gov
COMMUNICATION ABOUT CAMPUS CRIMES AND SAFETY
IPFW University provides information about campus security procedures and practices to students and employees in
a variety of ways and encourages them to be responsible for the security of themselves and others. This section
discusses some of the ways in which campus offices communicate information about crime on campus.
IPFW Emergency Warning Notification System: IPFW ALERT
IPFW is a large and complex institution, and people move about our campus freely. A key part to IPFW’s campus
preparedness is the University emergency warning notification system — IPFW ALERT Despite advances in
communication, there is no way to reach everyone instantly with a single message. However, the multi-­‐layered
communication approaches we have i place will help spread the word on emergency incidents. We use very simple concepts to initiate our warning notification:
• Fire Alarms: immediately evacuate the building and proceed to your Emergency Assembly Area
• All-­‐Hazards Outdoor Emergency Warning Sirens immediately seek shelter (“shelter in place”) in a safe
location within the closest building. This course of action may need to be taken during a weather event
(such as a tornado) accidental release of toxic chemicals in the outside air or a serious civil disturbance such as gunshots fired.
Go inside to the lowest internal room and seek additional information by all means possible. Remain in place until
police, fire, or other emergency response personnel tell you it is safe to leave or until such information is announced
through the IPFW ALERT system.
Additional warning notifications and follow-­‐up information will use other layers of the IPFW ALERT. They are:
• Tex Messaging IPFW University faculty, staff and students may sign up via the myIPFW website to receive
an emergency notification text message.
• Social Media: Emergency information may also be found on IPFW’s Facebook page at
www.facebook.com/ipfw.mastodons or IPFW’s twitter account at www.twitter.com/ipfw.
• Email An e-­‐mail will be sent to all people with an ipfw.edu address.
• IPFW home page www.ipfw.edu is the focal point of the most complete information in all campus-­‐related
emergencies.
• Local Media The University works with the news media, radio, TV, newspapers, and Internet, to help spread
the word.
9
Emergency Response an Evacuation
Th IPFW University Police Department embraces the National Incident Management System (NIMS) and uses
Incident Command principles while responding to major incidents.
IPFW University will, without delay, and taking into account the safety of the community, determin the content of
notification by the University’s emergency warning notification system, IPFW ALERT, and will initiate the IPFW
ALERT system if a significant emergency or imminently dangerous situation involving a threat to the health and
safety of students, employees or visitors occurs on or near campus, unless in the professional judgment of the
responsible authorities the notification will compromise efforts to assist victims or to contain, respond to, or otherwise mitigate the emergency. The significant emergency or imminently dangerous situation will normally be
confirmed by University Police Department personnel prior to alerting the campus community.
Most significant emergencies or dangerous situations will be reported to the Consolidated Communication
Partnership Communications Center, which will dispatch University Police Department personnel to investigate and
confirm the emergency. If confirmed, the University Chief of Police or designee will start the notification process by
notifying public safety officials. Activation of all or part of the overall warning notification system including the
determination of the appropriate segment or segments of the campus community to receive the notification, will be
decided by the Chancellor, Vice Chancellor for Financial and Administrative Affairs, University Chief of Police, Officer
in Charge, or designee. Each incident will be evaluated based on incident specifics and life safety factors; a decision
to make an emergency notification will then be made.
Th University Chief of Police or Chief Communications Officer will normally direct IPFW ALERT activation. However,
the responding incident commander may direct IPFW ALERT activation if immediate life safety issues exist. The initial IPFW ALERT notifications will normally use a pre-­‐formatted message that provides very basic information designed
to immediately notify IPFW faculty, staff, and students. More detailed information will be included in subsequent notifications and posted on the IPFW University homepage.
IPFW ALERT will normally be tested at the beginning of each academic semester. Tests may be announced or
unannounced. In conjunction with the testing, IPFW public safety officials will publicize IFPW’s emergency response procedures, and will document for each test, a description of the exercise, the date, time, and whether it was
announced or unannounced. When IPFW ALERT is tested, the University Police Department recommends that the
IPFW community should review their emergency response and evacuation procedures as contained in the
Emergency Procedures Handbook.
Emergency Warning Notification System Test
During the 2014 calendar year, there were several instances in which IPFW used the Emergency Notification System
for real-­‐time notifications (i.e. weather alerts, hazardous situation). From January through November 2014 ten (10)
notifications were sent most of which covered all Emergency Notification System layers. Additionally, there were
two unannounced ENS system tests conducted in September and October.
Timely Warning Procedures
Th IPFW Police Department will issue timely warnings to notify the campus community of Clery reportable crimes
reported to Campus Security Authorities or local police agencies and that are considered to represent a serious or
continuing threat to our community Upon receipt of a report of a crime on or near campus, the University Chief of
Police (or designated representative) will determine, on a case-­‐by-­‐case basis, whether to issue a timely warning.
Factors considered include, but are not limited to:
• Th nature of the crime including but not limited to whether it was a Clery crime and whether it involved harm
to person or property;
• Th continuing danger to the campus community including but not limited to whether the suspect has been
apprehended and whether there is a substantial risk to the safety of other members of the campus community;
and
• Th possible risk of compromising law enforcement efforts This risk will not prevent IPFW from issuing a
timely warning but may impact the content of any issued timely warning.
10
Th purpose of timely warnings is to allow campus community members to protect themselves. Thus, timely
warnings will include information that helps promote safety and aids in the prevention of similar crimes, including
information about the crime that triggered the warning and steps individuals can take to protect themselves. The
name of any crime victim is not included in a timely warning.
Once a decision has been made to issue a timely warning, the Chief of Police / designee or the Chief Communication Officer will create and disseminate timely warnings. Timely warnings are issued to the IPFW campus through a
variety of methods, which is determined on a case-­‐by-­‐case basis by the Chief of Police or designee. Methods of
deliver include:
• Tex Messaging IPFW University faculty, staff and students may sign up via the myIPFW website to receive
an emergency notification text message.
• Social Media: Emergency information may also be found o IPFW’s Facebook page at
www.facebook.com/ipfw.mastodons or IPFW’s twitter account at www.twitter.com/ipfw
• Email An e-­‐mail will be sent to all people with an ipfw.edu address.
• IPFW home page www.ipfw.edu is the focal point of the most complete information in all campus-­‐related
emergencies.
• Local Media The University works with the news media, radio, TV, newspapers, and Internet, to help spread
the word.
Policy for Reporting the Annual Disclosure of Crime Statistics
Th IPFW Police Department prepares this report to comply with the federal law (the Clery Act) The full text of the
Clery Act can be located on the Web at www2.ed.gov/admins/lead/safety/campus.html IPFW University’s Annual
Security and Fire Safety Report can be accessed on the Web by visiting the IPFW University Police Department’s
home page at www.ipfw.edu/police or visiting the direct link at
www.ipfw.edu/offices/police/documents/IPFW_Police_Current_Annual.pdf This report is prepared in cooperation
with the local law enforcement agencies surrounding our main campus and alternate sites, IPFW Student Housing on
the Waterfield Campus, Office of the Dean of Students, the Office of Student Life, the Center for Women and
Returning Adults, Human Resources, and IPFW Athletics, Recreation, and Intramural Sports Each entity provides
updated statistical information.
Campus crime, arrest, and referral statistics include those reported to the IPFW Police Department, designated
campus security authorities (including but not limited to directors, deans, department heads, residence halls disciplinary personnel, athletic coaches), and local law enforcement agencies. IF YOU HEAR:
The All-­‐Hazards Outdoor
Emergency Warning sirens:
ü Shelter inside a building in a
safe location and seek
additional information by all
means possible.
fire alarm:
ü Evacuate the building
immediately.
Sign Up For Text
Messaging System
(Faculty, Staff and Students)
At www.my.ipfw.edu
See the Emergency Preparedness
Guide for more “how-­‐to” information.
11
CRIME PREVENTION PROGRAMS AND SECURITY AWARENESS
Th University offers a variety of safety programs and services throughout the year and/or upon request. The focus
of these programs and services changes depending o need. Currently, the following are offered:
International Student Orientation Program. These programs are offered at the beginning of each school year
during International Student Orientation. Topics covered are proper utilization of the 911 system and signing up for
the campus alerts under my.ipfw.edu.
Personal Safety This program is offered as requested and presented by the University Police. Topics that are covered include personal safety tips and theft prevention measures to safeguard personal items.
Personal Safety Th IPFW University Police department provides escort services for faculty, staff, and students
Student Housing Training. This program is offered at the beginning of each semester to the RA staff and describes
the police department’s role in assisting them with investigations and how they can supplement our efforts. Also
included are personal safety tips and theft prevention measures to safeguard personal items.
Publications. Th police department and the Office of the Dean of Students distribute various publications that
address problems such as date rape, alcohol abuse, and theft.
Lighting. Th campus is routinely surveyed to ensure that exterior areas are adequately lighted at night. Sidewalks
are specifically reviewed to determine whether additional lighting is needed. Trees and shrubs that impair lighting along walks are trimmed as needed.
Escort. The IPFW University Police department provides escort services for faculty, staff, and students when requested by dialing 260-­‐481-­‐6827.
Office of the Dean of Students (ODOS). Staff members in this office provide a variety of services to students,
including victim assistance, counseling about personal concerns, and information about University resources.
12
SEXUAL ASSAULT, DATING AND DOMESTIC VIOLENCE, AND
STALKING
IPFW proactively addresses sexual assault, dating violence, domestic violence, and stalking. These crimes will not be
tolerated on campus and are a violation of state law as well as the University’s Anti-­‐Harassment Policy.
Sexual Assault, Dating Violence, Domestic Violence, and Stalking Programs
IPFW offers risk reduction, prevention and awareness programs and campaigns designed to prevent and eliminate sexual assault, dating violence, domestic violence, and stalking.
Primary Prevention Programs
three-­‐module online primary prevention and risk reduction program entitled “Respect Boundaries: Sexual Assault
Awareness” is required of all incoming students. New employees are required to complete an in-­‐person module during New Employee Orientation. The components of these programs include:
1. Definitions of sexual assault, dating violence, domestic violence, and stalking.
2. Dynamics of sexual assault and intimate partner violence, with particular emphasis o college-­‐aged populations.
3. Data concerning sexual assault victimization, including the role of alcohol in sexual assaults and intimate partner
violence.
4. Services and resources available to victims/survivors.
5. Strategies for primary prevention.
6. Bystander intervention strategies.
Awareness Campaign
Since 2010, in collaboration with the Fort Wayne Women’s Bureau, the Center for Women and Returning Adults
present six to eight sexual assault prevention workshops at various sites around IPFW’s Student Housing complex
during the fall semester. Thoug the workshops are targeted for freshman who are statistically the most vulnerable to sexual assault, they also draw a significant number of upperclassmen.
In 2012, IPFW received a grant from the Indiana Campus Sexual Assault Primary Prevention Program (INCSAPPP) to launch a social marketing program aimed at urging students to understand the meaning of legal consent. The
campaign was tested by student focus groups during the spring of 2013 and continued into the 2014-­‐2015 academic
year. This program is offered to University residents and is done in conjunction with the Office of Institutional Equity
and The Office of Diversity and Multicultural Programs.
Ongoing Prevention and Educational Programs
IPFW offers several ongoing sexual assault risk reduction, prevention and educational programs across campus. A
list of programs follows:
Rape Aggression Defense (RAD)
Available at IPFW since 2000, Rape Aggression Defense (RAD) is a women’s self-­‐defense program. This 12-­‐hour
comprehensive course equips participants with realistic self-­‐defense tactics and techniques. The IPFW Police
Department conducts RAD classes for student and staff groups, organizations, and the general public.
Th initial focus of RAD is o education and awareness, prevention, risk reduction, and avoidance of assault and
rape. The program then progresses to the basics of hands-­‐o defense training. Certified instructors provide a
workbook/reference manual and hands-­‐on training. RAD is dedicated to teaching defensive concepts and
techniques against various types of assault by utilizing easy, effective, and proven self-­‐defense martial arts tactics.
Th program provides participants with the knowledge to make an educated decision about resistance.
R.A.D. training is available for $5 per person for faculty, staff, alumni, and student participants and their children and
spouses. Non-­‐campus participants are charge $25. RAD is a class for women only. Enrollment priority is given to
university students, faculty, and staff, and is handled on a first-­‐come, first-­‐served basis. Classes are typically held 4-­‐6
times a year depending on class size. For additional information, e-­‐mail Lt. W. Kent Notestine at [email protected]
13
or call 260-­‐4881-­‐6827.
Self-­‐Defense Awareness and Familiarization Exchange (SAFE)
Th Self-­‐Defense Familiarization and Exchange (SAFE) training is a two-­‐and-­‐a-­‐half-­‐hour long program that is an introduction to women’s self-­‐defense. Presented by the designers of RAD, the SAFE program exposes participants
to information that may reduce their risk of exposure to violence, and allows them to familiarize themselves with
physical skills training. This program serves as a precursor to the full RAD program. Enrollment priority is given to university students, faculty, and staff, and is handled on a first-­‐come, first-­‐served basis. For additional information
on the above classes, e-­‐mail Lt. W. Kent Notestine at [email protected] or call 260-­‐481-­‐6827.
Student Assistance Program provides sexual assault programming upon request, and tailors the program to the audience requesting the program.
• Offers free and confidential short-­‐term group, individual, and couples counseling to all currently
enrolled IPFW students
• Facilitates referrals to community agencies for long-­‐term service needs
• Works with a variety of concerns, including, but not limited to, depression, anxiety, relationship
issues, substance abuse, and eating disorders
• Available for consultation and outreach services
Peer Heath Educators offer IPFW students health and wellness education, awareness, and support that promotes academic success, student retention, positive health attitudes, and health-­‐enhancing behaviors. Topics include overall wellness; Alcohol, Tobacco, and Other Drug education; bystander interventions; sexual assault, dating violence, and dating safety; and Peer Pressure.
Dean’s Diplomats focus on areas that include student rights, responsibilities and conduct (which has personnel misconduct such as alcohol, drugs and harassment), academic integrity, conflict resolution, sexual violence and
bystander intervention in monthly meetings.
Campus Escort Service provides crime prevention lectures and seminars for new staff and students, as well as 24 hour safe walks for students and staff.
Phone 260-­‐481-­‐6827
Athlete Orientation Program is a program in which al athletes at IPFW attend yearly. This educational program and
orientation reviews the Code of Students Rights and Responsibilities, with specific discussion on alcohol and drug use, as well as sexual assault and harassment.
New Student Orientation New students and families attend program during New Student Orientation that
provides an overview of Student Rights and Responsibilities. There are specific discussions on Drugs, Alcohol, the Tobacco Free policy, Harassment and Sexual Violence, as well as bystander interventions. Th students are also reintroduced to these topics during the week of welcome. New Students are provided the Student Handbook which
delineates the policies regarding all of these topics.
International Student Training Incoming international students attend an orientation program whereby information
on Harassment and Sexual Violence, Alcohol, and Drug use, as well as being informed about campus resources by
the Office of Institutional Equity, the Student Assistance Program, and the Office of the Dean of Students.
Student Housing Residence Assistance Training All RA’s receive comprehensive training on the university policies
and procedures as they relate to Harassment and Sexual Violence and other violations of the Code of Student Rights
and Responsibilities.
Upward Bound Student Training Students attend a program done in concert with the Office of Institutional Equity and the Dean of Students, which reviews the definition of sexual harassment and sexual violence. Policies and
14
procedures are discussed along with respective resources.
Indiana Law
Th Indiana Code defines and sets forth prescribed sentences for the crimes associated with sexual assault,
relationship violence, and stalking. Indiana law does not define “consent” in reference to sexual activity. The
University has adopted a definition of “consent” in its Anti-­‐Harassment Policy which is available in Appendix C.
Appendix contains relevant Indiana laws that apply to these crimes on the IPFW campus.
Procedures for Sexual Assault Victims/Survivors
People who have been sexually assaulted react in many different ways — there is no right or wrong reaction. Listed
here are some important things to consider. Even if your assault happened days, weeks, months or years ago, it is
never too late — or less important — for you to seek help and start your healing process.
Reporting an Assault
Reporting a sexual assault is optional but highly encouraged. Victims have a number of different reporting options.
Law Enforcement. Victims of sexual assault may report the crime to the IPFW Police Department by calling 911, by
calling the non-­‐emergency number at (260)481-­‐6827 or by going to the department at the Support Services
building, 2101 East Coliseum Boulevard, Fort Wayne, IN.
University officials can assist you in notifying law enforcement authorities of an assault if you would like such
assistance. For more on what to expect while filing a police report, visit
www.purdue.edu/sexual_assault/faq/police.html.
Off-­‐campus assaults can be reported to the local law enforcement agency with jurisdiction over the location where
the assault occurred. Individuals may call 911 or the non-­‐emergency numbers below.
Fort Wayne Police Department
260-­‐427-­‐1222
Allen County Sheriff’s Department
260-­‐449-­‐3000
Indiana State Police
260-­‐432-­‐8661
Non-­‐Confidential Reporting Options. Reporting a sexual assault to non-­‐law enforcement personnel at the
University is optional but strongly encouraged so that the University may take steps to protect the safety and well-­‐
being of all University community members, including an internal University investigation, separate and distinct
from the criminal investigation. Matters reported to the below offices will be kept as private as possible, in
consideration of the victim’s wishes as well as the need to ensure the safety of all University community members.
Title IX Coordinator
Kettler Hall, Room 110P
Monday-­‐Friday, 8 a.m. – 5 p.m.
260-­‐481-­‐6106
Office of the Dean of Students
Monday-­‐Friday, 8 a.m. – 5 p.m.
Walb Union, Room 111
260-­‐481-­‐6601
Confidential Reporting Options A sexual assault may be reported to the below offices and will remain entirely
15
confidential. Purdue staff from these offices are not required to report identifying information about the assault or
the victim to law enforcement or other University officials, unless the victim is a minor.
IPFW/Parkview Student Assistance Program
Monday – Friday 8 a.m. – 4:30 p.m.
260-­‐266-­‐8060
800-­‐721-­‐8809
IPFW Campus Clinic
Monday – Friday 8:30 a.m. – 4:30 p.m.
Walb Union, Room 234
260-­‐481-­‐5748
What to Do if You Have Been Sexually Assaulted
Get to a safe place as soon as you can. If the assailant poses an immediate danger to you or anyone else, alert the
police as soon as possible by calling 911.
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 specially trained sexual assault advocate.
Preservation of Evidence. Try to preserve all physical evidence, such as clothing, even if you don’t know if you want
to report the assault or press charges. Evidence may be maintained so that it will b available if you decide to move forward with criminal charges at a later point in time.
ü Do not eat, drink, bathe, shower, wash your hands, use the toilet or brush your teeth.
ü Don’t change your clothes if possible, but if you need to change, put all of the clothes you were wearing in a
bag and bring them with you to your medical exam.
ü Take a minute to write down everything you remember about the assault, including a description of the assailant.
Medical Care. You should seek medical care as soon as possible, even if you don’t have any apparent injuries. For
more on what to expect during a post-­‐sexual assault exam, visit www.purdue.edu/sexual_assault/what-­‐to-­‐
do/medical-­‐care.html.
Emotional Support. See emotional support to help sort out your feelings about the assault.
Support Services
There are a number of support services and rights to which students and employees of the University are entitled in sexual assault matters. These rights and services are provided whether the conduct occurred on-­‐ or off-­‐campus.
Local Crisis Services Available 24/7
These community centers are specially trained to deal with sexual assault and everything that comes after.
Sexual Assault Treatment Center
2270 Lake Avenue Suite 201, Fort Wayne
260-­‐423-­‐2222
YWCA Domestic Violence Crisis Line
260-­‐447-­‐7233
800-­‐441-­‐4073 (toll-­‐free)
Fort Wayne Women’s Bureau Rape Crisis Hotline
260-­‐426-­‐7273
888-­‐311-­‐727 (toll-­‐free)
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Protective Orders and No-­‐Contact Directives. Protective orders, which would direct an assailant not to contact you
under a court order, are be available through the Allen County Courts. Additionally, the University can issue No-­‐
Contact directives that restrict respondent not to contact you. Contact the Office of the Dean of Students, Walb
Union, Room 111, 260-­‐481-­‐6601, for these services.
Advocacy and Other Support Services.
IPFW provides its students with professional staff who can assist sexual assault victims with academic and
advocacy/support services and the provision of interim remedial measures. These services are available whether an
assault occurred on-­‐ or off-­‐campus. Professional staff within the Office of the Dean of Students is available to assist
students with the following:
• Coordination of services.
• Academic adjustments, including processing absence notifications or changing class sections.
• Housing reassignments and assistance with emergency housing needs.
• Support during the campus disciplinary process, including in-­‐person attendance at all meetings and ongoing
in-­‐person support.
• Support during the law enforcement process, including in-­‐person attendance at meetings with law
enforcement and/or the Prosecutor’s Office.
• Assistance in obtaining no-­‐contact directives within the University.
• Assistance in obtaining a protective order through the Allen County Court system.
Office of the Dean of Students
Monday-­‐Friday, 8 a.m. – 5 p.m.
Walb Union, Room 111
260-­‐481-­‐6601
Medical Facilities (confidential). There are a number of medical facilities both o and off-­‐campus that provide
confidential medical care to victims of sexual assault.
Parkview Hospital
2200 Randallia Drive, Fort Wayne
260-­‐373-­‐4000
Sexual Assault Treatment Center
2270 Lake Avenue Suite 201, Fort Wayne
260-­‐423-­‐2222
Confidentiality
IPFW recognizes the importance of ensuring the confidentiality of sexual assaults victim to the greatest extent practicable. For purposes of the Clery Act disclosures, Campus Security Authorities do not disclose the name of the
victim in making their required reports without the express permission of victim Further, IPFW will keep
confidentia any remedial or protective measures provided to sexual assault victims to the greatest extent possible
that does not otherwise prevent the University from providing such measures.
Campus Disciplinary Procedure (Non-­‐Criminal Process)
Sexual assault is a violation of the University’s Anti-­‐Harassment Policy and will be addressed accordingly.
Th University’s disciplinary process begins when an individual (victim or third-­‐party) contacts the Title I
x Coordinator or the Office of the Dean of Students to report a sexual assault. Sexual assaults may also b reported
by completing the online reporting form at purdue.edu/sexual_assault.
Disciplinary Process Steps. After a sexual assault report is received, a trained University investigator wil begin a
prompt, fair and impartial investigation into the allegations. At the conclusion of the investigation, a report of the
17
investigator’s findings will be prepared. Th timelines for the disciplinary process are set forth in full in Appendix B,
the Procedures for Resolving Complaints of Discrimination and Harassment.
meeting of the three-­‐person panel of the Advisory Committee on Equity will b held, and each party will have the option of attending this meeting. Th parties will not b asked or required to be present at the same time during this meeting or at any poin in the disciplinary process.
Th Dean of Students will determine whether it is more likely than not (preponderance of the evidence standard)
that the allegations constitute a violation of the Anti-­‐Harassment Policy. If the Dean of Students concludes there has
been a violation of policy, s/he will impose appropriate sanctions for the violation Both parties will be notified
concurrently in writing of the outcome and, if applicable, any sanctions. Each party has the right to have a support
person throughout the disciplinary process. While a support person may be an attorney, a support person may not
stand in place of either party, act as legal counsel for a party, or otherwise participate in the disciplinary process.
Each party will have the right to submit a written appeal to the Vice President for Ethics and Compliance. The
decision of the Vice President for Ethics and Compliance will be the University’s final action on the matter.
Possible Sanctions. Sanctions for violations of the Anti-­‐Harassment Policy include the following:
• Expulsion
• Suspension
• Exclusion from certain locations on campus
• Exclusion from certain campus activities
• Probated Suspension
• Probation
• No Contact Directives
• Educational Sanctions
• Community Service
University faculty and staff who participate in the disciplinary process, including investigators, adjudicators, advisory
committee members, receive annual training on issues related to relationship violence, sexual assault, and stalking,
as well as how to conduct a hearing process that is fair, thorough and equitable.
Written Notifications
IPFW provides written notification to all students and employees of existing services available for victims, both
within the institution and within the greater Fort Wayne community. IPFW also provides written notification to all
sexual assault victims about options for (and assistance with) changing academic, living, transportation, and
working situations. Such accommodations will be provided upon request, provided that they are reasonably available, regardless of whether the victim chooses to report the crime to campus local law enforcement. Written
information about the rights, options, and services available to victims of sexual assault, domestic violence, dating,
violence, or stalking (described above), is provided to all individuals who report such an instance.
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Quick Contact Guide
IPFW Police Department
911 or 260-­‐481-­‐6827
Support Services Building 102
(2101 E. Coliseum Blvd, Fort Wayne)
YWCA
260-­‐447-­‐7233
800-­‐441-­‐4073 (toll-­‐free)
1610 Spy Run Avenue, Fort Wayne
Rape Crisis Hotline (24/7)
260-­‐426-­‐7273
888-­‐311-­‐7273 (toll-­‐free)
IPFW Campus Clinic
260-­‐481-­‐5748
Walb Union, Room 234
Victim’s Assistance
260-­‐427-­‐1205
E. Main Street, Fort Wayne
Office of the Dean of Students
260-­‐481-­‐6601
Walb Union, Room 111
Sexual Assault Treatment Center (24/7)
260-­‐423-­‐2222
2270 Lake Avenue Suite 201, Fort Wayne
Title IX Coordinator
260-­‐481-­‐6107
Kettler Hall, Room 110P
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ALCOHOL AND OTHER DRUG INFORMATION
Alcoholic Beverages
Use, possession, or distribution of alcoholic beverages is strictly regulated.
State law prohibits consumption or possession of alcoholic beverages by persons younger than 21 years old. Th law
also prohibits persons 21 or older from providing alcoholic beverages to minors. A person misrepresenting his or her
age to obtain alcoholic beverages is in violation of the law.
With a few exceptions, such as pre-­‐approved events in th John and Ruth Rhinehart Music Center, Walb Student
Union, Williams Theatre, the Alumni Center, or the SCAN Garden, possession of alcoholic beverages o the IPFW
campus is prohibited. Violators of alcohol policies are subject to the provisions of applicable state and federal laws as well as University disciplinary actions.
IPFW’s alcohol policy is published and distributed annually to students and employees. Purdue’s Alcohol and Drug-­‐
Free Campus and Workplace Policy (Executive Memorandum No. C-­‐44) is available at Appendix F.
Assistance for both students and employees is available through University counseling programs. Personal
counseling and referral are provided for students and their spouses through IPFW/Parkview Student Assistance
Program (SAP) and for staff through the Employee Assistance Program (EAP).
Illegal Drugs
Indiana state law and University regulations prohibit the use, possession, or distribution of controlled substances
without a valid prescription. Violators of drug policies are subject to the provisions of applicable state and federal
laws as well as University disciplinary actions. Purdue’s drug policy is published and distributed annually to students and employees. Purdue’s Alcohol and Drug-­‐
Fre Campus and Workplace Policy (Executive Memorandum No. C-­‐44) is available at Appendix F.
Assistance for both students and employees is available through University counseling programs. Drug abuse
counseling is provided by the Employee Assistance Program (EAP). Personal counseling and referral are provided for
students and their spouses through IPFW/Parkview Student Assistance Program (SAP).
Educational Programming
Th University currently offers the following Alcohol and Drug educational programming:
AlcoholEdu: A program that is assigned to alcohol violation offenders.
Athlete Orientation Program – All athletes at IPFW attend a yearly educational program and orientation that
reviews the Code of Students Rights and Responsibilities, with specific discussion on alcohol and drug use, as well as
sexual assault and harassment.
Student organization officers and advisors attend a mandatory orientation each where alcohol issues and policies
are addressed.
Athletic Training: IPFW Athletics annually presents videos on banned substances and where they might appear. A
list of banned substances and IPFW Athletics policies are also discussed.
Alcohol Awareness Program: This educational program is presented to resident assistants at the beginning of the
fal semester by University Police. The program includes a presentation regarding the dangers of alcohol consumption.
20
Drug Recognition and Identification: 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.
Mastodons HERDS: Helping t Educate and Respond to Drinking Situations This is a program which allows active bystanders to report emergency situations that arise from unsafe alcohol or drug misuse. T induce this behavior, as
a practice IPFW will waive charging a student with a violation of the Student Rights, Responsibilities, and Conduct if
the reporting student calls for emergency assistance (911), stays with the student who is having a potential
emergency situation, and complies with emergency officials by being forthright in providing information. This
practice will parallel and support the Indiana Lifeline law (indianalifeline.org).
Student Assistance Program: This program offers alcohol education programming and counseling upon request.
This program offers alcohol educatio programming and counseling done in conjunction with the Center for Healthy
Living and the Office of the Dean of Students upon request. Screenings and assessments are offered for students
and highlighted during Suicide Prevention Week, Mental Health Awareness Week, the Health Fair, and Drug and
Alcohol Awareness Week.
International Student Education: The Office of the Dean of Students speaks with international students about the alcohol and drug policies at the start of both fall and spring semesters. Th Office of the Dean of Students, The
Office of Institutional Equity, and the Student Assistance Program speaks with international students about the
alcohol and drug policies at the start of both fall and spring semesters.
TIPS: When requested, this training program is offered to all groups that host events where alcohol will be served.
Resident Assistant Training: Resident assistants are trained on policies and warning signs in August. The resident
assistants conduct training programs for their residents.
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EMERGENCY PREPAREDNESS
www.ipfw.edu/dotAsset/240512.pdf
Th Campus Crisis Management Committee is responsible for the emergency preparedness and planning activities
on the IPFW University campus. The Campus Crisis Management Committee partners with the University police,
local fire departments, and other offices, agencies, and departments (as applicable) in developing the Crisis
Response Plan Our goal is to provide a means to utilize all available resources to PREPARE for potential
emergencies or disasters whenever possible and deal efficiently with the effects of inevitable events, RESPOND to
save lives and protect property, and promote a means to RECOVER mission-­‐critical business and academic operations.
IPFW University has adopted the National Incident Management System (NIMS), which is a comprehensive, national
approach to incident management that is applicable to all jurisdictional levels and across functional disciplines. A key part of NIMS is the Incident Command System (ICS). ICS is a field emergency management system designed for all hazards and levels of emergency response. It provides the framework for IPFW University first responders to react
to any incident or major event. IPFW University police personnel meet all ICS training requirements.
Emergency Procedures Handbook
The handbook provides basic “how to” information to help the campus community respond to emergencies. While it is impossible to produce a document that is all-­‐inclusive, this publication addresses the most common
emergencies and those that are most likely to occur in the future The Handbook is available at
www.ipfw.edu/dotAsset/240512.pdf.
Tornadoes
tornado watch is issued when conditions are favorable for tornado formation. A tornado warning is issued when a
tornado has been detected and may be approaching. In this locality, a continuous siren signal lasting approximately three minutes signifies a tornado warning. Tornado warnings are broadcast by the All-­‐Hazards Outdoor Emergency
Warning sirens, NOAA weather radios, and by local commercial radio and television stations. When you hear a
tornado warning, you should take shelter immediately in the nearest facility (preferably in a reinforced concrete
building — like most buildings on campus) and proceed to the lowest level of the building away from windows and
doors. If possible, avoid auditoriums, gymnasiums, and other areas with wide-­‐span roofs. Be prepared to kneel and
cover your head. If you are in a building with no basement, get under heavy furniture near the center of the facility.
Do not remain in a trailer or mobile home. If you are outdoors, lie flat in the nearest depression, ditch, or ravine.
Remain in the sheltered area until the all-­‐clear signal is given via radio or television or the expiration of the original
tornado warning.
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Emergency Building Evacuation for Persons with Disabilities
In the event of an emergency that may require the evacuation of a campus building, the following
procedures are recommended:
R If you are able to be evacuated, please do so at that time. Remember to use the stairs if able. Never use
the elevator during a fire alarm.
R If not, “shelter in place” in an area with no immediate hazards and telephone 911. Advise the police
dispatcher of your location. The use of 911 routinely identifies your location if you are calling from a
Purdue University land-­‐line phone. Even if you are unable to speak, the dispatcher will automatically
surmise that you may be in trouble and will respond accordingly.
R If you are unable to call 911, advise others around you of your location and have them inform
emergency personnel.
R If you are in no immediate danger, remain where you are and wait for emergency personnel to arrive.
R If you are in immediate danger, move to an area where you can “shelter in place” (recommended areas
such as a room with an outside window or a room with a sprinkler system, if available).
R You are also encouraged to carry a sounding device (like a small whistle), flashlight, and cell phone to
alert emergency personnel of your location.
R Having a plan for evacuation assistance and practicing it may save your life. It is best to pre-­‐plan for
such an eventuality. Arrangements can be made to reasonably assure that assistance is provided to
anyone who requires it.
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FIRE SAFETY REPORT
Th Higher Education Opportunity Act (Public Law 110-­‐315) became law in August 2008. It requires all United States
academic institutions that maintain on-­‐campus housing facilities to produce an annual fire safety report outlining fire
safety practices, standards, and all fire-­‐related on-­‐campus statistics.
Th following public disclosure report details all information required by this law as it relates to the IPFW University
Campus.
General Statement
At IPFW, all residence halls are protected with integrated fire sprinkler systems and redundant fire alarm monitoring
systems which are monitored 24 hours/day, seven days/week.
Fire Safety Improvements and Upgrades
Th Campus Safety Office reviews the fire systems in all residence halls and will make upgrades, repairs or revisions
when problems are identified. There are currently n further fire safety improvement projects.
Residence Hall Fire Drills
Fire drills are held once a semester, fall and spring, for each residence hall. Fire drills are mandatory supervised
evacuations of a building for fire. The fire drill is scheduled with the Student Housing Director the university police
department, and the individual residence hall staff. Supervised fire drills are scheduled at a time that is conducive to
demonstrate the effectiveness of the drill. A total of two fire drills were held during 2014.
Evacuation route maps are posted in each resident room showing the closest egress route and the assembly area outside. Students who fail to leave the building during a fire drill are counseled and the incident is turned over to the Student Housing Director for adjudication.
False reporting of an emergency is unlawful. We prohibit unauthorized use of or tampering with emergency or
safety equipment. Interference with and/or non-­‐adherence to emergency evacuation procedures is unlawful.
Blocking open any fire door, locked door, or passing through any door where security alarms are set is prohibited.
Tampering with emergency equipment and/or safety equipment can result in university disciplinary sanctions and or
arrest. Always keep hallways and stairwell smok doors closed. Do not reenter the building until you hear an all-­‐clear
signal.
When a fire alarm sounds, you must:
•
•
•
•
Close room windows.
Leave room lights on.
Close room doors.
Walk calmly to the nearest exit and continue outside and away from the building.
Do not use the elevators during a fire or a fire drill. YOU MUST EVACUATE THE BUILDING WHENEVER THE FIRE
ALARM IS SOUNDED. General rules for campus and student housing evacuations are:
• Wear shoes and a coat.
• Walk calmly when exiting the building.
• Remember to exit the building using the closest exit or exit stairway. Never use an elevator when evacuating a
burning building.
• Remember others will be using the same exit, so remain calm and orderly and move away from the doorway.
• Remain at your assigned place outside the building until you are given the signal to return.
• If you see a fire or smoke, pull the nearest alarm and notify someone on staff, then evacuate. Students
reporting a fire should call 911 after exiting the building.
24
Fire Life Safety Education
Th university residence policy o evacuation from residence halls is discussed with all residents when they move into the residence hall and are located in the Student Housing Handbook. Resident assistants view fire training
video and are educated on the use of fire extinguishers and locations of fire exit doors. Resident assistants conduct
a training session with all residents on fire safety education at the beginning of the fall semester and spring
semesters.
Student Housing Policies
Th university residence policy o fire safety is to prohibit usage of certain portable electrical appliances, open
flames, and smoking in individual rooms. Candles or ope flame are prohibited in residence halls. There are limits on
the number electrical appliances allowed in a specific room. Th prohibited appliances include, but are not limited to
space heaters, halogen lamps, and other heating devices.
IPFW prohibits smoking in any of the residence halls. Smoking is permitted only in designated outdoor smoking
areas.
Fire/Life Safety Inspections
During the academic semester university residence staff personnel conduct fire/life inspections. Students are
notified of all upcoming inspections and are urged to participate.
During the inspection if a violation is found, the student(s) will receive a letter indicating what the violation was and
will be expected to meet immediate compliance. If the violations have not been corrected after an unannounced re-­‐
inspection, the occupant(s) will be subject to disciplinary action.
Some common violations are as follows:
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Extension cords and multi-­‐tap electric units without a breaker
Items stored closer than 18 inches from a sprinkler head
Blocking of electrical panels
Blocking of egress (exit) pathways
Evidence of burning of candles, incense, or tobacco products
Evidence of cooking; or cooking appliances, even if unused
Evidence of heavy load of combustibles in a room, o the walls, or ceiling
Covering a door with paper or other combustible material
Use of electrical wiring, devices, appliances which are modified or damaged
Use of portable heater
Tampering with smoke detector including removing the battery
Use of halogen lamp/lighting
Unsafe lofting or raising of beds — including beds with no guardrails
Strings of lights, twinkle lights, holiday lights
Any other situation deemed unsafe by the staff inspector
Reporting a Fire
Students reporting a fire should call 911 If the fire event is no longer a danger they should contact the Student
Housing Director, or Assistant Director to report the incident to the police department for purposes of investigation
and inclusion of fire in the Annual Fire Safety Report.
Fire Statistics Definitions
Fire – Any instance of open flame or other burning in a place not intended to contain the burning or in an
uncontrolled manner.
25
Fire drill – A supervised practice of a mandatory evacuation of a building for a fire.
Fire-­‐related injury – Any instance in which a person is injured as a result of a fire, including an injury sustained from a
natural or accidental cause while involved in fire control, attempting rescue, or escaping from the dangers of the fire. The term person may include students, faculty, staff, visitors, firefighters, or any other individuals.
Fire-­‐related death – Any instance in which a person is killed as a result of a fire, including death resulting from a
natural or accidental cause while involved in fire control, attempting rescue, or escaping from the dangers of a fire,
or deaths that occur within 1 year of injuries sustained as a result of the fire.
Fire safety system – Any mechanism or system related to the detection of a fire, the warning resulting from a fire, or
the control of a fire including: Sprinkler or other fire extinguishing systems, Fire detection devices, standalone
smoke alarms, devices that alert one to the presence of a fire, such as horns, bells, or strobe lights, smoke-­‐control
and reduction mechanisms, and Fire doors and walls that reduce the spread of a fire.
Value of Property Damage – The estimated value of the loss of the structure and contents, in terms of the cost of
replacement in like kind and quantity, including: contents damaged by fire, related damages caused by smoke,
water, and overhaul, however it does not include indirect loss, such as business interruption.
Fire Log
Fire Log kept at the IPFW University Police Department is ope to the public during normal business hours. The
Log reflects any fire that occurred in an on-­‐campus student housing facility and includes information such as the
nature, date, time and general location of each fire for the most recent 60-­‐day period The Fire Log entry, or an
addition to an entry, shall be made within two business days of the receipt of information. Any portion of the log
older than 60 days will available within two business days of a request for public inspection.
STATISTICS AND INFORMATION REGARDING FIRES IN IPFW RESIDENTIAL HALLS
2012 RESIDENTIAL FACILITIES
TOTAL FIRES IN
EACH
BUILDING
FIRE
NUMBER
CAUSE OF
FIRE
NUMBER OF INJURIES
THAT REQUIRED
TREATMENT AT A
MEDICAL FACILITY
NUMBER OF
DEATHS
RELATED TO A
FIRE
VALUE OF
PROPERTY DAMAGE CAUSED BY FIRE*
FIRE
DRILLS
Cole Commons
0
N/A
0
0
N/A
0
A
0
N/A
0
0
N/A
0
B
0
N/A
0
0
N/A
0
C
0
N/A
0
0
N/A
0
D
0
N/A
0
0
N/A
0
E
0
N/A
0
0
N/A
0
F
0
N/A
0
0
N/A
0
G
0
N/A
0
0
N/A
0
H
0
N/A
0
0
N/A
0
I
0
N/A
0
0
N/A
0
J
0
N/A
0
0
N/A
0
0
N/A
0
0
N/A
0
L
0
N/A
0
0
N/A
0
M
0
N/A
0
0
N/A
0
N/A
0
0
N/A
0
K
Clubhouse
0
26
2013 TOTAL FIRES IN
EACH
BUILDING
FIRE
NUMBER
CAUSE OF
FIRE
NUMBER OF INJURIES
THAT REQUIRED
TREATMENT AT A
MEDICAL FACILITY
NUMBER OF
DEATHS
RELATED TO A
FIRE
VALUE OF
PROPERTY DAMAGE CAUSED BY FIRE*
FIRE
DRILLS
Cole Commons
0
0
N/A
0
0
0
0
A
0
0
N/A
0
0
0
1
B
0
0
N/A
0
0
0
1
C
0
0
N/A
0
0
0
1
D
0
0
N/A
0
0
0
1
E
0
0
N/A
0
0
0
1
F
0
0
N/A
0
0
0
1
G
1
13I002044
Burnt
Cooking
0
0
$0
1
H
0
0
N/A
0
0
0
1
I
0
0
N/A
0
0
0
1
J
0
0
N/A
0
0
0
1
K
1
13I003985
Grease fire
0
0
$0
1
L
0
0
N/A
0
0
0
1
M
0
0
N/A
0
0
0
1
Clubhouse
0
0
N/A
0
0
0
1
RESIDENTIAL FACILITIES
2014 TOTAL FIRES IN
EACH
BUILDING
FIRE
NUMBER
CAUSE OF
FIRE
NUMBER OF INJURIES
THAT REQUIRED
TREATMENT AT A
MEDICAL FACILITY
NUMBER OF
DEATHS
RELATED TO A
FIRE
VALUE OF
PROPERTY DAMAGE CAUSED BY FIRE*
FIRE
DRILLS
Cole Commons
0
0
N/A
0
0
0
0
A
0
0
N/A
0
0
0
2
B
0
0
N/A
0
0
0
2
C
0
0
N/A
0
0
0
2
D
0
0
N/A
0
0
0
2
E
0
0
N/A
0
0
0
2
Burned food
Pizza box
in oven
0
0
$0
2
2
RESIDENTIAL FACILITIES
14I002477
F
2
G
0
0
N/A
0
0
0
H
0
0
N/A
0
0
0
I
0
0
N/A
0
0
0
J
0
0
N/A
0
0
0
2
14I000967
2
K
0
0
N/A
0
0
0
2
L
0
0
N/A
0
0
0
2
M
0
0
N/A
0
0
0
2
Clubhouse
0
0
N/A
0
0
0
2
*Values are in dollars.
27
FIRE PREVENTION SYSTEMS
ALARM
PANEL
SMOKE
DETECTORS
SMOKE
ALARMS
AUDIBLE
HORNS
VISUAL STROBES
SPRINKLER
SYSTEM
FIRE
PUMP
PULL STATIONS
FIRE
E0TINGUISHERS
Cole Commons
X
X
X
X
X
X
-­‐
X
X
A
X
X
X
X
X
X
-­‐
X
X
B
X
X
X
X
X
X
-­‐
X
X
C
X
X
X
X
X
X
-­‐
X
X
D
X
X
X
X
X
X
-­‐
X
X
E
X
X
X
X
X
X
-­‐
X
X
F
X
X
X
X
X
X
-­‐
X
X
G
X
X
X
X
X
X
-­‐
X
X
H
X
X
X
X
X
X
-­‐
X
X
I
X
X
X
X
X
X
-­‐
X
X
J
X
X
X
X
X
X
-­‐
X
X
K
X
X
X
X
X
X
-­‐
X
X
L
X
X
X
X
X
X
-­‐
X
X
M
X
X
X
X
X
X
-­‐
X
X
Clubhouse
X
X
X
X
X
X
-­‐
X
X
BUILDING
28
Appendix A
Campus Security and Crime Statistics (IV.A.2)
Volume IV: Facilities and Safety
Chapter A: Safety
Responsible Executive: Treasurer and Chief Financial Officer
Responsible Office: Environmental Health and Public Safety
Date Issued: January 31, 2000
Date Last Revised: January 29, 2015
Table of Contents
Contacts
Statement of Policy
Reason for This Policy
Individuals and Entities Affected by This Policy
Exclusions
Responsibilities
Definitions (defined terms are capitalized throughout the document)
Related Documents, Forms and Tools
Website Address for This Policy
History and Updates
Appendix
Contacts
Subject
Contact
Telephone
E-­‐mail/Web Address
Policy Clarification
Senior Director,
Environmental
Health and Public
Safety
765-­‐494-­‐7504
[email protected]
Request a Copy of the
Calumet Campus
Annual Report
Police Department
219-­‐989-­‐2220
webs.purduecal.edu/police/
Request a Copy of the
Fort Wayne Campus
Annual Report
Police Department
260-­‐481-­‐6827
www.ipfw.edu/police/
Request a Copy of the
Calumet Campus
Annual Report
North Central
Campus Police
Department
219-­‐785-­‐5220
www.pnc.edu/pd/
Request a Copy of the
West Lafayette Campus
Annual Report
Police Department
765-­‐494-­‐8221
www.purdue.edu/police/
Statement of Policy Purdue University strives to provide a safe and secure Campus environment to students, faculty, staff and visitors. To promote the safety and security of our University community, the University has developed and supports numerous programs and activities
relating to crime awareness, crime education and crime prevention. Additionally, the University’s policies and procedures prohibit
violence in the workplace (policy IV.A.3, Violent Behavior), drugs and alcohol in the workplace and on Campus (Executive
Memorandum No. C-­‐44, Alcohol-­‐ and Drug-­‐Free Campus and Workplace Policy), and possessing or storing firearms or other weapons in University facilities (policy IV.B.1, Regulations Governing the Use and Assignment of University Facilities). The University
also maintains a professionally trained police force at each of its Campuses. In addition to its academic programs offered at Purdue's
Campuses, the University offers organized programs of study at several other locations. Each of these Separate Campuses has a
memorandum of understanding with the local police department.
Based upon the University’s commitment to providing students, faculty, staff and visitors with a safe and secure Campus
environment and its obligations under the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery
Act) and the Higher Education Opportunity Act, the senior director of environmental health and public safety at the West Lafayette
Campus Security and Crime Statistics Policy
A1
Appendix A
Campus, the vice chancellors responsible for Campus security at the Regional Campuses and the directors of the University’s
Separate Campuses are charged with the responsibilities of developing, disseminating, administering and updating procedures to
comply with the Clery Act and the Higher Education Opportunity Act. These procedures are set forth in the University’s Operating
Procedures for Gathering and Reporting Crime Statistics.
Reason for this Policy
To make Campuses safer by ensuring that students, prospective students, employees, prospective employees and visitors are informed about Campus safety and security. To comply with federal laws regarding Campus safety, including the Clery Act and the
Higher Education Opportunity Act.
Individuals and Entities Affected by this Policy
• All University community members
• Prospective Students
• Prospective Employees
Exclusions
There are no exclusions to this policy.
Responsibilities
Office of the Vice President for Ethics and Compliance (VPEC)
• Provide guidance for the development, dissemination, administration and update of procedures to comply with the Clery
Act and the Higher Education Opportunity Act.
• Identify and train Campus Security Authorities annually.
• Maintain a database of current Campus Security Authorities.
Senior Director, Environmental Health and Public Safety (West Lafayette), Vice Chancellors Responsible for Campus
Security (Regional Campuses) and Directors of Separate Campuses
• Develop, disseminate, administer and update procedures to comply with the Clery Act and the Higher Education
Opportunity Act in consultation with the Office of the VPEC.
• Distribute the Annual Security and Fire Safety Report as outlined in section I of the Operating Procedures.
• Make an annual report to the U.S. Secretary of Education as outlined in section III of the Operating Procedures.
• In consultation with University Police, make emergency notifications and timely warnings as necessary.
• In consultation with University Police and, on the West Lafayette Campus, the Purdue Fire Department, conduct regular
Tests to assess and evaluate emergency plans and capabilities.
University Police
• Record and gather crime statistics that must be reported in the Annual Security and Fire Safety Report.
• Prepare, publish and disseminate the Annual Security and Fire Safety Report as outlined in section I of the Operating
Procedures.
• In consultation with the senior director, environmental health and public safety (West Lafayette), vice chancellors
responsible for Campus security (Regional Campuses), and directors of Separate Campuses, make emergency notifications
and timely warnings as necessary.
• Prepare and maintain a daily crime log and make the crime log available to the public.
Purdue Fire Department (West Lafayette) and University Police Chiefs (Regional Campuses) and Directors of Separate Campuses
• Gather fire safety statistics that must be reported in the Annual Security and Fire Safety Report.
• Prepare and maintain a daily fire log and make the fire log available to the public.
Definitions
All defined terms are capitalized throughout the document. Additional defined terms may be found in the central Policy Glossary.
Some terms may only be used in the associated Operating Procedures for Gathering and Reporting Crime Statistics.
Campus
Any building or property owned or controlled by the University within the same reasonably contiguous geographic area of the
University and used by the University in direct support of, or in a manner related to, the University's educational purposes, including
Campus Security and Crime Statistics Policy
A2
Appendix A
residence halls; and property within the same reasonably contiguous geographic area of the University that is owned by the
University but controlled by another person, is used by students and supports institutional purposes (such as a food or other retail
vendor).
Campus Security Authority
A Campus law enforcement unit; any individual or individuals who have responsibility for campus security but who do not constitute
a University Police department or a Campus security department; any individual or organization specified in the University’s
statement of Campus security policy as the individual or organization to whom students and employees should report criminal
offenses; and an official of the University, who has significant responsibility for student and Campus activities, but does not have
significant counseling responsibilities.
Drug-­‐related Violations
Violations of Indiana and local laws relating to the unlawful possession, sale, use, growing, manufacturing and making of narcotic drugs. The relevant substances include: opium or cocaine and their derivatives (morphine, heroin, codeine); marijuana; synthetic
narcotics (Demerol, methadones); and dangerous non-­‐narcotic drugs (barbiturates, Benzedrine).
Fire-­‐related Death
Any instance in which a person is killed as a result of a fire, including death resulting from a natural or accidental cause, while
involved in fire control, attempting rescue or escaping from the dangers of a fire; or any instance in which a person dies within one
year of injuries sustained as a result of a fire. The term “person” may include students, employees, visitors, firefighters or any other
individuals.
Fire-­‐related Injury
Any instance in which a person is injured as a result of a fire, including an injury sustained from a natural or accidental cause, while involved in fire control, attempting rescue or escaping from the dangers of the fire. The term “person” may include students,
employees, visitors, firefighters or any other individuals.
Liquor Law Violations
The violation of laws or ordinances prohibiting: the manufacture, sale, transporting, furnishing or possession of intoxicating liquor;
maintaining unlawful drinking places; bootlegging; operating a still; furnishing liquor to a minor or intemperate person; using a
vehicle for illegal transportation of liquor; drinking on a train or public conveyance; and all attempts to commit any of the aforementioned. (Drunkenness and driving under the influence are not considered Liquor Law Violations under this policy.)
Non-­‐Campus Building or Property
Any building or property owned or controlled by the University that is used in direct support of, or in relation to, the University's
educational purposes, is frequently used by students and is not within the same reasonably contiguous geographic area of the University; and any building or property owned or controlled by a student organization recognized by the University.
Prospective Employee
An individual who has contacted the University for the purpose of requesting information concerning employment with that
institution.
Prospective Student
An individual who has contacted the University requesting information concerning admission to that institution.
Public Property
All public property that is within the same reasonably contiguous geographic area of the University, such as a sidewalk, a street,
other thoroughfare or parking facility, or is adjacent to a facility owned or controlled by the University if the facility is used by the University in direct support of, or in a manner related to, the University's educational purposes.
Separate Campus
A facility that is owned or controlled by the University, but is not reasonably contiguous with the main campus, has an organized
program of students and has at least one administrator.
Test
Regularly scheduled drills, exercises and appropriate follow-­‐through activities designed for assessment and evaluation of emergency plans and capabilities.
Campus Security and Crime Statistics Policy
A3
Appendix A
Weapons Possession
The violation of laws or ordinances dealing with weapon offenses, regulatory in nature, such as: manufacture, sale or possession of
deadly weapons; carrying deadly weapons, concealed or openly; furnishing deadly weapons to minors; aliens possessing deadly
weapons; and all attempts to commit any of the aforementioned.
Related Documents, Forms and Tools
Operating Procedures for Gathering and Reporting Security and Crime Statistics: www.purdue.edu/ehps/police/procedures.html
Policies
• Alcohol-­‐ and Drug-­‐Free Campus and Workplace Policy (Executive Memorandum C-­‐44):
www.purdue.edu/policies/facilities-­‐safety/c-­‐44.html
• Regulations Governing the Use and Assignment of University Facilities (IV.B.1): www.purdue.edu/policies/facilities-­‐
safety/ivb1.html
• Violent Behavior (IV.A.3): www.purdue.edu/policies/facilities-­‐safety/iva3.html
Purdue University West Lafayette Fire Department: www.purdue.edu/fire/
Website Address for this Policy
www.purdue.edu/policies/facilities-­‐safety/iva2.html
History and Updates
January 29, 2015: Policy revised to comply with changes in federal legislation. Updates to the policy include 1) a definition for
Separate Campus, 2) responsibilities for directors of Separate Campuses, 3) stated responsibilities for conducting Tests and issuing
emergency notifications and timely warnings, 4) responsibilities for the Office of the VPEC and 5) the conversion of the policy to the
current template, which separates the procedures from the policy.
November 18, 2011: Policy number changed to IV.A.2 (formerly I.2.2) and website address updated. Links to other policies also
updated throughout.
July 1, 2010: This policy supersedes Executive Memorandum No. C-­‐49, Campus Crime Statistics and Security Policy and Procedure, dated January 31, 2000.
Appendix
There are no appendices to this policy.
Campus Security and Crime Statistics Policy
A4
Appendix B
Operating Procedures for Gathering and Reporting Crime Statistics
These procedures supplement the policy on Campus Security and Crime Statistics (IV.A.2). Please refer to the policy for contact
information and applicable definitions.
Effective date: January 29, 2015
I. Annual Security and Fire Safety Report
A. Current Students and Employees: The senior director of environmental health and public safety (West Lafayette), the
vice chancellors responsible for security (Regional Campuses) and the directors of the University’s Separate Campuses,
or their designees, will distribute, by October 1 of each year, an Annual Security and Fire Safety Report to all current
students and employees of their respective Campuses. The report will be distributed to each individual by U.S. mail,
Campus mail, electronic mail or through publications provided directly to each individual.
B. Prospective Students and Employees: Notice of the Annual Security and Fire Safety Report’s availability, including a
description of the report's contents, and the opportunity to request a copy of the report will be provided to Prospective
Students and Employees. The report will be provided upon request to all Prospective Students and Prospective Employees.
C. Contents of the Annual Security and Fire Safety Report: The Annual Security and Fire Safety Report will contain at least
the following information regarding each Campus’s security and fire policies and statistics:
1. Campus Policies Regarding Criminal Actions and Emergencies: A statement of current Campus policies
regarding procedures and facilities for students and others to report criminal actions or other emergencies
occurring on Campus and policies concerning the Campus’s response to such reports, including:
a. Policies for making timely warning reports to members of the Campus community regarding the
occurrence of crimes described in paragraph I.C.13 below;
b. Policies for preparing the annual disclosure of crime statistics;
c. A list of the titles of each person or organization to whom students and employees should report the
criminal offenses described in paragraph I.C.13 below for the purpose of making timely warning
reports and the annual statistical disclosure; and
d. A disclosure of whether the University has any policies or procedures that allow victims or witnesses
to report crimes on a voluntary, confidential basis for inclusion in the annual disclosure of crime
statistics, and, if so, a description of those policies and procedures.
2. Campus Security and Access Policies: A statement of current policies concerning security and access to Campus facilities, including Campus residences, and security considerations used in the maintenance of Campus
facilities.
3. Campus Policies Concerning Law Enforcement: A statement of current policies concerning Campus law
enforcement, including:
a. The enforcement authority of University Police, including their working relationship with Indiana and
local police agencies and their authority to make lawful arrests;
b.Policies that encourage accurate and prompt reporting of all crimes to the University Police and
appropriate police agencies; and
c. Procedures, if any, that encourage professional and/or pastoral counselors, if and when they deem it
appropriate, to inform the individuals they are counseling of any procedures to report crimes on a
voluntary, confidential basis for inclusion in the annual disclosure of crime statistics.
4. Security Programs Offered to Students and Employees: A description of the type and frequency of programs
designed to inform students and employees about Campus security procedures and practices and to
encourage students and employees to be responsible for their own security and the security of others.
5. Crime Prevention Programs: A description of programs designed to inform students and employees about the
prevention of crimes.
6. Monitoring Criminal Activity at Off-­‐Campus Student Organizations: A statement of policy concerning the monitoring and recording through local police agencies of criminal activity at off-­‐Campus student organizations
that are recognized by the University and that are engaged in by students attending the University, including
those student organizations with Non-­‐Campus Buildings or Property.
7. Alcohol and Drug Policies: A statement of policy regarding:
a. The possession, use and sale of alcoholic beverages and enforcement of Indiana underage drinking
laws
Operating Procedures for Gathering and Reporting Crime Statistics
B1
Appendix B
b.The possession, use and sale of illegal drugs and enforcement of Federal and Indiana drug laws;
c. A description of any drug or alcohol abuse education programs as required under 20 U.S.C.145g; and
d. A description of the University’s Alcohol-­‐ and Drug-­‐Free Campus and Workplace Policy.
8. Dating Violence, Domestic Violence, Sexual Assault and Stalking Programs and Procedures: A statement of
policy regarding Campus dating violence, domestic violence, sexual assault and stalking programs designed to
prevent such acts, including:
a. A description of primary prevention and awareness programs for all incoming students and new
employees, which must include:
i.
A statement that the University prohibits the crimes of dating violence, domestic violence,
sexual assault and stalking;
ii.
The definition of “dating violence,” “domestic violence,” “sexual assault” and “stalking” in
the state of Indiana;
iii.
A statement that Indiana law does not define “consent” in reference to sexual activity;
iv.
A description of safe and positive options for bystander intervention;
v.
Information on risk reduction;
vi.
Procedures victims should follow if a crime of dating violence, domestic violence, sexual
assault or stalking has occurred (and information outlined in section I.C.8.b below);
vii.
Information about how the University will protect the confidentiality of victims and other
necessary parties;
viii.
A statement that the University will provide an individual who reports that s/he has been the
victim of dating violence,domestic violence, sexual assault or stalking, regardless of location, a
written explanation of the individual’s rights and options; and
ix.
A description of the procedures for University disciplinary action in cases of alleged dating
violence, domestic violence, sexual assault and stalking.
b.Procedures victims should follow if a crime of dating violence, domestic violence, sexual assault or
stalking has occurred, including written information about:
i.
The importance of preserving evidence that may assist in proving that the alleged criminal
offense occurred or may be helpful in obtaining a protection order
ii.
How and to whom the alleged offense should be reported;
iii.
Options about the involvement of law enforcement and Campus authorities,
including notification of the victim’s option to:
I.
Notify proper law enforcement authorities, including University Police and local police;
II.
Be assisted by Campus authorities in notifying law enforcement authorities if the victim so chooses; and
III.
Decline to notify such authorities.
iv.
The rights of victims for orders of protection issued by a criminal or civil court and the
University’s responsibilities for orders of no-­‐contact directives issued by the University.
c. Information about how the University will protect the confidentiality of victims and other necessary parties, including how the University will:
i.
Complete publicly available recordkeeping, for purposes of Clery Act reporting and disclosure,
without the inclusion of identifying information about the victim; and
ii.
Maintain as confidential any accommodations or protective measures provided to the victim,
to the extent that maintaining such confidentiality would not impair the ability of the
University to provide such accommodations or protective measures.
d. A statement that the University will provide written notification to students and employees about
existing on-­‐ and off-­‐Campus counseling, health, mental health, victim advocacy, legal assistance, visa
and immigration assistance, and other services available for victims of dating violence, domestic
violence, sexual assault or stalking.
e. A statement that the University will provide written notification to victims about options for, and
available assistance in, changing academic, living, transportation, and working situations. The
University must make such accommodations requested by the victim if they are reasonably available,
regardless of whether the victim chooses to report the crime to University Police or local law
enforcement.
f. Procedures for Campus disciplinary action in cases of alleged dating violence, domestic violence,
Operating Procedures for Gathering and Reporting Crime Statistics
B2
Appendix B
sexual assault and stalking, which must include:
i.
A description of each type of disciplinary proceeding used by the University; the steps,
anticipated timelines and decision-­‐making process for each type of disciplinary proceeding;
and how the University determines which type of proceeding to use based on the circumstances of an allegation of dating violence, domestic violence, sexual assault or stalking;
ii.
A description of the standard of evidence that is used in disciplinary proceedings involving
allegations of dating violence, domestic violence, sexual assault or stalking;
iii.
A list of all possible sanctions the University may impose following the results of a disciplinary
proceeding for allegations of dating violence, domestic violence, sexual assault or stalking;
iv.
A description of the range of protective measures that the University may offer following an
allegation of dating violence, domestic violence, sexual assault or stalking;
v.
A statement that disciplinary proceedings will:
I.
Include a prompt, fair and impartial process from the initial investigation to the final
result
II.
Be conducted by officials who, at a minimum, receive annual training on the issues related to dating violence, domestic violence, sexual assault and stalking and on how
to conduct an investigation and hearing process that protects the safety of victims
and promotes accountability;
III.
Provide the complainant and respondent with the same opportunities to have others present during any disciplinary proceeding, including the opportunity to be
accompanied to any related meeting or proceeding by the advisor of their choice;
IV.
Not limit the choice of advisor or presence for either the complainant or respondent in any meeting or disciplinary proceeding; however, the University may establish
restrictions regarding the extent to which the advisor may participate in proceedings
provided that such restrictions apply equally to both parties; and
V.
Require simultaneous notification, in writing, to both the complainant and the
respondent of:
I. The result of any disciplinary proceeding arising from an allegation of dating violence, domestic violence, sexual assault or stalking;
II. The University’s procedures for the complainant and respondent to
appeal the result of the disciplinary proceeding, if appeals are provided;
III. Any change to the result; and
IV. When such results become final.
9. Sex and Violent Offender Registry: A statement advising the Campus community of the availability and location of the Indiana Sheriff’s Sex and Violent Offender Registry.
10. Emergency Response and Evacuation Procedures: A statement of policy regarding emergency response and
evacuation procedures. This statement must include:
a. The procedures the University will use to immediately notify the Campus community upon the confirmation of a significant emergency or dangerous situation involving an immediate threat to the
health or safety of students or employees occurring on Campus;
b. A description of the process the University will use to:
i.
Confirm that there is a significant emergency or dangerous situation on Campus
ii.
Determine the appropriate segment or segments of the Campus community to receive a
notification;
iii.
Determine the content of the notification; and
iv.
Initiate the notification system.
c. A statement that the University will, without delay, and taking into account the safety of the
community, determine the content of the notification and initiate the notification system, unless issuing a notification will, in the professional judgment of responsible authorities, compromise efforts
to assist a victim or to contain, respond to, or otherwise mitigate the emergency;
d. A list of the titles of each person(s) or organization(s) responsible for carrying out the actions
described in paragraph 10.b above;
e. The University’s procedures for disseminating emergency information to the larger community; and
f. The University’s procedures to Test the emergency response and evacuation procedures on at least an
annual basis, including:
Operating Procedures for Gathering and Reporting Crime Statistics
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Appendix B
i.
ii.
Tests that may be announced or unannounced;
Publicizing its emergency response and evacuation procedures in conjunction with at least one
Test per calendar year; and
iii.
Documenting, for each Test, a description of the exercise, the date, time and whether it was
announced or unannounced.
11. Timely Warning Procedures: A statement of the University’s timely warning procedures, including:
a. The circumstances for which a warning will be issued;
b.The individual or office responsible for issuing the warning; and
c. The manner in which the warning will be disseminated.
See section II below.
12. Missing Student Notification Policies and Procedures: A statement of policy regarding missing student
notification procedures for students who reside in Campus student housing facilities. This statement must:
a. Indicate a list of titles of each person or organization to which students, employees, or other
individuals should report that a student has been missing for 24 hours;
b.Require that any missing student report must be referred immediately to the University Police;
c. Provide that each student living in a Campus student housing facility may identify a contact person(s)
whom the University will notify if the student is determined missing by the University Police;
d. Advise students that their contact information will be registered confidentially, that this information
will be accessible only to authorized University officials, and that it may not be disclosed, except to law enforcement personnel in furtherance of a missing person investigation;
e. Advise students that if they are under 18 years of age and not emancipated, the University must notify
a custodial parent or guardian within 24 hours of the determination that the student is missing, in
addition to any additional contact person designated by the student; and
f. Advise students that unless a local law enforcement agency was the entity that made the
determination that a student is missing, the University will notify the local law enforcement agency
within 24 hours of the determination that the student is missing.
13. Crime Statistics: Each Annual Security and Fire Safety Report will include crime statistics for the most recent
calendar year and the two immediately preceding calendar years.
The University must report statistics for which data are available concerning the occurrence on Campus, in or
on Non-­‐Campus Buildings or Property, and on Public Property of the following criminal offenses reported to University Police, Campus Security Authorities, or relevant local police agencies:
a. Criminal homicide: murder, non-­‐negligent and negligent manslaughter;
b. Sex offenses;
c. Robbery;
d. Aggravated assault;
e. Burglary;
f. Motor vehicle theft;
g. Arson;
h. Dating Violence;
i. Domestic Violence;
j. Stalking;
k. Arrests or persons referred for Campus disciplinary action for Liquor Law Violations, Drug-­‐related
Violations and Weapons Possession;
l. The crimes (a) through (g) above, in which the evidence suggests the victim was intentionally selected
because of the actual or perceived race, gender, religion, sexual orientation, ethnicity, disability,
gender identity or national origin of the victim that was reported to University Police or local police
agencies;
m. The crimes of larceny-­‐theft, simple assault, intimidation and destruction/damage/vandalism of
property in which the evidence suggests the victim was intentionally selected because of the actual
or perceived race, gender, religion, sexual orientation, ethnicity, disability, gender identity or national
origin of the victim; and
n. Crimes involving bodily injury to any person in which the evidence suggests the victim was
intentionally selected because of the actual or perceived race, gender, religion, sexual orientation,
Operating Procedures for Gathering and Reporting Crime Statistics
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Appendix B
ethnicity, disability, gender identity or national origin of the victim.
The crimes described in paragraphs (l), (m) and (n) above will be reported by category of prejudice.
14. The statistics in this section will be reported according to the location of the crime as follows:
a. On Campus,
b.In or on a Non-­‐Campus Building or Property,
c. On Public Property, and
d. In dormitories or other residential facilities for students on Campus.
15. The statistics in this section will be reported for the calendar year in which the crime was reported to a Campus Security Authority, except for reports of Stalking.
a. Reports of Stalking will be reported for the calendar year in which they were first reported to a
Campus Security Authority.
b.If a Stalking course of conduct continues in a subsequent year, it must also be recorded in the
subsequent year.
c. Finally, if Stalking behavior occurs after an official intervention or warning from law enforcement or
from the University, a Stalking report must be counted as a new and distinct incident in the statistics.
16. Fire Safety Policies and Procedures: Each Annual Security and Fire Safety Report must include the following fire
safety policy information:
a. A description of each Campus student housing facility fire safety system
b.The number of fire drills held during the previous calendar year;
c. The University’s policies or rules on portable electrical appliances, smoking, and open flames in a
student housing facility;
d. The University’s procedures for student housing evacuation in the case of a fire;
e. The policies regarding fire safety education and training programs provided to the students and
employees, including a description of the procedures that students and employees should follow in the
case of a fire;
f. A list of the titles of each person or organization to which students and employees should report that a
fire occurred.
g. Plans for future improvements in fire safety, if known as of the date of the Annual Security and Fire Safety Report.
17. Fire Statistics: Each Annual Security and Fire Safety Report will include fire safety statistics for each Campus
student housing facility for themost recent calendar year and the two immediately preceding calendar years.
The University must report statistics concerning:
a. The number of fires and the cause of each fire;
b.The number of individuals who received Fire-­‐related Injuries that resulted in treatment at a medical
facility, including at the Purdue University Student Health Center;
c. The number of Fire-­‐related Deaths; and
d. The value of property damage caused by a fire.
II. Timely Warning to the Campus Community
A. To ensure the safety of the Campus community, the senior director, environmental health and public safety (West
Lafayette), the vice chancellors responsible for Campus security (Regional Campuses) and the directors of
SeparateCampuses, or their designees, will issue timely warnings to the Campus
community regarding crimes that
are:
1. Listed in section I.C.13. above;
2. Reported to University Police, a Campus Security Authority, or relevant local police agencies; and
3. Considered by the senior director, environmental health and public safety, the vice chancellor or the director, or
their designees, to be a threat to students and employees.
B. The decision whether to issue a timely warning to the Campus community must be based upon the facts surrounding the crime including, but not limited to, the nature of the crime, the continuing danger to the Campus community and
the possible risk of compromising law enforcement efforts. Timely
warnings are issued through a variety of methods
determined on a case-­‐by-­‐case basis, which include
1. Text messages,
2. Twitter,
3. Desktop pop-­‐up alerts,
Operating Procedures for Gathering and Reporting Crime Statistics
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Appendix B
4. Alert beacons,
5. Email,
6. Purdue Campus status page,
7. Boiler TV Emergency Alert System, and/or
8. Local media.
C. If there is an immediate threat to the health or safety of students or employees occurring on Campus (as described in
section I.C.10 above), the University will follow its emergency notification procedures. If emergency notification procedures are executed, a timely warning is not required based on the same circumstances; however, adequate follow-­‐
up information will be provided to the Campus community as needed.
III. Crime Log
A. University Police will make, keep and maintain a daily log, written in a form that can be easily understood, recording all
crimes reported to University Police. The log must include the following information:
1. The nature, date, time and general location of each crime and
2. The disposition of the complaint, if known.
B. University Police will record crimes in the daily log within two business days of the report of the crime to the University
Police, and will record any new
information about a log entry within two business days after the information
becomes available to University Police. Generally, log entries will be open to public inspection within two business days
of the initial report being made to University Police. However, the senior director, environmental health and public
safety (West Lafayette), the vice chancellors responsible for Campus security (Regional Campuses) and the directors of
Separate Campuses, or their designees, may withhold information from the log under any of the following circumstances:
1. Where the law prohibits the University from releasing the information,
2. Where releasing the information would jeopardize the confidentiality of the victim, or
3. Where there is clear and convincing evidence that releasing the information would:
a. Jeopardize an ongoing criminal investigation,
b.Jeopardize the safety of an individual,
c. Cause a suspect to flee or evade detection, or
d. Result in the destruction of evidence.
4. The individual with the responsibility for determining whether information will be withheld from the log will
document in writing the basis for withholding information from the log and he or she will maintain a copy of the
documentation in a secure file. The withheld information must be
disclosed once the adverse effects
described above are no longer likely to occur.
C. Log entries for the most recent 60-­‐day period must be available for public inspection during normal business hours.
Logs older than 60 days must be made available within two business days of a request for public inspection.
I. Gathering Crime Statistics — University Police
A. Campus Security Authorities: University Police will be responsible for gathering the crime statistics that must be
reported in the Annual Security and Fire
Safety Report (See section I.C.13 above). University Police will develop a
written procedure for gathering the statistics. University Police will also implement safeguards to prevent double
counting.
B. Local Police Agencies: University Police will be responsible for making good faith efforts to gather crime statistics from
local police agencies, which must be reported in the Annual Security Report (See section I.C.13). Any such efforts will be
documented in writing.
II. Fire Log
A. The Purdue Fire Department (West Lafayette) and the University Police chiefs (Regional Campuses) will make, keep and maintain a daily log, written in a form that can be easily understood, recording all fires that occurred in a Campus
student housing facility. The log must include the nature, date, time and
general location of each fire.
B. Fires will be recorded in the daily log within two business days of the report of the fire to the Purdue Fire Department
(West Lafayette) or University Police department (Regional Campuses), and any new information about a log entry will
be recorded within two business days after the information becomes available to the Purdue Fire Department (West
Lafayette) or the University Police Department (Regional Campuses).
C. Log entries for the most recent 60-­‐day period must be available for public inspection during normal business hours.
Logs older than 60 days must be made available within two business days of a request for public inspection.
Operating Procedures for Gathering and Reporting Crime Statistics
B6
Appendix B
III. Annual Report to the Secretary of Education
The senior director, environmental health and public safety (West Lafayette), the vice chancellor responsible for security
(Regional Campuses) and the directors of Separate Campuses, or their designees, will submit annually the crime statistics listed
in paragraph I.C.13 and the fire statistics listed in paragraph I.C.17 for their respective Campuses to the United States Secretary of Education.
IV. Questions
Questions regarding these procedures may be directed to the senior director of environmental health and public safety (West
Lafayette and Separate Campuses) or the vice chancellor responsible for security (Regional Campuses).
V. History and Updates
January 29, 2015: These Operating Procedures were revised and separated from the related policy on Campus Security and Crime
Statistics (IV.A.2). Revisions include the expansion of section I.C.8 to include information about dating violence, domestic
violence, stalking and related programs and procedures, as well as information on timely warning procedures.
Operating Procedures for Gathering and Reporting Crime Statistics
B7
Appendix C
Procedures for Resolving Complaints of Discrimination and Harassment
Revised July 1, 2015
A. INTRODUCTION
Purdue University is committed to maintaining an environment that recognizes the inherent worth and dignity of every person,
fosters tolerance, sensitivity, understanding and mutual respect, and encourages its members to strive to reach their potential.
Harassment in the workplace or the educational environment is unacceptable and will not be tolerated.
These Procedures outline the resolution processes that will be used to investigate and/or resolve a report of harassment and/or
discrimination under the Purdue University Anti-­‐Harassment Policy (III.C.1) and Equal Opportunity, Equal Access and Affirmative
Action Policy (III.C.2) (“Policies”). These Procedures apply to Title IX matters, including Relationship Violence, Sexual Exploitation,
Sexual Harassment, Sexual Violence, and Stalking, in addition to all other forms of prohibited discrimination and harassment.
These Procedures apply to faculty, staff, students, and any persons conducting business with or visiting the University. Any
individual or group of individuals found to have violated the Policies will be subject to disciplinary and/or remedial action, up to and
including termination of employment or expulsion from the University.
Any employee, student, campus visitor or person participating in a University activity, whether on or off campus, who has
experienced or witnessed discrimination and/or harassment is encouraged to report the incident(s) promptly. Prompt reporting of
complaints is vital to the University's ability to resolve the matter.
Once the University has received a report of harassment and/or discrimination, the University will take any and all necessary and
immediate steps to protect the Complainant. Such actions may include taking interim steps before the determination of the final
outcome of an investigation.
There are both informal and formal processes for resolving complaints of discrimination and harassment. A Complainant may elect
to invoke either the Informal or Formal Resolution Process. If the Complainant finds that initial informal efforts are unsatisfactory,
the Complainant may then seek formal resolution.
The University may initiate an investigation of circumstances that may involve discrimination and/or harassment even where no
complaint, formal or informal, has been filed. In such situations, the University may elect to investigate and, if warranted, impose
disciplinary sanctions pursuant to these or other established University procedures.
In matters involving alleged criminal conduct, the Complainant may notify, or decline to notify, local law enforcement at any
time. The University may also make an independent determination to notify law enforcement and/or other authorities based on
the nature of the complaint.
B. SCOPE
These Procedures apply to all complaints of discrimination and/or harassment, whether the parties are students, recognized student organizations, employees, campus visitors or persons participating in a University activity. Employees who are students
involved in activities subject to these Procedures may be treated as students, as employees, or both at the sole option of the
University.
These Procedures govern conduct that occurs on and/or off campus or that impacts the educational or work experience of a
member of the Purdue community. In particular, off-­‐campus conduct is subject to these procedures if 1) the conduct occurred in
the context of an education program or activity of the University; 2) the conduct has or had continuing adverse effects on campus
or in an off-­‐campus education program or activity; or 3) the Respondent is a student.
C. RESOURCES FOR RESOLVING COMPLAINTS OF DISCRIMINATION AND HARASSMENT
Inquiries and complaints about discrimination and/or harassment may be brought to the Campus Equity Office, Office of the Dean
of Students or the Vice President for Ethics and Compliance. The management of all complaints of discrimination and/or
harassment, regardless of where they are initially received, and the implementation of these Procedures is the responsibility of the Vice President for Ethics and Compliance. Any question of interpretation regarding these Procedures shall be referred to the Vice
President for Ethics and Compliance for final determination.
Procedures for Resolving Complaints of Discrimination and Harassment
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Appendix C
Information regarding the Title IX Coordinator for each campus is available in the Anti-­‐Harassment Policy.
D. DEFINITIONS
Advisory Committee on Equity
The committee composed of faculty and staff appointed by the Vice President for Ethics and Compliance upon the nomination of
the Provost, a Chancellor, the University Senate, the Administrative and Professional Staff Advisory Committee, the Clerical/Service
Staff Advisory Committee, a Vice President or Vice Chancellor, or a Dean to advise the Chancellors, Executive Director and Dean of
Students pursuant to Section I of these Procedures.
Complainant(s)
A person or persons making a complaint under the Informal Resolution Process or the Formal Resolution Process.
Campus Equity Office
The following University offices: (a) on the West Lafayette campus, the Office of Institutional Equity or the Office of the Dean of
Students; (b) on the Calumet campus, the Office of Equity and Diversity or the Office of the Dean of Students; (c) on the Fort
Wayne campus, Human Resources and Institutional Equity or the Office of the Dean of Students; and d) on the North Central
campus, the Office of Institutional Equity or the Office of the Dean of Students.
Days
Calendar days.
Executive Director
The Executive Director of the Office of Institutional Equity of the West Lafayette campus.
Eligible Designee
An individual to whom the Chancellor, Executive Director or Dean of Students delegates their authority under these Procedures.
All Eligible Designees must receive appropriate annual training and be approved to serve in this role by the Vice President for
Ethics and Compliance.
Formal Complaint
A complaint filed pursuant to Section I of these Procedures.
Formal Resolution Process
The process for resolving complaints of discrimination and/or harassment set forth in Section VII of these Procedures. The Formal
Resolution Process involves the filing of a Formal Complaint, an investigation, a determination as to whether University Policy has
been violated, and as appropriate, the imposition of sanctions and remedial measures.
Informal Complaint
A complaint made pursuant to Section H of these Procedures.
Informal Resolution Process
The process for resolving complaints of discrimination and/or harassment set forth in Section H of these Procedures. The Informal
Resolution Process is designed to empower the parties to an Informal Complaint to reach a mutually satisfactory agreement.
Procedures
The procedures set forth in this document.
Regulations Governing Student Conduct
The rules and procedures that govern student conduct and disciplinary action as set forth by each campus.
Respondent(s)
The person or persons whose conduct is the subject of concern under these Procedures.
University
Any campus, unit, program, association or entity of Purdue University, including but not limited to Indiana University-­‐Purdue University Fort Wayne, Purdue University Calumet, Purdue University North Central, Purdue University West Lafayette, Purdue Cooperative Extension Service and Purdue Polytechnic Statewide.
University-­‐Initiated Investigation
An investigation initiated by the University in the absence of a Formal Complaint submitted by a Complainant. In a University-­‐
Procedures for Resolving Complaints of Discrimination and Harassment
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Appendix C
Initiated Investigation, a Respondent will be provided with written notice of the allegations forming the basis of the University-­‐
Initiated Investigation, and Section I of these Procedures will govern such investigations to the greatest extent practicable.
University Investigator
A person appointed by the Executive Director, Chancellor, or Dean of Students to investigate a Formal Complaint pursuant to
Section I of these Procedures.
E. GENERAL PROVISIONS
1. Delegation
The Chancellor, Dean of Students, or Executive Director may delegate his or her authority under the Procedures to an Eligible
Designee.
2. Requests for Anonymity or No Action
To protect both the Complainant and the Respondent, every effort will be made to protect the privacy interests of the persons
involved in a manner consistent with the need for a thorough review of a report or Complaint.
If the Complainant requests that his or her name or other identifiable information not be shared with the Respondent, or requests
that the University take no formal action in response to a report, the Vice President for Ethics and Compliance shall evaluate such request and notify such individual of the University’s response to such request.
The University will honor the Complainant’s request to the extent possible based on a careful balancing of such requests with any legal reporting requirements, the risk of harm to any individual and the University's duty to maintain a safe and non-­‐discriminatory
environment for all.
If the University honors the request for anonymity, the University’s ability to meaningfully investigate the incident and pursue
disciplinary action against a Respondent may be limited. Complainants are advised, however, that even if a Complainant has made such a request or requests that the University take no formal action in response to a report, the University may be obligated to
move forward with a University-­‐Initiated Investigation and potential disciplinary action if there is an individual or public safety concern and sufficient independent information exists to establish that the Anti-­‐Harassment Policy has been violated.
The Vice President for Ethics and Compliance will assess such requests by examining the seriousness of the reported conduct,
whether the reported misconduct was perpetrated with a weapon, the respective ages and roles of the Complainant and
Respondent, whether there have been other reports of harassment or discrimination by the Respondent, whether the University
possesses other means to obtain relevant evidence, whether the report reveals a pattern of perpetration at a given location or by
a particular group, and the rights of the Respondent to receive notice and relevant information before disciplinary action is
initiated.
3. Interim Measures
Upon receipt of a complaint, the University will take interim measures to address concerns regarding safety and well-­‐being. If
necessary, the University will assist the Complainant in making reasonable efforts to avoid contact with the Respondent(s).
Interim measures may include no contact directives, changes in class or work schedules, changes in University-­‐owned living arrangements, interim suspension, University-­‐imposed leave, or any other measures that the University deems appropriate.
Interim measures are available under both Informal and Formal Resolution Processes, although the ability to impose certain
protective measures against a Respondent may require that the report be resolved through the Formal Resolution Process.
4. Advisor or Support Person
Both a Complainant and a Respondent are entitled to an advisor or support person of their choice, and the advisor or support
person may accompany the party to any meeting or proceeding under these Procedures. A Complainant may have an advisor or
support person present when reporting discrimination and/or harassment or at any point in these Procedures. A Respondent may
also have an advisor or support person present if and when the Respondent becomes a party to an Informal Resolution Process or
a Formal Resolution Process. An advisor or support person may be an attorney, but an advisor or support person may not stand in Procedures for Resolving Complaints of Discrimination and Harassment
C3
Appendix C
place of either the Complainant or the Respondent, act as legal counsel for a party or otherwise participate in the Informal
Resolution Process or the Formal Resolution Process.
5. Time Frames
The University encourages prompt reporting. Persons who have experienced or witnessed discrimination or harassment are encouraged to report the incident to a Contact Person as soon as possible. Complaints must be filed with a Campus Equity Office
within 120 days of the incident of discrimination or harassment or, where the discrimination or harassment is of an ongoing nature,
within 120 days from the most recent incident. To file an Informal or Formal Complaint, a Complainant must complete a Complaint
Information Form online, in person, or via electronic mail. The 120-­‐day deadline to file a complaint does not apply to University-­‐
Initiated Investigations.
When extenuating circumstances warrant, a Chancellor, Dean of Students or the Executive Director, as the case may be, has the
authority and discretion to extend any of the time limits contained in these Procedures for good cause except those relating to the
filing of complaints or the filing of appeals.
In general, a Complainant and Respondent can expect that the process will proceed according to the time frames provided in these Procedures. In the event that the investigation and resolution exceed this time frame, the University will notify all parties of
the reason(s) for the delay and the expected adjustment in time frames. Best efforts will be made to complete the process in a
timely manner by balancing principles of thoroughness, due process and fundamental fairness with promptness.
Notwithstanding the foregoing, a Complaint relating to alleged discrimination or harassment occurring during a Complainant’s
employment by the University must be properly filed within 10 days following termination of the Complainant’s employment with
the University.
6. Expectations Regarding Participation by the Parties
All employees and students have an obligation to cooperate in the conduct of these Procedures. Failure to do so may result in
disciplinary action. In the event that a Complainant chooses not to participate in an interview or declines to provide information requested by the University Investigator, the Chancellor, Dean of Students or Executive Director may dismiss the Complaint. The
Chancellor, Dean of Students or Executive Director shall provide written notice of such dismissal to the Complainant(s) and the
Respondent(s). In the event that a Respondent chooses not to participate in an interview or declines to provide information
requested by the University Investigator, the University Investigator may conclude that such information or interview, if provided
or conducted, would be adverse to the Respondent. Where the Complaint or the circumstances involve potential criminal conduct,
however, a party may choose to remain silent during the process, and such silence will not be held as an admission or considered
to be adverse to the party.
Any person who knowingly makes a false statement in connection with the resolution of a Complaint under these Procedures may
be subject to appropriate discipline. Making a good faith report of discrimination or harassment that is not later substantiated is
not considered a false statement.
7. Special Circumstances in the Event of Conflict of Interests
In the event that a complaint concerns the conduct of the Executive Director or the Dean of Students (or the Executive Director or
Dean of Students has a conflict of interest), the Vice President for Ethics and Compliance shall designate an individual who shall be
responsible for implementing the responsibilities of the Executive Director or Dean of Students pursuant to these Procedures. In the event that a complaint concerns the conduct of the Vice President for Ethics and Compliance or a Chancellor (or the Vice
President of Ethics and Compliance or a Chancellor has a conflict of interest), the President shall designate an individual who shall
be responsible for implementing the responsibilities of the Vice President for Ethics and Compliance or such Chancellor pursuant
to these Procedures. In the event that a complaint concerns the President, the Chairman of the Board of Trustees shall be
responsible for implementing the responsibilities of the President pursuant to these Procedures.
8. Coordination with Law Enforcement
A Complainant may seek recourse under these Procedures and/or pursue criminal action. Neither law enforcement’s determination whether or not to prosecute a Respondent, nor the outcome of any criminal prosecution, is determinative of
Procedures for Resolving Complaints of Discrimination and Harassment
C4
Appendix C
whether a violation of University policy has occurred. Proceedings under these Procedures may be carried out prior to,
simultaneously with, or following civil or criminal proceedings off campus.
At the request of law enforcement, the University may agree to defer its fact gathering for a brief period during the evidence
gathering stage of a criminal investigation. The University will nevertheless communicate with the Complainant regarding support,
options for resolution and the implementation of interim measures to address concerns regarding safety and well-­‐being. The
University may also take immediate and prompt steps that it deems necessary to protect the University community. The University
will promptly resume its fact gathering as soon as it is informed that law enforcement has completed its initial investigation.
F. REPORTING OPTIONS AND RESOURCES FOR TITLE IX MATTERS
The University is committed to treating all members of the community with dignity, care and respect. Any individual affected by
Sexual Harassment, Sexual Violence, Sexual Exploitation, Stalking or Relationship Violence, whether as a Complainant, a
Respondent or a third party, will have equal access to support consistent with their needs and available University resources.
A first step for any Complainant or third-­‐party witness may be choosing how to proceed following an incident of Sexual
Harassment, Sexual Violence, Sexual Exploitation, Stalking and/or Relationship Violence. The University recognizes that deciding
whether to make a report and choosing how to proceed can be difficult decisions. The University encourages any individual who has questions or concerns to seek the support of campus and community resources. These professionals can provide information about available resources and procedural options and assistance to either party in the event that a report and/or resolution under
the Policies or the Procedures are pursued. Individuals are encouraged to use all available resources, regardless of when or where
the incident occurred.
1. Confidential Reporting Resources
Confidentiality means that information shared by an individual with designated campus or community professionals cannot be
revealed to any other individual without express permission of the individual. Those campus and community professionals include
medical providers, mental health providers, ordained clergy and rape crisis counselors, all of whom have privileged confidentiality that has been recognized by the law. These individuals are prohibited from breaking confidentiality unless there is an imminent
threat of harm to self or others, or the conduct involves suspected abuse of a minor under the age of 18.
It is important to understand that not all employees involved in the University’s Title IX response have the same level of privileged
confidentiality as the designated campus or community professionals described above. In fact, any other University employee who
is not one of these confidential reporting resources may be required to share a report of Sexual Harassment, Sexual Violence,
Sexual Exploitation, Stalking or Relationship Violence with the Title IX Coordinator. A list of
on-­‐campus confidential resources is listed in Appendix A to these Procedures.
2. Non-­‐Confidential Campus Reporting Resources and Mandatory Reporters
The University is committed to providing a variety of welcoming and accessible means to encourage the reporting of all instances of Sexual Harassment, Sexual Violence, Sexual Exploitation, Stalking and Relationship Violence. All University community members
are encouraged to report all incidents of discrimination, harassment or retaliation directly to the Title IX Coordinator or a member
of the campus Title IX team.
In contrast to the designated campus or community professionals described above under “Confidential Reporting Resources,” who are obligated to refrain from revealing confidential information shared within the scope of their privilege, some University
employees are required to report all incidents of discrimination, harassment or retaliation directly to the Title IX Coordinator or a
member of the campus Title IX team (“mandatory reporters”). Mandatory reporters receive annual required training to ensure
that they understand their obligations and resources available to University community members who report such incidents.
University employees who are mandatory reporters include faculty, supervisors, and other staff,administrators, and student
employees who have significant responsibility for the welfare of students. Student employees who are required to share reports
with the Title IX Coordinator include Resident Assistants. Mandatory reporters are required to share with the Title IX Coordinator
all information they receive or of which they become aware, including the identities of the parties, if known. The Title IX
Coordinator will conduct an initial assessment of the incident or behavior at issue, the Complainant’s desired course of action, and
the necessity for any interim remedies or accommodations to protect the safety of the Complainant or the community. A list of
Procedures for Resolving Complaints of Discrimination and Harassment
C5
Appendix C
non-­‐confidential campus reporting options, by campus, to whom individuals are encouraged to report any incidents, is available
in Appendix A.
3. Privacy
The privacy of the parties will be respected and safeguarded at all times. All University employees who are involved in the University’s Title IX response receive specific training and guidance about safeguarding private information. Privacy generally means that information related to a report of misconduct will only be shared with a limited circle of individuals. The use of this
information is limited to those University employees who “need to know” in order to assist in the active review, investigation or
resolution of the report. While not bound by confidentiality, these individuals will be discreet and respect the privacy of all
individuals involved in the process.
4. Release of Information
If a report of misconduct discloses a serious and immediate threat to the campus community, the University will issue a timely notification to the community to protect the health or safety of the community. The University may also share non-­‐identifying
information about reports received in aggregate form, including data about outcomes and sanctions. At no time will the University release the name of the Complainant to the general public without the express consent of the Complainant or as otherwise
permitted or required by law.
Pursuant to the Clery Act, anonymous statistical information must be shared with the campus police department where required
by the Clery Act. Annual Clery Act reporting to the U.S. Department of Education is required by educational
institutions for certain offenses that have been reported at campus locations. The information contained in the Clery report tracks
the number of Clery reportable offenses occurring at campus locations and does not include the names or any other identifying
information about the persons involved in the incident.
All University proceedings are conducted in compliance with the requirements of Title IX, the Clery Act, the Campus SaVE Act,
FERPA, state and local law, and University policy. No information shall be released from proceedings under the Policies or the
Procedures except as required or permitted by law and University policy. The University reserves the right to notify the parents/guardians of dependent students regarding any conduct situation, particularly probation, loss of housing, suspension and
expulsion.
5. Reporting to Law Enforcement
The University encourages Complainants to pursue criminal action for incidents of Sexual Harassment, Sexual Violence, Sexual
Exploitation, Stalking and Relationship Violence that may also be crimes under state criminal statutes
(seewww.purdue.edu/sexual_assault/Definitions/LegalDef/index.html). The University will assist a Complainant, at the
Complainant’s request, in contacting local law enforcement and will cooperate with law enforcement agencies if a Complainant
decides to pursue the criminal process. A list of law enforcement resources for each campus is available in Appendix A.
6. Anonymous Reporting
Any individual may make an anonymous report concerning an act of Sexual Harassment, Sexual Violence, Sexual Exploitation,
Stalking or Relationship Violence. A report can be made without disclosing one’s own name, identifying the Respondent or
requesting any action. Depending on the level of information available about the incident or the individuals involved, anonymous
reporting may impact the University’s ability to respond or take further action.
Anonymous reports can be made through the Whistleblower Hotline, an online reporting service that allows direct interaction
with the Title IX Coordinator without providing identifying information. The Whistleblower Hotline can be accessed
at: www.purdue.edu/hotline/ or by calling 1-­‐866-­‐818-­‐2620.
As with all other reports, all anonymous reports will go to the Title IX Coordinator for review and appropriate response and action.
Where there is sufficient information, the University will ensure that anonymous reports are reviewed and included for compliance
with the Clery Act.
Procedures for Resolving Complaints of Discrimination and Harassment
C6
Appendix C
G. COUNSELING, ADVOCACY AND SUPPORT SERVICES
The University is committed to providing a number of support services to University community members who experience Sexual
Harassment, Sexual Violence, Sexual Exploitation, Stalking or Relationship Violence incidents. Resources available to University
community members include a variety of campus and community-­‐based service providers and professionals.
Additionally, Purdue provides its students with professional staff who can assist students who have been subjected to Sexual
Harassment, Sexual Violence, Sexual Exploitation, Stalking or Relationship Violence with academic and advocacy/support services.
Professional staff within the Office of the Dean of Students is available to assist students with the following:
•
Coordination of services.
•
Academic adjustments, including processing absence notifications.
•
Housing reassignments and assistance with emergency housing needs.
•
Support during the campus disciplinary process, including in-­‐person attendance at all meetings and ongoing in-­‐person support.
•
Support during the law enforcement process, including in-­‐person attendance at meetings with law enforcement and/or
the Prosecutor’s Office.
•
Assistance in obtaining no-­‐contact directives within the University.
•
Assistance in obtaining a protective order through the local court system.
A list of counseling, advocacy and other support services for each campus is listed in Appendix A.
H. INFORMAL RESOLUTION PROCESS
1. Filing an Informal Complaint
To file an Informal Complaint, a Complainant must submit the Complaint Information Form online, in person, or via electronic mail.
The Complaint Information Form must be submitted to the Campus Equity Office within 120 days of the incident of discrimination
or harassment or, where the discrimination or harassment is of an ongoing nature, within 120 days from the most recent incident.
The Campus Equity Office can provide assistance in completing the Complaint Information Form. Participation in the Informal
Resolution Process is voluntary, and a Complainant may ask to conclude the process at any time. The Campus Equity Office will
take steps to ensure the privacy of the Complainant and Respondent during the Informal Resolution Process to the extent maintenance of privacy does not interfere with the University's obligation to address allegations of discrimination and/or
harassment.
2. Processing of Informal Complaints
In consultation with the Chancellor, Executive Director or Dean of Students, as the case may be, the Campus Equity Office may take appropriate steps to resolve the Informal Complaint. Possible resolutions by agreement of the parties may include, but are
not limited to: an apology to the Complainant, assisting the Respondent to better understand the effects of his or her conduct and
ways in which this behavior could be changed, participation in educational programs about equal opportunity or harassment,
verbal or written reprimands, or other interventions or actions aimed at ending the discrimination or harassment, preventing its
recurrence and addressing its effects. Mediation may not be used, even with the agreement of the parties, in Complaints involving Sexual Violence or Relationship Violence. Similarly, a Complainant will not be required to resolve the matter directly with the
Respondent.
Prior to completing the Informal Resolution Process, and/or upon the Complainant’s request, a Chancellor, the Dean of Students
or the Executive Director may determine that no purpose is served by pursuing the Informal Resolution Process and may refer the
Complaint to the Formal Resolution Process.
3. Conclusion of the Informal Resolution Process
The Informal Resolution Process is designed to empower the parties to an Informal Complaint to reach a mutually satisfactory
agreement. The Informal Resolution Process will be concluded by one of the following: (1) a decision to stop further action on the Procedures for Resolving Complaints of Discrimination and Harassment
C7
Appendix C
Informal Complaint, (2) a resolution of the Informal Complaint by agreement of the parties or (3) initiation of the Formal
Resolution Process.
The Campus Equity Office will attempt to conclude the Informal Resolution Process within 30 days. Within 10 days following
conclusion of the Informal Resolution Process, the Campus Equity Office must complete and submit a Status Report Form. A copy
of the Status Report Form is to be submitted to the Vice President for Ethics and Compliance or Chancellor.
I. FORMAL RESOLUTION PROCESS
1. Filing a Formal Complaint
A Formal Complaint may be filed as the first course of action or following an Informal Complaint if there is no mutually acceptable resolution during the Informal Resolution Process. The University may also initiate an Investigation in the absence of a Formal
Complaint by a Complainant.
To file a Formal Complaint, a Complainant must complete the Complaint Information Form online, in person, or via electronic mail.
The Complaint must be dated by the Complainant and describe the alleged incident(s) with the relevant date(s),
name(s) of the Respondent(s) and name(s) of witness(es). The Campus Equity Office can provide assistance in completing the Complaint Information Form.
Formal Complaints or University-­‐Initiated Investigations in which a student or recognized student organization is named as a
Respondent will be adjudicated by the Dean of Students for each campus in accordance with Sections I and J of these Procedures.
Formal Complaints or University-­‐Initiated Investigations against employees, including faculty and staff, will be adjudicated by the
appropriate Chancellor (or designee) or the Executive Director pursuant to Sections I and J of these Procedures.
2. Notification of Formal Complaint and Response
Within 10 days of receipt of a Formal Complaint, the Chancellor, Dean of Students or Executive Director will assign a University
Investigator to investigate the Formal Complaint. Persons eligible to serve as University Investigators shall be designated by the
Vice President for Ethics and Compliance. The University Investigator must have sufficient training and/or experience to conduct a
thorough and impartial investigation.
The Chancellor, Dean of Students or Executive Director will provide prompt notification, including a copy of the Formal Complaint
or notice of allegations, to the Respondent(s), to the department head or supervisor and to the appropriate Vice President, Dean or head of other major unit. The Formal Complaint or notice of allegations will be delivered through certified or express mail,
electronic mail or hand delivery. In the event the Respondent is a student or recognized student organization, the Dean of
Students is the appropriate Dean. The notification to the Respondent(s) will include a copy of the Formal Complaint, or, in
University-­‐Initiated Investigations, a statement of allegations, and a copy of or link to any relevant University policy and these
Procedures.
The Respondent(s) will be requested to respond in writing to the Formal Complaint within a reasonable time, not to exceed 10 days from the date of certified or express mailing, electronic mailing or hand delivery of the notification of the Formal Complaint.
Any extension of time must be approved by the Chancellor, Dean of Students or Executive Director. A copy of the Respondent(s)’
response will be provided to the Complainant.
3. University-­‐Initiated Investigation
In a University-­‐Initiated Investigation, a Respondent will be provided with written notice of the allegations forming the basis of the University-­‐Initiated Investigation, and Section I of these Procedures will govern such investigation to the greatest extent
practicable.
A Complainant who may have been subject to discrimination or harassment that forms the basis of a University-­‐Initiated
Investigation shall (1) be provided with written notice that the University has commenced a University-­‐Initiated Investigation; (2)
upon request, be afforded an opportunity to meet with the Chancellor, Dean of Students or Executive Director and the panel in connection with the University-­‐Initiated Investigation; (3) be provided with written notice of the determination of whether a
Procedures for Resolving Complaints of Discrimination and Harassment
C8
Appendix C
violation of University policy occurred and any sanction or remedial measures imposed in connection with the violation; and (4) be
afforded the right to appeal such determination, sanctions or remedial measures in accordance with Section M.
4. Investigation of Formal Complaints
As soon as practicable following appointment, the University Investigator will interview the Complainant. Within three days
following the completion of his or her interview with the Complainant, the University Investigator will notify the Chancellor, Dean
of Students or Executive Director in writing as to whether or not the allegations set forth in the Complaint, if substantiated, would
constitute a violation of University policy. If the University Investigator’s notification indicates that such allegations, if
substantiated, would not constitute a violation of University policy, the Chancellor, Dean of Students or Executive Director may
dismiss the Complaint, and that decision shall be final. The Chancellor, Dean of Students or Executive Director shall provide the
Complainant and Respondent(s) with written notice of such dismissal.
In the event that the University Investigator’s notification indicates that the allegations set forth in the Complaint, if substantiated,
would constitute a violation of University policy, or if the Chancellor, Dean of Students or Executive Director determines that the matter should be investigated, the University Investigator will conduct a thorough fact-­‐finding investigation and will meet separately with both the Complainant and the Respondent(s), interview pertinent witnesses and review relevant documents regarding the Formal Complaint. The University Investigator may consider all relevant information, including evidence of pattern
or prior misconduct by the Respondent, credibility of the parties and witnesses, and in very limited circumstances, the prior sexual
history of the Complainant with the Respondent. Both parties will be provided the opportunity to provide information and names
of witnesses to the University Investigator.
The investigation shall be completed within 30 days following the assignment of the Formal Complaint to the University
Investigator, unless an extension of time is approved by the Chancellor, Dean of Students or Executive Director.
Within seven days following the conclusion of the investigation, the University Investigator will prepare and deliver a report to the Chancellor, Dean of Students or Executive Director. The report will include a finding based upon a preponderance of the evidence that (1) the allegations cannot be substantiated, (2) some or all of the allegations are substantiated or (3) the Formal Complaint
was knowingly false or malicious. No violation of University policy will be presumed unless a preponderance of the evidence
standard supports the finding of a violation. This preponderance of the evidence standard requires that the facts and information
supporting each finding are more convincing than the facts and information offered in opposition to such finding. The report will
include the basis upon which the University Investigator reached his or her conclusions. The report will also include the University
Investigator’s determination of whether a violation of any University policy has occurred and a recommendation of the sanctions
to be imposed, if any.
5. Determination
Within 15 days of receipt of the University Investigator’s report, the Chancellor, Dean of Students or Executive Director will
convene a meeting with and seek advice from a three-­‐member panel selected by the Chancellor, Dean of Students or Executive
Director from the Advisory Committee on Equity consisting of at least one participant who is a member of the faculty and one
participant who is not a member of the faculty. At least two members of the panel shall be representatives of the campus from
which the Formal Complaint originated. Prior to the meeting, members of the panel shall be furnished with a copy of the
University Investigator’s report and copies of any Complaint or response of the parties. At the meeting, the panel will be afforded
the opportunity to ask questions of the University Investigator. Upon request, the Complainant and the Respondent will be
afforded an opportunity to meet with the Chancellor, Dean of Students or Executive Director and the panel.
Within 10 days following the meeting with the panel from the Advisory Committee on Equity, the Chancellor, Dean of Students or
Executive Director shall make a written determination whether a violation of University policy has occurred.
In the event the charge of discrimination and/or harassment is not substantiated following the written determination of the
Chancellor, Dean of Students or Executive Director, reasonable efforts may be taken to restore the Respondent(s) to their prior
status.
Procedures for Resolving Complaints of Discrimination and Harassment
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Appendix C
J. SANCTIONS AND REMEDIAL MEASURES
At the West Lafayette campus, sanctions will be determined by the appropriate Vice President or Dean and the Executive Director.
In the event of a disagreement between the Director and the designated Vice President or Dean, the Executive Director will refer
the disagreement to the Provost for resolution. In the case of a student or recognized student organization, sanctions will be
determined and imposed by the Dean of Students.
At the Calumet, Fort Wayne and North Central campuses, sanctions will be determined and imposed by the Chancellor (or
designee), except that sanctions for students and recognized student organizations will be determined and imposed by the Dean of Students.
The Chancellor, Dean of Students or Executive Director will send the Complainant and the Respondent the written determination
and final outcome of the matter, including sanctions, if any, by certified or express mail, electronic mail or hand delivery. The
determination will include the rationale, a description of the parties’ appeal rights, and any changes in the outcome before it
becomes final. The appropriate Vice President, Vice Chancellor, Vice Provost or Dean is responsible for imposing the sanction.
Sanctions will be decided on a case-­‐by-­‐case basis and will be in accordance with University policy. Possible sanctions for employees include, but are not limited to, the following: a letter of reprimand, suspension or leave of absence without pay, reassignment of
teaching or other responsibilities, removal of graduate faculty certification, denial of a merit pay increase, demotion, probation or
termination. Sanctions for students are listed in Regulations Governing Student Conduct and may include without limitation verbal
or written warnings, restrictions, probation, probated suspension, suspension or expulsion.
Except as provided herein, sanctions imposed pursuant to these Procedures may not be appealed or made the subject of a
grievance under any other University policy.
If the accused is a faculty member and the sanction has been to recommend termination of employment, the procedures for
termination of a faculty member (as outlined in Executive Memorandum No. B-­‐48 or its successor) will be followed; provided,
however, that the report of the University Investigator and the written determination of the Chancellor or Executive Director shall
be accepted into evidence at the faculty member’s termination hearing without the necessity of the Complainant testifying as a
witness.
Remedial measures for students, faculty and staff will be decided on a case-­‐by-­‐case basis. Such measures may include providing an escort to ensure safe movement on campus; ensuring that the Complainant and Respondent do not share classes or
extracurricular activities; reassignment of residence halls; tutoring or other academic support; arranging for extra time to complete or re-­‐take a class or withdraw from a class without academic or financial penalty; job reassignment; targeted training for
a group of students, faculty or staff; and other remedies that can be tailored to the needs of the parties.
K. ENHANCEMENT OF SANCTIONS
If a University employee, student or recognized student organization engages in conduct that constitutes discrimination or
harassment motivated by bias based on a person's race, gender, religion, color, age, national origin, ancestry or disability, the
sanctions for such conduct are subject to enhancement in accordance with these Procedures
Sanctions for conduct that constitutes Sexual Violence as defined by the Anti-­‐Harassment policy (III.C.1) are subject to
enhancement in accordance with these Procedures when such conduct is accompanied by the administration of rape drugs,
including but not limited to Rohypnol, Ketamine, GHB and Burundanga.
L. RETALIATION PROHIBITED
Retaliation against any person for reporting or complaining of discrimination and/or harassment, assisting or participating in the
investigation of a complaint of discrimination and/or harassment, or enforcing University policies with respect to discrimination
and/or harassment is strictly prohibited. Overt or covert acts of reprisal, interference, restraint, penalty, discrimination,
intimidation or harassment against an individual or group for exercising rights or performing duties under these Procedures will be
subject to appropriate and prompt disciplinary or remedial action.
Procedures for Resolving Complaints of Discrimination and Harassment
C10
Appendix C
M. APPEAL
The Complainant and the Respondent each have the right to appeal the decision of the Chancellor, Dean of Students or Executive
Director and imposition of any sanction to the Vice President for Ethics and Compliance. The appeal must be in writing and filed in
person, via courier, or via postal or electronic mail within 10 days of the issuance of notification of the decision with all supporting
materials attached. Decisions not appealed within such time are deemed final.
The appeal shall consist of a concise and complete written statement outlining the grounds for appeal and all relevant information
to substantiate the basis for the appeal. Appeals are not intended to open a new investigation of the Complaint. In most cases,
appeals are confined to a review of the written documentation and pertinent documentation regarding the grounds for appeal.
The appeal will be conducted in an impartial manner.
The Vice President for Ethics and Compliance will issue a decision on the appeal to all parties involved. Normally this decision will be made within 10 days from the date the appeal was received. The Vice President for Ethics and Compliance may (1) uphold or
reverse the finding; (2) decrease or increase the sanction(s); and/or (3) take other action as deemed appropriate by the Vice
President for Ethics and Compliance. The written decision of the Vice President for Ethics and Compliance on the appeal shall
constitute the University’s final action.
N. FILING WITH EXTERNAL AGENCIES
Any person may file a complaint with the Indiana Civil Rights Commission, the U.S. Equal Employment Opportunity Commission or
the U.S. Department of Education’s Office for Civil Rights. Information regarding filing charges with any of these agencies may be
obtained from the Office of Institutional Equity on the West Lafayette campus.
O. RELATED DOCUMENTS, FORMS AND TOOLS
Equal Opportunity, Equal Access and Affirmative Action Policy (III.C.2): www.purdue.edu/policies/ethics/iiic2.html
Anti-­‐Harassment Policy (III.C.1): www.purdue.edu/policies/ethics/iiic1.html
Appendix A: Quick Reference Guide
Calumet Campus
Confidential Reporting Resources
Health Services Center
Gyte Annex, Room 34
M-­‐F, hours vary daily
219-­‐989-­‐2366
219-­‐989-­‐1235
PUC Counseling Center
Gyte Building, Room 005
M-­‐Th, 8 a.m.-­‐5 p.m.
Fri., 8 a.m.-­‐4 p.m.
219-­‐989-­‐2366
Lawshe Hall, Room 231
M-­‐F, 8 a.m.-­‐5 p.m.
219-­‐989-­‐3169
219-­‐989-­‐2337
24/7
219-­‐989-­‐2220
M-­‐F, 8 a.m.-­‐4:30 p.m.
219-­‐989-­‐4141
M-­‐F, 8 a.m.-­‐5 p.m.
219-­‐989-­‐4150
Non-­‐Confidential Reporting Resources
Title IX Coordinator
Office of Equity & Diversity
Police Department
Office of the Dean of Students
Housing
6930 Wicker Ave.
Hammond, IN
SUBL 313
2440 173rd Street
Hammond, IN
Medical Services
Health Services Center
Gyte Annex, Room 034
M-­‐F, hours vary daily
219-­‐989-­‐2366
219-­‐989-­‐1235
Methodist Hospital
600 Grant St.
Gary, IN
24/7
219-­‐886-­‐4000
Procedures for Resolving Complaints of Discrimination and Harassment
C11
Appendix C
Advocate South Suburban Hospital
17800 S. Kedzie Ave.
Hazel Crest, IL
5454 Hohman Ave.
Hammond, IN
24 Joliet St.
Dyer, IN
1201 S. Main St.
Crown Point, IN
301 W. Homer St.
Michigan City, IN
770 Indian Boundary Rd.
Chesterton, IN
24/7
708-­‐799-­‐8000
24/7
219-­‐933-­‐2077
24/7
219-­‐864-­‐2077
24/7
219-­‐757-­‐6310
24/7
219-­‐877-­‐1616
24/7
219-­‐921-­‐2012
Gyte Building, Room 005
M-­‐Th, 8 a.m.-­‐5 p.m.
Fri., 8 a.m.-­‐4 p.m.
219-­‐989-­‐2366
SULB
M-­‐F, 8 a.m.-­‐p.m.
219-­‐989-­‐4141
The Caring Place
Valparaiso, IN
24/7
The Crisis Center, Inc.
Gary, IN
24/7
219-­‐464-­‐2128
219-­‐938-­‐0900
800-­‐519-­‐0469
St. Margaret Health —
Hammond Emergency Dept.
St. Margaret Health — Dyer Emergency
Dept.
St. Anthony Health — Crown Point
Emergency Dept.
St. Anthony Health — Michigan
City Emergency Dept.
Chesterton Health & Emergency Center
Counseling Services
PUC Counseling Center
Advocacy and Support Services
Office of the Dean of Students
Community Resources
Law Enforcement Resources
Police Department
Hammond Police Department
6930 Wicker Ave.
Hammond, IN
509 Douglas St.
Hammond, IN
24/7
219-­‐989-­‐2220
24/7
219-­‐853-­‐6487
Fort Wayne Campus
Confidential Reporting Resources
IPFW Campus Clinic
IPFW/Parkview Student Assistance
Program
Walb Student Union, Room
234
Walb Student Union, Room
113
M-­‐F,
8:30 a.m.-­‐4:30 p.m.
M-­‐F,
8:30 a.m.-­‐4:30 p.m.
Kettler Hall, Room 110P
Support Services Building
Walb Student Union, Room
111
410 Crescent Avenue
Fort Wayne, IN
M-­‐F, 8 a.m.-­‐5 p.m.
24/7
260-­‐481-­‐6107
260-­‐481-­‐6827
M-­‐F, 8 a.m.-­‐5 p.m.
260-­‐481-­‐6601
M-­‐F, 8 a.m.-­‐5 p.m.
260-­‐481-­‐4180
Walb Student Union,
Room 234
2200 Randallia Dr.
Fort Wayne, IN
11109 Parkview Plaza Dr,
Entrance 1, Fort Wayne, IN
M-­‐F,
8:30 a.m.-­‐4:30 p.m.
260-­‐481-­‐5748
24/7
260-­‐373-­‐4000
24/7
260-­‐266-­‐1000
260-­‐481-­‐5748
260-­‐266-­‐8060
800-­‐721-­‐8809
Non-­‐Confidential Reporting Resources
Title IX Coordinator
Police Department
Office of the Dean of Students
Student Housing
Medical Services
IPFW Campus Clinic
Parkview Hospital Randallia
Parkview Regional Medical Center
Procedures for Resolving Complaints of Discrimination and Harassment
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Appendix C
Counseling Services
IPFW/Parkview Student Assistance
Program
Walb Student Union, Room
113
M-­‐F,
8:30 a.m.-­‐4:30 p.m.
260-­‐266-­‐8060
800-­‐721-­‐8809
Walb Student Union,
Room 111
M-­‐F, 8 a.m.-­‐5 p.m.
260-­‐481-­‐6601
24/7
260-­‐423-­‐2222
Advocacy and Support Services
Office of the Dean of Students
Community Resources
Sexual Assault Treatment Center
Fort Wayne Women’s Bureau Rape Crisis Hotline
YWCA Domestic Violence Crisis Line
2270 Lake Ave., Suite 201
Fort Wayne, IN
2417 Fairfield
Fort Wayne, IN
1610 Spy Run
Fort Wayne, IN
24/7
24/7
260-­‐426-­‐7273
888-­‐311-­‐7273
260-­‐447-­‐7233
800-­‐441-­‐4073
Law Enforcement Resources
IPFW Police Department
Fort Wayne Police Department
Support Services Building
1 E. Main Street
Fort Wayne, IN
24/7
260-­‐481-­‐6827
24/7
260-­‐427-­‐1222
M-­‐F, 8 a.m.-­‐4:30 p.m.
219-­‐785-­‐5373
M-­‐F, 8 a.m.-­‐5 p.m.
219-­‐785-­‐5545
24/7
219-­‐785-­‐5220
M-­‐F, 8 a.m.-­‐4:30 p.m.
219-­‐785-­‐5368
24/7
219-­‐921-­‐2000
24/7
219-­‐326-­‐1234
24/7
574-­‐772-­‐6231
24/7
219-­‐263-­‐4600
24/7
219-­‐738-­‐5510
24/7
219-­‐879-­‐8511
Library-­‐Student-­‐
Faculty Building, Room 103B
M-­‐F, 8 a.m.-­‐4:30 p.m.
219-­‐785-­‐5373
Library-­‐Student-­‐
Faculty Building, Room 103
M-­‐F, 8 a.m.-­‐4:30 p.m.
219-­‐785-­‐5368
North Central Campus
Confidential Reporting Resources
Director of Student Counseling
Library-­‐Student-­‐Faculty
Building, Room 103B
Non-­‐Confidential Reporting Resources
Title IX Coordinator
Police Department
Office of the Dean of Students
Schwarz Hall, Room 25C
Physical
Facility/Campus Police Building, Room 101
Library-­‐Student-­‐Faculty
Building, room 103
Medical Services
Chesterton Health & Emergency Center
IU Health LaPorte Hospital
IU Health Starke Hospital
Porter Hospital
Methodist Hospital
St. Anthony’s
770 Indian Boundary Rd.
Chesterton, IN
1007 Lincolnway
LaPorte, IN
102 E. Culver Road
Knox, IN
85 E. U.S. 6 Frontage Rd.
Valparaiso, IN
8701 Broadway
Merrillville, IN
301 W. Homer St.
Michigan City, IN
Counseling Services
Director of Student Counseling
Advocacy and Support Services
Office of the Dean of Students
Procedures for Resolving Complaints of Discrimination and Harassment
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Appendix C
Community Resources
National Domestic Violence Hotline
N/A
24/7
Crisis Hotline
Crisis Hotline
Victim’s Assistance Services
LaPorte/Starke Counties
Lake County
Porter County
24/7
24/7
M-­‐F, 8:30 a.m.-­‐4:30 p.m.
Stepping Stones for Women
Michigan City, IN
24/7 (Crisis Hotline)
The Caring Place
Valparaiso, IN
24/7 (Crisis Hotline)
800-­‐799-­‐SAFE
(7233)
219-­‐324-­‐6263
219-­‐938-­‐0900
219-­‐465-­‐3408
219-­‐879-­‐4615
800-­‐248-­‐1151
219-­‐464-­‐2128
800-­‐933-­‐0466
Law Enforcement Resources
PNC Police Department
LaPorte County Sheriff
Westville Police Department
Physical Facility/ Campus
Police Building, Room 101
LaPorte, IN
Westville, IN
24/7
219-­‐785-­‐5220
24/7
24/7
219-­‐326-­‐7700
219-­‐785-­‐4177
N/A
601 Stadium Mall Dr.
West Lafayette, IN
PUSH Room 246
PSYC Room 1120
24/7
765-­‐495-­‐HELP (4357)
M-­‐F, 8 a.m.-­‐5 p.m.
765-­‐494-­‐1700
M-­‐F, 8 a.m.-­‐5 p.m.
765-­‐494-­‐6995
Young Hall, Room 1053
Terry House
M-­‐F, 8 a.m.-­‐5 p.m.
24/7
765-­‐494-­‐7255
765-­‐494-­‐8221
Schleman Hall, 2nd Floor
M-­‐F, 8 a.m.-­‐5 p.m.
765-­‐494-­‐1747
Smalley Center
M-­‐F, 8 a.m.-­‐5 p.m.
765-­‐494-­‐1000
West Lafayette Campus
Confidential Reporting Resources
Purdue Crisis Line
Student Health Center (PUSH)
Counseling and Psychological Services
(CAPS)
Non-­‐Confidential Reporting Resources
Title IX Coordinator
Police Department
Office of the Dean of Students –
Advocacy and Support Center
University Residences
Medical Services
PUSH Women’s Clinic
PUSH
PUSH Urgent Care
PUSH
St. Elizabeth Hospital-­‐East
IU Health Arnett Hospital
1701 S. Creasy Ln.,
Lafayette, IN
5165 McCarty Lane
Lafayette, IN
M-­‐F, 8 a.m.-­‐5 p.m.
M-­‐F, 8 a.m.-­‐8 p.m.
S/Su, 10 a.m.-­‐6 p.m.
765-­‐494-­‐1700
24/7
765-­‐502-­‐4000
24/7
765-­‐448-­‐8000
765-­‐494-­‐1724
Counseling Services
CAPS
PUSH
M-­‐F, 8 a.m.-­‐5 p.m.
765-­‐494-­‐6995
Schleman Hall, 2nd Floor
M-­‐F, 8 a.m.-­‐5 p.m.
765-­‐494-­‐1747
Advocacy and Support Services
Office of the Dean of Students –
Advocacy and Support Center
Procedures for Resolving Complaints of Discrimination and Harassment
C14
Appendix C
Community Resources
Mental Health America Crisis Center
1244 N. 15th Street
Lafayette, IN
24/7
YWCA Domestic Violence Intervention
and Prevention Hotline
N/A
24/7
765-­‐742-­‐0244
877-­‐419-­‐1632
765-­‐423-­‐1118*
accepts collect calls
888-­‐345-­‐1118
Law Enforcement Resources
Police Department
West Lafayette Police Dept.
Tippecanoe County Sheriff
Lafayette Police Dept.
205 S. Martin Jischke Dr.
West Lafayette, IN
711 W. Navajo St.
West Lafayette, IN
2640 Duncan Road
Lafayette, IN
20 N 6th Street
Lafayette, IN
Procedures for Resolving Complaints of Discrimination and Harassment
24/7
765-­‐494-­‐8221
24/7
765-­‐775-­‐5200
24/7
765-­‐423-­‐9388
24/7
765-­‐807-­‐1200
C15
Appendix D
Anti-Harassment Policy (III.C.1)
Volume III: Ethics
Chapter C: Equal Opportunity
Responsible Executive: Vice President for Ethics and Compliance
Responsible Office: Office of the Vice President for Ethics and Compliance
Date Issued: December 22, 2010
Date Last Revised: June 1, 2015
Table of Contents
Contacts
Statement of Policy
Reason for This Policy
Individuals and Entities Affected by This Policy
Exclusions
Responsibilities
Definitions (defined terms are capitalized throughout the document)
Related Documents, Forms and Tools
Website Address for This Policy
History and Updates
Appendix
Contacts
Subject
Contact
Policy
Clarification
Harassment
Complaints
Telephone
E-­‐mail/Web Address
Vice President for
Ethics and
Compliance (System-­‐
wide Title IX
Coordinator)
765-­‐494-­‐5830
[email protected]
www.purdue.edu/ethics
Office address:
Ernest C. Young Hall, 10th floor
155 S. Grant St.
West Lafayette, IN 47907
Calumet:
Office of Equity and
Diversity
219-­‐989-­‐3169
webs.purduecal.edu/oed/
Fort Wayne:
Human Resources
and Institutional
Equity
260-­‐481-­‐6677
www.ipfw.edu/equity
North Central:
Office of Institutional
Equity
219-­‐785-­‐5545
www.pnc.edu/oie
West Lafayette:
Office of Institutional
Equity
765-­‐494-­‐7255
[email protected]
www.purdue.edu/oie
For all emergencies, dial 911.
Non-­‐emergency reports may be made using the contacts below.
Reports of
Sexual
Violence
Calumet:
Title IX Coordinator –
Linda B. Knox
219-­‐989-­‐3169
Lawshe Hall, Room 231
2200 169th St.
Hammond, IN 46323
[email protected]
Fort Wayne:
260-­‐481-­‐6107
Kettler Hall, Room 110P
Anti-­‐Harassment Policy
D1
Appendix D
Title IX Coordinator –
Christine M.
Marcuccilli
2101 E. Coliseum Blvd.
Fort Wayne, IN 46805
[email protected]
North Central:
Title IX Coordinator –
Laura Odom
219-­‐785-­‐5545
Schwarz Hall, Room 25
1401 S. U.S. Highway 421
Westville, IN 46391
[email protected]
765-­‐494-­‐7255
Ernest C. Young Hall, 10th floor
155 S. Grant St.
West Lafayette, IN 47907
[email protected]
West Lafayette:
Title IX Coordinator –
Monica S. Bloom
Calumet:
• Police Department
• Office of the
Dean of
Students
• Housing
• Student
Health
Services
Center
Fort Wayne:
• Police Department
• Office of the
Dean of
Students
• Student
Housing
• Health and
Wellness
Clinic
North Central:
• Police Department
• Office of the
Dean of
Students
West Lafayette:
• Police Department
• Office of the
Dean of
Students
• University
Residences
• Student
Health Center
(PUSH)
Anti-­‐Harassment Policy
•
•
•
•
•
•
•
•
•
•
•
•
•
•
219-­‐989-­‐
2220
219-­‐989-­‐
4141
219-­‐989-­‐
4150
219-­‐989-­‐
1235
•
•
•
•
webs.purduecal.edu/police/
webs.purduecal.edu/deanofstudents/
webs.purduecal.edu/housing/
webs.purduecal.edu/healthcenter/
260-­‐481-­‐
6827
260-­‐481-­‐
6601
260-­‐481-­‐
4180
260-­‐481-­‐
5748
•
•
•
•
www.ipfw.edu/police/
www.ipfw.edu/offices/dean/
www.ipfw.edu/offices/housing/
www.ipfw.edu/clinic/
219-­‐785-­‐
5220
219-­‐785-­‐
5368
•
•
www.pnc.edu/pd/
www.pnc.edu/sa/
765-­‐
494-­‐
8221
765-­‐
494-­‐
1747
765-­‐
494-­‐
1000
765-­‐
494-­‐
•
•
•
•
www.purdue.edu/police/
www.purdue.edu/odos/
www.housing.purdue.edu/
www.purdue.edu/push/
D2
Appendix D
1700
Statement of Policy Purdue University is committed to maintaining an environment that recognizes the inherent worth and dignity of every person;
fosters tolerance, sensitivity, understanding and mutual respect; and encourages its members to strive to reach their potential.
The most effective way to work toward preventing Harassment is through education that emphasizes respect for every
individual.
It is essential that Purdue University demonstrate its intellectual and ethical leadership by reaffirming its strong position against
Harassment in all forms. All members of the University community must be able to pursue their goals, educational needs and
working lives without intimidation or injury generated by intolerance and Harassment.
Harassment in the workplace or the educational environment is unacceptable conduct and will not be tolerated. Purdue University is committed to maintaining an educational and work climate for faculty, staff and students that is positive and free
from all forms of Harassment. This policy addresses Harassment in all forms, including Harassment toward individuals with
legally protected status for reasons of race, gender, religion, color, age, national origin or ancestry, genetic information or
disability and Harassment toward individuals for other reasons such as sexual orientation, gender identity, gender expression,
marital status or parental status. The University will not tolerate Harassment of its faculty, staff or students by persons
conducting business with or visiting the University, even though such persons are not directly affiliated with the University.
Reporting and Addressing Harassment
This policy seeks to encourage faculty, staff and students to report and address incidents of Harassment. The Procedures for
Resolving Complaints of Discrimination and Harassment, as issued and updated from time to time by the Vice President for
Ethics and Compliance, describe the necessary steps for filing complaints of Harassment.
Retaliation against faculty members, staff members or students for reporting or complaining of Harassment, for assisting or
participating in the investigation of a complaint of Harassment, or for enforcing this policy is strictly prohibited.
The University reserves the right to investigate circumstances that may involve Harassment in situations where no complaint,
formal or informal, has been filed. In appropriate circumstances, sanctions in accordance with this policy will be implemented.
To determine whether a particular act or course of conduct constitutes Harassment under this policy, the alleged behavior will
be evaluated by considering the totality of the particular circumstances, including the nature, frequency, intensity, location,
context and duration of the questioned behavior. Although repeated incidents generally create a stronger claim of Harassment,
a serious incident, even if isolated, can be sufficient.
Academic Freedom and Freedom of Speech
Freedom of thought and expression are the lifeblood of our academic community and require an atmosphere of mutual respect among diverse persons, groups and ideas. The maintenance of mutually respectful behavior is a precondition for the vigorous
exchange of ideas, and it is the policy of the University to promote such behavior in all forms of expression and conduct. The
University reaffirms its commitment to freedom of speech as guaranteed by the First Amendment to the United States
Constitution. Accordingly, any form of speech or conduct that is protected by the First Amendment is not subject to this policy.
The University reaffirms its commitment to academic freedom, which is essential to its educational mission and is critical to
diversity and intellectual life.
Violations of Policy and Sanctions
Any individual or group of individuals found to have violated this policy will be subject to disciplinary and/or remedial action, up
to and including termination of employment or expulsion from the University. Faculty and staff who are determined to have
violated this policy also may be held personally liable for any damages, settlement costs or expenses, including attorney fees
incurred by the University.
Sanctions for conduct that constitutes Harassment as defined by this policy are subject to enhancement when such conduct is
motivated by bias based on a person's legally protected status as defined by federal and state law: e.g., race, gender, religion,
color, age, national origin or ancestry, genetic information or disability. Sanctions for conduct that constitutes Sexual Violence Anti-­‐Harassment Policy
D3
Appendix D
as defined by this policy are subject to enhancement when such conduct is accompanied by the administration of rape drugs,
including but not limited to Rohypnol, Ketamine, GHB and Burundanga. These enhancements of sanctions are applicable to University faculty, staff, students and recognized student organizations, including fraternities, sororities and/or cooperatives.
The University strongly encourages students to report instances of Sexual Violence or Sexual Exploitation. Therefore, students
who provide information regarding Sexual Violence or Sexual Exploitation will not be disciplined by the University for any
violation of the Regulations Governing Student Conduct relating to drug or alcohol possession or consumption in which they
might have engaged in connection with the reported incident of possible Sexual Violence or Sexual Exploitation.
This policy may not be used to bring knowingly false or malicious charges against any faculty, staff, students or recognized
student organizations, including fraternities, sororities and/or cooperatives. Disciplinary action will be taken against any person or group found to have brought a charge of Harassment in bad faith or any person who, in bad faith, is found to have
encouraged another person or group to bring such a charge.
Education and Prevention
The University offers education and primary prevention, risk reduction and awareness programs for students, faculty and staff
concerning Sexual Harassment, Sexual Violence, Sexual Exploitation, Relationship Violence and Stalking.
Coordination with Other University Policies
This policy augments, but does not supersede, other University policies covering discrimination. Although Harassment as
described and prohibited by this policy includes a wide range of behavior, it does not include certain discriminatory conduct,
even though that conduct may be otherwise unlawful, offensive or prohibited by other University policies.
Reason for this Policy
This policy is designed to prevent and sanction incidents of Harassment within the Purdue University community. The University
believes that Harassment, which is a form of discrimination, is repugnant and inimical to our most basic values.
As a land-­‐grant university, Purdue University is committed to the principles of equal opportunity in education and employment.
We take seriously our responsibility to provide leadership in ensuring that equal opportunity is the norm rather than an
aspiration.
This policy helps to promote this commitment through compliance with both state and federal laws and regulations, including
but not limited to:
• Age Discrimination in Employment Act of 1967
• Americans with Disabilities Act of 1990, as amended
• Executive Order 11246, as amended
• Equal Pay Act of 1963
• Genetic Information Nondiscrimination Act of 2008
• Immigration Reform and Control Act of 1986
• Indiana Civil Rights Act of 1971
• Pregnancy Discrimination Act
• Sections 503 and 504 of the Rehabilitation Act of 1973
• Title VI of the Civil Rights Act of 1964, as amended
• Title VII of the Civil Rights Act of 1964, as amended
• Title IX of the Education Amendments of 1972
• Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended
• Violence Against Women Reauthorization Act of 2013
Individuals and Entities Affected by this Policy
All Purdue University community members.
Exclusions
There are no exclusions to this policy.
Responsibilities
Vice President for Ethics and Compliance
Anti-­‐Harassment Policy
D4
Appendix D
•
•
In consultation with University officers, Chancellors and legal counsel, oversee and coordinate enforcement of policies and procedures dealing with Harassment for all campuses and operations within the Purdue University system.
In consultation with University officers, Chancellors and legal counsel, oversee and coordinate the provision of
education and primary prevention, risk reduction and awareness programs for students, faculty and staff concerning Sexual Harassment, Sexual Violence, Sexual Exploitation, Relationship Violence and Stalking within the University
system.
Chancellors
• Maintain an educational and employment environment free from Harassment.
Vice Presidents, Vice Chancellors, Vice Provosts and Deans
• Maintain an educational and employment environment free from Harassment.
• Communicate to all members of their unit those individuals and offices designated as a resource for people seeking assistance with Harassment.
Title IX Coordinators
• Oversee the investigation and resolution of all reports of Sexual Harassment, Sexual Violence, Sexual Exploitation,
Stalking and Relationship Violence on their respective campuses involving students, staff and faculty.
• Be knowledgeable and trained in University policies and procedures and relevant state and federal laws.
• Be available to advise any individual, including a Complainant, a Respondent or a third party, about the courses of action available at the University, both informally and formally, and in the community.
• Be available to provide assistance to any University employee regarding how to respond appropriately to a report of
Sexual Harassment, Sexual Violence, Sexual Exploitation, Stalking or Relationship Violence.
• Monitor full compliance with all applicable procedural requirements, record keeping and timeframes.
• Oversee training, prevention and education efforts and periodic reviews of climate and culture for their respective campuses.
Mandatory Reporters
• Report all incidents of discrimination, Harassment or retaliation directly to the campus Title IX Coordinator or Equal
Opportunity Officer.
Administrators, Supervisors, and Individuals and Offices Designated as a Resource for Assistance with Harassment
• Take immediate steps in accordance with University policy and procedure to deal with any conduct involving Harassment or complaints of Harassment brought to their attention that involve University faculty, staff or students
under their administrative jurisdiction.
Individuals Who Believe They Have Experienced or Witnessed Harassment
• Report the incident as described in the Procedures for Resolving Complaints of Discrimination and Harassment.
Definitions
All defined terms are capitalized throughout the document. Additional defined terms may be found in the central Policy
Glossary.
Consent/Consensual
Affirmative, clear communication given by words or actions that shows an active, knowing and voluntary agreement to engage
in mutually agreed-­‐upon sexual activity. Consent is given freely and voluntarily. Consent may not be inferred from silence,
passivity or when an individual is Incapacitated or otherwise prevented from giving Consent as a result of impairment due to a
mental or physical condition or age. No Consent exists when there is a threat of force or physical or psychological violence.
Although Consent may be given initially, it may be withdrawn at any point without regard to activity preceding the withdrawal
of Consent.
The voluntary nature of Consent will be subject to heightened scrutiny in circumstances in which a person engages in a sexual
relationship with a person over whom he or she has any power or authority within the University.
Anti-­‐Harassment Policy
D5
Appendix D
Harassment
Conduct towards another person or identifiable group of persons that has the purpose or effect of:
1. Creating an intimidating or hostile educational environment, work environment or environment for participation in a
University activity;
2. Unreasonably interfering with a person's educational environment, work environment or environment for participation in a University activity; or
3. Unreasonably affecting a person's educational or work opportunities or participation in a University activity.
Use of the term Harassment includes all forms of harassment, including Stalking, Racial Harassment and Sexual Harassment.
Incapacitated/Incapacitation
A mental state in which an individual cannot make rational decisions because they lack the capacity to give knowing Consent
(e.g., to understand the who, what, where, why and how of their sexual interaction). Such Incapacitation may be caused by
alcohol or other drug use, sleep or unconsciousness. Intoxication is not equivalent to Incapacitation.
Mandatory Reporters
Individuals employed by the University who hold a title of or equivalent to President, Chancellor, vice president, vice chancellor,
vice provost, dean, department head and director, as well as all faculty members, coaches, employees in supervisory or
management roles, student affairs professionals, academic advisors and residential life staff. Also included are individuals who
have authority and responsibility to remedy Harassment, or those whom a student would reasonably believe has such authority
(e.g., Student Organization Advisors, including fraternities and sororities).
Racial Harassment
Conduct that demonstrates hostility towards another person (or identifiable group of persons) on the basis of race, color,
national origin or ancestry and that has the purpose or effect of:
1. Creating an intimidating or hostile educational environment, work environment or environment for participation in a
University activity;
2. Unreasonably interfering with a person's educational environment, work environment or environment for participation
in a University activity; or
3. Unreasonably affecting a person's educational or work opportunities or participation in a University activity.
The University is strongly committed to providing a safe and Harassment-­‐free environment for members of those groups that have historically been, and are still likely to be, at greatest risk of Harassment for reasons of prejudice.
Relationship Violence
Any physical, sexual and/or psychological harm against an individual by a current or former intimate or romantic partner.
Intimate or romantic partners may be dating, cohabitating, married, separated or divorced, and may be of the same or opposite sex.
Retaliation
Any overt or covert act of reprisal, interference, restraint, penalty, discrimination, intimidation or Harassment against any
person or group for reporting or complaining of discrimination and/or Harassment, assisting or participating in the investigation
of a complaint of discrimination and/or Harassment, or enforcing University policies with respect to discrimination and/or
Harassment.
Sexual Exploitation
An act that exploits someone sexually. Examples of Sexual Exploitation include, but are not limited to:
• Exposing one’s own or another person’s intimate parts without Consent.
• Recording video or audio, 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.
Sexual Harassment
Anti-­‐Harassment Policy
D6
Appendix D
A. Any act of Sexual Violence.
B. Any act of Sexual Exploitation.
C. Any unwelcome sexual advance, request for sexual favors or other written, verbal or physical conduct of a sexual
nature when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, education or participation in a University activity;
2. Submission to, or rejection of, such conduct by an individual is used as the basis for, or a factor in, decisions
affecting that individual's employment, education or participation in a University activity; or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual's employment or
academic performance or creating an intimidating, offensive or hostile environment for that individual's
employment, education or participation in a University activity.
Sexual Violence
Any non-­‐Consensual sexual act, including but not limited to rape, sexual assault, sexual battery and sexual coercion. Sexual
Violence also includes Relationship Violence. Examples of Sexual Violence include, but are not limited to:
• Non-­‐Consensual sexual contact: touching, with any body part or object, another person’s intimate parts (e.g., genitalia,
groin, breast, buttocks), whether clothed or unclothed.
• Non-­‐Consensual sexual intercourse: oral, anal and/or vaginal penetration, to any degree and with any body part or
object.
• Compelling a person to touch his or her own or another person’s intimate parts without Consent.
Stalking
Any knowing or intentional course of conduct involving repeated or continued following, threatening or intimidating another by
telephone, mail, electronic communication, social media, in person or any other action, device or method that 1) would cause a
reasonable person to suffer substantial emotional distress or fear of bodily injury or death and 2) actually causes such person substantial emotional distress or fear of bodily injury or death.
Related Documents, Forms and Tools
Board of Trustees resolution dated December 18, 2010
Policies
• Equal Opportunity, Equal Access and Affirmative Action (III.C.2): www.purdue.edu/policies/ethics/iiic2.html
• Amorous Relationships (III.A.1): www.purdue.edu/policies/ethics/iiia1.html
• University Nondiscrimination Policy Statement: www.purdue.edu/purdue/ea_eou_statement.html
• Procedures for Resolving Complaints of Discrimination and Harassment: www.purdue.edu/ethics/resources/resolving-­‐
complaints.html
Sexual Violence Awareness website:
www.purdue.edu/sexual_assault/
Regulations Governing Student Conduct:
• Calumet: webs.purduecal.edu/deanofstudents/codeofconduct/
• Fort Wayne: http://bulletin.ipfw.edu/content.php?catoid=19&navoid=487#Code
• North Central: www.pnc.edu/policy/conduct/
• West Lafayette: www.purdue.edu/studentregulations/student_conduct/index.html
Websites for governing bodies with oversight for applicable laws and regulations:
• Indiana Civil Rights Commission: www.in.gov/icrc
• U.S. Department of Education Office for Civil Rights: www.ed.gov/ocr
• U.S. Department of Justice, Americans with Disabilities Act: www.ada.gov/
• U.S. Department of Labor Office of Federal Contractor Compliance Programs: www.dol.gov/ofccp
• U.S. Equal Employment Opportunity Commission: www.eeoc.gov
Website Address for this Policy
www.purdue.edu/policies/ethics/iiic1.html
Anti-­‐Harassment Policy
D7
Appendix D
History and Updates
June 1, 2015: Policy formatted into new template. Responsibilities for Title IX Coordinators and Mandatory Reporters added.
Definitions of Consent and Retaliation updated. Contacts and hyperlinks updated.
May 6, 2014: Contacts section updated.
March 1, 2014: The following additions were made: 1) education, prevention, risk reduction and awareness program language, 2)
a definition of stalking and 3) a modification of certain disciplinary actions for students. Several website URLs were updated
throughout.
April 1, 2012: Language pertaining to Sexual Violence added in the Statement of Policy and Definitions. Procedures updated to refer all complaints under this policy to the Procedures for Resolving Complaints of Discrimination and Harassment.
November 18, 2011: Policy number changed to III.C.1 (formerly X.2.1) and website address updated. Links to other policies updated as well.
July 1, 2011: Definition of Sexual Harassment amended.
May 1, 2011: A definition for Regulations Governing Student Conduct was added. This policy supersedes Anti-­‐Harassment, Interim
(X.2.1) dated December 22, 2010.
December 22, 2010: This policy supersedes the Antiharassment Policy (Executive Memorandum No. C-­‐33) dated
September 16, 1994. It has been formatted in the current policy template and updated to comply with the Board of Trustees’
resolution dated December 18, 2010, which expands the University’s nondiscrimination commitment to include the bases of
genetic information, gender identity and gender expression.
Appendix
There are no appendices to this policy.
Anti-­‐Harassment Policy
D8
Appendix E
Facilities and Safety Violent Behavior (IV.A.3)
Volume IV: Facilities and Safety
Chapter A: Safety
Responsible Executive: Chief Financial Officer and Treasurer
Responsible Office: Office of Environmental Health and Public Safety
Date Issued: February 1, 2011
Date Last Revised: May 15, 2015
Table of Contents
Contacts
Statement of Policy
Reason for This Policy
Individuals and Entities Affected by This Policy
Exclusions
Responsibilities
Definitions (defined terms are capitalized throughout the document)
Related Documents, Forms and Tools
Website Address for This Policy
History and Updates
Appendix
Contacts
For all emergencies, dial 911. Non-­‐emergency reports and questions are directed to the contact information below.
Calumet Campus
Subject
Contact
Telephone
Policy Clarification
Vice Chancellor
for
Administrative
Services
219-­‐989-­‐2234
Non-­‐Emergency
Reports of Violent
Behavior
University Police
Chief
219-­‐989-­‐2220 or 219-­‐
989-­‐2911
E-­‐mail/Web Address
Fort Wayne Campus
Subject
Contact
Telephone
Policy Clarification
Vice Chancellor for
Financial
Affairs
260-­‐481-­‐6804
Non-­‐Emergency
Reports of Violent
Behavior
University
Police Chief
260-­‐481-­‐0739
E-­‐mail/Web Address
North Central Campus
Subject
Contact
Telephone
Policy Clarification
Vice Chancellor
for
219-­‐785-­‐5400
Violent Behavior Policy
E-­‐mail/Web Address
E1
Appendix E
Administration
Non-­‐Emergency
Reports of Violent
Behavior
University Police
Chief
219-­‐785-­‐5220 or 911
Subject
Contact
Telephone
E-­‐mail/Web Address
Policy Clarification
Senior Director,
Environmental
Health and
Public Safety
765-­‐494-­‐7504
[email protected]
Non-­‐Emergency
Reports of Violent
Behavior
University Police
Chief
765-­‐494-­‐8221 or 911
[email protected]
West Lafayette Campus
Statement of Policy
Purdue University is committed to providing a safe and secure campus environment for members of the university community.
Purdue strives to create an educational environment for students and a work environment for employees that promote educational and career goals. Violent Behavior impedes such goals and is prohibited in or on any University Facility or while
participating in any University activity.
Purdue University uses best efforts to protect victims of Violent Behavior by offering reasonable and appropriate security
measures. Whenever possible and appropriate, accommodations or adjustments to a victim’s work/class schedule, location or conditions will be made to enhance safety. Individuals who are aware that someone is a victim of Violent Behavior may offer
support to the victim through steps such as referring him or her to the Employee Assistance Program, Student Counseling Center
or other appropriate resources. The University’s policies will allow for flexibility to attend medical, court or counseling appointments related to trauma and/or victimization from situations covered by this policy.
Retaliation against any employee, student or other member of the University community who, in good faith, reports a violation of
this policy is prohibited.
Purdue University employees who violate this policy will be subject to disciplinary action up to and including termination. An act of
off-­‐duty Violent Behavior may also be grounds for disciplinary action up to and including termination if there is a relevant
relationship between the type of Violent Behavior and the potential adverse impact on the employee’s or another employee’s
ability to perform his or her assigned duties and responsibilities. Purdue University students who violate this policy on or off
University Facilities may be subject to disciplinary action up to and including expulsion, as provided in the Regulations Governing
Student Conduct. In addition, any person who violates this policy may be subject to the issuance of a persona non grata
notification, which limits access to a part of or all of University Facilities, in accordance with the Persona Non Grata (IV.A.5) policy.
Reason for this Policy
The University is committed to providing a safe environment for students, faculty, staff and visitors. Criminal and civil laws prohibit Violent Behavior, and the Occupational Safety and Health Act of 1970 governs employers’ workplace safety.
This policy describes Violent Behavior, its prevention and response, and University sanctions. It is designed to be implemented on
each of Purdue University’s four campuses: Calumet, North Central, Fort Wayne and West Lafayette.
Individuals and Entities Affected by this Policy
All units, students, faculty, staff, volunteers and agents/contractors of Purdue University.
Exclusions
There are no exclusions to this policy.
Violent Behavior Policy
E2
Appendix E
Responsibilities
Behavioral Assessment Teams
• Assess potentially threatening situations and recommend action to mitigate risk of harm.
• Make every effort to protect the confidentiality and safety of those who report potential violations of this policy or raise concerns about Violent Behavior.
Employees
• Report immediately any Violent Behavior or other violations of this policy to the University Police or the head of Human Resources on their campus (or the head’s designee for such reports).
Human Resources
• Promptly investigate allegations that employees have engaged in Violent Behavior or otherwise violated this policy and
take action to mitigate risk of harm, including, when necessary, removal of an employee or student from campus or other
interim corrective measures of a non-­‐disciplinary nature until the investigation is concluded.
• Upon receipt of a report of Violent Behavior, notify the chair of the appropriate Behavioral Assessment Team.
• Refer employees and/or students to appropriate resources for coordination of assessments of Violent Behavior in the
workplace and/or academic environment.
• Promptly notify the Title IX Coordinator of reports of Violent Behavior that may also violate theAnti-­‐Harassment
(III.C.1) policy’s definitions of Relationship Violence, Sexual Violence and/or Stalking.
• Develop and deliver, jointly with University Police, training and educational materials regarding Violent Behavior
prevention and response.
Office of the Dean of Students
• Promptly investigate allegations that students have engaged in Violent Behavior or otherwise violated this policy and take action to mitigate risk of harm, including, when necessary, removal of a student from campus or other interim corrective measures of a non-­‐disciplinary nature until the investigation is concluded.
• Promptly notify the Title IX Coordinator of reports of Violent Behavior that may also violate theAnti-­‐Harassment
(III.C.1) policy’s definitions of Relationship Violence, Sexual Violence and/or Stalking.
• Upon receipt of a report of Violent Behavior, notify the chair of the appropriate Behavioral Assessment Team.
• Develop and deliver, jointly with University Police, training and educational materials regarding Violent Behavior
prevention and response.
Supervisors
• Promptly report to the University Police incidents or allegations of Violent Behavior or other violations of this policy that
are brought to their attention.
• Contact Human Resources to determine whether an employee should undergo an assessment of Violent Behavior in the
workplace with an appropriate resource.
Students
• Report immediately any Violent Behavior or other violations of this policy to the University Police or the Dean of Students.
University Police
• Promptly investigate reports of Violent Behavior or other violations of this policy.
• Upon receipt of a report of Violent Behavior, notify the chair of the appropriate Behavioral Assessment Team.
• Develop and deliver, jointly with Human Resources and with the Office of the Dean of Students, training and educational
materials regarding Violent Behavior prevention and response.
Vice Chancellor for Finance and Administrative Services (Calumet and North Central) and Vice Chancellor for Financial and Administrative Affairs (Fort Wayne)
• Serve as the chairperson for their campus employee Behavioral Assessment Team or designate responsibility for such.
• Identify the membership of their respective campus employee Behavioral Assessment Teams.
Vice Chancellor for Enrollment Management and Student Affairs (Calumet and North Central) and Vice Chancellor for Student
Affairs (Fort Wayne)
• Serve as the chairperson for their campus student Behavioral Assessment Team or designate responsibility for such.
Violent Behavior Policy
E3
Appendix E
•
Identify the membership of their respective campus student Behavioral Assessment Teams.
Vice President for Human Resources
• Serve as the chairperson for the West Lafayette campus employee Behavioral Assessment Team or designate responsibility for such.
Dean of Students (West Lafayette)
• Serve as the chairperson for the West Lafayette campus student Behavioral Assessment Team or designate responsibility for such.
Definitions
All defined terms are capitalized throughout the document. Additional defined terms may be found in the central Policy Glossary.
Behavioral Assessment Team
A standing committee of multi-­‐disciplinary experienced representatives who will analyze potentially threatening situations,
especially imminent threats to self or others, and take action to mitigate risk. Each campus may assign a specific name to their
committee(s), but the purpose, function and membership must adhere to this policy.
The chairperson of each campus’s employee Behavior Assessment Team is as noted in the Responsibilities section and includes
representatives from Human Resources, Environmental Health and Public Safety (West Lafayette only), University Police, legal
counsel, mental health professional(s) and others as appropriate. The chairperson of each campus’s student Behavior Assessment
Team is as noted in the Responsibilities section and includes representatives from the Office of the Dean of Students, University
Police, Housing and Food Services (West Lafayette only), legal counsel, mental health professional(s) and others as appropriate.
Intimidation
Engaging in actions intended to frighten, coerce or induce duress. These actions include, but are not limited to, unwanted pursuit or stalking, as defined in the policy on Anti-­‐Harassment (III.C.1).
Physical Attack
Unwanted physical contact such as hitting, kicking, pushing, shoving, biting, fighting, throwing objects or use of an unauthorized
weapon against another person.
Property Damage
Reckless or intentional damage to property, including property owned by Purdue University or its employees, students, visitors or
vendors.
Threat
A serious expression of intent to commit an act of unlawful violence to a particular individual or group of individuals or to cause
damage to another person’s property, or other conduct which threatens or endangers the health and safety of another person or
another person’s property.
University Facility(ies)
As used in this policy, any building or structure or any improved or unimproved land, or any part of any such building, structure or
land, that is owned, used or occupied by Purdue University.
Violent Behavior
A broad range of behaviors that generate reasonable concerns for personal safety, result in physical injury or result in damage to University Facilities. Violent behavior includes, but is not limited to, aggressive or frightening acts, Intimidation, Threats, Physical
Attacks or Property Damage.
Related Documents, Forms, and Tools
Policies:
• Anti-­‐Harassment (III.C.1):
www.purdue.edu/policies/ethics/iiic1.html
• Campus Security and Crime Statistics (IV.A.2):
www.purdue.edu/policies/facilities-­‐safety/iva2.html
Violent Behavior Policy
E4
Appendix E
•
Persona Non Grata (IV.A.5):
www.purdue.edu/policies/facilities-­‐safety/iva5.html
Regulations Governing Student Conduct:
• Calumet: webs.purduecal.edu/deanofstudents/academic-­‐integrity/codeofconduct/
• Fort Wayne: http://bulletin.ipfw.edu/content.php?catoid=19&navoid=487#Code
• North Central: www.pnc.edu/policy/conduct/
• West Lafayette: www.purdue.edu/studentregulations/
Occupational Safety and Health Act of 1970:
www.osha.gov/pls/oshaweb/owasrch.search_form?p_doc_type=OSHACT&p_toc_level=0&p_keyvalue=
Website Address for Policy
www.purdue.edu/policies/facilities-­‐safety/iva3.html
History and Updates
May 15, 2015: Definition of Threat revised to reflect the Board of Trustees’ resolution regarding principles of free speech passed on
May 15, 2015.
September 29, 2014: Policy converted to new template. Language that was previously contained in the Procedures section has
been incorporated into the Statement of Policy and Responsibilities sections as appropriate. The definitions of Intimidation and
Property Damage were updated, as were personnel titles and hyperlinks throughout.
November 1, 2012: The definition of Behavioral Assessment Team was revised to allow each campus to assign its own names to the committees.
December 8, 2011: Updates to the Contacts and Responsibilities sections were made. This policy supersedes Violent Behavior,
Interim (IV.A.3) dated November 18, 2011.
November 18, 2011: Policy number changed to IV.A.3 (formerly I.2.3) and website address updated. Related Documents section
updated as well.
February 1, 2011: This policy supersedes the Violence in the Workplace Policy (Executive Memorandum No. C-­‐43).
Appendix
There are no appendices to this policy.
Violent Behavior Policy
E5
Appendix F
Facilities and Safety
Alcohol- and Drug-Free Campus and Workplace Policy (C-44)
PURDUE UNIVERSITY
OFFICE OF THE PRESIDENT
EXECUTIVE MEMORANDUM No. C-­‐44
June 12, 1998
To: Vice Presidents, Chancellors, Deans, Directors, and Heads of Schools, Divisions, Departments, and Offices
RE: Alcohol-­‐ and Drug-­‐Free Campus and Workplace Policy
Executive Memorandum No. C-­‐44 sets forth Purdue University's policy prohibiting alcohol misuse and the use of controlled substances
and is effective 45 calendar days after the above-­‐captioned date. This policy supersedes any prior oral or written policy of the
University including, but not limited to, the Interim Drug Abuse Policy issued February 28, 1989, the Alcohol and Drug-­‐Free Campus and
Workplace Policies, effective September 1, 1990, and the Interim Policy for Drug and Alcohol Testing of Commercial Motor Vehicle
Operators, effective January 1, 1995. The provisions of this policy are intended to comply with applicable local, state, and federal law
including, but not limited to, the Drug-­‐Free Workplace Act of 1988, the Drug-­‐Free Schools and Communities Act Amendments of 1989,
the United States Constitution, the Indiana Constitution, and the Americans With Disabilities Act of 1990. This policy is subject to
change at the sole discretion of the University.
I.
General Policy Statement
Purdue University is committed to providing students, faculty, staff, and visitors a safe and healthful campus and
workplace. The University recognizes the health risks associated with controlled substance use and alcohol misuse and is
committed to supporting students and employees who seek treatment for these conditions. The University also
recognizes that controlled substance use and alcohol misuse diminish workplace and campus safety and undermine the
University's ability to fulfill its missions of education, research, and service. The University has therefore developed this
Alcohol-­‐ and Drug-­‐Free Campus and Workplace Policy. Compliance with this policy is considered a condition of
employment and attendance at the University. All employees and students will be notified of this policy by publication.
II.
Scope
This policy applies to all students, employees, and invitees as defined in Section III below, except those regulated under
federal or state drug laws to the extent that this policy conflicts with such laws.
III.
Definitions
Alcohol means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including
methyl or isopropyl alcohol.
Controlled substances (or "drugs") refers to any drug or substance whose use is legally prohibited including, but not
limited to, marijuana (THC), cocaine, opiates, phencyclidine (PCP), amphetamines (including methamphetamines).
Employee(s) means faculty, staff, or student employees.
Invitee(s) means any person authorized by the University to engage in University-­‐related activities on University premises
including, but not limited to, independent contractors, consultants, volunteers, individuals employed by outside
employment agencies, conference attendees, and persons taking or auditing educational programs.
Student(s) means any person taking one or more classes for academic credit.
University premises means any building, structure, vehicle, improved land, or unimproved land, in whole or part, which is
owned, used, or occupied by the University.
Workplace means any University premise or other location where an employee is engaged in University business.
Alcohol-­‐ and Drug-­‐Free Workplace Policy
F1
Appendix F
IV.
Prohibited Conduct
The following conduct is prohibited:
V.
A.
Alcohol. Using, selling, manufacturing, distributing, possessing, storing, or dispensing alcohol on University
premises, as part of any University-­‐related activity, or in the workplace, except as authorized under University
Regulations or otherwise by the University.
B.
Controlled Substances. Using, selling, manufacturing, distributing, possessing, storing, or dispensing controlled substances on University premises, as part of any University-­‐related activities, or in the workplace,
except as authorized under University Regulations or otherwise by the University.
C.
Employee Treatment Programs. Failing to meet the requirements of a drug or alcohol treatment program
that the University requires an employee to complete as a condition of employment.
D.
Workplace Inspection. Interfering with a workplace inspection under this policy.
E.
Impaired Job Performance or Attendance. Alcohol misuse or controlled substance use, even though not
during working hours or in the workplace, which impairs job performance or attendance.
F.
Testing Procedures. Failing any drug or alcohol test or engaging in any other conduct prohibited under the University's drug or alcohol testing procedures.
G.
Prescription Drug Use.
1.
Being under the influence of legally prescribed drugs in the workplace that prevent an individual
from performing the essential functions of his or her job or where that individual poses a direct threat while using those drugs.
2.
Inquiries regarding prescription drug use by employees are governed by the Americans With
Disabilities Act of 1990, and therefore should be made only as authorized by the Department of
Personnel Services.
H.
Other Misconduct. Any other conduct that the University determines to be inconsistent with providing a drug-­‐
free and alcohol-­‐free campus and workplace.
Consequences of Engaging in Prohibited Conduct
Factors Relevant to Sanction or Corrective Action. The University will evaluate violations of this policy on a
case-­‐by-­‐case basis. In determining the appropriate sanction or corrective action, the University may consider
an individual's work or academic record, the seriousness of the violation, the safety-­‐sensitivity of the
individual's position, whether the individual's behavior violated the University's Violence in the Workplace
Policy, whether a sanction or corrective action is permissible under law including, without limitation, The
Americans With Disabilities Act of 1990, and any other relevant factors.
B.
Employee. Any employee who engages in prohibited conduct may be:
• Immediately removed from duty.
• Referred to the Employee Assistance Program.
• Required to complete successfully an alcohol or drug abuse treatment program as a condition of employment.
• Reported to authorities for criminal prosecution or other appropriate action.
• Disciplined, up to and including termination of employment.
• Subject to any other appropriate action by the University.
A.
C. Invitee. Any invitee who engages in prohibited conduct may be barred from further work for the University
or from participating in other University-­‐related activities as may be permitted by law. Further, they may be
reported to authorities for criminal prosecution or other appropriate action.
D. Student. Any student who engages in prohibited conduct may be:
• Referred to appropriate University personnel for assistance.
Alcohol-­‐ and Drug-­‐Free Workplace Policy
F2
Appendix F
•
•
•
•
VI.
Required to complete successfully a drug or alcohol abuse treatment program as a condition of
University attendance.
Reported to authorities for criminal prosecution or other appropriate action.
Subject to disciplinary penalties under University Regulations.
Subject to any other appropriate action by the University.
Workplace Inspections
A. The University reserves the right to inspect the workplace for alcohol, controlled substances, or paraphernalia relating to alcohol or controlled substances and to question any employee when it reasonably
suspects that this policy or any procedure under this policy has been violated.
B. The University will prominently post the following notice in conspicuous places in the workplace:
Purdue University reserves the right to inspect the workplace for alcohol, controlled substances, or
paraphernalia relating to alcohol or controlled substances and to question any employee when the
University reasonably suspects that its Alcohol-­‐ and Drug-­‐Free Campus and Workplace Policy or any
procedure under that policy has been violated.
C. The decision to conduct a workplace inspection should be made jointly by the supervisor who believes the inspection would be appropriate under this policy and a representative of his or her campus personnel department. In all cases, the director of personnel services for the campus or his or her designee must
authorize a workplace inspection.
D. This section of the policy does not limit in any way the Purdue University Police Department's right to conduct
law enforcement activities including, but not limited to, questioning or searching any person or inspecting any University premises.
VII.
Controlled Substance and Alcohol Testing
A. Commercial Motor Vehicle Drivers. Persons employed as commercial motor vehicle operators who are governed by Department of Transportation regulations are subject to drug and alcohol testing under
procedures developed by the Department of Personnel Services.
B. Defense Contracts. Department of Defense regulations require the University to establish programs to test
employees and final applicants for illegal drug use if they will work in sensitive positions on Defense Department contracts. The University will determine appropriate tests based on the nature of the work
being performed, the employee's duties, the efficient use of University resources, and the risks to public
health and safety and national security that could result if the employee fails to perform the duties of the position adequately.
C. Intercollegiate Athletics. Student athletes who participate in intercollegiate sports will be subject to drug and alcohol testing under National Collegiate Athletic Association regulations in testing programs developed
by the University's Department of Intercollegiate Athletics.
D. Employee Reasonable Suspicion Drug and Alcohol Testing. All employees of the University may be subject to
reasonable suspicion drug and alcohol testing under procedures developed by the Department of Personnel
Services and approved by the president of the University or his or her designee. These procedures must, at a
minimum, provide that the decision to conduct reasonable suspicion testing will be made jointly by a
supervisor who believes reasonable suspicion exists and a representative of his or her human resource service team. Further, in all cases, reasonable suspicion testing must be authorized by an appropriate
University employee or other individual designated by the University who has been trained to recognize
physical or behavioral symptoms commonly attributed to the use of drugs or alcohol.
E. Public Safety Employees. Employees performing public safety duties may be subject to drug and alcohol
testing procedures as authorized by the president of the University or his or her designee. This testing may
include, but is not limited to, pre-­‐employment testing, post-­‐accident testing, return-­‐to-­‐duty testing, and follow-­‐up testing.
Alcohol-­‐ and Drug-­‐Free Workplace Policy
F3
Appendix F
VIII.
Employee Self-­‐Referral and Employee Assistance Program
A. Self-­‐Referral. Employees with alcohol or drug problems are strongly encouraged to voluntarily contact their
family physicians or the University's Employee Assistance Program for assistance. Employees may seek help
without their supervisor's knowledge. Although voluntarily seeking assistance will not bar the University
from treating the employee like other employees under this policy, the University will consider voluntary
requests for help in determining any discipline to be imposed. The University will not assume any financial or other responsibility for drug or alcohol treatment except as may be provided by University benefits.
B. Employee Assistance Program. The University's Employee Assistance Program offers free, confidential
services to employees with alcohol or drug problems, including:
1.
2.
Information about the dangers of alcohol and drug use and the University's Alcohol-­‐ and Drug-­‐
Free Campus and Workplace Policy;
Assessment and evaluation;
3.
Referral to and information regarding public and private treatment programs;
4.
Services to families of employees with drug or alcohol problems; and
5.
Assistance with questions concerning insurance coverage.
VI.
Federal Contract or Grant Employees
Under the Drug-­‐Free Workplace Act of 1988 and the Federal Acquisition Regulations System, in addition to the other
requirements of this policy, an employee engaged in the performance of (1) a federal agency contract for procurement of property or services valued at $25,000 or more, or (2) a federal agency grant will notify his or her
supervisor or department head if he or she is convicted under a criminal drug statute for conduct in the workplace no
later than five calendar days after the conviction. The University will notify the federal contracting or granting agency
within 10 calendar days after receiving notice of the conviction from the employee or otherwise receiving actual
notice of the conviction.
VII.
Grievance Procedures
Any student or employee with a complaint relating to the application of this policy may seek redress through
applicable University grievance policies and procedures. However, employee complaints challenging drug or alcohol
test results must be resolved in accordance with the applicable testing procedure.
VIII.
Confidentiality
The University will take reasonable measures to ensure individual privacy under this policy including, but not limited
to, keeping all drug and alcohol test results confidential to the maximum extent possible.
IX.
Administrative Responsibility
Campus personnel departments will share responsibility for administering this policy and its associated procedures as
they relate to employees and invitees. The Office of the Dean of Students will administer policy and procedures
related to students. Intercollegiate Athletics will be responsible for policy and associated procedures described in
Section VII, paragraph C.
Steven C. Beering
President
Alcohol-­‐ and Drug-­‐Free Workplace Policy
F4
Appendix G
Relevant Indiana Law Pertaining to Offenses Associated with Relationship Violence, Stalking and Sexual Assault
Ind. Code § 35-­‐42-­‐2-­‐1: Battery
(a) As used in this section, “public safety official” means:
(1) a law enforcement officer, including an alcoholic beverage enforcement officer;
(2) an employee of a penal facility or a juvenile detention facility (as defined in IC 31-­‐9-­‐2-­‐71);
(3) an employee of the department of correction;
(4) a probation officer;
(5) a parole officer;
(6) a community corrections worker;
(7) a home detention officer;
(8) a department of child services employee;
(9) a firefighter; or
(10) an emergency medical services provider.
(b) Except as provided in subsections (c) through (j), a person who knowingly or intentionally:
(1) touches another person in a rude, insolent, or angry manner; or
(2) in a rude, insolent, or angry manner places any bodily fluid or waste on another person;
commits battery, a Class B misdemeanor.
(c) The offense described in subsection (b)(1) or (b)(2) is a Class A misdemeanor if it results in bodily injury to any other
person.
(d) The offense described in subsection (b)(1) or (b)(2) is a Level 6 felony if one (1) or more of the following apply:
(1) The offense results in moderate bodily injury to any other person.
(2) The offense is committed against a public safety official while the official is engaged in the official’s official duty.
(3) The offense is committed against a person less than fourteen (14) years of age and is committed by a person at least
eighteen (18) years of age.
(4) The offense is committed against a person of any age who has a mental or physical disability and is committed by a
person having the care of the person with the mental or physical disability, whether the care is assumed voluntarily or
because of a legal obligation.
(5) The offense is committed against an endangered adult (as defined in IC 12-­‐10-­‐3-­‐2).
(6) The offense is committed against a family or household member (as defined in IC 35-­‐31.5-­‐2-­‐128) if the person who
committed the offense:
(A) is at least eighteen (18) years of age; and
(B) committed the offense in the physical presence of a child less than sixteen (16) years of age, knowing that the
child was present and might be able to see or hear the offense.
(e) The offense described in subsection (b)(2) is a Level 6 felony if the person knew or recklessly failed to know that the
bodily fluid or waste placed on another person was infected with hepatitis, tuberculosis, or human immunodeficiency virus.
(f) The offense described in subsection (b)(1) or (b)(2) is a Level 5 felony if one (1) or more of the following apply:
(1) The offense results in serious bodily injury to another person.
(2) The offense is committed with a deadly weapon.
(3) The offense results in bodily injury to a pregnant woman if the person knew of the pregnancy.
(4) The person has a previous conviction for battery against the same victim.
(5) The offense results in bodily injury to one (1) or more of the following:
(A) A public safety official while the official is engaged in the official’s official duties.
(B) A person less than fourteen (14) years of age if the offense is committed by a person at least eighteen (18) years of
age.
Relevant Indiana Law Pertaining to Offenses Associated with Relationship Violence, Stalking and Sexual Assault
G1
Appendix G
(C) A person who has a mental or physical disability if the offense is committed by an individual having care of the
person with the disability, regardless of whether the care is assumed voluntarily or because of a legal obligation.
(D) An endangered adult (as defined in IC 12-­‐10-­‐3-­‐2).
(g) The offense described in subsection (b)(2) is a Level 5 felony if:
(1) the person knew or recklessly failed to know that the bodily fluid or waste placed on another person was infected with
hepatitis, tuberculosis, or human immunodeficiency virus; and
(2) the person placed the bodily fluid or waste on a public safety official.
(h) The offense described in subsection (b)(1) or (b)(2) is a Level 4 felony if it results in serious bodily injury to an endangered
adult (as defined in IC 12-­‐10-­‐3-­‐2).
(i) The offense described in subsection (b)(1) or (b)(2) is a Level 3 felony if it results in serious bodily injury to a person less
than fourteen (14) years of age if the offense is committed by a person at least eighteen (18) years of age.
(j) The offense described in subsection (b)(1) or (b)(2) is a Level 2 felony if it results in the death of one (1) or more of the following:
(1) A person less than fourteen (14) years of age if the offense is committed by a person at least eighteen (18) years of age.
(2) An endangered adult (as defined in IC 12-­‐10-­‐3-­‐2).
Ind. Code § 35-­‐42-­‐4-­‐1: Rape
(a) Except as provided in subsection (b), a person who knowingly or intentionally has sexual intercourse with another
person or knowingly or intentionally causes another person to perform or submit to other sexual conduct (as defined in IC
35-­‐31.5-­‐2-­‐221.5) when:
(1) the other person is compelled by force or imminent threat of force;
(2) the other person is unaware that the sexual intercourse or other sexual conduct (as defined in IC 35-­‐31.5-­‐2-­‐221.5) is
occurring; or
(3) the other person is so mentally disabled or deficient that consent to sexual intercourse or other sexual conduct (as defined in IC 35-­‐31.5-­‐2-­‐221. 5) cannot be given;
commits rape, a Level 3 felony.
(b) An offense described in subsection (a) is a Level 1 felony if:
(1) it is committed by using or threatening the use of deadly force;
(2) it is committed while armed with a deadly weapon;
(3) it results in serious bodily injury to a person other than a defendant; or
(4) the commission of the offense is facilitated by furnishing the victim, without the victim’s knowledge, with a drug (as
defined in IC 16-­‐42-­‐19-­‐2(1)) or a controlled substance (as defined in IC 35-­‐48-­‐1-­‐9) or knowing that the victim was furnished
with the drug or controlled substance without the victim’s knowledge.
Ind. Code § 35-­‐31.5-­‐2-­‐221.5: “Other sexual conduct”
“Other sexual conduct” means an act involving:
(1) a sex organ of one (1) person and the mouth or anus of another person; or
(2) the penetration of the sex organ or anus of a person by an object.
Ind. Code § 35-­‐42-­‐4-­‐8: Sexual battery
(a) A person who, with intent to arouse or satisfy the person’s own sexual desires or the sexual desires of another person:
(1) touches another person when that person is:
(A) compelled to submit to the touching by force or the imminent threat of force; or
(B) so mentally disabled or deficient that consent to the touching cannot be given; or
(2) touches another person’s genitals, pubic area, buttocks, or female breast when that person is unaware that the
touching is occurring;
commits sexual battery, a Level 6 felony.
Relevant Indiana Law Pertaining to Offenses Associated with Relationship Violence, Stalking and Sexual Assault
G2
Appendix G
(b) An offense described in subsection (a) is a Level 4 felony if:
(1) it is committed by using or threatening the use of deadly force;
(2) it is committed while armed with a deadly weapon; or
(3) the commission of the offense is facilitated by furnishing the victim, without the victim’s knowledge, with a drug (as
defined in IC 16-­‐42-­‐19-­‐2(1)) or a controlled substance (as defined in IC 35-­‐48-­‐1-­‐9) or knowing that the victim was furnished
with the drug or controlled substance without the victim’s knowledge.
Ind. Code § 35-­‐45-­‐2-­‐1: Intimidation
(a) A person who communicates a threat to another person, with the intent:
(1) that the other person engage in conduct against the other person’s will;
(2) that the other person be placed in fear of retaliation for a prior lawful act; or
(3) of:
(A) causing:
(i) a dwelling, building, or another other structure; or
(ii) a vehicle;
to be evacuated; or
(B) interfering with the occupancy of:
(i) a dwelling, building, or other structure; or
(ii) a vehicle;
commits intimidation, a Class A misdemeanor.
(b) However, the offense is a:
(1) Level 6 felony if:
(A) the threat is to commit a forcible felony;
(B) the person to whom the threat is communicated:
(i) is a law enforcement officer;
(ii) is a witness (or the spouse or child of a witness) in any pending criminal proceeding against the person
making the threat;
(iii) is an employee of a school or school corporation;
(iv) is a community policing volunteer;
(v) is an employee of a court;
(vi) is an employee of a probation department;
(vii) is an employee of a community corrections program;
(viii) is an employee of a hospital, church, or religious organization; or
(ix) is a person that owns a building or structure that is open to the public or is an employee of the person;
and, except as provided in item (ii), the threat is communicated to the person because of the occupation, profession,
employment status, or ownership status of the person as described in items (i) through (ix) or based on an act taken by the person within the scope of the occupation, profession, employment status, or ownership status of the person;
(C) the person has a prior unrelated conviction for an offense under this section concerning the same victim; or
(D) the threat is communicated using property, including electronic equipment or systems, of a school corporation or
other governmental entity; and
(2) Level 5 felony if:
(A) while committing it, the person draws or uses a deadly weapon; or
(B) the person to whom the threat is communicated:
(i) is a judge or bailiff of any court; or
(ii) is a prosecuting attorney or a deputy prosecuting attorney.
(c) “Communicates” includes posting a message electronically, including on a social networking web site (as defined in IC 35-­‐
42-­‐4-­‐12(d)).
(d) “Threat” means an expression, by words or action, of an intention to:
(1) unlawfully injure the person threatened or another person, or damage property;
(2) unlawfully subject a person to physical confinement or restraint;
Relevant Indiana Law Pertaining to Offenses Associated with Relationship Violence, Stalking and Sexual Assault
G3
Appendix G
(3) commit a crime;
(4) unlawfully withhold official action, or cause such withholding;
(5) unlawfully withhold testimony or information with respect to another person’s legal claim or defense, except for a
reasonable claim for witness fees or expenses;
(6) expose the person threatened to hatred, contempt, disgrace, or ridicule;
(7) falsely harm the credit or business reputation of the person threatened; or
(8) cause the evacuation of a dwelling, a building, another structure, or a vehicle.
Ind. Code § 35-­‐45-­‐2-­‐2: Harassment; “obscene message” defined
(a) A person who, with intent to harass, annoy, or alarm another person but with no intent of legitimate communication:
(1) makes a telephone call, whether or not a conversation ensues;
(2) communicates with a person by telegraph, mail, or other form of written communication;
(3) transmits an obscene message, or indecent or profane words, on a Citizens Radio Service channel; or
(4) uses a computer network (as defined in IC 35-­‐43-­‐2-­‐3(a)) or other form of electronic communication to:
(A) communicate with a person; or
(B) transmit an obscene message or indecent or profane words to a person;
commits harassment, a Class B misdemeanor.
(b) A message is obscene if:
(1) the average person, applying contemporary community standards, finds that the dominant theme of the message,
taken as a whole, appeals to the prurient interest in sex;
(2) the message refers to sexual conduct in a patently offensive way; and
(3) the message, taken as a whole, lacks serious artistic, literary, political, or scientific value.
Ind. Code § 35-­‐45-­‐10-­‐2: “Harassment” defined
As used in this chapter, “harassment” means conduct directed toward a victim that includes but is not limited to repeated or
continuing impermissible contact that would cause a reasonable person to suffer emotional distress and that actually causes
the victim to suffer emotional distress. Harassment does not include statutorily or constitutionally protected activity, such as
lawful picketing pursuant to labor disputes or lawful employer-­‐related activities pursuant to labor disputes.
Ind. Code § 35-­‐45-­‐10-­‐5: Criminal stalking
(a) A person who stalks another person commits stalking, a Level 6 felony.
(b) The offense is a Level 5 felony if at least one (1) of the following applies:
(1) A person:
(A) stalks a victim; and
(B) makes an explicit or an implicit threat with the intent to place the victim in reasonable fear of:
(i) sexual battery (as defined in IC 35-­‐42-­‐4-­‐8);
(ii) serious bodily injury; or
(iii) death.
(2) A protective order to prevent domestic or family violence, a no contact order, or other judicial order under any of the following statutes has been issued by the court to protect the same victim or victims from the person and the person has
been given actual notice of the order:
(A) IC 31-­‐15 and IC 34-­‐26-­‐5 or IC 31-­‐1-­‐11.5 before its repeal (dissolution of marriage and legal separation).
(B) IC 31-­‐34, IC 31-­‐37, or IC 31-­‐6-­‐4 before its repeal (delinquent children and children in need of services).
(C) IC 31-­‐32 or IC 31-­‐6-­‐7 before its repeal (procedure in juvenile court).
(D) IC 34-­‐26-­‐5 or IC 34-­‐26-­‐2 and IC 34-­‐4-­‐5.1 before their repeal (protective order to prevent abuse).
(E) IC 34-­‐26-­‐6 (workplace violence restraining orders).
(3) The person’s stalking of another person violates an order issued as a condition of pretrial release, including release on
bail or personal recognizance, or pretrial diversion if the person has been given actual notice of the order.
(4) The person’s stalking of another person violates a no contact order issued as a condition of probation if the person has
been given actual notice of the order.
(5) The person’s stalking of another person violates a protective order issued under IC 31-­‐14-­‐16-­‐1 and IC 34-­‐26-­‐5 in a
Relevant Indiana Law Pertaining to Offenses Associated with Relationship Violence, Stalking and Sexual Assault
G4
Appendix G
paternity action if the person has been given actual notice of the order.
(6) The person’s stalking of another person violates an order issued in another state that is substantially similar to an order
described in subdivisions (2) through (5) if the person has been given actual notice of the order.
(7) The person’s stalking of another person violates an order that is substantially similar to an order described in
subdivisions (2) through (5) and is issued by an Indian:
(A) tribe;
(B) band;
(C) pueblo;
(D) nation; or
(E) organized group or community, including an Alaska Native village or regional or village corporation as defined in or
established under the Alaska Native Claims Settlement Act (43 U.S.C. 1601 et seq.);
that is recognized as eligible for the special programs and services provided by the United States to Indians because of
their special status as Indians if the person has been given actual notice of the order.
(8) A criminal complaint of stalking that concerns an act by the person against the same victim or victims is pending in a
court and the person has been given actual notice of the complaint.
(c) The offense is a Level 4 felony if:
(1) the act or acts were committed while the person was armed with a deadly weapon; or
(2) the person has an unrelated conviction for an offense under this section against the same victim or victims.
Ind. Code § 35-­‐45-­‐10-­‐1: “Stalk” defined
Sec. 1. As used in this chapter, “stalk” means a knowing or an intentional course of conduct involving repeated or continuing
harassment of another person 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.
Relevant Indiana Law Pertaining to Offenses Associated with Relationship Violence, Stalking and Sexual Assault
G5
Appendix H
Insert Emergency Procedures Guide
Emergency Procedures Guide
H1
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