FAQs

SFBU strongly encourages anyone who has experienced or witnessed protected status discrimination, harassment, and/or related retaliation to contact the Title IX and Equity Office.

Protected Characteristics include Race, Color, Ethnicity, Religion (including religious dress and grooming practices), Creed, Sex (including Sexual Orientation, Gender, Gender Identity, and Gender Expression), Age (40 years and over in the employment context), Marital Status, National Origin, Citizenship Status, Employment Status, Income Status, Shared Ancestry and Ethnic Characteristics, Partnership Status, Medical Condition (including cancer and Genetic Characteristics), Pregnancy (including childbirth, breastfeeding, or related medical conditions), Disability, Political Belief Or Affiliation, Domestic Violence Victim status, Military Or Veteran status, and any other class of individuals protected from discrimination under Federal and State law.

Sex discrimination includes Sexual Harassment, Sexual Misconduct, Sexual Exploitation, Dating Violence, Domestic Violence, Stalking, and Pregnancy and Parenting Discrimination.

In response to a new report, the Title IX and Equity Office will send a letter to the impacted person (“Complainant”) that contains information about available supportive measures, on- and off-campus resources, and options to pursue accountability from the alleged offender ("Respondent").

The purpose of this outreach is to help ensure the Complainant has information to make an informed decision about how they want to proceed. We will prioritize a Complainant’s privacy, agency, and autonomy, and, absent a limited set of circumstances, respect the Complainant’s wishes on how to proceed.

Yes; supportive measures are free, individualized services designed to: 1) restore or preserve a person’s access to the university’s education program, and 2) protect the safety of the parties or the educational environment.

Supportive measures may include counseling, extensions of deadlines or other course-related adjustments, modifications of work or class schedules, campus escorts, mutual restrictions on contact between the Parties, changes in work or housing locations, leaves of absence, increased security and monitoring of certain areas of the campus, and other similar measures. 

To prioritize a Complainant's agency and autonomy, the university distinguishes a report from a complaint.

A report is any information received by the Title IX and Equity Office about an incident(s) involving protected status discrimination, harassment, or related retaliation.

Protected Characteristics include Race, Color, Ethnicity, Religion (including religious dress and grooming practices), Creed, Sex (including Sexual Orientation, Gender, Gender Identity, and Gender Expression), Age (40 years and over in the employment context), Marital Status, National Origin, Citizenship Status, Employment Status, Income Status, Shared Ancestry and Ethnic Characteristics, Partnership Status, Medical Condition (including cancer and Genetic Characteristics), Pregnancy (including childbirth, breastfeeding, or related medical conditions), Disability, Political Belief Or Affiliation, Domestic Violence Victim status, Military Or Veteran status, and any other class of individuals protected from discrimination under Federal and State law.

In response to a report, we will send a letter to the Complainant (the impacted person) with information about available supportive measures, rights and options, and an offer to meet. A report does not automatically trigger an investigation and, absent a very limited set of circumstances, the alleged offender will not be notified.

A formal complaint is a written document submitted to the Associate Director for Title IX and Equity by the Complainant alleging that a Respondent engaged in Prohibited Conduct and requesting an investigation. The formal complaint is what triggers the investigation process.

No; absent extenuating circumstances, a report does not automatically initiate a campus disciplinary investigation. A report provides a Complainant with an opportunity to: 1) receive supportive measures; 2) learn about internal and external resolution options; and 3) inform the university of the incident(s).

No; absent extenuating circumstances, the university will not automatically notify the Respondent of the report.

A Formal Resolution Process is a procedure that involves an investigation, adjudication, and, if appropriate, the imposition of sanctions. Under certain circumstances, the formal resolution process may not involve a hearing. Whether or not the formal resolution process involves a hearing depends on two factors: the nature of the allegations and the Respondent’s connection to the university.

If the Respondent is found responsible for violating university policy following a formal resolution process, the Respondent will face disciplinary sanction(s). The university will consider a wide-range of factors in determining an appropriate sanction for the Respondent, including input from the Complainant. The university can also provide a Complainant with remedies, if appropriate, following a determination of responsibility.   

An Informal Resolution is a process that includes informal or restorative options for resolving reports pursuant to terms (including remedies and sanctions) that are voluntarily and mutually agreed upon by all parties and the University. An informal resolution is a remedies-based resolution process that does not involve an investigation, hearing, nor appeal. It is an alternative to the formal resolution process and may take a variety of customizable forms that can include, but is not limited to, restorative justice, facilitated conversation(s), or shuttled communications.

The university handles the informal resolution process just as carefully as the formal resolution process; every informal resolution is overseen by a trained and impartial facilitator, and trained support advisors are available to assist both the Complainant and Respondent throughout the process.

The outcome of an informal resolution focuses on the harm caused to the Complainant and may include agreement by the Respondent to participate in appropriate and reasonable remedies. These remedies could be similar to measures imposed as disciplinary sanctions, but they are always determined through mutual agreement.

Please contact the Title IX and Equity Office to initiate the formal or informal resolution process.

The University will seek to complete the appropriate resolution process as promptly as possible, consistent with the need to conduct sensitive and informed fact gathering to ensure an equitable resolution.

The Policy designates reasonably prompt time frames for the major stages of the investigation and resolution process (typically set forth in business days), but the University may extend any time frame in this Policy for good cause and/or due to extenuating circumstances.

The Title IX and Equity Office is a private resource office. Privacy refers to the discretion that will be exercised by the University, including the Title IX Office, in the course of any formal or informal resolution process. Information related to a report of Prohibited Conduct will be handled discreetly and shared with a limited circle of University employees or designees who need to know to assist in the assessment, investigation, and resolution of the report and related issues.

SFBU appreciates that individuals may prefer to access support or receive their reporting options in a confidential setting. You can share information with a confidential resource, and the confidential resource will not share your identity with the Title IX and Equity Office or law enforcement.

However, all confidential resources may need to share general, non-personally identifiable information with the Title IX and Equity Office and/or the Safety and Emergency Administrator (Clery Coordinator) to comply with state and federal laws.

Information shared with any confidential resource does not constitute notice of an incident to SFBU. Confidential resources can explain how an individual can report an incident to the university and law enforcement.