Title IX/Sexual Harassment

The University is committed to ensuring the safety and security of all its members. Sexual misconduct is a serious violation of the standards set by the University since it creates an atmosphere of distrust and inequality and will not be tolerated. Sexual misconduct includes sexual harassment, sexual abuse, sexual assault or rape, domestic violence, dating violence and stalking. These policies and procedures establish a protocol whereby those who believe they have been subjected to sexual harassment and/or sexual misconduct may obtain redress promptly and equitably. The formal Title IX grievance process set out below applies to allegations of sexual harassment as defined in 34 C.F.R. § 106.30 and within the jurisdiction of 34 C.F.R. § 106.44; other alleged misconduct may be addressed under the University's otherwise applicable policies and procedures. Nothing in this distinction limits the University's broader prohibition of sex discrimination or sexual misconduct under applicable law and University policy.

This policy applies to all members of the University community, regardless of position/status, race; color; religion; creed; national origin or ancestry; ethnicity; sex (including pregnancy); gender); marital status; age; disability; citizenship; past, current, or prospective service in the uniformed services; genetic information; or any other protected classes recognized by state or local laws, or any other characteristic protected under applicable federal, state, or local laws.

Any student found to be in violation of the Title IX sexual harassment policies shall be subject to disciplinary action, which may include, but is not limited to, disciplinary warning, disciplinary probation, suspension, or dismissal. Any action taken by the University does not preclude or limit other redress such as the University reporting to or working with law enforcement agencies.

Midwestern University is independent of actions taken by external law enforcement agencies. Nothing about this policy is intended to limit the independent acts of law enforcement agencies.

No Retaliation Statement 

The University prohibits intimidation, threats, coercion, or discrimination against any individual for exercising rights under Title IX, making a report or formal complaint, testifying, assisting, or participating or refusing to participate in an investigation, proceeding, or hearing. Retaliation is prohibited regardless of the outcome. A determination that an individual knowingly made a materially false statement in bad faith may be addressed under the University's applicable conduct policies; a determination of nonresponsibility, standing alone, does not establish that a report or statement was knowingly false. See 34 C.F.R. § 106.71.

Title IX 

Title IX of the Educational Amendments of 1972 prohibits sexual discrimination. Sexual harassment and sexual violence are considered forms of sexual discrimination and are therefore violations of Title IX.

The Title IX statute applies to persons in the United States with respect to education programs or activities that receive Federal financial assistance.

Universities must respond when sexual harassment occurs in the University’s education program. Violations of the University Sexual Misconduct Policy must be reported to Dr. Shannon Sesterhenn, Dean of Students, the Title IX Coordinator for the Glendale Campus, or to Dr. Megan Dallianis, Dean of Students, the Title IX Coordinator for the Illinois Campus. Reports can also be reported to Dr. Shawn Tennant or 
Ms. Julie High Horse Gregg for the AZ Campus or Ms. Lori Vozari for the IL Campus, who serve as Deputy Title IX Coordinators for those respective campuses. In addition, students can report perceived Title IX violations to the Student Counselors on either campus, who serve as a confidential resource to students (see “Confidentiality” section below for details). Any person may report sexual harassment to the Title IX Coordinator in person, by mail, telephone, or email, using the Coordinator's published contact information, or by any other means resulting in receipt of the report; the online reporting portal is an additional, not exclusive, option. A formal complaint may be filed in person, by mail, or by email using an appropriate physical or digital signature or other indication that the complainant is the filer. See 34 C.F.R. §§ 106.8(a), 106.30.

Sexual Harassment Definition According to Title IX

Sexual Harassment means conduct on the basis of sex that satisfies one or more of the following:

1. Quid Pro Quo Harassment: An employee of the University conditioning the provision of an aid, benefit, or service of the University on an individual's participation in unwelcome sexual conduct;
2. Hostile Environment Harassment: Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the University's education program or activity; or
3. Specific Offenses (Clery Act / VAWA Offenses): Any of the following specific acts:
   • Sexual Assault: An offense classified as a forcible or nonforcible sex offense under the uniform crime reporting system of the Federal Bureau of Investigation. This includes rape, sodomy, sexual assault with an object, fondling, incest, and statutory rape.
   • Dating Violence: Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. The existence of such a relationship shall be determined based on a consideration of:
     • The length of the relationship;
     • The type of relationship; and
     • The frequency of interaction between the persons involved in the relationship.
   • Domestic Violence: Felony or misdemeanor crimes of violence committed by:
     • A current or former spouse or intimate partner of the victim;
     • A person with whom the victim shares a child in common;
     • A person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner;
     • A person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction; or
     • Any other person against an adult or youth victim who is protected from that person's acts under the domestic or family violence laws of the jurisdiction.
   • Stalking: Engaging in a course of conduct directed at a specific person that would cause a reasonable person to:
     • Fear for their safety or the safety of others; or
     • Suffer substantial emotional distress.

Confidentiality 

Employees of the University, including Resident Assistants in Housing, are required to report incidents of sexual misconduct to the Title IX Coordinator. Campus counselors are not required to report incidents of sexual misconduct to the school in a way that identifies the student. Thus, the student Counselors can be approached in confidence or as confidential resources.

Midwestern University (Title IX Coordinator and Student Counselors) will take reasonable steps to protect the privacy of the parties and witnesses during its grievance procedures; however, Midwestern University cannot guarantee absolute anonymity or privacy where certain information is required to faithfully execute the grievance process. Midwestern University will, however, attempt to disclose the minimum necessary to faithfully execute the grievance process. These steps will not restrict the ability of the parties to obtain and present evidence, including by speaking to witnesses; consult with their family members, confidential resources, or advisors; or otherwise prepare for or participate in the grievance procedures. The parties cannot engage in retaliation, including against witnesses.

The University will consider requests for confidentiality and requests not to proceed with an investigation in light of its obligations under Title IX. The Title IX Coordinator may sign a formal complaint where appropriate, even if the complainant does not wish to file one; doing so does not make the Coordinator a complainant or party. The University will explain the limits of confidentiality and take reasonable measures to safeguard privacy without restricting a party's right to discuss the allegations or gather and present relevant evidence. See 34 C.F.R. §§ 106.30, 106.44 and 106.45(b)(5)(iii).

Midwestern University Definition of Consent

Consent can only be given by an individual that understands the nature of the activity. The following individuals cannot give consent:

1. An individual who is impaired due to alcohol or drug ingestion.
2. Sleeping or unconscious person.
3. An individual under the age of 18 .
4. An individual who is incapacitated due to a mental disability.

Midwestern University complies with applicable federal and state laws concerning sexual harassment, sexual violence, dating violence, domestic violence, and stalking. The definitions and grievance procedures applicable to formal complaints arising under Title IX are governed by this policy and applicable federal law.

Conduct that falls outside the scope of Title IX may nevertheless violate other University policies or applicable state law and may be addressed through the University's other disciplinary or grievance procedures.

Additional state-specific definitions, reporting requirements, rights, and protections applicable to the University's Arizona and Illinois campuses are addressed in the University's other sexual misconduct policies, campus-specific disclosures, and Annual Security Reports, as applicable. These include disclosures required under the Clery Act and Violence Against Women Act and the protections required under the Illinois Preventing Sexual Violence in Higher Education Act.

Nothing in this policy limits rights or protections independently afforded under applicable federal or state law.

Reporting Sexual Harassment

Reports of possible sexual harassment may be made to the Dean of Students serving as the campus Title IX Coordinator, including through www.midwestern.edu/just-report-it, or by the other means described herein. The Title IX Coordinator will conduct the initial assessment, coordinate supportive measures, and oversee a prompt, equitable grievance process when a formal Title IX complaint is filed. An impartial investigator will gather evidence; a separate, impartial decisionmaker will conduct the hearing and determine responsibility. Academic Deans or Human Resources may implement sanctions within their respective authority consistent with the decisionmaker's determination and the required simultaneous written notice to both parties. Students may also report possible crimes to external law enforcement. University and law-enforcement investigations may proceed independently and, where appropriate, concurrently. The University applies the preponderance-of-the-evidence standard to all formal Title IX sexual harassment complaints against students and employees, including faculty.

Investigations of student complaints that involve another student or students only will be undertaken as stated above.

Investigations involving a student and an employee may be coordinated jointly by the Title IX office and Human Resources, provided that the investigator, responsibility decisionmaker, and appellate decisionmaker remain appropriately independent and impartial. The Senior Vice President for Human Resources may implement disciplinary action against an employee consistent with the Title IX written determination and applicable employment procedures. Human Resources participation must not displace the formal Title IX grievance protections.

Student complaints concerning non-sexual harassment or other alleged violations of the Student Code of Conduct are governed under the Student Handbook’s section on the Student Judicial System.

Students determined responsible for sexual misconduct following the applicable University process may be found in violation of the University's 'Code of Responsibilities of the Students of Midwestern University,' as stated in The Code of the Responsibilities and Rights of Students section of this Handbook. Disciplinary sanctions may include, but are not limited to, a warning, probation, suspension, or dismissal. Alleged conduct may also be reported to or investigated by law enforcement under Illinois or Arizona law. Employees may be disciplined in accordance with applicable Human Resources policies after the required Title IX process, when applicable.

Employees charged with violations may also be prosecuted under Illinois or Arizona criminal statutes.

Grievance Procedures for Sexual Harassment

1. Reports may be submitted to the campus Title IX Coordinator in person, by mail, telephone, or email using the published Title IX contact information, or through https://www.midwestern.edu/just-report-it. A report is not required to be submitted through the portal; formal complaints may be filed through any means authorized under 34 C.F.R. § 106.30.
2. The University cannot facilitate an informal resolution process unless a formal complaint has been officially filed. At any time prior to reaching a final determination regarding responsibility, the University may offer the parties a voluntary informal resolution process (such as mediation), provided both the complainant and respondent give voluntary, written consent to participate. The University will not facilitate an informal resolution process to resolve allegations that an employee sexually harassed a student.
3. A formal complaint must be filed by the complainant with an appropriate physical or digital signature or other indication of filing, or signed by the Title IX Coordinator, and must allege sexual harassment against a respondent and request an investigation. Upon receipt, the University will provide both known parties written notice that meets 34 C.F.R. § 106.45(b)(2). The University will protect information as appropriate under applicable law, but will not impose a blanket confidentiality prohibition that prevents a party from discussing the allegations or gathering and presenting relevant evidence. Employee correspondence may be coordinated through Human Resources. If the alleged conduct would not constitute sexual harassment under 34 C.F.R. § 106.30 even if proved, did not occur within the University's education program or activity, or did not occur against a person in the United States, the University must dismiss that allegation for Title IX purposes, without preventing action under another applicable University policy.
4. Emergency Removal: The University may remove a respondent from its education program or activity on an emergency basis only after an individualized safety and risk analysis determines that an immediate threat to the physical health or safety of a student or another individual arising from the alleged sexual harassment justifies removal. The respondent will receive notice and an opportunity to challenge the removal immediately following the removal. The University may place a non-student employee respondent on administrative leave during a pending grievance process, subject to applicable disability, employment, and other legal protections. See 34 C.F.R. § 106.44(c)-(d).
5. Supportive Measures: The Title IX Coordinator is responsible for coordinating their effective implementation. These are non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the complainant or respondent before or after a formal complaint or when no formal complaint has been filed. Measures are designed to restore or preserve equal access to the University's education program or activity without unreasonably burdening the other party, to protect safety, or to deter sexual harassment. They may include counseling, schedule or rotation adjustments, housing changes, campus escorts, and mutual restrictions on contact. The University will maintain the confidentiality of supportive measures to the extent doing so does not impair implementation. Upon receiving actual knowledge of sexual harassment in its education program or activity against a person in the United States, the Title IX Coordinator will promptly contact the complainant to discuss available supportive measures, consider the complainant's wishes, explain their availability with or without a formal complaint, and explain the process for filing a formal complaint. See 34 C.F.R. §§ 106.30 and 106.44(a).

Guidelines for Title IX Grievance Procedures

The investigator and decisionmaker will objectively evaluate all relevant evidence, including inculpatory and exculpatory evidence. Credibility determinations will not be based on a person's status as complainant, respondent, or witness. Evidentiary restrictions will be applied as provided in 34 C.F.R. § 106.45(b)(1)(x), (b)(5)(i), and (b)(6)(i); those restrictions do not eliminate the parties' right to inspect evidence directly related to the allegations under § 106.45(b)(5)(vi).

The University will apply the following specific evidentiary limitations. These limitations will not be expanded to exclude otherwise directly related evidence merely because the University does not intend to rely on that evidence:

1. Questions or evidence protected by a legally recognized privilege will not be required, allowed, relied upon, or otherwise used unless the person holding the privilege has waived it. A University designation of an employee as a confidential resource does not, by itself, establish a legally recognized privilege.
2. The University will not access, consider, disclose, or otherwise use a party's treatment records made or maintained by a physician, psychiatrist, psychologist, or other recognized professional or paraprofessional acting in that capacity, or assisting in that capacity, unless it obtains that party's voluntary, written consent (or the legally required parent consent where applicable). See 34 C.F.R. § 106.45(b)(5)(i).
3. At a live hearing, questions and evidence concerning the complainant's sexual predisposition or prior sexual behavior are not relevant unless offered to prove that someone other than the respondent committed the alleged conduct, or unless they concern specific incidents of the complainant's prior sexual behavior with the respondent and are offered to prove consent. The existence of prior consensual sexual conduct does not, without more, establish consent to the conduct at issue. See 34 C.F.R. § 106.45(b)(6)(i).

Written Notice of Allegations

Upon receipt of a formal Title IX complaint, and with sufficient time to prepare a response before any initial investigative interview, Midwestern University will provide the parties whose identities are known written notice that includes:

1. Midwestern University’s Title IX grievance procedures, including the formal investigation process and any informal resolution process that is available;
2. Notice of the allegations potentially constituting sexual harassment under 34 C.F.R. § 106.30, including the identities of the parties involved, if known; the conduct alleged; and the date and location of the alleged incident, if known;
3. Retaliation is prohibited;
4. A statement that the respondent is presumed not responsible for the alleged conduct until a determination is made at the conclusion of the grievance procedures.
5. A statement informing the parties that they may have an advisor  of their choice who may be, but is not required to be, an attorney;
6. A statement informing the  parties of their right to inspect and review any evidence obtained as part of the investigation that is directly related to the allegations, as well as the final investigative report;
7. A statement explicitly informing the parties that the University’s Student Code of Conduct strictly prohibits knowingly making false statements or knowingly submitting false information during the grievance process.

If the University decides in the course of an investigation to investigate additional allegations about the complainant or respondent that were not included in the original written notice, including allegations in a consolidated complaint, the University will provide written notice of the additional allegations to the parties whose identities are known.

Dismissal of a Complaint

     A. Mandatory Dismissal
The University must dismiss a formal complaint, or any allegations therein, for the purposes of Title IX sexual harassment if the Title IX Coordinator determines that the conduct alleged:

1. Would not constitute sexual harassment as defined in this policy, even if proven;
2. Did not occur within the University's education program or activity; or
3. Did not occur against a person in the United States.

  Note: A mandatory dismissal under Title IX does not preclude the University from investigating and adjudicating the allegations under the standard University Student Code of Conduct.

  B. Discretionary Dismissal
The University may dismiss a formal complaint, or any allegations therein, at any time during the investigation or hearing if:

1. The complainant notifies the Title IX Coordinator in writing that they wish to withdraw the formal complaint or any specific allegations;
2. The respondent is no longer enrolled at or employed by the University; or
3. Specific circumstances prevent the University from gathering evidence sufficient to reach a determination as to the formal complaint or allegations therein.

  C. Notice and Appeal of Dismissal
Upon any dismissal (mandatory or discretionary), the University will promptly send written notice of the dismissal and the specific reasons for the dismissal simultaneously to both parties. Either party may appeal a dismissal decision by following the procedures outlined in the Appeals section of this policy.

  D. Provision of Support
Regardless of whether a complaint is dismissed from the formal Title IX process, the Title IX Coordinator will continue to offer and coordinate supportive measures for the complainant and respondent as appropriate.

Investigation and Resolution of Conduct Matter

Formal Title IX sexual harassment complaints involving students will be coordinated by the Title IX Coordinator, with investigation conducted by an impartial investigator and adjudication conducted by a separate, impartial decisionmaker. Non-Title IX student conduct matters will proceed under the applicable Student Judicial System procedures.

Midwestern University will provide for adequate, reliable, and impartial investigation of complaints.

The Title IX Coordinator and designated Deputy or Assistant Coordinators may receive reports and formal complaints and oversee the grievance process. An impartial investigator will gather evidence and prepare the investigative report. Following the investigation, the Title IX Coordinator will arrange for a live hearing before a designated, impartial decisionmaker who did not serve as Title IX Coordinator or investigator in the matter. The decisionmaker will determine responsibility and issue the written determination required by 34 C.F.R. § 106.45(b)(7), including applicable sanctions or remedies. Academic Deans and Human Resources may administer sanctions within their respective authority consistently with that written determination.

In formal Title IX complaints involving employees, including those involving a student and employee, a qualified and impartial individual designated by the University may serve as decisionmaker. The Senior Vice President for Human Resources may serve in that role only if not also the Title IX Coordinator or investigator in the matter and without a conflict of interest, bias, or disqualifying prior participation. Human Resources may administer employment sanctions after the written determination. Complaints involving vendors will be evaluated for Title IX jurisdiction and addressed through applicable University procedures and contractual or other remedies as appropriate.

Method of Resolution: Informal Process

The University will not require a party to waive investigation and adjudication as a condition of enrollment, employment, or any other right, and will not require participation in informal resolution. Either party may withdraw from informal resolution and resume the formal process at any time before agreeing to a resolution. Informal resolution will not be offered or facilitated for allegations that an employee sexually harassed a student. Any mutually agreed resolution will be documented consistently with the written disclosures and applicable law; otherwise, potential discipline will be considered only through the formal process.

Both parties are also counseled that retaliatory behaviors are not condoned and that such behaviors would be subject to disciplinary actions in accordance with the Complaint/Grievance Policy set forth in the Student Judicial System section of the Student Handbook.

Method of Resolution: Formal Process

Procedures for Reporting a Sexual Assault on Campus

Any student who is involved in or witnesses a sexual assault should contact Campus Security immediately (Glendale dial 623/572-3201; Downers Grove, dial 630/515-7111). Students have the option to notify law enforcement authorities, including local police, and the option to be assisted by campus authorities in notifying such authorities.

It is extremely important to preserve any evidence related to the crime as may be necessary to provide proof of the assault. The complainant should not bathe or shower, use the restroom, change clothes, comb their hair, clean up the crime scene or move or touch anything that the respondent may have touched. If Campus Security is contacted in an emergency, they will notify the police and the Title IX Coordinator. The Manager of Residence Life will also be notified if emergencies occur within campus housing.

The following is a list of emergency campus telephone numbers:

Supportive Measures

Sexual Harassment Education and Awareness

Midwestern University provides educational programming that consists of primary prevention and awareness programs for all incoming students and new employees and ongoing awareness and prevention campaigns for students, faculty, and staff that:

1. Identify sexual misconduct which includes sexual harassment, sexual abuse, sexual assault or rape, domestic violence, dating violence and stalking as prohibited conduct;
2. Defines what behavior constitutes sexual harassment, sexual abuse, sexual assault or rape, domestic violence, dating violence and stalking;
3. Defines ‘consent to sexual activity’ under University policy and state regulations;
4. Covers information on reporting sexual violence, assisting victims and survivors of sexual violence, and preventing sexual violence through bystander training; and
5. Explains rights of the complainant and respondent, including the right to file reports with external law enforcement agencies and the right to an advisor.

All employees and students of Midwestern University are required to complete and pass online courses through Vector Solutions LMS regarding related topics on Sexual Assault and Prevention; Harassment and Discrimination; and Diversity, Inclusion and Belonging. In addition, all Midwestern University students sign an agreement that they are responsible for the policies outlined in the Student Handbook, including its sections on the Code of Conduct and Sexual Misconduct-Title IX Violations policy.