The University of St. Francis is committed to creating and maintaining a community in which students, faculty, and staff can work together in an atmosphere free from all forms of discrimination. Specifically, every member of the university community should be aware that the University of St. Francis is strongly opposed to discrimination, including sexual harassment, and that such behavior is prohibited by university policy. It is the intention of the university to take whatever action may be necessary to prevent, correct, and if necessary, discipline for behavior that violates this policy.
Title IX of the Educational Amendments of 1972 (Title IX) is federal law which prohibits discrimination on the basis of sex. Sex discrimination includes sexual harassment and sexual assault.
The Office of Institutional Diversity, in partnership with the Office of Human Resources, is charged with monitoring the university’s compliance with federal, state and institutional polices that promote a non-discriminatory and harassment-free environment. This includes discrimination based on sex, covered under Title IX. The Director of Institutional Diversity is the designated Title IX Coordinator.
All university employees, including student employees or volunteers responsible for the welfare of other students, are required to report sexual harassment.
The only exceptions are those few employees who operate with statutorily protected confidentiality (i.e., health services, counseling, clergy, sexual assault advocates). If you have questions about whether to report, please call the Title IX Coordinator.
Please note that we want to make sure everyone has access to make reports. As such, reports can be made in-person, by email, by telephone, through the university complaint system on the portal, by accessing the silent witness report form on the USF website, etc. Please let us know if you have questions about how you can make a formal report.
A person who experiences an incident of sexual misconduct should consider the following immediate actions:
You do not have to choose a course of action immediately, but consider preserving evidence in case you choose to pursue charges. Possible evidence might be physical (clothing, bedding, letters, etc.) or not (photos, emails, text messages, etc.).
It is a violation of university policy to retaliate in any way against a student or employee because s/he/they raised allegations or were accused of sexual harassment, sexual assault, domestic violence, dating violence, or stalking.