1. Students, faculty, or staff with complaints regarding sexual harassment by a faculty member should contact the Provost (Sheffield-Thompson Administration Building, room 103, 706-233-7203). Should complainant require an alternate, contact the Vice President of Finance (Sheffield–Thompson Administration Building, room 116, 706-233-7448).
2. Students, faculty, or staff with complaints regarding sexual harassment by a staff member should contact the Vice President of Finance (Sheffield-Thompson Administration Building, room 116, 706-233-7448). Should complainant require an alternate, contact the Vice President for Student Affairs and Dean of Students (Fitton Student Union, room 237, 706-233-7231).
3. Students, faculty, or staff with complaints regarding sexual harassment by a student should contact the Office of the Vice President for Student Affairs (Fitton Student Union, room 237, 706 -233-7231). Should complainant require an alternate, contact the Provost (Sheffield–Thompson Administration Building, room 103, 706-233-7203).
4. If preferred, a person may go to Scholar and print off a form that can be used for harassment cases. After logging in, go to Campus Resources and download the form for filing a grievance.
Filing a Report or Making a Complaint:
Shorter encourages those who have experienced sex discrimination to report these offenses to either:
For complaints in the academic setting, the student should talk personally with the instructor. Should the student and instructor be unable to resolve the conflict, the student may then turn to the chair of the involved department for assistance. The chair (or dean) will meet with both parties, seek to understand their individual perspectives, and, within a reasonable amount of time, reach a conclusion, share it with both parties, and reach a final resolution. See the policies related to academic procedures in the University Catalog or posted on Scholar.
Students having complaints outside the academic setting, and who have been unable to resolve the matter with the individual directly involved, should process the complaint in a timely manner through the administration channels of the appropriate unit. Students uncertain about the proper channels are encouraged to seek advice from faculty advisors, deans’ offices, or the office of the Vice President for Student Affairs.
Complaints that rise to the level of a grievance may be heard, as a final appeal, before a committee, chaired by an appropriate person chosen by the President and including a representative of the faculty and a member of the student body. The grievance must be filed in writing. Grievances not deemed frivolous by the committee will be heard. The student may be assisted during the hearing by a member of the University community.
The complaint/grievance process outlined above is meant to answer and resolve issues arising between individual students and the University, and its various offices, from practices and procedures affecting that relationship. In many cases, there are mechanisms already in place for the reporting and resolution of specialized complaints (sexual harassment for instance), and these should be fully utilized where appropriate. Violation of student conduct rules should be addressed through the Student Conduct process specifically designed for that purpose.
- Complaints and grievances related to non-academic employees of the University should be made to the supervisor of the employee or the Vice President for that area.
• Complaints and grievances related to student life, residence life, student support services, health services, campus safety, or campus ministry should be made to the Vice President for Student Affairs
• Complaints and grievances related to admissions practices and recruitment should be made to the Vice President for Enrollment Management.
• Complaints and grievances related to financial aid, accounts payable, or the business office should be made to the Vice President of Finance.
• Complaints and grievances related to athletics should be made to the Athletic Director.
• Complaints and grievances related to program accessibility for individuals with disabilities should be made to the Director of Student Support Services. Grievances unresolved at this level may be forwarded to the Vice President for Student Affairs.
• Complaints and grievances related to sexual harassment involving faculty should contact the Provost, if involving staff, the Vice President of Finance or if involving students, the Vice President for Student Affairs.
Individuals who believe they have either witnessed or been subjected to unlawful sex discrimination, harassment or violence may:
• Contact the Residence Life Office at (706) 233-7312
• Contact the Title IX Coordinator at (706) 233-7231
• Contact the Campus Safety at (706) 233-7911
• Contact the Student Support Services at (706) 233-7323
In the event that sexual assault or sexual violence occurred, do everything possible to preserve evidence by making certain that the crime scene is not disturbed. (The decision to press charges does not have to be made at this time. However, following these procedures will help preserve this option for the future.) Survivors should not bathe, urinate, douche, brush teeth, or drink
liquids. Clothes should not be changed but if this takes place, bring all original clothing to the hospital in a paper bag. (Plastic bags damage evidence.)
Other helpful resources:
Georgia Sexual Assault Center
24 HR Hotline: 706-802-0580
Rome Police Department
Dial 911 for emergencies.
When necessary seek immediate medical attention at an area hospital and take a full change of clothing, including shoes, for use after a medical examination. The Director of Student Health Services or the Director of Student Support Services can also offer support at the hospital. Survivors may choose whether or not to speak to the police at the hospital. If they do, the option to choose whether to file charges against the respondent still exists.
All incidents of sex discrimination, including sexual misconduct or retaliation, should be reported. The Title IX Coordinator will provide for the adequate, reliable, and impartial investigation of all complaints.
Some complaints of sex discrimination can be resolved through informal mediation between the parties. Once a report of sex discrimination has been made, informal resolution procedures will be pursued toward completion typically within sixty (60) calendar days of the initial report. Informal resolution procedures are optional and may be used when the University determines that it is appropriate. Informal procedures are never applied in cases involving violence or nonconsensual sexual intercourse.
An investigation into the report shall be conducted by the Title IX Coordinator as soon as reasonably practicable upon the filing of the complaint. Once the informal resolution procedure is complete, written notification to all parties shall be given by the Title IX Coordinator within three (3) days of the determination of findings.
Shorter University shall take reasonable steps to prevent the recurrence of sex discrimination in any form. If such reoccurrence takes place, those responsible for such behavior may be subject to actions under the Student Code of Conduct (Pinnacle, Student Handbook).
Shorter University will take all necessary steps to remedy the discriminatory effects on the complainant(s) and others. Examples of such remedies may include: order of no contact, residence hall relocation, adjustment of schedule, etc. These remedies may be applied to one, both, or multiple parties involved.
If the reporting party is dissatisfied with the outcome of the informal resolution procedure, the formal resolution procedure may be pursued.
Once a complaint of sex discrimination is made, an investigation of the report shall be pursued toward completion typically within sixty (60) calendar days. To ensure a prompt and thorough investigation, the complainant should provide as much of the following information as possible. The name, department, and position of the person or persons allegedly causing the sex
discrimination (which includes: sexual misconduct, sexual violence, and harassment) or retaliation. A description of the incident(s), including the date(s), location(s), and the presence of any witnesses. If the complainant is an employee: the alleged effect of the incident(s) on the complainant’s position, salary, benefits, promotional opportunities, or other terms or conditions
The complainant should list steps the complainant has taken to try to stop the sex discrimination or retaliation. Any other information the complainant believes to be relevant to the sex discrimination, harassment, or retaliation should be included with the statement and any other supporting documentation.