Harassment

      I.   Monmouth College Policy Prohibiting Discrimination, Harassment, and Retaliation
 
Monmouth College (the “College”) takes seriously its affirmative duty to maintain a work and study environment free from discrimination, harassment, and retaliation. Monmouth College does not discriminate, or tolerate discrimination, against any member of its community on any of the grounds covered by state or federal civil rights laws, including race, religion, color, sex/gender, gender identity, national origin, ethnicity, disability, age, military service, marital status, sexual orientation or any other protected status. The College also does not tolerate domestic violence, dating violence, sexual assault, or stalking committed against any member of its community. A violation of this policy, or inappropriate conduct that threatens to violate this policy, may result in disciplinary action, up to and including immediate termination or expulsion, being taken against the appropriate person or persons.
 
      A. Discrimination
 
Discrimination is unequal, adverse treatment of an individual because of his or her protected status, such as race, age, or gender. For instance, giving two similarly situated individuals different pay, different opportunity for advancement, or different educational opportunity is discrimination if the reason for the different treatment is the protected status of one of the individuals.
 
      B. Harassment
 
Harassment is unwelcome, hostile, or inappropriate conduct directed toward an individual because of his or her protected status. Such conduct violates College policy if it (1) has the purpose or effect of creating an intimidating, hostile, or offensive working, living, or learning environment for the affected individual, or (2) substantially interferes with that individual's working, living, or learning environment.
 
The following are examples of harassment:
  1. Refusing to offer employment or educational opportunities to someone because of the person’s protected status;
  2. Persistent comments or jokes about an individual's protected status;
  3. Verbal behavior, including verbal insults, remarks, epithets, or derogatory statements directed at an individual or group based on a protected characteristic; and
  4. The display or circulation of written materials or pictures that degrade a person or group based upon a protected characteristic.
      
      C. Sex Discrimination (including Sexual Harassment, Sexual Assault, and Sexual Violence)

Applicable Federal Law

This policy supplements the general policy statements regarding discrimination and harassment set forth above and addresses the requirements of the Campus Sexual Violence Elimination Act (“Campus SaVE Act”) and Title IX of the Education Amendments of 1972 (“Title IX”). The Campus SaVE Act is a federal law that addresses domestic violence, dating violence, sexual assault, and stalking in higher education. Title IX is a federal law that prohibits sex discrimination in federally funded education programs and activities. Title IX states as follows:

      No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.

Discrimination on the basis of sex (i.e., sex discrimination) includes sexual harassment, sexual assault, and sexual violence. Domestic violence, dating violence, and stalking are also prohibited by this policy.

Policy Statement

As noted above, it is the policy of the College to provide a work and educational environment free of all forms of sex discrimination, including but not limited to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communications constituting sexual harassment, as defined in this policy and as otherwise prohibited by state and federal statutes. Sexual harassment, including acts of sexual assault and sexual violence, is a form of sex discrimination and is prohibited by the College. Domestic violence, dating violence, and stalking are also prohibited. This prohibition applies to all students, faculty, and staff, to other members of the College community, and to contractors, consultants, and vendors doing business with or providing services to the College.

Title IX Coordinator

Any inquiries regarding Title IX or the College’s Policy Prohibiting Discrimination, Harassment, and Retaliation should be directed to the Title IX Coordinator identified below. The Coordinator will be available to meet with or talk to students, staff, and faculty regarding issues relating to Title IX and this policy.

Jacquelyn Condon
Vice President for Student Life/Dean of Students
Room 123, Poling Hall (main level)
(309) 457-2114
jackiec@monmouthcollege.edu

Definition and Examples of Conduct Prohibited Under this Policy
 
Prohibited conduct includes all forms of sex discrimination and sexual harassment, as well as sexual assault and sexual violence. Domestic violence, dating violence, and stalking are also prohibited by this policy.
 
Sexual Harassment
 
Sexual harassment, which includes sexual assault and sexual violence, is one type of harassment. It involves unwelcome communication or conduct of a sexual nature. Sexual harassment may consist of repeated actions or may even arise from a single incident if sufficiently extreme. The complainant and the alleged perpetrator may be of either gender and need not be of different genders. Sexual harassment can include unwelcome sexual advances; requests for sexual favors; lewd, obscene, or sexually suggestive remarks; sexual misconduct; or other conduct of a sexual nature when:
  1. submission to such conduct or communication is made or threatened to be made, either explicitly or implicitly, a term or condition of employment or education;
  2. submission to or rejection of such conduct by an individual is used or threatened to be used as the basis for academic, extracurricular, or employment decisions involving the individual; or 
  3. such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance, or of creating what a reasonable person would consider to be an intimidating, hostile, or offensive academic, extracurricular, employment or living environment.
Depending on the circumstances, sexual harassment may include, but is not limited to, the following:

  • Physical assaults of a sexual nature, such as rape, sexual assault, sexual battery, molestation, or attempts to commit these acts; 
  • Intentional physical conduct that is sexual in nature such as touching, pinching, patting, grabbing, poking, or brushing against another individual's body; 
  • Offering or implying a job- or education-related reward (such as a pay increase, a favorable employment evaluation, a job promotion, a better grade, a letter of recommendation, favorable treatment in the classroom, assistance in obtaining employment, grants or fellowships, or admission to any educational program or activity) in exchange for sexual favors or submission to sexual conduct;
  • Threatening or taking a negative employment or educational action (such as a reduction in pay, a negative employment evaluation, or a demotion, giving an unfair grade, withholding a letter of recommendation, or withholding assistance with any educational activity) or intentionally making the individual's job or academic work more difficult because sexual conduct is rejected;
  • The use or display in the workplace or classroom, including electronic, of pornographic or sexually harassing materials such as posters, photos, cartoons or graffiti without pedagogical or other justification; and
  • Unwelcome sexual advances, repeated propositions or requests for a sexual relationship to an individual who has previously indicated that such conduct is unwelcome, or sexual gestures, noises, remarks, jokes, questions, or comments about a person's sexuality or sexual experience. 
Sexual Assault and Sexual Violence
 
Sexual assault/sexual violence is a particular type of sexual harassment that includes physical sexual acts perpetrated against a person’s will or where a person is incapable of giving consent due to the victim’s use of drugs or alcohol. This includes, but is not necessarily limited to inappropriate touching, sexual intercourse of any kind without consent, rape, and attempted rape.
 
Domestic Violence, Dating Violence, and Stalking
  • “Domestic violence” means violence by the complainant’s current or former spouse, intimate partner, cohabitant, or person similarly situated; person with whom the complainant shares a child in common; or anyone else protected under domestic or family violence law.
  • “Dating violence” means violence by a person who is or has been in a romantic or intimate relationship with the complainant.
  • “Stalking” means a course of conduct directed at a specific person that would cause a reasonable person to fear for her, his, or others’ safety, or to suffer substantial emotional distress. 
      D. Retaliation
 
Retaliation is any kind of reprisal, or adverse or negative action, taken against an individual because he or she has (1) complained about alleged violation of this policy, (2) participated as a party or witness in an investigation relating to such allegations, or (3) participated as a party or witness in a court proceeding or administrative investigation regarding such allegations. Retaliation violates this policy even when the complaint at issue is ultimately found to lack merit, as long as the complaint was made in good faith.
 
      II.   Anti-Discrimination and Anti-Harassment Training
 
Information and education are important in preventing discrimination, harassment, and retaliation, and the College intends to encourage and promote only conduct that is consistent with this policy. Students, faculty and staff will therefore be provided training in the areas of anti-harassment and nondiscrimination. Training may consist of written materials, films, presentations, workshops, individual counseling, or any combination thereof. Whenever reasonably possible, preliminary training will be provided to new students and new employees within the first few days of enrollment or employment. Thereafter, periodic training will be provided. Responsibility for such training shall be assigned to the appropriate administrative office or offices as determined by the College.
All members of the Monmouth College community need to understand that prevention of discrimination, harassment, and retaliation is the responsibility of everyone affiliated with this institution. From time to time, the College may therefore require faculty, staff and students to participate in training activities focused upon the prevention of discrimination, harassment, and retaliation. Based upon the results of these activities, and from time to time as needed, the College may modify this policy, as well as the specific procedures used to investigate complaints and the training provided to the campus community.
 
      III.   Reporting Alleged or Suspected Violations of this Policy
 
It is the responsibility of every member of the campus community, including faculty, administrators, staff and students, to report any communication or conduct that appears to be prohibited by this policy immediately to the Title IX Coordinator identified above, or to one of the following offices: Office of Student Affairs (#309-457-2114), the Office of Academic Affairs (#309-457-2325), the Personnel Office (#309-457-2122), or Campus Security (#309-457-2345 after 4:30 p.m.). An appropriate and timely investigation into the report will then be conducted pursuant to this policy. Any retaliation against an individual who makes a complaint alleging a violation of this policy, or participates in the investigation or resolution of such a complaint, is strictly prohibited and will be considered a separate violation of this policy. Fabricated allegations are prohibited and are themselves violations of this and other College policies.
 
In addition to contacting the Title IX Coordinator, a student or other individual who has experienced a sexual assault, other act of sexual violence, domestic violence, dating violence, or stalking is encouraged to contact proper law enforcement authorities (e.g., by calling 911), including local police and any law enforcement officials at the College, about possibly filing a criminal complaint. The Title IX Coordinator is available to assist students and others in making contact with appropriate law enforcement authorities upon request. Any pending criminal investigation or criminal proceeding may have some impact on the timing of the College’s investigation, but the College will commence its own investigation as soon as is practicable under the circumstances. The College reserves the right to commence and/or complete its own investigation prior to the completion of any criminal investigation or criminal proceeding.
 
      IV.   Procedures for Investigation and Resolution of Alleged or Suspected Violations of this Policy

Monmouth College is committed to the prompt and equitable resolution of all alleged or suspected violations of its Policy Prohibiting Discrimination, Harassment, and Retaliation about which the College knows or reasonably should know, regardless of whether a complaint alleging a violation of this policy has been filed and regardless of where the conduct at issue occurred. The College’s ability to investigate in a particular situation, or the extent of the investigation in any given situation, may be affected by any number of factors, including whether the complainant is willing to file a complaint or to consent to an investigation, the location where the alleged conduct occurred, and the College’s access to information relevant to the alleged or suspected violation of this policy. The College is nonetheless committed to investigating all alleged and suspected violations of this policy to the fullest extent possible under the circumstances. The investigation of any suspected or alleged violation of this policy will be completed within 60 days of the filing of a complaint or the date on which the College becomes aware of a suspected violation of this policy unless the College determines in its discretion that more time is required to complete the investigation. The nature and extent of the investigation will vary depending upon the circumstances, including whether the parties are amendable to pursuing an informal resolution (and the matter is eligible for informal resolution, as discussed below).

The College reserves the right to suspend any member of the College community suspected or accused of violating this policy or to take any other interim measures the College deems appropriate, pending the outcome of an investigation or grievance. Such interim measures can include, but are not limited to, removing a student or employee from campus, modifying course schedules, and issuing a “no contact” order. In situations involving suspected or alleged violations of the Policy Prohibiting Discrimination, Harassment, and Retaliation, the College also reserves the right to take steps to protect the complainant as deemed necessary during the pendency of the investigation and resolution process (e.g., allowing for a change in academic situation, issuing a “no contact” order to the accused, etc.). Any such interim steps will be taken in a manner that minimizes the burden on the complainant to the extent possible.

If a complaint includes allegations or an individual files multiple complaints that could invoke more than one College policy or procedure, the College shall determine in its discretion what process it will use to resolve the grievance or grievances, and shall notify all parties of its determination. In addition, the College may, upon finding good cause, modify these procedures in the interests of promoting full and fair resolution of suspected or alleged violations of this policy in accordance with applicable law. Employees are encouraged to consult any applicable collective bargaining agreement for additional procedures that may apply.
 
      A.   Informal Resolution Process
 
Allegations of sexual assault, sexual violence, domestic violence, dating violence, or stalking may not be resolved using an informal resolution process (i.e., mediation). However, other alleged violations of this policy, including some allegations of sexual harassment, may be resolved using an informal resolution process overseen by the Title IX Coordinator if: (i) the College determines, in its discretion, that such a process would be appropriate; and (ii) all parties agree to participate.
The parties to any such informal process will not be required to deal directly with one another without the College’s involvement. Instead, one or more of the following individuals (or another individual designated by the Title IX Coordinator) may arrange for or facilitate mediation between the involved parties and coordinate other informal resolution measures: the Title IX Coordinator, the Dean of Students, the Associate Dean of Students, the Dean of the Faculty, the Associate Dean of the Faculty, or the Director of Personnel. Any party may request that the informal resolution process be terminated at any time, in which case the formal resolution process (described below) would commence. The College may also commence the formal resolution process at any time. In addition, any party can pursue formal resolution if he or she is dissatisfied with a proposed informal resolution.
 
      B.   Formal Resolution Processes

  1. Procedural Requirements Applicable to All Alleged or Suspected Violations

In addition to the specific procedures outlined in Sections IV.B.2-4, below, the following procedures apply to all alleged or suspected violations of this policy that are not resolved informally, regardless of whether the accused person is a student, a faculty member, or a staff member. As noted above, all matters that involve alleged or suspected sexual assault, sexual violence, domestic violence, dating violence, or stalking will be resolved in accordance with these formal resolution procedures. Furthermore, these formal resolution procedures will apply when a party to a complaint of discrimination, harassment, or retaliation so requests, or in any other instance that the College deems appropriate.

  • Standard for Determining Responsibility. The standard used to determine whether the policy has been violated is whether it is more likely than not that the accused violated this policy. This is often referred to as a “preponderance of the evidence” standard. 

  • Rights of Complainants and Accused Parties; Timing of Resolution. The College shall provide any individual suspected or accused of violating this policy with a written explanation of the suspected or alleged violations of this policy. Complainants and accused parties shall both be provided with the following in connection with the resolution of suspected or alleged violations of this policy. 
    • The opportunity to speak on their own behalf.
    • The opportunity to identify witnesses who can provide information about the alleged conduct at issue.
    • The opportunity to submit other evidence on their behalf.
    • The opportunity to review any information that will be offered by the other party in support of the other party’s position (to the greatest extent possible and consistent with FERPA or other applicable law).
    • The right to be informed of the outcome of the process (to the greatest extent possible and consistent with FERPA or other applicable law).
    • The opportunity to appeal the outcome of the process. 
  • Notification of Outcome. After the conclusion of the process, the College will provide written notification to the complainant and the accused of the outcome (i.e., whether a violation of this policy has occurred) within seven (7) calendar days after the conclusion of any hearing or proceeding unless the College determines that additional time is required. This notice shall be issued contemporaneously to both parties to the extent practicable. The College may also disclose to the complainant information about any sanctions or corrective actions taken that relate directly to the complainant (e.g., a “no contact” order). The College will maintain documentation of all hearings or other proceedings, which can take various forms (e.g., notes, written findings of fact, transcripts, or audio recordings, etc.). In no event will the complainant be required to abide by a nondisclosure agreement that would prevent disclosure of the outcome. 

  • Right to Appeal. Both the accused individual and the complainant may appeal the outcome of the process. Complainant appeals will be considered for the same grounds, and handled pursuant to the same procedures, as appeals by the accused individual.

  • Appropriate Corrective Action. The College reserves the right to take any corrective action it deems necessary to prevent the recurrence of any violations of the College’s Policy Prohibiting Discrimination, Harassment, and Retaliation and to correct any discriminatory effects on the complaining party, regardless of whether there is a finding of a violation as a result of the process and regardless of what, if any, sanctions are imposed.
 
      2.   Alleged or Suspected Violations by Students
 
Complaint Process
 
An individual who has a complaint against a student or group of students involving an alleged violation of this policy should contact the Title IX Coordinator or the Office of Student Affairs (or, if notification to the Office of Student Affairs is uncomfortable or inappropriate, an administrator within the Offices of Academic Affairs or Personnel). All members of the College community have an obligation to make sure that all alleged or suspected violations of this policy are directed to the administration for investigation and evaluation.
 
Although there is no specific time limit for reporting a suspected violation of this policy, making the complaint as promptly as possible after the date of the alleged misconduct is always encouraged. If the complainant is not comfortable preparing a written statement, he or she may be interviewed during the initial contact meeting by the administrator taking the complaint. The administrator will then prepare a written summary of the interview for signature by the complainant. The complainant will have an opportunity to review, amend, and sign the statement; however, the College will investigate all alleged or suspected violations of this policy regardless of whether a written complaint is filed. The accused will be notified of the complaint in accordance with Section IV.B.1, above.
 
Investigation Process
 
Upon receipt of such complaint, the Office of Student Affairs will conduct an investigation in accordance with Section IV.B.1, above, and will make a written recommendation to the Associate Dean of Students, discussing the (a) facts found during the investigation, (b) whether a disciplinary violation has occurred, and (c) recommended sanction for any such violation. In appropriate circumstances, the Associate Dean of Students, after consultation with the Dean of Students or President, may delegate the Associate Dean's decision-making function or the investigators' functions to other, appropriate administrators. In his or her sound discretion, the Associate Dean of Students may, after consultation with the Dean of Students or President, instead employ a qualified outside investigator to investigate the circumstances of a particular complaint involving a student.
 
The College will notify the parties of the outcome of the investigation in accordance with Section IV.B.1, above. If either the accused individual or the complainant is dissatisfied with the outcome of the investigation or the recommended disciplinary action, if any, both the complainant and the accused student(s) will be entitled to the same rights under the Student Disciplinary Procedures, as explained in the “Final Determination and Appeal” section below.
 
Final Determination and Appeal

Following the outcome of the investigation and any recommended disciplinary action, the Associate Dean of Students (or his or her designee) will select one of the following options in his or her discretion: (a) the Associate Dean of Students can either hear the case himself or herself, (b) convene a committee comprised of members of the college community to make a recommendation to him or her, or (c) appoint the committee described in (b) to make a decision. Regardless of which option is selected, the issues to be addressed are as follows: (a) whether a disciplinary violation has occurred, and (b) appropriate sanction(s) if a disciplinary violation has been found. The standard for determining responsibility shall be the “preponderance of the evidence” standard in accordance with Section IV.B.1, above.

Appeal rights regarding any such discipline shall be governed by the Student Disciplinary Procedures in effect at the time the complaint is made, with the understanding that complainant appeals will be considered for the same grounds, and handled pursuant to the same procedures, as appeals by the accused student(s). Appeals can currently be made to the Dean of Students (Vice President for Student Life).

      3.   Alleged or Suspected Violations by Members of the Faculty or Staff

Complaint Process
 
Alleged or suspected violations of this policy by any employee of the College (other than a member of a union subject to a collective bargaining agreement) shall be resolved using the following procedure. An individual who has a complaint against an employee involving an alleged violation of this policy may contact the Title IX Coordinator, or the Dean of Students, the Associate Dean of Students, the Dean of the Faculty, the Associate Dean of the Faculty, or the Director of Personnel. All members of the College community have an obligation to make sure that any complaints involving alleged or suspected violations of this policy are directed to the administration for investigation and evaluation.
 
Although there is no specific time limit for reporting a suspected violation of this policy, making the complaint as promptly as possible after the date of the alleged misconduct is always encouraged. If the complainant is not comfortable preparing a written statement, he or she may be interviewed during the initial contact meeting by the administrator taking the complaint. The administrator will then prepare a written summary of the interview for signature by the complainant. The complainant will have an opportunity to review, amend, and sign the statement; however, the College will investigate all alleged or suspected violations of this policy regardless of whether a written complaint is filed. The accused will be notified of the complaint in accordance with Section IV.B.1, above.
 
Investigation, Resolution, and Appeal of Alleged or Suspected Violations by Members of the Faculty
 
With respect to any alleged or suspected violations of this policy by a faculty member, an investigation shall be undertaken using the following procedure. The complaint shall be investigated by a "Faculty Investigative Team" composed of the Director of Personnel and a member of the Faculty Senate chosen by the Dean of the Faculty in consultation with the Faculty Senate Chair; at the discretion of the Dean of the Faculty, and after consultation with the Faculty Senate Chair, a third investigator from the faculty or administration may be appointed. Any member of the Faculty Investigative Team, after consultation with the Dean of the Faculty, or the Dean of the Faculty, after consultation with the President, may delegate his or her responsibilities to another administrator or faculty member, where the circumstances of a particular complaint make it inappropriate for the original member of the team or the Dean to participate or where delegation seems necessary to achieve a full and fair investigation of a particular complaint. In his or her sound discretion, the Dean of the Faculty may, after consultation with the Faculty Senate Chair and President, instead employ a qualified outside investigator to investigate the circumstances of a particular complaint involving a faculty member.
The Faculty Investigative Team or outside investigator shall investigate the circumstances of the complaint and prepare a written recommendation for the Dean of the Faculty, setting forth the team's findings as to the (a) merits of the complaint, (b) potential violation of this policy and related provisions of the Faculty Manual, and (c) range of possible sanctions. The Dean of the Faculty shall notify the complainant and the accused faculty member of the Faculty Investigative Team's or outside investigator’s recommendation in accordance with Section IV.B.1, above. If either the accused faculty member or the complainant is dissatisfied with the outcome of the investigation or the recommended disciplinary action, if any, he or she will be entitled to challenge that decision using the Grievance Procedures set forth at Section 1.8.8 of the Faculty Manual, with the understanding that the complainant will be entitled to the same procedures as the accused individual. The standard for determining responsibility shall be the “preponderance of the evidence” standard in accordance with Section IV.B.1, above. Any decision rendered at the conclusion of such a grievance procedure shall be final.
 
Investigation, Resolution, and Appeal of Alleged or Suspected Violations by Members of the Staff
 
Any alleged or suspected violation of this policy by a staff member shall be resolved using the following procedure. The complaint shall be investigated by the Director of Personnel and, at the Director's discretion, an additional staff member appointed by the Director of Personnel. The Director of Personnel, after consultation with the President, may delegate his or her responsibilities in this process to another administrator of the College, where the circumstances of a particular complaint make it inappropriate for the Director to participate or where delegation seems necessary to achieve a full and fair investigation of a particular complaint. In his or her sound discretion, the Director of Personnel, after consultation with the President, may instead employ a qualified outside investigator to investigate the circumstances of a particular complaint involving a staff member.
The Director of Personnel, investigative team, or outside investigator shall investigate the circumstances of the alleged or suspected violation and prepare a written decision as to the (a) merits of the complaint, (b) conduct standard violated, if any, and (c) appropriate sanction. The Director of Personnel shall notify the accused individual and the complainant in accordance with Section IV.B.1, above. The accused staff member and the complainant shall then have the right to challenge that decision using the Grievance Procedures set forth in the applicable employee manual (Administrative Staff Handbook at Section III.G; Support Staff Manual at Section III.K; UFCW Local 1546 Labor Agreement at Article 18), with the understanding that the complainant will be entitled to the same procedures as the accused individual. The standard for determining responsibility shall be the “preponderance of the evidence” standard in accordance with Section IV.B.1, above. Any decision rendered at the conclusion of such a grievance procedure shall be final.
 
      4.   Alleged or Suspected Violations by Persons Subject to Collective Bargaining Agreements
 
With respect to any alleged or suspected violations of this policy involving an employee subject to a collective bargaining agreement, the procedure employed for investigation, resolution, and appeal of such complaint shall be that set forth in the applicable collective bargaining agreement, and will be conducted in accordance with Section IV.B.1, above. Where a collective bargaining agreement does not identify a procedure applicable to discrimination, harassment, sexual harassment, or retaliation claims, the College will employ the procedure applicable to complaints against staff set forth above.
 
      V.   Confidentiality
 
The College has an independent obligation to investigate potential misconduct, even if a complainant does not want to make a written statement or "go public"; therefore, absolute confidentiality cannot be promised with respect to a complaint of discrimination, harassment, sexual harassment, or retaliation. The College wishes, however, to create an environment in which legitimate complaints are encouraged, while also protecting the privacy of all involved in an investigation. Complaints about violations of these policies will therefore be handled in strict confidence, with facts made available only to those who need to know in order for the College to promptly and thoroughly investigate and resolve the matter. Consistent with the College’s obligations under the Clery Act and the Campus SaVE Act, identifying information regarding complainants will not be included in any Timely Warnings or other publicly-available records.
 
      VI.   Academic Freedom
 
Monmouth College is committed to the principles of free inquiry and free expression. The College's Policy Prohibiting Discrimination, Harassment, and Retaliation is not intended to stifle this freedom, nor will it be permitted to do so. Prohibited discrimination, harassment, and retaliation, however, are neither legally protected expression nor the proper exercise of academic freedom, and such conduct is incompatible with the values of this College. To ensure that academic freedom considerations are properly considered in any investigation and resolution of a complaint, the Faculty Senate Chair will be consulted and a faculty member will be added to the investigative team for any complaint that appears to raise questions about academic freedom or appropriate pedagogy.
 
      VII.   Outside Remedies
 
Members of the Monmouth College community are always subject to local, state, and federal laws, and nothing in these procedures is intended to limit or postpone the right of an individual to file a complaint or charge with appropriate federal, state, or local departments or agencies. An individual is not required to use this complaint resolution procedure before pursuing other remedies.
 
Questions
 
Questions regarding the College's Policy Prohibiting Discrimination, Harassment, and Retaliation or these Procedures should be directed to the Title IX Coordinator, or to the Dean of Students, the Associate Dean of Students, the Dean of the Faculty, the Associate Dean of the Faculty, or the Director of Personnel.