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Title IX / Sexual Misconduct

 Rosemont College is committed to maintaining an environment conducive to learning for all students and a professional workplace for its employees that are free from offensive and unwelcome conduct, actions and words directed at anyone, but especially because of one’s membership in a protected class. Rosemont College prohibits discrimination, discriminatory harassment, and sexual harassment, including sexual violence and any type of sexual misconduct. This includes, but is not limited to, sexual violence, any type of sexual misconduct, discrimination, discriminatory harassment or retaliation. Sexual violence refers to physical sexual acts perpetrated against a person’s will or where a person is incapable or unable to give consent. Sexual violence includes rape, sexual assault, sexual battery and sexual coercion. Rosemont College is committed to a Zero-Tolerance Harassment Policy. It is the practice of Rosemont College that immediate effective action be taken to eliminate any hostile environment, prevent its recurrence, and remedy the effects on the victim regarding any harassment that interferes with or limits a student’s ability to participate in, or benefit from school, including all activities and services.

 This policy applies to all of the College’s officers, administrators, supervisors, faculty members, staff employees, students, volunteers, applicants, outside contractors, vendors, or other non-employees.

 Sexual harassment is defined as unwelcome conduct of a sexual nature, including sexual violence. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature.

 Sexual violence is defined as physical sexual acts perpetrated against a person’s will or when a person is incapable of giving consent (for example, due to the student’s age or use of drugs or alcohol, or because an intellectual or other disability prevents the student from having the capacity to give consent). A number of different acts fall into the category of sexual violence, including rape, sexual assault, sexual battery, sexual abuse, and sexual coercion, dating violence, domestic violence and stalking. Sexual violence can be carried out by school employees, fellow students, students from other schools, or third parties. Sexual violence is a form of sexual harassment.

 Rosemont College is committed to assisting any of our students/staff who have experienced sexual misconduct in making timely emotional, psychological and physical recovery and to respect the choices a student/staff makes about this process.

Conduct that occurs off-campus (regardless of the location) can be the subject of a complaint or report and will be evaluated to determine whether it violates this policy, e.g. if off-campus harassment has continuing effects that create a hostile environment on campus. Allegations of off-campus sexual misconduct are of particular concern and should be brought to the College's attention.

The College encourages any individual who believes he or she has been the victim of harassment or retaliation to report immediately the incident or incidents giving rise to such concerns.

 Rosemont College does not discriminate on the basis of race, color, national origin, sex, disability, religion, age, veteran status, gender identity or expression, or sexual orientation in its programs and activities as required by Title IX of the Educational Amendments Act of 1972, the Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, and other applicable statutes and College Policies.

 Title IX of the Education Amendments of 1972 (discrimination based on sex), prohibits discrimination on the basis of sex in programs and activities by colleges that receive federal financial assistance. Sex discrimination includes sexual harassment (which includes sexual assault and other forms of sexual misconduct). The College complies with Title IX and does not discriminate on the basis of sex, gender identity, or gender expression in educational programs, admissions, or employment.

 Rosemont College will not tolerate sexual violence, dating violence, domestic violence, stalking, or sexually inappropriate conduct in any form. Other acts can also be forms of sex or gender-based discrimination and are also prohibited whether sexually based or not, including dating violence, domestic violence, and stalking.

 Inquiries may be referred to the Title Ix Coordinator or Deputy Coordinators or to the Office for Civil Rights, United States Department of Education. For further information, visit http://wdcrobcolp01.ed.gov/CFAPPS/OCRcontactus.cfm for the address and phone number of the U.S. Department of Education office that serves your area, or call 1-800-421-3481.

Retaliation

Title IX prohibits retaliation against any individual for reporting, providing information, exercising one's rights or responsiblities, or otherwise being involved in the process of responding to, investigating, or addressing allegations of sex discrimination, sexual harasssment, and sexual violence. Therefore, any retaliation, intimidation, threats. coercion, or discrimination against any such individual, undertaken or attempted either directly or by someone acting on behalf of another, will be addressed by Rosemont College, and indivduals who enage in such actions are subject to discipline up to and including suspension, exclusion, or dismissal from the College, consistent with College procedure. Anyone who is aware of possible retaliation or has other concerns regarding the response to a complaint of sexual misconduct should report such concerns to the Title IX Coordinator or to any Deputy Coordinator, who shall take appropriate actions to address such conduct in a prompt and equitable manner. 

 Students:
Any student who believes, suspects or knows of anyone, including themselves, has been a victim of sexual misconduct report it to any of the individuals/groups listed on the back of this card or report it online at www.rosemont.edu/crimereport
Incidents involving other forms of harassment and/or discrimination should be brought to the attention of the Dean of Students. 
Employees:
Any employee who believes, suspects, or knows of any victim, including themselves of sexual misconduct, harassment and/or discrimination should bring the matter to the attention of their supervisor, Assistant Vice President for Human Resources/Title IX Coordinator, or any Title IX Deputy Coordinator.
All members of the faculty, administration, and supervisors who have information regarding, are witness to, or become aware by any means of any form of discrimination, sexual harassment, sexual misconduct, inappropriate sexual behavior, and/or criminal activity that occurs on our campus involving either an employee, student, or guest are REQUIRED TO REPORT the incident immediately. All other employees are strongly encouraged to report such incidents. Reports may be made directly to either the Title IX Coordinator or a Title IX Deputy Coordinator. 
 
 
If it happens on our campus, we need to know about it!

The following persons have been designated as Title IX Coordinators to handle inquiries regarding the non-discrimination policies (including policies prohbiting harassament and retaliation) and to serve as the overall campus coordinator for purposes of Title IX compliance:

All Title IX issues, inquiries, and concerns should be directed to a trained member of the College community. Please do not hesitate to contact one of the members below:

TITLE IX COORDINATOR

Jane Federowicz

Assistant Vice President for Human Resources

Room 205, Main Building

jfederowicz@rosemont.edu, 610-527-0200 ext. 2242

TITLE IX DEPUTY COORDINATORS

Troy Chiddick

Dean of Students

Room 105, Good Counsel Hall

tchiddick@rosemont.edu, 610-527-0200 ext. 2400

 

Osmond Mbaeri

Director of Public Safety

Cardinall Hall, Lower Level

Osmond.Mbaeri@rosemont.edu, 610-527-0200 ext. 2556

 

Matthew Baker

Sergeant, Public Safety

Cardinal Hall, Lower Level

Matthew.baker@rosemont.edu, 610-527-0200 ext. 2554

 Other Resources:
Rosemont College Public Safety: 610-527-1038
Lower Merion Police Department: 610-649-1000
Victim Services Center of Montgomery County: 610-277-5200

Rosemont Counseling Center: 610-527-0200 ext. 2416

Personal safety and well-being should be the first priority for any individual who is the victim or a survivor of sexual harassment, misconduct, or violence, including sexual assault. If you are the victim of a sexual assault or harassment get to a safe place and ask for help.

  • 911
  • Lower Merion Police Department 71 E. Lancaster Ave. Ardmore, PA 19003
  • Non-Emergency- 610-649-1000
  • Rosemont College Public Safety 610-527-1038
  • Bryn Mawr Hospital 130 South Bryn Mawr Ave. Bryn Mawr, PA 19010 (484)580-1000
  • Victim Services Center of Montgomery County, 325 Swede Road, Norristown, PA 19401- (888)521-0983 Website: www.Victimservicecenter.org
  • Women Organized Against Rape Philadelphia, PA Hotline: 215-985-3333
  • Rosemont College Counseling Center Room 9 on the lower level of Immaculate Conception Chapel 610-527-0200, x2416 Monday-Friday, 9 a.m. to 4 p.m.

 

Any of the TITLE IX COORDINATORS

Jane Federowicz, Assistant Vice President for Human Resources

Room 205, Main Building

jfederowicz@rosemont.edu, 610-527-0200, X2242

 

Troy Chiddick, Dean of Student

Room 105, Good Counsel Hall

tchiddick@rosemont.edu, 610-527-0200, X2400

        

 

Matthew Baker, Director of Public Safety

Cardinal Hall, Lower Level

Matthew.baker@rosemont.edu, 610-527-0200, X2554

 

Helpful Notes:

Rosemont College is committed to providing options, support, and assistance to victims/survivors of sexual assault, domestic violence, dating violence, and/or stalking. All victims of these crimes and violations, regardless of race, color, national origin, religion, creed, age, disability, sex, gender identity or expression, sexual orientation, familial status, pregnancy, predisposing genetic characteristics, military status, domestic violence victim status, or criminal conviction, have the following rights, regardless of whether the crime of violation occurs on or off campus:

  1. The right to be treated with respect by college officials;
  2. The right not to be discouraged from reporting by college officials;
  3. The right to be informed of their options to notify proper law enforcement authorities and the option to be assisted by campus authorities in notifying such authorities, if the student so chooses;
  4. The right to be notified of available counseling, mental health or student services for survivors of sexual assault, both on campus and in the community;
  5. The right to notification of and options for, and available assistance in, changing academic and living situations after a reported sexual assault incident, if so requested by the survivor and if such changes are reasonably available;
  6. The right to a campus no-contact order against another student who has engaged in or threatens to engage in stalking, threatening, harassing or other improper behavior that presents a danger to the welfare of the complaining student;
  7. The right to a thorough, prompt, and equitable investigation and resolution of a complaint involving sexual misconduct;
  8. The right to be informed of the outcome and sanction of any disciplinary hearing involving sexual assault, without condition;
  9. The right to appeal the finding and sanction of the sexual misconduct hearing;
  10. The right to be free from retaliation by the institution, the accused and/or respondent, and/or their friends, family and acquaintances within the jurisdiction of the College.

Rosemont College is committed to maintaining an environment conducive to learning for all students and a professional workplace for its employees that are free from offensive and unwelcome conduct, actions and words directed at anyone, but especially because of one’s membership in a protected class. Rosemont College prohibits discrimination, discriminatory harassment, and sexual harassment, including sexual violence and any type of sexual misconduct. Rosemont College prohibits the offenses of domestic violence, dating violence, sexual assault and stalking (as defined by the Clery Act).  This policy also prohibits retaliation against a person who reports, complains about, or who otherwise participates in good faith in any matter related to this policy.  

 

Rosemont College does not discriminate on the basis of sex in its educational, extracurricular, athletic, or other programs or in the context of employment.  Sex discrimination is prohibited by Title IX of the Education Amendments of 1972, a federal law that provides: 

 

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. 

 

It is the practice of Rosemont College that immediate effective action is taken to eliminate any hostile environment, prevent its recurrence, and remedy the effects on the victim regarding any harassment that interferes with or limits a person’s ability to participate in, or benefit from school, including all activities and services.  

 

Rosemont College prohibits discrimination, which can include disparate treatment directed toward individuals or group of individuals based on race, ethnicity, sex, color, religion, national origin, physical or mental disability, age, marital status, sexual orientation, pregnancy, gender identity, status as a veteran, or other protected class, that adversely affects their employment or education.  

 

Rosemont College also prohibits sexual misconduct in any form, including sexual assault or abuse, sexual harassment, sexual violence, stalking, dating violence, domestic violence and any other forms of unwelcome conduct of a sexual nature, all of which can be forms of sexual discrimination. Members of the Rosemont College community should be able to live, study, and work in an environment free from sexual misconduct.  

 

All members of the administration, faculty, staff and students will be subject to Rosemont College's disciplinary process for violation of this policy. Persons engaged in prohibited conduct may also be subject to criminal and civil procedures at state and/or federal levels. Rosemont College is committed to fair and prompt procedures to investigate and adjudicate reports of sexual misconduct.  

 

This policy applies to all Rosemont College officers, administrators, supervisors, faculty, staff, students, volunteers, outside contractors, vendors, visitors, and applicants for employment or admission.  

 

This policy applies to all on-campus and off-campus conduct.  The College strongly encourages reports of prohibited conduct regardless of location. Even if the policy does not apply to the conduct because of its location, the College will take prompt action to provide for the safety and well-being of the complainant and the broader campus community.  

 

CONFIDENTIALITY 

  

Rosemont College encourages victims of sexual misconduct to talk to somebody about what happened – so victims can get the support they need, and Rosemont College can respond appropriately.  

 

Different employees on campus have different abilities to maintain a victim’s confidentiality. Some are required to maintain near complete confidentiality; talking to them is sometimes called a “privileged communication.”  

 

Other employees may talk to a victim in confidence, and generally only report to the College that an incident occurred without revealing any personally identifying information. Disclosures to these employees will not trigger an investigation into an incident against the victim’s wishes.  

 

Some employees are required to report all the details of an incident (including the identities of both the victim and alleged perpetrator) to the Title IX Coordinator. A report to these employees (called “Responsible Employees”) constitutes a report to Rosemont College – and generally obligates Rosemont College to investigate the incident and take appropriate steps to address the situation.  

 

Professional, licensed counselors and pastoral counselors who provide mental-health counseling to members of the College Community (and including those who act in that role under the supervision of a licensed counselor) are not required to report any information about an incident to the Title IX Coordinator without a victim’s permission.  

 

Off-Campus Counseling Services 

 

Off-campus counselors, advocates, and health care providers will also generally maintain confidentiality and not share information with Rosemont College unless the victim requests the disclosure and signs a consent or waiver form.  All services are voluntary, confidential, and free of charge to all students and staff. Following is contact information for these off-campus resources 

 

Victim Services Center of Montgomery County  

325 Swede Road, Norristown, PA 19401 

(610) 277-0932 

24 Hotlines: (610) 277-5200, (610) ASSIST-1, (888) 521-0983 

Website: www.victimservicescenter.org 

 

The Women’s Center of Montgomery County    

24 hour Hot Line: 1-800-773-2424 

Website: www.wcmontco.org 

 

Women Organized Against Rape (WOAR) 

One Penn Center 

1617 John F Kennedy Blvd.  

Suite 1100 

Philadelphia, PA 19103 

24 hour Hot Line: 215-985-3333 

Website: www.woar.org 

 

Bryn Mawr Hospital (for medical treatment) 

130 S. Bryn Mawr Avenue 

Bryn Mawr, PA 19010 

484-337-3000 

 

Philadelphia Sexual Assault Response Center 

300 East Hunting Park Avenue 

Philadelphia, PA 19124 

Hotline: 215-425-1625 

 

Mazzoni Center (LGBTQ Health & Well-being) 

21 S. 12th Street 

Floor 8 

Philadelphia, PA  19107 

215-563-0652 

www.mazzonicenter.org 

 

 

On-Campus Counseling Services 

 

The Counseling Center at Rosemont College is committed to promoting the personal growth and development of our students and to assisting them in overcoming obstacles that may interfere with their academic success. The Center offers a safe atmosphere for students to discuss any personal concerns or difficulties. All services are voluntary, confidential, and free of charge to all students. 

 

Directors of Counseling/Wellness 

Lower level of Immaculate Conception Chapel 

610-527-0200, x2416, x2420 

Monday - Friday, 9 a.m. to 4 p.m., Special drop-in times are also available 

 Click Here

In the event of an emergency and the Counseling Center is closed, contact Public Safety at x2555 or go to the Bryn Mawr Hospital Emergency Room. 

 

Individuals who work or volunteer in the Counseling Department can generally talk to a victim without revealing any personally identifying information about an incident to Rosemont College.  A victim can seek assistance and support from these individuals without triggering a Rosemont College investigation that could reveal the victim’s identity or that the victim has disclosed the incident.  

 

While maintaining a victim’s confidentiality, these individuals or their office should report the nature, date, time, and general location of an incident to the Title IX Coordinator. This limited report – which includes no information that would directly or indirectly identify the victim – helps keep the Title IX Coordinator informed of the general extent and nature of sexual violence on and off campus so the Coordinator can track patterns, evaluate the scope of the problem, and formulate appropriate campus-wide responses. Before reporting any information to the Title IX Coordinator, these individuals will consult with the victim to ensure that no personally identifying details are shared with the Title IX Coordinator.  

 

A victim who speaks to a professional or non-professional counselor or advocate must understand that, if the victim wants to maintain confidentiality, Rosemont College will be unable to conduct an investigation into the particular incident or pursue disciplinary action against the alleged perpetrator.  

 

Even so, these counselors and advocates will still assist the victim in receiving other necessary protection and support, such as victim advocacy, academic support or accommodations, disability, health or mental health services, and changes to living, working or course schedules. A victim who at first requests confidentiality may later decide to file a complaint with the school or report the incident to local law enforcement , and thus have the incident fully investigated. These counselors and advocates will provide the victim with assistance if the victim wishes to do so.  

 

Requesting Confidentiality - How Rosemont College Will Weigh the Request and Respond 

 

If a victim discloses an incident to a Responsible Employee but wishes to maintain confidentiality or requests that no investigation into a particular incident be conducted or disciplinary action taken, Rosemont College must weigh that request against Rosemont College’s obligation to provide a safe, non-discriminatory environment for all students and employees, including the victim.  

 

If Rosemont College honors the request for confidentiality, a victim must understand that Rosemont College’s ability to meaningfully investigate the incident and pursue disciplinary action against the alleged perpetrator(s) may be limited.  

 

Although rare, there are times when Rosemont College may not be able to honor a victim’s request in order to provide a safe, non-discriminatory environment for all students. Rosemont College has designated the following individual to evaluate requests for confidentiality once a Responsible Employee is on notice of alleged sexual violence:  

 

Jane Federowicz - Assistant Vice President for Human Resources/ Title IX Coordinator 

 

When weighing a victim’s request for confidentiality or that no investigation or discipline be pursued, the Title IX Coordinator will consider a range of factors, including the following:  

 

The increased risk that the alleged perpetrator will commit additional acts of sexual or other violence, such as: 

  • whether there have been other sexual violence complaints about the same alleged perpetrator;  
  • whether the alleged perpetrator has a history of arrests or records from a prior school indicating a history of violence;  
  • whether the alleged perpetrator threatened further sexual violence or other violence against the victim or others;  
  • whether the sexual violence was committed by multiple perpetrators;  
  • whether the sexual violence was perpetrated with a weapon;  
  • whether the victim is a minor;  
  • whether Rosemont College possesses other means to obtain relevant evidence of the sexual violence;  
  • Whether the victim’s report reveals a pattern of perpetration at a given location or by a particular group.  

 

The presence of one or more of these factors could lead Rosemont College to investigate and, if appropriate, pursue disciplinary action. If none of these factors is present, Rosemont College will likely respect the victim’s request for confidentiality.  

 

If Rosemont College determines that it cannot maintain a victim’s confidentiality, Rosemont College will inform the victim prior to starting an investigation and will, to the fullest extent possible, only share information with people responsible for handling Rosemont College’s response.  

 

Rosemont College will remain ever mindful of the victim’s well-being, and will take ongoing steps to protect the victim from retaliation or harm and work with the victim to create a safety plan. Retaliation against the victim, whether by students or College employees, will not be tolerated. Rosemont College will also:  

  • assist the victim in accessing other available victim advocacy, academic support, counseling, disability, health or mental health services, and legal assistance both on and off campus;  
  • provide other security and support, which could include issuing a no-contact order, helping arrange a change of living or working arrangements or course schedules (including for the alleged perpetrator pending the outcome of an investigation) or adjustments for assignments or tests; and  
  • Inform the victim of the right to report a crime to campus or local law enforcement – and provide the victim with assistance if the victim wishes to do so.  
  • If Rosemont College determines that it can respect a victim’s request for confidentiality, Rosemont College will also take immediate action as necessary to protect and assist the victim.  

 

The College does not publish the name of crime victims or other identifiable information regarding victims in the Daily Crime Log or in the annual crime statistics that are disclosed in compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act.  Furthermore, if a Timely Warning Notice is issued on the basis of a report of domestic violence, dating violence, sexual assault or stalking, the name of the victim and other personally identifiable information about the victim will be withheld. 

 

ACCOMMODATIONS 

 

The Title IX Coordinator and the Dean of Students are available to coordinate efforts to meet the victim’s needs. If requested and appropriate, the Title IX Coordinator and the Dean of Students will assist with safety concerns, discussions with significant others, or accommodations such as alternative class assignment or working arrangement, transportation assistance and/or escort to vehicle, administrative no-contact orders, safety and security services and other assistance if requested and reasonably available. 

 

DEFINITIONS 

 

Sexual Harassment is defined as any unwelcome conduct of a sexual nature. Conduct is considered "unwelcome" if the person did not request or invite it and considered the conduct to be undesirable or offensive. Unwelcome conduct can occur in various forms including name calling, graphic/written statements, physically threatening, harmful, and humiliating. The conduct need not include intent to harm, specific target or be repeated. And too, failure to complain does not equal welcomeness and welcoming some conduct does not welcome all conduct.  

 

Sexual harassment can include unwanted or unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature, such as sexual assault or sexual violence. Determination as to whether the alleged conduct constitutes sexual harassment should take into consideration the totality of the circumstances, including whether it denies or limits the person's ability to participate in or to receive benefits, services, or opportunities in the College's programs and has the purpose or effect of unreasonably interfering with an individual's personal, educational or work experience or creating an intimidating, hostile or offensive work environment.  

 

Under this policy, sexual harassment can be verbal, visual or physical. It can be overt, as in the suggestion that a person could get a higher grade or a raise in salary by submitting to sexual advances. The suggestion or the advance need not be direct or explicit; it can be implied from the conduct, circumstances and relationships of the persons involved. Sexual harassment can also consist of persistent, unwelcome attempts to change a professional or academic relationship to a personal one. It can range from unwelcome sexual flirtations and inappropriate put-downs of individual persons or classes of people to serious physical abuses such as sexual assault.  

 

Examples could include, but are not limited to, unwelcome sexual advances; repeated and unwelcome sexually-oriented bullying, teasing, joking, or flirting; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess, or sexual deficiencies; gender harassment/stereotyping; derogatory or demeaning comments about women or men in general, whether sexual or not; leering, touching, pinching, or brushing against another's body; or displaying objects or pictures, including electronic images, which are sexual in nature and which create a hostile or offensive work, education or living environment.  

 

Gender-based Harassment is unwelcome conduct of a nonsexual nature based on a student's actual or perceived sex, including conduct based on gender identity, gender expression and nonconformity with gender stereotypes.  

 

Sexual Assault is a severe form of sexual harassment. Sexual assault is actual or attempted sexual contact with another person without that person's consent, including but not limited to, physical sexual acts perpetrated against a person's will or where a person is incapable of giving consent due to use of drugs and/or alcohol or to an intellectual or other disability. Examples of sexual assault include rape, sexual battery and sexual coercion. Sexual assault is an offense that meets the definition of rape, fondling, incest, or statutory rape as used in the FBI's Uniform Crime Reporting program.   

 

Dating Violence is defined as violence committed against a person a) who is or has been in a social relationship of a romantic or intimate nature with the victim and b) where the existence of such relationship shall be determined based on a consideration of (i) the length of the relationship, (ii) the type of relationship and (iii) the frequency of interaction between the persons involved in the relationship.  

 

Domestic Violence is crimes of violence committed by an intimate partner on the other intimate partner. Intimate partner means a spouse; a former spouse; persons who have a child in common whether or not they have been married or lived together at any time; and persons who are or were involved in a dating relationship. Dating relationship means frequent, intimate associations primarily characterized by the expectation of affection or sexual involvement, but does not include a causal relationship or an ordinary association between persons in a business or social context. 

 

Stalking is defined as engaging in a course of conduct or repeatedly communicating to another person, repeatedly committing acts to another person, or repeatedly following the other person without proper authority, in a manner which exhibit an intent to place that person in reasonable fear of bodily injury or to cause substantial emotional stress to that person.  

 

Consent must be informed, voluntary, and mutual, and can be withdrawn at any time. There is no consent when there is force, expressed or implied, or when coercion, intimidation, threats, or duress is used. Whether a person has taken advantage of a position of influence over another person may be a factor in determining consent. Silence or absence of resistance does not imply consent. Past consent to sexual activity with another person does not imply ongoing future consent with that person or consent to that same sexual activity with another person.  

 

If a person is mentally or physically incapacitated or impaired so that such person cannot understand the fact, nature, or extent of the sexual situation, there is no consent; this includes impairment or incapacitation due to alcohol or drug consumption that meets this standard, or being asleep or unconscious. 

 

REPORTING SEXUAL MISCONDUCT 

 

If you are the victim of a sexual assault or harassment get to a safe place and ask for help, tell someone:  

 

Call 911and/or 

610-527-1038- Public Safety  

 

The initial concern of the College is for the well-being and safety of the victim and the community. If there is reason to believe that an assailant is at large who poses an immediate threat to the community, the Title IX Coordinator and the Director of Public Safety will take action to protect the campus. In doing so, they will reveal no information which might identify the victim.  

 

After seeing to the well-being of the student reporting the alleged assault and to the immediate security of the campus, the College will investigate the charge that has been reported. 

 

The College does not have a timeframe for reporting sexual misconduct. Reports can be submitted at any time following an incident, although the College’s ability to take any action may be negatively affected by the length of time between the alleged incident and the report.  

 

Any student or employee who believes suspects or knows of anyone, including themselves, has been a victim of sexual misconduct report it to the Title IX Coordinator, one of the Deputy Coordinators or a Responsible Employee.   

 

All members of the faculty, administration, supervisors, coaches, Public Safety Officers, RA’s, and Residence Life staff who have information regarding, are witness to, or become aware by any means of any form of discrimination, sexual harassment, sexual misconduct and/or inappropriate sexual behavior that occurs on campus or at a College related activity, are required to report the incident immediately.  All other employees are strongly encouraged to report such incidents.  Reports may be made directly to either the Title IX Coordinator or a Title IX Deputy Coordinator.    

 

Title IX Coordinator and Deputy Coordinator Information 

 

TITLE IX COORDINATOR  

Jane Federowicz Assistant Vice President for Human Resources  

Room 205, Main Building  

 jfederowicz@rosemont.edu 

610-527-0200, X2242  

 

TITLE IX DEPUTY COORDINATORS 

Matthew Baker 

 Director, Public Safety  

Cardinal Hall, Lower Level  

Matthew.baker@rosemont.edu 

610-527-0200, X2556 

  

Troy Chiddick Dean of Students  

Room 105, Good Counsel Hall  

tchiddick@rosemont.edu 

610-527-0200, X2400  

 

Reporting to “Responsible Employees”  

 

A “Responsible Employee” is a College employee who has the mandated responsibility of reporting sexual harassment and misconduct to the Title IX Coordinator 

 

When a victim tells a Responsible Employee about an incident of sexual misconduct/violence, the victim has the right to expect Rosemont College to take immediate and appropriate steps to investigate what happened and to resolve the matter promptly and equitably.  

 

A Responsible Employee must report to the Title IX Coordinator all relevant details about the alleged sexual misconduct /violence shared by the victim including the names of the victim and alleged perpetrator(s), any witnesses, and any other relevant facts, including the date, time and specific location of the alleged incident.  

 

To the extent possible, information reported to a responsible employee will be shared only with people responsible for handling Rosemont College’s response to the report. A Responsible Employee should not share information with law enforcement without the victim’s consent or unless the victim has also reported the incident to law enforcement. 

 

Before a victim reveals any information to a Responsible Employee, the Responsible Employee should ensure that the victim understands the employee’s reporting obligations – and, if the victim wants to maintain confidentiality, direct the victim to confidential resources.  

 

If the victim wants to tell the Responsible Employee what happened but also maintain confidentiality, the employee should tell the victim that Rosemont College will consider the request, but cannot guarantee that Rosemont College will be able to honor it. In reporting the details of the incident to the Title IX Coordinator, the Responsible Employee will also inform the Title IX Coordinator of the victim’s request for confidentiality.  

 

 

Protection of Minors 

 

Rosemont College is dedicated to the welfare and safety of minors who visit the Rosemont College campus, who participate in Rosemont College’s programs, or who are entrusted to Rosemont College’s care.  Every member of the College Community (not limited to individuals who interact with minors) is required by law to report known or suspected instances of the abuse of, neglect of, or inappropriate interaction with minors.  In Pennsylvania, children less than 13 years of age cannot grant consent to sexual activity. Teens between the ages of 13 and 15 can consent to sexual activity with peers within a four-year age range. People aged 16 and older can legally consent to sexual activity with anyone they choose, as long as the other person does not have authority over them as defined in Pennsylvania’s institutional sexual assault statute.  

 

Local Law Enforcement 

 

Notwithstanding the victim's ability to file/report a complaint with Rosemont College, the victim may also file a report with local law enforcement. College personnel will assist the victim in reporting the alleged offense to the local police if the victim requests such assistance. In addition, the importance of preserving evidence for proof of a criminal offense is conveyed to the victim at the time of first reporting. Although the College strongly encourages all member of its community to report violations of this policy to law enforcement, it is the victim’s choice whether or not to make such a report. Furthermore, victims have the right to decline to notify law enforcement. 

 

College action against violators of this policy does not in any way preclude the possibility of criminal action by civil authorities, should the victim wish to pursue this course of action. 

 

Office for Civil Rights 

 

An individual to whom this policy applies may also file a complaint with the Office for Civil Rights (OCR); however, Rosemont College encourages you, but does not require you, to first file/report any sexual misconduct complaint with any of the Rosemont College parties named herein. For more information and/or to file a complaint with OCR:  Philadelphia Office for Civil Rights, U.S. Department of Education, The Wanamaker Building, 100 Penn Square East, Suite 515, Philadelphia, PA 19107. Telephone: 215-656-8541 Email: CR.Philadelphia@ed.gov 

 

VICTIMS’ RIGHTS 

 

Rosemont College is committed to providing options, support, and assistance to victims/survivors of sexual assault, domestic violence, dating violence, and/or stalking.  All victims of these crimes and violations, regardless of race, color, national origin, religion, creed, age, disability, sex, gender identity or expression, sexual orientation, familial status, pregnancy, predisposing genetic characteristics, military status, domestic violence victim status, or criminal conviction, have the following rights, regardless of whether the crime of violation occurs on or off campus:  

  • The right to be treated with respect by college officials; 
  • The right not to be discouraged from reporting by college officials; 
  • The right to be informed of their options to notify proper law enforcement authorities and the option to be assisted by campus authorities in notifying such authorities, if the student/employee so chooses; 
  • The right to be notified of available counseling, mental health or services for survivors of sexual assault, both on campus and in the community; 
  • The right to notification of and options for, and available assistance in, changing academic and living situations, work situations after a reported sexual assault incident, if so requested by the survivor and if such changes are reasonably available; 
  • The right to a campus no-contact order against another student who has engaged in or threatens to engage in stalking, threatening, harassing or other improper behavior that presents a danger to the welfare of the complaining student; 
  • The right to a thorough, prompt, and equitable investigation and resolution of a complaint involving sexual misconduct; 
  • The right to be informed of the outcome and sanction of any disciplinary decision/hearing involving sexual assault, without condition; 
  • The right to appeal the finding and sanction of the sexual misconduct decision/hearing; 
  • The right to be free from retaliation by the institution, the accused and/or respondent, and/or their friends, family and acquaintances within the jurisdiction of the College. 

 

Rosemont College will provide written notice of these rights when a student or employee reports their victimization. 

 

Medical Attention/Preservation of Evidence 

  

For your safety and well-being, immediate medical attention is encouraged. In the case of rape or sexual assault, getting immediate medical attention is crucial so you can be evaluated for physical damage as well as collect any physical evidence. To keep evidence viable, do not change clothes, bathe, shower, use the restroom or cleanse in any way prior to your examination. If you have physical injuries, have them photographed with a date stamp on the photo. Try to memorize details and record those details. Getting medical attention does not require you to report to anyone. 

 

RESOLUTION PROCESS  

 

The College will make every attempt to complete the investigation, hearing and decision within 60 days of the initial complaint.  If extenuating circumstances will delay the proceedings, the College will inform both the complainant and respondent of the circumstances.   

 

Interim Measures and Remedies 

 

Upon receipt of a report, the College will provide reasonable and appropriate interim measure designed to eliminate the alleged hostile environment and protect the Parties involved. The College will make reasonable efforts to communicate with the Parties to ensure that all safety, emotional and physical well-being concerns are being addressed. Interim measures may be imposed regardless of whether formal disciplinary action is sought by the Complainant or the College, and regardless of whether the crime is reported to local law enforcement. 

 

A Complainant or Respondent may request a No Contact Order or other protection, or the College may choose to impose interim measures at it direction to ensure the safety of all Parties, the broader College community, and/or the integrity of the process. 

 

The College will maintain the privacy of any remedial and protective measures provided under this Policy to the extent practicable ad will promptly address any violation of the protective measures. All individuals are encouraged to report concerns about failure of another individual to abide by any restrictions imposed by an interim measure. The College will take immediate and responsive action to enforce a previously implemented restriction if such restriction was violated. 

 

Interim measures will be implemented at the discretion of the College. Potential remedies, which may be applied include: 

 

  • Access to counseling services and assistance in setting up initial appointment, both on and off campus; 
  • Imposition of campus “No Contact Order”; 
  • Rescheduling of exams and assignments; 
  • Providing alternative course completion options; 
  • Change in class schedule, including the ability to take an “incomplete,” or drop a course without penalty; 
  • Change in work schedule or job assignment; 
  • Change in on-campus housing; 
  • Limit an individual’s access to certain College facilities or activities pending resolution of the matter; 
  • Providing an escort to ensure safe movement between classes and activities; 
  • Providing medical services; 
  • Providing academic support services, such as tutoring; 
  • Interim suspension or College-imposed leave; 
  • Any other remedy that can be tailored to the involved individuals to reasonably achieve the goals of this Policy; 
  • Assist with contacting local police. 

 

 

Interim Suspension 

 

Where the reported conduct poses a substantial and immediate threat of harm to the safety or well-being of an individual, members of the campus community, or the performance of normal College functions, the College may place a student or impose leave for an employee. Pending resolution of the report, the individual may be denied access to the campus, campus facilities, and/or all other College activities or privileges for which the student/employee might otherwise be eligible, as the College determines appropriate. When interim suspension or leave is imposed, the College will make reasonable efforts to complete the investigation and resolution within an expedited time frame. 

 

Informal Process:  

Rosemont College has adopted an informal process through which harassment and discrimination complaints may be resolved promptly and discreetly, often through communication, education, and/or mutual agreement. The Reporting party can end the informal process at any time and begin the formal resolution process. The goal of informal resolution is to resolve concerns at the earliest stage possible, with the cooperation of the parties involved.  

 

Efforts for early resolution will be flexible and encompass a full range of possible outcomes, including, but not limited to addressing the Responding party, participating in mediation (which may be ended at any time by either party in favor of the formal process), or arranging a remedy for the Reporting party and/or agreement by the Responding party to accept a disciplinary sanction. The informal resolution process could include by way of example: separating the parties; referring the parties to counseling; conducting targeted educational and training programs; or providing remedies for the individual harmed by the alleged discrimination.  

 

Mediation will not be used to resolve alleged sexual assault complaints.  

 

If the matter is resolved informally to the satisfaction of all parties, the Title IX Coordinator will maintain a record of the complaint and its resolution.  

 

If informal resolution is not possible, the Title IX Coordinator will proceed to formal resolution of the complaint.  

 

Reporting and Investigation 

 

Reporting a sexual assault may help to prevent another assault. Reporting the incident does not mean the victim must proceed with a prosecution.  

 

In order to initiate, if necessary, the investigation process, the Reporting party (complainant) should submit a signed, written statement, including the Reporting Party's name, signature, contact information; the name of the person directly responsible for the alleged violation; a detailed description of the conduct or event that is the basis of the alleged violation; the date(s) and location(s) of the occurrence(s); the names of any witnesses to the occurrence(s); the resolution sought; and any documents or information that is relevant to the complaint. While an investigation may begin on the basis of an oral complaint, the Reporting party is strongly encouraged to file a written complaint.  

 

When a Responsible Employee has knowledge of or receives a complaint of sexual misconduct, the individual receiving the complaint shall immediately notify the Title IX Coordinator. Once an oral or written complaint is filed with the Title IX Coordinator the complaint will be assessed, and if warranted, will be assigned for investigation to a Title IX Investigator.  

 

In the event the Title IX Coordinator finds an investigation may not be warranted, he/she may also dismiss the complaint if the facts alleged in the complaint, even if taken as true, do not constitute prohibited harassment or discrimination; the complaints fails to allege any facts that suggest prohibited harassment or discrimination occurred; or the appropriate resolution or remedy has already been achieved or have been offered and rejected.  

 

If it is determined that a complaint will not be investigated, the Title IX Coordinator will send the Reporting party a notification letter explaining the reason for the dismissal and informing the Reporting party that, within fifteen (15) business days of the notification, he or she may appeal the decision not to proceed with a complaint investigation to the Title IX Hearing Panel or the Vice President of Finance and Administration. The written appeal must explain why the decision to dismiss the complaint was in error. The Hearing Board or Vice President for Finance and Administration will respond within twenty (20) business days of receipt of the appeal. The Rosemont College Hearing Panel or Vice President of Finance and Administration's decision is final. If the decision to dismiss is overturned, the complaint is sent back to the Title IX Coordinator for investigation in accordance with the procedures outlined herein.  

 

If the Title IX Coordinator finds an investigation is warranted, he/she will provide the Responding party with a copy of the complaint and allegations within ten (10) business days of the Title IX Coordinator's receipt of the oral/written complaint. If the Responding party cannot be located, attempts of notification will be documented. Responding party will have ten (10) business days to respond in writing. Responding party's statement must contain full and specific responses to each claim or complaint, admitting, denying or explaining the Reporting party's allegations. Responding party must sign his or her response, which will then be appended to the original complaint. If Responding party fails to respond within time noted above, the Title IX Coordinator may proceed with investigation and determination of sanctions.  

 

During the investigation, and depending on the nature of the allegations, the Title IX Investigator, in his or her discretion, may interview Reporting party, Responding party and/or witnesses; review written documentation and relevant policies; and take other necessary steps to thoroughly investigate the allegations. Interviews with the Reporting party and Responding party will occur separately. Rosemont College will ensure that both the Reporting party and Responding party are afforded equal opportunities to present relevant witnesses and other evidence.  

 

Disclosure of facts to witnesses and parties is limited to what is reasonably necessary to conduct a fair and thorough investigation. Participants in an investigation are advised that maintaining confidentiality is essential to protect the integrity of the investigation.  

 

Both the Reporting party and Responding party have the opportunity to be accompanied by a support person of their choice to any meeting or proceeding related to the incident.  

 

During the investigation, the Title IX Investigator in communication with the Title IX Coordinators may take appropriate interim measures to ensure safety and non-retaliation for all parties.  

 

Investigation Findings 

 

Upon completion of the investigation, the Title IX Investigator will issue a written report to the Title IX Coordinator. The report shall include: a recommendation of whether a violation of the policy occurred, an analysis of the facts discovered during the investigation, and any relevant evidence. Factual conclusions shall be based upon a preponderance of the evidence standard (e.g., more likely than not).  

 

The decision about whether there has been a violation of this Sexual Misconduct Policy will be made by the Title IX Coordinator.  Determination and sanctions may be issued by the Title IX Coordinator or referred to a hearing panel.   

 

Both the Reporting party (complainant) and Responding party (accused/respondent) shall be simultaneously informed in writing of:  

 

  • The outcome of the investigation and resulting sanctions;  
  • The procedures for the Responding party and the Reporting party to appeal the result of the proceeding; 
  • Any change to the results before it becomes final; and 
  • When such results become final.  

 

And, whether through an informal or formal process, which shall be conducted by Rosemont College employees (Title IX Coordinator, Deputy Coordinator and/or Investigators), Rosemont College will provide a prompt, fair and impartial investigation and resolution.  

 

The Responding party shall be informed of the findings and of actions taken or recommended to resolve the complaint and shall be notified generally of referrals and/or recommendation for disciplinary action.  

 

Possible Disciplinary Sanctions 

 

The purpose of disciplinary sanctions for violations of this policy is to educate students/employees about responsible behavior as members of the Rosemont College community, to maintain order, and to protect the rights of others. There is no set sanction for any of the offenses provided in this policy. Sanctions will be determined individually and will reflect the nature and severity of the offense. Notwithstanding Rosemont College's right to impose a sanction under this policy, students/employees may also be subject to penalties at the local, state, and federal level.  

 

The College reserves the right to apply any sanction for a violation of this policy in its sole discretion, appropriately addresses the gravity and frequency of the offense. One or more sanctions may be imposed for any offense. Prior offenses are cumulative and any student/employee found in violation of the same offense or a second offense of equal or greater magnitude, may be suspended or expelled/terminated from the College. The failure to comply with an imposed sanction, as directed, can lead to the imposition of more severe sanctions, up to and including suspension or expulsion/termination. The identified sanctions represent a full range of sanctions which may be imposed against a student/employee found in violation of this Sexual Misconduct policy.  

 

  • Disciplinary Warning or Reprimand - A disciplinary warning or reprimand is an official written statement of censure.   
  • Letter of Apology to the Aggrieved Party - A student/employee may be required to write a letter of apology to the aggrieved party.   
  • Requirement to Seek Counseling - The student/employee shall be required to provide evidence to the Title IX Coordinator of attendance and completion of counseling by a qualified professional.  
  • Participation In, or Conducting, Special Workshops, Classes or Seminars - A student/employee may be required to participate in, or to develop, and present special workshops or seminars related to a Title IX violation.  
  • Research Assignments - A student may be required to complete a research assignment on a topic related to the Title IX violation within a specified deadline.  
  • Community Service - A student/employee may be required to perform work assignments at the College or in the local community.  
  • Parent Consultation - Parent/guardian may be contacted when a student's behavior causes alarm, serious disruption, or is a health or safety concern.  
  • Persona Non Gratis - Prohibiting entry into a specific building on campus for a specific amount of time due to interference with the community.  
  • Suspension or Termination of Residency - Loss of on-campus housing, without refund, and/or dining privileges, permanently or for a specified period of time.  
  • Fine - A monetary sanction issued in the form of a charge.  
  • No Contact Order - Prohibits contact between students/employees when there exists a reasonable concern that physical or psychological harm may result from such contact.  
  • Withholding of an Official Transcript - May be imposed upon a student who fails to fulfill sanction requirements for a violation.  
  • Delay in Awarding Degrees - The College reserves the right to delay the awarding of any degree.  
  • Hold on Registration or Re-Enrollment - May be imposed on a student who has a Title IX case pending.  
  • Restitution - Restitution is reimbursement to compensate for personal injury, property damage, or misappropriation of College or other personal property. It may be in the form of money or services.  
  • Disciplinary Probation - Disciplinary probation may be imposed for a specified period of time.  
  • Suspension  Suspension from the College. Duration of suspension will be determined by the Title IX Coordinator or the Hearing Board. 
  • Expulsion/Termination  Expulsion/termination is the most severe sanction that the College may impose. Expulsion/termination is permanent dismissal from the College. In addition, the student is not eligible for readmission to the College, the employee is not eligible for rehire and students/employees will be permanently barred from Rosemont College property and from all College-sponsored events.  
  • Other sanctions as deemed appropriate by the Title IX Coordinator or Hearing Board 

 

Appeals Process 

 

The Responding party and Reporting party may request an appeal of the decision and sanctions rendered by the Title IX Coordinator or Hearing Board. The three grounds upon which an appeal of the decision or sanctions may be made are:  

 

  • The party believes a procedural error occurred, which the party feels may change or affect the outcome of the decision.  
  • The party has substantive new evidence that was not available to the investigator at the time of the decision and that may change the outcome of the decision.  
  • The party feels that the severity of the sanction is inappropriate given the details of the case.  

 

Disagreement with the finding or sanctions is not, by itself, grounds for appeals.  

 

The request for an appeal, including the grounds upon which the request is based, should be submitted in writing to the Title IX Coordinator within five (5) business days following the date on the outcome letter. Each party will be notified if an appeal request will be considered and be provided the opportunity to respond.  

 

The Hearing Board or the Vice President for Finance and Administration determines whether a change in decision is warranted. The Hearing Board or the Vice President for Finance and Administration will conduct any appeal will be conducted in an impartial manner. If a change in this decision is necessary, the Hearing Board or the Vice President for Finance and Administration will review the appeal and Title IX Coordinator’s rationale and make a final independent decision. The Vice President for Finance and Administration’s decision is final. Appeals decisions will be rendered within twenty (20) business days after the receipt of the formal appeal request. Both parties will be notified in writing of appeal outcome.  

 

RETALIATION   

 

Title IX prohibits retaliation against any individual for reporting, providing information, exercising one’s rights or responsibilities, or otherwise being involved in the process of responding to, investigating, or addressing allegations of sex discrimination, sexual harassment, and sexual violence/misconduct. 

 

Therefore, any retaliation, intimidation, threats, coercion, or discrimination against any such individual, undertaken or attempted either directly or by someone acting on behalf of another, will be addressed by Rosemont College, and individuals who engage in such actions are subject to discipline up to and including suspension, or dismissal from the College.  

 

Anyone who is aware of possible retaliation or has other concerns regarding the response to a complaint of sexual misconduct should report such concerns to the Title IX Coordinator or to any Deputy Coordinator, who shall take appropriate actions to address such conduct in a prompt and equitable manner. 

 

FALSE REPORTS 

 

The College takes the accuracy of information very seriously, as a report of prohibited conduct may have severe consequences. A good-faith complaint that results in a finding of not responsible is not considered a false or fabricated report of prohibited conduct. However, when a Complainant or third party witness is found to have fabricated allegation or given false information with malicious intent or in bad faith, the Complainant may be subject to disciplinary action. 

 

SEXUAL HARRASSMENT/ASSAULT, DOMESTIC VIOLENCE, DATING VIOLENCE, AND STALKING PREVENTION PROGRAMS 

 

Rosemont College offers different programs and resources in an effort to prevent and/or remedy occurrences of sexual harassment/assault, domestic violence, dating violence and stalking on its campus or at College-sponsored activities. Educational programming consists of primary prevention and awareness programs for all incoming students and employees and ongoing awareness and prevention campaigns for students/employeesPrevention and Awareness Programs include but are not limited to: presentations by Montgomery County Victim Services and the Women’s Center of Montgomery County; presentations regarding Title IX, bystander, consent, dating violence, and sexual assault for students; a presentation at new student orientation “Sex, Drugs, Alcohol, and Everything in Between”; Title IX presentations for employees; Title IX online training for students and employees; and Take Back the Night event and programming. 

 

How to Be an Active Bystander 

 

Bystanders play a critical role in the prevention of sexual and relationship violence. They are individuals who observe violence or witness the conditions that perpetuate violence. They are not directly involved but have the choice to intervene, speak up, or do something about it. We want to promote a culture of community accountability where bystanders are actively engaged in the prevention of violence without causing further harm. We may not always know what to do even if we want to help. Below is a list of some ways to be an active bystander. If you or someone else is in immediate danger, dial 911. This could be when a person is yelling at or being physically abusive towards another and it is not safe for you to interrupt. 

 

  • Watch out for your friends and fellow students/employees. If you see someone who looks like they could be in trouble or need help, ask if they are okay. 
  • Confront people who seclude, hit on, and try to make out with, or have sex with people who are incapacitated. 
  • Speak up when someone discusses plan to take sexual advantage of another person. 
  • Believe someone who disclose sexual assault, abusive behavior, or experience with stalking. 
  • Refer people to on or off campus resources listed in this document for support in health, counseling, or with reporting. 

 

Risk Reduction 

 

With no intent to victim blame and recognizing that only abusers are responsible for their abuse, the following are some strategies to reduce one’s risk of sexual assault or harassment (taken from Rape, Abuse, & Incest National Network, www.rainn.org) 

 

  • Be aware of your surroundings. Knowing where you are and who is around you may help you to find a way to get out of a bad situation. 
  • Try to avoid isolated areas. It is more difficult to get help if no one is around. 
  • Walk with purpose. Even if you don’t know where you are going, act like you do. 
  • Trust your instincts. If a situation or location feels unsafe or uncomfortable, it probably isn’t the best place to be. 
  • Try not to load yourself down with packages or bags as this can make you appear more vulnerable. 
  • Make sure your cell phone is with you and charged and that you have cab money. 
  • Don’t allow yourself to be isolated with someone you don’t trust or someone you don’t know. 
  • Avoid putting music headphones in both ears so that you can be more aware of your surroundings, especially if you are walking alone. 
  • When you go to a social gathering, go with a group of friends. Arrive together, check in with each other throughout the evening, and leave together. Knowing where you are and who is around you may help you to find a way out of a bad situation. 
  • Trust your instincts. If you feel unsafe I any situation, go with your gut. If you see something suspicious, contact law enforcement immediately. 
  • Don’t leave your drink unattended while talking, dancing, using the restroom, or making a phone call. If you’ve left your drink alone, just get a new one. 
  • Don’t accept drinks from people you don’t know or trust. If you choose to accept a drink, go with the person to the bar to order it, watch it being poured, and carry it yourself. At parties, don’t drink from the punch bowls or other large, common open containers. 
  • Watch out for your friends, and vice versa. If a friend seems out of it, is way too intoxicated for the amount of alcohol they’ve had, or is acting out of character, get him or her to safe place immediately. 
  • If you suspect you or a friend has been drugged, contact law enforcement immediately. Be explicit with doctors so they can give you the correct tests (you will need a urine test and possibly others). 
  • If you need to get out of an uncomfortable or scary situation here are some things that you can try: 
  • Remember that being in this situation is not your fault. You did not do anything wrong, it is the person who is making you uncomfortable that is to blame. 
  • Be true to yourself. Don’t feel obligated to do anything you don’t want to do. “I don’t want to” is always a good enough reason. Do what feels right to you and what you are comfortable with. 
  • Have a code word with your friends or family so that if you don’t feel comfortable you can call them and communicate your discomfort without the person you are with knowing. Your friends or family can then come to get you or make up an excuse for you to leave. 
  • Lie. If you don’t want to hurt the person’s feelings it is better to lie and make up a reason to leave than to stay and be uncomfortable, scared, or worse. Some excuses you could use are: needing to take care of a friend or family member, not feeling well, having somewhere else that you need to be, etc. 
  • Try to think of an escape route. How would you try to get out of the room? Where are the doors? Windows? Are there people around who might be able to help you? Is there an emergency phone nearby? 
  • If you and/or the other person have been drinking, you can say that you would rather wait until you both have your full judgment before doing anything you may regret later.