Sex discrimination is defined in "Rights, Rules, Responsibilities" as "adverse treatment of an individual based on sex or gender" that can include "harassing, abusing or demeaning a targeted individual with conduct designed to adversely impact that individual" on account of sex or gender. Sexual misconduct is a form of sex discrimination, and includes non-consensual sexual penetration (commonly referred to as rape), non-consensual sexual contact (commonly referred to as sexual assault), sexual exploitation, sexual harassment and inappropriate conduct related to sex, gender identity, or gender expression. Also included in the University's definition of sex discrimination are other related prohibited behaviors: intimate relationship violence (also known as dating violence or intimate partner violence) as well as domestic violence and/or stalking in the context of intimate relationships. As part of its sex discrimination policy, the University also prohibits retaliation against anyone who files a complaint or report about sex discrimination, or who opposes such conduct.

For more information about prohibited conduct, see "Rights, Rules, Responsibilities," section 1.3.3.

First, you are strongly encouraged to familiarize yourself with all of your options by meeting with Jacqueline Deitch‐Stackhouse, Director, Sexual Harassment/Assault, Advising, Resources and Education (SHARE) Office, University Health Services, 217 and 214C McCosh Health Center. Ms. Deitch‐Stackhouse can be reached at 609‐258‐1898 or jd3@princeton.edu. SHARE, along with Counseling and Psychological Services, University Health Services, and the chaplains at the Office of Religious Life, is a confidential resource. Information shared with confidential resources will not be disclosed to anybody without the individual's express written permission, unless there is an imminent threat of serious harm.

For more information about support resources, see "Rights, Rules, Responsibilities," section 1.3.6. #2.

Next, you are encouraged to invoke the University's disciplinary process by doing any of the following:

• Contact the Title IX coordinator, Michele Minter, Vice Provost for Institutional Equity and Diversity, 205 Nassau Hall, by calling 609-258-6110, emailing mminter@princeton.edu, or using the sex discrimination and sexual misconduct complaint form.

• Reports may also be made anonymously via the University’s EthicsPoint hotline, by calling 866-478-9804 or using the EthicsPoint complaint form. 

Some members of the University community — faculty and staff members who are not Confidential Resources, and Residential College Advisers (RCAs) — are required to report suspected sexual misconduct or sex discrimination violations.  For other community members, reporting is encouraged but not required.  A complainant may choose not to make a complaint or report in their own case, even if the complainant is a faculty member, staff member, or RCA. (We use the term “complainant” to describe the person who alleges that they have been a victim of sex discrimination or sexual misconduct or the person who the University believes may have been a victim of sexual misconduct or sex discrimination).  

For more information about reporting, see "Rights, Rules, Responsibilities," section 1.3.1 and section 1.3.6 #3.

No. You may report a concern at any time. However, you are encouraged to come forward as soon as possible because it is often the case that the sooner an incident is reported, the more effectively it can be investigated. Furthermore, if the alleged perpetrator is no longer a student by the time the report is made, the University may not be able to take disciplinary action against that person, although the University will still endeavor to provide the complainant with support and service, put a stop to any ongoing misconduct, and address the effects of the misconduct.

For more information about timeliness of reporting, see "Rights, Rules, Responsibilities," section 1.3.8 #3.

You may make a report without disclosing your name by calling the University’s EthicsPoint hotline at 866-478-9804 or using the EthicsPoint complaint form. Bear in mind that anonymous reporting may limit the University's ability to conduct an investigation.

If the complainant’s identity is made known to the University, but the complainant asks to remain anonymous during the investigation, the Title IX Coordinator will consider how to proceed.  The Title IX Coordinator will take into account the complainant’s articulated concerns; the best interests of the University community; fair treatment of all individuals involved, including the respondent’s right to have specific notice of the allegations if the University were to take action that affects the respondent; and the University’s obligations under Title IX.  In such circumstances, the Title IX Coordinator may arrange for limited fact-finding by an investigator to better understand the context of the complaint.  (We use the term “respondent” to describe the person who is alleged to have committed sex discrimination or sexual misconduct).

For more information, see "Rights, Rules, Responsibilities," section 1.3.5 #5 and section 1.3.8 #1.

Interim measures are available to those who feel they have experienced sexual misconduct to ensure that their educational or workplace experience is preserved; these measures are available both to those who proceed with formal investigations and those who choose not to do so.

Prior to initiating an investigation, the Title IX Office works closely with the complainant (often over a period of several weeks) to determine how best to support and protect the complainant through the investigation.This is a nuanced process that is highly individualized.For example, in a case involving allegations by a graduate student, the Title IX Office might work with the Graduate School Deans to assist the student in changing courses, switching advisers, changing departments, arranging for alternate graders/evaluators/committees, obtaining extensions, etc.In any case, no action – including notification of the respondent – would be taken prior to extensive consultation with the complainant.

For more information about interim measures, see Rights, Rules, Responsibilities section 1.3.9.

First, the Title IX Coordinator will conduct an initial assessment by asking the reporting person and/or the complainant for some basic information.  Reports may be made directly by complainants, or by third-party reporters.  At the end of the initial assessment, the Title IX Coordinator will consider what support or accommodations may be appropriate to preserve the complainant’s educational experience, and the safety of all parties and the broader University community.  The Title IX Coordinator will also decide which of the following will happen next:

• A three-person panel may be appointed to investigate the complaint fully.

• The case may be referred to another office for review, if it appears that a University policy other than those listed in section 1.3.3 of Rights, Rules, Responsibilities may have been violated.

• The report or complaint may be dismissed, if the Title IX Coordinator determines that no violation of University policy has been alleged.

• The report or complaint may be dismissed if, after consultation with the complainant about the complainant’s preferences regarding participation, the Title IX Coordinator determines that there will be insufficient information to investigate the matter.  

The complainant can expect a written confirmation and explanation of what steps will be taken next.  Samples of the type of email a complainant might receive (.pdf) at this stage of an investigation are available.

For more information about initial assessments of complaints, see "Rights, Rules, Responsibilities," section 1.3.10 #2.

Note: Reports may be made directly by complainants, or by third-party reporters.

The panel will conduct separate interviews of the complainant, respondent, and any witnesses, and will collect all relevant information.  All three panelists will be present during the complainant’s and during the respondent’s interviews; witnesses may be interviewed by a single panelist.  Both the complainant and respondent will be given the opportunity to make written statements, put forward the names of witnesses who they believe should be interviewed, and submit documents for consideration. 

After such information has been gathered, the panel will prepare a case file of all relevant documents, including all interview summaries, witness statements, and other documents, which will be shared, in redacted form, with both parties and their advisers.  Both parties will also receive charge letters, which describe in writing the charges to be adjudicated.  Parties should be aware that being charged with a particular violation is not the same thing as being found responsible for that violation.  The charge letter will include all of the violations that the available evidence could potentially support.  At this stage in an investigation, the panel has not yet deliberated on the matter, and it is not until that time that the panel will assess whether a preponderance of the evidence supports the listed charge(s). 

After reviewing the file, each party will typically have approximately five business days to (1) submit a written response to the panel; (2) inform the panel that they would like to meet again with the panel, (3) request that the panel consider the collection of other information, and/or (4) identify individuals who may possess relevant information and request that such individuals be interviewed.  If any additional information is gathered by the panel, it will be shared with both parties.  If the panel believes that further response by the parties is necessary for purposes of reaching an outcome, the panel will offer both parties the opportunity to further respond to the materials collected.

Throughout the investigation, parties must follow the timelines set by the panel so that the matter can proceed expeditiously.  Absent compelling circumstances, extensions typically will not be provided by the panel.

For more information about investigations, see "Rights, Rules, Responsibilities," section 1.3.12 #1.

The complainant and the respondent may each bring an adviser of their choice (excluding confidential resources) to any interview or meeting connected with the disciplinary process; however, the adviser may not actively participate in interviews. Witnesses may not bring advisers. 

This list provides names and contact information for Princeton University administrators who have been trained to serves as advisers in Title IX matters.

For more information about advisers, see "Rights, Rules, Responsibilities," section 1.3.12 #1.

Retaliation against an individual or group of individuals involved in filing a complaint or report or participating in a disciplinary process (as a complainant or a witness) is prohibited.  Retaliatory behavior is subject to investigation and if substantiated, will result in discipline proportionate to the conduct, in accordance with University policy. 

 Complainants are encouraged to share any concerns related to retaliation (both throughout and following the investigation), and respondents are reminded at the start of the investigation about the University’s policy against retaliation.

Behavior that constitutes Sex Discrimination or Sexual Harassment under the policy is prohibited.  There may be other instances, however, in which individuals express disagreeable or offensive ideas or opinions that do not constitute Sex Discrimination or Sexual Harassment, but which are allowable under the principle of freedom of expression.  In responding to complaints, the University considers the circumstances and works to assess the balance between eliminating Sex Discrimination or Sexual Harassment while protecting freedom of expression.  

The University’s Statement on Freedom of Expression, which can be found in Rights, Rules, Responsibilities section 1.1.3, states: “Although the University greatly values civility, and all members of the University community share in the responsibility for maintaining a climate of mutual respect, concerns about civility and mutual respect can never be used as a justification for closing off discussion of ideas, however offensive or disagreeable those ideas may be to some members of our community.  The freedom to debate and discuss the merits of competing ideas does not, of course, mean that individuals may say whatever they wish, wherever they wish.  The University may restrict expression that violates the law, that falsely defames a specific individual, that constitutes a genuine threat or harassment, that unjustifiably invades substantive privacy or confidentiality interests, or that is otherwise directly incompatible with the functioning of the University.  In addition, the University may reasonably regulate the time, place and manner of expression to ensure that it does not disrupt the ordinary activities of the University.”

For more information about freedom of expression, see Rights, Rules, Responsibilities section 1.1.3.

During the investigation, the panel may learn of other alleged misconduct by the respondent (or another person) that does not meet the definition of sex discrimination, sexual misconduct, or other prohibited conduct under section 1.3.3 of Rights, Rules, Responsibilities.  In such situations, the Title IX Coordinator, with the approval of the appropriate disciplinary authority (the Dean of Undergraduate Students for undergraduate student respondents; the Dean of the Graduate School for graduate student respondents; the Dean of the Faculty for faculty respondents; and the Vice President for Human Resources for staff respondents), may direct an investigative panel to investigate and adjudicate such other possible violations.  The Title IX Coordinator and the other disciplinary authorities will determine the procedures to be followed on consideration of the nature of the alleged violation(s) and other relevant factors.  The standard of evidence applied to each violation will not be altered:  the preponderance of the evidence standard will be applied to violations of Sex Discrimination and Sexual Misconduct policy and the clear and persuasive evidence standard will be applied to other disciplinary violations.

The University does not want community members to be deterred from reporting sex discrimination or sexual misconduct out of fear that they will expose themselves or their friends to disciplinary consequences for other misconduct (for example, that alcohol may have been made available to minors, or that a student may have damaged property).  In such cases, the panel will confer with the Title IX Coordinator.  Depending on relevant facts and circumstances, the Title IX Coordinator may forward evidence of other alleged misconduct to the appropriate disciplinary authority (for example, the Office of the Dean of Undergraduate Students for undergraduate students; the Graduate School for graduate students) with the instruction that leniency should be exercised.

For more information, see "Rights, Rules, Responsibilities," section 1.3.8 #2 and section 1.3.10 #7.

If a majority of the three panelists finds, according to the preponderance of the evidence standard, that University policy has been violated, the panel’s report and case file will be forwarded to the Dean of the Faculty Sanjeev Kulkarni (for faculty respondents) or the Vice President for Human Resources Lianne Sullivan-Crowley (for staff respondents).  Dean Kulkarni (for faculty respondents) or Vice President Sullivan-Crowley (for staff respondents) will determine the appropriate penalty, considering the seriousness of the misconduct as compared to past cases and the respondent’s previous disciplinary history (if any).

For more information about who determines penalties, see Rights, Rules, Responsibilities section 1.3.13 #2.

Information regarding penalties that are applicable to faculty respondent is provided in the Rules and Procedures of the Faculty.  Information regarding penalties that are applicable to staff respondents is provided in the Human Resources Policy and Procedures Manual.

For more information about the range of penalties, see Rights, Rules, Responsibilities section 1.3.16.

Both the complainant and the respondent are entitled to participate equally in the appeal process.  Inquiries and written appeals must be submitted to Christine Gage, the associate secretary of the University (cgage@princeton.edu or 609-258‐3151) within one week from the date the parties are notified of the decision.  Parties interested in appealing are encouraged to consult with Ms. Gage as soon as they are aware that they may appeal.  Ms. Gage will coordinate the appeal process, including the gathering of information as necessary, and will notify both parties in writing following the resolution of the appeal.  All communications with the appeal panel should be made through Ms. Gage.

The appellate body has the following five members:  the dean of the college, the dean of the Graduate School, the vice president for campus life, the chair of the Judicial Committee of the Council of the Princeton University Community, and another faculty member appointed by the president.  Appeals are heard by an appeal panel consisting of three members of the appellate body.  Grounds for appeal are as follows:  (1) there is substantial relevant information that was not presented and reasonably could not have been presented during the investigation, and such information might have materially impacted the panel’s finding on responsibility; (2) there was procedural unfairness during the disciplinary process and such unfairness materially impacted the panel’s finding on responsibility; or (3) the imposed penalty does not fall within the range of penalties imposed for similar misconduct. 

For more information about appeals, see Rights, Rules, Responsibilities section 1.3.12 #3.

Every effort will be made to complete the investigation, adjudication, and (as necessary) sanctioning within 60 calendar days after receipt of the complaint or report.  To this end, the panel will set reasonable deadlines for such things as the complainant’s and respondent’s written responses.  In unusual circumstances, certain investigations may prove so complex that more than 60 calendar days will be required.  Moreover, the panel will seek to comply with requests by external law enforcement officers.

Every effort will be made to resolve appeals within 20 calendar days from receipt of all relevant documents from the parties.

For more information about the timing of the process, see "Rights, Rules, Responsibilities," section 1.3.10 #3.

Third parties (parties who are not current Princeton University students, faculty, or staff members) are both protected by and subject to the University’s policy on Sex Discrimination and Sexual Misconduct.  As in all cases, in conducting an initial assessment of complaints involving third parties, the Title IX Coordinator will consider whether pursuing an investigation will further preserve the complainant’s educational experience, the safety of all parties, and the broader University community.

If a third party complainant wishes to make a complaint or report of a violation of this policy committed by a student, they should contact the Title IX Coordinator.  Such complainants will be bound by the terms of the policy, including making themselves available for meetings with University officials and meeting deadlines set by the panel.  Both third party complainants and third party respondents will be required to abide by Family Educational Rights and Privacy Act (FERPA), which prohibits improper disclosure or redisclosure of confidential student information. 

For more information, see Rights, Rules, Responsibilities section 1.3.2.

It depends on the facts of the individual situation.  Generally, the University regulates student conduct that occurs on campus and in the local vicinity.  All actions by a member of the University community that involve the use of the University’s computing and network resources from a remote location are considered to be on campus.  In addition, actions by a member of the University community occurring in a University-sponsored program or activity, such as travel, research, or internship programs, are considered to be on campus.

While the University generally does not impose disciplinary penalties for misconduct off campus beyond the local vicinity or unassociated with a University-sponsored program or activity, there are exceptions (for example, where such misconduct may pose a safety risk on campus or may have a continuing adverse effect or create a hostile environment on campus).  Judgments about these matters will depend on facts of an individual case.

The Eating Clubs are private, nonprofit corporations with their own governing bodies, funded and operated by students and alumni; they are independent from the University.  As such, the University does not operate or control the Eating Clubs. The University does make available to the Eating Clubs a variety of services and programs, including trainings by the SHARE office and the Department of Public Safety.  If the University becomes aware of concerns regarding the possibility of a hostile environment in an Eating Club, the University will review those concerns them to the extent it is able, and will relay those concerns to the Club’s governing body.

The Policy on Sex Discrimination and Sexual Misconduct (described in these FAQs) does not apply to matters involving harassment or discrimination due to sexual orientation.  However, the University prohibits such conduct under the Policy on Discrimination and/or Harassment and has numerous resources to support students who have had this experience.  Resources and options are described at http://inclusive.princeton.edu/report, and FAQS can be found at http://inclusive.princeton.edu/policies/discrimination/faqs.  In addition, you are encouraged to seek support from the Lesbian, Gay, Bisexual, and Transgender (LGBT) Center, 246 Frist Campus Center, 609-258-1353, lgbt@princeton.edu (which is a non-confidential resource).

They include the following:

• Complainants will receive written notice of the charge(s) to be considered by the panel;

• Complainants will receive copies of all documents to be considered by the panel before the panel makes a decision;

• Complainants may be accompanied to any interview or related meeting by an adviser of their choosing (the adviser may not actively participate in the interview process);

• Complainants may submit written statements;

• Complainants may put forward witness names and may ask that the panel consider interviewing such witnesses;

• Complainants will be informed in writing of the outcome of the case;

• Complainants may fully participate in any appeal of the decision.

For more information about the complainant's rights, see the full policy in "Rights, Rules, Responsibilities," section 1.3.

The Title IX Coordinator is available to discuss resources and accommodations that may be helpful to the complainant during the disciplinary process.  The complainant is strongly advised to work with Confidential Resources, for example, SHARE, Counseling and Psychological Services, University Health Services, or the chaplains in the Office of Religious Life.  Requests for accommodations may be coordinated by an undergraduate complainant’s director of student life (DSL) or by a dean at the Graduate School if the complainant is a graduate student.  The complainant may inquire about the possibility of a No Communication Order and/or a No Contact Order, non‐disciplinary, administrative measures intended to curtail communications and/or contact between the complainant and respondent.  For more information regarding these Orders, see Frequently Asked Questions regarding No Communication Orders and No Contact Orders.  The complainant may also inquire about other accommodations that may be available, including housing and/or academic accommodations.  The complainant should contact the Department of Public Safety with any questions about safety and security measures or if the complaint believes they may have been the victim of a crime.

For more information, see "Rights, Rules, Responsibilities," section 1.3.6 and section 1.3.9.

Yes. If you would like information regarding resources that may be available to you related to your disability, please contact Elizabeth Erickson, director for Disability Services (609-258-8840 or eerickso@princeton.edu).