UMGC Policy VI-1.60 UMGC Policy on Title IX and Sexual Misconduct

Purpose

The University of Maryland Global Campus ("UMGC") is committed to providing a working and learning environment free from Sexual Misconduct. Title IX of the Education Amendments of 1972 (Title IX) prohibits sex-based discrimination. Sexual Misconduct that falls outside of Title IX is also addressed under this Policy. Certain behavior under this Policy may also constitute criminal activity. UMGC prohibits and has zero-tolerance for Sexual Misconduct in any form, including, sexual harassment, sexual violence, dating violence, domestic violence, sexual exploitation, sexual intimidation, and sexual coercion. Once UMGC receives Actual Knowledge of potential Sexual Misconduct, UMGC will take immediate and appropriate action to eliminate it, prevent its recurrence, and address its discriminatory effects.

The Title IX Coordinator is responsible for coordinating the UMGC's efforts to comply with and carry out its responsibilities under Title IX, and this Policy. The Title IX Coordinator may have a legal obligation to report a crime to local law enforcement. UMGC's Title IX Coordinator is:

Jamie Thayer
E-mail: titleixcoordinator@umgc.edu
Office: 800-888-8682, ext. 17930
UMGC Headquarters
3501 University Blvd, East
Office of Community Engagement & Opportunity
Adelphi, MD 20783

The Office of Community Engagement & Opportunity (OCEO) is responsible for overseeing UMGC's training and educational programs related to Sexual Misconduct. To learn more about various resources, on-going training initiatives, and education programs for students, faculty and staff; please contact OCEO via email at communityengagementandopportunity@umgc.edu or by telephone at 301-985-7940.

All persons involved in responding to, investigating, or adjudicating Sexual Misconduct reports, or who are involved in the Sexual Misconduct complaint investigation and resolution processes, will participate in annual training that includes information about intake, investigation and adjudication of Sexual Misconduct complaints under UMGC's policy and procedures.

Scope and Applicability

UMGC has jurisdiction over Title IX and Sexual Misconduct complaints made in connection with its programs and activities, and this Policy applies to all members of the UMGC community, which includes students, faculty, and staff. It also applies to contractors and other third parties within UMGC's jurisdiction. UMGC's jurisdiction applies to Sexual Misconduct that occurs in any UMGC education program or activity that:

• Takes place on UMGC premises, in any UMGC facility, or on UMGC property, whether stateside or overseas;
• Takes place at any UMGC sponsored, recognized, or approved program, visit, or activity;
• Impedes equal access to any UMGC education program or activity or that adversely impacts the education or employment of a member of the UMGC community; or

• Otherwise threatens the health and/or safety of a member of the UMGC community.

Nothing in this Policy is intended to supersede or conflict with any federal compliance obligations. As UMGC strives to prevent and redress sex discrimination, it will continue to respect academic freedom and the free speech rights of students, faculty, employees, and other speakers. This Policy is not intended to restrict the exercise of any expressive activities or speech protected under the U.S. Constitution, specifically, classroom discourse or materials pertaining to sex or gender-based, course-related content.

The Policy may also apply to the effects of off-campus misconduct that limit or deny a person’s access to UMGC’s Education Program or Activities. UMGC may also extend jurisdiction to off-campus and/or to online conduct when the conduct affects a substantial UMGC interest.

Definitions

For purposes of this Policy, the following definitions apply:

1. Actual Knowledge: Notice to UMGC's Title IX Coordinator or any official of a UMGC institution who has authority to institute corrective measures on behalf of UMGC.
2. Advisor: A person chosen by the Complainant or Respondent to provide advice and consultation to a party. An Advisor is a non-participant who may be an attorney or another individual. An Advisor cannot be a witness or provide evidence in a case. An Advisor shall not be an active participant or speak on behalf of the parties, except an Advisor shall be permitted to cross-examine parties and witnesses in the event a live adjudicative hearing is scheduled.
3. Complainant: An individual who has allegedly been subjected to conduct that could constitute Discrimination, Harassment, Retaliation, or Other Prohibited Conduct under the Policy.
4. Confidential: Information shared by an individual to the person UMGC has designated to receive confidential information cannot be revealed to any other individual without the express permission of the individual, except in limited circumstances.
5. Consent: A knowing, voluntary, and affirmatively communicated willingness to mutually participate in a particular sexual activity or behavior. It must be given by a person with the ability and capacity to exercise free will and make rational and reasonable judgment. Consent may be expressed either by affirmative words or actions if those words or actions create a mutually understandable permission regarding the conditions of sexual activity. Consent may be withdrawn at any time. Consent cannot be obtained by force, threat, coercion, fraud, manipulation, reasonable fear of injury, intimidation, or through the use of one's mental or physical helplessness or incapacity. Consent cannot be implied based upon the mere fact of a previous consensual dating or sexual relationship. Consent to engage in sexual activity with one person does not imply consent to engage in sexual activity with another.
6. Force: The use of physical violence and/or physical imposition to gain sexual access. Sexual activity that is forced is, by definition, non-consensual, but non-consensual sexual activity is not necessarily forced. Force also includes threats, intimidation (implied threats), and coercion that is intended to overcome resistance or produce consent.
7. Formal Complaint: A document filed by a Complainant or signed by the Title IX Coordinator alleging Sexual Misconduct against a Respondent and requesting that UMGC investigate the allegation.
8. Incapacitated: To be unable to give Consent to sexual contact. States of Incapacitation include sleep, unconsciousness, intermittent consciousness, or any other state where the individual is unaware that sexual contact is occurring. Incapacitation may also exist because of a mental or developmental disability that impairs the ability to Consent to sexual contact. Alcohol or drug use is one of the prime causes of Incapacitation. Where alcohol or drug use is involved, Incapacitation is a state beyond intoxication, impairment in judgment, or "drunkenness." Because the impact of alcohol or other drugs varies from person to person, evaluating whether an individual is Incapacitated, and therefore unable to give Consent, requires an assessment of whether the consumption of alcohol or other drugs has rendered the individual physically helpless or substantially incapable of:
   1. Making decisions about the potential consequences of sexual contact;
   2. Appraising the nature of one's own conduct;
   3. Communicating Consent to sexual contact; or
   4. Communicating unwillingness to engage in sexual contact.
9. Official With Authority: Refers to the Title IX Coordinator or any official of UMGC who has the authority to institute corrective measures in response to a report of Sexual Misconduct. A report to an Official with Authority confers Actual Knowledge to UMGC.
10. Privacy: Information related to a report of misconduct will only be shared with individuals who "need to know" to assist in the active review, investigation, or resolution of a sexual misconduct allegation.
11. Responsible Employee: Any UMGC staff with managerial authority or faculty member, which this Policy has designated as a person who is obligated to report Sexual Misconduct to the Title IX Coordinator. A report to a Responsible Employee alone does not confer Actual Knowledge to UMGC.
12. Respondent: A person who is alleged to have engaged in conduct that could constitute Discrimination based on a protected characteristic, Harassment, or Retaliation for engaging in a protected activity under the Policy, or Other Prohibited Conduct.
13. Retaliation: Intimidating, threatening, coercing, or discriminating against any individual for the purpose of interfering with any right or privilege secured by law or UMGC policy relating to Sexual Harassment, or because an individual has made a report or complaint, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing related to Sexual Harassment. Retaliation includes retaliatory harassment.
14. Supportive Measure: Non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the parties before or after the filing of a Formal Complaint or where no Formal Complaint has been filed. Such measures are designed to restore or preserve equal access to the education program or activity without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the institution's educational environment, or deter Sexual Misconduct. Supportive Measures may include Academic accommodations, referrals to resources, training, alterations in work arrangements, no contact orders, increased security measures, and other actions deemed appropriate.
15. Title IX Coordinator: The individual designated by the President of the UMGC to:
    1. Oversee UMGC's response to Sexual Misconduct reports and complaints;
    2. Identify and address any patterns or systemic problems revealed by such reports and complaints;
    3. Coordinate Sexual Misconduct investigations;
    4. Oversee, review content, and, in collaboration with other UMGC offices, conduct training for students, faculty, and staff on Sexual Misconduct issues;
    5. Ensure that appropriate policies and procedures are in place for responding to complaints of Sexual Misconduct against faculty, staff, and students; and
    6. Work with local law enforcement to ensure coordinated responses to Sexual Misconduct cases.

1. Dating Violence: Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the Complainant. The existence of such a relationship shall be determined based on a consideration of the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship.
2. Domestic Violence: Felony or misdemeanor crimes of violence committed by a current or former spouse or intimate partner of the Complainant, by a person with whom the Complainant shares a child in common, by a person who is cohabitating with or has cohabitated with the Complainant as a spouse or intimate partner, by a person similarly situated to a spouse of the Complainant, or by any other person against an adult or youth Complainant protected from those acts by domestic or family violence laws of Maryland.
3. Sex Offenses: Any sexual act including Rape, Sodomy, Sexual Assault With An Object, or Fondling directed against another person, without the consent of the victim, including instances where the victim is incapable of giving consent; also unlawful sexual intercourse.
4. Sexual Assault: An offense classified as a sex offense in the uniform crime reporting system of the Federal Bureau of Investigation. Sex offenses are any sexual act including Rape, Sodomy, Sexual Assault with An Object, or Fondling directed against another person, without the consent of the victim, including instances where the victim is incapable of giving consent; also, unlawful sexual intercourse.
   1. Rape— (Except Statutory Rape) The carnal knowledge of a person, without the consent of the victim, including instances where the victim is incapable of giving consent because of his/her age or because of his/her temporary or permanent mental or physical incapacity.
   2. Sodomy—Oral or anal sexual intercourse with another person, without the consent of the victim, including instances where the victim is incapable of giving consent because of his/her age or because of his/her temporary or permanent mental or physical incapacity.
   3. Sexual Assault with An Object—To use an object or instrument to unlawfully penetrate, however slightly, the genital or anal opening of the body of another person, without the consent of the victim, including instances where the victim is incapable of giving consent because of his/her age or because of his/her temporary or permanent mental or physical incapacity.
   4. Fondling—Contact with private body parts is considered to be done for the purpose of sexual degradation, sexual gratification, or sexual humiliation unless: (1) the contact can be proven inadvertent; (2) the contact is for a legitimate medical (or other privileged) purpose and thus is conduct for which consent should have been sought and obtained by the provider; (3) the contact involves a Respondent who is pre-sexual, based on maturity/age (thus their intent is not sexual); (4) the contact involves a Respondent who cannot developmentally understand sexual contact or that their contact is sexual; or (5) The contact is something like butt-slapping on a team and is both minimal and unlikely to have sexual motivation or purpose, as shown by the context of the act(s).
   5. Incest — Nonforcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law.
5. Sexual Coercion: The use of unreasonable pressure in an effort to compel another individual to initiate or continue sexual activity against the individual's will. A person's words or conduct are sufficient to constitute coercion if they wrongfully impair another individual's freedom of will and ability to choose whether to engage in sexual activity. Coercion includes but is not limited to intimidation, manipulation, threats of emotional or physical harm, and blackmail. Examples of coercion include threatening to disclose another individual's private sexual information or threatening to harm oneself if the other party does not engage in the sexual activity.
6. Sexual Exploitation: Taking non-consensual or abusive sexual advantage of another person for one's own advantage or benefit or for the advantage or benefit of anyone other than the person being exploited.
7. Sexual Harassment: Under Title IX means conduct on the basis of sex that satisfies one or more of the following: Conditioning the provision of an aid, benefit, or service on an individual's participation in unwelcome sexual conduct.
   1. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to UMGC's education programs or activities; or
   2. Sexual Assault, Dating Violence, Domestic Violence, or Stalking.
8. Sexual Intimidation: Threatening behavior of a sexual nature directed at another person, such as threatening to sexually assault another person or engaging in indecent exposure.
9. Sexual Misconduct: An umbrella term that encompasses Dating Violence, Domestic Violence, Sexual Violence, Sexual Harassment, Sexual Assault, Sexual Coercion, Sexual Exploitation, Sexual Intimidation, Relationship Violence, and Stalking. Sexual Misconduct can occur between strangers or acquaintances, including people involved in an intimate or sexual relationship. Sexual Misconduct can be committed by any person, regardless of gender identity, and can occur between people of the same or different sex, sexual orientation, or gender expression.
10. Stalking: Engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for his or her safety or the safety of others or suffer substantial emotional distress.
11. Statutory Rape: Nonforcible sexual intercourse with a person who is under the statutory age of consent.

Reporting Sexual Misconduct

When provided with Actual Knowledge of Sexual Misconduct in its education programs or activities, UMGC will respond promptly in a manner that is not deliberately indifferent, to correct and remediate the misconduct. A response is "deliberately indifferent" if it is clearly unreasonable considering the known circumstances.

1. A Responsible Employee (see Definitions) must promptly notify the Title IX Coordinator of any report of Sexual Misconduct brought to their attention. The Title IX Coordinator will work collaboratively with the reporting entity, making every effort to operate with discretion and maintain the privacy of the individuals involved. The failure of a Responsible Employee to promptly notify the Title IX Coordinator or any other Official With Authority of any report of Sexual Misconduct brought to their attention may be subject to disciplinary action including termination.
2. Prompt reporting is encouraged. Persons are encouraged to report Sexual Misconduct promptly to maximize UMGC's ability to obtain evidence, identify potential witnesses, and conduct a thorough, prompt, and impartial investigation. While there are no time limits to report Sexual Misconduct to UMGC, if too much time has passed since the incident occurred, the delay may result in loss of relevant evidence and witness testimony, impairing the ability to respond and take appropriate action.
3. A report of Sexual Misconduct reported to the Title IX Coordinator or any UMGC staff member who has authority to institute corrective measures on behalf of the UMGC confers Actual Knowledge of the reported incident to UMGC. UMGC will take immediate and appropriate action, in accordance with this Policy and the Sexual Misconduct Investigative and Adjudicative Procedures, to investigate, eliminate the potential Sexual Misconduct, prevent its recurrence, and address its effects. This obligation applies to Sexual Misconduct covered by this Policy that occurred while participating at a UMGC program or activity or at a UMGC location. UMGC will follow its Investigative and Adjudicative Procedures, which will be fair, impartial and allow for parties to call witnesses, etc. UMGC's Investigative and Adjudicative Procedures will be followed regardless of whether a parallel law enforcement investigation is pending.
4. A report may be submitted to the Title IX Coordinator or any UMGC staff member who has authority to institute corrective measures either verbally or in writing by telephone, email, text message or any other form of communication reasonably calculated to provide notice of the report to the Title IX Coordinator or any UMGC staff member who has authority to institute corrective measures.
5. At the time of filing a Formal Complaint, a Complainant must be participating in or attempting to participate in a UMGC educational program or activity. A Formal Complaint may be filed with the Title IX Coordinator in person, by mail or by e-mail, or any additional method designated by UMGC.
6. UMGC will respond immediately to all reports of Sexual Misconduct and take appropriate action in accordance with UMGC's Sexual Misconduct Complaint Procedures see UMGC’s {Procedure P-VI-1.60. If UMGC determines that Sexual Misconduct has occurred, it will take prompt and effective steps to eliminate the Sexual Misconduct, prevent its recurrence, and address its effects.
7. UMGC strives to take appropriate action, including investigation and resolution of complaints, within sixty (60) business days from when the complaint was filed. The time frames set forth in this policy may be extended for good cause, with written notice to both parties of the delay and the reason for the delay. Exceptions to this timeframe may vary depending on the complexity of the investigation, access to relevant parties, and the severity and extent of the misconduct.
8. Knowingly making false statements or knowingly submitting false information during the investigative and adjudicative process is expressly prohibited.

Confidentiality

UMGC recognizes that Sexual Misconduct is a sensitive issue for all parties involved and is committed to operating with discretion, and maintaining the privacy of individuals to the greatest extent possible under applicable law.

An individual who has been subjected to Sexual Misconduct is not required to participate in any investigation or adjudicative proceeding. However, UMGC will endeavor to provide supportive services. Except as permitted by FERPA, required by law, or necessary to carry out the purpose of this Policy, UMGC will maintain as confidential any Supportive Measures provided to the parties, to the extent that maintaining confidentiality would not impair the ability to provide measures. Measures designed to ensure confidentiality will not restrict the ability of either party to discuss allegations or gather and present relevant evidence.

Amnesty for Reporting Sexual Misconduct

UMGC prohibits student conduct action (except for a mandatory intervention for substance abuse) for a violation of alcohol or drug use policies by a student who reports Sexual Misconduct to UMGC or law enforcement or participates in a Sexual Misconduct matter as a witness, if UMGC determines that:

1. The violation occurred during or near the time of the alleged Sexual Misconduct.
2. The student made the report of Sexual Misconduct or is participating in an investigation as a witness in good faith.
3. The violation was not an act that was reasonably likely to place the health or safety of another individual at risk.
4. This provision is not applicable to UMGC Staff or Faculty

Supportive Measures

Supportive Measures are non-disciplinary, non-punitive individualized services offered as appropriate, without fee or charge any party or witness in a Title IX matter. To afford a safe and secure environment, either party can also request Supportive Measures from the Title IX Coordinator at any time during the investigation and adjudication process, and thereafter. The Title IX Coordinator will determine which measures are available and appropriate on a case-by-case basis.

Supportive Measures may include, but are not limited to:

1. Academic accommodations: expedited review of exception requests for retroactive withdrawals; assistance in arranging withdrawals
2. Implementation of adjustments to academic deadlines, course schedules, etc.
3. Referral to UMGC Wellness Resources
4. Referral to the Employee Assistance Program
5. Education and/or training to the individual and/or the community
6. Permanent alteration of work arrangements for employees
7. Climate surveys
8. Policy modification
9. Increased security measures
10. Implementation of short and/or long-term contact limitations between the Parties (no contact orders)

11. Any other actions deemed appropriate by the Title IX Coordinator. The parties will also be informed about existing health, mental health, victim advocacy, legal assistance, visa and immigration assistance, student financial aid, and other services available at UMGC or in the community.

UMGC strongly encourages individuals who have experienced Sexual Misconduct to seek assistance from one or more of the many external reporting resources, each which provides a range of support services and varying degrees of confidentiality. These resources include, but are not limited to, the National Sexual Assault Hotline, health and counseling services and centers, legal services, and law enforcement. Visit UMGC Wellness Resources or contact UMGC's Title IX Coordinator for information.

While these External resources may provide support services, contacting these External resources does not constitute notice to UMGC and will not cause UMGC to take steps to provide protective measures or trigger an investigation.

Complaint Procedures

UMGC uses the preponderance of the evidence standard of evidence when determining whether a Policy violation occurred. This means that UMGC will decide whether it is more likely than not, based upon the available information at the time of the decision, that the Respondent violated the Policy.

For disciplinary action to be issued for Title IX Sexual Harassment under the Policy, the Respondent must be a UMGC Student or Employee at the time of the Formal Complaint. For allegations other than Title IX Sexual Harassment, UMGC may issue disciplinary action under the Policy if the Respondent was a UMGC Student, or Employee at the time of the alleged misconduct. If the Respondent is unknown or is not a member of the UMGC community, the Title IX Coordinator will offer to assist the Complainant in identifying appropriate institutional and local resources and support options and will implement appropriate supportive measures and/or remedial actions (e.g., trespassing a person from campus). UMGC can also assist in contacting local or institutional law enforcement if the individual would like to file a police report about criminal conduct.

Rights of Complainants and Respondents

All parties, including students, will be treated with dignity, respect, and sensitivity by UMGC officials during all phases of the process. The accompanying Procedures are designed to allow for a fair and impartial investigation, as well as prompt and equitable proceedings and resolutions that provide an opportunity for all parties to be heard.

All parties will be given timely written notice of:

1. The reported violation, including the date, time, and location, if known, of the alleged violation, and the range of potential sanctions associated with the alleged violation;
2. Their rights and responsibilities under this Policy and Procedures and information regarding other civil and criminal options;
3. The date, time, and location of each hearing, meeting, or interview that the party is required or permitted to attend;
4. The final determination made by the adjudicating official or body regarding whether a policy violation occurred and the basis for the determination;
5. Any sanction imposed, as permitted by law; and

6. The rights to appeal and a description of the appeal process.

Throughout the process, all parties will be entitled to participate in the investigation and adjudication of complaints. All parties will be provided with:

1. Access to the case file and evidence regarding the incident obtained by the institution during the investigation or considered by the adjudicating official or body, with personally identifiable or other information redacted as required by applicable law;
2. An opportunity to be heard through the process;
3. An opportunity to submit evidence, witness lists, and suggest specific questions to be posed to the other party involved in the process;
4. An opportunity to participate without being required to be in the physical presence of the other party;
5. An opportunity to review and provide written responses to reports and proposed findings; and

6. An opportunity to appeal a determination or sanction.

Any party may be accompanied to any hearing, meeting, or interview during the investigation and adjudication process by no more than two people, including one Support Person and one Advisor. A Support Person may provide emotional, logistical, or other assistance to the party. An /pAdvisor, who may be an attorney, may consult privately with the party during meetings and interviews, except during questioning of the party at a hearing, and may assist with the party's exercise of their rights during the proceedings.

The accompanying Procedures will establish informal mechanisms for resolving complaints through Alternative Resolution. Alternative Resolution may be appropriate for resolving a complaint if:

1. All parties to the complaint and the Title IX Coordinator agree to the use of Alternative Resolution;
2. Either party has the opportunity to end the Alternative Resolution at any time in favor of a formal resolution proceeding; and
3. The Title IX Coordinator or designee participates in the Alternative Resolution process.

Legal Representation Fund for Title IX Proceedings (Students Only)

Student Complainants and Student Respondents may elect to retain an attorney to serve as their Advisor, though assistance by an attorney is not required. The Maryland Higher Education Commission (MHEC) has developed resources to assist current and former students in retaining an attorney to serve as an Advisor at no or low cost to the student. MHEC will provide a list of licensed attorneys who have indicated that they may represent students in Title IX proceedings on a pro bono basis or for reduced legal fees. A student's attorney may seek reimbursement of certain legal costs and fees from MHEC's Legal Representation Fund for Title IX Proceedings, subject to the availability of funding.

Student parties shall be provided notice of their right to assistance by an attorney as an Advisor at the beginning of the investigation and adjudication process, and shall be informed of the legal service organizations and referral services available to the student. Student parties may select and retain an attorney as an Advisor at any point before the conclusion of the process.

Retaliation

Retaliation by a member of the UMGC Community against an individual who makes a complaint of Sexual Misconduct, participates in an investigation of a complaint, supports a complaint, or testifies concerning a complaint is expressly prohibited by this Policy. Any UMGC faculty, staff, or student who encounters retaliation is strongly encouraged to immediately report such conduct to the Title IX Coordinator. Any employee who is found to have retaliated is subject to disciplinary action, up to and including termination. Any student who is found to have retaliated is subject to disciplinary action up to and including expulsion. Individuals who believe they have experienced retaliation in violation of this policy should immediately report such conduct to the Title IX Coordinator.

Prevention and Awareness Education

Education is an extremely important tool in eradicating sex discrimination, including sexual misconduct, from the UMGC workplace and educational programs. UMGC Community will receive educational information to increase awareness about sex discrimination.

All incoming UMGC students are assigned Title IX/Sexual Misconduct prevention training as part of new student orientation.

UMGC employees including adjunct and collegiate faculty members will be required to participate in a two-hour training on Sexual Harassment in compliance with Maryland Law.

External Government Agencies That Address Complaints of Sexual Misconduct

In addition to filing a complaint under this Policy and Procedures, members of the UMGC Community may contact external agencies. A person wishing to file a complaint with an external agency should contact the appropriate agency promptly to verify the time limits and deadlines for filing complaints.

Complaints that UMGC failed to comply with its obligations under Title IX in the state of Maryland should be directed to:

Office for Civil Rights (OCR)
U.S. Department of Education
400 Maryland Avenue, SW
Washington, D.C. 20202
Phone: 1-800-421-3481 or 202-453-6100
E-mail: ocr@ed.gov
Website: https://www.ed.gov/about/contact-us
OCR Electronic Complaint Form: https://ocrcas.ed.gov/welcome-to-the-ocr-complaint-assessment-system

Employee Complaints involving Sexual Misconduct may also be filed with:

Equal Employment Opportunity Commission (EEOC)
City Crescent Building
10 S. Howard Street, Third Floor
Baltimore, MD 21201
Phone: 800-669-4000
Fax: 410-962-4270
TTY: 1-800-669-6820
Website: http://www.eeoc.gov/field/baltimore/index.cfm

Maryland Commission on Civil Rights (MCCR)
William Donald Schaefer Tower
6 Saint Paul Street, Ninth Floor
Baltimore, MD 21202-1631
Phone: 410-767-8600
Fax: 410-333-1841
TTY: 410-333-1737

Related Policies, Procedures, and References

Inquiries concerning the application of this Policy may be referred to the Title IX Coordinator. Nothing in this Policy is intended to supersede or conflict with any federal compliance requirements. This Policy supersedes any conflicting policy and procedures contained in:

UMGC Policy V-1.03 – Code of Student Conduct with respect to sexual misconduct matters.
UMGC Employee Grievance Process with respect to sexual misconduct matters.
UMGC Overseas Employee Grievance Process with respect to sexual misconduct matters.
UMGC Faculty Grievance Process with respect to sexual misconduct matters.