Administration Policies

Vice President of External Affairs

Policy Owner/Department

Anti-Hazing Policy - Interim

lhendrickson@govst.edu — Sun, 12 Apr 2026 21:53:55 +0000

Anti-Hazing Policy - Interim

Purpose
��Ƶ (the “University”) is committed to fostering an environment where the health, safety, and welfare of all individuals are respected; and all employees, trustees, students, and others engaged with the University (collectively, the “��Ƶ Community”) share the responsibility for a safe and secure campus. In furtherance of that commitment, this Policy prohibits any form of hazing (as defined below) and requires that incidents of hazing be reported to appropriate University personnel immediately.
Policy Against Hazing
1. Scope
  1. This Policy applies to all individuals (i) on University property; (ii) at University-sponsored or -sanctioned events and activities; (iii) subject to the University’s Student Misconduct Policies or the University’s Employee Code of Conduct; (iv) participating in University-sponsored or -sanctioned research programs/projects; (v) conducting official University business or representing the University off campus; or (vi) engaging in any negative action having impact on individuals within the ��Ƶ Community.
  2. The University reserves the right to impose any level of sanction or discipline, up to and including suspension, dismissal or termination, for any offense under or failure to comply with this Policy. Additionally, a violation of this Policy may subject the offending person to civil, administrative, or criminal fines or penalties imposed under State or Federal law.
2. Definition
  1. Hazing means engaging in any acts not authorized by the University that intentionally, knowingly, or recklessly:
    1. Endangers (above the reasonable risk encountered in the regular course of participation in the University’s employment, programs, clubs, teams, and classes) the mental, emotional, or physical health or safety of an individual, or causes physical discomfort or mental discomfort; or
    2. Encourages an individual to engage in conduct of a sexual, or humiliating nature; or
    3. Destroys or removes public or private property;
    for the purpose of initiation, induction or admission into, affiliation with, or continued membership in any group, club, team, class, organization, or society that is associated with, established or recognized by, or otherwise connected to the University. Hazing includes, but is not limited to, physical punishments, creating excessive fatigue, work sessions, physical or emotional shock, wearing apparel which is conspicuous, public stunts, morally degrading or humiliating games or events, encouraging or requiring the illegal and/or abusive use of alcohol and/or illegal drugs, or encouraging or requiring any act that would violate Illinois State law, including but not limited to theft of or vandalization of public or private property.
    Acts described as “hazing” in this definition are considered to be hazing whether or not the subject of such conduct willingly participates in such activities.
3. Prohibition on Hazing
  1. No student, prospective student, employee, potential employee, applicant, nor other individual shall be subject to hazing for the purpose of initiation, induction or admission into, affiliation with, or continued membership in any group, club, team, class, organization, or society that is associated with, established or recognized by, or otherwise connected to the University.
  2. It shall be a violation of this Policy for any member of the ��Ƶ Community:
    1. To engage in hazing;
    2. To permit or to fail to prevent and/or to discourage known acts of hazing when such activities are known to be taking place, or where it should reasonably be known that such activities are taking place; and
    3. To fail to report known acts of hazing when such activities are known to be taking place, or where it should reasonably be known that such activities are taking place.
4. Reporting Hazing
  1. Any member of the ��Ƶ Community who witnesses, is subjected to, or becomes aware of acts of possible hazing must immediately report the incident.
    1. Incidents of possible hazing and other violations of this Policy by students should be reported to the University Office of the Dean of Students:
      Office of the Dean of Students
      1 University Parkway
      University Park, IL 60484
      Phone: 708.235.7595
      Email: deanofstudents@govst.edu
      Campus Location: C1310
    2. Incidents of possible hazing and other violations of this Policy by employees should be reported to the Human Resources Department:
      Human Resources Department
      1 University Parkway
      University Park, IL 60484
      Phone: 708.534.4100
      Email: hr@govst.edu
      Campus Location:C1360
    3. Incidents of possible hazing and other violations of this Policy may also be reported to the University Ethics Officer:
      Kaitlyn Anne Wild
      Director of Compliance and Ethics Officer
      1 University Parkway
      University Park, IL 60484
      Phone: 708.534.4846
      Email: ethicsofficer@govst.edu
      Campus Location: G328
  2. In case of an emergency, including but not limited to risk of serious bodily harm or death, the situation must be reported to law enforcement immediately:
    University Department of Public Safety
    Emergency Number: 911 (if calling from campus phone)
    Phone: 708.534.4900 (if calling direct)
    Campus Location: C1375
    1 University Parkway
    University Park, IL 60484
    University Park Police Department
    698 Burnham Drive
    University Park, IL 60484
    Emergency Number: 911 (if calling from a non-campus phone)
    Phone: 708.534.0913 (if calling direct)
5. University's Response to Reports of Hazing
  The University takes all reports of possible hazing very seriously.
  Hazing and other violations of this Policy by students will be treated as “non academic misconduct” under the University’s Student Code of Conduct (Policy 4), and reports of possible hazing by a student will be investigated and resolved in accordance with the Student Code of Conduct and Community Standards program coordinated by the Office of the Dean of Students.
  Hazing and other violations of this Policy by employees will be investigated and resolved by the Human Resources Department.
  For more information about the University’s response to reports, see the University’s Internal Investigations Policy.
Hazing Prevention and Awareness Programs
The Dean of Students (or their delegee(s)) shall coordinate the University’s provision of prevention and awareness programming related to hazing that includes research informed campus-wide prevention programs designed to reach students and employees and primary prevention strategies intended to stop hazing before hazing occurs. Such programming may include, but would not necessarily be limited to, skill building for bystander intervention, information about ethical leadership, and promotion of strategies for building group cohesion without hazing.
Hazing Statistics and Reporting
1. Hazing Incident Statistics
  The University shall:
  1. Collect information with respect to hazing incidents at the University; and
  2. Publish statistics of hazing incidents reported to campus security authorities or local police agencies as part of its disclosure of campus crime statistics in its Annual Security Report under the Clery Act, as required by the federal Stop Campus Hazing Act, Public Law 118 173, 138 Stat. 2597 (Dec. 23, 2024).
2. Campus Hazing Transparency Report
  The Office of the Dean of Students shall prepare and publish a “Campus Hazing Transparency Report” that summarizes findings of hazing violations as required in accordance with the Stop Campus Hazing Act, including as follows:
  1. The Campus Transparency Report shall contain information about findings of hazing violations, including:
    1. The name of such student organization involved;
    2. A general description of the hazing violation, including whether the hazing violation involved the abuse or illegal use of alcohol or drugs, the University’s findings, and any sanctions placed on the student organization (as applicable); and
    3. The dates on which:
      1. The hazing incident was alleged to have occurred;
      2. The investigation into the hazing incident was initiated;
      3. The investigation ended with a finding that a hazing violation occurred; and
      4. The University provided notice to the student organization that the incident resulted in a hazing violation; and
    4. Any additional information:
      1. Determined by the Office of the Dean of Students or other University department to be necessary; or
      2. Reported as required by State law.
  2. The Campus Hazing Transparency Report shall not include any personally identifiable information, including any information that would reveal personally identifiable information, about any individual student in accordance with FERPA.
  3. Not later than December 23, 2025, the Campus Hazing Transparency Report shall be made publicly available on the University’s public website, including:
    1. A statement notifying the public of the annual availability of statistics on hazing incidents as part of the Annual Security Report; and
    2. Information about the University’s policies relating to hazing (including this Policy) and applicable local and State laws on hazing.
  4. Not less frequently than 2 times each year thereafter, the Campus Hazing Transparency Report shall be updated to include the required information about hazing violations for the period beginning on the date on which the Report was last published and ending on the date on which such update is submitted.
  5. The information included in the Campus Hazing Transparency Report and each update thereto shall be maintained for a period of five (5) calendar years from the date of publication of the Report or update.
  6. The University is not required to: (i) develop and publish an initiation Campus Hazing Transparency Report until it has a finding of a hazing violation; or (ii) update the Campus Hazing Transparency Report if the University does not have a finding of a hazing violation for such period.
3. Definitions
  For purposes of this Section IV (and only this Section IV), the following definitions apply.
  1. Hazing means any intentional, knowing, or reckless act committed by a person (whether individually or in concert with other persons) against another person or persons regardless of the willingness of such other person or persons to participate, that:
    1. Is committed in the course of an initiation into, an affiliation with, or the maintenance of membership in, a student organization; and
    2. Causes or creates a risk, above the reasonable risk encountered in the course of participation in the University (such as the physical preparation necessary for participation in an athletic team), of physical or psychological injury including:
      1. Whipping, beating, striking, electronic shocking, placing of a harmful substance on someone’s body, or similar activity;
      2. Causing, coercing, or otherwise inducing sleep deprivation, exposure to the elements, confinement in a small space, extreme calisthenics, or other similar activity;
      3. Causing, coercing, or otherwise inducing another person to consume food, liquid, alcohol, drugs, or other substances;
      4. Causing, coercing, or otherwise inducing another person to perform sexual acts;
      5. Any activity that places another person in reasonable fear of bodily harm through the use of threatening words or conduct;
      6. Any activity against another person that includes a criminal violation of local, State, or Federal law; and
      7. Any activity that induces, causes, or requires another person to perform a duty or task that involves a criminal violation of local, State, or Federal law.
  2. Hazing violation means a finding in accordance with this Policy that a student organization (except that this shall only apply to student organizations that are established or recognized by the University) is in violation of this Policy’s prohibition against hazing.
  3. Student organization means an organization at the University (such as a club, society, association, varsity or junior varsity athletic team, club sports team, fraternity, sorority, band, or student government) in which two or more of the members are students enrolled at the institution of higher education, whether or not the organization is established or recognized by the University.
Acknowledgement
The University acknowledges and credits documents from the following universities in the development of this Policy: Illinois State and Eastern Illinois University

lhendrickson@g… 04/12/2026

President Joyce Ester

07/16/2025

SEO Summary

��Ƶ prohibits all forms of hazing and requires immediate reporting of incidents to protect the health and safety of our campus community.

Student Conduct Policy

Illinois Criminal Code of 2012, 720 ILCS 5/12C-50 • Federal Stop Campus Hazing Act, Public Law 118-173, 138 Stat. 2597 (Dec. 23, 2024)

Responsible Officials: General Counsel; Director of Compliance; Chief of Police; Vice President for Human Resources; and Dean of Students

102

Anti-Hazing Policy - Interim (Policy 102)

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Department of Public Safety

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Legal Counsel

Dean of Students

Human Resources

Land Use Policy

lhendrickson@govst.edu — Mon, 06 Apr 2026 18:36:27 +0000

Land Use Policy

��Ƶ is situated on 750 acres of land. The Land Use Policy provides a framework for the orderly development of the University while preserving and enhancing those existing features, both natural and manmade, which give the campus its distinctive character.
Five zones are established for the ��Ƶ campus and are designated on the ��Ƶ Campus Zoning Map. Descriptions of current usage of the land and its zoning follow.
Zone 1
1. Current Usage
  1. Agricultural Land
  2. Physical Plant Operations Facilities, Hantack House Area
  3. University Independent Operations, Planning Building
  4. Instructional Activities; Krabbe House
2. Future Land Use
  1. This area is zoned as multiple-use; anticipating the continuation of current usage as well as future development such as support service, research and development, and community-related facilities, transportation services, and student housing. Student housing will preferably be located in the eastern portion of Zone 1 along University Drive. If it becomes necessary to locate student housing in the western part of Zone 1, the housing will be located outside of a corridor around the railroad tracks.
Zone 2
1. Current Usage
  1. Agricultural Land
2. Future Land Use
  1. Agricultural lands will be managed in order-to both reduce soil erosion and maintain soil fertility. Tillage practices and herbicide and pesticide applications should be based on periodic site visits and written recommendations of the Soil Conservation Service.
  2. The western section of Zone 2 along University Drive, near the Sculpture Park, is zoned for student housing.
  3. The portion of Zone 2 designated as Zone 2A is zoned for facilities related to research activities.
Zone 3
1. Current Usage
  1. Nathan Manilow Sculpture Park
  2. University and Community Events
2. Future Land Use
  This area is zoned as limited use, continuing current usage.
  1. The Campus Physical Resources Committee, or its successors, will be consulted by the Nathan Manilow Sculpture Park Advisory Council about the location of any new, permanent sculptures and any sculptures on loan to the Sculpture Park that require alteration of the normal configuration of the land, except for anchoring.
  2. The Sculpture Park will be maintained to preserve the area, including periodic mowing after nesting season to inhibit woody growth.
Zone 4
1. Current Usage
  1. Natural Plant and Wildlife Area
  2. "Field Rotation" Sculpture
  3. Conference Center and Access Road
2. Future Land Use
  1. That portion of Zone 4 not occupied by items 2 and 3 above is zoned as a natural plant and wildlife area. The principle purposes of this area are the maintenance and enhancement of plant and animal resources. Uses are limited to scientific and aesthetic study and passive recreation. Proposed uses other than these must be reviewed and recommended by the Campus Physical Resources Committee, or its successors, to ensure the maintenance of the area in its natural state.
  2. Additional sculptures are prohibited.
Zone 5
1. A. Current Usage
  1. Agricultural Land
  2. Natural Areas
  3. Athletic Fields
2. Future Land Use
  This area* excluding the athletic fields, is zoned for the expansion of University facilities for academic and/or support service purposes.

lhendrickson@g… 04/06/2026

President Leo Goodman-Malamuth II

08/01/1986

SEO Summary

��Ƶ's Land Use Policy establishes five campus zones to guide orderly development while preserving the university's natural and.

Land Use Policy (Policy 40)

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Policy Owner/Department

POLICY ON SALARY INCREASES FOR ADMINISTRATIVE AND PROFESSIONAL EMPLOYEES UPON COMPLETION OF A TERMINAL OR AN ADDITIONAL GRADUATE DEGREE

lhendrickson@govst.edu — Mon, 06 Apr 2026 18:22:49 +0000

POLICY ON SALARY INCREASES FOR ADMINISTRATIVE AND PROFESSIONAL EMPLOYEES UPON COMPLETION OF A TERMINAL OR AN ADDITIONAL GRADUATE DEGREE

A salary increase will be awarded to an administrative or professional employee who completes a terminal degree or an additional graduate or professional degree from an accredited institution, provided the following conditions are met:
1. The employee holds a continuing appointment.
2. At the time of initial appointment, or subsequent thereto, the appropriate Vice President agrees in writing, upon recommendation by the appropriate unit head, that the employee should undertake the degree program.
3. The employee provides satisfactory evidence of specified degree program completion.
4. The specific program of study for the degree sought is either:
  1. undertaken to increase the employee's knowledge, skills, and/or to develop expertise in areas directly related to the responsibilities of the employee's position; or
  2. normally required or preferred of candidates for the respective position.
5. The employee's salary, at the time of program completion, is not comparable to the salaries of employees in lateral positions with similar experience and education.
The amount of the increase will be recommended by the appropriate vice president, based on consideration of salary data for a referent group composed of employees in similar, lateral positions with comparable experience and education.
Salary increases approved in accordance with these provisions will be awarded effective July 1 subsequent to the fiscal year during which degree completion is verified.
Division chairpersons will be awarded salary increases for additional degree attainment in accordance with provisions established for faculty.

lhendrickson@g… 04/06/2026

President Leo Goodman-Malamuth II

03/04/1986

SEO Summary

��Ƶ awards salary increases to administrative and professional employees who complete terminal or additional graduate degrees from.

Policy on Salary Increases For Administrative and Professional Employees Upon Completion of a Terminal or an Additional Graduate Degree (Policy 41)

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Human Resources

Media and Social Media Policy

lhendrickson@govst.edu — Thu, 02 Apr 2026 19:51:25 +0000

Media and Social Media Policy

Purpose
Mass media, and social media, relations play an essential role in conveying the public face of ��Ƶ (“��Ƶ” or “University”). The purpose of this Policy is to ensure the dissemination of only accurate and coordinated official communications intended to represent the University.
��Ƶ recognizes that social media is a vital communication method for the ��Ƶ community. This Policy addresses the institutional use of social media for all official ��Ƶ social media accounts and also addresses privacy and security for community members such as students, faculty, staff, and alumni. This Policy also addresses the role of the Office of Marketing and Communications (“MarComm”) to coordinate University best practices on social media and to enforce ��Ƶ brand standards across all social media platforms.
Interactions with mass media and the use of social media by members of the ��Ƶ community extend well beyond branding and official communications; these can be used for a variety of purposes including, but not limited to, social networking, dissemination of research findings, and commentary on public events. ��Ƶ respects the academic freedom of its community members. This Policy is not intended to place restrictions on the use of social media, nor on interactions with mass media, for activities unrelated to branding or official communications on behalf of ��Ƶ.
Definitions
1. Content: information that is posted using the capabilities of a social media platform. This includes but is not limited to: links, captions, photos, videos, music, .GIF files, and documents, such as .PDF files.
2. ��Ƶ account: any account on a social media platform (e.g., Facebook, Twitter, LinkedIn) that is controlled or purported to be controlled or registered by or on behalf of ��Ƶ as an institution.
3. ��Ƶ community: the students, faculty, staff, administrators, and alumni of the University.
4. ��Ƶ units: Organizational units of the University including colleges, divisions/departments, university-level offices, athletic teams, and University affiliated entities.
5. Posting: the action of making information publicly available online to any/all platforms on behalf of ��Ƶ.
6. Social media/platforms: non-��Ƶ websites and applications that enable users to create and share photos, videos, or other content or to participate in social networking. This includes, but is not limited to: Facebook; Instagram; Twitter; YouTube; LinkedIn; TikTok; Pinterest; Snapchat; blog or microblog sites; rating and review websites; wiki or similar collaborative content websites; message boards, bulletin boards, or similar forums; and any emerging social media platforms that are hereafter created and/or gain popularity.
Scope of Policy
This Policy applies to any social media account used to officially represent, or otherwise communicate on behalf of, ��Ƶ as an institution. This Policy also applies to official social media accounts of ��Ƶ units whose primary purpose is to post information to the public regarding events, activities, programs, and/or other unit-related communications. For illustrative purposes, the following are examples of social media accounts that would be covered by this Policy:
1. The official ��Ƶ (��Ƶ) Facebook account
2. A twitter account that represents the ��Ƶ library
3. A LinkedIn account representing the Human Resources Department
This Policy does not apply to personal use of social media by individual ��Ƶ community members, nor does it apply to social media used by individuals in their capacity as ��Ƶ members (e.g., the use of social media for a course, for conducting research, etc.). Members of the ��Ƶ community may mention their affiliation with ��Ƶ on their personal, professional, and/or group social media accounts, but it must be clear that content posted by the account represents the individual and does not represent nor is endorsed by GSU. If an individual or group not normally covered by this Policy wishes to use the GSU logo or other GSU brand elements on a social media platform, they must use the official logo/brand material available on the MarComm website or otherwise approved by MarComm.
This Policy does not apply to social media accounts representing union or union-related groups, such as the UPI chapter of ��Ƶ, nor does it apply to accounts used primarily for posting private content restricted to group members that cannot be viewed by the general public. For illustrative purposes, the following are examples of social media accounts that would not be covered by this Policy:
1. A LinkedIn account created by a faculty member to recruit participants for a research study
2. A “mock” social media account created by a student solely for use within an academic course
3. An official Facebook account of a ��Ƶ union chapter
4. A private Facebook account or group created for the purpose of interactions among members of that particular group (e.g., a special interest group for staff; a faculty support group; a student club, etc.) in which the majority of content is posted privately (i.e., accessible only to group members)
Members of the ��Ƶ community using or interacting with any social media accounts or pages connected to ��Ƶ are expected to comply with ��Ƶ community standards. Allegations of violations of community standards shall be covered by the appropriate University policy (for example, Policy 52 for allegations of discrimination or harassment; Policy 78 for Title IX/sexual harassment concerns; Policy 4 for student misconduct; etc.).
Policy to Ensure Dissemination of Accurate and Coordinated Official Communications
The ��Ƶ Office of Marketing & Communications (“MarComm”) staff and the University President are the "official spokespeople" for ��Ƶ. All official communications intended to represent the University must be disseminated by MarComm. In order to ensure that accurate, factual information is presented, MarComm coordinates all official press releases and news stories initiated by ��Ƶ.
Both units of ��Ƶ and individual members of the ��Ƶ community retain the right to communicate to the media or public without interference as to the content of such speech, but may not claim to officially speak on behalf of the University.
Information for official communications is collected by MarComm from a variety of sources within ��Ƶ, including members of the GSU community. The GSU community is encouraged to offer MarComm staff story ideas, news, upcoming programs, events, research, projects, course information, etc. Whenever possible, dated materials should be submitted at least one month in advance to MarComm. Faculty may be called upon by MarComm both for information about their own projects or as experts in their fields for media interviews and publications.
Policy to Ensure Appropriate Use of Social Media by All Parties Affiliated with ��Ƶ
1. Reasonable Access to ��Ƶ Social Media Accounts
  All ��Ƶ accounts, regardless of the social media platform utilized, must be approved by MarComm. All existing social media accounts controlled or purported to be controlled or registered by or on behalf of ��Ƶ as an institution must grant administrative access to MarComm for privacy and security reasons. Anyone wishing to establish a new ��Ƶ account can fill out an electronic request form and approval is contingent on the social media coordinator. This is only for ��Ƶ accounts created for the express purpose of officially representing ��Ƶ as a university.
  ��Ƶ accounts operating without receiving approval or accounts rejecting this Policy are considered rogue. MarComm has the right to seek termination of these accounts to reduce security risks. In the event of a dispute regarding the categorization of a social media account as a ��Ƶ account, the Office of the General Counsel of ��Ƶ or designee shall make a final determination in accordance with the definitions and guidelines set forth in this Policy.
  All managers of ��Ƶ accounts must attend frequent trainings by MarComm to stay up to date on best practices for social media management.
  Official ��Ƶ accounts are located in the social media directory maintained by MarComm. All GSU accounts must be managed officially and must include, when relevant: professional/branded profile pictures, cover photos, and hashtags. Content that is posted must be accessible and utilize the ��Ƶ brand voice. MarComm has the right to enforce these standards on all content posted on ��Ƶ accounts.
  Official ��Ƶ account pages are to represent the best of ��Ƶ. If official GSU account pages fail to meet brand standards (for example: being inactive for an extended period of time, having extremely low traffic, or posting inaccessible/off brand content), then MarComm has exclusive rights to correct this content or shut down inactive ��Ƶ accounts.
  University social media managers have the right to remove public comments on ��Ƶ account pages only if the content violates platform guidelines, is hateful, spam, or is otherwise inappropriate in nature. Users have the right to respectfully participate in discourse about the University on a public website.
2. Management of Social Media Accounts of ��Ƶ Units
  Social media accounts created and/or used for the purpose of representing a unit of ��Ƶ do not represent the University as a whole, but do reflect on the University. It is important for such accounts to follow best practices that reflect professionalism, respect, and good judgment. Account managers are ultimately responsible for the content posted to a unit account and ensuring adherence to this Policy.
  In order to ensure security and compliance across ��Ƶ unit accounts and to support coordination between unit accounts and MarComm, all ��Ƶ unit accounts must be formally registered with MarComm by sharing, at a minimum, the name and platform of the account, the webpage or link to the account (where applicable), and the names and contact information of the account managers. Unit accounts are not required to obtain advanced approval of individual posts or content by MarComm.
  Account managers of ��Ƶ unit social media accounts are expected to participate in periodic training on social media management provided by MarComm and to maintain compliance with ��Ƶ standards and policies. In the event that an account manager is notified by MarComm or another ��Ƶ office or entity that content on the social media account is out of compliance, the account manager must bring the content into compliance within 24 hours of receiving the notice, or to otherwise send notification within 24 hours to MarComm or other appropriate entity detailing the plan and timeline to bring the account into compliance. MarComm may require account managers of unit accounts that have been found to be out of compliance to participate in appropriate social media management and compliance training. Creators of unit accounts must grant administrative access to the accounts to a direct supervisor or other appropriate university employee (e.g., college dean, division/department chair) and/or with MarComm. In the event that an account manager leaves the university or wishes to no longer manage the account, it is the unit’s responsibility to remove that individual’s access to the account and designate a second employee and/or MarComm as an account manager, thus ensuring that at least two employees have independent administrative access to the account at all times.
3. Protection of the ��Ƶ Community While Providing Outlets for Proper Use of the ��Ƶ Brand
  To protect our ��Ƶ community, which includes but is not limited to, current students, faculty, staff, and alumni, MarComm has guidelines for posting sensitive information on University topics or unapproved projects. This includes allowing for the President of the University or MarComm to announce major projects to the media/community first. Those who publicly post on a ��Ƶ account as a ��Ƶ community member must use discretion and respectfully represent the University.
4. Acknowledgement
  The University acknowledges and credits documents from the following in the revision of this Policy: Cornell University, Northern Illinois University, Southern Illinois University Carbondale, and Southern Illinois University Edwardsville.
5. RESPONSIBLE PARTIES Responsibility for ensuring compliance with this Policy is generally designated to:
  1. the Office of Marketing and Communications (“MarComm”) for ��Ƶ social media accounts and official communications with mass media on behalf of ��Ƶ,
  2. the Office of the Provost for ��Ƶ academic unit accounts, and
  3. the Vice President of Administration and Finance for all other unit accounts.

lhendrickson@g… 04/02/2026

President Cheryl Green

04/02/1996

10/04/2022

SEO Summary

��Ƶ's media and social media policy ensures accurate, coordinated official communications while respecting academic freedom and.

Media and Social Media Policy (Policy 49)

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Anti-Discrimination, Harassment, and Retaliation Policy

lhendrickson@govst.edu — Thu, 02 Apr 2026 18:37:01 +0000

Anti-Discrimination, Harassment, and Retaliation Policy

Purpose of Policy
��Ƶ (the “University”) is committed to maintaining a community in which students and employees can learn and work together in an atmosphere free from all forms of unlawful discrimination and harassment on the basis of an individual’s actual or perceived membership in one or more protected classes under state and federal law and/or retaliation. Such unlawful discrimination and harassment violate the dignity of the individual and the integrity of the University as an institution of higher learning and, thus, will not be tolerated. The University is committed to taking all appropriate steps to eliminate unlawful discrimination and harassment, prevent their recurrence, and address their effects. Further, the University is committed to preventing any and all unlawful retaliation against an individual exercising a lawful right and address the effects of any such unlawful retaliation in the event it does occur.
Scope of Policy
This Policy prohibits all forms of unlawful discrimination and harassment against students, employees, and applicants for admission or employment based on their actual or perceived membership in any one or more of the following protected classes:
1. Age
2. Ancestry
3. Arrest Record Status
4. Citizenship Status
5. Color
6. Disability (Physical or Mental)
7. General Identity or Expression
8. Marital or Civil Union Status
9. Military or Veteran Status
10. National Origin
11. Order of Protection Status
12. Pregnancy
13. Race
14. Religion
15. Sex
16. Sexual Orientation
17. Unfavorable Discharge from Military Service
(each a “Protected Status”) including all Prohibited Conduct as defined below in Section III.A, below. It applies to all members of the University community, including students, faculty, staff, administrators, trustees, members, consultants, vendors, visitors, and others engaged in business with the University (the “GSU Community”). It applies to conduct on or off campus property that substantially interferes with the mission of the University, including but not limited to, interference with the safety and well-being of self or others and/or interference with the academic pursuits or employment environment of the University’s students or employees. This Policy does not replace federal and state mandated laws and regulations, and, where there is a conflict, the provisions of applicable law and regulations will govern.
University Prohibition of Unlawful Discrimination, Harassment, and Unlawful Retaliation
1. Prohibited Conduct
  No person shall, on the basis of Protected Status, be subjected to unlawful discrimination or harassment under any academic, extracurricular, research, occupational training, employment program, or activity operated by the University, or in any other terms, conditions, or privileges of employment and education, including, but not limited to, in the following aspects of employment at the University:
  1. Recruitment and hiring;
  2. Job posting and advertisements;
  3. Promotion, transfer, layoff, recall, and renewal of employment;
  4. Assignment and classification;
  5. Testing;
  6. Selection for training or apprenticeship;
  7. Discharge;
  8. Discipline;
  9. Tenure;
  10. Compensation;
  11. Disability accommodations;
  12. Retirement plans, disability leave, and fringe benefits; and
  13. Use of University facilities and property;
  and including, but not limited to, in the following aspects of education at the University:
  1. Application and admission to the University;
  2. Participation in University student programs and organizational activities;
  3. Treatment in the classroom;
  4. Course evaluation and grading;
  5. Academic activities external to the classroom;
  6. Counseling or other mental health services;
  7. Career and internship planning and placement services;
  8. Financial assistance;
  9. Athletics;
  10. Disability accommodations;
  11. Campus housing; and
  12. Access to University facilities.
  Further, no person shall be subject to unlawful retaliation for the purpose of interfering with any right or privilege secured by law or this Policy, or because the person has made a report or complaint, testified, assisted, or participated or refused to participate, in any manner, in an investigation, proceeding, or hearing under this Policy and the associated “Reporting and Investigation Procedures for Regulation II.A.20 and Policy 52 on Anti-Discrimination, Harassment, and Retaliation” (the “Procedures”) or under any applicable law.
  It shall be a violation of this Policy for any member of the ��Ƶ Community to engage in such unlawful discrimination, harassment, and/or unlawful retaliation (“Prohibited Conduct”). The University reserves the right to impose any level of sanction or discipline, up to and including suspension, dismissal or termination, for any offense under this Policy, including engaging in any Prohibited Conduct.
2. Definitions
  For purposes of this Policy, the following definitions apply:
  1. “Unlawful discrimination” means discrimination against a person because of that person’s actual or perceived race, color, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, marital or civil union status, order of protection status, disability, military or veteran status, sexual orientation, pregnancy, unfavorable discharge from military service, arrest record, citizenship status, or any other basis prohibited by law. See § 1 103(Q) of the Illinois Human Right Act, 775 ILCS 5 (“IHRA”).
  2. “Harassment” means any unwelcome conduct on the basis of a person’s actual or perceived race, color, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, marital or civil union status, order of protection status, disability, military or veteran status, arrest record, pregnancy, unfavorable discharge from military service, arrest record, or citizenship status or any other basis prohibited by law that has the purpose or effect of substantially interfering with that person’s work or academic performance or creating an intimidating, offensive, or hostile environment. See IHRA at § 2-101(E-1).
    By way of illustration, and not as a limitation, the following types of conduct could amount to harassment if based on a person’s actual or perceived Protected Status:
    1. Offensive jokes;
    2. Slurs;
    3. Epithets or name calling;
    4. Physical assault(s);
    5. Threats;
    6. Intimidation, ridicule or mockery;
    7. Insults or put-downs;
    8. Offensive objects or pictures;
    9. Deliberate touching, leaning over, or cornering;
    10. Offensive looks or gestures; or
    11. Letters, telephone calls, personal e-mails, texts, or other materials of an offensive nature.
  3. “Unlawful retaliation” means the reprimand, discharge, suspension, demotion, denial of promotion or transfer, change in the terms or conditions of employment or education of any person that is taken in retaliation for a person’s involvement in protected activity or for the purpose of interfering with any right or privilege secured by this Policy and relevant law; “unlawful retaliation” also means intimidation, threats, coercion, or harassment made in retaliation for a person’s involvement in protected activity or for the purpose of interfering with any right or privilege secured by this Policy and relevant law. See § 15-5 of the Illinois State Officials and Employees Ethics Act, 5 ILCS 430 (“Ethics Act”); IHRA at § 6-101(A); see also § 20.2 of the Illinois Whistleblower Act, 740 ILCS 174 (“Whistleblower Act”).
    For purposes of this definition, protected activities include: (a) the disclosure or threatened disclosure to a supervisor or to a public body of an activity, policy, or practice the person reasonably believes is in violation of this Policy or any law, rule, or policy; (b) the provision of information to the University or any public body or agency conducting an investigation, hearing, or inquiry into any violation of this Policy or any law, rule, or policy; and (c) the assistance of or participation in a proceeding to enforce the provisions of this Policy or applicable law. See Ethics Act at § 15-10; see also Whistleblower Act at §§ 15, 20, 20.1.
  4. “Race” means the physical characteristics commonly associated with a person’s race such as a person’s color, hair, facial features, height, weight, race-linked illnesses, and cultural characteristics related to race or ethnicity. See EEOC Compliance Manual, Doc. No. 915.003, at 15 (2006).
  5. “Color” means the pigmentation, complexion, shade, or tone of a person’s skin. See EEOC Compliance Manual, Doc. No. 915.003, at 15 (2006).
  6. “National origin” means the place in which a person or one of that person’s ancestors was born. See IHRA at § 1-103(K). g) “Ancestry” means a person’s forebears, lineage, or their line of familial descent. See Black’s Law Dictionary (11th ed. 2019).
  7. “Age” means the chronological age of a person who is at least 40 years old. See IHRA at § 1-103(A).
  8. “Sex” means the status of being male or female. See IHRA at § 1-103(O).
  9. “Marital or civil union status” means the legal status of being married, in a civil union, single, separated, divorced, or widowed. See IHRA at § 1-103(J).
  10. “Order of protection status” means a person’s status as being a person protected under an order of protection issued pursuant to certain Illinois statutes, or an order of protection issued by a court of another state. See IHRA at § 1-103(K 5).
  11. “Disability” means a determinable physical or mental characteristic of a person, including one that necessitates the person’s use of a guide, hearing or support dog, the history of such characteristic, or the perception of such characteristic by the person complained against, which may result from disease, injury, congenital condition of birth or functional disorder, and which characteristic is unrelated to the person’s ability to perform the duties of a particular job or position. See IHRA at § 1-103(I).
  12. “Military or veteran status” means a person’s status on active duty in or status as a veteran of the United States Armed Forces, status as a current member or veteran of any reserve component of the United States Armed Forces, or status as a current member or veteran of the Illinois Army National Guard or Illinois Air National Guard. See IHRA at § 1-103(J-1).
  13. “Sexual orientation” and “gender identity or expression” mean the actual or perceived heterosexuality, homosexuality, bisexuality, or gender-related identity or expression of a person, whether or not traditionally associated with the person's designated sex at birth. See IHRA at § 1-103(O-1).
  14. “Pregnancy” means pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth. See IHRA at § 1-103(L-5).
  15. “Unfavorable military discharge” means discharges from the United States Armed Forces, their Reserve components, or any National Guard or Naval Militia that are classified as RE-3 or the equivalent, but does not mean discharges characterized as RE-4 or “Dishonorable.” See IHRA at § 1-103(P).
  16. “Citizenship status” means the status of being: (1) a born U.S. citizen; (2) a naturalized U.S. citizen; (3) a U.S. national; or (4) a person born outside the U.S. and not a U.S. citizen who is not an unauthorized alien and who is protected from discrimination under a federal law. See IHRA at § 2-101(K).
  17. “Religion” means all aspects of religious observance and practice, as well as belief. See IHRA at § 2-101(F).
  18. “Arrest record” means: (1) an arrest not leading to a conviction; (2) a juvenile record; or (3) criminal history record information ordered expunged, sealed, or impounded under Section 5.2 of the Criminal Identification Act. See IHRA at § 1-103(B-5).
3. Limited Exceptions
  Academic freedom, as stated in the Governing Policies of the Board of Trustees, allows for discussion or inclusion of germane, sensitive issues such as those relating to sexual relationships or race relations within the context of teaching, research, or other academic activities. Such discussions do not constitute harassment, and they do not contribute to a hostile environment. Academic freedom, however, does not protect persons who violate this Policy and/or state and federal law by discriminating against or harassing others on the basis of a Protected Status.
Reports of Unlawful Discrimination, Harassment, or Unlawful Retaliation, and the University’s Response
1. Reporting Prohibited Conduct
  Any member of the ��Ƶ Community who witnesses, is subjected to, or becomes aware of unlawful discrimination, harassment, or unlawful retaliation should immediately report the incident. Prohibited Conduct may be reported internally to University personnel, including the University Office of the General Counsel (“OGC”), the University Human Resources Department, the University Office of the Dean of Students, or any University Supervisor (as defined below). Alternatively, members of the ��Ƶ Community may use the University’s Ethics Hotline to submit reports of Prohibited Conduct (see the Procedures for more information).
  Individuals also may report Prohibited Conduct externally to the Office of Executive Inspector General (“OEIG”); and/or the Illinois Department of Human Rights (“IDHR”); the U.S. Equal Employment Opportunity Commission (“EEOC”); and the U.S. Department of Education Office for Civil Rights (“OCR”).
  In addition to the information provided below, please refer to the Procedures for information related to reporting Prohibited Conduct.
  1. University Personnel
    Office of the General Counsel. The OGC includes the University Chief Diversity Officer and the University Director of Compliance and Ethics Officer, either of whom will accept any report of Prohibited Conduct (whether or not the person reporting is the person alleged to be the target of the Prohibited Conduct). They are also available to discuss any concerns members of the ��Ƶ Community have regarding actual or suspected unlawful discrimination, harassment, and unlawful retaliation, this Policy, or the Procedures. The OGC also includes the University’s General Counsel, who is available to advise University Supervisors (as defined below) on the University’s legal risks and responsibilities. Reports of Prohibited Conduct received by any University employee or Supervisor shall immediately be referred to the General Counsel for consideration and, if appropriate, referral to appropriate personnel for investigation. Where appropriate, the General Counsel will assign the complaint to the appropriate personnel for investigation depending on a number of factors, including the identity of the complaining party, the identity of the responding party, actual and perceived conflicts of interest, and workloads.
    Human Resources Department. Members of the University’s Human Resources Department also will accept any report of Prohibited Conduct and promptly and without prejudice accept and submit same to the General Counsel.
    Supervisors. Supervisory personnel of faculty, staff, or students, including academic chairs, academic deans, directors, vice presidents, and assistant or associate vice presidents (collectively, “Supervisors”), are responsible for ensuring this Policy is enforced in their areas. Supervisors must promptly and without prejudice accept and report to the General Counsel all complaints of Prohibited Conduct they receive. They must also report to the Chief Diversity Officer or the Director of Compliance and Ethics Officer any incidents or conduct that they observe or about which they hear that may constitute a violation of this Policy.
    Office of the Dean of Students. Members of the Office of the Dean of Students also will accept any report of Prohibited Conduct and promptly and without prejudice accept and submit same to the General Counsel.
    Title IX Coordinator. With respect to Prohibited Conduct based on a person’s sex or sexual orientation, or gender identity or expression, reports of same may be made to the University’s Title IX Coordinator as explained in Section II.A.21 of the University Board of Trustees’ Regulations and University Policy 78, and associated reporting and grievance procedures, which are published on the University’s Title IX webpage (www.govst.edu/TitleIX/).
    ADA Advisory Committee. With respect to Prohibited Conduct based on a person’s disability, reports of same may be made to any member of the University’s ADA Advisory Committee, which is made up of the University’s ADA Compliance Officers and the Director of Student Disability Services.
  2. The Office of Executive Inspector General
    The primary role of the OEIG, which has jurisdiction over executive branch agencies (including the University and its employees), is to investigate allegations of misconduct and to make reports of its findings to the affected agencies. The OEIG investigates, when appropriate, alleged violations of laws committed by any employee of, or those doing business with, an entity under its jurisdiction. Under the Illinois State Officials and Employees Ethics Act, see 5 ILCS 430/20-63, the OEIG is tasked with accepting and investigating complaints of unlawful discrimination, harassment, and unlawful retaliation submitted by State employees. Such a complaint may be filed with the OEIG in writing or orally as described at:
    https://www2.illinois.gov/oeig/complaints/Pages/process.aspx
  3. The Illinois Department of Human Rights
    The IDHR administers the Illinois Human Rights Act, 775 ILCS 5/1-101 et seq., which prohibits various types of discrimination and harassment in Illinois, including discrimination with respect to employment. It investigates charges of employment discrimination filed against employers that are units of State government. A discrimination charge can be initiated by calling, writing, or appearing in person at the IDHR’s Chicago or Springfield office within 300 days of the date the alleged discrimination took place, as described at:
    https://www2.illinois.gov/DHR/filingacharge/pages/employment.aspx
  4. The U.S. Equal Employment Opportunity Commission
    The EEOC enforces the federal laws, such as Title VII of the Civil Rights Act of 1964, as amended (42 U.S.C. § 2000e et seq.), which prohibit employment discrimination and retaliation on the basis of a federally recognized Protected Status. Employees who believe they have been unlawfully discriminated against, harassed, or unlawfully retaliated against at work can file a “charge of discrimination” against their employer with the EEOC. All the laws enforced by EEOC, except for the Equal Pay Act (29 U.S.C. § 206(d)), require an employee to file a charge of discrimination with us before being able to file a job discrimination lawsuit against his or her employer. There are time limits by which charges of discrimination must be filed with the EEOC depending on the type of discrimination alleged. Timely charges of discrimination can be filed online, in person, or by mail, as described at:
    https://www.eeoc.gov/how-file-charge-employment-discrimination
    Additional information about how the EEOC can help employees is available at:
    https://www.eeoc.gov/employees-job-applicants
  5. The U.S. Department of Education Office for Civil Rights
    For students, the OCR enforces the federal laws—such as Title VI of the Federal Civil Rights Act of 1964, as amended (42 U.S.C. § 2000d et seq.) and Title IX of the Federal Education Amendments of 1972, as amended (20 U.S.C. § 1681)—that prohibit discrimination, harassment, and retaliation (on the basis of several federally recognized Protected Statuses) in programs or activities that receive federal financial assistance from the U.S. Department of Education (“DOE”). A student who believes he or she has been unlawfully discriminated against, harassed, or unlawfully retaliated against by an educational institution receiving federal funds from the DOE, or any other person who believes a student has been unlawfully discriminated against, harassed, or unlawfully retaliated against, may file a complaint of discrimination with the DOE. A timely compliant can be filed online, by mail, by email, or by fax, as described at:
    https://www2.ed.gov/about/offices/list/ocr/docs/howto.html
    More details about the OCR’s jurisdiction can be found on its website at:
    https://www2.ed.gov/about/offices/list/ocr/frontpage/pro students/protectingstudents.html
2. False Reporting and Frivolous Complaints
  Given the potentially severe consequences that a charge of Prohibited Conduct may have for the responding party, the University deems it a severe offense knowingly to submit a false report or frivolous complaint. Committing such offense may subject the reporter/complaining party to disciplinary action, up to and including suspension, dismissal, or termination. False reports and frivolous complaints refer to cases where a reporter/complaining party is using a claim of Prohibited Conduct to accomplish some end other than stopping Prohibited Conduct. In addition to discipline from the University, a reporter/complaining party who makes a claim that is later found to have been intentionally false or made maliciously without regard for the truth may also be in violation of State criminal statutes and/or civil defamation laws.
  The provision does not apply to reports made in good faith, even if the facts alleged in the report are not ultimately substantiated by an investigation. Each University employee is expected to report conduct they observe or learn of that may constitute Prohibited Conduct without regard to whether they are certain such conduct occurred.
  Further, any individual who is later proven to have intentionally given false or misleading information during the course of an investigation or hearing conducted pursuant to this Policy may be subject to disciplinary action, up to and including termination or dismissal.
3. Complaint Resolution Process
  The University takes all reports and complaints of alleged Prohibited Conduct very seriously. Accordingly, the University has adopted and published the Procedures to provide for the prompt, equitable, and impartial resolution of student and employee reports and complaints alleging unlawful discrimination, harassment, and/or unlawful retaliation. The Procedures are incorporated into this Policy by reference and are published on the University website.
  As the Procedures explain in detail with respect to reports/complaints involving employee respondents:
  1. Upon being notified of a report (involving an employee respondent) filed pursuant this Policy, the General Counsel (or designee) opens a file on the incident alleged in the report and reviews the allegations in the report to determine whether the alleged incident meets the definition of Prohibited Conduct. If the incident alleged in the report fails to meet the definition of Prohibited Conduct, the incident file will be closed.
  2. If the initial assessment determines that the incident alleged in the report meets the definition of Prohibited Conduct, then the General Counsel will contact the complainant to assist him or her in filing a formal complaint, if the complainant desires to do so. If the complainant does not wish to proceed with a formal complaint, the General Counsel will determine whether a formal complaint and the resolution process should nonetheless go forward.
  3. If the complainant files a formal complaint, informal resolution thereof may be an option. The University will provide the parties with written notice of the reported Prohibited Conduct and any sanctions or measures that may result from participating in such a process, including information regarding any records that will be maintained or shared by the University. The University will obtain voluntary, written confirmation that all parties wish to resolve the matter through an informal resolution before proceeding with same. The ultimate determination of whether an informal resolution is available or successful is to be made by the General Counsel. If a formal complaint is successfully resolved by an informal resolution, copies of all relevant materials will be added to the incident file and the file will be closed. However, the General Counsel has the authority to reopen an incident file if any party thereto fails to abide by the resolution agreement and may take appropriate responsive/disciplinary actions.
  4. If an informal resolution is not pursued or is unsuccessful, then written notice of an investigation and allegations will be sent to the parties.
  5. All investigations are to be thorough, reliable, impartial, prompt, and fair. They involve interviewing all relevant parties and witnesses; obtaining available, relevant evidence; and identifying sources of expert information, as necessary. The burden of gathering evidence sufficient to reach a determination regarding responsibility rests on the University and not the parties. Ultimately, the investigator will write a comprehensive investigation report fully summarizing the investigation, all witness interviews, and addressing all relevant evidence, but including no conclusions, analysis, or recommendations with respect thereto (appendices including relevant physical or documentary evidence will be included with the report).
  6. Once the investigation report is shared with the parties, the General Counsel will refer the matter for a hearing and assign one or more appropriate decisionmakers to oversee the hearing process.
  7. At the hearing, the decisionmaker has the authority to hear and make determinations on all allegations of Prohibited Conduct and may also hear and make determinations on any additional alleged policy or regulation violations that have occurred in concert with the unlawful discrimination, harassment, and/or unlawful retaliation. First, the investigator will present a summary of the investigation report. Then, the parties and witnesses may provide relevant information in turn, beginning with the complainant.
  8. After the hearing is complete, the decisionmaker will issue a written determination regarding whether there are any violations. To reach this determination, the preponderance of evidence burden of proof must be applied.
  9. Where the decisionmaker finds that, by a preponderance of the evidence, this Policy was violated, the decisionmaker will confer with the Human Resources Department for appropriate discipline or sanction.
  10. Any party may file with the General Counsel a written request for appeal from the decisionmaker’s responsibility determination within seven (7) days of delivery of the responsibility determination.
  When a report/complaint of Prohibit Conduct involves a respondent who is a student, resolution of the report/complaint will be conducted in accordance with the procedures applicable to “Nonacademic Grievances” set forth in University Academic Policy 5 and in accordance with all applicable provisions of the Student Code of Conduct (University Academic Policy 4) and the Student Handbook.
4. Confidentiality
  All reports of and investigations into incidents of Prohibited Conduct are treated as confidential to the greatest extent possible without compromising the investigative process, and disclosure of information is restricted to a need-to-know basis. However, the University cannot guarantee confidentiality in all matters, and the identity of the complaining party is usually revealed to the persons involved during the investigation (including the responding party and any witnesses).
5. Supportive Measures
  In order to address the effects Prohibited Conduct can have on the targets thereof, the University will make all reasonable efforts to promptly o:t'fer and implement appropriate and reasonable supportive measures to the involved parties upon notice of alleged Prohibited Conduct.
  Supportive measures are non-disciplinary, non-punitive individualized services offered as determined by the University to be appropriate and reasonably available, and without fee or charge to the parties to restore or preserve access to the University's education program or activity, including measures designed to protect the safety of all parties or the University's educational environment, and/or prevent further Prohibited Conduct. Supportive measures may include counseling services available at the University, extensions of deadlines or other course-related adjustments, modifications of work or class schedules, campus escort services, mutual restrictions on contact between the parties, changes in work or housing locations, leaves of absence, increased security and monitoring of certain areas of the campus, and other similar measures.
  The University will maintain the privacy of the supportive measures, provided that privacy does not impair the University's ability to provide the supportive measures. The University will act to ensure as minimal an academic or employment impact on the parties as possible. The University will implement measures in a way that does not unreasonably burden the other party, and after considering the complaining party's wishes with respect to supportive measures and explaining the process for filing a formal complaint.
  Employees are also encouraged to take advantage of the resources available to Employees through the Employee Assistance Program ("EAP"), which is a free and confidential resource. More information is available on the Illinois Central Management Services Employee Assistance Program website at:
  https://www2.illinois.!.!ov/cms/benefits/StateEmplovee/Pa!:!es/Emplo, eeAssistanceProgram.asrx

lhendrickson@g… 04/02/2026

President Cheryl Green

06/18/1996

SEO Summary

��Ƶ enforces a comprehensive anti-discrimination, harassment, and retaliation policy protecting students and employees from unlawful.

Anti-Sex Discrimination (Title IX) Policy - Interim

Student Conduct Policy

Anti-Discrimination, Harassment, and Retaliation Policy (Policy 52)

Policy Categories

Policy Owner/Department

Legal Counsel

06/18/1996, 10/15/2010, 3/23/2022*

*Amended to match the substance of ��Ƶ Board of Trustees Regulations § II.A.20 as adopted
by the ��Ƶ Board of Trustees on Dec. 10, 2021.

Use of Unmanned Aircraft Systems on University Campus and Property

lhendrickson@govst.edu — Sat, 28 Mar 2026 23:09:31 +0000

Use of Unmanned Aircraft Systems on University Campus and Property

Purpose
The operation of an unmanned aircraft system (UAS), a drone, is regulated by the Federal Aviation Administration (FAA) and relevant state law. ��Ƶ (the “University”) establishes the following policy to govern the operation by any person of a UAS from or above the University’s campus or properties. This policy extends to any and all property owned, rented, leased, and controlled by the University.
Definitions
1. ��Ƶ Property – Buildings, grounds, and land that are owned by the University or controlled by the University via leases or other formal contractual arrangements to house ongoing University operations.
2. Unmanned Aircraft Systems (UAS) – UAS are also known as or may be characterized as Drones. An unmanned aircraft system (UAS), sometimes called a drone, is an aircraft without a human pilot onboard – instead, the UAS is controlled from an operator on the ground. (https://www.faa.gov/uas/) According to the FAA, a UAS is the unmanned aircraft and all the associated support equipment, control station, data links, telemetry, communications and navigation equipment, etc., necessary to operate the unmanned aircraft. UAS may have a variety of names including quadcopter, quadrotor, etc. FAA regulation applies to UAS regardless of size or weight. To fly under the small UAS rule Part 107 the drone will weigh under 55 pounds. Model aircraft are not considered by the FAA as UAS and have different regulations.
Policy
The University must comply with FAA requirements, 14 CFR part 107, federal and state laws, and any other locally applicable laws or regulations regarding unmanned aircraft systems. The University will establish procedures required to ensure compliance with those legal obligations and to reduce risks to safety, security, and privacy.
1. Scope
  This policy applies to:
  1. University employees and students operating unmanned aircraft systems in any location as part of their University employment or as part of University activities;
  2. The operation by any person of unmanned aircraft system or model aircraft on or above ��Ƶ property;
  3. The purchase of unmanned aircraft systems with funding through ��Ƶ, including university account and grants;
  4. The hiring for or contracting for any unmanned aircraft services by a ��Ƶ unit.
  5. Nothing in this policy is intended to limit the scope of active law enforcement activities, which may incidentally cross into university property.
2. Procedures
  1. Any person operating an unmanned aircraft system (UAS) is personally responsible for complying with all federal (FAA), state, and local laws as well as University policy.
  2. Any University employee or student or invitee of the university wishing to operate an unmanned aircraft system (UAS) as part of their University employment or as part of a University program must first:
    1. Operate as a 14 CFR Part 107 Pilot in Command, or
    2. Register UAS as required by federal, state and local law. Failure to register an unmanned aircraft may result in regulatory and criminal penalties.
    3. Provide information for insurance purposes. The contact for this information is Financial Services.
    4. Ensure notice is given to the university as required by this policy a minimum of 10 business days prior to operation of UAS.
  3. Appropriate and Prohibited Uses
    1. The use of drones is permitted only for educational or research purposes.
    2. The use of drones for hobby or recreational use on University property is not permitted. The only exception is if it is part of a ��Ƶ educational curricula or course (under the supervision of a certified pilot) and that there is no compensation for the student directly or indirectly for his or her operation of the aircraft. (See FAA memorandum dated May 4, 2016).
    3. Must provide date/time, purpose, and length of UAS operations, as well as the area of the campus where the UAS will be used to the Office of Environmental Health and Safety.
    4. Must possess a pilot license and have the FAA registration certificate in your possession when operating an unmanned aircraft.
    5. Must have experience in operating the UAS and operate them in a responsible manner.
    6. UAS shall not be used to monitor or record areas where there is a reasonable expectation of privacy in accordance with accepted social norms. These areas include but are not limited to restrooms, locker rooms, individual residential rooms including any inside residential spaces, changing or dressing rooms, the insides of campus daycare facilities, and health treatment rooms. Monitoring or recording sensitive institutional or personal information, which may be found, for example, on an individual’s workspaces, on computer or other electronic displays is prohibited.
    7. UAS shall not be operated over areas of public assembly or areas of construction as well as indoor spaces.
    8. UAS must fly under 400 feet.
    9. UAS must be marked with a unique identifier.
    10. UAS must be kept in sight (visual line-of-sight) and must fly at or below 100 mph.
    11. Must fly during the day.
    12. Must yield the right of way to a manned aircraft.
    13. Must NOT fly over people.
    14. Must NOT fly from a moving vehicle.
Acknowledgement
The University acknowledges and credits documents from the following universities in the writing of this document: Columbia University, New York City and Indiana University.

lhendrickson@g… 03/28/2026

President Elaine P. Maimon

04/01/2018

SEO Summary

��Ƶ regulates unmanned aircraft systems on campus and university property to ensure compliance with FAA requirements and protect safety.

USE OF UNMANNED AIRCRAFT SYSTEMS ON UNIVERSITY CAMPUS AND PROPERTY (Policy 77)

Policy Categories

Policy Owner/Department

Anti-Discrimination, Harassment, and Retaliation Policy

Anti-Sex Discrimination (Title IX) Policy - Interim

lhendrickson@govst.edu — Sat, 28 Mar 2026 22:05:39 +0000

Anti-Sex Discrimination (Title IX) Policy - Interim

Purpose of Policy
��Ƶ (the “University”) does not discriminate on the basis of sex and prohibits sex discrimination in any education program or activity that it operates, as required by state and federal law (including Title IX), including in admissions and employment.
The University is committed to maintaining a community in which students, faculty, and staff can work and learn together in an atmosphere free of all forms of unlawful sex discrimination and retaliation. Such misconduct violates the dignity of the individual and the integrity of the University as an institution of higher learning and, thus, will not be tolerated. The purpose of this Policy is to describe the University’s commitment to taking all appropriate steps to eliminate sex discrimination and retaliation, to prevent their recurrence, and to address their effects.
Scope and Application of Policy
1. Prohibition on Sex Discrimination and Sexual Harassment
  This Policy prohibits all sex discrimination and sexual harassment occurring under the University’s education programs and activities in the United States. Conduct will be deemed to occur “under the University’s education programs and activities,” for purposes of this Policy, if it:
  1. Occurs in or on property owned by the University;
  2. Occurs at the location of, and during the course of, a University-sponsored program or activity operated on property not owned by the University;
  3. Occurs in a building owned or controlled by a student organization that is officially recognized by the University;
  4. or Is committed using the University’s networking and computing resources covered by the University’s Acceptable Use Policy for Computing and Networking, Network Security and Wireless Computing (Policy 64), or successor policy covering the same subject matter.
2. Support for Survivors of Sexual Violence
  The University provides support services for survivors of sexual violence, dating violence, domestic violence, or stalking, as defined below, to University students and employees regardless of when and where the event occurred.
3. Relationship with Federal and State Law
  This Policy does not replace federal and state mandated laws and regulations, and, where there is a conflict, the provisions of applicable law and regulations will govern.
4. Relationship with Other University Policies and Procedures
  To the extent that the applicable scope of this Policy and the Procedures promulgated hereunder overlap with the applicable scope of any other University policy or procedure, this Policy and the relevant Procedures hereunder shall apply and control unless expressly stated otherwise.
Authority
Under University Board of Trustees Regulations § VIII.B.1.b, “The President shall develop policies and procedures to implement, monitor, and document the University’s programs put into place to ensure compliance with applicable anti-discrimination and anti-retaliation laws, which shall take effect upon approval by the President.” This Policy is adopted pursuant to that directive and authority.
Upon becoming effective, this Policy will replace and supplant all prior versions of the University’s Policy 78 and all prior versions shall be deemed deprecated. Concurrent with this Policy becoming effective, all administrative procedures promulgated under the prior versions of the University’s Policy 78 are withdrawn and revoked and henceforth deemed deprecated.
Definitions
1. Sex Discrimination, Sexual Harassment, and Related Definitions
  1. “Sex discrimination” means unlawful different treatment with respect to an individual’s employment or participation in an education program or activity based on that individual’s actual or perceived sex. Sex discrimination includes sexual harassment.
  2. “Sexual harassment” is a form of sex discrimination and means conduct on the basis of sex that constitutes one or more of the following:
    1. An employee of the University conditioning the provision of an aid, benefit, or service of the University on an individual’s participation in unwelcome sexual conduct (“quid pro quo harassment”);
    2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies an individual equal access to a University education program or activity (“hostile environment harassment”); or
    3. One or more of the following specific offenses:
      1. “Sexual violence” meaning physical sexual acts attempted or perpetrated against an individual without that individual’s consent or when that individual is incapable of giving consent, including without limitation rape, sexual assault, sexual battery, sexual abuse, sexual coercion, and all other offenses classified as a forcible or nonforcible sex offense under the uniform crime reporting system of the Federal Bureau of Investigation;
      2. “Dating violence” meaning violence committed by an individual:
        Who is or has been in a social relationship of a romantic or intimate nature with the victim; and
        Where the existence of such a relationship shall be determined based on a consideration of the following factors:
        The length of the relationship;
        The type of relationship; and
        The frequency of interaction between the individuals involved in the relationship.
      3. “Domestic violence” meaning felony or misdemeanor crimes committed by an individual who:
        Is a current or former spouse or intimate partner of the victim under the family or domestic violence laws of the State of Illinois, or a person similarly situated to a spouse of the victim;
        Is cohabitating, or has cohabitated, with the victim as a spouse or intimate partner;
        Shares a child in common with the victim; or
        Commits acts against a youth or adult victim who is protected from those acts under the family or domestic violence laws of the State of Illinois; or
      4. “Stalking” meaning engaging in a course of conduct directed at a specific individual that would cause a reasonable person to:
        Fear for the individual’s safety or the safety of others; or
        Suffer substantial emotional distress.
  3. “Consent” means a freely, voluntarily, and knowingly given agreement to engage in sexual activity; and:
    1. Consent is demonstrated through mutually understandable words and/or actions that clearly indicate a willingness to engage freely in sexual activity.
    2. Lack of verbal or physical resistance to or submission resulting from the use of force or threat of force does not constitute consent.
    3. An individual’s manner of dress does not constitute consent.
    4. An individual’s consent to past sexual activity does not constitute consent to future sexual activity. An individual’s consent to engage in sexual activity with one person does not constitute consent to engage in sexual activity with another.
    5. An individual can and may withdraw consent at any time.
    6. An individual cannot consent to sexual activity if that individual is unable to understand the nature of the activity or give knowing agreement due to circumstances such as, but not limited to: (a) the individual is incapacitated due to the use or influence of alcohol or drugs, (b) the individual is asleep or unconscious, (c) the individual is underage, or (d) the individual is incapacitated due to a mental disability.
    7. When consent is withdrawn or can no longer be given, sexual activity must stop.
2. Additional Definitions
  The following definitions also apply to this Policy:
  1. “Aiding or facilitating” means when an individual or group of individuals promotes or encourages others to engage in certain conduct.
  2. “Bystander” means an individual (other than a Confidential Employee, complainant, or respondent) who has or comes to have information about or related to conduct that reasonably may constitute sexual harassment under Title IX or this Policy, either through directly witnessing such conduct, learning of such conduct second-hand, or by virtue of their job duties for the University.
  3. “Complainant” means an individual who is alleged to be the victim of conduct that could constitute sexual harassment and/or retaliation.
  4. “Confidential Employee” means:
    1. The counselors and healthcare providers in the University’s Counseling and Wellness Center, with respect to information they receive while providing medical, mental health, and case management services;
    2. Any other University employee whose communications are privileged or confidential under federal or state law, but only with respect to information received while the employee is functioning within the scope of their duties to which privilege or confidentiality applies; or
    3. A University employee who is conducting an Institutional Review Board-approved human-subjects research study designed to gather information about sexual harassment—but the employee’s confidential status is only with respect to information received while conducting the study.
  5. “Disciplinary sanction” means a consequence imposed on a respondent determined, under this Policy and associated Procedures, to have violated this Policy and/or the University’s prohibitions on sexual harassment and retaliation.
  6. “Formal complaint” means a document filed and signed by a complainant or signed by the Title IX Coordinator alleging sexual harassment or retaliation against a respondent and requesting that the University investigate the allegation(s) of sexual harassment or retaliation. The phrase “document filed and signed by a complainant” means a document or electronic submission (such as email or through an online portal provided for this purpose by the University) that contains the complainant’s physical or digital signature, or otherwise indicates that the complainant is the person filing the formal complaint.
  7. “Party” means a complainant and/or a respondent.
  8. “Preventing Sexual Violence in Higher Education Act” means the Illinois statute codified at 110 ILCS 155/1 et seq., as it may be amended from time to time.
  9. “Procedures,” as a capitalized term, means, generally, the administrative procedures promulgated in accordance with Section XIV of this Policy, as they may be approved and amended from time to time.
  10. “Respondent” means a person who has been reported to be the perpetrator of conduct that could constitute sexual discrimination, including sexual harassment, and/or retaliation.
  11. “Retaliation” means intimidation, threats, coercion, or discrimination against any individual for the purpose of interfering with any right or privilege secured by Title IX, the Preventing Sexual Violence in Higher Education Act, or this Policy; or because the individual has reported information, made a complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, informal resolution process, or hearing under Title IX.
  12. “Supportive measures” means non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge, to the complainant or the respondent before or after the filing of a formal complaint or where no formal complaint has been filed but such relief has been requested of the Title IX Coordinator. Such measures are designed to restore or preserve equal access to the University’s education programs and activities without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the University’s educational environment, or deter sexual harassment.
  13. “Survivor” means an individual who has experienced sexual violence, domestic violence, dating violence, or stalking, regardless of whether that individual also qualifies as a “complainant” under this Policy.
  14. “Title IX” means, collectively, Title IX of the Education Amendments of 1972 (Pub. L. 92-318; 20 U.S.C. §§ 1681, 1682, 1683, 1685, 1686, 1687, 1688, 1689), and all regulations promulgated thereunder, including 34 C.F.R. Part 106, as amended effective 2020.
Prohibited Conduct
All sex discrimination, including sexual harassment, and retaliation are prohibited in any education program or activity operated by the University. Engaging in sex discrimination or retaliation shall be a violation of this Policy. Conduct that results in any individual, on the basis of that individual’s actual or perceived sex, being excluded from participation in, denied the benefits of, or subjected to discrimination under, any academic, extracurricular, research, occupational training, employment program or activity operated by the University, or in recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, compensation, or in any other terms, conditions, or privileges of employment by the University, shall constitute “sex discrimination,” and engaging in such conduct shall be a violation of this Policy. Further, engaging in any conduct that constitutes retaliation shall be a violation of this Policy. Aiding or facilitating sex discrimination or retaliation shall also be deemed a violation of this Policy.
The University reserves all rights to impose any appropriate and permissible disciplinary sanction against any person found to have violated this Policy pursuant to grievance procedures adopted pursuant to this Policy. For students of the University, violating this Policy may result in disciplinary sanctions up to and including suspension, dismissal, or expulsion as determined in the University’s discretion. For employees of the University, violating this Policy may result in disciplinary sanctions up to and including suspension, discharge, or termination as determined in the University’s discretion. For other persons, violating this Policy may result in disciplinary sanctions up to and including, bans, non renewal of contract, and removal from and/or denial of entry to University property or events.
Designation, Responsibilities, and Authority of Title IX Coordinator
1. Designation of a Title IX Coordinator
  The President shall ensure that the University employes at least one employee who has been designated and authorized to serve as Title IX Coordinator, as that title is used for purposes of Title IX, who shall not be biased for or against complainants or respondents generally or in a particular matter. If there should be a period when more than one employee has been designated and duly authorized to serve as Title IX Coordinator, the President, or their delegee, will designate one of the Title IX Coordinators to retain ultimate oversight over those responsibilities and ensure the University’s consistent compliance with its obligations under Title IX and the Preventing Sexual Violence in Higher Education Act.
2. Authority of Title IX Coordinator
  As a general matter, the Title IX Coordinator shall be vested with the authority necessary: (1) to carry out the duties assigned to them by this Policy, all associated Procedures, the provisions of Title IX, and the provisions of the Preventing Sexual Violence in Higher Education Act; and (2) to enforce the provisions of this Policy and all Procedures.
  The Title IX Coordinator is permitted to designate one or more employees as “Deputy Title IX Coordinators” to assist in coordinating the University’s efforts to comply with its obligations under Title IX and the Preventing Sexual Violence in Higher Education Act. The Title IX Coordinator is also permitted to delegate any specific duties of their office to a Deputy Title IX Coordinator or any other appropriate University employee or outside contractor.
3. Responsibilities of the Title IX Coordinator
  The University’s Title IX Coordinator shall have the primary responsibility for coordinating the University’s efforts to comply with its obligations under Title IX and the Preventing Sexual Violence in Higher Education Act. Neither the Title IX Coordinator nor any person to whom the Title IX Coordinator delegates any duty or obligation shall be biased for or against complainants or respondents generally or in any particular matter, nor shall they have any conflict of interest generally or in any particular matter. A party to a particular matter shall have an opportunity to object to the Title IX Coordinator or any delegee of the Title IX Coordinator pursuant to related Procedures based on actual or perceived conflict of interest or bias.
  Duties of the Title IX Coordinator (or their delegee(s)) include:
  1. Overseeing a training program or programs that satisfy the employee and student training requirements set out in Title IX and the Preventing Sexual Violence in Higher Education Act.
  2. Maintaining one or more webpages, as part of the University’s public website, on which the various policy(ies), procedure(s), and other pieces of information required by Title IX and the Preventing Sexual Violence in Higher Education Act are published and made accessible to the general public.
  3. Subject to the President’s approval, establishing and overseeing the University’s procedures, processes, guidance, and/or infrastructure for making, accepting, and responding to reports of conduct that reasonably may constitute sexual harassment or retaliation.
  4. Establishing and implementing the procedure(s) and process(es) for the prompt and equitable resolution of formal complaints of sexual harassment and retaliation.
  5. Evaluating when to file a formal complaint of sexual harassment or retaliation when the subject of alleged misconduct does not wish to file and sign a formal complaint, taking into account the complainant’s wishes and whether the circumstances are such that failure to do so would be clearly unreasonable.
  6. Coordinating and overseeing the process for offering and implementing supportive measures, as appropriate, in accordance with Title IX and the Preventing Sexual Violence in Higher Education Act, taking into account the parties’ wishes.
  7. Coordinating the University’s annual sexual misconduct climate survey for students as required pursuant to the Preventing Sexual Violence in Higher Education Act.
  8. Chairing the University’s Campus-Wide Task Force of Sexual Violence Prevention or otherwise coordinating the University’s compliance with section 10 of the Illinois Campus Security Enhancement Act of 2008, 110 ILCS 12/10.
  9. Ensuring the compilation and submission of the University’s Preventing Sexual Violence in Higher Education Act Annual Report as required pursuant to section 9.21(b) of the Illinois Board of Higher Education Act, 110 ILCS 205/9.21(b).
Publication of Notice of Nondiscrimination
The President (or their designee) shall create a notice of nondiscrimination by the University, as contemplated by Title IX, to be provided to all University students, employees, applicants for admission or employment, and all unions and professional organizations holding collective bargaining or professional agreements with the University. The President (or their designee) shall ensure such notice of nondiscrimination is distributed and published as required by Title IX.
Reporting and Notification Requirements for University Employees
1. Reporting Requirements for Responsible Employees
  Any University employee, who is not a Confidential Employee or the intended target of sexual harassment, must notify the Title IX Coordinator promptly when the employee has information about conduct that reasonably may constitute sexual harassment under Title IX or this Policy. An employee who is required to report under this paragraph A (i.e., any employee who is not a Confidential Employee) is herein referred to as a “Responsible Employee.”
  The Title IX Coordinator shall notify Responsible Employees how they can make reports to satisfy this requirement. The duty to notify the Title IX Coordinator is personal to each Responsible Employee and is not satisfied merely by telling the information to a supervisor or assuming someone else has notified the Title IX Coordinator.
  Where a complainant is a minor, the Responsible Employee also may have a duty to notify the Department of Child and Family Services (DCFS) of abuse or neglect. Notifying the Title IX Coordinator does not absolve any Responsible Employee of this additional duty.
2. Notification Requirements for Confidential Employees
  Confidential Employees must explain to any individual who informs the Confidential Employee of conduct that reasonably may constitute sexual harassment under Title IX or this Policy:
  1. The employee’s confidential status for purposes of this Policy, including the circumstances in which the employee is not required to notify the Title IX Coordinator about conduct that reasonably may constitute sexual harassment; and
  2. How to contact the Title IX Coordinator.
Reporting Options for Complainants and Student Bystanders
The University will make available methods by which complainants and student bystanders may report possible instances of sexual harassment. Such methods will include, but are not limited to, options for electronic reports and anonymous reports.
The Title IX Coordinator will publicize the available reporting options appropriately. Procedures and/or other material(s) from the Title IX Coordinator shall provide guidance to complainants and student bystanders on making reports.
As a means of removing barriers to reporting, the University will generally offer any student, whether the complainant or a bystander, who reports conduct that reasonably may constitute sexual harassment, limited immunity from being charged for policy violations related to the personal use of alcohol or other drugs, provided that any such violations did not and do not place the health and safety of another individual at risk. The University reserves the right to require those individuals to engage in educational or therapeutic remedies.
Addressing Sex Discrimination Beyond Sexual Harassment
The University’s provisions, procedures, and requirements with respect to: (A) making reports and filing complaints about, (B) investigating, (C) adjudicating, (D) sanctioning, and (E) alleviating and remedying forms of sex discrimination that do not constitute sexual harassment for purposes of this Policy shall be governed by the University’s general anti discrimination and anti-harassment policy, Policy 52, and applicable administrative procedures associated with Policy 52.
Supportive Measures
The Title IX Coordinator (or delegee(s)) must ensure that supportive measures (as defined for purposes of this Policy) are promptly and effectively offered to and coordinated for, as appropriate:
1. Complainants upon the Title IX Coordinator’s receipt of a report of conduct that reasonably may constitute sex discrimination under Title IX or this Policy; and
2. Respondents during the resolution of complaints of sex discrimination.
Further details about the processes for offering, coordinating, modifying, and terminating supportive measures will be prescribed by Procedures that meet the applicable requirements of Title IX and the Preventing Sexual Violence in Higher Education Act.
Training
1. Training for Employees The Title IX Coordinator (of their delegee) shall oversee the appropriate training of all employees who participate in the University’s processes for receiving, responding to, and investigating, adjudicating, or otherwise resolving formal complaints in accordance with the requirements of Title IX and the Preventing Sexual Violence in Higher Education Act, and any other relevant law or regulation.
2. Training for Students The Title IX Coordinator (or their delegee) shall also oversee, and students shall participate in, a student training program related to sexual assault awareness and prevention that satisfies the requirements of the Preventing Sexual Violence in Higher Education Act and any other relevant law or regulation.
Survivor Support Services and Primary Prevention and Awareness Programming
1. Support Services for Survivors
  The Title IX Coordinator, Human Resources Department, and Student Affairs Department shall collectively ensure that appropriate support services are made available to employee and student survivors, regardless of where the sexual violence, domestic violence, dating violence, or stalking occurred, and that information about such support services, whether provided on campus or by off-campus community partners, is reasonably accessible to employees and students. Such support services may include, but would not necessarily be limited to:
  1. Access to counseling services;
  2. Access to trained confidential advisors (who are not Responsible Employees) to provide emergency and ongoing support to survivors of sexual violence, dating violence, domestic violence, and stalking;
  3. Contact information for community-based sexual assault crisis center(s), community-based domestic/dating violence agency(ies); other community based support service(s) and center(s), and local law enforcement agencies;
  4. Assistance, upon the survivor’s request, in notifying law enforcement regarding incidents of sexual violence, dating violence, domestic violence, and stalking;
  5. Assistance, upon the survivor’s request, in accessing and navigating campus and local health and mental health services, counseling, and advocacy services;
  6. Honoring orders of protection or no contact orders entered by a State civil or criminal court.
  Such support services are to be in addition to, not in place of, any supportive measures that may appropriately be offered to, and implemented for, a complainant under Section XI.
2. Sexual Violence Primary Prevention and Awareness Programming
  The Title IX Coordinator (or their delegee(s)) shall coordinate with other appropriate University departments and offices for the University’s provision of sexual violence primary prevention and awareness programming for all students who attend one or more classes on campus (and which may also be open to employees and other members of the community). Such programming may include, but would not necessarily be limited to, poster and flyer campaigns, electronic communications, group activities, art and other installations, films, guest speakers, symposia, conferences, seminars, panels, discussion groups, and other strategies designed to communicate the prevalence of sexual violence, domestic violence, dating violence, and stalking, and/or intended to prevent sexual violence, domestic violence, dating violence, and stalking before they occur.
Administrative Procedures
As the President’s delegee, the Title IX Coordinator shall promulgate administrative procedures to effectuate this Policy and the University’s compliance with Title IX and the Preventing Sexual Violence in Higher Education Act.
1. Compliance Procedures
  The Title IX Coordinator (or their delegee) shall promulgate administrative procedures that cover, but are not necessarily limited to, the following subjects:
  1. Reporting conduct that reasonably may constitute sexual harassment, including reporting methods for students and employees.
  2. Responding to reports of potential sexual harassment, including: (a) supportive measures; and (b) emergency removals and administrative leaves.
  3. Recordkeeping related to: (a) responses to reports of sexual harassment; (b) resolution of formal complaints of sexual harassment; and (c) training materials.
  4. Aid, benefits, or services not provided by the University but in which any applicant, student, or employee may be required to participate (if any).
  At their discretion, the Title IX Coordinator (or their delegee) may promulgate administrative procedures for a program of “informal” or “voluntary” resolution of formal complaints of sexual harassment that meets the requirements of Title IX so long as such procedures are not used where an allegation of sexual harassment would, if true, constitute sexual harassment of a University student by a University employee.
2. Grievance Procedures for Complaint Resolution
  The Title IX Coordinator (or their delegee) shall promulgate administrative procedures prescribing processes for making and resolving formal complaints of sexual harassment and retaliation. The processes shall cover matters such as personnel, investigations, dismissals, hearings, decisions, disciplinary sanctions, equitable treatment of parties, and appeals. The procedures shall satisfy the various requirements imposed by Title IX (which requires the University to adopt “grievance procedures”) and the Preventing Sexual Violence in Higher Education Act. The burden of proof in any grievance proceeding shall be borne by the University and not any party. The burden of proof shall be the “preponderance of the evidence” standard.
Failure to Comply with Policy
It is imperative that University employees fulfill their responsibilities under Tite IX and the Preventing Sexual Violence in Higher Education Act. Accordingly, it shall be a violation of this Policy for a University employee:
1. To fail to complete the required any Title IX/Preventing Sexual Violence in Higher Education Act training directed by the Title IX Coordinator;
2. To fail to meet their reporting and/or notification requirements described in Section VIII;
3. Other than a complainant or respondent, to fail to cooperate with a complaint resolution process in accordance with the applicable grievance procedures promulgated under Section XIV; or
4. To fail to implement any supportive measures or remedies as directed by the Title IX Coordinator (or their delegee).
Committing any of the violations described in this Section XV may subject an employee to discipline.
It shall be a violation of this Policy for a student to fail to complete the required sexual assault awareness and prevention training described in Section XII as directed by the Title IX Coordinator. Such a violation may subject a student to a “registration hold” on their account with the Registrar’s Office and/or to discipline.
It shall also be a violation of this Policy for any individual to knowingly submit a false report regarding alleged sexual harassment or retaliation or to make a frivolous formal complaint of sexual harassment or retaliation. Committing such offense may subject the reporter/complainant, if an employee or student, to disciplinary action, up to and including suspension, dismissal, or termination. False reports and frivolous complaints refer to cases where a reporter/complainant lacks a good faith belief that sexual harassment or retaliation might have occurred. This provision does not apply to reports and complaints made in good faith, even if the facts alleged in the report or complaint are not ultimately substantiated during a complaint resolution process or other investigation.
Further, any employee or student who is later proven to have intentionally given false or misleading information during the course of a complaint resolution process under the University’s grievance procedures may be subject to disciplinary action, up to and including termination or dismissal. However, the University will not discipline a party, witness, or others participating in a complaint resolution process under the University’s grievance procedures for making a false statement or for engaging in consensual sexual conduct based solely on the University’s determination whether sexual harassment occurred.
Privacy and Confidentiality
The University is committed to protecting the privacy of survivors, complainants, and respondents brought to the attention of the University pursuant to the implementation of this Policy and the Procedures. The University will disclose the personally identifiable information and other sensitive information about such individuals only as allowed by law. Under certain circumstances, disclosure of such information may be required by law, in which cases, the University will make all mandatory disclosures. For example:
1. If a report of sexual harassment discloses the abuse of a minor, the University (and all University employees with knowledge) shall comply with the Illinois Abused and Neglected Child Reporting Act, 325 ILCS 5;
2. If a report of sexual harassment or retaliation discloses an immediate threat to the University community, the University will notify law enforcement as appropriate and issue a timely warning or emergency notice of the incident in the interests of community health and safety or as otherwise required by University obligations, such as the federal Jeanne Clery Campus Safety Act, 20 U.S.C. § 1092(f) and 34 C.F.R. § 668.46; and
3. The University will comply with valid subpoenas, court orders, and government agency orders as required by law.
Further, to the extent the disclosure of information related to or obtained during the course of receiving and responding to reports of sexual harassment, offering and implementing supportive measures, providing support services to survivors, and resolving complaints pursuant to grievance procedures is allowed (but not required) by law, the University intends to maintain the confidentiality of such processes, proceedings, and procedures to the extent it can do so while still carrying out such processes, proceedings, and procedures.
Privacy protections and confidentiality considerations will be included in all Procedures as necessary and appropriate.

lhendrickson@g… 03/28/2026

President Cheryl Green

06/18/1996

05/29/2025

SEO Summary

��Ƶ prohibits sex discrimination and sexual harassment under Title IX in all education programs and activities, maintaining a safe.

Anti-Sex Discrimination (Title IX) Policy - Interim (Policy 78)

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06/18/1996, 10/15/2010, 8/09/2018 (on interim basis), 8/14/2020 (on interim basis), 3/23/2022, 7/01/2022, 8/01/2024 (on interim basis), 5/29/2025 (on interim basis)

Demonstration and Public Protest Policy

lhendrickson@govst.edu — Sat, 28 Mar 2026 21:34:38 +0000

Demonstration and Public Protest Policy

Purpose
Consistent with principles of academic freedom and academic responsibility outlined in the ��Ƶ Board of Trustees Governing Policies, the purpose of this policy is to provide necessary resources to support the exercise of constitutional rights provided by the First Amendment. Additionally, this policy is intended to provide for the safety of all persons and property associated with the planned or spontaneous acts of demonstration or protest. Nothing in this policy shall prohibit the lawful demonstration of recognized collective bargaining units.
Definitions
1. Demonstrations and Public Protests: For the purpose of this policy, “demonstrations and public protests” shall refer to actions by groups of people that can include, but are not limited to, demonstrations, marches, spontaneous or planned protests, and vigils on the main campus of ��Ƶ. Demonstrations and public protests are considered “events,” whether spontaneous or planned, and are additionally guided by the facilities use procedures of ��Ƶ.
  The use of the indoor and outdoor areas of campus for normal academic activities, including lessons about public protests and demonstrations, shall not be considered demonstrations and public protests under this policy but shall be guided by the facilities use procedures and appropriate academic policies.
2. Registered Demonstrations: For the purpose of this policy, registered demonstrations shall refer to demonstrations and public protests, which have been registered in advance with the University Events Office.
3. Non-Registered or Spontaneous Demonstrations: for the purpose of this policy, Non Registered or Spontaneous Demonstrations shall refer to demonstrations and public protests, which have not been registered in advance with the University Events Office.
Registered Demonstrations
Organizers of demonstrations and public protests are encouraged to seek registration of their events at least two (2) business days in advance by notifying the University Events Office (universityevents@govst.edu) and following the office’s instructions. The University Events Office shall develop reasonable and appropriate procedures for the registration of such events, including required notification of other university offices as appropriate (including the Department of Public Safety, Facilities Office, Office of the Vice President for Students, and Office of the Provost), and shall develop standards for evaluating requests for waivers of the restrictions listed below. These procedures, along with any required forms, will be made available to individuals seeking registration. They will also be made available upon request to any member of the university community. Following successful completion of the procedures, the University Events Office will verify the registration status of the event and notify organizers and affected university offices.
The University Events Office shall assign space according to the following order of preference:
1. ��Ƶ Academic Classes
2. ��Ƶ Academic related activities
3. ��Ƶ group sponsored activities
4. Non-��Ƶ group activities that support the institution’s mission
5. Non-��Ƶ group activities
Non-Registered or Spontaneous Demonstrations
The University welcomes demonstrations and public protests without prior registration so long as all participants comply with all other terms of this policy. Organizers and participants at small spontaneous events are encouraged to select one of the following locations for the event, but spontaneous events which involve larger groups shall be limited to these locations. The Department of Public Safety will hold authority for determining the appropriate size of an event for specific campus locations.
1. The Columbus Carillon Area (Bell Tower), immediately south of the University’s Main Entrance (D Building) between parking lot East 1 and parking lot West 1.
2. ��Ƶ Main Entrance (D Building) sidewalk, at least 25 feet from the doorway, from the eastern limit of D Building to the eastern limit of C Building.
3. GMT Building, outside sidewalk between roadway/parking Lot West 2 and GMT main entrance
4. D-Building Atrium (between main entrance and the Hall of Governors entrance)
Restrictions
Unless a waiver is obtained at the time of registration, demonstrations and public protests may not:
1. Take place outside of the University’s hours of operation
2. Create a volume of noise that significantly disrupts normal academic activities
3. Significantly disrupt other scheduled campus events
4. Obstruct any entrances or exits
5. Obstruct vehicular or pedestrian traffic
6. Affix items to permanent structures
7. Include camping or the use of temporary shelters (e.g., tents)
8. Use open flame.
Demonstrations and public protests may not:
1. Use open flame in indoor locations
2. Destroy, damage, or deface University property
3. Represent a threat to public safety
Procedures for Handling Non-Compliant Demonstrations
The Chief of Police, in consultation with the Dean of Students and other appropriate university offices, will determine the point at which a demonstration is in violation of this policy. If the situation permits, an appropriate university official (including but not limited to the Dean of Students) will inform the participants that they must discontinue their disruptive activities, explaining which activities are in violation of this Policy, and will advise them to continue the event in a manner that complies with this policy. If the disruption continues, appropriate action will be taken, including police action. An immediate physical threat to persons and/or property may require immediate police action.
Members of the community who violate University policy may be subject to disciplinary and/or criminal sanction (more information for students can be found in the Student Code of Conduct.). Visitors who violate University policy, including this Policy or the law, may be subject to removal from University property and/or criminal sanction.
Acknowledgements:
The University acknowledges and credits documents from the following universities in the development of this document: University of Illinois Urbana Champaign, Northern Illinois University, Southern Illinois University Edwardsville, and University of Illinois at Chicago.

lhendrickson@g… 03/28/2026

President Elaine P. Maimon

08/09/2018

11/15/2018

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��Ƶ's Demonstration and Public Protest Policy supports First Amendment rights while ensuring campus safety during planned and.

Demonstration and Public Protest Policy (Policy 79)

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Department of Public Safety

Revenue Bonds and Certificates of Participation Continuing Disclosures Policy

lhendrickson@govst.edu — Sat, 28 Mar 2026 21:15:17 +0000

Revenue Bonds and Certificates of Participation Continuing Disclosures Policy

Purpose
In accordance with the Official Statements for the Revenue Bonds and Certificates of Participation, the University has agreed to in a Continuing Disclosure Agreement to provide to certain parties annual financial information, operating day, and notices of certain material events. The information to be provided on an annual basis and the events which will be noticed on an occurrence basis are set forth below.
Policy
1. Annual Financial Information Disclosure: The University covenants that it will disseminate its Annual Financial Information and Audited Financial Statements to each Nationally Recognized Municipal Securities Information Repository ("NSMSIR") then recognized by the Securities and Exchange Commission and to any public or private repository designated by the State of Illinois as the state depository ("SID") and recognized as such by the Securities and Exchange Commission within the required timelines as set forth in the related financial statements.
2. Events Notification; Material Events Disclosure: The University covenants that it will disseminate to each NRMSIR and to the SID, if any, in a timely manner the disclosure of the occurrence of an event with respect to the revenue bonds and certificates of participation that is material. The events are:
  1. Principal and interest payment delinquencies.
  2. Non-payment related defaults.
  3. Unscheduled draws on debt service reserves reflecting financial difficulties.
  4. Unscheduled draws on credit enhancements reflecting financial difficulties.
  5. Substitution of credit or liquidity providers, or their failure to perform.
  6. Adverse tax opinions or events affecting the tax exempt status of the Revenue Bonds and Certificates of Participation.
  7. Modifications to rights of holders of the Revenue Bonds and Certificates of Participation.
  8. Bond calls (other than mandatory scheduled redemptions).
  9. Defeasances.
  10. Release, substitution, or sale of property securing repayment of the Revenue Bonds and Certificates of Participation.
  11. Rating changes.
  Proper monitoring procedures shall be in place to ensure timely reporting of the required information in compliance with the continuing disclosure requirements.

lhendrickson@g… 03/28/2026

President Elaine P. Maimon

03/15/2018

SEO Summary

��Ƶ complies with continuing disclosure requirements for revenue bonds and certificates of participation by disseminating annual.

Revenue Bonds and Certificates of Participation Continuing Disclosures Policy (Policy 81)

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