Legal Counsel

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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Human Resources

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.

Academic Grievance Policy and Procedures

Anti-Sex Discrimination (Title IX) Policy - Interim

Student Conduct Policy

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

Policy Categories

Administration Policies

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.

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

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

Anti-Discrimination, Harassment, and Retaliation Policy

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)

Policy Regarding the Revolving Door Prohibition of the Illinois State Officials and Employees Ethics Act

lhendrickson@govst.edu — Fri, 27 Mar 2026 18:54:33 +0000

Policy Regarding the Revolving Door Prohibition of the Illinois State Officials and Employees Ethics Act

Purpose of Policy
��Ƶ (“University”) takes very seriously its duty to operate in a manner that will maintain and strengthen the public’s trust and confidence in the integrity of the University and will protect the integrity of the State of Illinois (“State”) contracting process. Thus, the University is committed to helping ensure that University employees, being employees of the State, act in the best interests of the University and the State and to preventing the opportunity for divided loyalties by those employees who have the authority to participate in the award or fiscal administration of State contracts. University recognizes that even the appearance of divided loyalties can negatively impact the University and the State.
As a means of protecting against divided loyalties in State employees, the Illinois General Assembly included a “Revolving Door Prohibition” in section 5-45 of the State Officials and Employees Ethics Act (“Ethics Act”), 5 ILCS 430/5-45. The Revolving Door Prohibition impacts the post-State employment opportunities of certain State employees. In essence, the Revolving Door Prohibition imposes a twelve (12) month ban on University employees whose employment with the University terminates from going to work for (or receiving other types of compensation from) any entity who contracted with the University where that employee played a material role in the award or fiscal administration of a contract to that entity as a University employee. The purposes of this Policy are to fulfill the University’s obligations, as a State agency, under section 5-45 of the Ethics Act, and to provide guidance to the University employees potentially subject to the Revolving Door Prohibition.
Scope of Policy
This Policy provides information to the entire University community but applies specifically to the following groups of University employees:
1. “C-List Employees” who, pursuant to section 5-45(c) of the Ethics Act, are those University employees that meet the following requirements:
  1. Are not H-List Employees (as defined below); and
  2. Fill the positions designated in Section IV.A.2, below.
2. “H-List Employees” who, pursuant to section 5-45(h) of the Ethics Act, are those University employees that fall under either of the following categories:
  1. Persons whose appointment to their office is subject to the advice and consent of the Illinois Senate;
  2. The head of a State agency;
  3. Chief procurement officers, State purchasing officers, and their designees whose duties are directly related to State procurement; or
  4. Chiefs of staff, assistant chiefs of staff, and deputy governors, or any other position that holds an equivalent level of managerial oversight.
Definitions
For purposes of this Policy and providing guidance under the Revolving Door Prohibition, the following definitions apply:
1. “State contract” means all types of State agreements, regardless of what they may be called, for the procurement, use, or disposal of supplies, services, professional or artistic services, or construction or for leases of real property for which the State is the lessee, or capital improvements, and including renewals, master contracts, contracts for financing through use of installment or lease-purchase arrangements, renegotiated contracts, amendments to contracts, and change orders. The term “State contract” includes, but is not limited to, purchase, installment purchase, lease and rental contracts. The term does not include: supplies or services the terms governing which are established by tariff of the Illinois Commerce Commission or the Federal Communications Commission, and for which there is no authorized competition; bonds; Certificates of Participation; or contracts relating to bonds or Certificates of Participation issued by or on behalf of a State agency when the contractor or vendor is neither selected nor paid by the State agency.
2. “Award” of a State contract means the determination that a particular vendor has been selected from among other potential vendors to receive a State contract, subject to resolution of any protest and the successful completion of final negotiations. The “award” of a State contract is evidenced by the posting of a Notice of Award or a Notice of Intent to Award to the respective volume of the Illinois Procurement Bulletin after all State agency-required and State Purchasing Officer approvals have been obtained.
3. “Change order” means a change in a term in a State contract, other than as specifically provided for in the State contract, which is determined necessary to address needs that are best met by the contract holder, and that authorizes or necessitates any increase or decrease in the cost of the State contract or the time for completion. A “change order” is an amendment to the State contract.
4. “State agency” includes (a) all officers, boards, commissions and agencies created by the Illinois Constitution, whether in the executive or legislative branch; (b) all officers, departments, boards, commissions, agencies, institutions, authorities, and bodies politic and corporate of the State; (c) the colleges, universities, and institutions under the jurisdiction of the governing boards of ��Ƶ, the University of Illinois, Southern Illinois University, Illinois State University, Eastern Illinois University, Northern Illinois University, Western Illinois University, Chicago State University, Northeastern Illinois University, and the Board of Higher Education and any other public universities and colleges (but not community colleges) now or hereafter established or authorized by the General Assembly; (d) administrative units or corporate outgrowths of the State government which are created by or pursuant to statute (but not units of local government, community college districts, and their officers, school districts, and boards of election commissioners); and (e) all administrative units and corporate outgrowths of the above and as may be created by executive order of the Governor. “State agency” includes the General Assembly, the Illinois Senate, the Illinois House of Representatives, the President and Minority Leader of the Illinois Senate, the Speaker and Minority Leader of the Illinois House of Representatives, the Illinois Senate Operations Commission, and the legislative support services agencies. “State agency” also includes the Office of the Auditor General. “State agency” does not include the judicial branch.
5. “State employee” means (a) any person employed full-time, part-time, or pursuant to a contract by a State agency and whose employment duties are subject to the direction and control of the State agency employer with regard to the material details of how the work is to be performed, and (b) any appointed or elected commissioner, trustee, director, or board member of a board of a State agency.
6. “State employment” means employment with any State agency, whether or not that State agency is the University.
7. “Non-State employer” means an employer that is not a State agency.
8. “Non-State employment” means employment with any person or entity other than a State agency.
9. “Vendor” means an individual, firm, partnership, corporation, joint venture or other legal entity that seeks, or has entered into, a State contract with a State agency.
The Ethics Act's Revolving Door Prohibition
1. C-List Employees
  1. The Prohibition
    Under section 5-45(a) of the Ethics Act: (1) a former State employee, or spouse or immediate family member living with such State employee, (2) within a period of one (1) year immediately after termination of the State employee’s State employment, (3) shall not knowingly accept employment or receive compensation or fees from a vendor, if the State employee, (4) during the year immediately preceding termination of the State employee’s State employment, (5) personally and substantially participated in the award or fiscal administration of State contracts, or the issuance of change orders, (6) with a cumulative value of $25,000 or more (7) to that vendor or that vendor’s parent or subsidiary.
  2. Designation of the University's C-List Employees
    The purpose of this Section IV.A.2, is to adopt a new policy under section 5-45(c) of the Ethics Act delineating which positions within the University, by the nature of their duties, may have the authority to participate personally and substantially in the award or fiscal administration of State contracts or in the issuance of change orders. For purposes of the revolving door prohibition applicable to C-List Employees described in Section IV.A.1, the University’s C-List Employees are those employees who serve in one or more of the following rolls or positions (including on an acting and interim or basis):
    1. Provost and Vice President for Academic Affairs
    2. Associate Provost and Associate Vice President for Academic Affairs
    3. Assistant Provost and Assistant Vice President for Academic Affairs
    4. Dean of the College of Arts and Sciences
    5. Dean of the College of Business
    6. Dean of the College of Education and Human Development
    7. Dean of the College of Graduate Studies
    8. Dean of the College of Health and Human Services
    9. Dean of the Honors College
    10. Dean of the University Library
    11. [Executive] Director of Institutional Research and Effectiveness
    12. [Executive] Director of the Office of Sponsored Programs and Research
    13. [Executive] Director of the School of Extended Learning
    14. [Executive] Director for Social Justice Initiatives
    15. Vice President for Administration and Finance
    16. Associate Vice President of Facilities Development and Management
    17. Associate Vice President of Finance
    18. Associate Vice President of Information Technology Services
    19. [Executive] Director of Budget and Financial Planning
    20. [Executive] Director of Public Safety
    21. Vice President for External Affairs
    22. [Executive] Director of Advancement Services
    23. Executive] Director of Marketing
    24. Multimedia Design Manager
    25. Administrative Assistant, Institutional Development
    26. Vice President – General Counsel
    27. Vice President for Human Resources
    28. Associate Vice President for Human Resources
    29. [Executive] Director, Employee and Labor Relations
    30. Vice President for Student Affairs and Enrollment Management
    31. Associate Vice President – Dean of Students
    32. Associate Vice President for Student Enrollment
    33. [Executive] Director of Counseling and Wellness
    34. [Executive] Director of Housing and Auxiliary Services
    35. [Executive] Director of International Services
    36. Athletic Director
    37. Chief Diversity Officer
    38. [Executive] Director of Government and Community Relations
    39. [Executive] Director of University Events
    40. Associate Vice President for Procurement and Business Services
    41. Assistant Vice President for Procurement and Business Services
    42. Deputy Director of Procurement & Business Services
    The ��Ƶ Board of Trustees recognizes that new employee positions are created by the University and position descriptions are modified from time to time. In order that necessary updates may be made to the C-List in a timely manner, the Board of Trustees authorizes the President and/or the President’s delegee to update this list of University C-List Employees to keep it consistent with section 5-45(c) of the Ethics Act, and the Board of Trustees shall consider such updates as falling under the authority granted the President by Board of Trustees Regulations § I.C.3. However, the President is directed to notify the Board of Trustees, or any appropriate Committee thereof, of any updates at the next regular meeting.
  3. Revolving Door Determinations by the Office of the Executive Inspector General (“OEIG”)
    Any C-List Employee who is either offered non-State employment during employment with the University or is offered non-State employment within one (1) year immediately following the termination of his or her employment with the University must seek a “revolving door determination” from the OEIG before accepting such non-State employment. The Revolving Door Determination process allows the OEIG to determine whether the Revolving Door Prohibition prevents the C-List Employee from lawfully accepting the non-State employment in question.
2. H-List Employees
  1. The Prohibition
    Under section 5-45(h) of the Ethics Act, an H-List Employee, (i) within a period of one (1) year immediately after termination of his or her State employment, (ii) shall not knowingly accept employment or receive compensation or fees from a vendor if, (iii) during the year immediately preceding termination of the H-List Employee’s State employment, (iv) the vendor or its parent or subsidiary (v) was a party to a State contract or contracts or change orders (vi) with a cumulative value of $25,000 or more (vii) involving the University, (viii) regardless of whether the H-List Employee participated personally and substantially in the award or fiscal administration of the State contract or contracts in question.
    There is no Revolving Door Determination option for H-List Employees.
  2. Identification of the University's H-List Employees
    According to subsections 5-45(h)(1) through (h)(8) of the Ethics Act, the University’s H-List Employees are:
    1. The ��Ƶ Trustees
    2. The President
    3. Chief of Staff and Head of Strategic Initiatives
  3. Legal Sanctions¹
    Under the Ethics Act, a person who intentionally violates section 5-45 thereof is guilty of a Class A misdemeanor and is subject to discipline or discharge by the University. Further, the Illinois Executive Ethics Commission (“EEC”) may levy an administrative fine for a violation of section 5-45 of the Ethics Act of up to three (3) times the total annual compensation that would have been obtained by the C-List Employee in violation of section 5-45.
Duties of the University Ethics Officer
The Ethics Officer or his or her delegee shall have the following responsibilities with respect to the revolving door prohibition and its effect on University employees:
1. To cause, with the assistance of the Human Resources Department, new hires, transferees, or promotions to a position listed in the University’s C-List to receive notice as soon as practicable that they are C-List Employees subject to the revolving door prohibition.
2. To maintain a current roster (the “C-List Roster”) of the names of all University C-List Employees.
3. To maintain a current roster (the “H-List Roster”) of the names of all University H-List Employees.
4. To remind all employees on the C-List Roster, on an annual basis, that they are C-List Employees.
5. To provide answers and assistance, to the best of his or her reasonable ability, to employees with questions about the revolving door prohibition and revolving door determinations.
6. To provide information to the OEIG and the EEC as either agency may request or as otherwise required by law.

lhendrickson@g… 03/27/2026

Interim President Corey Bradford

07/01/2022

12/14/2023

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��Ƶ enforces the Revolving Door Prohibition policy to prevent conflicts of interest and maintain ethical standards for state employees.

¹ This information regarding the legal sanctions set forth in section 50-5 of the Ethics Act, 5 ILCS 430/50- 5, is for informational purposes only.

Policy Regarding the Revolving Door Prohibition of the Illinois State Officials and Employees Ethics Act (Policy 87)

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Adopted as Interim Policy Aug. 20, 2021
Officially adopted July 1, 2022*
Revised December 14, 2023**

*Officially adopted to match the substance of ��Ƶ Board of Trustees Regulations § II.A.23 as
adopted by the GSU Board of Trustees on Jun. 10, 2022.
**Revised on the President’s initiative to update C-List and H-List as contemplated under Board of Trustees
Regulations § I.C.3.

Signatory and Contracting Authority

lhendrickson@govst.edu — Tue, 24 Mar 2026 03:30:30 +0000

Signatory and Contracting Authority lhendrickson@g… 03/23/2026

President Cheryl Green

02/19/2019

05/09/2024

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��Ƶ establishes signatory and contracting authority rules through Policy 86, governing contract signing by designated officials and.

Purpose
The ��Ƶ Board of Trustees (the “Board”) is authorized to enter into contracts on behalf of ��Ƶ (“��Ƶ” or the “University”). Through its Bylaws and Regulations, the Board has empowered the President to execute all documents and sign all contracts on behalf of the University consistent with the Governing Documents and the University's best interests. The purpose of this Policy is to establish rules regarding the signing of contracts.
Policy Statement
1. Definitions
  The following definitions apply to this Policy:
  1. Contract: Any agreement between two or more parties, which is enforceable by law, which commits the resources of the University or creates obligations on behalf of the University, regardless of whether or not they are expressly titled contracts.
  2. Governing Documents: Collectively, the Board’s Bylaws, Governing Policies, and Regulations, as they may be amended from time to time.
  3. Signature: The express written signature of a signatory, or the stamped equivalent if given express written permission to do so, or the electronic version if authorized.
2. Rules Regarding the Signing of Contracts
  1. All contracts shall be in writing.
  2. Except as set forth in Board Regulation V(B)(1)(d), contracts exceeding $250,000 require approval by the Board pursuant to Board Regulation V(B)(1)(a).
  3. Whenever a contract requires specific approval by the Board and approval has been obtained, the signatures of the Chair of the Board and the Secretary of the Board shall be required on the contract, as verification that the Board has approved the contract, in addition to any other signatures that may be required by University policy. In lieu of signatures by the Board Chair and Secretary on such contracts, Board approval may be evidenced by meeting minutes or resolution.
  4. It shall be a violation of this Policy for an employee or other person to sign a contract on behalf of the University without express delegated authority to do so and shall subject the employee or other person to discipline up to an including termination.
3. Scope
  This policy applies to all University employees.
4. Roles and Responsibilities
  The University President is authorized to delegate contract authority through memoranda, housed in the Office of Procurement and Business Services and/or the Office of Sponsored Programs and Research. Except as expressly delegated in writing, no other persons are authorized to sign contracts for or on behalf of the University. No sub-delegations of authority may be made without approval of the President. Requests for changes to delegated authority must be reviewed by the Office of the General Counsel prior to their submission to the President.
  Delegation of authority is revocable by the President at any time and without notice. Delegation of authority is automatically revoked upon a delegee’s separation from the University.

Signatory and Contracting Authority (Policy 86)

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02/19/2019, 09/20/2023