Title IX of the Education Amendments of 1972 (20 U.S. Code § 1681) mandates that no person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity receiving federal financial assistance. Sex/Gender discrimination violates an individual’s fundamental rights and personal dignity. Auburn University at Montgomery considers sex/gender discrimination in any of its forms to be a serious offense. To ensure compliance with Title IX and other federal and state civil rights laws, the University has developed policies and procedures that prohibit sex/gender discrimination in all forms.

The Title IX Policy and Grievance Procedures were created to address issues of student sex/gender discrimination. The AUM Title IX Policy and Grievance Procedures refer to all forms of sex/gender discrimination committed against students, including but not limited to: unfair treatment based on an individual’s sex/gender, sexual harassment, sexual violence and sexual misconduct by other students, employees, or third parties.

In compliance with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, and other federal, state, and local laws, Auburn University at Montgomery does not discriminate against students on the basis of race, color, sex (which includes sexual orientation, gender identity, and gender expression), national origin, age, religion, or disability or veteran status in admission or financial aid programs, educational programs or activities, or employment processes. Leslie Meadows is the Title IX Coordinator designated by the University to coordinate its efforts to comply with Title IX.

The situations listed below are examples of incidents that should be reported. This list is not intended to be an exhaustive list.

If you would like to report an incident or speak to someone about something that happened and you desire that details of the incident be kept confidential, you should speak with staff members in the AUM Student Counseling Services or AUM Student Health Services. It is important to note that while information reported to a licensed counselor or health provider is confidential, the provider does have a duty to warn others of any potential danger that may place a student, another individual, or the campus community at risk of being harmed. AUM counselors are available to help students free of charge and can be seen on an emergency basis. All inquiries, complaints, and investigations are treated with discretion. The Title IX Coordinator or designee maintains all information pertaining to a complaint or investigation in secure files. Information is disclosed as law and policy permit or require. The University will use its best efforts not to disseminate information concerning the complaint beyond those who have a legitimate need to know, with a view toward protecting the complaining party from possible reprisal and protecting the accused from irresponsible or mistaken complaints. However, the identity of the complainant is usually disclosed to the person(s) accused of such conduct and to relevant witnesses.

AUM is committed to providing a prompt and equitable resolution of sex / gender discrimination and harassment complaints.

When violations of Title IX occur, AUM is obligated to eliminate the hostile environment, prevent its reoccurrence, and remedy its effects.

Upon receipt of the written complaint, an impartial investigation shall be conducted.  A thorough investigation will afford the complainant, the accused party of the complaint, and other involved persons an opportunity to provide witnesses, submit documents, and convey information relevant to the consideration of and resolution of the complaint.

An investigation into the report by the Title IX Coordinator or designee shall be conducted and concluded as efficiently as possible within the amount of time reasonably required to complete the investigation. The investigation will be conducted in a manner so that it is adequate, reliable, and impartial. The investigation may include interviews of the parties involved, including witnesses, and the gathering of other relevant information. Written notice of the outcome of the investigation shall be given to the complainant and respondent promptly following the conclusion of the investigation.

At any time during the investigation, the Office of Human Resources or Student Affairs may recommend that interim measures or accommodations for the involved parties or witnesses be provided by appropriate University officials. These interim measures or accommodations may include: separating the parties, placing limitations on contact between the parties, modifying course scheduling, or initiating alternative workplace or student residence arrangements. These remedies may be applied to one or more parties involved. Failure to comply with the terms of interim measures or accommodations may prompt further action by the University.

While the length of an investigation will depend on a variety of factors, including the nature and scope of the allegations, the number of parties and witnesses, and the availability of parties and witnesses, the investigator will seek to conclude the investigation within 60 calendar days of receipt of the complaint.

When the form has been completed and signed by the complainant, and then signed by the Title IX Coordinator or a Deputy, the complaint has been properly received and noted by the University.

Timeliness is key to addressing or resolving any issue. Reporting incidents as soon as possible after an occurrence helps ensure students receive the help and resources that the University is able to provide. Delays in reporting can impact the safety and well-being of the individual bringing forth the complaint and potentially other members of the campus community. Additionally, delays can increase the difficulty of the investigative process and could negatively impact the academic success of those involved.

All members of the AUM community are responsible for contributing to a safe and welcoming environment. If you see something, say something. The following steps should be taken by everyone to ensure our campus remains as safe as possible.

The University reserves the right to notify parents/guardians of students regarding any health or safety emergency, change in student status, or conduct situation. The University also reserves the right to designate which University officials have a legitimate need to know about individual complaints pursuant to the Family Educational Rights and Privacy Act (FERPA).

Additionally, the University community encourages the reporting of sex/gender discrimination violations. Sometimes, complaining parties are hesitant to report to University officials because they fear that they themselves may be charged with policy violations, such as underage drinking at the time of the incident.

It is in the best interest of this community that as many complaining parties as possible choose to report to University officials. To encourage reporting, the University pursues a policy of offering complaining parties of sex/gender discrimination limited immunity from being charged with policy violations related to the particular incident. While violations to policy cannot be completely overlooked, the University will provide educational options rather than sanctions in such cases.

Auburn University at Montgomery strictly prohibits retaliation against any person for using this reporting procedure, or for filing, testifying, assisting, or participating in any investigation or proceeding involving allegations of sex/gender discrimination. Any person who violates this policy will be subject to discipline, up to and including termination, if the individual is an employee or expulsion if the person is a student.

Retaliation includes intimidation, threats, harassment and any other adverse action threatened or taken against any complainant or third party because of the complaint or participation in the investigation.

The University will not tolerate intentional false reporting of incidents. Intentional false reports may violate state criminal statues and/or civil defamation laws.