TCNJ

members to be compatible with its high standards of scholarship and conduct. Members of the college community are encouraged to participate in all aspects of campus life. For the college, this means a firm institutional commitment to protect the community and the rights of its members, and to cultivate and sustain a positive living and learning environment. us, power- based personal violence, will not be tolerated. e U.S. Department of Education and its Office for Civil Rights (OCR) emphasize the importance of providing all community members with an educational environment free from discrimination. Harassment or power- based personal violence, interferes with a person's right to work or receive an education free from discrimination and, in some cases, may be a crime. Title IX of the Education Amendments of 1972 (Title IX), and its regulations, prohibit discrimination on the basis of sex and/or gender in education programs or activities operated by recipients of Federal financial assistance. To address complaints of power- based personal violence, the college administers prompt, fair and impartial disciplinary procedures from the initial investigation to the final disposition. Investigations and related proceedings are conducted by designated administration, faculty, staff or students that undergo annual and comprehensive training on issues related to dating violence, domestic violence, sexual assault, and stalking. Designees receive ongoing (at least annual) training on investigation and hearing procedures including trauma informed practices, that protect the safety of victims and promotes accountability for behavior. Employee Disciplinary Proceedings Sexual harassment by employees at e College of New Jersey is prohibited under the Policy Prohibiting Discrimination in the Workplace/ Educational Environment (http://ogc. pages.tcnj.edu/reporting). Procedures for Internal Complaints Alleging Discrimination in the Workplace/ Educational Environment may be found at http://affirm.pages.tcnj. edu/complaint). When a complaint of alleged discrimination is received, the EEO/AA Officer or authorized designee will conduct an investigation and prepare an investigatory report including a summary of the complaint, a summary of facts developed through the investigation, and an analysis of the allegations and facts. e report is submitted to the President of the college who will issue a final determination. An investigation and/ or disposition will be completed within 120-180 days of the date the complaint is filed. While an investigation is underway, appropriate and relevant interim protective measures may be put in place including, but not limited to position re-assignment, counseling through the Employee Assistance Program (EAP), or suspension. Any determination by the investigator and the President will be made on the basis of whether it is more likely than not that the respondent violated the Policy Prohibiting Discrimination in the Workplace/ Educational Environment. Both 14

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