Maintaining a campus free of sex discrimination, including sexual misconduct and sexual harassment, is important for all students and employees.
Title IX of the Education Amendments (1972) prohibits discrimination on the basis of sex in any educational program or activity that receives federal financial assistance.
“No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subject to discrimination under any educational program or activity receiving Federal financial assistance.” – Title IX of the Educational Amendments of 1972 to the 1964 Civil Rights Act
The university is working toward fostering a climate free from sexual misconduct through training, education, prevention programs, and through policies and procedures that encourage prompt reporting, prohibit retaliation, and promote timely, fair and impartial investigation and resolution of sexual misconduct cases in a manner that eliminates the sexual misconduct, prevents its recurrence and addresses its effects.
The university’s Sexual Harassment Policy is consistent with federal law in prohibiting discrimination on the basis of sex, gender, gender identity, or sexual orientation.
The Title IX coordinator is responsible for monitoring compliance with regulations and is responsible for receiving complaints of sexual harassment, including sexual assault, sexual violence, relationship (domestic/dating) violence, stalking or other sexual misconduct incidents.
Unwelcomed verbal or physical sexual advances that interfere with work or school.
Any nonconsensual sexual contact, including but not limited to nonconsensual vaginal, anal or oral penetration.
Nonconsensual or abusive sexual behavior for one’s own benefit or the benefit of another; including recording or distributing sexual photographs or videos without consent.
Verbal, emotional, financial, psychological, or sexual abuse of a current or former intimate partner (Dating, Domestic, Relationship Violence).
Must be mutually understood affirmative words or actions. Consent can NOT be implied through silence or previous history.
If someone is incapacitated from alcohol or drugs, asleep, or otherwise mentally impaired, they are NOT able to consent to sexual activity.
Must be freely given, it can NOT be granted under psychological, emotional, or physical force, manipulation, persuasion or threats.
Voluntary and affirmative agreement for every act, every time. Past consent does not apply and consent can be withdrawn at any time.
Individuals who have experienced sexual misconduct should take steps to seek medical attention and preserve evidence that may aid in any administrative action and/or criminal prosecution that may results.
An individual should be aware that because police reports are public records under state law, the University Police Department cannot hold reports of a crime in confidence.
You may learn of an incident of sexual harassment, sexual misconduct, intimate partner violence (dating/domestic) or stalking. Your response is very important and may determine whether the person who has experienced this chooses to tell anyone else or seek professional assistance.
The Title IX coordinator is also available to answer any questions that you may have regarding your rights and responsibilities.
With the exception of the confidential resources listed below, ALL Florida Poly employees, including resident and teaching assistants, are “Responsible Employees” and have a legal responsibility to notify the Title IX coordinator of any disclosure made by a student.
Employees are also encouraged, though not required by law, to report any disclosures of sexual misconduct made by a fellow employee.The university has confidential resources that are NOT required to report to the Title IX coordinator.
The Title IX coordinator will reach out to the individual affected by the misconduct and provide resources, information, and request a meeting. This meeting will go over resources, options of reporting and investigating, confidentiality, and medical attention if needed.
Facilitate interim measures when needed and appropriate (including but not limited to: academic assistance, withdrawal, No Contact Orders, housing assistance, working assistance, safe ride/safe walk)
Take immediate and appropriate steps to investigate or otherwise determine what occurred.
Note: the reporter may not receive updated information after the report is made to maintain confidentiality.
Measures that are reasonably available, where the university may take remedial or protective measures once a report of sexual misconduct is made and throughout the duration of any investigation. Interim measures provided to students may vary from those provided to employees. A person does not need to go through a university investigation to receive some of these measures. Interim Measures are meant for an interim period and if longer services are needed the Title IX coordinator will refer to the appropriate office.
Examples of Interim Measure include, but not limited to:
The person who has experienced the misconduct has the option (in most cases) to have the University investigate or not.
Each year, all new students are required to attend Title IX training. The training is held in-person in the Innovation, Science and Technology Building. Students sign up for their training session during New Student Orientation.
To ensure all employees are aware of and understand their responsibility to report any student disclosure of sexual misconduct to the university Title IX coordinator, Florida Poly is providing mandatory training on Title IX and how to report disclosures. This training fulfills the Federal Requirement for Sexual Harassment, Assault and Violence Prevention training.
The training includes information about:
The online training module is self-paced and takes about 40 minutes to complete. All responses to quizzes and questionnaires in the course are confidential.