Title IX and Sexual Misconduct Policy for all Students and University Personnel by Vanguard University

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

POLICY STATEMENT

UnderTitleIXoftheEducationAmendmentsof1972(20U.S.C.1681)anditsimplementingregulations(34C.F.R. 106)sexualharassmentisaformofprohibitedsexdiscrimination.TitleIXprovides:

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.

TitleIXrequirescollegesanduniversitiestoprovideenhanced,improved,sustainedandconsistentresponsetosexual violenceoncampusandifacollegeoruniversityiffoundtobeoutofcompliancewithfederalregulation,each violationcanbeassessedafinebytheOfficeofCivilRights(OCR)ifitisdeterminethattheinstitutiondidnot adequatelyrespondtoreportsofsexualviolence.

TheCampusSexualViolenceElimination(SAVE)ActaddstowhatmustbereportedannuallyontheCleryreport, expandingthedefinitionofsexualviolencetoincludedomesticviolenceandstalking,mandatingthatcollegesand universitiesprovideprevention,bystanderawarenesstraining,clearpoliciesandaclearprocessforreporting. CaliforniastandardSB967wassignedintolawonSeptember28,2014,changingthe“YesMeansYes”standardfrom requiringhavingtosay“No”tosexualactivitytorequiringanaffirmativeconsentandrequiringcollegesand universitiestosetthisasthestandardforconduct.

PURPOSE

VanguardUniversity(throughoutthispolicy,VanguardUniversitywillfurtherbereferredtoasthe“University”)isa ChristianuniversityaffiliatedwiththeSouthernCaliforniaNetworkoftheAssembliesofGod.TheUniversityaffirms itscommitmenttopromotethegoalsoffairnessandequityinallaspectsoftheeducationalenvironment.The University’smissionistopursueknowledge,cultivatecharacter,deepenfaith,andequipeachstudentforaSpirit empoweredlifeofChrist-centeredleadershipandservice.Inaccordancewithitsmission,Vanguardiscommittedto providinganeducationalandemploymentenvironmentthatisfreefromsexdiscrimination,sex-basedharassment, andretaliationforengaginginprotectedactivity.

Vanguardvaluesandupholdstheequaldignityofallmembersofitscommunityandstrivestobalancetherightsof thePartiesintheresolutionprocessduringwhatisoftenadifficulttimeforallinvolved.Toensurecompliancewith federal,state,andlocalsexdiscriminationlawsandregulations,andtoaffirmitscommitmenttopromotingthegoals offairnessandequityinallaspectsoftheeducationprogramoractivity,Vanguardhasdevelopedpoliciesand proceduresthatprovideforprompt,fair,andimpartialresolutionofallegationsofsexdiscrimination,sex-based harassment,orretaliation.

Throughthispolicy,anditsappendices,theTitleIXOfficewillequitablyaddressanyconcernsorcomplaintswithinits jurisdictionrelatedtounlawfuldiscriminationandsexualharassmenttoincluderetaliation.TheUniversitywillalso strivetosupportanypersonwhohasbeenimpactedbydiscrimination,sexualharassment,orothersexual misconduct,whetherornotthecomplainantelectstoreporttolawenforcementandwhetherornotthealleged offenseoccurredwithinthejurisdictionoftheUniversity.

TheTitleIXOfficeprovidestrainingforfaculty,staff,andstudentstohelpsupportandfosteranenvironmentfree fromallformsofprohibiteddiscrimination.Throughourtraining,policy,andprocedures,theUniversitywillstriveto deterdiscriminationandretaliationandensurejustoutcomeswhenacomplaintofsexdiscriminationisreported.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

ViolationsofthisPolicymayresultintheimpositionofsanctionsupto,andincluding,termination,dismissal, suspension,orexpulsion,asdeterminedbytheappropriateofficialsattheUniversity.

Retaliationagainstanindividualforraisinganallegationofsexualorgender-basedharassment,orharassmentbased onstatusofaprotectedclass,orforcooperatinginaninvestigationofsuchacomplaint,orforopposing discriminatorypracticesisprohibited.Submittingacomplaintthatisnotingoodfaithorprovidingfalseormisleading informationinanyinvestigationofcomplaintsisalsoprohibited.

NothinginthisPolicyshallbeconstruedtoabridgeacademicfreedomandinquiryortheUniversity’seducational mission.

REVIEW

TheBoardofTrusteesmaintainstherighttorevisethispolicyatanytime.Thispolicywillbereviewedataminimum onanannualbasisandactionsnotedintheHISTORYsectionofthispolicy. Anyrecommendationforchangesand/or additionstothispolicywillbereviewedbytheInstitutionalmanualCoordinatorandpresentedtotheVicePresident forStudentDevelopmentforreviewanddiscussionwiththeUniversityPresident.Allrevisionsmustbepresentedin accordancewiththe Policy on Policies (BT:00:B:003).

APPROVAL

UponreviewbytheUniversityPresidentorhisdesignee,finalrecommendationforchangesand/oradditionstothis policywillbepresentedtotheBoardofTrusteeforapproval,viatheStudentDevelopmentCommittee.Allauthority foradoptionofthispolicyissetforthintheminutesoftheBoardofTrustees.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

POLICY

NOTICE OF NONDISCRIMINATION

Vanguardseekstocomplywithallfederal,state,andlocallaws,regulations,andordinancesprohibitingsex discriminationinprivatepost-secondaryeducationinstitutions.

Vanguarddoesnotdiscriminateagainstanyemployee,applicantforemployment,student,orapplicantforadmission onthebasisofactualorperceivedsex.

ThisPolicycoversnondiscriminationinbothemploymentandaccesstoeducationalopportunities.Therefore,any memberoftheVanguardcommunitywhoseactsdeny,deprive,unreasonablyinterferewithorlimittheeducationor employment,residential,and/orsocialaccess,benefits,and/oropportunitiesofanymemberofVanguard’s community,guest,orvisitoronthebasisofthatperson’sactualorperceivedprotectedcharacteristic(s),isinviolation ofthisPolicy.

TheUniversityiscommittedtoprovidingalearningandlivingenvironmentthatpromotessafety,transparency, personalintegrity,civility,mutualrespectandfreedomfromdiscrimination.AsaChristianuniversityaffiliatedwith theSouthernCaliforniaDistrictCounciloftheAssembliesofGod,aCaliforniaNonprofitReligiouscorporation,the UniversityisexemptedfromcertainprovisionsoftheCaliforniaEquityinHigherEducationActthatarenotconsistent withitsreligioustenetsandmission.Theseexemptionsmayapplyto,butarenotlimitedto,requirementsinthe university’scommunitystandards,housingpolicies,admissionsprocessesandemployeehiringandgeneral employmentpractices.TheUniversityretainsallrightsaffordedunderfederallawandthelawsoftheStateof California.

VanguardwillpromptlyandeffectivelyaddressanysuchdiscriminationofwhichithasKnowledge/Noticeusingthe resolutionprocessintheTitleIXandSexualMisconductPolicyforAllStudentsandUniversityPersonnel.

TITLE IX TEAM CONTACTS

VanguardhasappointedTitleIXTeam,comprisedofthefollowingindividual(s),tocoordinateVanguard’scompliance withfederal,state,andlocalcivilrightslawsandordinances:

For sex discrimination, sex-based harassment, and retaliation allegations:

Title IX Coordinator

AngelaBennett,TitleIXCoordinator

SmithBldg.,Room115

55FairDrive

714.619.6525

angela.bennett@vanguard.edu https://www.vanguard.edu/resources/title-ix

Deputy Title IX Coordinator

TomWeizoerick,DeputyTitleIXCoordinator

EmployeeResourceCenter,Room101

55FairDrive

714.668.6165

tom.weizoerick@vanguard.edu https://www.vanguard.edu/resources/title-ix

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

Title IX Team

• Amanda Lebrecht, Vice President of Student Development

• Ken Bott, Sr. Director, Human Resources

• Kent Ferrin, Director, Campus Safety

• Jane Teixeira, Associate Athletic Director

• Anne Warner, Associate Dean of Residence Life

VanguardwillpromptlyandeffectivelyaddressanysuchdiscriminationofwhichithasKnowledge/Noticeusingthe resolutionprocessintheTitleIXPolicy.

Collectively,theseindividualsareresponsibleforprovidingcomprehensivesexdiscriminationeducationandtraining; coordinatingVanguard’stimely,thorough,andfairresponse,investigation,andresolutionofallallegedprohibited conductunderthisPolicy;andmonitoringtheeffectivenessofthisPolicyandrelatedprocedurestoensurean educationandemploymentenvironmentfreefromsexdiscrimination,sex-basedharassment,andretaliation.

VanguardrecognizesthatallegationsunderthisPolicymayincludemultipleformsofsexdiscriminationandsexbasedharassment,aswellasviolationsofotherVanguardpolicies;mayinvolvevariouscombinationsofstudents, employees,andothermembersoftheVanguardcommunity;andmayrequirethesimultaneousattentionofmultiple Vanguarddepartments.Accordingly,allVanguarddepartmentswillshareinformation,combineefforts,andotherwise collaborate,tothemaximumextentpermittedbylawandconsistentwithotherapplicableVanguardpolicies,to provideuniform,consistent,efficient,andeffectiveresponsestoallegedsexdiscrimination,sex-basedharassment,or retaliation.

EXTERNAL CONTACT INFORMATION

ConcernsaboutVanguard’sapplicationofthisPolicyandcompliancewithTitleIXoftheEducationAmendmentsof 1972mayalsobeaddressedto:

FEDERAL CONTACT

Office for Civil Rights (OCR)

U.S. Department of Education

400 Maryland Avenue, SW Washington, D.C. 20202-1100

Customer Service Hotline #: (800) 421-3481

Facsimile: (202) 453-6012

TDD#: (877) 521-2172

Email: OCR@ed.gov

Web: http://www.ed.gov/ocr

STATE CONTACT

Office for Civil Rights, San Francisco Office

U.S. Department of Education

50 United Nations Plaza

San Francisco, CA 94102

Telephone: (415) 486-5555

Facsimile: (415) 486-5570

Email: OCR.SanFrancisco@ed.gov

Any person who believes an organization has violated the Health Insurance Portability and Accountability Act (HIPAA) may file a complaint by contacting:

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

FEDERAL CONTACT

Office for Civil Rights

U.S. Department of Health and Human Services (HHS)

200 Independence Avenue, SW Room 509F, HHH Building Washington, D.C. 20201

Toll-free: (800) 368-1019

TDD toll-free: (800) 537-7697 https://www.hhs.gov/hipaa/filing-acomplaint/index.html

STATE CONTACT

Pacific Region - California

Michael Leoz, Regional Manager Office for Civil Rights

U.S. Department of Health and Human Services 90 7th Street, Suite 4-100

San Francisco, CA 94103

Customer Response Center: (800) 368-1019

Fax: (202) 619-3818

TDD: (800) 537-7697

Email: ocrmail@hhs.gov

Correspondence to the Department of Justice (DOJ), including the Attorney General (AG), maybe sent to:

FEDERAL CONTACT

U.S. Department of Justice

950 Pennsylvania Avenue, NY Washington, DC 20530-0001

Department Comment Line: 202-353-1555

Department of Justice Main Switchboard: 202-514-2000

TTY/ASCII/TDD: 800-877-8339

OnlineForm: https://www.justice.gov/doj/webform/your-message-department-justice

For complaints involving employees, contact the Equal Employment Opportunity Commission (EEOC)

STATE CONTACT

Equal Employment Opportunity Commission (EEOC)

Los Angeles District Office

Roybal Federal Building 255 East Temple St., 4th Floor

Los Angeles, CA 90012

(800) 669-4000

TTY: (800) 669-6820

ASL Video Phone: (844) 234-5122

URL: https://www.eeoc.gov/contact-eeoc

MANDATED REPORTING AND CONFIDENTIAL EMPLOYEES

AllVanguardfacultyandemployees(includingstudent-employees),otherthanthosedeemedConfidentialEmployees, areMandatedReportersandareexpectedtopromptlyreportallknowndetailsofactualorsuspectedsex

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

discrimination,sex-basedharassment,retaliation,and/orotherprohibitedconducttoappropriateofficials immediately,althoughtherearesomelimitedexceptions.Supportivemeasuresmaybeofferedastheresultofsuch disclosureswithoutformalVanguardaction.

ComplainantsmaywanttocarefullyconsiderwhethertheysharepersonallyidentifiabledetailswithMandated Reporters,asthosedetailsmustbesharedwiththeCoordinator.

IfaComplainantexpectsformalactioninresponsetotheirallegations,reportingtoanyMandatedReportercan connectthemwithresourcestoreportallegedcrimesand/orPolicyviolations,andtheseemployeeswillimmediately passNoticetotheCoordinator(and/orpolice,ifdesiredbytheComplainantorrequiredbylaw),whowillactwhenan incidentisreportedtothem.

ThefollowingsectionsdescribeVanguard’sreportingoptionsforaComplainantorthirdparty(including parents/guardianswhenappropriate):

CONFIDENTIAL EMPLOYEES

TherearethreecategoriesofConfidentialEmployees:1)Thosewithconfidentialitybestowedbylaworprofessional ethics,suchaslawyers,medicalprofessionals,clergy,andmentalhealthcounselors;2)ThosewhomVanguardhas specificallydesignatedasConfidentialResourcesforpurposesofprovidingsupportandresourcestotheComplainant; and3)ThoseconductinghumansubjectsresearchaspartofastudyapprovedbyVanguard’sInstitutionalReview Board(IRB).

Forthoseincategory1),above,tobeabletorespectconfidentiality,theymustbeinaconfidentialrelationshipwith thepersonreporting,suchthattheyarewithinthescopeoftheirlicensure,professionalethics,orconfidentialroleat thetimeofreceivingtheNotice.Theseindividualswillmaintainconfidentialityexceptinextremecasesofimmediacy ofthreatordangerorabuseofaminor,elder,orindividualwithadisability,orwhenrequiredtodisclosebylawor courtorder.

ToenableComplainantstoaccesssupportandresourceswithoutfilingaComplaint,Vanguardhasdesignatedspecific employeesasConfidentialResources.ThosedesignatedbyVanguardasConfidentialResourcesarenotrequiredto reportactualorsuspectedsexdiscrimination,sex-basedharassment,orretaliationinawaythatidentifiestheParties. Theywill,however,providetheComplainantwiththeTitleIXCoordinator’scontactinformationandofferoptionsand resourceswithoutanyobligationtoinformanoutsideagencyorVanguardofficialunlessaComplainanthasrequested theinformationbeshared.

IfaComplainantwouldlikethedetailsofanincidenttobekeptconfidential,theComplainantmayspeakwiththe followingConfidentialEmployees:

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

ConfidentialEmployees

• On-campuslicensedprofessionalcounselorsandstaff

• On-campushealthserviceproviders

• On-campusmembersoftheclergy/chaplainsworkingwithinthescopeoftheirlicensureor ordination

DesignatedConfidentialResources

• AthleticTrainers

Institutionalcounselorsand/ortheEmployeeAssistanceProgramareavailabletohelpfreeofchargeand maybeconsultedonanemergencybasisduringnormalbusinesshours.

FailureofaMandatedReporter,asdescribedaboveinthissection,toreportanincidentofsexdiscrimination, sex-basedharassment,orretaliationofwhichtheybecomeawareisaviolationofVanguardPolicyandcanbe subjecttodisciplinaryactionforfailuretocomply/failuretoreport.Thisalsoincludessituationswhena harasserisaMandatedReporter.Suchindividualsareobligatedtoreporttheirownmisconduct,andfailure todosoisachargeableoffenseunderthisPolicy.

AMandatedReporterwhoisthemselvesatargetofdiscrimination,harassment,orothermisconductunder thisPolicyisnotrequiredtoreporttheirownexperience,thoughtheyare,ofcourse,encouragedtodoso.

Inaddition,ComplainantsmayspeakwithindividualsunaffiliatedwithVanguardwithoutconcernthatPolicy willrequirethemtodiscloseinformationtotheinstitutionwithoutpermission:

• Licensedprofessionalcounselorsandothermedicalproviders

• Localrapecrisiscounselors

• Domesticviolenceresources

• Localorstateassistanceagencies

• Clergy/Chaplains

• Attorneys

SCOPE

ThisPolicyisonlyapplicabletoallegedincidentsthatoccuronorafterAugust1,2024.Forallegedincidentsofsex discriminationorsexualharassmentoccurring prior to August1,2024,thepolicyandproceduresinplaceatthetime oftheallegedincidentapply.ApplicableversionsofthosepoliciesandproceduresareavailablefromtheCoordinator oronlineathttps://www.vanguard.edu/resources/title-ix/policy2020

ThisPolicyappliestoallfaculty,employees,students,andotherindividualsparticipatinginorattemptingto participateinVanguard’sprogramoractivities,includingeducationandemployment.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

ThisPolicyprohibitsallformsofsexdiscrimination,andmaybeappliedtoincidents,topatterns,and/ortothe institutionalculture/climate,allofwhichmaybeaddressedinaccordancewiththisPolicy.

JURISDICTION

ThisPolicyappliestoVanguard’seducationprogramsandactivities(definedasincludinglocations,events,or circumstancesinwhichtheRecipientexercisessubstantialcontroloverboththeRespondentandthecontextinwhich theconductoccurred),circumstanceswhereVanguardhasdisciplinaryauthority,andtomisconductoccurringwithin anybuildingownedorcontrolledbyaVanguard-recognizedstudentorganization.

ThisPolicymayalsoapplytotheeffectsofoff-campusmisconductthatlimitordenyaperson’saccesstoVanguard’s educationprogramoractivities.Vanguardmayalsoextendjurisdictiontooff-campusand/ortoonlineconductwhen theconductaffectsasubstantialVanguardinterest.

AsubstantialVanguardinterestincludes:

1) Any action that constitutes a criminal offense as defined by law. This includes, but is not limited to, single or repeat violations of any local, state, or federal law.

2) Any situation in which it is determined that the Respondent poses an imminent and serious threat to the health or safety of any student, employee, or other individual.

3) Any situation that significantly impinges upon the rights, property, or achievements of others, significantly breaches the peace, and/or causes social disorder.

4) Any situation that substantially interferes with Vanguard’s educational interests or mission.

FordisciplinaryactiontobeissuedunderthisPolicy,theRespondentmustbeaVanguardfacultymember,student,or employeeatthetimeoftheallegedincident.IftheRespondentisunknownorisnotamemberoftheVanguard community,theCoordinatorwilloffertoassisttheComplainantinidentifyingappropriateinstitutionalandlocal resourcesandsupportoptionsandwillimplementappropriatesupportivemeasuresand/orremedialactions(e.g., trespassingapersonfromcampus).Vanguardcanalsoassistincontactinglocalorinstitutionallawenforcementifthe individualwouldliketofileapolicereportaboutcriminalconduct.

AllvendorsservingVanguardthroughthird-partycontractsaresubjecttothepoliciesandproceduresoftheir employerstothepoliciesandproceduresoftheiremployersandtothesepoliciesandproceduresand/ortothese policiesandprocedurestowhichtheiremployerhasagreedtobeboundbytheircontracts.

Whenapartyisparticipatinginadualenrollment/earlycollegeprogram,Vanguardwillcoordinatewiththeparty’s homeinstitutiontodeterminejurisdictionandcoordinateprovidingsupportivemeasuresandrespondingtothe complaintundertheappropriatepolicyandproceduresbasedontheallegationsandidentitiesoftheParties.

WhentheRespondentisenrolledinoremployedbyanotherinstitution,theCoordinatorcanassisttheComplainantin contactingtheappropriateindividualatthatinstitution,asitmaybepossibletopursueactionunderthatinstitution’s policies.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

Similarly,theCoordinatormaybeabletoassistandsupportastudentoremployeeComplainantwhoexperiencessex discriminationorsex-basedharassmentinanexternship,studyabroadprogram,orotherenvironmentexternalto Vanguardwheresexualharassmentornondiscriminationpoliciesandproceduresofthefacilitatingorhost organizationmaygivetheComplainantrecourse.Ifthereareeffectsofthatexternalconductthatimpactastudentor employee’sworkoreducationalenvironment,thoseeffectscanoftenbeaddressedremediallybytheCoordinatorif broughttotheirattention.

SUPPORTIVE MEASURES

VanguardwillofferandimplementappropriateandreasonablesupportivemeasurestothePartiesuponNoticeof allegedsexdiscrimination,sex-basedharassment,and/orretaliation.Supportivemeasuresarenon-disciplinary,nonpunitiveindividualizedservicesofferedasappropriateandreasonablyavailable.Theyareoffered,withoutfeeor chargetotheParties,torestoreorpreserveaccesstoVanguard’seducationprogramoractivity,includingmeasures designedtoprotectthesafetyofallPartiesand/orVanguard’seducationalenvironmentand/ortodetersex discrimination,sex-basedharassment,and/orretaliation.

TheCoordinatorpromptlymakessupportivemeasuresavailabletothePartiesuponreceivingNotice/Knowledgeora Complaint.Atthetimethatsupportivemeasuresareoffered,ifaComplainthasnotbeenfiled,Vanguardwillinform theComplainant,inwriting,thattheymayfileaComplaintwithVanguardeitheratthattimeorinthefuture.The Coordinatorwillworkwithapartytoensurethattheirwishesareconsideredwithrespecttoanyplannedand implementedsupportivemeasures.

Vanguardwillmaintaintheconfidentialityofthesupportivemeasures,providedthatconfidentialitydoesnotimpair Vanguard’sabilitytoprovidethosesupportivemeasures.Vanguardwillacttoensureasminimalan academic/occupationalimpactonthePartiesaspossible.Vanguardwillimplementmeasuresinawaythatdoesnot unreasonablyburdenanyparty.

Theseactionsmayinclude,butarenotlimitedto:

• Referraltocounseling,medical,and/orotherhealthcareservices

• ReferraltotheEmployeeAssistanceProgram

• Referraltocommunity-basedserviceproviders

• Visaandimmigrationassistance

• Studentfinancialaidcounseling

• Educationtotheinstitutionalcommunityorcommunitysubgroup(s)

• Alteringcampushousingassignment(s)

• Alteringworkarrangementsforemployeesorstudent-employees

• Safetyplanning

• Providingcampussafetyescorts

• Providingtransportationassistance

• Implementingcontactrestrictions(nocontactorders)betweentheparties

• Academicsupport,extensionsofdeadlines,orothercourse/program-relatedadjustments

• Trespass,PersonaNonGrata(PNG),orBe-On-the-Lookout(BOLO)orders

• Timelywarnings

• Classschedulemodifications,withdrawals,orleavesofabsence

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

• Increasedsecurityandmonitoringofcertainareasofthecampus

• AnyotheractionsdeemedappropriatebytheAdministrator

Violationsofnocontactordersorotherrestrictionsmaybereferredtoappropriatestudentoremployeeconduct processesforenforcementoraddedascollateralmisconductallegationstoanongoingComplaintunderthisPolicy.

ThePartiesareprovidedwithatimelyopportunitytoseekmodificationorreversalofVanguard’sdecisiontoprovide, deny,modify,orterminatesupportivemeasuresapplicabletothem.Arequesttodososhouldbemadeinwritingto theCoordinator.Animpartialemployeeotherthantheemployeewhoimplementedthesupportivemeasures,who hasauthoritytomodifyorreversethedecision,willdeterminewhethertoprovide,deny,modify,orterminatethe supportivemeasuresiftheyareinconsistentwiththeTitleIXregulatorydefinitionofsupportivemeasures.Vanguard willalsoprovidethePartieswiththeopportunitytoseekadditionalmodificationorterminationofsupportive measuresapplicabletothemifcircumstancesmateriallychange.Vanguardtypicallyrendersdecisionsonsupportive measureswithinseven(7)businessdaysofreceivingarequestandprovidesawrittendeterminationtotheimpacted party(ies)andtheCoordinator.

ONLINE HARASSMENT AND MISCONDUCT

Vanguardpoliciesarewrittenandinterpretedbroadlytoincludeonlinemanifestationsofanyofthebehaviors prohibitedbelow,whenthosebehaviorsoccurinorhaveaneffectonVanguard’seducationprogramandactivities,or whentheyinvolvetheuseofVanguardnetworks,technology,orequipment.

AlthoughVanguardmaynotcontrolwebsites,socialmedia,andothervenuesthroughwhichharassing communicationsaremade,whensuchcommunicationsarereportedtoVanguard,itwillengageinavarietyofmeans toaddressandmitigatetheeffects.ThesemeansmayincludeuseoftheResolutionProcesstoaddressoff-campus conductwhoseeffectscontributetolimitingordenyingapersonaccesstoVanguard’seducationprogramoractivity.

NothinginthisPolicyisintendedtoinfringeuponorlimitaperson’srighttofreespeech.Anyonlinepostingorother electroniccommunicationbystudents,includingtechnology-facilitatedbullying,stalking,harassment,etc.,occurring completelyoutsideofVanguard’scontrol(e.g.,notonVanguardnetworks,websites,orbetweenVanguardemail accounts)willonlybesubjecttothisPolicywhensuchonlineconductcanbeshowntocause(orwilllikelycause)a substantialin-programdisruptionorinfringementon/harmtotherightsofothers.Otherwise,suchcommunications areconsideredspeechprotectedbytheFirstAmendment.SupportivemeasuresforComplainantswillbeprovided.

Off-campusharassingspeechbyemployees,whetheronlineorinperson,mayberegulatedbyVanguardonlywhen suchspeechismadeinanemployee’sofficialorwork-relatedcapacity.

INCLUSION RELATED TO GENDER IDENTITY/EXPRESSION

Vanguardstrivestoensurethatallindividualsaresafe,included,andrespectedintheireducationandemployment environments,regardlessoftheirgenderidentityorexpression.

DiscriminationandharassmentonthebasisofgenderidentityorexpressionarenottoleratedbyVanguard.Ifa memberoftheVanguardcommunitybelievestheyhavebeensubjectedtodiscriminationunderthisPolicy,they shouldfollowtheappropriatereportingprocessdescribedherein.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

ThisPolicyshouldbeinterpretedconsistentwiththegoalsofmaximizingtheinclusionofallgender-diversestudents andemployees,including:

• Maintaining the privacy of all individuals consistent with law

• Ensuring all students have equal access to educational programming, activities, and facilities, including restrooms and locker rooms

• Ensuring all employees have equal access to employment opportunities and work, service, or health-related facilities

• Providing professional development for employees and education for students on topics related to gender inclusion

• Encouraging all students and employees to respect the pronoun usage and identities of all members of Vanguard community

Vanguardusesanumberofinterventionstoaddressconcernsthatareraisedrelatedtogender-basedharassmentor discrimination,includingproblem-solving,intervention,confrontation,investigation,andPolicyenforcement.When conflictsarisebetweentherightofmembersofthecommunitytobefreefromgender-identitydiscriminationand thoseexercisingtheirrighttoreligiousfreedom,Vanguardwilltrytobalancerightsandintereststofindmutually agreeableoutcomesorcompromises.Whenthatisnotpossible,Vanguardwillofferremedialsolutionsorenforceits Policieswhilealsorespectingtherightsofallmembersofitscommunity.

PROHIBITED CONDUCT

Studentsandemployeesareentitledtoaneducationalandemploymentenvironmentthatisfreeofsex discrimination,sex-basedharassment,andretaliation.ThisPolicyisnotmeanttoinhibitorprohibiteducational contentordiscussionsinsideoroutsideoftheclassroomthatincludegermane,butcontroversialorsensitive,subject mattersprotectedbyacademicfreedom.

Thesectionsbelowdescribethespecificformsoflegallyprohibiteddiscrimination,harassment,andretaliationthat arealsoprohibitedunderVanguardPolicy.Whenspeechorconductisprotectedbyacademicfreedomand/orthe FirstAmendment,itwillnotbeconsideredaviolationofVanguardPolicy,thoughsupportivemeasureswillbeoffered tothoseimpacted.

Alloffensedefinitionsbelowencompassactualand/orattemptedoffenses.

Anyofthefollowingoffensescanbechargedasorcombinedaspatternoffenses,inwhichcasetheNoticeof InvestigationandAllegation(NOIA)willclearlyindicatethatbothindividualincidentsandapatternofconductare beinginvestigated.Apatternmayexistandbechargedwhenthereisapotentialsubstantialsimilaritytoincidents wheretheproofofonecouldmakeitmorelikelythattheother(s)occurred,andviceversa.Patternsmayexistbased ontargetselection,similarityofoffense,orotherfactors.Whereapatternisfound,itcanbethebasistoenhance sanctions,accordingly.

SEX DISCRIMINATION

Sexdiscriminationisdifferenttreatmentwithrespecttoaperson’semploymentorparticipationinan educationprogramoractivitybased,inwholeorinpart,upontheperson’sactualorperceivedsex.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

Discriminationcantaketwoprimaryforms:

1) Disparate Treatment Discrimination:

o Any intentional differential treatment of a person or persons that is based on a person’s actual or perceived sex and that:

▪ Excludes a person from participation in;

▪ Denies a person benefits of; or

▪ Otherwise adversely affects a term or condition of a person’s participation in a Vanguard program or activity.

2) Disparate Impact Discrimination:

o Disparate impact occurs when policies or practices that appear to be neutral unintentionally result in a disproportionate impact on the basis of sex that:

▪ Excludes a person from participation in;

▪ Denies a person benefits of; or

▪ Otherwise adversely affects a term or condition of a person’s participation in a Vanguard program or activity.

SEX-BASED HARASSMENT (APPLICABLE UNDER TITLE IX, TITLE VII, AND THE FAIR HOUSING ACT)

Sex-based Harassment isaformofsexdiscriminationandmeanssexualharassmentandother harassmentonthebasisofsex,1 includingsexstereotypes,sexcharacteristics,pregnancyorrelated conditions,sexualorientation,andgenderidentity;sexualassault,datingviolence,domesticviolence,and stalking.

1) Quid Pro Quo:

• anemployeeagent,orotherpersonauthorizedbyVanguard,

• toprovideanaid,benefit,orserviceunderVanguard’seducationprogramoractivity,

• explicitlyorimpliedlyconditioningtheprovisionofsuchaid,benefit,orservice,

• onaperson’sparticipationinunwelcomesexualconduct.

1 ThroughoutthisPolicy,“onthebasisofsex”meansconductthatissexualinnature,orthatisdirectedtotheComplainantbecauseoftheiractual orperceivedsexorgenderidentity.

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2) Hostile Environment Harassment:

• unwelcomesex-basedconduct,that

• basedonthetotalityofthecircumstances,

• issubjectivelyandobjectivelyoffensive,and

• issosevereorpervasive,

• thatitlimitsordeniesaperson’sabilitytoparticipateinorbenefitfromVanguard’s educationprogramoractivity

Vanguardreservestherighttoaddressoffensiveconductand/orharassmentthat(1)doesnotrisetothe levelofcreatingahostileenvironment,or(2)thatisofagenericnatureandnotprohibitedbylaw. AddressingsuchconductwillnotresultintheimpositionofdisciplineunderVanguardPolicy,butmaybe addressedthroughrespectfulconversation,remedialactions,education,effectiveAlternativeResolution, and/orotherInformalResolutionmechanisms.

ForassistancewithAlternativeResolutionandotherInformalResolutiontechniquesandapproaches,contact theCoordinator.

3) Sexual Assault:2

a. Rape:

o PenetrationbytheRespondent,nomatterhowslight,

o ofthevaginaoranusoftheComplainant,

o withanybodypartorobject,or

o oralpenetration

o ofasexorganoftheComplainant,or

o bytheRespondent’ssexorgan,or

o byasex-relatedobject

o withouttheconsentoftheComplainant,

o includinginstanceswheretheComplainantisincapableofgivingconsentbecauseof theirageorbecauseofatemporaryorpermanentmentalorphysicalincapacity.

b. Fondling3:

o Theintentionaltouchingoftheclothedorunclothedgenitals,buttocks,groin,breasts, orotherbodypartsoftheComplainantbytheRespondent,

o withouttheconsentoftheComplainant,

o forthepurposeofsexualdegradation,sexualgratification,orsexualhumiliation4

2 Thiswouldincludehavinganotherpersontouchyousexually,forcibly,and/orwithouttheirconsent.

3 Vanguard University will continue to use the term “Fondling” instead of the term “Criminal Sexual Contact,” as updated by the NIBRS in 2025 guidance documents

4 Contact with private body parts (e.g., genitals, buttocks, groin, breasts) is considered to be done for the purpose of sexual degradation, sexual gratification, or sexual humiliation unless: (1) the contact can be proven inadvertent; (2) the contact is for a legitimate medical (or other privileged) purpose and thus is conduct for which consent should have been sought and obtained by the provider; (3) the contact is something like butt-slapping on a team and is both minimal and unlikely to have sexual motivation or purpose, as shown by the context of the acts.

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c. Incest:

o Sexualintercourse,

o betweenpersonswhoarerelatedtoeachother,

o withinthedegreeswhereinmarriageisprohibitedbyCAlaw.

d. Statutory Rape:

o Sexualintercourse,

o withapersonwhoisunderthestatutoryageofconsentof18.

3) Dating Violence,definedas:

a. violence,

b. onthebasisofsex,

c. committedbyaperson,

d. whoisinorhasbeeninasocialrelationshipofaromanticorintimatenaturewiththe Complainant.

i. TheexistenceofsucharelationshipshallbedeterminedbasedontheComplainant’s statementandwithconsiderationofthelengthoftherelationship,thetypeof relationship,andthefrequencyofinteractionbetweenthepersonsinvolvedinthe relationship.Forthepurposesofthisdefinition

a) Datingviolenceincludes,butisnotlimitedto,sexualorphysicalabuseor thethreatofsuchabuse.

b) Datingviolencedoesnotincludeactscoveredunderthedefinitionof domesticviolence.

4) Domestic Violence, 5 definedas:

a. violence,

b. onthebasisofsex,

c. committedbyacurrentorformerspouseorintimatepartneroftheComplainant,

d. byapersonwithwhomtheComplainantsharesachildincommon,or

e. byapersonwhoiscohabitatingwith,orhascohabitatedwith,theComplainantasaspouse orintimatepartner,or

f. byapersonsimilarlysituatedtoaspouseoftheComplainantunderthedomesticorfamily violencelawsofCA,or

g. byanyotherpersonagainstanadultoryouthComplainantwhoisprotectedfromthat person’sactsunderthedomesticorfamilyviolencelawsofCA.

5) Stalking,definedas:

a. engaginginacourseofconduct,

5 TocategorizeanincidentasDomesticViolenceunderthisPolicy,therelationshipbetweentheRespondentandthe Complainantmustbemorethanjusttwopeoplelivingtogetherasroommates.Thepeoplecohabitatingmustbe currentorformerspousesorhaveanintimaterelationship.

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b. onthebasisofsex,

c. directedattheComplainant,that i. wouldcauseareasonablepersontofearfortheperson’ssafety,or ii. thesafetyofothers;or

iii. Suffersubstantialemotionaldistress.

Forthepurposesofthisdefinition

▪ Courseofconductmeanstwoormoreacts,including,butnotlimitedto,actsinwhichthe Respondentdirectly,indirectly,orthroughthirdparties,byanyaction,method,device,or means,follows,monitors,observes,surveils,threatens,orcommunicatestoorabouta person,orinterfereswithaperson’sproperty.

▪ Reasonablepersonmeansareasonablepersonundersimilarcircumstancesandwithsimilar identitiestotheComplainant.

▪ Substantialemotionaldistressmeanssignificantmentalsufferingoranguishthatmaybut doesnotnecessarilyrequiremedicalorotherprofessionaltreatmentorcounseling.

SEXUAL MISCONDUCT

7) Sexual Exploitation:6

• apersontakingnon-consensualorabusivesexualadvantageofanother,thatdoesnot constituteSex-basedHarassmentasdefinedabove,

• fortheirownbenefitorforthebenefitofanyoneotherthanthepersonbeingexploited.

ExamplesofSexualExploitationinclude,butarenotlimitedto:

▪ Sexualvoyeurism(suchasobservingorallowingotherstoobserveapersonundressingor usingthebathroomorengaginginsexualacts,withouttheconsentofthepersonbeing observed)

▪ Invasionofsexualprivacy(e.g.,doxxing)

▪ Knowingly making an unwelcome disclosure of (or threatening to disclose) a person’s sexual orientation, gender identity, or gender expression

▪ Takingpictures,video,oraudiorecordingofanotherpersoninasexualact,orinanyother sexuallyrelatedactivitywhenthereisareasonableexpectationofprivacyduringthe activity,withouttheconsentofallinvolvedintheactivity;orexceedingtheboundariesof consent(suchasallowinganotherpersontohideinaclosetandobservesexualactivity,or disseminatingsexualpictureswithoutthephotographedperson’sconsent),includingthe makingorpostingofnon-consensualpornography

▪ Prostitutinganotherperson

▪ Engaginginsexualactivitywithanotherpersonwhileknowinglyinfectedwithhuman immunodeficiencyvirus(HIV)orasexuallytransmitteddisease(STD)orinfection(STI), withoutinformingtheotherpersonofthevirus,disease,orinfection

6 ThisoffenseisnotclassifiedunderTitleIXas“Sex-basedHarassment,”butitisincludedhereinthisPolicyasatooltoaddressawiderrangeof behaviors.

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▪ Causingorattemptingtocausetheincapacitationofanotherperson(throughalcohol,drugs, oranyothermeans)forthepurposeofcompromisingthatperson’sabilitytogiveconsentto sexualactivity,orforthepurposeofmakingthatpersonvulnerabletonon-consensual sexualactivity

▪ Misappropriationofanotherperson’sidentityonapps,websites,orothervenuesdesigned fordatingorsexualconnections(e.g.,spoofing)

▪ Forcingapersontotakeanactionagainstthatperson’swillbythreateningtoshow,post,or shareinformation,video,audio,oranimagethatdepictstheperson’snudityorsexual activity

▪ Knowinglysolicitingaminorforsexualactivity

▪ Engaginginsextrafficking

▪ Knowinglycreating,possessing,ordisseminatingchildsexualabuseimagesorrecordings

▪ Creatingordisseminatingsyntheticmedia,includingimages,videos,oraudio representationsofindividualsdoingorsayingsexuallyrelatedthingsthatneverhappened, orplacingidentifiablerealpeopleinfictitiouspornographicornudesituationswithouttheir consent(i.e.,Deepfakes)

OTHER PROHIBITED CONDUCT

1) Bullying:7

• repeatedand/orsevereaggressivebehavior

• thatislikelytointimidateorintentionallyhurt,control,orphysicallyormentallydiminishthe Complainant

• thatisnotspeechorconductthatisotherwiseprotectedbytheFirstAmendment

2) Endangerment:

• threateningorcausingphysicalharm

• extremeverbal,emotional,orpsychologicalabuse

• otherconductwhichthreatensorendangersthehealthorsafetyofanypersonordamagestheir property

3) Hazing:

• anyactoraction

• whichdoesorislikelytoendangerthementalorphysicalhealthorsafetyofanyperson

• asitrelatestoaperson'sinitiation,admissioninto,oraffiliationwithanyRecipientgroupor organization

Forthepurposesofthisdefinition:

▪ Itisnotnecessarythataperson’sinitiationorcontinuedmembershipiscontingentupon participationintheactivity,orthattheactivitywassanctionedorapprovedbythestudent grouporstudentorganization,foranallegationofhazingtobeupheld.

7ForBullying,Hazing,andEndangerment,theseoffensescanbeappliedwhentheconductisonthebasisofsexbutisnotaformofSex-based Harassment.

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▪ Itshallnotconstituteanexcuseordefensetoahazingallegationthattheparticipantstook partvoluntarily,gaveconsenttotheconduct,voluntarilyassumedtherisksorhardshipof theactivity,orthatnoinjurywassufferedorsustained.

▪ Theactionsofalumni,active,new,and/orprospectivemembersofastudentgroupor studentorganizationmaybeconsideredhazing.

▪ Hazingisnotconfinedtothestudentgrouporstudentorganizationwithwhichtheperson subjectedtothehazingisassociated.

4) Retaliation:

• Adverseaction,includingintimidation,threats,coercion,ordiscrimination,

• againstanyperson,

• byVanguard,astudent,employee,orapersonauthorizedbyVanguardtoprovideaid, benefit,orserviceunderVanguard’seducationprogramoractivity,

• forthepurposeofinterferingwithanyrightorprivilegesecuredbylaworPolicy,or

• becausethepersonhasengagedinprotectedactivity,includingreportinginformation, makingaComplaint,testifying,assisting,orparticipatingorrefusingtoparticipateinany mannerinaninvestigationorResolutionProcessundertheTitleIXProcedures,includingan InformalResolutionprocess,orinanyotherappropriatestepstakenbyVanguardto promptlyandeffectivelyendanysexdiscriminationinitseducationprogramoractivity, preventitsrecurrence,andremedyitseffects.

TheexerciseofrightsprotectedundertheFirstAmendmentdoesnotconstituteretaliation. ItisalsonotretaliationforVanguardtopursuePolicyviolationsagainstthosewhomake materiallyfalsestatementsinbadfaithinthecourseofaresolutionundertheTitleIXPolicy. However,thedeterminationofresponsibility,byitself,isnotsufficienttoconcludethatany partyhasmadeamateriallyfalsestatementinbadfaith.

5) Unauthorized Disclosure:8

• Distributingorotherwisepublicizingmaterialscreatedorproducedduringaninvestigation orResolutionProcessexceptasrequiredbylaworasexpresslypermittedbyVanguard;or

• publiclydisclosinginstitutionalworkproductthatcontainspersonallyidentifiable informationwithoutauthorizationorconsent.

8 NothinginthissectionrestrictstheabilityofthePartiesto:obtainandpresentevidence,includingbyspeakingtowitnesses(aslongasitdoesnot constituteretaliationunderthisPolicy),consultwiththeirfamilymembers,confidentialresources,orAdvisors;orotherwiseprepareforor participateintheResolutionProcess.

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6) Failure to Comply/Process Interference

• IntentionalfailuretocomplywiththereasonabledirectivesoftheCoordinatorinthe performanceoftheirofficialduties,includingwiththetermsofanocontactorder

• Intentionalfailuretocomplywithemergencyremovalorinterimsuspensionterms

• Intentionalfailuretocomplywithsanctions

• IntentionalfailuretoadheretothetermsofanInformalResolutionagreement

• IntentionalfailuretocomplywithmandatedreportingdutiesasdefinedinthisPolicy

• IntentionalinterferencewiththeResolutionProcess,including,butnotlimitedto:

o Destructionoforconcealingofevidence

o Actualorattemptedsolicitationofknowinglyfalsetestimonyorprovidingfalse testimonyorevidence

o Intimidatingorbribingawitnessorparty

SANCTION RANGES

ThefollowingsanctionrangesapplyforProhibitedConductunderthisPolicy.Sanctionscanbeassigned outsideofthespecifiedrangesbasedonaggravatingormitigatingcircumstances,ortheRespondent’s cumulativeconductrecord.

• Sex Discrimination: warningthroughexpulsionortermination.

• Quid Pro Quo Harassment: warningthroughexpulsionortermination.

• Hostile Environment Harassment: warningthroughexpulsionortermination.

• Rape: suspensionthroughexpulsionortermination.

• Fondling: warningthroughsuspension(terminationforemployees).

• Incest: warningthroughprobation.

• Statutory Rape: warningthroughsuspension(terminationforemployees).

• Stalking: probationthroughexpulsionortermination.

• Dating/Domestic Violence: probationthroughexpulsionortermination.

• Sexual Exploitation: warningthroughexpulsionortermination.

• Bullying: warningthroughexpulsionortermination.

• Endangerment: warningthroughexpulsionortermination.

• Hazing: warningthroughexpulsionortermination.

• Retaliation: warningthroughexpulsionortermination.

• Unauthorized Disclosure: warningthroughexpulsionortermination.

• Failure to Comply/Process Interference: warningthroughexpulsionortermination.

CONSENT, FORCE, AND INCAPACITATION

AsusedinthisPolicy,thefollowingdefinitionsandunderstandingsapply:

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1) Consent

Consentisdefinedas:

• knowing,and

• voluntary,and

• clearpermission

• bywordoraction

• toengageinsexualactivity.9

Individualsmayperceiveandexperiencethesameinteractionindifferentways.Therefore,itisthe responsibilityofeachpartytodeterminethattheotherhasconsentedbeforeengagingintheactivity.

Ifconsentisnotclearlyprovidedpriortoengagingintheactivity,consentmayberatifiedbywordor actionatsomepointduringtheinteractionorthereafter,butclearcommunicationfromtheoutsetis stronglyencouraged.

Forconsenttobevalid,theremustbeaclearexpressioninwordsoractionsthattheotherindividual consentedtothatspecificsexualconduct.Consentisevaluatedfromtheperspectiveofwhata reasonablepersonwouldconcludearemutuallyunderstandablewordsoractions.Reasonable reciprocationcanestablishconsent.Forexample,ifsomeonekissesyou,youcankissthemback(if youwantto)withouttheneedtoexplicitlyobtain their consenttobekissedback.

Consentcanalsobewithdrawnoncegiven,aslongasthewithdrawalisreasonablyandclearly communicated.Ifconsentiswithdrawn,sexualactivityshouldceasewithinareasonablyimmediate time.

Silenceortheabsenceofresistancealoneshouldnotbeinterpretedasconsent.Consentisnot demonstratedbytheabsenceofresistance.Whileresistanceisnotrequiredornecessary,itisaclear demonstrationofnon-consent.

Consenttosomesexualcontact(suchaskissingorfondling)cannotbeassumedtobeconsentfor othersexualactivity(suchasintercourse).Acurrentorpreviousintimaterelationshipisnot sufficienttoconstituteconsent.Ifanindividualexpressesconditionsontheirwillingnesstoconsent (e.g.,useofacondom)orlimitationsonthescopeoftheirconsent,thoseconditionsandlimitations mustberespected.Ifasexualpartnersharestheclearexpectationfortheuseofacondom,orto avoidinternalejaculation,andthoseexpectationsarenothonored,thefailuretouseacondom, removingacondom,orinternalejaculationcanbeconsideredactsofsexualassault.

Proofofconsentornon-consentisnotaburdenplacedoneitherpartyinvolvedinaComplaint. Instead,theburdenremainsonVanguardtodeterminewhetheritsPolicyhasbeenviolated.The existenceofconsentisbasedonthetotalityofthecircumstancesevaluatedfromtheperspectiveofa

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reasonablepersoninthesameorsimilarcircumstances,includingthecontextinwhichthealleged misconductoccurredandanysimilarandpreviouspatternsthatmaybeevidenced.

Goingbeyondtheboundariesofconsentisprohibited.Thus,unlessasexualpartnerhasconsentedto slapping,hitting,hairpulling,strangulation,orotherphysicalroughnessduringotherwise consensualsex,thoseactsmayconstitutedatingviolenceorsexualassault.

2) Force

Forceistheuseofphysicalviolenceand/orphysicalimpositiontogainsexualaccess.Sexualactivity thatisforcedis,bydefinition,non-consensual,butnon-consensualsexualactivityisnotnecessarily forced.Forceisconductthat,ifsufficientlysevere,cannegateconsent.

Forcealsoincludesthreats,intimidation(impliedthreats),andcoercionthatisintendedtoovercome resistanceorproduceconsent(e.g.,“HavesexwithmeorI’llhityou,”whichelicitstheresponse, “Okay,don’thitme.I’lldowhatyouwant.”).

Coercionisunreasonablepressureforsexualactivity.Coerciveconduct,ifsufficientlysevere,can renderaperson’sconsentineffective,becauseitisnotvoluntary.Whensomeonemakesclearthat theydonotwanttoengageinsexualactivity,thattheywanttostop,orthattheydonotwanttogo pastacertainpointofsexualinteraction,continuedpressurebeyondthatpointcanbecoercive. Coercionisevaluatedbasedonthefrequency,intensity,isolation,anddurationofthepressure involved.

3) Incapacitation

Incapacitationisastatewhereapersonisincapableofgivingconsent.Anincapacitatedperson cannotmakerational,reasonabledecisionsbecausetheylackthecapacitytogiveknowing/informed consent(e.g.,tounderstandthe“who,what,when,where,why,andhow”oftheirsexualinteraction). Apersoncannotconsentiftheyareunabletounderstandwhatishappeningoraredisoriented, helpless,asleep,orunconsciousforanyreason,includingbecauseofalcoholorotherdrug consumption.

ThisPolicyalsocoversapersonwhoseincapacityresultsfromatemporaryorpermanentphysicalor mentalhealthcondition,involuntaryphysicalrestraint,and/ortheconsumptionofincapacitating substances.

Incapacitationisdeterminedthroughconsiderationofallrelevantindicatorsofaperson’sstateand isnotsynonymouswithintoxication,impairment,blackout,and/orbeingdrunk.

IftheRespondentneitherknewnorshouldhaveknowntheComplainanttobephysicallyormentally incapacitated,theRespondentisnotinviolationofthisPolicy.“Shouldhaveknown”isanobjective, reasonablepersonstandardthatassumesthatareasonablepersonisbothsoberandexercising soundjudgment.

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UNETHICAL RELATIONSHIPS (SEE APPENDIX D)

STANDARD OF PROOF

VanguardusesthePreponderanceoftheevidencestandardofproofwhendeterminingwhetheraPolicyviolation occurred.ThismeansthatVanguardwilldecidewhetheritismorelikelythannot,basedupontheavailable informationatthetimeofthedecision,thattheRespondentisinviolationoftheallegedPolicyviolation(s).

REPORTS/COMPLAINTS OF SEX DISCRIMINATION, SEX-BASED HARASSMENT, AND/OR RETALIATION

AReportprovidesnoticetoVanguardofanallegationorconcernaboutsexdiscrimination,sex-basedharassment,or retaliationandprovidesanopportunityfortheCoordinatortoprovideinformation,resources,andsupportive measures.AComplaintprovidesnoticetoVanguardthattheComplainantwouldliketoinitiateaninvestigationor otherappropriateresolutionprocedures.AComplainantorindividualmayinitiallymakeareportandmaydecideata latertimetomakeaComplaint.ReportsorComplaintsofsexdiscrimination,sex-basedharassment,and/orretaliation maybemadeusinganyofthefollowingoptions:

1) FileaComplaintwith,orgiveverbalNoticedirectlyto,theCoordinatorortoanymemberoftheTitleIXTeam. SuchaComplaintmaybemadeatanytime(includingduringnon-businesshours)byusingthetelephone number,emailaddress,orbymailtotheofficeoftheCoordinatororanyotherTitleIXTeammemberlistedin thisPolicy.

2) SubmittinganonlineAnonymousNoticeisaccepted,buttheNoticemaygiverisetoaneedtotryto determinetheParties’identities.AnonymousNoticetypicallylimitsVanguard’sabilitytoinvestigate, respond,andprovideremedies,dependingonwhatinformationisshared.Measuresintendedtoprotectthe communityorredressormitigateharmmaybeenacted.

ReportingcarriesnoobligationtoinitiateaComplaint,andinmostsituations,VanguardcanrespectaComplainant’s requesttonotinitiatearesolutionprocess.However,theremaybecircumstances,suchaspatternbehavior, allegationsofseveremisconduct,oracompellingthreattohealthand/orsafety,whereVanguardmayneedtoinitiate aresolutionprocess.IfaComplainantdoesnotwishtofileaComplaint,Vanguardwillmaintaintheprivacyof informationtotheextentpossible.TheComplainantshouldnotfearalossofconfidentialitybygivingNoticethat allowsVanguardtodiscussand/orprovidesupportivemeasures,inmostcircumstances.

TIME LIMITS ON REPORTING

ThereisnotimelimitationonprovidingNotice/ComplaintstotheCoordinator.However,iftheRespondentisno longersubjecttoVanguard’sjurisdictionand/orsignificanttimehaspassed,theabilitytoinvestigate,respond,and/or provideremediesmaybemorelimitedorimpossible.

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ActingonNotice/Complaintssignificantlyimpactedbythepassageoftime(including,butnotlimitedto,the rescissionorrevisionofPolicy)isattheCoordinator’sdiscretion;theymaydocumentallegationsforfuturereference, offersupportivemeasuresand/orremedies,and/orengageininformalorformalaction,asappropriate.

FALSE ALLEGATIONS AND EVIDENCE

Deliberatelyfalseand/ormaliciousaccusationsunderthisPolicyareaseriousoffenseandwillbesubjectto appropriatedisciplinaryaction.Thisdoesnotincludeallegationsthataremadeingoodfaithbutareultimatelyshown tobeerroneousordonotresultinadeterminationofaPolicyviolation.

Additionally,witnessesandPartieswhoknowinglyprovidefalseevidence,tamperwithordestroyevidence,or deliberatelymisleadanofficialconductinganinvestigationorresolutionprocesscanbesubjecttodisciplineunder appropriateVanguardpolicies.

CONFIDENTIALITY/PRIVACY

VanguardmakeseveryefforttopreservetheParties’privacy.Vanguardwillnotsharetheidentityofanyindividual whohasmadeaComplaintofsexdiscrimination,sex-basedharassment,orretaliation;anyComplainant;any individualwhohasbeenreportedtobetheperpetratorofsexdiscrimination,sex-basedharassment,orretaliation; anyRespondent;oranywitness,exceptaspermittedby,ortofulfillthepurposes,ofapplicablelawsandregulations (e.g.,TitleIX),FamilyEducationalRightsandPrivacyAct(FERPA)anditsimplementingregulations,orasrequiredby law;includinganyinvestigation,orresolutionproceedingarisingunderthesepoliciesandprocedures.10,11 Additional informationregardingconfidentialityandprivacycanbefoundinAppendixE

UnauthorizedDisclosureofInformation

PartiesandAdvisorsareprohibitedfromdisclosinginformationobtainedbyVanguardthroughtheResolution Process,totheextentthatinformationistheworkproductofVanguard(meaningithasbeenproduced,compiled,or writtenbyVanguardforpurposesofitsinvestigationandresolutionofaComplaint),withoutauthorization.Itisalsoa violationofVanguardPolicytopubliclydiscloseinstitutionalworkproductthatcontainsapartyorwitness’s personallyidentifiableinformationwithoutauthorizationorconsent.ViolationofthisPolicyissubjecttosignificant sanctions.

EMERGENCY REMOVAL/INTERIM ACTIONS/LEAVES

VanguardcanacttoremoveastudentRespondentaccusedofsexdiscrimination,sex-basedharassment,orretaliation fromitseducationprogramoractivities,partiallyorentirely,onanemergencybasiswhenanindividualizedsafety andriskanalysishasdeterminedthatanimminentandseriousthreattothehealthorsafetyofanystudentorother individualjustifiesremoval.ThisriskanalysisisperformedbytheCoordinatorandmaybedoneinconjunctionwith

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theBehavioralInterventionTeamusingitsstandardobjectiveviolenceriskassessmentprocedures.Employeesare subjecttoexistingproceduresforinterimactionsandleaves.

FEDERAL TIMELY WARNING OBLIGATIONS

Vanguardmustissuetimelywarningsforreportedincidentsthatposeaseriousorcontinuingthreatofbodilyharmor dangertomembersofVanguardcommunity.

VanguardwillensurethataComplainant’snameandotheridentifyinginformationisnotdisclosed,whilestill providingenoughinformationforcommunitymemberstomakesafetydecisionsinlightofthepotentialdanger.

AMNESTY

VanguardcommunityencouragesthereportingofmisconductandcrimesbyComplainantsandwitnesses.Sometimes, ComplainantsorwitnessesarehesitanttogiveNoticetoVanguardofficialsorparticipateinresolutionprocesses becausetheyfearthattheythemselvesmaybeinviolationofcertainpolicies,suchasunderagedrinkingoruseof illicitdrugsatthetimeoftheincident.Respondentsmayhesitatetobeforthcomingduringtheprocessforthesame reasons.

ItisinthebestinterestsofVanguardcommunitythatComplainantschoosetogiveNoticeofmisconducttoVanguard officials,thatwitnessescomeforwardtosharewhattheyknow,andthatallPartiesbeforthcomingduringthe process.

Toencouragereportingandparticipationintheprocess,VanguardoffersPartiesandwitnessesamnestyfromminor policyviolations,suchasunderagealcoholconsumptionortheuseofillicitdrugs,relatedtotheincident.Granting amnestyisadiscretionarydecisionmadebyVanguard,andamnestydoesnotapplytomoreseriousallegations,such asphysicalabuseofanotherorillicitdrugdistribution.

STUDENTS

Vanguardalsomaintainsanamnestypolicyforstudentsinadditiontowitnesseswhoofferhelptoothersin need.

EMPLOYEES

Sometimes,employeesarehesitanttoreportsexdiscrimination,sex-basedharassment,orretaliationthey haveexperiencedforfearofgettingintroublethemselves.Vanguardmay,atitsdiscretion,offeremployee Complainantsamnestyfromsuchpolicyviolations(typicallymoreminorpolicyviolations)relatedtothe incident.

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PRESERVATION OF EVIDENCE

Thepreservationofevidenceiscriticaltopotentialcriminalprosecutionandtoobtainingrestraining/protective orders,anditisparticularlytimesensitive.VanguardwillinformtheComplainantoftheimportanceofpreserving evidencebytakingactionssuchasthefollowing:

SexualAssault

• Seekforensicmedicalassistanceatthenearesthospital,ideallywithin120hoursoftheincident(sooneris better).

• Avoidurinating,showering,bathing,washinghandsorface,ordouching,ifpossible,butevidencemaystillbe collectedevenifyoudo.

• Iforalsexualcontacttookplace,refrainfromsmoking,eating,drinking,orbrushingteeth.

• Ifclothesarechanged,placesoiledclothesinapaperbag(plasticdestroysevidence)orasecureevidence container(ifprovidedonebylawenforcement)

• Seekingmedicaltreatmentcanbeessential,evenifitisnotforthepurposeofcollectingforensicevidence.

Stalking/DatingViolence/DomesticViolence/Sex-BasedHarassment

• EvidenceintheformoftextandvoicemessageswillbelostinmostcasesiftheComplainantchangestheir phonenumber.

o Makeasecondaryrecordingofanyvoicemessagesand/orsavetheaudiofilestoacloudserver.

o Takescreenshotsand/oravideorecordingofanytextmessagesorotherelectronicmessages(e.g., Instagram,Snapchat,Facebook).

• Savecopiesofemailandsocialmediacorrespondence,includingnotificationsrelatedtoaccountaccessalerts.

• Taketime-stampedphotographsofanyphysicalevidence,includingnotes,gifts,etc.,inplacewhenpossible.

• Savecopiesofanymessages,includingthoseshowinganyrequestfornofurthercontact.

• Obtaincopiesofcalllogsshowingthespecificphonenumberbeingusedratherthanasavedcontactnameif possible.

DuringtheinitialmeetingbetweentheComplainantandCoordinator,theimportanceoftakingtheseactionswillbe discussed,iftimely.

FEDERAL STATISTICAL REPORTING OBLIGATIONS

Certaininstitutionalofficials(thosedeemedCampusSecurityAuthorities)haveadutytoreportthefollowingfor federalstatisticalreportingpurposes(CleryAct):

1) All“primarycrimes,”whichincludecriminalhomicide,sexualassault,robbery,aggravatedassault,burglary, motorvehicletheft,andarson

2) Hatecrimes,whichincludeanybias-motivatedprimarycrimeaswellasanybias-motivatedlarcenyortheft, simpleassault,intimidation,ordestruction/damage/vandalismofproperty

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

3) ViolenceAgainstWomenAct(VAWA-basedcrimes),whichincludesexualassault,domesticviolence,dating violence,andstalking12

4) Arrestsandreferralsfordisciplinaryactionforweaponslawviolations,liquorlawviolations,anddruglaw violations

Allpersonallyidentifiableinformationiskeptprivate,butstatisticalinformationregardingthetypeofincidentandits generallocation(on-oroff-campusorinthesurroundingarea,butnoaddressesaregiven)mustbesharedwithClery ActCoordinatororpublicationintheAnnualSecurityReportanddailycampuscrimelog.CampusSecurityAuthorities includestudentaffairs/studentconductstaff,campuslawenforcement/publicsafety/security,localpolice,coaches, athleticdirectors,residencelifestaff,studentactivitiesstaff,humanresourcesstaff,advisorstostudentorganizations, andanyotherofficialwithsignificantresponsibilityforstudentandcampusactivities.

INDEPENDENCE AND CONFLICTS OF INTEREST

TheCoordinatormanagestheTitleIXTeamandactswithindependenceandauthority,freefrombiasandconflictsof interest.TheCoordinatoroverseesallresolutionsunderthisPolicyandtheseprocedures.Themembersofthe ResolutionPoolarevettedandtrainedtoensuretheyarenotbiasedfororagainstanypartyinaspecificComplaint, orfororagainstComplainantsand/orRespondents,generally.

Toraiseanyconcerninvolvingbias,conflictofinterest,misconduct,ordiscriminationbytheCoordinator,contact the AmandaLebrecht,VicePresidentforStudentDevelopment.Concernsofbias,misconduct,discrimination,ora potentialconflictofinterestbyanyotherResolutionPoolmembershouldberaisedwiththeCoordinator.

REVISION OF THIS POLICY

ThisPolicysucceedspreviouspoliciesaddressingsexdiscrimination,sex-basedharassment,sexualmisconduct, and/orretaliation,thoughpreviouspoliciesandproceduresremaininforceforsexualharassmentincidentsoccurring beforeAugust1,2024.TheCoordinatorreviewsandupdatesthesepoliciesandproceduresregularly.Vanguard reservestherighttomakechangestothisdocumentasnecessary,andoncethosechangesarepostedonline,theyare ineffect.

Ifgovernmentlawsorregulationschangeorcourtdecisionsaltertherequirementsinawaythatimpactsthis document,thisdocumentwillbeconstruedtocomplywiththemostrecentgovernmentlaws,regulations,orcourt holdings.

Thisdocumentdoesnotcreatelegallyenforceableprotectionsbeyondtheprotectionsofthebackgroundstateand federallawsthatframesuchpoliciesandcodes,generally.

ThisPolicyiseffectiveAugust1,2024

12 42U.S.C.Sections13701through14040.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

RESOLUTION PROCESS FOR ALLEGED VIOLATIONS OF TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL (Hereinafter the “Resolution Process”)

OVERVIEW

VanguardwillactonanyNotice,Complaint,orKnowledgeofapotentialviolationoftheTitleIXandSexual MisconductPolicyforAllStudentsandUniversityPersonnel(“thePolicy”)thattheCoordinatororanyother MandatedReporterreceivesbyapplyingtheResolutionProcessbelow.

Theproceduresbelowapplytoallallegationsofdiscriminationonthebasisofanactualorperceivedprotected characteristic,harassment,retaliation,orOtherProhibitedConductinvolvingstudents,employees,orthirdparties.

NOTICE/COMPLAINT

UponreceiptofNotice,aComplaint,orKnowledgeofanallegedPolicyviolation,theCoordinatorwillinitiateaprompt initialevaluationtodetermineVanguard’snextsteps.TheCoordinatorwillcontacttheComplainant/sourceofthe Noticetooffersupportivemeasures,provideinformationregardingresolutionoptions,anddeterminehowtheywish toproceed.

COLLATERAL MISCONDUCT

CollateralmisconductisdefinedtoincludepotentialviolationsofotherVanguardpoliciesnotincorporatedintothe PolicythatoccurinconjunctionwithallegedviolationsofthePolicy,orthatarisethroughthecourseofthe investigation,forwhichitmakessensetoprovideoneresolutionforallallegations.Thus,thecollateralallegations maybechargedalongwithpotentialviolationsofthePolicy,toberesolvedjointlyundertheseProcedures.Insuch circumstances,theCoordinatormayconsultwithVanguardofficialswhotypicallyoverseesuchconduct(e.g.,human resources,studentconduct,academicaffairs)tosolicittheirinputasneededonwhatchargesshouldbefiled,butthe exerciseofcollateralchargesundertheseproceduresiswithinthediscretionofCoordinator.Allotherallegationsof misconductunrelatedtoincidentscoveredbythePolicywilltypicallybeaddressedseparatelythroughprocedures describedinthestudent,faculty,andstaffhandbooks.

INITIAL EVALUATION

TheCoordinatorconductsaninitialevaluationtypicallywithinseven(7)Businessdaysofreceiving Notice/Complaint/Knowledgeofallegedmisconduct.13 Theinitialevaluationtypicallyincludes:

13 Ifcircumstancesrequire,theVicePresidentofStudentDevelopmentwilldesignateanotherpersontooverseetheResolutionProcessshouldan allegationbemadeabouttheCoordinatorortheCoordinatorisotherwiseunavailable,unabletofulfilltheirduties,orhaveaconflictofinterest.

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• AssessingwhetherthereportedconductmayreasonablyconstituteaviolationofthePolicy.

o IftheconductmaynotreasonablyconstituteaviolationofthePolicy,thematteristypically dismissedfromthisprocess,consistentwiththedismissalprovisionintheseprocedures.Itmaythen bereferredtoanotherprocess,ifapplicable.

• DeterminingwhetherVanguardhasjurisdictionoverthereportedconduct,asdefinedinthePolicy.

o IftheconductisnotwithinVanguardjurisdiction,thematteristypicallydismissedfromthisprocess, consistentwiththedismissalprovisionintheseprocedures.Ifapplicable,theconductwillbe referredtotheappropriateVanguardofficeforresolution.

• OfferingandcoordinatingsupportivemeasuresfortheComplainant.

• OfferingandcoordinatingsupportivemeasuresfortheRespondent,asapplicable.

• NotifyingtheComplainant,orthepersonwhoreportedtheallegation(s),oftheavailableresolutionoptions, includingasupportiveandremedialresponse,anInformalResolutionoption,ortheResolutionProcess describedbelow.

• DeterminingwhethertheComplainantwishestoinitiateaComplaint.

• NotifyingtheRespondentoftheavailableresolutionoptions,includingasupportiveandremedialresponse, anInformalResolutionoption,ortheResolutionProcessdescribedbelow,ifaComplaintismade.

Helping a Complainant to Understand Resolution Options

IftheComplainantindicatestheywishtoinitiateaComplaint(inamannerthatcanreasonablybeconstruedas reflectingintenttomakeaComplaint),theCoordinatorwillhelptofacilitatetheComplaint,whichwillinclude workingwiththeComplainanttodeterminewhethertheComplainantwishestopursueoneofthreeresolution options:

• asupportiveandremedialresponse,and/or

• InformalResolution,or

• theResolutionProcessdescribedbelow.

TheCoordinatorwillseektoabidebythewishesoftheComplainantbutmayhavetotakeanalternativeapproach dependingontheiranalysisofthesituation.

IftheComplainantelectsfortheResolutionProcessbelow,andtheCoordinatorhasdeterminedthePolicyappliesand thatVanguardhasjurisdiction,theywillroutethemattertotheappropriateResolutionPoolmember,willprovidethe PartieswithaNoticeofInvestigationandAllegation(s),andwillinitiateaninvestigationconsistentwiththese Procedures.

IfanyPartyindicates(eitherverballyorinwriting)thattheywanttopursueanInformalResolutionoption,the CoordinatorwillassesswhetherthematterissuitableforInformalResolutionandreferthematteraccordingly.

IftheComplainantindicates(eitherverballyorinwriting)thattheydonotwantanyactiontaken,noResolution Processwillbeinitiated(unlessdeemednecessarybytheCoordinator),thoughtheComplainantcanelecttoinitiate onelater,ifdesired.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

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Coordinator Authority to Initiate a Complaint

IftheComplainantdoesnotwishtofileaComplaint,theCoordinator,whohasultimatediscretionastowhethera Complaintisinitiated,willoffersupportivemeasuresanddeterminewhethertoinitiateaComplaintthemselves.To makethisdetermination,theCoordinatorwillevaluatethatrequesttodetermineifthereisaseriousandimminent threattosomeone'ssafetyorifVanguardcannotensureequalaccesswithoutinitiatingaComplaint TheCoordinator willconsiderthefollowingnon-exhaustivefactorstodeterminewhethertofileaComplaint:

• TheComplainant’srequestnottoinitiateaComplaint.

• TheComplainant’sreasonablesafetyconcernsregardinginitiatingaComplaint.

• TheriskthatadditionalactsofsexdiscriminationwouldoccurifaComplaintisnotinitiated.

• Theseverityoftheallegedsexdiscrimination,includingwhetherthediscrimination,ifestablished,would requiretheremovalofaRespondentfromcampusorimpositionofanotherdisciplinarysanctiontoendthe discriminationandpreventitsrecurrence.

• TheageandrelationshipoftheParties,includingwhethertheRespondentisaVanguardemployee.

• Thescopeoftheallegedsexdiscrimination,includinginformationsuggestingapattern,ongoing discrimination,ordiscriminationallegedtohaveimpactedmultipleindividuals.

• TheavailabilityofevidencetoassistaDecision-makerindeterminingwhethersexdiscriminationoccurred.

• WhetherVanguardcouldendtheallegedsexdiscriminationandpreventitsrecurrencewithoutinitiatingits resolutionprocess.

Ifdeemednecessary,theCoordinatormayconsultwithappropriateVanguardemployees,and/orconductaviolence riskassessment14 toaidtheirdeterminationwhethertoinitiateaComplaint.

WhentheCoordinatorinitiatesaComplaint,theydonotbecometheComplainant.TheComplainantisthepersonwho experiencedtheallegedconductthatcouldconstituteaviolationofthisPolicy.

DISMISSAL

Vanguard may dismissaComplaintif,atanytimeduringtheinvestigationorResolutionProcess,oneormoreofthe followinggroundsaremet:

1) VanguardisunabletoidentifytheRespondentaftertakingreasonablestepstodoso

2) VanguardnolongerenrollsoremploystheRespondent

3) AComplainantvoluntarilywithdrawsanyoralloftheallegationsintheComplaint,andtheCoordinator declinestoinitiateaComplaint

4) VanguarddeterminestheconductallegedintheComplaintwouldnotconstituteaPolicyviolation,ifproven.

InadditiontoothermembersoftheTitleIXTeam,asauthorizedbytheCoordinator,aDecision-makercan recommenddismissaltotheCoordinatoriftheybelievethegroundsaremet.AComplainantwhodecidestowithdraw aComplaintmaylaterrequesttoreinstateorrefileit.

14 SeedetailedinformationregardingViolenceRiskAssessmentinAppendixG

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MAINTAINED BY: Student Development Committee

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Uponanydismissal,VanguardwillpromptlysendtheComplainantwrittennotificationofthedismissalandthe rationalefordoingso.IfthedismissaloccursaftertheRespondenthasbeenmadeawareoftheallegations,Vanguard willalsonotifytheRespondentofthedismissal.

Thisdismissaldecisionisappealablebyanyparty.

APPEAL OF DISMISSAL

TheComplainantmayappealadismissaloftheirComplaint.TheRespondentmayalsoappealthedismissalofthe ComplaintifdismissaloccursaftertheRespondenthasbeenmadeawareoftheallegations.Alldismissalappeal requestsmustbefiledwithinthree(3)businessdaysofthenotificationofthedismissal.

TheCoordinatorwillnotifythePartiesofanyappealofthedismissal.If,however,theComplainantappeals,butthe RespondentwasnotnotifiedoftheComplaint,theCoordinatormustthenprovidetheRespondentwithaNOIAand willnotifytheRespondentoftheComplainant’sappealwithanopportunitytorespond.

Throughoutthedismissalappealprocess,Vanguardwill:

• ImplementdismissalappealproceduresequallyfortheParties.

• AssignatrainedDismissalAppealOfficerwhodidnottakepartinaninvestigationoftheallegationsor dismissaloftheComplaint.

• ProvidethePartiesareasonableandequalopportunitytomakeastatementinsupportof,orchallenging,the dismissal.

• NotifythePartiesoftheresultoftheappealandtherationalefortheresult.

Thegroundsfordismissalappealsarelimitedto:

1) Proceduralirregularitythatwouldchangetheoutcome.

2) Newevidencethatwouldchangetheoutcomeandthatwasnotreasonablyavailablewhenthedismissalwas decided.

3) TheCoordinator,Investigator,orDecision-makerhadaconflictofinterestorbiasfororagainstcomplainants orrespondentsgenerallyortheindividualComplainantorRespondentthatwouldchangetheoutcome.

Theappealrequestshouldspecifyatleastoneofthegroundsaboveandprovideanyreasonsorsupportingevidence forwhythegroundismet.UponreceiptofawrittendismissalappealrequestfromoneormoreParties,the CoordinatorwillsharetherequestwithallotherPartiesandprovidethree(3)businessdaysforotherPartiesandthe Coordinatortorespondtotherequest.Attheconclusionoftheresponseperiod,theCoordinatorwillforwardthe appeal,aswellasanyresponseprovidedbytheotherPartiesand/ortheCoordinatortotheDismissalAppealOfficer forconsideration.

IftheRequestforAppealdoesnotprovideinformationthatmeetsthegroundsinthisPolicy,theDismissalAppeal Officerwilldenytherequest,andtheParties,theirAdvisors,andtheCoordinatorwillbenotifiedinwritingofthe denialandtherationale.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

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IfanyoftheassertedgroundsintheappealsatisfythegroundsdescribedinthisPolicy,thentheDismissalAppeal OfficerwillnotifyallPartiesandtheirAdvisors,andtheCoordinator,oftheirdecisionandrationaleinwriting.The effectwillbetoreinstatetheComplaint.

Inmostcircumstances,appealsareconfinedtoareviewofthewrittendocumentationorrecordoftheoriginal determinationandpertinentdocumentationregardingthespecificappealgrounds.TheDismissalAppealOfficerhas three(3)businessdaystoreviewanddecideontheappeal,thoughextensionscanbegrantedattheCoordinator’s discretion,andthePartieswillbenotifiedofanyextension.

Appealdecisionsaredeferentialtotheoriginaldetermination,makingchangesonlyifthereisacompelling justificationtodoso.

TheDismissalAppealOfficermayconsultwiththeCoordinatorand/orlegalcounselonquestionsofprocedureor rationaleforclarification,ifneeded.TheCoordinatorwillmaintaindocumentationofallsuchconsultation.

EMERGENCY REMOVAL OF A STUDENT

VanguardmayemergencyremoveastudentaccusedofSexDiscriminationorSex-basedHarassmentuponreceiptof Notice/Knowledge,aComplaint,oratanytimeduringtheResolutionProcess.Priortoanemergencyremoval, Vanguardwillconductanindividualizedriskassessmentandmayremovethestudentifthatassessmentdetermines thatanimminentandseriousthreattothehealthorsafetyofaComplainantoranystudents,employees,orother personsarisingfromtheallegationsofsexdiscriminationjustifiessuchaction.

Whenanemergencyremovalisimposed,whollyorpartially,theaffectedstudentwillbenotifiedoftheaction,which willincludeawrittenrationale,andtheoptiontochallengetheemergencyremovalwithintwo(2)Businessdaysof thenotification.Uponreceiptofachallenge,theCoordinatorwillmeetwiththestudent(andtheirAdvisor,ifdesired) assoonasreasonablypossiblethereaftertoallowthemtoshowcausewhytheremoval/actionshouldnotbe implementedorshouldbemodified.

Thismeetingisnotahearingonthemeritsoftheallegation(s),butratherisanadministrativeprocessintendedto determinesolelywhethertheemergencyremovalisappropriate,shouldbemodified,orlifted.Whenthismeetingis notrequestedwithintwo(2)Businessdays,objectionstotheemergencyremovalwillbedeemedwaived.Astudent canlaterrequestameetingtoshowwhytheyarenolongeranimminentandseriousthreatbecauseconditions relatedtoimminenceorseriousnesshavechanged.AComplainantandtheirAdvisormaybepermittedtoparticipate inthismeetingiftheCoordinatordeterminesitisequitableforthemtodoso.

TheRespondentmayprovideinformation,includingexpertreports,witnessstatements,communications,orother documentationforconsiderationpriortoorduringthemeeting.Whenapplicable,aComplainantmayprovide informationtotheCoordinatorforreview.

Anemergencyremovalmaybeaffirmed,modified,orliftedasaresultofarequestedrevieworasnewinformation becomesavailable.TheCoordinatorwillcommunicatethefinaldecisioninwriting,typicallywithinthree(3)business daysofthereviewmeeting.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

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PLACING AN EMPLOYEE ON LEAVE

WhentheRespondentisanemployee,orastudentemployeeaccusedofmisconductinthecourseoftheir employment,existingprovisionsintheEmployeeHandbookforimmediateactionaretypicallyapplicableinsteadof theaboveemergencyremovalprocess. TheEmployeeHandbookisavailableintheemployeeportal,oracopymaybe obtainedbycontactingtheOfficeofHumanResources.

COUNTER-COMPLAINTS

VanguardisobligatedtoensurethattheResolutionProcessisnotabusedforretaliatorypurposes.AlthoughVanguard permitsthefilingofcounter-complaints,theCoordinatorwilluseaninitialevaluation,describedabove,toassess whethertheallegationsinthecounter-complaintaremadeingoodfaith.Whencounter-complaintsarenotmadein goodfaith,theywillnotbepermitted.Theywillbeconsideredpotentiallyretaliatoryandmayconstituteaviolationof thePolicy.

Counter-complaintsdeterminedtohavebeenreportedingoodfaithwillbeprocessedusingtheResolutionProcess below.AttheCoordinator’sdiscretion,investigationofsuchclaimsmaytakeplaceconcurrentlyorafterresolutionof theunderlyinginitialComplaint.

ADVISORS IN THE RESOLUTION PROCESS

WHO CAN SERVE AS AN ADVISOR?

ThePartiesmayeachhaveanAdvisor(friend,mentor,familymember,attorney,oranyotherindividuala partychooses)presentwiththemforallmeetings,interviewswithintheResolutionProcess,includingintake. ThePartiesmayselectwhomevertheywishtoserveastheirAdvisoraslongastheAdvisoriseligibleand available.15

TheCoordinatorwilloffertoassignatrainedAdvisortoanypartyifthepartychooses.IfthePartieschoose anAdvisorfromthepoolavailablefromVanguard,VanguardwillhavetrainedtheAdvisorandfamiliarized themwithVanguard’sResolutionProcess.

VanguardcannotguaranteeequalAdvisoryrights,meaningthatifonepartyselectsanAdvisorwhoisan attorney,buttheotherpartydoesnot,orcannotaffordanattorney,Vanguardisnotobligatedtoprovidean attorneytoadvisethatparty.

ApartymayelecttochangeAdvisorsduringtheprocessandisnotobligatedtousethesameAdvisor throughout.PartiesareexpectedtoprovidetheCoordinatorwithtimelynotificationiftheychangeAdvisors. IfapartychangesAdvisors,consenttoshareinformationwiththepreviousAdvisorisassumedtobe terminated,andareleaseforthenewAdvisormustbesubmitted.

15 “Available”meansthepartycannotinsistonanAdvisorwhosimplydoesn’thaveinclination,time,oravailability.TheAdvisorcannothave institutionallyconflictingroles,suchasbeinganadministratorwhohasanactiveroleinthematter,orasupervisorwhomustmonitorand implementsanctions.Additionally,choosinganAdvisorwhoisalsoawitnessintheprocesscreatespotentialforbiasandconflictsofinterest.A partywhochoosesanAdvisorwhoisalsoawitnesscananticipatethatissuesofpotentialbiaswillbeexploredbytheDecision-maker(s).

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MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

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VanguardmaypermitPartiestohavemorethanoneAdvisor,oranAdvisorandasupportperson,upon specialrequesttotheCoordinator.ThedecisiontograntthisrequestisattheCoordinator’ssolediscretion andwillbegrantedequitablytoallParties.

IfapartyrequeststhatallcommunicationbemadethroughtheirattorneyAdvisorinsteadoftotheparty, VanguardwillagreetocopyboththepartyandtheirAdvisoronallcommunications.

AdvisorsappointedbytheinstitutioncannotbeConfidentialEmployees,andalthoughtheywillnotbeasked todisclosedetailsoftheirinteractionswiththeiradviseestoinstitutionalofficialsorDecision-makersabsent anemergency,theyarestillremindedoftheirMandatedReporterresponsibilities.

ADVISOR’S ROLE IN THE RESOLUTION PROCESS

AdvisorsshouldhelpthePartiestoprepareforeachmeetingandareexpectedtoadviseethically,with integrity,andingoodfaith.Advisorsmaynotprovidetestimonyorspeakonbehalfoftheiradviseeunless givenspecificpermissiontodoso.

ThePartiesareexpectedtoaskandrespondtoquestionsontheirownbehalfthroughouttheResolution Process.AlthoughtheAdvisorgenerallymaynotspeakonbehalfoftheiradvisee,theAdvisormayconsult withtheiradvisee,eitherprivatelyasneeded,orbyconferringorpassingnotesduringanyResolution Processmeetingorinterview.Forlongerormoreinvolveddiscussions,thePartiesandtheirAdvisorsshould askforbreakstoallowforprivateconsultation.

RECORDS SHARED WITH ADVISORS

Advisorsareentitledtothesameopportunityastheiradviseetoaccessrelevantevidence,and/orthesame writteninvestigationreportthataccuratelysummarizesthisevidence.

AdvisorsareexpectedtomaintaintheconfidentialityoftherecordsVanguardshareswiththem,perthe PolicyaddressingConfidentiality.AdvisorsmaynotdiscloseanyVanguardworkproductorevidence VanguardobtainedsolelythroughtheResolutionProcessforanypurposenotexplicitlyauthorizedby Vanguard.

Accordingly,AdvisorswillbeaskedtosignNon-DisclosureAgreements(NDAs).Vanguardmaydeclineto sharematerialswithanyAdvisorwhohasnotexecutedtheNDA.Vanguardmayrestricttheroleofany AdvisorwhodoesnotrespectthesensitivenatureoftheprocessorwhofailstoabidebyVanguard’s confidentialityexpectations.

ADVISOR EXPECTATIONS

VanguardgenerallyexpectsanAdvisortoadjusttheirscheduletoallowthemtoattendVanguard meetings/interviewswhenplanned,butVanguardmaychangescheduledmeetings/interviewsto accommodateanAdvisor’sinabilitytoattend,ifdoingsodoesnotcauseanunreasonabledelay.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

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VanguardmayalsomakereasonableprovisionstoallowanAdvisorwhocannotbepresentinpersonto attendameeting/interviewbytelephone,videoconferencing,orothersimilartechnologies.

AllAdvisorsaresubjecttothesameVanguardpoliciesandprocedures,whethertheyareattorneysornot, andwhethertheyareselectedbyapartyorappointedbyVanguard.Advisorsareexpectedtoadvisewithout disruptingproceedings.

ADVISOR POLICY VIOLATIONS

AnyAdvisorwhooverstepstheirroleasdefinedbythePolicy,whosharesinformationorevidenceina mannerinconsistentwiththePolicy,orwhorefusestocomplywithVanguard’sestablishedrulesofdecorum, willbewarned.IftheAdvisorcontinuestodisruptorotherwisefailstorespectthelimitsoftheAdvisorrole, themeeting/interviewmaybeended,orotherappropriatemeasuresimplemented,includingVanguard requiringthepartytouseadifferentAdvisororprovidingadifferentVanguard-appointedAdvisor. Subsequently,theCoordinatorwilldeterminehowtoaddresstheAdvisor’snon-complianceandfuturerole.

RESOLUTION OPTIONS OVERVIEW

ThisResolutionProcess,consistingofInformalResolutionorAdministrativeResolution,isVanguard’schosen approachtoaddressingallformsofdiscriminationonthebasisofprotectedcharacteristics,harassment,retaliation, andOtherProhibitedConductunderthePolicy.TheprocessconsiderstheParties’preferencesbutisultimately determinedattheCoordinator’sdiscretion.

Resolutionproceedingsareconfidential.AllindividualspresentatanytimeduringtheResolutionProcessare expectedtomaintaintheconfidentialityoftheproceedingsinaccordancewithVanguardPolicy.

INFORMAL RESOLUTION

ToinitiateInformalResolution,aComplainantorRespondentmaymakesucharequesttotheCoordinatorat anytimepriortoafinaldetermination,ortheCoordinatormayoffertheoptiontotheParties,inwriting. Vanguardwillobtainvoluntary,writtenconfirmationthatallPartieswishtoresolvethematterthrough InformalResolutionbeforeproceedingandwillnotpressurethePartiestoparticipateinInformalResolution.

BeforeinitiationofanInformalResolutionprocess,VanguardwillprovidethePartieswithaNOIAthat explains:

• Theallegations.

• TherequirementsoftheInformalResolutionprocess.

• That,priortoagreeingtoaresolution,anypartyhastherighttowithdrawfromtheInformal ResolutionprocessandtoinitiateorresumeVanguard’sResolutionProcess.

• ThattheParties’agreementtoaresolutionattheconclusionoftheInformalResolutionprocesswill precludethePartiesfrominitiatingorresumingtheResolutionProcessarisingfromthesame allegations.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

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• ThepotentialtermsthatmayberequestedorofferedinanInformalResolutionagreement,including notificationthatanInformalResolutionagreementisbindingonlyontheParties.

• WhatinformationVanguardwillmaintain,andwhetherandhowitcoulddisclosesuchinformation foruseinitsResolutionProcess.

VanguardoffersfourcategoriesofInformalResolution:

1) Supportive Resolution.WhentheCoordinatorcanresolvethematterinformallybyproviding supportivemeasures(only)designedtoremedythesituation.

2) Educational Conversation.WhentheCoordinatorcanresolvethematterinformallybyhavinga conversationwiththeRespondenttodiscusstheComplainant’sconcernsandinstitutional expectationsorcanaccompanytheComplainantintheirdesiretoconfronttheconduct.

3) Accepted Responsibility.WhentheRespondentiswillingtoacceptresponsibilityforviolating Policyandiswillingtoagreetoactionsthatwillbeenforcedsimilarlytosanctions,andthe Complainant(s)andVanguardareagreeabletotheresolutionterms.

4) Alternative Resolution.WhenthePartiesagreetoresolvethematterthroughanalternative resolutionmechanism(whichcouldinclude,butisnotlimitedto,mediation,shuttlenegotiation, restorativepractices,facilitateddialogue,etc.),asdescribedbelow.

TheindividualfacilitatinganInformalResolutionmustbetrainedandcannotbetheInvestigator,Decisionmaker,orAppealDecision-maker.

ItisnotnecessarytopursueInformalResolutionfirstinordertopursueanAdministrativeProcess.Anyparty participatinginInformalResolutioncanwithdrawfromtheInformalResolutionProcessatanytimeand initiateorresumeanAdministrativeProcess.

ThePartiesmayagree,asaconditionofengaginginInformalResolution,onwhatstatementsmadeor evidencesharedduringtheInformalResolutionprocesswillnotbeconsideredintheAdministrative Resolution,shouldInformalResolutionnotbesuccessful,unlessagreedtobyallParties.

Ifaninvestigationisalreadyunderway,theCoordinatorhasdiscretiontodetermineifaninvestigationwillbe paused,ifitwillbelimited,orifitwillcontinueduringtheInformalResolutionprocess.

CATEGORIES OF INFORMAL RESOLUTION

SUPPORTIVE RESOLUTION

TheCoordinatorwillmeetwiththeComplainanttodeterminereasonablesupportivemeasuresthatare designedtorestoreorpreservetheComplainant’saccesstoVanguard’seducationprogramandactivity. SuchmeasurescanbemodifiedastheComplainant’sneedsevolveovertimeorcircumstanceschange.If

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theRespondenthasreceivedtheNOIA,theCoordinatormayalsoprovidereasonablesupportive measuresfortheRespondentasdeemedappropriate.ThisoptionisavailablewhentheComplainantdoes notwanttoengagetheotherresolutionoptions,andtheCoordinatordoesnotinitiateaComplaint.

EDUCATIONAL CONVERSATION

TheComplainant(s)mayrequestthattheCoordinatoraddresstheirallegationsbymeeting(withor withouttheComplainant)withtheRespondent(s)todiscussconcerningbehaviorandinstitutional policiesandexpectations.Suchaconversationisnon-disciplinaryandnon-punitive.Respondent(s)are notrequiredtoattendsuchmeetings,noraretheycompelledtoprovideanyinformationiftheyattend. TheconversationwillbedocumentedastheInformalResolutionforthematter,ifittakesplace.Inlight ofthisconversation,ortheRespondent’sdecisionnottoattend,theCoordinatormayalsoimplement remedialactionstoensurethatpoliciesandexpectationsareclearandtominimizetheriskofthe recurrenceofanybehaviorsthatmaynotalignwithPolicy.

ACCEPTED RESPONSIBILITY16

TheRespondentmayacceptresponsibilityforanyoralloftheallegedPolicyviolationsatanypoint duringtheResolutionProcess.IftheRespondentindicatesanintenttoacceptresponsibilityfor all allegedPolicyviolations,theongoingprocesswillbepaused,andtheCoordinatorwilldeterminewhether InformalResolutionisanoption.

IfInformalResolutionisavailable,theCoordinatorwilldeterminewhetherallPartiesandVanguardare abletoagreeonresponsibility,restrictions,sanctions,restorativemeasures,and/orremedies.Ifso,the CoordinatorimplementstheacceptedfindingthattheRespondentisinviolationofVanguardPolicy, implementsagreed-uponrestrictionsandremedies,anddeterminestheappropriateresponsesin coordinationwithotherappropriateadministrator(s),asnecessary.

ThisresolutionisnotsubjecttoappealonceallPartiesindicatetheirwrittenagreementtoallresolution terms.WhenthePartiescannotagreeonalltermsofresolution,theResolutionProcesswilleither continueorresume.

Whenaresolutionisreached,theappropriatesanction(s)orresponsiveactionsarepromptly implementedtoeffectivelystopthediscriminationorharassment,preventitsrecurrence,andremedy theeffectsofthediscriminatoryconduct,bothontheComplainantandthecommunity.

16 InSection20below,thereisadescriptionofaprocesstowaivethedecision-makingstepoftheResolutionProcessifaRespondentdecidesto admittoviolatingthechargedPolicies.Thatsectionandthisonearesimilar,buttherearemeaningfuldifferences.Inthis section,thePartiesmust agreetotheresolution,andtheRespondentinessenceself-sanctionsaspartoftheInformalResolutionbyagreeingtovoluntarilycomplywith whateverthetermsaretowhichthePartiesagree.Section20,incontrast,isunilateral.NeithertheComplainantnortheCoordinatordetermine eligibility.ItissimplyawaiverofstepsintheprocessbytheRespondent,whocanadmitviolationsandacceptsanctionsassignedbytheDecisionmaker,iftheychooseto.NoComplainantapprovalissoughtorneeded.UnderSection20,theoutcomeinvolvessanctioningimposedbythe Coordinator,ratherthananagreementtoself-sanction,asoutlinedinthissection.

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ALTERNATIVE RESOLUTION

Vanguardoffersavarietyofalternativeresolutionmechanismstobestmeetthespecificneedsofthe Partiesandthenatureoftheallegations.Alternativeresolutionmayinvolveagreementtopursue individualorcommunityremedies,includingtargetedorbroad-basededucationalprogrammingor training;supporteddirectconversationorinteractionwiththeRespondent(s);indirectactionbythe CoordinatororotherappropriateVanguardofficials;andotherformsofresolutionthatcanbetailoredto theneedsoftheParties.Somealternativeresolutionmechanismswillresultinanagreed-uponoutcome, whileothersareresolvedthroughdialogue.AllPartiesmustconsenttotheuseofanalternative resolutionapproach,andthePartiesmay,butarenotrequiredto,havedirectorindirectcontactduring analternativeresolutionprocess.

TheCoordinatormayconsiderthefollowingfactorstoassesswhetheralternativeresolutionis appropriate,orwhichformofalternativeresolutionmaybemostsuccessfulfortheParties:

• TheParties’amenabilitytoalternativeresolution

• Likelihoodofpotentialresolution,consideringanypowerdynamicsbetweentheParties

• Thenatureandseverityoftheallegedmisconduct

• TheParties’motivationtoparticipate

• CivilityoftheParties

• Resultsofaviolenceriskassessment/ongoingriskanalysis

• Respondent’sdisciplinaryhistory

• Whetheranemergencyremovalorotherinterimactionisneeded

• SkillofthefacilitatorwiththistypeofComplaint

• Complaintcomplexity

• Emotionalinvestment/capabilityoftheParties

• RationalityoftheParties

• GoalsoftheParties

• Adequateresourcestoinvestinalternativeresolution(e.g.,time,staff)

TheCoordinatorhastheauthoritytodeterminewhetheralternativeresolutionisavailableorsuccessful, tofacilitatearesolutionthatisacceptabletoallParties,and/ortoaccepttheParties’proposedresolution, usuallythroughtheirAdvisors,oftenincludingtermsofconfidentiality,release,andnon-disparagement.

Partiesdonothavetheauthoritytostipulaterestrictionsorobligationsforindividualsorgroupsthatare notinvolvedinthealternativeresolutionprocess.TheCoordinatorwilldeterminewhetheradditional individualorcommunityremediesarenecessarytomeettheVanguard’scomplianceobligationsin additiontothealternativeresolution.

TheCoordinatormaintainsrecordsofanyresolutionthatisreachedandwillprovidenotificationtothe Partiesofwhatinformationismaintained.Failuretoabidebytheresolutionagreementmayresultin appropriateresponsive/disciplinaryactions(e.g.,dissolutionoftheagreementandresumptionofthe

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ResolutionProcess,referraltotheconductprocessforfailuretocomply,applicationoftheenforcement termsoftheagreement).TheresultsofComplaintsresolvedbyalternativeresolutionarenotappealable.

IfanInformalResolutionoptionisnotavailableorselected,Vanguardwillinitiateorcontinuean investigationandsubsequentResolutionProcesstodeterminewhetherthePolicyhasbeenviolated.

ADMINISTRATIVE OR HEARING RESOLUTION PROCESS (SEE SECTION 22 BELOW)

RESOLUTION PROCESS POOL

TheResolutionProcessreliesonapoolofadministrators(“thePool”)tocarryouttheprocess.17

POOL MEMBER ROLES

MembersofthePoolaretrainedannually,andcanserveinthefollowingroles,atthediscretionofthe Coordinator:

• AppropriateintakeofandinitialguidancepertainingtoComplaints

• AdvisortoParties

• InformalResolutionFacilitator

• Performorassistwithinitialevaluation

• Investigator

• HearingFacilitator

• Decision-makerforchallengestoemergencyremovalandsupportivemeasures

• Decision-maker

• AppealofDismissalDecision-maker

• AppealDecision-maker

POOL MEMBER APPOINTMENT

TheCoordinator,inconsultationwithsenioradministratorsasnecessary,appointsthePool,whichactswith independenceandimpartiality.AlthoughmembersofthePoolaretypicallytrainedinavarietyofskillsets andcanrotateamongstthedifferentroleslistedaboveindifferentComplaints,Vanguardcanalsodesignate permanentrolesforindividualsinthePool.

NOTICE OF INVESTIGATION AND ALLEGATIONS (NOIA)

Priortoaninvestigation,theCoordinatorwillprovidethePartieswithadetailedwrittenNOIA.Amendmentsand updatestotheNOIAmaybemadeastheinvestigationprogressesandmoreinformationbecomesavailableregarding

17 External,trainedthird-partyneutralprofessionalsmayalsobeusedtoserveinPoolroles.

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theadditionordismissalofvariousallegations.Forclimate/cultureinvestigationsthatdonothaveanidentifiable Respondent,theNOIAwillbesenttothedepartment/office/programheadforthearea/programbeinginvestigated.

TheNOIAtypicallyincludes:

• Ameaningfulsummaryofallallegations

• TheidentityoftheinvolvedParties(ifknown)

• Theprecisemisconductbeingalleged

• Thedateandlocationoftheallegedincident(s)(ifknown)

• Thespecificpolicies/offensesimplicated

• Adescriptionof,linkto,orcopyoftheapplicableprocedures

• AstatementthatthePartiesareentitledtoanequalopportunitytoaccesstherelevantandnototherwise impermissibleevidence

• Thename(s)oftheInvestigator(s),alongwithaprocesstonotifytheCoordinatorofanyconflictofinterest theInvestigator(s)mayhaveinadvanceoftheinterviewprocess

• AstatementthatVanguardpresumestheRespondentisnotresponsibleforthereportedmisconductunless anduntiltheevidencesupportsadifferentdetermination

• Astatementthatdeterminationsofresponsibilityaremadeattheconclusionoftheprocessandthatthe Partieswillbegivenanopportunityduringthereviewandcommentperiodtoinspectandreviewallrelevant evidence

• Astatementthatretaliationisprohibited

• Informationabouttheconfidentialityoftheprocess,includingthatthePartiesandtheirAdvisors(if applicable)maynotshareVanguardworkproductobtainedthroughtheResolutionProcess

• AstatementthatthePartiesmayhaveanAdvisoroftheirchoicewhomayaccompanythemthroughallsteps oftheResolutionProcess

• AstatementinformingthePartiesthatVanguard’sPolicyprohibitsknowinglymakingfalsestatements, includingknowinglysubmittingfalseinformationduringtheResolutionProcess

• Detailonhowapartymayrequestdisabilityaccommodationsorothersupportassistanceduringthe ResolutionProcess

• Vanguard’sVAWABrochure

• Aninstructiontopreserveanyevidencethatisdirectlyrelatedtotheallegations

Notificationwillbemadeinwritingandmaybedeliveredbyoneormoreofthefollowingmethods:inperson,mailed totheParties’localorpermanentaddress(es)asindicatedinofficialVanguardrecords,oremailedtotheParties’ Vanguard-issuedemailordesignatedaccounts.Oncemailed,emailed,and/orreceivedinperson,thenotificationwill bepresumptivelydelivered.

RESOLUTION TIMELINE

VanguardwillmakeagoodfaithefforttocompletetheResolutionProcesswithin60-90businessdays,includingany appeals,whichtheCoordinatorcanextendasnecessaryforappropriatecause.ThePartieswillreceiveregular

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updatesontheprogressoftheResolutionProcess,aswellasnotificationandarationaleforanyextensionsordelays, andanestimateofhowmuchadditionaltimewillbeneededtocompletetheprocess.

Investigationsarecompletedexpeditiously,normallywithinsixty(60)businessdays,thoughsomeinvestigationsmay takelonger,dependingonissuessuchasthenature,extent,andcomplexityoftheallegations,witnessavailability,law enforcementinvolvement,andotherfactors.

IfapartyorwitnesschoosesnottoparticipateintheResolutionProcessorbecomesunresponsive,Vanguardreserves therighttocontinueitwithouttheirparticipationtoensureapromptresolution.Non-participatoryorunresponsive PartiesretaintherightsoutlinedinthisPolicyandtheopportunitytoparticipateintheResolutionProcess.

Vanguardmayundertakeashortdelayinitsinvestigation(severaldaystoafewweeks)ifcircumstancesrequire. Suchcircumstancesincludebutarenotlimitedtoarequestfromlawenforcementtotemporarilydelaythe investigation,theneedforlanguageassistance,theabsenceofPartiesand/orwitnesses,and/orhealthconditions. VanguardwillpromptlyresumeitsResolutionProcessassoonasfeasible.Duringsuchadelay,Vanguardwill implementandmaintainsupportivemeasuresforthePartiesasdeemedappropriate.

Vanguardaction(s)orprocessesarenottypicallyalteredorprecludedonthegroundsthatcivilorcriminalcharges involvingtheunderlyingincident(s)havebeenfiledorthatcriminalchargeshavebeendismissedorreduced.

VanguardwillmakeagoodfaithefforttocompletetheResolutionProcessaspromptlyascircumstancespermitand willregularlycommunicatewiththePartiestoupdatethemontheprogressandtimingoftheprocess.

ENSURING IMPARTIALITY

AnyindividualmateriallyinvolvedintheadministrationoftheResolutionProcess,includingtheCoordinator, Investigator(s),andDecision-maker(s),mayneitherhavenordemonstrateaconflictofinterestorbiasforaparty generally,orforaspecificComplainantorRespondent.

TheCoordinatorwillvettheassignedInvestigator(s),Decision-maker(s),andAppealDecision-makersforimpartiality byensuringtherearenoactualorapparentconflictsofinterestordisqualifyingbiases.Atanytimeduringthe ResolutionProcess,thePartiesmayraiseaconcernregardingbiasorconflictofinterest,andtheCoordinatorwill determinewhethertheconcernisreasonableandsupportable.Ifso,anotherPoolmemberwillbeassigned,andthe impactofthebiasorconflict,ifany,willberemedied.IfthesourceoftheconflictofinterestorbiasistheCoordinator, concernsshouldberaisedwithAmandaLebrecht,VicePresidentforStudentDevelopment

TheResolutionProcessinvolvesanobjectiveevaluationofallavailablerelevantandnototherwiseimpermissible evidence,includingevidencethatsupportsthattheRespondentengagedinaPolicyviolationandevidencethat supportsthattheRespondentdidnotengageinaPolicyviolation.Credibilitydeterminationsmaynotbebasedsolely onanindividual’sstatusorparticipationasaComplainant,Respondent,orwitness.AllPartieshaveafullandfair opportunity,throughtheinvestigationprocess,tosuggestwitnessesandquestions,toprovideevidence,andto receiveawritteninvestigationreportthataccuratelysummarizesthisevidence.

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INVESTIGATOR APPOINTMENT

Onceaninvestigationisinitiated,theCoordinatorappointsanInvestigator(s)toconductit.TheseInvestigatorsmay bemembersoftheResolutionProcessPool,oranyotherproperlytrainedInvestigator,whetherinternalorexternal toVanguard’scommunity.

WITNESS ROLE AND PARTICIPATION IN THE INVESTIGATION

Employees(notincludingComplainantandRespondent)arerequiredtocooperatewithandparticipateinVanguard’s investigationandResolutionProcess.StudentwitnessesandwitnessesfromoutsideVanguardcommunitycannotbe requiredtoparticipatebutareencouragedtocooperatewithVanguardinvestigationsandtosharewhattheyknow aboutaComplaint.

Interviewsmaybeconductedinperson,viaonlinevideoplatforms(e.g.,Zoom,MicrosoftTeams,FaceTime),or,in limitedcircumstances,bytelephone.Vanguardwilltakeappropriatestepstoensurethesecurity/privacyofremote interviews.

Partiesandwitnessesmayalsoprovidewrittenstatementsinlieuofinterviewsorchoosetorespondtowritten questions,ifdeemedappropriatebytheInvestigator(s),thoughnotpreferred.

INTERVIEW RECORDING

ItisstandardpracticeforInvestigatorstocreatearecordofallinterviewspertainingtotheResolutionProcess.The Partiesmayreviewcopiesoftheirowninterviewsuponrequest.Nounauthorizedaudioorvideorecordingofany kindispermittedduringinvestigationmeetings.

Allinterviewsarerecorded,andallinvolvedpersonsshouldbemadeawareoftheaudioand/orvideorecording.The recordingand/ortranscriptofthosemeetingswillbeprovidedtothePartiesfortheirreview,afterwhichtheParties mayposeadditionalquestionstoeachother.Thosesubsequentmeetingsorinterviewsarealsorecordedand/or transcribedandsharedwiththeParties.

EVIDENTIARY CONSIDERATIONS

TheInvestigator(s)andtheDecision-maker(s)willonlyconsiderevidencethatisdeemedrelevantandnototherwise impermissible.

RelevantEvidenceisthatwhichmayaidindeterminingwhethertheallegationoccurred,orwhetherthebehavior constitutesaviolationofPolicy.

ImpermissibleevidenceisdefinedasevidencethatrelatestotheComplainant’ssexualinterestsorpriorsexual conduct,unless1)evidenceabouttheComplainant’spriorsexualconductisofferedtoprovethatsomeoneotherthan theRespondentcommittedtheallegedconduct,or2)isevidenceaboutspecificincidentsoftheComplainant’sprior sexualconductwiththeRespondentthatisofferedtoproveconsent.

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ThefactofpriorconsensualsexualconductoccurredbetweentheComplainantandRespondentdoesnotbyitself demonstrateorimplytheComplainant’sconsentorprecludeadeterminationthatsex-basedharassmentoccurred.

PreviousdisciplinaryactionofanykindinvolvingtheRespondentmaynotbeconsideredunlessthereisanallegation ofapatternofmisconduct.Suchinformationmayalsobeconsideredindetermininganappropriatesanctionupona determinationofresponsibility.Barringapatternallegation,thisinformationisonlyconsideredatthesanctionstage oftheprocessandisnotshareduntilthen.

Withinthelimitationsstatedabove,theinvestigationanddeterminationcanconsidercharacterevidence,ifoffered, butthatevidenceisunlikelytoberelevantunlessitisfactevidenceorrelatestoapatternofconduct.

RESPONDENT ADMITS RESPONSIBILITY

Atanypointintheproceedings,ifaRespondentelectstoadmittothechargedviolationsandwaivefurtherprocess, theDecision-makerisauthorizedtoacceptthatadmission,adoptitastheirfinding/finaldetermination,and administersanctions.ThiswouldwaivetheRespondent’srighttoappeal.IftheRespondentrejectsthefinding/final determination/sanctions,ordoesnotadmittoallconductcharged,theResolutionProcesscontinuestoitsconclusion. TheComplainantretainstheirrighttoappealadeterminationwhenaRespondentadmitsresponsibility.

INVESTIGATION

Allinvestigationsarethorough,reliable,impartial,prompt,andfair.TheyinvolveinterviewingallrelevantPartiesand witnesses,obtainingrelevantevidence,andidentifyingsourcesofexpertinformation,asnecessary.

Afteraninterview,Partiesandwitnesseswillbeaskedtoverifytheaccuracyoftherecording,transcript,orsummary oftheirinterview.Theymaysubmitchanges,edits,orclarifications.IfthePartiesorwitnessesdonotrespondwithin thetimeperioddesignatedforverification,objectionstotheaccuracyoftherecording,transcript,orsummarywillbe deemedtohavebeenwaived,andnochangeswillbepermitted.

VanguardmayconsolidateComplaintsagainstmorethanoneRespondent,orbymorethanoneComplainantagainst oneormoreRespondents,whentheallegationsarisefromthesamefactsorcircumstancesorimplicateapattern, collusion,and/orothersharedorsimilaractions.

TheInvestigator(s)typicallytake(s)thefollowingsteps,ifnotalreadycompletedandnotnecessarilyinthisorder:

• DeterminetheidentityandcontactinformationoftheComplainant.

• IdentifyalloffensesimplicatedbytheallegedmisconductandnotifytheComplainantandRespondentofall specificpoliciesimplicated.

• AssisttheCoordinator,ifneeded,withconductingapromptinitialevaluationtodetermineiftheallegations indicateapotentialPolicyviolation.

• WorkwiththeCoordinator,asnecessary,topreparetheinitialNOIA.TheNOIAmaybeamendedwithany additionalordismissedallegations.

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• Commenceathorough,reliable,andimpartialinvestigationbyidentifyingissuesanddevelopingastrategic investigationplan,includingawitnesslist,evidencelist,intendedinvestigationtimeframe,andorderof interviewsforthePartiesandwitnesses

• Whenparticipationofapartyisexpected,providethatpartywithwrittennotificationofthedate,time,and locationofthemeeting,aswellastheexpectedparticipantsandpurpose.

• Makegoodfaitheffortstonotifyeachpartyofanymeetingorinterviewinvolvinganotherparty,inadvance whenpossible.

• InterviewtheComplainantandtheRespondentandconductanynecessaryfollow-upinterviewswitheach.

• Interviewallavailable,relevantwitnessesandconductfollow-upinterviewsasnecessary.

• ProvideeachinterviewedpartyandwitnessanopportunitytoreviewandverifytheInvestigator’ssummary notes(ortranscriptorrecording)oftherelevantevidence/testimonyfromtheirrespectiveinterviewsand meetings.

• AlloweachpartytheopportunitytosuggestwitnessesandquestionstheywishtheInvestigator(s)toaskof anotherpartyand/orwitnesses.Documentwhichquestionswereaskedwitharationaleforanychangesor omissionsintheinvestigationreport.

• Wherepossible,completetheinvestigationpromptlyandwithoutunreasonabledeviationfromtheintended timeline.

• ProvidethePartieswithregularstatusupdatesthroughouttheinvestigation.

• Priortotheconclusionoftheinvestigation,providethePartiesandtheirrespectiveAdvisorswithalistof witnesseswhoseinformationwillbeusedtorenderafinding.

• AskthePartiestoprovidealistofquestionstheywouldlikeaskedoftheotherpartyoranywitnesses.The Investigatorwillaskthosequestionsdeemedrelevant,andforanyquestiondeemednotrelevant,will providearationalefornotaskingthequestion.

• Writeadraftinvestigationreportthatgathers,assesses,andsynthesizestheevidence,accuratelysummarizes theinvestigationandpartyandwitnessinterviews,andprovidesallrelevantevidence.

• ProvidethePartiesandtheirrespectiveAdvisorsanelectroniccopyofthedraftinvestigationreportaswell asanopportunitytoinspectandreviewallrelevantevidenceobtainedaspartoftheinvestigationfora reviewandcommentperiodoften(10)Businessdayssothateachpartymaymeaningfullyrespondtothe evidence.ThePartiesmayelecttowaiveallorpartofthereviewperiod.

• TheInvestigatormaysharetheinvestigationreportwiththeCoordinatorand/orlegalcounselfortheir reviewandfeedback.

ADMINISTRATIVE RESOLUTION PROCESS

TheAdministrativeResolutionProcessisusedforallComplaintsofsexdiscrimination,sex-basedharassment, retaliation,andOtherProhibitedConduct(asdefinedinPolicy)orwhenInformalResolutioniseithernotelectedoris unsuccessful.

TheAdministrativeResolutionProcessconsistsofahand-offoftheinvestigationreportandallrelevantevidenceto theDecision-makertomakeafindinganddeterminesanctions(ifapplicable).

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AtthediscretionofCoordinator,theassignedDecision-makerwillbeanindividualdrawnfromtheResolutionProcess Pool,orothertrainedindividualseitherinternalorexternaltotheinstitution.OncetheDecision-makerreceivesand reviewsthefile,theycanrecommenddismissaltotheCoordinator,iftheybelievethegroundsaremet.

TheAdministrativeResolutionProcesstypicallytakesapproximatelythirty(30)businessdaystocomplete,beginning withtheDecision-maker’sreceiptoftheDraftInvestigationReport.ThePartieswillberegularlyupdatedonthe timingandanysignificantdeviationfromthistypicaltimeline.

Investigator-ledQuestioningMeetings

• TheCoordinatorprovidestheDraftInvestigationReporttotheDecision-makerandtheParties simultaneouslyforreview.TheDecision-makercanthenprovidetheInvestigatorwithalistofrelevant questionstoaskthePartiesoranywitnesses.

o Totheextentcredibilityisindisputeandrelevanttooneormoreoftheallegations,thequestions providedbytheDecision-makermayalsoexplorecredibility.

• TheInvestigatorwillalsoaskeachofthePartiestoprovideaproposedlistofquestionstoasktheother Partiesandanywitnesses.

o Totheextentcredibilityisindisputeandrelevanttooneormoreoftheallegations,questions proposedbythePartiesmayalsoexplorecredibility.

o Allpartyquestionsmustbeposedduringthisphaseoftheprocessandcannotbeposedlaterunless authorizedbytheDecision-maker.

o TheInvestigatorwillshareallparty-proposedquestionswiththeDecision-maker,whowillfinalize thelistwiththeInvestigatortoensureallquestionsarebothrelevantandpermissible.

• TheInvestigatorwillthenholdindividualmeetingswiththePartiesandwitnessestoaskthequestionsposed bytheDecision-maker,aswellasthequestionsproposedbythePartiesthathavebeendeemedrelevantand notduplicative,includingquestionsintendedtoassesscredibility.Thesemeetingswillberecordedand transcribed.

o Foranyquestiondeemednotrelevantorduplicative,theInvestigatorwillprovidearationalefornot askingthequestion,eitherduringtherecordedmeeting,orinwriting(typicallyasanappendixtothe FinalInvestigationReport).

• Typically,withinthree(3)businessdaysofthelastofthesemeetings,therecordingsortranscriptsofthem willbeprovidedtothePartiesfortheirreview.ThePartieswillthenhavefive(5)businessdaystoreview theserecordingsortranscriptsandproposeanyfollow-upquestionsfortheInvestigatortoask.

• TheInvestigatorwillreviewtheproposedquestionswiththeDecision-makertodeterminerelevanceand permissibility.Ifdeemednecessary,theInvestigatorwillthenmeetindividuallywiththePartiesorwitnesses forwhomtherearerelevant,andnotduplicative,follow-upquestions.Thesefollow-upmeetingswillalsobe recorded,andthePartieswillreceivetherecordingsortranscriptsofthesemeetings.Thisfinalroundof questioningisthelastroundpermitted,unlesspermissionisgrantedtoextendbytheDecision-maker.

• TheInvestigatorwillthenincorporateanynew,relevantevidenceandinformationobtainedthroughthe Parties’reviewoftheDraftInvestigationReport,thequestioning,andfollow-upmeetingsintoaFinal InvestigationReport.

• TheInvestigatorwillalsorespondinwriting(typicallywithintheFinalInvestigationReport)totherelevant elementsoftheParties’responsestotheDraftInvestigationReportandincorporaterelevantelementsofthe

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Parties’writtenresponses,additionalrelevantevidence,andanynecessaryrevisionsintotheFinal InvestigationReport.

• TheInvestigatorwillthensharetheFinalInvestigationReportwiththeCoordinatorfortheirreviewand feedback.

• TheInvestigatorwillthenprovidetheCoordinatorwiththeFinalInvestigationReportandinvestigationfile.

TheDecision-maker’sDetermination

• TheCoordinatorwillprovidetheDecision-maker,theParties,andtheirAdvisorswiththeFinalInvestigation Report(FIR)andinvestigationfile,includingtheevidenceandinformationobtainedthroughtheInvestigatorledQuestioningmeetings.

• TheDecision-makerwillreviewtheFIR,allappendices,andtheinvestigationfile.

• Iftherecordisincomplete,theDecision-makermaydirectare-openingoftheinvestigation,ormaydirector conductanyadditionalinquirynecessary,includinginformalmeetingswiththePartiesoranywitnesses,if needed.

• Uponreviewingtherelevantevidence,theDecision-makermayalsochoosetoposeadditionalquestions:

o Totheextentcredibilityisindisputeandrelevanttooneormoreoftheallegations,theDecisionmakermaymeetindividuallywiththePartiesandwitnessestoquestiontheminordertoassesstheir credibility.Thesemeetingswillberecorded,andtherecordingortranscriptwillbesharedwiththe Parties.

o Attheirdiscretion,theDecision-makermayalsomeetwithanypartyorwitnesstoaskadditional relevantquestionsthatwillaidtheDecision-makerinmakingtheirfindings.Thesemeetingswillbe recorded,andtherecordingortranscriptwillbesharedwiththeParties.

• TheDecision-makerwillthenapplythePreponderanceoftheevidencetomakeadeterminationoneachof theallegationsand,ifapplicable,anyassociatedsanctions.

• Timeline. TheDecision-maker’sdeterminationprocesstypicallytakesapproximatelyten(10)businessdays, butthistimeframecanvarybasedonanumberoffactorsandvariables.ThePartieswillbenotifiedofany delays.

• Impact Statements. Priortoadetermination,theCoordinatorwillalsoprovidethePartieswithan opportunitytosubmitawrittenimpactand/ormitigationstatement.TheCoordinatorwillreviewthese statementsuponreceipttodeterminewhetherthereareanyimmediateneeds,issues,orconcerns,butwill otherwiseholdthemuntilaftertheDecision-makerhasmadedeterminationsontheallegations.Ifthereare anyfindingsofaPolicyviolation,theDecision-makerwillrequesttheImpactStatementsfromthe Coordinatorandreviewthempriortodeterminingsanctions.Theywillalsobeexchangedbetweenthe Partiesatthattime.

• Ifitislaterdeterminedthatapartyorwitnessintentionallyprovidedfalseormisleadinginformation,that actioncouldbegroundsforre-openingaResolutionProcessatanytime,and/orreferringthatinformationto anotherprocessforresolution.

SANCTIONS

FactorstheDecision-makermayconsiderwhendeterminingsanctionsandresponsiveactionsinclude,butarenot limitedto:

• Thenature,severityof,andcircumstancessurroundingtheviolation(s)

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• TheRespondent’sdisciplinaryhistory

• Theneedforsanctions/responsiveactionstobringanendtothesexdiscrimination,sex-basedharassment, and/orretaliation

• Theneedforsanctions/responsiveactionstopreventthefuturerecurrenceofsexdiscrimination,sex-based harassment,and/orretaliation

• Theneedtoremedytheeffectsofthesexdiscrimination,sex-basedharassment,and/orretaliationonthe Complainantandthecommunity

• TheimpactontheParties

• TheRespondent’sacceptanceofresponsibility

• AnyotherinformationdeemedrelevantbytheDecision-maker(s)

Thesanctionswillbeimplementedassoonasitisfeasibleonceadeterminationisfinal,eitherupontheoutcomeof anyappealortheexpirationofthewindowtoappeal,withoutanappealbeingrequested.

ThesanctionsdescribedinthisPolicyarenotexclusiveof,andmaybeinadditionto,otheractionstaken,orsanctions imposed,byexternalauthorities.

A. STUDENT SANCTIONS

Thefollowingarethecommonsanctionsthatmaybeimposeduponstudentssinglyorincombination:

• Reprimand:Aformalstatementthattheconductwasunacceptableandawarningthatfurther violationofanyVanguardpolicy,procedure,ordirectivewillresultinmoresevere sanctions/responsiveactions.

• Required Counseling:AmandatetomeetwithandengageineitherVanguard-sponsoredorexternal counselingtobettercomprehendthemisconductanditseffects.

• Restrictions:Astudentmayberestrictedintheiractivities,including,butnotlimitedto,being restrictedfromlocations,programs,participationincertainactivitiesorextracurriculars,study abroad,orholdingleadershiprolesinstudentorganizations.

• Probation:Anofficialsanctionforviolationofinstitutionalpolicy,providingformoresevere disciplinarysanctionsintheeventthatthestudentisfoundinviolationofanyinstitutionalpolicy, procedure,ordirectivewithinaspecifiedperiodoftime.Termsoftheprobationwillbearticulated andmayincludedenialofspecifiedsocialprivileges,exclusionfromextra-curricularactivities, exclusionfromdesignatedareasofcampus,no-contactorders,and/orothermeasuresdeemed appropriate.

• Suspension:Separationfromtheinstitution,oroneormoreofitsfacilities,foradefinedperiodof time,typicallynottoexceedtwo(2)years,afterwhichthestudentiseligibletoreturn.Eligibilitymay becontingentuponsatisfactionofspecificconditionsnotedatthetimeofsuspension,onsuccessfully applyingforreadmission,oruponageneralconditionthatthestudentiseligibletoreturnifthe institutiondeterminesitisappropriatetore-enroll/readmitthestudent.Thestudentistypically requiredtovacateinstitutionalpropertywithin24hoursofnotificationoftheaction,thoughthis deadlinemaybeextendedatthediscretionoftheCoordinatororotherappropriateofficial.Duringan

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institution-widesuspension,thestudentisbannedfrominstitutionalproperty,functions,events,and activitiesunlesstheyreceivepriorwrittenapprovalfromanappropriateinstitutionalofficial.This sanctionmaybeenforcedwithatrespassaction,asnecessary.

• Expulsion:Permanentseparationfromtheinstitution.Thestudentisbannedfrominstitutional property,andthestudent’spresenceatanyinstitution-sponsoredactivityoreventisprohibited.This actionmaybeenforcedwithatrespassaction,asnecessary.

• Other Actions:Inadditionto,orinplaceof,theabovesanctions,Vanguardmayassignanyother sanctionsasdeemedappropriate.

B. STUDENT GROUP AND ORGANIZATION SANCTIONS

Thefollowingarethecommonsanctionsthatmaybeimposeduponstudentgroupsororganizationssinglyor incombination:

• Warning:Aformalstatementthattheconductwasunacceptableandawarningthatfurtherviolation ofanyVanguardpolicy,procedure,ordirectivewillresultinmoreseveresanctions/responsive actions.

• Probation:Anofficialsanctionforviolationofinstitutionalpolicy,providingformoresevere disciplinarysanctionsintheeventthatthegroupororganizationisfoundinviolationofany institutionalpolicy,procedure,ordirectivewithinaspecifiedperiodoftime.Termsoftheprobation willbearticulatedandmayincludedenialofspecifiedsocialandeventprivileges,denialofVanguard funds,ineligibilityforhonorsandawards,restrictionsonnewmemberrecruitment,no-contact orders,and/orothermeasuresdeemedappropriate.

• Suspension:Terminationofstudentgroupororganizationrecognitionand/orinstitutionalsupport foradefinedperiodoftimenottoexceedtwo(2)yearsand/oruntilspecificcriteriaaremet.During thesuspensionperiod,astudentgroupororganizationmaynotconductanyformalorinformal businessorparticipateinVanguard-relatedactivities,whethertheyoccuron-oroff-campus.Rerecognitionispossiblebutnotguaranteedandwillonlybeconsideredaftertheendofthe suspensionperiodandbasedonmeetingallre-recognitioncriteriaandobtainingclearancefrom Vanguard.

• Expulsion:Permanentterminationofstudentgrouporganizationrecognitionandrevocationofthe privilegetocongregateandconductbusinessoncampusasanorganizationforanyreason.

• Loss of Privileges:RestrictedfromaccessingspecificVanguardprivilegesforaspecifiedperiodof time.

• Other Actions:Inadditiontoorinplaceoftheabovesanctions,Vanguardmayassignanyother sanctionsasdeemedappropriate.

C. EMPLOYEE SANCTIONS/RESPONSIVE/CORRECTIVE ACTIONS

Responsiveactionsforanemployeewhohasengagedinsexdiscrimination,sex-basedharassment,and/or retaliationinclude:

• Required Counseling

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• Verbal or Written Warning

• Performance Improvement Plan/Management Process

• Enhanced Supervision, Observation, or Review

• Required Training or Education

• Denial of Pay Increase/Pay Grade

• Loss of Oversight or Supervisory Responsibility

• Demotion

• Transfer

• Shift or schedule adjustments

• Reassignment

• Non-Renewal of a Faculty Contract (Faculty Handbook, Section 618:112 (a)(b))

• Delay of (or referral for delay of) Tenure Track Progress

• Assignment to a New Supervisor

• Restriction of Stipends, Research, and/or Professional Development Resources

• Suspension/Administrative Leave with Pay

• Suspension/Administrative Leave without Pay

• Termination

• Other Actions:Inadditiontoorinplaceoftheabovesanctions/responsiveactions,Vanguardmay assignanyotherresponsiveactionsasdeemedappropriate.

NOTICE OF OUTCOME

Withinten(10)businessoftheconclusionoftheResolutionProcess,theCoordinatorprovidesthePartieswitha writtenoutcomenotification.TheoutcomenotificationwillspecifythefindingforeachallegedPolicyviolation,all applicablesanctionsthatVanguardispermittedtosharepursuanttostateorfederallaw,andadetailedrationale, writtenbytheDecision-maker,supportingthefindingstotheextentVanguardispermittedtoshareunderfederalor statelaw.

ThenotificationwillalsodetailtheParties’equalrightstoappeal,thegroundsforappeal,thestepstorequestan appeal,andwhenthedeterminationisconsideredfinalifnopartyappeals.

TheCoordinatorwillprovidethePartieswiththeoutcomenotificationsimultaneously,orwithoutsignificanttime delaybetweennotifications.Thewrittenoutcomenotificationmaybedeliveredbyoneormoreofthefollowing methods:inperson,mailedtotheParties’localorpermanentaddressasindicatedinofficialVanguardrecords,or emailedtotheParties’Vanguard-issuedordesignatedemailaccount.Oncemailed,emailed,and/orreceivedin person,theoutcomenotificationispresumptivelydelivered.

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WITHDRAWAL OR RESIGNATION BEFORE COMPLAINT RESOLUTION

STUDENTS

ShouldastudentRespondentdecidenottoparticipateintheResolutionProcess,theprocessproceedsabsent theirparticipationtoareasonableresolution.IfastudentRespondentwithdrawsfromVanguard,the ResolutionProcessmaycontinue,ortheCoordinatormayexercisetheirdiscretiontodismisstheComplaint. IftheComplaintisdismissed,Vanguardwillstillprovidereasonablesupportiveorremedialmeasuresas deemednecessarytoaddresssafetyand/orremedyanyongoingeffectsoftheallegedsexdiscrimination,sexbasedharassment,and/orretaliation.

RegardlessofwhethertheComplaintisdismissedorpursuedtocompletionoftheResolutionProcess, Vanguardwillcontinuetoaddressandremedyanysystemicissuesorconcernsthatmayhavecontributedto theallegedviolation(s),andanyongoingeffectsoftheallegedsexdiscrimination,sex-basedharassment, and/orretaliation.

Whenastudentwithdrawsorleaveswhiletheprocessispending,thestudentmaynotreturntoVanguardin anycapacityuntiltheComplaintisresolvedandanysanctionsimposedaresatisfied.Ifthestudentindicates theywillnotreturn,theCoordinatorhasdiscretiontodismisstheComplaint.TheRegistrar,Officeof Admissions,andHRmaybenotified,accordingly.

IfthestudentRespondenttakesaleaveforaspecifiedperiodoftime(e.g.,onesemesterorterm),the ResolutionProcessmaycontinueremotely.Iffoundinviolation,thatstudentisnotpermittedtoreturnto Vanguardunlessanduntilallsanctions,ifany,havebeensatisfied.

EMPLOYEES

ShouldanemployeeRespondentdecidenottoparticipateintheResolutionProcess,theprocessproceeds absenttheirparticipationtoareasonableresolution.IfanemployeeRespondentleavestheiremployment withVanguardwithunresolvedallegationspending,theResolutionProcessmaycontinue,ortheCoordinator mayexercisetheirdiscretiontodismisstheComplaint.IftheComplaintisdismissed,Vanguardmaystill providereasonablesupportiveorremedialmeasuresasdeemednecessarytoaddresssafetyand/orremedy anyongoingeffectsoftheallegedsexdiscrimination,sex-basedharassment,and/orretaliation.

WhenanemployeeresignsandtheComplaintisdismissed,theemployeemaynotreturntoVanguardinany capacityandHumanResourceswillbenotified,accordingly.Anotewillbeplacedintheemployee’sfilethat theyresignedwithallegationspendingandarenoteligibleforacademicadmissionorrehirewithVanguard. TherecordsretainedbytheCoordinatorwillreflectthatstatus.

APPEAL OF THE DETERMINATION

TheCoordinatorwilldesignateanAppealDecision-maker eitherathree-memberpanel,oranindividualchosen fromthePool,orothertrainedinternalorexternalindividuals,toheartheappeal.NoAppealDecision-maker(s)will havebeenpreviouslyinvolvedintheResolutionProcessfortheComplaint,includinginanysupportivemeasure

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challengeordismissalappealthatmayhavebeendecidedearlierintheprocess.Ifapanelisused,avotingchairwill bedesignatedbytheCoordinator.

APPEAL GROUNDS

Appealsarelimitedtothefollowinggrounds:

1) Aproceduralirregularitythatwouldchangetheoutcome.

2) Newevidencethatwouldchangetheoutcomeandthatwasnotreasonablyavailableatthetimethe determinationregardingresponsibilitywasmade.

3) TheCoordinator,Investigator(s),orDecision-maker(s)hadaconflictofinterestorbiasfororagainst complainantsorrespondentsgenerallyorthespecificComplainantorRespondentthatwouldchange theoutcome.

4) TheFinalDeterminationbytheDecision-makerissubstantiallycontrarytotheweightofthe evidenceintherecord(applicabletosanctionsofsuspension,expulsion,ortermination,only).

5) Thesanctionsfalloutsidetherangeofsanctionsdesignatedforthisoffense,consideringthe cumulativeconduct/disciplinaryrecordoftheRespondent(applicabletosanctionsofsuspension, expulsion,ortermination,only).

REQUEST FOR APPEAL

Anypartymaysubmitawrittenrequestforappeal(“RequestforAppeal”)totheCoordinatorwithinfive(5)business daysofthedeliveryoftheNoticeofOutcome.

TheRequestforAppealwillbeforwardedtotheAppealDecision-makerforconsiderationtodetermineiftherequest meetsthegroundsforappeal(aReviewforStanding).Thisisnotareviewofthemeritsoftheappeal,butsolelya determinationastowhethertherequestcouldreasonablybeconstruedtomeetthegroundsandistimelyfiled.

IftheRequestforAppealdoesnotprovideinformationthatmeetsthegroundsinthisPolicy,therequestwillbe deniedbytheAppealDecision-maker,andthePartiesandtheirAdvisorswillbesimultaneouslynotifiedinwritingof thedenialandtherationale.

IfanyoftheinformationintheRequestforAppealmeetsthegroundsinthisPolicy,thentheAppealDecision-maker willnotifyallPartiesandtheirAdvisors,theCoordinator,and,whenappropriate,theInvestigator(s)and/orthe originalDecision-maker.

AllotherPartiesandtheirAdvisors,theCoordinator,and,whenappropriate,theInvestigator(s)and/ortheDecisionmakerwillbeprovidedacopyoftheRequestforAppealwiththeapprovedgroundsandthenbegivenfive(5) businessdaystosubmitaresponsetotheportionoftheappealthatwasapprovedandinvolvesthem.TheAppeal Decision-makerwillforwardallresponses,ifany,toallPartiesforreviewandcomment.

Thenon-appealingparty(ifany)mayalsochoosetoappealatthistime.Ifso,thatRequestforAppealwillbereviewed bytheAppealDecision-makertodetermineifitmeetsthegroundsinthisPolicyandwilleitherbeapprovedor denied.Ifapproved,itwillbeforwardedtothepartywhoinitiallyrequestedanappeal,theCoordinator,andthe

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Investigator(s)and/ororiginalDecision-maker,asnecessary,whowillsubmittheirresponses,ifany,withinfive(5) businessdays.AnysuchresponseswillbecirculatedforreviewandcommentbyallParties.Ifdenied,thePartiesand theirAdvisorswillbenotifiedaccordingly,inwriting.

NopartymaysubmitanynewRequestsforAppealafterthistimeperiod.TheAppealDecision-makerwillcollectany additionalinformationneededandalldocumentationregardingtheapprovedappealgrounds,andthesubsequent responseswillbesharedwiththeAppealDecision-maker,whowillpromptlyrenderadecision.

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APPEAL DETERMINATION PROCESS

Inmostcases,appealsareconfinedtoareviewofthewrittendocumentationorrecordoftheoriginaldetermination andpertinentdocumentationregardingthespecificappealgrounds.TheAppealDecision-makerwilldeliberateas soonasispracticableanddiscussthemeritsoftheappeal.

Appealdecisionsaretobedeferentialtotheoriginaldetermination,makingchangestothefindingonlywhenthereis clearerrorandtothesanction(s)/responsiveaction(s)onlyifthereisacompellingjustificationtodoso.Alldecisions aremadebymajorityvoteandapplythePreponderanceoftheevidencestandardofproof.

AnappealisnotanopportunityfortheAppealDecision-makertosubstitutetheirjudgmentforthatoftheoriginal Decision-makermerelybecausetheydisagreewiththefindingand/orsanction(s).

TheAppealDecision-makermayconsultwiththeCoordinatorand/orlegalcounselonquestionsofprocedureor rationale,forclarification,ifneeded.TheCoordinatorwillmaintaindocumentationofallsuchconsultation.

APPEAL OUTCOME

Anappealmaybegrantedordenied.Appealsthataregrantedshouldnormallyberemanded(orpartiallyremanded) totheoriginalInvestigator(s)and/orDecision-makerwithcorrectiveinstructionsforreconsideration.Inrare circumstanceswhereanerrorcannotbecuredbytheoriginalInvestigator(s)and/orDecision-makerorthe Coordinator(asincasesofbias),theAppealDecision-makermayorderanewinvestigationand/oranew determinationwithnewPoolmembersservingintheInvestigatorandDecision-makerroles.

ANoticeofAppealOutcomeletter(“AppealOutcome”)willbesenttoallPartiessimultaneously,orwithoutsignificant timedelaybetweennotifications.TheAppealOutcomewillspecifythefindingoneachappealground,anyspecific instructionsforremandorreconsideration,allsanction(s)thatmayresultwhichVanguardispermittedtoshare accordingtofederalorstatelaw,andtherationalesupportingtheessentialfindingstotheextentVanguardis permittedtoshareunderfederalorstatelaw.

Writtennotificationmaybedeliveredbyoneormoreofthefollowingmethods:inperson,mailedtotheParties’local orpermanentaddressasindicatedinofficialinstitutionalrecords,oremailedtotheParties’Vanguard-issuedemailor otherwiseapprovedaccount.Oncemailed,emailed,and/orreceivedinperson,theAppealOutcomewillbe presumptivelydelivered.

Onceanappealisdecided,theoutcomeisfinalandconstitutestheFinalDetermination;furtherappealsarenot permitted,evenifadecisionorsanctionischangedonremand(exceptinthecaseofanewdetermination).When appealsresultinnochangetothefindingorsanction,thatdecisionisfinal.Whenanappealresultsinanewfindingor sanction,thatfindingorsanctioncanbeappealedonefinaltimeonthegroundslistedaboveandinaccordancewith theseprocedures.

Ifaremandresultsinanewdeterminationthatisdifferentfromtheappealeddetermination,thatnewdetermination canbeappealed,once,onanyofthefive(5)availableappealgrounds.

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SANCTION STATUS DURING THE APPEAL

Anysanctionsimposedasaresultofthedeterminationarestayed(i.e.,notimplemented)duringtheappealprocess, andsupportivemeasuresmaybemaintainedorreinstateduntiltheappealdeterminationismade.

Ifanyofthesanctionsaretobeimplementedimmediatelypost-determination,butpre-appeal,thentheemergency removalprocedures(detailedabove)fora“showcause”meetingonthejustificationfordoingsomustbepermitted withintwo(2)Businessdaysofimplementation.

LONG-TERM REMEDIES/OTHER ACTIONS

FollowingtheconclusionoftheResolutionProcess,andinadditiontoanysanctionsimplementedorInformal Resolutionterms,theCoordinatormayimplementadditionallong-termremediesoractionswithrespecttothe Partiesand/orVanguardcommunitythatareintendedtostopthesexdiscrimination,sex-basedharassment,and/or retaliation,remedytheeffects,andpreventrecurrence.

Theseremedies/actionsmayinclude,butarenotlimitedto:

• Referraltocounselingandhealthservices

• ReferraltotheEmployeeAssistanceProgram

• Courseandregistrationadjustments,suchasretroactivewithdrawals

• Educationtotheindividualand/orthecommunity

• Permanentalterationofhousingassignments

• Permanentalterationofworkarrangementsforemployees

• Provisionofcampussafetyescorts

• Climatesurveys

• Policymodificationand/ortraining

• Provisionoftransportationassistance

• Implementationoflong-termcontactlimitationsbetweentheParties

• Implementationofadjustmentstoacademicdeadlines,courseschedules,etc.

AtthediscretionoftheCoordinator,certainlong-termsupportivemeasuresmayalsobeprovidedtothePartieseven ifnoPolicyviolationisfound.

WhennoPolicyviolationisfound,theCoordinatorwilladdressanyremediesVanguardowestheRespondentto ensurenoeffectivedenialofeducationalaccess.

Vanguardwillmaintaintheconfidentialityofanylong-termremedies/actions/measures,providedconfidentiality doesnotimpairVanguard’sabilitytoprovidetheseservices.

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FAILURE TO COMPLY WITH SANCTIONS, RESPONSIVE ACTIONS, AND/OR INFORMAL RESOLUTION TERMS

AllRespondentsareexpectedtocomplywiththeassignedsanctions,responsiveactions,correctiveactions,and/or InformalResolutiontermswithinthetimeframespecifiedbythefinalDecision-maker(s),includingtheAppealPanel orDecision-makerortheInformalResolutionagreement.

Failuretoabidebythesanction(s)/action(s)imposedbythedatespecified,whetherbyrefusal,neglect,orforany otherreason,mayresultinadditionalsanction(s)/action(s),includingsuspension,expulsion,and/ortermination fromVanguard.

Supervisorsareexpectedtoenforcethecompletionofsanctions/responsiveactionsfortheiremployees.

Asuspensionimposedfornon-compliancewithsanctionswillonlybeliftedwhencomplianceisachievedtothe Coordinator’ssatisfaction.

RECORDKEEPING

Foraperiodofatleastseven(7)yearsfollowingtheconclusionoftheResolutionProcess,Vanguardwillmaintain recordsof:

1) Each sex discrimination, sex-based harassment, and retaliation resolution process, including any Final Determination regarding responsibility or appeal, and any audio or audiovisual recording or transcript required under federal regulation.

2) Any disciplinary sanctions imposed on the Respondent.

3) Any supportive measures provided to the Parties and any remedies provided to the Complainant or the community designed to restore or preserve equal access to the Vanguard’s education program or activity.

4) Any appeal and the result therefrom.

5) Any Informal Resolution and the result therefrom.

6) All materials used to provide training to the Coordinator, Title IX Coordinator and designees, Investigators, Decision-makers, Appeal Decision-makers, Informal Resolution Facilitators, and any person who is responsible for implementing the Vanguard’s Resolution Process, or who has the authority to modify or terminate supportive measures. Vanguard will make these training materials available for review upon request.

7) All materials used to train all employees consistent with the requirements in the Title IX Regulations.

Vanguardwillalsomaintainanyandallrecordsinaccordancewithfederalandstatelaws.

ACCOMMODATIONS AND SUPPORT DURING THE RESOLUTION PROCESS

DisabilityAccommodations

Vanguardiscommittedtoprovidingreasonableaccommodationsandsupporttoqualifiedstudents,employees,or otherswithdisabilitiestoensureequalaccesstoVanguard’sResolutionProcess.

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AnyoneneedingsuchaccommodationsorsupportshouldcontacttheCoordinator,whowillworkwithdisability supportasappropriatetoreviewtherequestand,inconsultationwiththepersonrequestingtheaccommodation, determinewhichaccommodationsareappropriateandnecessaryforfullprocessparticipation.

OtherSupport

VanguardwillalsoaddressreasonablerequestsforsupportforthePartiesandwitnesses,including:

• Language services/Interpreters

• Access and training regarding use of technology throughout the Resolution Process

• Other support as deemed reasonable and necessary to facilitate participation in the Resolution Process

REVISION OF THESE PROCEDURES

Theseproceduressucceedanypreviousproceduresaddressingsexdiscrimination,sex-basedorsexualharassment, andretaliationforincidentsoccurringonorafterAugust1,2024.TheCoordinatorwillregularlyreviewandupdate theseprocedures.TheCoordinatorreservestherighttomakechangestothisdocumentasnecessary,andoncethose changesarepostedonline,theyareineffect.

Ifgoverninglawsorregulationschange,orcourtdecisionsalter,therequirementsinawaythatimpactsthis document,thisdocumentwillbeconstruedtocomplywiththemostrecentgoverninglaws,regulations,orcourt holdings.

Thisdocumentdoesnotcreatelegallyenforceableprotectionsbeyondtheprotectionsofthebackgroundfederaland statelawsthatframesuchpoliciesandcodes,generally.

ThisPolicyandproceduresareeffectiveAugust1,2024

HISTORY

(v9) Revision to the policy aligns federal definition of “fondling”. However, Vanguard University will continue to use the term “Fondling” instead of the term “Criminal Sexual Contact,” which NIBRS updated in 2025 guidance documents, (v8) Revisions to the policy reflect the 2024 U.S. Department of Education regulations; and made available for immediate implementation on August 1, 2024.

(v7): Revisions to policy include minor housekeeping to TIX Coordinator and Deputies due to personnel changes, alignment to further clarify language, and inclusion of S.B. 483 law that is effective January 1, 2022.

(v6): Revisions to policy align with California Penal Code section 261.5 definition of unlawful sexual intercourse between minor and adult; and change in Title IX Coordinator due to employee separation from university.

(v5): Revisions to this policy addresses misconduct related to Civil Rights violations, and ADA/504 Coordinator, or harassment or retaliation actions related to a person’s status in a protected class. The revisions are comprehensive of federal and state law. Policy has been expanded to reflect those civil rights violations or complaints of harassment or retaliation related to a person’s protected class, other than sex, shall be addressed through Process B. It also formally appoints a Title VII Coordinator/Officer; (3) permits disclosure of reports or complaints related to an employee Complainant or Respondent to

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ensure increased accountability of employees and strengthen employee screening practices; and (4) clarified the ability to proceed to informal or alternate resolution proceedings in Process B. Revisions were reviewed and approved by the Board of Trustees on Wednesday, February 24, 2021 (SL2021-01) for immediate implementation; and that the Institutional Manual be updated accordingly and all Students and University Personnel be informed immediately of the policy revisions.

(v4): Revisions to this policy adhere to changes in federal law, which requires compliance no later than August 14, 2020, for all education programs or activities that receive federal funds. On May 6, 2020, the Department of Education released sweeping regulations directing schools to implement procedures to redress Title IX based reports of sexual harassment and sexual assault. The policy as drafted is comprehensive of federal and state law. See briefing memo provided to the Board of Trustees for more information. These mandated revisions were reviewed and approved by the Executive Committee of the Board on Friday, August 14, 2020, for immediate implementation; and that the Institutional Manual be updated accordingly and all Students and University Personnel be informed immediately of the policy revisions.

(v3): This policy and procedure revision was approved by the Board of Trustees on October 19, 2016, with implementation to take place in August 2017.

NOTE: Policy was reviewed in August 2017 and minor revisions in language made for compliance with best practices.

(v2): Minor revisions made to language under POLICY EXPECTATIONS WITH RESPECT TO CONSENSUAL RELATIONSHIPS so that it is consistent with language in other organizational policies. Revision approved by the President’s Cabinet on July 23, 2015.

(v1): This policy and procedure was approved by the Board of Trustees on March 27, 2015 (via electronic vote) with implementation to take place immediately upon approval.

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APPENDIX A: DEFINITIONS

ThefollowingdefinitionsapplytonondiscriminationPolicyandResolutionProcess:

• Advisor. Anypersonchosenbyaparty,orappointedbytheinstitution,whomayaccompanythepartytoall meetingsrelatedtotheResolutionProcessandadvisethepartyonthatprocess.

• Coordinator. Thepersonwithprimaryresponsibilityforoverseeingandenforcingthenondiscrimination PoliciesandResolutionProcess.Asusedinthesepoliciesandprocedures,the“Coordinator”alsoincludes theirdesignee(s).

• Appeal Decision-maker. Thepersonorpanelwhoacceptsorrejectsasubmittedappealrequest,determines whetheranyoftheappealgroundsaremet,anddirectsresponsiveaction(s)accordingly.

• Complainant. Astudentoremployeewhoisallegedtohavebeensubjectedtoconductthatcouldconstitute sexdiscrimination,sex-basedharassment,orretaliationunderthePolicy;orapersonotherthanastudentor employeewhoisallegedtohavebeensubjectedtoconductthatcouldconstitutesexdiscrimination,sexbasedharassment,retaliation,orOtherProhibitedConductunderthePolicyandwhowasparticipatingor attemptingtoparticipateinVanguard’seducationprogramoractivityatthetimeoftheallegedsex discrimination,sex-basedharassment,retaliation,orOtherProhibitedConduct.

• Complaint. AnoralorwrittenrequesttoVanguardthatcanobjectivelybeunderstoodasarequestfor VanguardtoinvestigateandmakeadeterminationabouttheallegedPolicyviolation(s).

• Confidential Employee.

o Anemployeewhosecommunicationsareprivilegedorconfidentialunderfederalorstatelaw.The employee’sconfidentialstatus,forpurposesofthisdefinition,isonlywithrespecttoinformation receivedwhiletheemployeeisfunctioningwithinthescopeoftheirdutiestowhichprivilegeor confidentialityapplies;or

o AnemployeewhomVanguardhasdesignatedasconfidentialunderthisPolicyforthepurposeof providingservicestopersonsrelatedtosexdiscrimination,sex-basedharassment,retaliation,or OtherProhibitedConduct.Iftheemployeealsohasadutynotassociatedwithprovidingthose services,theemployee’sconfidentialstatusonlyapplieswithrespecttoinformationreceivedabout sexdiscrimination,sex-basedharassment,retaliation,orOtherProhibitedConductinconnection withprovidingthoseservices;or

o AnemployeewhoisconductinganInstitutionalReviewBoard-approvedhuman-subjectsresearch studydesignedtogatherinformationaboutsexdiscrimination,sex-basedharassment,retaliation,or OtherProhibitedConduct.Theemployee’sconfidentialstatusonlyapplieswithrespectto informationreceivedwhileconductingthestudy.

• Day. AbusinessdaywhenVanguardisinnormaloperation.AllreferencesinthePolicytodaysreferto businessdaysunlessspecificallynotedotherwise.

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• Decision-maker. Thepersonorpanelwhoreviewsevidence,determinesrelevance,andmakestheFinal DeterminationofwhetherPolicyhasbeenviolatedand/orassignssanctions.

• Education Program or Activity. Locations,events,orcircumstanceswhereVanguardexercisessubstantial controloverthecontextinwhichthesexdiscrimination,sex-basedharassment,retaliation,orOther ProhibitedConductoccursandalsoincludesanybuildingownedorcontrolledbyastudentorganizationthat Vanguardofficiallyrecognizes.

• Employee. ApersonemployedbyRecipienteitherfull-orpart-time,includingstudentemployeeswhen actingwithinthescopeoftheiremployment.

• Final Determination. Aconclusionbythestandardofproofthattheallegedconductdidordidnotviolate Policy.

• Finding. Aconclusionbythestandardofproofthattheconductdidordidnotoccurasalleged(asina “findingoffact”).

• Informal Resolution. AresolutionagreedtobythePartiesandapprovedbytheCoordinatorthatoccursprior toaFinalDeterminationintheResolutionProcess.

• Investigation Report. TheInvestigator’ssummaryofallrelevantevidencegatheredduringtheinvestigation. VariationsincludetheDraftInvestigationReportandtheFinalInvestigationReport.

• Investigator. Theperson(s)authorizedbyVanguardtogatherfactsaboutanallegedviolationofthisPolicy, assessrelevanceandcredibility,synthesizetheevidence,andcompilethisinformationintoanInvestigation Report.

• Knowledge. WhenVanguardreceivesNoticeofconductthatreasonablymayconstitutesexdiscrimination, sex-basedharassment,retaliation,orOtherProhibitedConductinitsEducationProgramorActivity.

• Mandated Reporter. AVanguardemployeewhoisobligatedbyPolicytoshareKnowledge,Notice,and/or reportsofsexdiscrimination,sex-basedharassment,retaliation,orOtherProhibitedConductwiththe Coordinator.18

• Notice. Whenanemployee,student,orthirdpartyinformstheCoordinatoroftheallegedoccurrenceofsex discrimination,sex-basedharassment,retaliation,orOtherProhibitedConduct.

• Parties. TheComplainant(s)andRespondent(s),collectively.

• Pregnancy or Related Conditions. Pregnancy,childbirth,terminationofpregnancy,orlactation,medical conditionsrelatedthereto,orrecoverytherefrom.

18 Nottobeconfusedwiththosemandatedbystatelawtoreportchildabuse,elderabuse,and/orabuseofpersonswithdisabilitiestoappropriate officials,thoughtheseresponsibilitiesmayoverlapwiththosewhohavemandatedreportingresponsibilityunderthisPolicy.

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• Relevant Evidence. EvidencethatmayaidaDecision-makerindeterminingwhethertheallegedsex discrimination,sex-basedharassment,retaliation,orOtherProhibitedConductoccurred,orindetermining thecredibilityofthePartiesorwitnesses.

• Remedies. Typically,post-resolutionactionsdirectedtotheComplainantand/orthecommunityas mechanismstoaddresssafety,preventrecurrence,andrestoreorpreserveequalaccesstoVanguard’s EducationProgramandActivity.

• Resolution Process. TheinvestigationandresolutionofallegationsofprohibitedconductunderthisPolicy, includingInformalResolution,AdministrativeResolution,and/orHearingResolution.

• Respondent. Apersonwhoisallegedtohaveengagedinconductthatcouldconstitutesexdiscrimination, sex-basedharassment,retaliationforengaginginaprotectedactivityunderthisPolicy,orOtherProhibited Conduct.

• Sanction. AconsequenceimposedonaRespondentwhoisfoundtohaveviolatedthisPolicy.

• Sex. Sexassignedatbirth,sexstereotypes,sexcharacteristics,pregnancyorrelatedconditions,sexual orientation,andgenderidentity.

• Student. Anypersonwhohasgainedadmission.

• Title IX Coordinator.AtleastoneofficialdesignatedbyVanguardtoensureultimateoversightofcompliance withTitleIXandVanguard’sTitleIXprogram.ReferencestotheCoordinatorthroughoutthePolicymayalso encompassadesigneeoftheCoordinatorforspecifictasks.

• Title IX Team. TheCoordinator,anydeputycoordinators,andanymemberoftheResolutionProcessPool.

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APPENDIX B: STATEMENT OF THE PARTIES’ RIGHTS

Under this Policy and procedures, the Parties have the right to:

• Anequitableinvestigationandresolutionofallcredibleallegationsofprohibitedsexdiscrimination,sexbasedharassment,retaliation,andOtherProhibitedConduct,whenreportedingoodfaithtoVanguard officials.

• Timelywrittennoticeofallallegedviolations,includingtheidentityofthePartiesinvolved(ifknown),the specificmisconductbeingalleged,thedateandlocationoftheallegedmisconduct(ifknown),theimplicated Policiesandprocedures,andpossiblesanctions.

• Timelywrittennoticeofanymaterialadjustmentstotheallegations(e.g.,additionalincidentsorallegations, additionalComplainants)byupdatingtheNoticeofInvestigationandAllegation(s)(NOIA)asneededto clarifypotentiallyimplicatedPolicyviolations.

• BeinformedinadvanceofanyVanguardpublicreleaseofinformationregardingtheallegation(s)or underlyingincident(s),wheneverpossible.

• HaveallpersonallyidentifiableinformationprotectedfromVanguard’sreleasetothepublicwithoutconsent, excepttotheextentpermittedbylaw.

• BetreatedwithrespectbyVanguardofficials.

• HaveVanguardPolicyandtheseproceduresfollowedwithoutmaterialdeviation.

• VoluntarilyagreetoresolveallegationsunderthisPolicythroughInformalResolutionwithoutVanguard pressure,ifInformalResolutionisapprovedbytheCoordinator.

• NotbediscouragedbyVanguardofficialsfromreportingsexdiscrimination,sex-basedharassment, retaliation,andOtherProhibitedConducttobothon-campusandoff-campusauthorities.

• Beinformedofoptionstonotifyproperlawenforcementauthorities,includingon-campusandlocalpolice, andtheoption(s)tobeassistedbyVanguardinnotifyingsuchauthorities,ifthepartychooses.Thisalso includestherighttonotbepressuredtoreport.

• HaveallegationsofviolationsofthisPolicyrespondedtopromptlyandwithsensitivitybyVanguardlaw enforcement,security,and/orotherVanguardofficials.

• Beinformedofavailablesupportivemeasures,suchascounseling,advocacy,healthcare,studentfinancialaid, visaandimmigrationassistance,and/orotherservices,bothon-campusandinthecommunity.

• AVanguard-implementedno-contactorderorano-trespassorderagainstanon-affiliatedthirdpartywhena personhasengagedinorthreatenstoengageinstalking,threatening,harassing,orotherimproperconduct.

• Beinformedofavailableassistanceinchangingacademic,living,and/oremploymentsituationsafteran allegedincidentofsexdiscrimination,sex-basedharassment,retaliation,and/orOtherProhibitedConductif suchchangesarereasonablyavailable.Noformalreport,orinvestigation,eitherinstitutionalorcriminal, needstooccurforthisoptiontobeavailable.Suchactionsmayinclude,butarenotlimitedto:

o Relocatingaresidentialstudent’shousingtoadifferenton-campuslocation

o AssistancefromVanguardstaffincompletingtherelocation

o Changinganemployee’sworkenvironment(e.g.,reportingstructure,office/workspacerelocation)

o Transportationassistance

o Visa/immigrationassistance

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o Arrangingtodissolveahousingcontractandprovideapro-ratedrefund

o Reschedulingoradjustinganexam,paper,and/orassignment

o Receivinganincompletein,orawithdrawalfrom,aclass(mayberetroactive)

o Transferringclasssections

o Temporarywithdrawal/leaveofabsence(mayberetroactive)

o Campussafetyescorts

o Alternativecoursecompletionoptions

• HaveVanguardmaintainsupportivemeasuresforaslongasnecessary,ensuringtheyremainconfidential, providedconfidentialitydoesnotimpairVanguard’sabilitytoprovidethesupportivemeasures.

• ReceivesufficientlyadvancedwrittennoticeofanyVanguardmeetingsorinterviewsinvolvinganotherparty, whenpossible.

• IdentifyandhavetheInvestigator(s)and/orDecision-makerquestionrelevantavailablewitnesses,including expertwitnesses.

• ProvidetheInvestigator(s)/Decision-makerwithalistofquestionsthat,ifdeemedrelevantandpermissible bytheInvestigator(s)/Decision-maker,maybeaskedofanypartyorwitness.

• HaveComplainant’sinadmissiblesexualinterests/priorsexualhistoryoranyParty’sirrelevantcharacter evidenceexcludedbytheDecision-maker.

• Accesstherelevantevidenceobtainedandrespondtothatevidence.

• AfairopportunitytoprovidetheInvestigator(s)withtheiraccountoftheallegedmisconductandhavethat accountbeontherecord.

• Receiveacopyofallrelevantandpermissibleevidenceobtainedduringtheinvestigation,subjecttoprivacy limitationsimposedbyfederalandstatelaw,andbegivenfive(5)businessdaystoreviewandcommenton theevidence.

• TherighttoreceiveacopyoftheFinalInvestigationReport,includingallfactual,Policy,and/orcredibility analysesperformed.

• Beinformedofthenamesofallwitnesseswhoseinformationwillbeusedtomakeafinding,inadvanceof thatfinding,whenrelevant.

• Regularstatusupdatesontheinvestigationand/orResolutionProcess.

• HavereportsofallegedPolicyviolationsaddressedbyResolutionProcessPoolmemberswhohavereceived relevantannualtrainingasrequiredbylaw.

• ADecision-makingpanelthatisnotsinglesexinitscomposition,ifapanelisused.

• Preservationofconfidentiality/privacy,totheextentpossibleandpermittedbylaw.

• Meetings,interviews,and/orhearingsthatareclosedtothepublic.

• PetitionthatanyVanguardrepresentativeintheprocessberecusedonthebasisofdisqualifyingbiasand/or conflictofinterest.

• BeabletoselectanAdvisoroftheirchoicetoaccompanyandassistthepartyinallmeetingsand/or interviewsassociatedwiththeResolutionProcess.

• Applytheappropriatestandardofproof,Preponderanceoftheevidence,tomakeaFindingandFinal Determinationafteranobjectiveevaluationofallrelevantandpermissibleevidence.

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• Bepresent,includingpresenceviaremotetechnology,duringalltestimonygivenandevidencepresented duringanylivehearing.

• Haveanimpactand/ormitigationstatementconsideredbytheDecision-makerfollowingadeterminationof responsibilityforanyallegation,butpriortosanctioning.

• BepromptlyinformedoftheResolutionProcessfinding(s)andsanction(s)(ifany)andbegivenadetailed rationaleofthedecision(includinganexplanationofhowcredibilitywasassessed)inawrittenoutcome letterdeliveredtothePartiessimultaneously(withoutunduedelay).

• BeinformedinwritingofwhenaVanguarddecisionisconsideredfinalandanychangestotheFinal Determinationorsanction(s)thatoccurpostoutcomeletterdelivery.

• BeinformedoftheopportunitytoappealtheResolutionProcessfinding(s)andsanction(s),andthe proceduresfordoingsoinaccordancewithVanguard’sgroundsforappeal.

• Afundamentallyfairresolutionasdefinedintheseprocedures.

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APPENDIX C: PRIVACY, PRIVILEGE, AND CONFIDENTIALITY

ForthepurposeofthisPolicy,theterms privacy, confidentiality,and privilege havedistinctmeanings.

• Privacy. MeansthatinformationrelatedtoacomplaintwillbesharedwithalimitednumberofVanguard employeeswho“needtoknow”inordertoassistinprovidingsupportivemeasuresorevaluating, investigating,orresolvingtheComplaint.AllemployeeswhoareinvolvedinVanguard’sresponsetoNotice underthisPolicyreceivespecifictrainingandguidanceaboutsharingandsafeguardingprivateinformation inaccordancewithfederalandstatelaw.

• Confidentiality. Existsinthecontextoflawsorprofessionalethics(includingTitleIX)thatprotectcertain relationships,includingclinicalcare,mentalhealthproviders,andcounselors.Confidentialityalsoappliesto thosedesignatedbyVanguardasConfidentialEmployeesforpurposesofreportsunderthisPolicy,regardless oflegalorethicalprotections.WhenaComplainantsharesinformationwithaConfidentialEmployee,the ConfidentialEmployeedoesnotneedtodisclosethatinformationtotheTitleIXCoordinator.TheConfidential Resourcewill,however,providetheComplainantwiththeTitleIXCoordinator’scontactinformation,assist theComplainantinreporting,ifdesired,andprovidethemwithinformationonhowtheTitleIXOfficecan assistthem.WithrespecttoConfidentialEmployees,informationmaybedisclosedwhen:(1)thereporting persongiveswrittenconsentforitsdisclosure;(2)thereisaconcernthatthepersonwilllikelycauseserious physicalharmtoselforothers;or(3)theinformationconcernsconductinvolvingsuspectedabuseorneglect ofaminorundertheageof18,elders,orpersonswithdisabilities.Non-identifiableinformationmaybe sharedbyConfidentialEmployeesforstatisticaltrackingpurposesasrequiredbytheCleryAct/Violence AgainstWomenAct(VAWA).Otherinformationmaybesharedasrequiredbylaw.

• Privilege. Existsinthecontextoflawsthatprotectcertainrelationships,includingattorneys,spouses,and clergy.Privilegeismaintainedbyaproviderunlessacourtordersreleaseortheholderoftheprivilege(e.g.,a client,spouse,parishioner)waivestheprotectionsoftheprivilege.Vanguardtreatsemployeeswhohavethe abilitytohaveprivilegedcommunicationsasConfidentialEmployees.

VanguardreservestherighttodeterminewhichVanguardofficialshavealegitimateeducationalinterestinbeing informedaboutstudent-relatedincidentsthatfallunderthisPolicy,pursuanttotheFamilyEducationalRightsand PrivacyAct(FERPA).

OnlyasmallgroupofofficialswhoneedtoknowwilltypicallybetoldabouttheComplaint.Informationwillbeshared asnecessarywithInvestigators,Decision-makers,AppealDecision-makers,witnesses,theParties,andtheParties’ Advisors.ThecircleofpeoplewiththisknowledgewillbekeptastightaspossibletopreservetheParties’rightsand privacy,andreleaseisgovernedbytheinstitution’sunauthorizeddisclosurepolicy.

Vanguardmaycontactstudents’parents/guardianstoinformthemofsituationsinwhichthereisasignificantand articulablehealthand/orsafetyriskbutwillusuallyconsultwiththestudentpriortodoingso.

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APPENDIX D: UNETHICAL RELATIONSHIPS MODEL POLICY

EXPECTATIONS REGARDING UNETHICAL RELATIONSHIPS

ThepurposeofthispolicyistoestablishVanguardUniversity’spositionondatingintheworkplace,specifically establishingboundariesforUniversityFacultyandStaffwitheachother,andintheirinteractionwithstudents.Sexual harassmentincidentsaremanytimesanoutcomeofactualorperceivedabuseofpowerthatcomesfromdating,and theUniversity’sintentistopreventaUniversityFacultyorStaffmemberplacingthemselvesorastudentina potentiallyvulnerablesituation.Furthermore,consensualdatingorromanticrelationshipsbetweenanemployeeand acurrentstudent,orbetweenasupervisorandnon-supervisorialemployeeattheuniversitymaybeconstruedas,or mayinfactbe,harassment.Becauseapositionofpowerorcontrolexistsinsuchrelationships,“consent”is ambiguous.Therefore,ifachargeofsexualharassmentissubsequentlylodged,itwillbedifficulttoproveimmunity ongroundsofmutualconsentandmaymakeanindividualliableforachargeofsexualharassmentordiscrimination onthebasisofsex.

AllVanguardUniversityFaculty,StaffandVolunteersareexpectedtoperformtheirresponsibilitiesinamannerthat isconsistentwiththemissionandvaluesoftheUniversity.Consensualromanticrelationshipscanleadtoconflictsof interestandbecomepotentiallyexploitativewhentheyinvolvecolleaguesintheworkplaceorthoseteachingorin mentoringrelationships.Therefore,romanticrelationshipsarenotpermittedbetweenUniversityFaculty,Staff,or volunteersandcurrenttraditionalundergraduatestudents;orbetweensupervisorsandtheirdirectreportsorthose withwhomtheyhaveactualorperceivedcontrolororganizationalinfluenceduetotheirleadershiprole.NOTE:In caseswhereastudentintheGraduateandProfessionalEducation(GPE)programisdatingastafforfacultymember, thatstafforfacultymembercannotbeinapositionofauthorityorcontroloverthatstudent,i.e.cannotteachthemin theclassroom,orsupervisethemshouldtheyhaveapart–timejoboncampus.Romanticrelationshipsmayinclude butarenotlimitedtoapatternofexclusivitybetweentwoindividuals,physicaltouchingthatimpliesromantic intentionordesire,actualphysicalintimacy,orwrittencommunicationorotheractionthatimpliesordirectlyshows asignofromanticinterest.

VanguardUniversityrecognizesthatitsEmployeesmaydeveloppersonalrelationshipsinthecourseoftheir employment.However,inanefforttopreventfavoritism,moraleproblems,disputesormisunderstandings,potential sexualharassmentclaims,andtoremaintrueandconsistentwiththeUniversity’sMissionandValues,anyonewho hasmanagementresponsibilityarenotpermittedtodateorhaveromanticrelationshipswithsubordinateEmployees orothernon-managementStafforUniversityFacultyforwhichtheyhaveactualorperceivedcontrolor organizationalinfluenceduetotheirleadershiprole.Inaddition,nomemberoftheAdministration,StafforFaculty, regardlessoftheirlevelpositionattheUniversityispermittedtodateorhaveintimaterelationshipwithacurrent traditionalundergraduatestudent.RelationshipsbetweenUniversityFacultyandstudentsand,Staffandstudents shouldbetransparentandonlyafriendshipormentoringrelationship.Thispolicyapplieswhenfaculty,staffand studentstravel.Noindividualfaculty,stafforvolunteeraretoshareahotelorsimilarsuchroomwithanindividual Vanguardstudentunderanycircumstances.Wheneverpossiblefacultyandstaffshouldsleepinaseparateroom. Violationofthispolicymayresultindiscipline,includingtermination.Furthermore,co-workersarediscouragedfrom datingorpursuingromanticrelationshipswitheachother,especiallywhentheserelationshipsmaycreateaconflict ofinterest,causedisruption,createanegativeorunprofessionalworkenvironment,orpresentconcernsregarding supervision,safety,security,morale,orconflictwiththeMissionofVanguardUniversity.Ifintimaterelationshipsdo

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occurbetweencoworkers,VanguardUniversitywillnotberesponsibleforissuesresultingfromthatrelationshipthat takeplaceawayfromtheworkplace,e.g.possiblefallingoutofthatrelationship.VanguardUniversitydoesreservethe righttointervene/discipline/transferindividualsintheaforementionedrelationshipwhen,inAdministration’s opinion,issuesbecomedisruptivetotheworkplaceorhavethepotentialforconflictofinterest,favoritism,orother concernsthatwouldbeinconflictwiththepoliciesof,orMissionoftheinstitution.Allemployeesshouldalso rememberthatVanguardUniversitymaintainsastrictBoardpolicyagainstunlawfulharassmentofanykind, includingsexualharassment.VanguardUniversitywillvigorouslyenforcethispolicyconsistentwithallapplicable federal,state,andlocallaws.AsstatedinourSexualHarassmentPreventionPolicy,thereareseveralreporting vehiclestoensureemployeesandcommunitymembershaveawaytoreportunwantedand/orunlawfulbehavior.19

19 LanguageistakenformtheUniversity’sDating/FraternizationPolicy(CF:60:D:005)

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APPENDIX E: VIOLENCE RISK ASSESSMENT (VRA)

Threatassessmentistheprocessofassessingtheactionabilityofviolencebyapersonagainstanotherpersonor groupfollowingtheissuanceofadirectorconditionalthreat.A Violence Risk Assessment (VRA) isabroaderterm usedtodescribeassessmentofanypotentialviolenceordanger,regardlessofthepresenceofavague,conditional,or directthreat.

ImplementingaVRArequiresspecifictraining.Itistypicallyconductedbypsychologists,clinicalcounselors,social workers,casemanagers,lawenforcementofficers,studentconductprofessionals,and/orotherBehavioral InterventionTeam(BIT)(sometimesknownasCAREteam)members.

AVRAoccursincollaborationwiththeBehavioralInterventionTeamandmustbeunderstoodasanongoingprocess, ratherthanasasingleevaluationormeeting.AVRAisnotanevaluationforaninvoluntarybehavioralhealth hospitalization(e.g.,5150inCalifornia),norisitapsychologicalormentalhealthassessment.

AVRAassessestheriskofactionableviolence,oftenwithafocusontargeted/predatoryescalations.Itissupportedby researchfromlawenforcement,criminology,humanresources,andpsychology.

WhenconductingaVRA,theassessor(s)use(s)anevidence-basedprocessconsistingof:

1) Anappraisalof risk factors thatescalatethepotentialforviolence.

2) Adeterminationofstabilizinginfluences,or protective factors,thatreducetheriskofviolence.

3) Acontextual analysis of violence risk byconsideringenvironmentalcircumstances,hopelessness,and suicidality;catalystevents;natureandactionabilityofthethreat;fixationandfocusontarget;grievance collection;andactionandtimeimperativeforviolence.

4) Theapplicationof intervention and management approachestoreducetheriskofviolence.

Toassessaperson’slevelofviolencerisk,theCoordinatorwillinitiatetheVRAprocessthroughtheBehavioral InterventionTeam.TheBehavioralInterventionTeamwillassignatrainedperson(s)toperformtheassessment, accordingtothespecificnatureofthecomplaint.

Theassessor(s)willfollowtheprocessforconductingaVRAasoutlinedintheBehavioralInterventionTeammanual andwillrelyonaconsistent,research-based,reliablesystemthatallowsfortheevaluationoftherisklevels.

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SomeexamplesofformalizedapproachestotheVRAprocessincludeTheNABITARiskRubric,20 TheStructured InterviewforViolenceRiskAssessment(SIVRA-35),21 ViolenceRiskAssessmentoftheWrittenWord(VRAWW),22 WorkplaceAssessmentofViolenceRisk(WAVR-21),23 HistoricalClinicalRiskManagement(HCR-20),24 andMOSAIC.25

TheVRAisconductedindependentlyfromtheResolutionProcess,informedbyit,butfreefromoutcomepressure. Theperson(s)conductingtheassessmentwillbetrainedtomitigateanybiasandprovidetheanalysisandfindingsin afairandequitablemanner.

TheBehavioralInterventionTeammember(s)conductsaVRAprocessandmakesarecommendationtothe CoordinatorastowhethertheVRAindicatesthereisasubstantial,compelling,and/orimminentandseriousthreatto thehealthand/orsafetyofapersonorthecommunity.

Insomecircumstances,theCoordinatormaydeterminethataVRAshouldbeconductedbytheBehavioral InterventionTeamaspartoftheinitialevaluationofaComplaintunderthisPolicy.AVRAcanaidincriticaland/or requireddeterminations,including:

1) WhethertoremovetheRespondentonanemergencybasisbecauseofanimmediatethreattoapersonorthe community’shealth/safety(EmergencyRemoval)

2) WhethertheCoordinatorshouldpursue/initiateaComplaintabsentawilling/ableComplainant

3) Whetherthescopeofaninvestigationshouldincludeanincident,and/orpatternofmisconduct,and/or climateofdiscriminationorharassment

4) Tohelpidentifypotentialpredatoryconduct

5) Tohelpassess/identifygroomingbehaviors

6) WhetheritisreasonabletotrytoresolveaComplaintthroughInformalResolution,andifso,whatapproach maybemostsuccessful

7) WhethertoimposetranscriptnotationorcommunicatewithatransferinstitutionaboutaRespondent

8) Assessmentofappropriatesanctions/remedies(tobeappliedpost-determination)

9) WhetheraCleryActTimelyWarning/Trespassorder/PersonaNonGrataisneeded

Acompellingrisktohealthand/orsafetymayresultfromevidenceofpatternsofmisconduct,predatoryconduct, threats,abuseofminors,useofweapons,and/orviolence.Institutionsmaybecompelledtoactonallegedemployee misconductirrespectiveofaComplainant’swishes.

20 https://www.nabita.org/training/nabita-risk-rubric/

21 https://www.nabita.org/training/sivra-35/

22 https://www.nabita.org/training/vraww/

23 www.wavr21.com

24 http://hcr-20.com

25 www.mosaicmethod.com

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APPENDIX F: ATIXA PREGNANCY AND RELATED CONDITIONS AND PARENTING STUDENT MODEL POLICY FOR HIGHER EDUCATION

NON-DISCRIMINATION STATEMENT

Vanguarddoesnotdiscriminateinitseducationprogramoractivityagainstanyapplicantforadmission,student, applicantforemployment,oremployeeonthebasisofcurrent,potential,orpastpregnancyorrelatedconditionsas mandatedbyTitleIXoftheEducationAmendmentsof1972(TitleIX).VanguardprohibitsmembersofVanguard communityfromadoptingorimplementinganypolicy,practice,orprocedurewhichtreatsanapplicantforadmission, student,applicantforemployment,oremployeedifferentlyonthebasisofcurrent,potential,orpastparental,family, ormaritalstatus.Thispolicyanditspregnancy-relatedprotectionsapplytoallpregnantpersons,regardlessofgender identityorexpression.Wherepermittedbylawandinrelationtotheschool’sheritageandmission,Vanguarddoes exercisereligiouspreferencethroughouttheUniversity,andthereforeemploysindividualswhoarecompatiblewith theinstitution’smissionandstatementoffaith.Thisappliestoallemploymentpracticeswithintheuniversity.

Definitions

• Familial Status. Theconfigurationofone’sfamilyorone’sroleinafamily.

• Marital Status. Thestateofbeingmarriedorunmarried.

• Parental Status. Thestatusofapersonwho,withrespecttoanotherpersonwhoisundertheageof18,26 isa biological,adoptive,foster,orstepparent;alegalcustodianorguardian;inlocoparentiswithrespecttosuch aperson;oractivelyseekinglegalcustody,guardianship,visitation,oradoptionofsuchaperson.

• Pregnancy and Related Conditions. Thefullspectrumofprocessesandeventsconnectedwithpregnancy, includingpregnancy,childbirth,terminationofpregnancy,orlactation;relatedmedicalconditions;and recoverytherefrom.27

• Reasonable Modifications. IndividualizedmodificationstoVanguard’spolicies,practices,orproceduresthat donotfundamentallyalterVanguard’seducationprogramoractivity.

Information Sharing Requirements

AnyVanguardemployeewhobecomesawareofastudent’spregnancyorrelatedconditionisrequiredtoprovidethe studentwiththeCoordinator’scontactinformationandcommunicatethattheCoordinatorcanhelptakespecific

26 Orapersonwhois18orolderbutwhoisincapableofself-carebecauseofamentalorphysicaldisability.

27 “TheDepartmentinterprets‘terminationofpregnancy’tomeantheendofpregnancyinanymanner,including,miscarriage,stillbirth,or abortion.”NondiscriminationontheBasisofSexinEducationProgramsorActivitiesReceivingFederalFinancialAssistance,89F.R.33474,April 29,2024,codifiedat34C.F.R.106.

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actionstopreventdiscriminationandensureequalaccesstoVanguard’seducationprogramandactivity.Ifthe employeehasareasonablebeliefthattheCoordinatorisalreadyawareofthepregnancyorrelatedcondition,the employeeisnotrequiredtoprovidethestudentwiththeCoordinator’scontactinformation.

Uponnotificationofastudent’spregnancyorrelatedcondition,theCoordinatorwillcontactthestudentandinform thestudentofVanguard’sobligationsto:

• Prohibitsexdiscrimination.

• Providereasonablemodifications.

• Allowaccess,onavoluntarybasis,toanyseparateandcomparableportionoftheinstitution’seducation programoractivity.

• Allowavoluntaryleaveofabsence.

• Ensurelactationspaceavailability.

• MaintainaResolutionProcessforallegeddiscrimination.

• Treatpregnancyascomparabletoothertemporarymedicalconditionsformedicalbenefit,service,plan,or policypurposes.

TheCoordinatorwillalsonotifythestudentoftheprocesstofileacomplaintforallegeddiscrimination,harassment, orretaliation,asapplicable.

Reasonable Modifications for Students

StudentswhoarepregnantorareexperiencingrelatedconditionsareentitledtoReasonableModificationstoprevent sexdiscriminationandensureequalaccesstoVanguard’seducationprogramandactivity.Anystudentseeking ReasonableModificationsmustcontacttheCoordinatortodiscussappropriateandavailableReasonable Modificationsbasedontheirindividualneeds.StudentsareencouragedtorequestReasonableModificationsas promptlyaspossible,althoughretroactivemodificationsmaybeavailableinsomecircumstances.Reasonable Modificationsarevoluntary,andastudentcanacceptordeclinetheofferedReasonableModifications.Notall ReasonableModificationsareappropriateforallcontexts.

ReasonableModificationsmayinclude:

• Breaksduringclasstoexpressbreastmilk,breastfeed,orattendtohealthneedsassociatedwithpregnancyor relatedconditions,includingeating,drinking,orusingtherestroom

• Intermittentabsencestoattendmedicalappointments

• Accesstoonlineorhomeboundeducation

• Changesinscheduleorcoursesequence

• Timeextensionsforcourseworkandreschedulingoftestsandexaminations

• Allowingastudenttositorstand,orcarryorkeepwaternearby

• Counseling

• Changesinphysicalspaceorsupplies(forexample,accesstoalargerdeskorafootrest)

• Elevatoraccess

• Alargeruniformorotherrequiredclothingorequipment

• Otherchangestopolicies,practices,orproceduresdeterminedbytheCoordinator

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Insituationssuchasclinicalrotations,performances,labs,andgroupwork,theinstitutionwillworkwiththestudent todeviseanalternativepathtocompletion,ifpossible.Inprogressivecurricularand/orcohort-modelprograms, medicallynecessaryleavesaresufficientcausetopermitthestudenttoshiftcourseorder,substitutesimilarcourses, orjoinasubsequentcohortwhenreturningfromleave.Studentsareencouragedtoworkwiththeirfacultymembers andVanguard’ssupportsystemstodeviseaplanforhowtobestaddresstheconditionsaspregnancyprogresses, anticipatetheneedforleaves,minimizetheacademicimpactoftheirabsence,andgetbackontrackasefficientlyand comfortablyaspossible.TheCoordinatorwillassistwithplandevelopmentandimplementationasneeded.

SupportingdocumentationforReasonableModificationswillonlyberequiredwhenitisnecessaryandreasonable underthecircumstancestodeterminewhichReasonableModificationstooffertodetermineotherspecificactionsto taketoensureequalaccess.

Informationaboutpregnantstudents’requestsformodificationswillbesharedwithfacultyandstaffonlytothe extentnecessarytoprovidetheReasonableModification.

Studentsexperiencingpregnancy-relatedconditionsthatmanifestasatemporarydisabilityundertheAmericanswith DisabilitiesAct(ADA)orSection504oftheRehabilitationActareeligibleforreasonableaccommodationsjustlike anyotherstudentwithatemporarydisability.TheCoordinatorwillconsultwithdisabilitystafftoensurethestudent receivesreasonableaccommodationsfortheirdisabilityasrequiredbylaw.

Certification to Participate

Allstudentsshouldbeinformedofhealthandsafetyrisksrelatedtoparticipationinacademicandco-curricular activities,regardlessofpregnancystatus.Astudentmaynotberequiredtoprovidehealthcareproviderorother certificationthatthestudentisphysicallyabletoparticipateintheprogramoractivity,unless:

THE CERTIFIED LEVEL OF PHYSICAL ABILITY OR HEALTH IS NECESSARY FOR PARTICIPATION; THE INSTITUTION REQUIRES SUCH CERTIFICATION OF ALL STUDENTS PARTICIPATING; AND THE INFORMATION OBTAINED IS NOT USED AS A BASIS FOR PREGNANCY-RELATED DISCRIMINATION.

Lactation Space Access

TheRecipientprovidesstudentsandemployeeswithaccesstolactationspacesthatarefunctional,appropriate,and safe.Suchspacesareregularlycleaned,shieldedfromview,andfreefromtheintrusionofothers.

TITLE IX AND SEXUAL MISCONDUCT POLICY FOR ALL STUDENTS AND UNIVERSITY PERSONNEL

MAINTAINED BY: Student Development Committee

APPROVED: November 3, 2025

LAST REVIEWED: November 3, 2025

Leaves of Absence

A. Students

Studentsarepermittedtotakeavoluntaryleaveofabsenceforareasonabletimeasdeemedmedicallynecessaryby theirhealthcareproviderbecauseofpregnancyand/orthebirth,adoption,orplacementofachild.Theleaveterm maybeextendedinthecaseofextenuatingcircumstancesormedicalnecessity.Whileregisteredunderthatstatus, studentswhochoosetotakealeaveofabsenceunderthispolicycanelecttokeeptheirhealthinsurancecoverageand continueresidinginRecipienthousing,subjecttothepaymentofapplicablefees.

Totheextentpossible,Vanguardwilltakereasonablestepstoensurethatstudentswhotakealeaveofabsenceor medicalleavereturntothesamepositionofacademicprogressthattheywereinwhentheytookleave,including accesstothesameoranequivalentcoursecatalogthatwasinplacewhentheleavebegan.

Continuationofstudents’scholarships,fellowships,orsimilarVanguard-sponsoredfundingduringtheleavetermwill dependonstudentregistrationstatusandthepoliciesofthefundingprogramregardingregistrationstatus.Students willnotbenegativelyimpactedbyorforfeittheirfutureeligibilityfortheirscholarship,fellowship,orsimilar Recipient-supportedfundingbyexercisingtheirrightsunderthispolicy.

TheTitleIXOfficecanandwilladvocateforstudentswithrespecttofinancialaidagenciesandexternalscholarship providersintheeventthataleaveofabsenceplaceseligibilityintoquestion.

Inordertoinitiatealeaveofabsence,thestudentmustcontacttheCoordinatoratleast30calendardayspriortothe initiationofleave,orassoonaspracticable.TheCoordinatorwillassistthestudentincompletinganynecessary paperwork.

Employees

Pregnancyandrelatedconditionswillberegardedasajustificationforaleaveofabsencewithoutpayfora reasonableperiodoftime.

EmployeeswhotakeleaveunderTitleIXmustbereinstatedtothestatusheldwhenleavebeganoracomparable positionwithoutanegativeeffectonanyemploymentprivilegeorright.

Policy Dissemination and Training

Acopyofthispolicywillbemadeavailabletofacultyandemployeesinannuallyrequiredtrainingandpostedon Vanguardwebsite.Vanguardwillalertallnewstudentsaboutthispolicyandthelocationofthispolicyaspartof orientation.TheTitleIXOfficewillmakeeducationalmaterialsavailabletoallmembersofVanguardcommunityto promotecompliancewiththispolicyandfamiliaritywithitsprocedures.