Privacy & Procedures

Privacy & Confidentiality

Confidentiality:

On campus, only Health Services, Counseling Services, and Campus Ministry's ordained priests acting in their official capacity can truly be confidential. All other NU employees have an obligation to immediately report any incident of discrimination, including sexual assault and intimate partner violence, to the Office for Equity & Inclusion and Title IX Coordinator. There, your privacy will be respected as much as possible.

Privacy:

The Office for Equity & Inclusion (OEI) will respect a complainant's  (and every person's) privacy as much as possible. In cases of sexual assault, stalking, domestic/dating violence, the complainant is in control of whether any action or investigation moves forward, and the complainant's identity can remain private. Only in instances of imminent danger to the campus or the threat of a repeated attack by the perpetrator will any action take place without the complainant's request, and even then, will be done so in a way to protect the complainant's identity as much as possible and will never force a complainant to participate in the investigation. 

Amnesty (Alcohol & Drugs):

Minor and moderate student conduct violations and crimes that are revealed in reports to the Office for Equity & Inclusion (OEI) will not be pursued or prosecuted by campus officials. This especially applies to alcohol and drug possession violations. In most cases, these violations will not even be disclosed, except insofar as they are relevant to investigations and/or witness reports. This applies to victims, complainants, respondents, witnesses, the accused, and/or anyone providing information. New York State Police have also indicated that they have a similar view as to the prosecution of minor crimes that are revealed during sex assault and intimate partner violence investigations.  

Statute of Limitations:

There is no statute of limitations (or time limit) for when a complainant can file a claim with the OEI, even if the incident occurred years prior. There are, however, statutes of limitations on bringing criminal cases against defendants; for more info on criminal law statutes of limitations, contact the Title IX Coordinator or the police directly. 

Retaliation:

Retaliation, which is materially adverse action taken against a person for reporting or objecting to  discrimination, sexual harassment,  sexual assault, dating/domestic violence or for participating in an investigation or other proceeding related to discrimination, sexual harassment, sexual assault, dating/domestic violence is a violation of this Policy, whether or not it occurred.

This applies to any activity on or off campus, through direct or indirect conduct, via electronic means or social media, or through third parties. Reports of retaliation will be accepted, evaluated and handled under the same processes and procedures set forth in this Policy. Any action that would keep an individual from coming forward to make or support a claim of unlawful harassment or discrimination may constitute retaliation. Such retaliation is unlawful under federal, state, and (where applicable) local law. For example, both the New York State Human Rights Law and Title VII of the Civil Rights Act of 1964 protect individuals who engage in “protected activity.”

Protected activity occurs when a person has:

  • Made a complaint of sexual harassment, either internally or with any anti-discrimination agency;
  • Testified or assisted in a proceeding involving sexual harassment under Title VII, the Human Rights Law, or other anti-discrimination law;
  • Opposed sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of harassment;
  • Reported that another employee has been sexually harassed; or
  • Encouraged a fellow employee to report sexual harassment.

Even if the alleged discrimination, sexual harassment,  sexual assault, dating/domestic violence does not rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, the retaliation provision is not intended to protect persons making intentionally false charges of discrimination, sexual harassment,  sexual assault, dating/domestic violence. Those found responsible for engaging in retaliation will be subject to discipline.