Sexual or Gender-based harassment is unwelcome sexual advances, requests for sexual favors and other verbal, physical, or electronic conduct of a sexual nature that, from the perspective of a reasonable person, creates a hostile, intimidating, or abusive environment; involve verbal, physical, or electronic conduct based on a person’s sex, gender, or sex-stereotyping that, from the perspective of a reasonable person, creates a hostile, intimidating, or abusive environment, even if those acts do not involve conduct of a sexual nature; including harassment for displaying what is perceived as a stereotypical characteristic for one’s sex or for failing to conform to stereotypical notions of masculinity and femininity, regardless of the actual or perceived sex, gender, gender identity, or gender expression of the person(s) involved

Examples include:

• Attempting to coerce an unwilling person into a sexual relationship;
• Repeatedly subjecting a person to egregious, unwelcome sexual attention;
• Punishment for refusal to comply with a sexually based request;
• Conditioning a benefit on complying with sexual advances.

Types of Sexual Harassment:

• Hostile Environment includes any situation in which there is harassing conduct that is sufficiently severe, persistent, or pervasive that it alters the conditions of employment, or limits, interferes with or denies educational benefits or opportunities, from both a subjective (the alleged victim’s viewpoint) and objective (reasonable person’s) viewpoint.The determination of whether an environment is “hostile” must be based on all of the circumstances. These circumstances could include, but not limited to:
  • The frequency of the conduct;
  • The nature and severity of the conduct;
  • Whether the conduct was physically threatening;
  • Whether the conduct was humiliating or perceived as humiliating;
  • The effect of the conduct on the alleged victim’s mental or emotional state;
  • Whether the conduct was directed at more than one person;
  • Whether the conduct arose in the context of other discriminatory conduct;
  • Whether the conduct unreasonably interfered with the alleged victim’s educational or work performance;
  • Whether the statement is a mere utterance of an epithet which engenders offense in an employee or student, or offends by mere discourtesy or rudeness;
  • Whether the speech or conduct deserves the protection of academic freedom or the 1st Amendment.
• Quid pro quo sexual harassment exists when there are unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature; and submission to or rejection of such conduct results in adverse educational or employment actions.
• Retaliatory harassment is an adverse employment or educational action taken against a person because of the person’s participation in a complaint or investigation of discrimination or sexual misconduct.

As stipulated by the Federal Bureau of Investigation’s (FBI) updated definition in the UCR Summary Reporting System, rape means the penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim.

This definition includes any sex of victim or Perpetrator. Sexual penetration means the penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person. This definition also includes instances in which the victim is incapable of giving consent because of temporary or permanent mental or physical incapacity (including due to the influence of drugs or alcohol) or because of age. Physical resistance is not required on the part of the victim to demonstrate lack of consent.

Sexual assault is subjecting any person to contact or behavior of a sexual nature for the purposes of sexual gratification without the person’s expressed and explicit consent.

Examples include:

• Intentional contact with the breast, buttocks, groin, or genitals, or touching another with any of these body parts, or making another touch you or themselves with or on any of these body parts.
• Intentional bodily contact in a sexual manner, though not involving contact with/of/by breast, buttocks, groin, genitals, mouth or other orifice.

For more information on North Carolina’s General Statutes related to Non-Consensual Sexual Contact, please refer to statutes §14-27.4, §14-27.4A, §14-27.5, and §14-27.5A at the North Carolina General Assembly.

Domestic violence includes crimes of violence against a current or former spouse or intimate partner, a person with whom the student shares a child in common, a person with whom the student cohabitates or has cohabitated as a spouse, a person similarly situated to the student as a spouse, a person who is related to the student as a parent, child or person who is related to the student as a grandparent or grandchild.

• Physical Abuse: Hitting, slapping, shoving, grabbing, pinching, biting, hair pulling, etc. are types of physical abuse. This type of abuse also includes denying a partner medical care or forcing alcohol and/or drug use upon him or her.
• Sexual Abuse: Coercing or attempting to coerce any sexual contact or behavior without consent. Sexual abuse includes, but is certainly not limited to: marital rape, attacks on sexual parts of the body, forcing sex after physical violence has occurred, or treating one in a sexually demeaning manner.
• Emotional Abuse: Undermining an individual’s sense of self-worth and/or self-esteem is abusive. This may include, but is not limited to constant criticism, diminishing one’s abilities, name-calling, or damaging one’s relationship with his or her children.
• Economic Abuse: Is defined as making or attempting to make an individual financially dependent by maintaining total control over financial resources, withholding one’s access to money, or forbidding one’s attendance at school or employment.
• Psychological Abuse: Elements of psychological abuse include – but are not limited to – causing fear by intimidation; threatening physical harm to self, partner, children, or partner’s family or friends; destruction of pets and property; and forcing isolation from family, friends, or school and/or work.

Domestic violence can happen to anyone regardless of race, age, sexual orientation, religion, or gender. Domestic violence affects people of all socioeconomic backgrounds and education levels. Domestic violence occurs in both opposite-sex and same-sex relationships and can happen to intimate partners who are married, living together, or dating.

Domestic violence not only affects those who are abused, but also has a substantial effect on family members, friends, co-workers, other witnesses, and the community at large. Children who grow up witnessing domestic violence are among those seriously affected by this crime. Frequent exposure to violence in the home not only predisposes children to numerous social and physical problems, but also teaches them that violence is a normal way of life, thereby increasing their risk of becoming society’s next generation of victims and abusers.

For more information on North Carolina’s General Statute related to domestic violence, please refer to statute §50B-1 at the North Carolina General Assembly.

Dating violence includes crimes of violence against a person with whom the person has or had a social relationship or a romantic or intimate relationship. The existence of such a relationship shall be determined based on a consideration of the following factors:

• The length of the relationship
• The type of relationship
• The frequency of interaction between the persons involved in the relationship

The North Carolina General Statute §50B-1 for domestic violence also includes dating violence within the statute.

Stalking is engaging in a course of conduct directed to a specific person that would cause a reasonable person to fear for his/her safety or the safety of others or suffer substantial emotional distress by placing that person in fear of death, bodily injury or continued harassment.

Stalking can include:

• Repeated, unwanted, intrusive, and frightening communications from the perpetrator by phone, mail, and/or email.
• Repeatedly leaving or sending victim unwanted items, presents, or flowers.
• Following or laying in wait for the victim at places such as home, school, work, or recreation place.
• Making direct or indirect threats to harm the victim, the victim’s children, relatives, friends, or pets.
• Damaging or threatening to damage the victim’s property.
• Harassing the victim through the Internet.
• Posting information or spreading rumors about the victim on the Internet, in a public place, or by word of mouth.
• Obtaining personal information about the victim by accessing public records, using internet search services, hiring private investigators, going through the victim’s garbage, following the victim, contacting victim’s friends, family work, or neighbors, etc.

For more information on North Carolina’s General Statute related to stalking, please refer to statute §14-277.3A at the North Carolina General Assembly.

Gender-based and/or sexual misconduct is not the fault of the victim. It can happen to anyone, and it typically happens from people, in which the victim is acquainted. It is estimated that about 80% of all sexual assaults are committed by an acquaintance and the majority of the assaults occur on a date.

The following is a list of things you can do to reduce the risk of being involved in sexual or relationship abuse.

• Do not put personal information on social media websites.
• Always be aware of your surroundings.
• If you are going out, tell your friends where you are going and who will be with you.
• Stay with a group of friends at the club or the party. Do not get isolated from group, or walk alone.
• Be clear about your emotional and physical boundaries with people and communicate when those boundaries are not being respected.
• Do not accept drinks from strangers and protect the drinks you bought.
• Do not use drugs and carefully monitor your alcohol intake. Both substances can have a negative impact on your judgment.
• Park in areas that have good lighting, and keep your keys in hand.
• Keep your car, room, and/or house locked.
• Limit the amount of items you carry – this is will limit your ability to run or fight.
• Trust your “gut.” If it feels wrong, then it probably is wrong.
• Watch out for your friends and ask them to watch out for you.

The following list of behaviors are common in people who abuse their partner. If you notice any of these warning signs, please seek help from the SCC Campus Police or the Office of Health, Wellness, and Development as soon as possible.

Common warning signs:

• Abuse in previous relationships
• Use of force, threats, or violence in an argument
• Destructive behavior, such as throwing or breaking objects
• Jealousy and controlling behavior
• Cruelty to animals and children
• Isolation of family and friends
• Lack of accountability for their problems
• Unpredictable personality

For more information about healthy and abusive relationships, please visit The Red Flag Campaign.

Bystander intervention can prevent sexual or relationship misconduct from happening to someone. It is important to know what actions and interventions you can take when and if you find yourself in this position. Below are common interventions that you may find helpful.

Common bystander interventions:

• Notice that the offense is occurring by naming or identifying the inappropriate behavior.
• Take action by getting help or by providing a distraction to stop the offense.
• Support the victim by listening, offering reassurance, and encouragement.
• Report the offenses to the proper authorities.
• Speak out and be an advocate for preventing sexual or relationship misconduct.

For more information about bystander intervention please visit the National Sexual Violence Resource Center.

There are numerous resources both on-campus and off-campus to anyone that has experienced sexual or relationship violence. A list of the resources can be found under the resources link on our Title IX and VAWA website. The following steps will provide you with a guide if you find yourself involved in sexual or relationship violence.

• Call 911 immediately.
  If the sexual assault happens on-campus or off-campus, the 911 operator will contact the SCC Police Department or the local law enforcement agency.
• Get to a safe place and try to all preserve evidence.
  After an assault, you may be in a state of shock. Wrap yourself in something warm, and try to preserve all evidence.
  Do Not: Bathe/shower/douche, eat/ drink, smoke, brush your teeth or hair, urinate or wash your clothing.
  Put the clothes you were wearing into a paper (not plastic) bag. Plastic bags draws moisture and the moisture could contaminate the evidence.
• Call a trusted friend or family member.
  Receiving comfort and support from a friend or family member helps restore a sense of safety and contributes to better decision-making.
• Seek medical attention.
  You may have injuries of which you’re unaware; you also should be tested for sexually transmitted diseases and pregnancy (if applicable). A medical exam for evidence collection (by a qualified forensic nurse examiner) is strongly recommended and should be done as soon as possible, or at least within 72 hours of the assault.
• Report the assault promptly.
  Reporting an assault does not commit you to filing charges and you can decide at any time not to pursue the case. While it is important that perpetrators be held accountable and prevented from doing this to others, you should never let anyone pressure you if you know you do not want to report.
• Talk with a counselor.
  Working with a counselor can accelerate recovery and help you manage post-traumatic symptoms. At SCC, the Office of Health, Wellness, and Development offers free counseling for students, and can work with you to find community resources that can help you during your time of recovery. The SCC counselor can also speak with you in confidence about the assault.
• Take care of yourself.
  Rest, eat well, seek social support, and engage in activities that are healing for you and your body.

Rights of the Reporting Party 

1. The right to a thorough, reliable, and impartial investigation and appropriate resolution of all credible reports or notice of discrimination, harassment, or sexual misconduct made in good faith to the Coordinator.
2. The right to be treated with respect by the Coordinator.
3. The right to not be pressured to informally resolve any reported misconduct involving violence, including sexual violence.
4. The right to not be discouraged by the Coordinator from reporting discrimination, harassment, or sexual misconduct to either on or off-campus authorities
5. The right to be informed by the Coordinator of options to notify law enforcement and to be assisted by campus authorities; this includes the right not to report.
6. The right to be notified of available counseling and victim advocacy assistance, both on and off-campus.
7. The right to a campus no contact order when someone has engaged in or threatens to engage in stalking, threatening, harassing, or other improper behavior that presents a danger to the welfare of the reporting party or others.
8. The right to notification of and assistance with change in academic situations after an alleged sexual misconduct incident, if such changes are reasonably available.
9. The right to review all documentation available regarding the allegation, including the investigative report, subject to the privacy limitations imposed by state and federal law.
10. The right to regular updates on the status of the investigation and/or resolutions.
11. The right to bring an advocate or advisor to all phases of the process.
12. The right to a fundamentally fair resolution and a disciplinary process that is prompt, effective, and equitable.
13. The right to be informed of the outcome and sanction in writing, without undue delay between the notifications to the parities.
14. The right to have the College impose remedies to end the conduct, prevent recurrence, and remedy effects upon the reporting party and the community.

Statement of Rights of the Responding Party

1. The right to a thorough, reliable, and impartial investigation and appropriate resolution of all credible reports or notice of discrimination, harassment, or sexual misconduct made in good faith to the Coordinator.
2. The right to be treated with respect by the Coordinator.
3. The right to timely written notice of all alleged violations, including the nature of the violation and possible sanctions.
4. The right to an appeal hearing and adequate time for preparation.
5. The right to review all documentation available regarding the allegation, including the investigative report, subject to the privacy limitations imposed by state and federal law.
6. The right to bring an advocate or advisor to all phases of the process.
7. The right to a fundamentally fair resolution and a disciplinary process that is prompt, effective, and equitable.
8. The right to be informed of the outcome and sanction in writing, without undue delay between the notifications to the parties.

If you are victim of gender-based and/or sexual misconduct, please report the incident as soon as possible. Students and employees can fill out our online incident report form and report the incident on-campus to our Title IX Coordinator or the Deputy Title IX Coordinators.

INCIDENT REPORT FORM

Student Reports:
Michelle Musich
Dean of Students
Title IX Coordinator
828.766.1262
Gwaltney Hall
mmusich@mayland.edu

Employee Reports:
Judy McClure
Director, Human Resources
Deputy Title IX Coordinator
828.766.1272
Gwaltney Hall
jmcclure@mayland.edu

All non-student college personnel are considered Responsible Employees.  This means that all non-student college employees are required to report to a Coordinator all relevant details reported to him or her about an incident of alleged sexual misconduct.  Only campus counselors are considered Confidential Employees and are not required to report incidents of sexual misconduct to a Coordinator if confidentiality is requested by the student.  This type of employee does not have disclose an incident unless he/she thinks you or the campus community may be imminent danger.

To make a confidential report:
Doug Dewar
Director of Counseling and Disability Services
828.766.1256
Gwaltney Hall
ddewar@mayland.edu

Maria Braswell
SOAR Personal Counselor828.766.1261Gwaltney Hall