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Title IX refer to policies and procedures related to investigating and adjudicating instances of potential sexual harassment and misconduct.

PDFs of the trainings below are available upon request.

Title IX Policy and Process Training

Rachel Koegel, Interim Director of Title IX and Civil Rights Compliance, current Feb. 2024

Staff

Rachel Koegel
Interim Director of Title IX and Civil Rights Compliance
koegel@hamilton.edu

Judie Trimboli
Campus Investigator and Compliance Officer
jtrimbol@hamilton.edu

Title IX Prohibited Conduct

Prohibited Conduct where the context and circumstances of the conduct fall within the scope of Title IX, including but not limited to:

  • That the Complainant was in the United States at the time of the alleged conduct,
  • That the Complainant is participating in or seeking to participate in the College’s education program or activity at the time of the complaint, and
  • That the conduct occurred in the context of the College’s education program or activity
  • That the conduct meets the definition of Sexual Harassment under Title IX

Non-Title IX Prohibited Conduct

Is sexual misconduct that is prohibited even if: 

  • the conduct occurs off-campus, 
  • the conduct occurs outside the United States, 
  • the Complainant is not participating or seeking to participate in the College’s education program or activity, or 
  • otherwise in circumstances over which the College does not have influence or control, including but not limited to during academic breaks.
  • The conduct does not meet the definition of Title IX Sexual Harassment but meets the College definition of Non-Title IX Sexual Harassment.

Title IX Sexual Harassment

Includes conduct on the basis of sex, including gender, sexual orientation, or gender identity or expression, that falls within one of the two following categories:

  • Quid pro quo: An employee of the College conditioning the provision of an aid, benefit, or service of the College on an individual’s participation in unwelcome sexual conduct.
  • Hostile environment: Unwelcome conduct of a sexual nature that a reasonable person would find to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the College’s education program or activity.

Other Forms of Title IX Prohibited Conduct

  • Title IX Sexual Assault
    • Non-Consensual Sexual Contact
    • Non-Consensual Sexual Act
    • Incest
    • Statutory Rape
  • Title IX Retaliation
  • Title IX Domestic Violence
  • Title IX Dating Violence
  • Title IX Stalking 

Non-Title IX Sexual Harassment

Is defined as unwelcome action, language or visual representation of a sexual nature that has the effect of unreasonably interfering with an individual’s work or academic performance or that creates a hostile working, educational, or living environment, but that does not constitute Title IX Sexual Harassment.

  • This includes quid pro quo (this for that) sexual harassment exists when submission to or rejection of unwelcome sexual advances, requests for sexual  favors or other verbal or physical conduct of a sexual nature results in adverse educational or employment action, or the threat of such adverse action, or  limits or denies an individual’s educational or employment access, benefits, or opportunities.
  • Sexual harassment also includes gender-based harassment, which may include acts of verbal, nonverbal or physical aggression or hostility based on gender,  sexuality or sex- or gender-stereotyping, even if those acts do not involve conduct of a sexual nature.

Other Forms of Non-Title IX Prohibited Conduct

  • Sexual Exploitation
  • Non-Title IX Sexual Assault 
    • Non-Consensual Sexual Contact 
    • Non-Consensual Sexual Act 
  • Non-Title IX Retaliation  
  • Non-Title IX Domestic Violence 
  • Non-Title IX Dating Violence
  • Non-Title IX Stalking  

Affirmative Consent is

  • Is a knowing, voluntary, and mutual decision among all participants to engage in sexual activity.  
  • Is given by words or actions, as long as those words or actions create clear permission regarding willingness to engage in the sexual activity.
  • Is required regardless of whether the person initiating the act is under the influence of drugs and/or alcohol.

Affirmative Consent is not

  • Is not silence or lack of resistance.
  • Is not the result of any coercion, intimidation, force, or threat of harm.
  • Is not Permanent. Consent may be initially given but withdrawn at any time.
    • When consent is withdrawn or can no longer be given, sexual activity must stop.
    • Consent to any sexual act or prior consensual sexual activity between or with any party does not necessarily constitute consent to any other sexual act.
  • Is not variable based upon a participant's sex, sexual orientation, gender identity, or gender expression. 

Affirmative Consent cannot

  • Cannot be given when a person is incapacitated,
  • which occurs when an individual lacks the ability to knowingly choose to participate in sexual activity
  • Incapacitation may be caused by the lack of consciousness or being asleep, being involuntarily restrained, or if an individual otherwise cannot consent. 
  • Depending on the degree of intoxication, someone who is under the influence of alcohol, drugs, or other intoxicants may be incapacitated and therefore unable to consent.

What’s Important to Remember

  • Silence is not considered consent
  • Consent can be taken away at any time.
  • Consent cannot be given as a result of any coercion, intimidation, force, or threat of harm. 
  • Consent cannot be given when a person is incapacitated from the influence of alcohol or drugs.

Reporting: What Happens?

  1. A Hamilton Faculty member, staff member, coach, or residential advisor receives information about a possible incident.
  2. Catherine receives a report of Sexual Misconduct.
  3. Catherine contacts the person who may have experienced Sexual Misconduct to extend an invitation to meet.
    1. The person chooses not to meet with Catherine, OR
    2. Catherine and the person meet to discuss options and review resources, such as:
      • Room changes
      • Extensions
      • Connections to confidential support
      • Information about college policies and procedures

Resources

Investigation: What Happens?

  1. Notice of Complaint is delivered to both parties
  2. Investigator is appointed -generally our internal investigator 
  3. Both parties meet separately with the Investigator. The Investigator asks questions of both parties. 
    1. Any written statements are collected
    2. Advisors are encouraged to attend
  4. Witnesses are identified by the parties and/or the Investigator and are interviewed.
  5. Physical evidence (text messages, police reports, photographs, etc.) is gathered.
  6. Interviews with parties and witnesses are recorded and each individual has an opportunity to review the transcript of their own interview.
  7. Once the investigation concludes, both parties review the draft investigation report, the interview transcripts, and other materials. 
  8. Both parties have ten days to respond in writing.
  9. After responses are gathered, the Investigator issues the final report to the Chair and Title IX Coordinator. 

Hearing: What Happens?

  1. Final Report Delivered to parties and hearing participants
  2. Review Panel
    • HSMB Members
    • Hearing Officer
  3. Prehearing Conference
  4. Generally, the hearing will proceed in the following order:
    • Opportunity for Opening Statement by the Complainant
    • Opportunity for Opening Statement by the Respondent
    • If requested by the Hearing Officer, the Investigator may provide a summary of the results of the investigation by the investigator(s)
    • Questions for the investigator(s) by the Review Panel and/or Hearing Officer and, if desired, on behalf of Complainant and the Respondent (as described below)
    • Questions for the Complainant by the Review Panel and/or Hearing Officer and, if desired, on behalf of the Respondent (as described below)  
    • Questions for the Respondent by the Review Panel and/or Hearing Officer and, if desired, on behalf of the Complainant (as described below)
    • Questions for each witness by the Review Panel and/or Hearing Officer and, if desired, on behalf of Complainant and the Respondent (as described below)
    • Opportunity for Closing Statement by the Complainant
    • Opportunity for Closing Statement by the Respondent
  5. Deliberations
    • Preponderance of the Evidence
    • Majority Vote
  6. Impact Statement
  7. Sanction
  8. Transcript Notation
  9. Notice of Outcome – written determination including:
  10. A description of the charges that were adjudicated; 
    • A description of the procedural steps taken from the submission of the formal complaint through the determination, including notifications to the parties, interviews with parties and witnesses, site visits, methods used to gather other evidence, and hearings held;
    • Findings of fact supporting the determination;
    • Conclusions regarding the application of the Policy to the facts;
    • A statement of, and rationale for, the result as to each allegation, including a determination regarding responsibility, any disciplinary sanctions to be imposed on the Respondent, and whether remedies designed to restore or preserve equal access to the College’s educational programs or activities will be provided to the Complainant; and
    • The procedures and permissible bases for the Complainant and Respondent to appeal.

Appeal: What Happens?

  • Equal Rights to Appeal
  • Grounds for Appeal
    • a sanction inconsistent with the severity of the violation or otherwise inappropriate;
    • procedural irregularity that affected the Review Panel’s determination or the determination regarding dismissal (the Appeals Board is not to substitute its judgments on the merits for that of the Review Panel); 
    • conflict of interest or bias (generally for or against complainants or respondents or individually for or against a party) on the part of the Title IX Coordinator, investigator(s), Hearing Officer, or Review Panel member(s) that affected the Review Panel’s determination or the determination regarding dismissal; and/or
    • the discovery of new evidence that was not reasonably available at the time the determination regarding responsibility, sanction, or dismissal was made that could affect the Review Panel’s determination or the determination regarding dismissal.
  • Seven days to file appeal
  • The Appeals Board may:
    • uphold the original decision as to responsibility, sanction, or dismissal;
    • alter the decision as to responsibility, sanction or dismissal;
    • remand the matter to the Review Panel. The Appeals Board may (but is not required to) take this action when there is a procedural irregularity that could be corrected in a review or the presentation of previously unavailable relevant information that could significantly impact the result of the Review Panel’s determination;
    • remand the matter to the Review Panel with a recommendation that the sanction be modified, together with an explanation of why the original sanction is deemed inappropriate; 
    • remand the matter to the Title IX Coordinator for reinstatement of a dismissed complaint or allegation, together with an explanation of why the dismissal is deemed inappropriate; or
    • remand the matter to an ad hoc Review Panel composed of a new Hearing Officer and members of the SMB not previously involved in the matter. This will be done only in cases in which the Appeals Board has concluded that bias exists, or otherwise when, in the considered opinion of the Appeals Board, the matter would be best addressed by a newly-constituted panel.

  • Sally Cockburn (HSDB Chair) - Professor of Mathematics
  • Scott Barnard - Head Men’s Lacrosse coach and Professor of Physical Education
  • John Geissinger - Head Men’s & Women’s Swimming and Diving Coach and Associate Professor of Physical Education
  • Rob Haberbusch - Head Men’s Hockey Coach and Professor of Physical Education
  • Mark Kinne - Manager of Building Structural Trades
  • Phil Klinkner - Professor of Government
  • Cheryl Morgan - Professor of French and Francophone Studies
  • Dave Murray - Head Football Coach and Professor of Physical Education
  • Deidre Pierson - Associate Director of Athletics and Associate Professor of Physical Education
  • Kristin Strohmeyer - Senior Research and Community Engagement Librarian
  • Katherine Terrell - Professor of Literature

Title IX Policy and Process Training

2020

  • Harassment (including sexual harassment and sexual misconduct) is a form of discrimination prohibited by Hamilton and by the federal government under Title IX. 
  • Every college and university receiving federal funding (including Hamilton) is required to have a Title IX Coordinator.
  • Title IX Coordinators are responsible for educating the community AND for insuring that proper policies and procedures are in place to address any instances of harassment and sexual assault against members of the community. 

Staff

Rachel Koegel
Interim Director of Community Standards (Title IX Coordinator)
rkoegel@hamilton.edu

Effective Date

Federal regulations were issued on May 6, 2020

Federal regulations went into effect on August 14, 2020

No Change in Policy

  • Same conduct covered
  • Standard of evidence
  • Affirmative consent required
  • Responsible employees
  • Protection from retaliation
  • Supportive measures
  • Presumption of “not responsible”
  • Training for individuals involved in the process
  • Equal rights for all parties

Change in Policy

  • Definitions 
  • Formal resolution process
  • Title and role of the Sexual Misconduct Board
  • Hearing process for faculty and staff as well as students

Title IX Prohibited Conduct

Prohibited Conduct where the context and circumstances of the conduct fall within the scope of Title IX, including but not limited to:

  • that the Complainant was in the United States at the time of the alleged conduct, 
  • that the Complainant is participating in or seeking to participate in the College’s education program or activity at the time of the complaint, and
  • that the conduct occurred in the context of the College’s education program or activity
  • that the conduct meets the definition of Sexual Harassment under Title IX

Non-Title IX Prohibited Conduct

Is sexual misconduct that is prohibited even if: 

  • the conduct occurs off-campus, 
  • the conduct occurs outside the United States, 
  • the Complainant is not participating or seeking to participate in the College’s education program or activity, or 
  • otherwise in circumstances over which the College does not have influence or control, including but not limited to during academic breaks.
  • The conduct does not meet the definition of Title IX Sexual Harassment but meets the College definition of Non-Title IX Sexual Harassment.

Title IX Sexual Harassment

Includes conduct on the basis of sex, including gender, sexual orientation, or gender identity or expression, that falls within one of the two following categories:

  • Quid pro quo: An employee of the College conditioning the provision of an aid, benefit, or service of the College on an individual’s participation in unwelcome sexual conduct.
  • Hostile environment: Unwelcome conduct of a sexual nature that a reasonable person would find to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the College’s education program or activity.

Other Forms of Title IX Prohibited Conduct

  • Title IX Sexual Assault
    • Non-Consensual Sexual Contact 
    • Non-Consensual Sexual Act 
    • Incest 
    • Statutory Rape  
  • Title IX Retaliation  
  • Title IX Domestic Violence 
  • Title IX Dating Violence
  • Title IX Stalking  

Non-Title IX Sexual Harassment

Is defined as unwelcome action, language or visual  representation of a sexual nature that has the effect of unreasonably interfering  with an individual’s work or academic performance or that creates a hostile  working, educational, or living environment, but that does not constitute Title IX Sexual Harassment.

  • This includes quid pro quo (this for that) sexual harassment exists when submission to or rejection of unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature results in adverse educational or employment action, or the threat of such adverse action, or limits or denies an individual’s educational or employment access, benefits, or opportunities.
  • Sexual harassment also includes gender-based harassment, which may include acts of verbal, nonverbal or physical aggression or hostility based on gender, sexuality or sex- or gender-stereotyping, even if those acts do not involve conduct of a sexual nature.

Other Forms of Non-Title IX Prohibited Conduct

  • Sexual Exploitation
  • Non-Title IX Sexual Assault 
    • Non-Consensual Sexual Contact 
    • Non-Consensual Sexual Act 
  • Non-Title IX Retaliation  
  • Non-Title IX Domestic Violence 
  • Non-Title IX Dating Violence
  • Non-Title IX Stalking  

Affirmative Consent is

  • Is a knowing, voluntary, and mutual decision among all participants to engage in sexual activity.  
  • Is given by words or actions, as long as those words or actions create clear permission regarding willingness to engage in the sexual activity.
  • Is required regardless of whether the person initiating the act is under the influence of drugs and/or alcohol.

Affirmative Consent is not

  • Is not silence or lack of resistance.
  • Is not the result of any coercion, intimidation, force, or threat of harm.
  • Is not Permanent. Consent may be initially given but withdrawn at any time.
  • When consent is withdrawn or can no longer be given, sexual activity must stop.
  • Consent to any sexual act or prior consensual sexual activity between or with any party does not necessarily constitute consent to any other sexual act.
  • Is not variable based upon a participant's sex, sexual orientation, gender identity, or gender expression.

Affirmative Consent cannot

  • Cannot be given when a person is incapacitated,
    • which occurs when an individual lacks the ability to knowingly choose to participate in sexual activity. 
    • Incapacitation may be caused by the lack of consciousness or being asleep, being involuntarily restrained, or if an individual otherwise cannot consent. 
    • Depending on the degree of intoxication, someone who is under the influence of alcohol, drugs, or other intoxicants may be incapacitated and therefore unable to consent.

What’s Important to Remember

  • Silence is not considered consent
  • Consent can be taken away at any time.
  • Consent cannot be given as a result of any coercion, intimidation, force, or threat of harm. 
  • Consent cannot be given when a person is incapacitated from the influence of alcohol or drugs.

Reporting: What Happens?

  1. A Hamilton Faculty member, staff member, coach, or residential advisor receives information about a possible incident.
  2. Catherine receives a report of Sexual Misconduct.
  3. Catherine contacts the person who may have experienced Sexual Misconduct to extend an invitation to meet.
    1. The person chooses not to meet with Catherine OR
    2. Catherine and the person meet to discuss options and review resources, such as: 
      • Room changes
      • Extensions
      • Connections to confidential support
      • Information about college policies and procedures

Resources

  • Option A: Get Confidential Help
    • EAP (Faculty/Staff)
    • Counseling Center (students)
    • College Chaplain
    • Health Center
    • YWCA
    • RAINN
  • Option B: Report the incident and/or pursue a formal complaint
  • Option C: Pursue a criminal complaint 
    • NYS Police
    • Can happen simultaneously with college complaint process

Overview

  • Investigation and hearing model
    • Parties are allowed an advisor of their choosing, including attorneys
  • Hearing Process overseen by the Hearing Officer
  • All parties and witnesses must testify at the hearing and be subject to questioning
  • Hearing Officer and the Review Panel determine responsibility 
    • For student respondents, the Review Panel and Hearing Officer determine the sanction
    • For faculty and staff respondents, the Review Panel and Hearing Officer recommend a sanction
  • Review Panel delivers the final finding and sanction
  • Appeal process available to all parties

Investigation: What Happens?

  1. Notice of Complaint is delivered to both parties
  2. Investigation Team is appointed -generally an external investigator 
  3. Both parties meet separately with the Investigation Team. The team asks questions of both parties. 
    1. Any written statements are collected
    2. Advisors are encouraged to attend
    3. Witnesses are identified by the Investigation Team and interviewed.
  4. Physical evidence (text messages, police reports, photographs, etc.) is gathered.
  5. Interviews with parties and witnesses are recorded and each individual has an opportunity to review the transcript of their own interview.
  6. Once the investigation concludes, both parties review the draft investigation report, the interview transcripts, and other materials. 
  7. Both parties have ten days to respond in writing.
  8. After responses are gathered, the Investigation Team issues its final report to the Chair and Title IX Coordinator. 

Hearing: What Happens?

  1. Final Report Delivered to parties and hearing participants
  2. Participants
    • Hearing Officer
    • Review Panel
  3. Prehearing Conference
  4. Generally, the hearing will proceed in the following order:
    • Opportunity for Opening Statement by the Complainant
    • Opportunity for Opening Statement by the Respondent
    • If requested by the Hearing Officer, the Investigator may provide a summary of the results of the investigation by the investigator(s)
    • Questions for the investigator(s) by the Review Panel and/or Hearing Officer and, if desired, on behalf of Complainant and the Respondent (as described below)
    • Questions for the Complainant by the Review Panel and/or Hearing Officer and, if desired, on behalf of the Respondent (as described below)  
    • Questions for the Respondent by the Review Panel and/or Hearing Officer and, if desired, on behalf of the Complainant (as described below)
    • Questions for each witness by the Review Panel and/or Hearing Officer and, if desired, on behalf of Complainant and the Respondent (as described below)
    • Opportunity for Closing Statement by the Complainant
    • Opportunity for Closing Statement by the Respondent
  5. Preponderance of the Evidence
  6. Majority Vote
  7. Impact Statement
  8. Sanction
  9. Transcript Notation
  10. Notice of Outcome – written determination including:
    • A description of the charges that were adjudicated; 
    • A description of the procedural steps taken from the submission of the formal complaint through the determination, including notifications to the parties, interviews with parties and witnesses, site visits, methods used to gather other evidence, and hearings held;
    • Findings of fact supporting the determination;
    • Conclusions regarding the application of the Policy to the facts;
    • A statement of, and rationale for, the result as to each allegation, including a determination regarding responsibility, any disciplinary sanctions to be imposed on the Respondent, and whether remedies designed to restore or preserve equal access to the College’s educational programs or activities will be provided to the Complainant; and
    • The procedures and permissible bases for the Complainant and Respondent to appeal.

Appeal: What Happens?

  • Equal Rights to Appeal
  • Grounds for Appeal
    • a sanction inconsistent with the severity of the violation or otherwise inappropriate;
    • procedural irregularity that affected the Review Panel’s determination or the determination regarding dismissal (the Appeals Board is not to substitute its judgments on the merits for that of the Review Panel); 
    • conflict of interest or bias (generally for or against complainants or respondents or individually for or against a party) on the part of the Title IX Coordinator, investigator(s), Hearing Officer, or Review Panel member(s) that affected the Review Panel’s determination or the determination regarding dismissal; and/or
    • the discovery of new evidence that was not reasonably available at the time the determination regarding responsibility, sanction, or dismissal was made that could affect the Review Panel’s determination or the determination regarding dismissal.
  • Seven days to file appeal
  • The Appeals Board may:
    • uphold the original decision as to responsibility, sanction, or dismissal;
    • alter the decision as to responsibility, sanction or dismissal;
    • remand the matter to the Review Panel. The Appeals Board may (but is not required to) take this action when there is a procedural irregularity that could be corrected in a review or the presentation of previously unavailable relevant information that could significantly impact the result of the Review Panel’s determination;
    • remand the matter to the Review Panel with a recommendation that the sanction be modified, together with an explanation of why the original sanction is deemed inappropriate; 
    • remand the matter to the Title IX Coordinator for reinstatement of a dismissed complaint or allegation, together with an explanation of why the dismissal is deemed inappropriate; or
    • remand the matter to an ad hoc Review Panel composed of a new Hearing Officer and members of the SMB not previously involved in the matter. This will be done only in cases in which the Appeals Board has concluded that bias exists, or otherwise when, in the considered opinion of the Appeals Board, the matter would be best addressed by a newly-constituted panel.

  • Sally Cockburn (HSDB Chair) - Professor of Mathematics
  • Scott Barnard - Head Men’s Lacrosse coach and Professor of Physical Education
  • John Geissinger - Head Men’s & Women’s Swimming and Diving Coach and Associate Professor of Physical Education
  • Rob Haberbusch - Head Men’s Hockey Coach and Professor of Physical Education
  • Mark Kinne - Manager of Building Structural Trades
  • Phil Klinkner - Professor of Government
  • Cheryl Morgan - Professor of French and Francophone Studies
  • Dave Murray - Head Football Coach and Professor of Physical Education
  • Deidre Pierson - Associate Director of Athletics and Associate Professor of Physical Education
  • Kristin Strohmeyer - Senior Research and Community Engagement Librarian
  • Katherine Terrell - Professor of Literature

 SUNY Student Conduct Institute

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Contact

Interim Director of Title IX & Civil Rights Compliance

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