Consistent with Title IX, Springfield College does not discriminate against any person on the basis of sex, sexual orientation, gender identity or expression, or any other legally protected class in admission and access to, and employment and treatment in, its programs and activities. Students and employees are protected against unlawful acts of sexual violence, sexual harassment, sexual exploitation, domestic violence, dating violence, stalking, and gender-based harassment, collectively known as sexual- and gender-based misconduct. The College is committed to responding promptly and effectively when it learns of any form of possible discrimination.
As required by federal law, each year Springfield College prepares an annual Security and Fire Safety Report, commonly referred to as the Clery Report. The Report contains information regarding campus security and personal safety including topics such as crime prevention, safety, reporting policies, disciplinary procedures and other matters of importance related to security and safety on campus. You can learn more about the Jeanne Clery Disclosure Act and read the report here.
A. Title IX Sexual Harassment
Conduct on the basis of sex that aligns with one or more of the following conditions as defined by Title IX:
B. Sexual Harassment
Any unwelcome sexual advance, request for sexual favors, or other unwelcome verbal or physical conduct of a sexual nature. Sexual harassment is further defined as:
It should be emphasized, however, that isolated instances (e.g. a single comment or joke) ordinarily will not constitute harassment unless it is repeated or egregious. Harassment may not be present if the conduct is welcomed or encouraged.
C. Sexual Assault
Any non-consensual sexual act or attempts of any non-consensual sexual act, including:
D. Sexual Exploitation
An act or acts committed through non-consensual abuse or exploitation of another person’s sexuality for the purpose of sexual gratification, financial gain, personal benefit or advantage, or any other non-legitimate purpose. The act or acts of sexual exploitation are prohibited even though the behavior does not constitute one of the other sexual misconduct offenses. Sexual exploitation may involve individuals who are known to one another, such as those engaged in an intimate or sexual relationship, and/or individuals not known to one another.
E. Domestic Violence as defined by Massachusetts State Law
Massachusetts General Laws Chapter 209A Section 1 defines “domestic violence” as the occurrence of one or more of the following acts between family or household members:
“Family or household members” are defined as persons who:
F. Dating Violence
Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the complainant and where the existence of such a relationship shall be determined based on a consideration of the following factors: (i) the length of the relationship; (ii) the type of relationship and (iii) the frequency of interaction between the persons involved in the relationship.
G. Gender-based Harassment
Gender-based harassment is verbal, nonverbal, graphic, or physical aggression, intimidation, or hostile conduct based on sex, sex-stereotyping, sexual orientation or gender identity, but not involving conduct of a sexual nature, when such conduct is sufficiently severe, persistent, or pervasive that it interferes with or limits a person’s ability to participate in or benefit from the College’s education or work programs or activities.
H. Aiding of Facilitating the Commission of Sexual and Gender-Based Misconduct
Aiding, facilitating, promoting, or encouraging the commission of a violation under this policy. Aiding or facilitating may also include failing to act to prevent an imminent act when it is reasonably prudent and safe to do so. Taking action may include directly intervening, calling the Springfield College Department of Public Safety or local law enforcement, or seeking assistance from a person in authority.
I. Retaliation
No person may intimidate, threaten, coerce, or discriminate against any individual for the purpose of interfering with any right or privilege secured by Title IX, its implementing regulations, or the College’s SGBM policy.
No person may intimidate, threaten, coerce, or discriminate against any individual because the individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding or hearing under this Policy.
Any intimidation, threats, coercion, or discrimination, for the purpose of interfering with any right or privilege secured by Title IX, its implementing regulations, or the SGBM policy constitutes retaliation. This includes any charges filed against an individual for code of conduct violations that do not involve sex discrimination or sexual harassment, but that arise from the same facts or circumstances as a report or complaint of sex discrimination or a report or Formal Complaint of sexual harassment.
Key laws include:
Q. How do I decide whether to make a report or file a complaint? What’s the difference?
A. The decision to report an incident or file a formal complaint is a complicated and deeply personal decision. No matter what decision you make, know that you will be offered the emotional and academic support necessary to help you through this process. You have control over your experience and will be supported in maintaining that control. However, if there is a perceived threat of imminent danger to the campus community, or if the subject of the report has also been the subject of reports or complaints by other individuals in other instances, the Title IX coordinator may go forward with a college-initiated complaint, at which point all parties would be notified.
You can choose to report an incident without filing a formal complaint. Making a report simply alerts the college that an incident took place and helps you access support resources you might need. Filing a formal complaint indicates your desire for the incident to be investigated further.
Unless you specifically indicate your desire to make a formal complaint against a specific party, a report will simply remain a report. If there is an imminent danger to the person or community, the College must take action regardless of the complainant's wishes.
Q. Can a report be anonymous?
A. Yes, a report can be made anonymously using our online reporting form. You may access the form here.
Q. Who might have access to my initial report?
A. There are people who must consult with each other in order to make a determination of whether an imminent danger exists or whether there is a pattern of misconduct. Only those people who need to know will know initially and anyone who knows will maintain the privacy of the complainant. When a report is filed online, the recipients include the Title IX coordinator, dean of students/deputy Title IX coordinator, and vice president of student affairs.
If you decide to file a complaint, other people will have information about your case, such as the investigators.
Q. What are my emotional support resources while making these decisions?
A. While deciding whether to report an incident, file a formal complaint, or simply to manage the effects of an incident of gender-based misconduct, you always have access to an array of on- and off-campus resources that are strictly confidential (meaning, they will not share anything without your permission unless they professionally deem you are an imminent threat to yourself or others). Confidential on-campus resources include the Counseling Center and Health Center. The YWCA is an off-campus confidential resource that you can access 24/7.
To obtain a full list of resources, please visit our Resource Page.
Q. What are supportive measures and how can I access them?
A. Supportive measures are measures taken to stabilize a situation, stop the gender-based misconduct, and support the people involved in an incident. Supportive measures could include, but are not limited to, academic modifications, such as a change in class schedule, taking an incomplete, dropping a course without penalty, attending a class remotely or other alternative means, providing an academic tutor, or extending deadlines for assignments. In addition, a change of housing assignment, work assignment, or work schedule are possible supportive measures.
A complainant can access supportive measures without going through an investigation by contacting the deputy Title IX coordinator. Supportive measures are available before, during, and after a gender-based misconduct investigation or adjudication.
Q. What happens financially and academically if I choose to take a leave of absence due to a sexual assault?
A. Every student’s academic history and personal financial situation are different. Generally speaking, this is decided on a case-by-case basis. The dean of students/deputy Title IX coordinator can help you navigate all of your options.
Q. How long can I expect an investigation to take?
A. The College seeks to complete an investigation that is fair, thorough, and timely, and strives to do this within 60 days. The process may be extended due to extenuating circumstances of a case in order to ensure a thorough and fair process. Following an investigation, an adjudication will take place that will follow the outlined steps in the gender-based misconduct policy.
Q. What is the process of an investigation?
A. The investigative process is written in detail within the gender-based misconduct policy.
Q. What are my rights throughout the investigative stage?
A. As a complainant or respondent, you have the right to:
A comprehensive list of rights is listed within the gender-based misconduct policy.
Q. What is the timeframe within which I can bring forth an investigation?
A. Individuals are encouraged to report allegations of gender-based misconduct as soon as possible in order to maximize the College’s ability to respond promptly and effectively. The College does not, however, limit the timeframe for reporting. If the respondent is no longer a student or employee, the College may be limited in their response options, however, will still seek to meet its Title IX obligation by taking steps to end the misconduct, prevent its recurrence, and address its effects.
Q. I am a student and a Title IX complaint has been filed against me. What do I do?
A. You are now a respondent in a case. This can be a scary and challenging time. You have access to the same on- and off-campus resources available to the complainant.
You will be contacted by the dean of students/deputy Title IX coordinator who will walk you through the process and resources available to you. As a respondent, you–just like the complainant–are entitled to have an advisor or support person present at any meetings and investigative interviews.
Like the complainant, you will be notified and kept up to date, the charges will be explained to you, you will have the opportunity to name witnesses and submit evidence, and you have the right to appeal an outcome under the published grounds.
Q. What constitutes retaliation, and what doesn’t? Does it cover behavior by third parties?
A. Retaliation refers to acts or attempts to seek retribution against a complainant, respondent, witness, or any individual or groups of individuals involved in or after participation in the investigation and/or resolution of an allegation of gender-based misconduct. Retaliation can be committed by any individual or group of individuals, not just by a respondent or complainant. Retaliation can take many forms, including continued abuse or violence, and other forms of harassment or defamation. Retaliation is prohibited at Springfield College.
The following is not considered retaliation: talking to a confidential resource, seeking help from an advisor, requesting accommodations, or discussing your experience privately with close friends. The College’s retaliation policy applies to respondents, complainants, witnesses, and third parties.
Q. What do I do if I see or experience retaliation?
A. If you see or experience retaliation, you can report it to the Title IX coordinator, deputy Title IX coordinator, or to the Department of Public Safety. Everyone has a responsibility to abide by the policy against retaliation.
Q. Can I still go to the police even if I want an on-campus investigation?
A. Yes, members of a police department are always offered as a resource to you. You can choose to go through both channels, or one, or neither.
Q. What is the preponderance of evidence standard?
A. In an on-campus investigation, the preponderance of evidence standard means whether it is “more likely than not,” based upon the information provided through the investigation, that the respondent is responsible or not responsible for the alleged policy violation(s). This differs from a criminal standard of “beyond a reasonable doubt.” The College’s record will not reflect the terms “guilty” or “not guilty” as it is not a criminal investigation.
Q. Do I have to directly interact with the other party during the investigation process?
A. During the investigation, you will each participate separately in the process. However, during the living hearing, all parties have a right to see and hear the other party and in a Title IX formal grievance hearing, a party’s advisor is able to cross-examine any other party or witness. At no time will the Title IX coordinator, investigator, or decision-maker require you to directly speak to or address the other party.
The College ensures that Title IX Coordinators, investigators, decision-makers, appeal officers, and any person who facilitates an informal resolution process receive annual training on:
The College ensures that investigators receive training on issues of relevance to create an investigative report that fairly summarizes relevant evidence.
The College ensures that decision-makers receive training on any technology to be used at a live hearing and on issues of relevance of questions and evidence, including when questions and evidence about the Complainant’s sexual predisposition or prior sexual behavior are not relevant.
All available materials used to train Title IX Coordinators, investigators, decision-makers, appeal officers, and any person who facilitates an informal resolution process will be made publicly accessible below:
If you’re looking for ways to support Title IX and anti-discrimination initiatives on campus consider joining these organizations:
Campus Organizations and Community Groups:
Learn more about the College’s bystander intervention training and programming to learn how to protect our pride. Review the College’s situational guidelines, learn tips about being an active bystander, and about support and resources here.
