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College-wide Policies

Anti-discrimination Policies and Procedures

Responsible office
Title IX
Responsible party
Title IX Coordinator and Deputy Title IX Coordinators
Last revision
June 2016
Approved by
Board of Trustees
Approval date
June 2016
Effective date
June 2014
Last review
July 2016
Additional references
None

Scope

All financial and administrative policies involving community members across campus are within the scope of this policy. If there is variance between departmental expectations and the common approach described through college policy, the college will look to the campus community to support the spirit and the objectives of college policy.

Policy

The Colorado College does not discriminate and does not tolerate discrimination on the basis of race, color, national or ethnic origin, sex, sexual orientation, gender identity or expression, marital status, disability, religion, veteran status, age or any protected status in its educational programs and activities or employment practices. Discrimination includes harassment, which includes a wide range of abusive and humiliating verbal or physical behaviors that are directed against a particular person or persons because of one of the above named qualities. This includes creating a “hostile environment” where the conduct is sufficiently severe or pervasive to alter the conditions of the person’s employment or educational experience at the College. Members of the College community have a responsibility to report discrimination and those in supervisory roles have a special responsibility to take action to correct it. Any person found to have violated this Policy will be subject to appropriate disciplinary action.

Students, faculty, or staff who believe they have been discriminated against may obtain redress through the complaint procedures adopted as a part of the Anti-Discrimination Policy and Procedures. They may choose to pursue the matter through informal or formal procedures, or both. The College will respond promptly and equitably to both informal and formal complaints, and will respect, insofar as possible, the right to confidentiality of all members of the College community. Retaliation against persons who bring complaints of discrimination in good faith or otherwise participate in the investigation of violations of this Policy is prohibited and is, in itself, actionable under this Policy.

Sexual harassment, sexual misconduct and sexual violence are unique forms of discrimination, which include harassment based on sex, sexual orientation, and gender identity or expression. Sexual harassment, sexual misconduct, and sexual violence are addressed in a separate policy from this one: the College’s Sexual Harassment, Sexual Misconduct, and Sexual Violence Policy and Procedures. Please refer to the Sexual Harassment, Sexual Misconduct and Sexual Violence Policy and Procedures if you are the victim of sexual harassment or other conduct prohibited under that Policy, or if you become aware of or receive a complaint from a student or other individual that may violate that Policy.  To the extent you have a complaint about sex discrimination that is not covered by that Policy, this Policy will control.  The College will help determine which Policy or Policies may apply to a particular situation. 

Members of the College community should understand that standards of civility, consideration, and tolerance must shape our interactions with one another, regardless of whether the violation of such standards subjects one to sanctions under this Policy. Certain types of behavior may be inappropriate even though it may not violate this Policy and/or applicable law.

This Policy may be interpreted, applied or changed by the College at any time, as determined solely by the College.  This Policy does not create any contractual rights with any third party, including with students, faculty or staff.  The College retains sole discretion to take appropriate action depending on the facts and circumstances of any particular situation and consistent with applicable law.

I. DEFINITION OF DISCRIMINATION (SCOPE)

Discrimination occurs when race, color, national or ethnic origin, sex, sexual orientation, gender identity or expression, marital status, disability, religion, veteran status, age or any protected status is used as (inappropriate) irrelevant criteria for action.  Discrimination is particularly condemned when it exploits and jeopardizes the trust that should exist among members of an educational institution. To preserve a work and study atmosphere that fosters such trust, the College affirms the principle that students, faculty, and staff must be treated equitably and evaluated on the basis of merit rather than irrelevant criteria. When a person intentionally or inadvertently abuses the power and authority inherent in his or her position, there can be negative consequences both to the individuals involved as well as to the educational and working environment of the College.

Discrimination also includes harassment. Harassment may be based on a person’s race, color, national or ethnic origin, sex, sexual orientation, gender identity or expression, marital status, disability, religion, veteran status, age or any protected status. It includes a wide range of abusive and humiliating verbal or physical behaviors that are directed against a particular person or persons. In some cases, the conduct may be such that it is clear that it is directed against a particular person or persons, even though the person(s) may not be explicitly identified.

The definition of sexual harassment which includes harassment based on sex, sexual orientation, and gender identity or expression is explained in detail in the College’s Sexual Harassment, Sexual Misconduct, and Sexual Violence Policy and Procedures.

Procedures

II. PROCEDURES FOR RESOLVING COMPLAINTS OF DISCRIMINATION AND/OR RETALIATION

The College’s methods of handling complaints of discrimination and retaliation include informal resolution procedures and formal complaint procedures. Regardless of the procedure selected by the complainant, prompt reporting is important. Incidents should be reported as soon as possible after an incident occurs, but there is no statute of limitations for reporting an incident.Complaints of sexual harassment, which includes harassment based on sex, sexual orientation, and gender identity or expression, and retaliation are handled pursuant to the procedures adopted in the College’s Sexual Harassment, Sexual Misconduct and Sexual Violence Policy and Procedures. Please refer to that Policy if you are the victim of sexual harassment.

  1. Informal Resolution Procedures: If you have been discriminated or retaliated against, you may contact one of the advisors listed below to pursue informal resolution of the issue: Associate Dean of the College; Chairperson of the Minority Concerns Committee; Chairperson or Co-Chairperson of the Women’s Concerns Committee; College Chaplains; College Vice Presidents; Dean of the College; Associate Dean of the Faculty; Dean of Students; Senior Associate Deans of Students; Director of Human Resources; Sexual Assault Response Coordinator (SARC); ADA/504 Coordinator; Assistant Vice President and Director of the Butler Center; International Students Advisor; and Residential Life and Housing professional staff.
    1. Informal Resolution Procedures: Courses of action to informally resolve an incident include but are not limited to:
      1. The victim may communicate directly, orally or in writing, with the person who has engaged in the allegedly discriminatory or retaliatory conduct, and ask that person to cease the behavior.
      2. The above named advisors could help in facilitating communication with the accused individual in cases where the victim should not communicate directly with the accused individual.
      3. The victim may discuss and attempt to resolve the matter informally with one of the advisors named above.
    2. All aspects of the informal resolution procedures will remain confidential to the extent possible; however, the College cannot guarantee confidentiality in cases where such protection allows the behavior to continue, such that future discrimination or retaliation is possible, or the College otherwise has an obligation to address the behavior.
    3. The victim may at any time end the informal resolution process and begin the formal complaint procedures. Further, the College may determine that a particular incident is not appropriate for the informal resolution process, but instead is sufficiently serious to require immediate interim measures or resolution through the formal complaint procedures.
  2. Formal Complaint Procedures : If you wish to formally report an incident involving discrimination or retaliation, to begin the formal complaint procedures, you must report the incident to one of the following College officials:
    • The College’s Title IX Coordinator : If the accused is a student, staff, or faculty, you may report to the College’s Title IX Coordinator. The College’s current Title IX Coordinator is Gail Murphy-Geiss and she can be reached by calling x6868 or (719) 389-6868, emailing gmurphygeiss@coloradocollege.edu., or going to Palmer 131A.
    • Deputy Title IX Coordinator for Students : If the accused is a student, you may report to the College’s Deputy Title IX Coordinator for Students. The College’s current Deputy Title IX Coordinator for Students is Rochelle Mason, the Senior Associate Dean of Students, and he can be reached by calling x6800 or (719) 389-6800, emailing RMason@coloradocollege.edu, or going to Worner Center 230.
    • Deputy Title IX Coordinator for Staff : If the accused is a staff member, you may report to the College’s Deputy Title IX Coordinator for Staff. The College’s current Deputy Title IX Coordinator for Staff is Barbara Wilson, the Director of Human Relations, and she can be reached by calling x6421 or (719) 389-6421, emailing bwilson@coloradocollege.edu, or going to Spencer Center, Suite 101.

    After you contact one of these individuals they will assist you in filing a complaint. Reporting an incident to one of these individuals should be done as soon as possible after the incident occurred, if possible, but there is no statute of limitations on such complaints. The College welcomes complaints at any time, in our attempt to maintain a safe and productive educational community. In making a decision whether to file a formal complaint, the complainant may want to confer with one of the advisors listed above. Once the formal complaint procedures have been initiated, the complaint will be investigated, adjudicated and resolved regardless of whether the respondent or the complainant leaves the College.

    If you report an incident to someone other than the above-listed individuals (for example, to a professor or a supervisor), they will refer the incident to one of the above individuals who will then determine the appropriate action to take. You may be contacted to determine if you would like to file a complaint or otherwise participate in an investigation.

    The College considers all acts of discrimination to be serious and the College may impose disciplinary action ranging from warnings to termination of employment for employees or dismissal for students. The College also will not tolerate retaliation against an individual who files a complaint or participates in the complaint procedure.

    The College has implemented a process that ensures that you only have to file one complaint, which will be disseminated to need-to-know parties, including the Title IX Coordinator, the applicable Deputy Title IX Coordinator, and the Investigator(s).

    If a complaint against a student also alleges violations of the Student Honor and Community Standards Policies and Procedures or other College policies, those allegations will be investigated pursuant to the same process that alleged violations of this Policy are investigated.

    1. Complaint Procedures
      1. Once a complaint is submitted, the respondent is contacted within 24 hours, if possible. The respondent, once informed, has 7 calendar days to respond in writing to the complaint and/or file a cross-complaint, all of which will be decided in the same investigation and adjudication process. If a cross-complaint is filed by a respondent (also referred to as the cross-complainant), the original complainant (also referred to as the cross-respondent) will be informed of the cross-complaint and will have 7 calendar days to respond in writing to the cross-complaint.

        Any complaint or cross-complaint that is filed in bad faith may be found to be retaliation against the complainant who filed the original complaint or against the respondent, and may become a separate violation of this Policy.

        If no response is received from the respondent (or a cross-respondent), the formal complaint procedures will still move forward. The Title IX Coordinator or the applicable Deputy Title IX Coordinator will choose one or two investigators to investigate the complaint.

        1. For cases involving allegations against students, the investigators will be trained College staff members.
        2. For cases involving allegations against staff, the investigators will be trained College staff and/or faculty members.
        3. For cases involving allegations against faculty, the investigators will be trained College faculty members.
        4. For cases involving allegations against the President or the Vice President for Finance and Administration, the Title IX Coordinator will contact the Executive Committee of the Board of Trustees. The Executive Committee will appoint an appropriate investigator or investigators to investigate the complaint.
        5. The College may utilize external trained investigators in its discretion, if appropriate.
      2. The name(s) of the investigators will be disclosed to the complainant and the respondent, and if either the complainant or respondent has objections an investigator, they must notify the Title IX Coordinator or the applicable Deputy Title IX Coordinator within three business days of being advised of the names of the Investigators. The Title IX Coordinator or the applicable Deputy Title IX Coordinator retains sole discretion on whether to replace any investigators originally chosen.
      3. Once chosen, the investigator(s) will review the complaint and response, conduct an investigation into the allegations, and examine available evidence. The investigators communicate individually with both the complainant and the respondent and may contact other witnesses. The complainant and respondent may provide information to the investigators including the names of witnesses. The investigators will not interview, and the College will not consider, witnesses who are presented solely for purposes of supporting or criticizing a person's character or reputation. Interviews will only be conducted of witnesses with knowledge of the facts surrounding the alleged incident.
      4. The complainant or respondent may have an advisor of their choice to assist them through the formal complaint process. This advisor may be an attorney, or the College can provide a trained College staff member. The advisor is for support and information only and cannot actively participate in the investigation and adjudication process. The advisor may attend interviews or proceedings, but they cannot speak or actively participate in the interview or proceeding. Further, advisors cannot communicate orally or in writing with the investigators or any other College official involved in the investigation and adjudication process.
      5. If at any time, the complainant or respondent feels that they are not being treated fairly during the formal complaint procedures/investigation process, they should contact the College’s Title IX Coordinator or the applicable Deputy Title IX Coordinator to address the issue.
      6. The standard of proof used to determine whether a violation of the Policy has occurred is a “preponderance of the evidence” meaning that the evidence shows that it is more likely than not, or more than a 50% likelihood, that the individual is responsible for the violation.
      7. When the investigators complete the investigation, a final written report is created with the factual findings and recommended findings as to whether the individual is responsible for the violation. The written report is submitted to the Title IX Coordinator, the applicable Deputy Title IX Coordinator, and to the final decision-maker: the Vice President for Student Life/Dean of Students or their designee (currently the Senior Associate Dean of Students) (for complaints against students); the Vice President for Finance and Administration (for complaints against staff); and the Dean of the Faculty (for complaints against faculty).
      8. The final decision-maker reviews the report and decides whether to impose one or more sanctions. In deciding appropriate sanctions, the decision-maker may consider various factors, including but not limited to the following:
        1. The nature and severity of the conduct, including whether the conduct involved a single incident or repeated acts;
        2. The impact of the conduct on the complainant (or cross-complainant), other individuals and/or the community;
        3. The individual’s conduct history;
        4. How the College has sanctioned similar incidents in the past;
        5. Whether the respondent (or cross-respondent) has accepted responsibility;
        6. Whether the respondent (or cross-respondent) is reasonably likely to engage in the conduct in the future; and
        7. Any mitigating or aggravating circumstances with respect to either party.
      9. One or more appropriate sanctions may be imposed at the College’s sole discretion. The sanctions (in alphabetical order) that may be imposed on individual students or on a group of students include, but are not limited to, the following:
        • Deferred Sanction: A sanction of suspension or dismissal may be deferred pending a student’s successful completion of conditions imposed by the Vice President for Student Life/Dean of Students, or their designee; these conditions may include other sanctions.
        • Disciplinary Probation: A formal notice that any additional findings of responsibility will likely result in suspension or dismissal from the College.
        • Dismissal: Permanent exclusion from the College, its premises, and all of its activities.
        • Educational Sanctions: Required attendance at an event or interview that is relevant to a specific topic. This is often accompanied by a reflection/research paper. Participating and completing relevant educational programs or trainings, and paying the cost of such programs.
        • Fine: A monetary sanction issued in the form of a charge to a student account or a deduction from the Housing & Conferences housing damage deposit.
        • Housing Restriction: Official notice from the College that any additional findings of responsibility will likely result in relocation to a different (usually more supervised) residential community. Students sharing a room/apartment are responsible for the activities in that space and thus all students sharing a room/apartment may be placed on housing restriction, regardless of who was present at the time of an incident.
        • Official Conversation: A documented conversation with a College official.
        • Official Warning: A written notice from the College that the conduct is unacceptable.
        • Persona Non Grata : Prohibiting entry on campus (or at specific places on campus) and/or at College-related events, for a specific amount of time.
        • Reflection/Research Papers: A document requiring critical analysis and articulation of a specified topic.
        • Restitution: A monetary or service sanction required to pay for the cost of repairing or replacing physical damage or any other cost incurred as a result of the student’s conduct.
        • Roommate Agreement: A mutually agreed upon written contract that students sharing a living space create and agree to uphold.
        • Room Change: Relocation to a different (usually more supervised) residential community.
        • Suspension: Exclusion from the College with the opportunity to rejoin after a designated time period. During a suspension, the student generally cannot participate in any College activities such as academic coursework, student employment, student activities, or College events. The student cannot be on College property for the duration of a suspension and will receive no financial refunds. Return to campus may be contingent upon completing specified requirements. Students who are suspended may not take classes at other institutions for credit. In rare cases, the Vice President for Student Life/Dean of Students, or their designee, may make an exception.
        • Voluntary Withdrawal: Colorado College reserves the right to grant a Voluntary Withdrawal for a student in lieu of a formal conduct process and potential sanctions. Such a withdrawal may or may not allow for the student's return. If return is allowed, an agreement will be made describing the conditions of the student's return, such as completion of a treatment program, medical documentation, etc. The student must request a Voluntary Withdrawal in writing to the Dean of Students/Vice President for Student Life, or their designee, prior to a scheduled conduct meeting.

        The following additional sanctions (in alphabetical order) may be imposed on a group of students:

        • Disciplinary Probation: A formal written notice that any additional conduct violations could result in suspension of the student group’s status.
        • Social Probation: Limiting the student group’s social activities including, but not limited to, limitations on living units, Greek chapters, and student organizations.
        • Suspension of Status: Suspending recognition, registration, or chartering of a student group.

        Note: A student may be required to attend an assessment with a counselor or other appropriate professional to assess if further action by the College is warranted due to conduct impacting the sanctioned student or the surrounding community. The sanctioned student will be responsible for the cost of the assessment. If assessment results indicate a need for further action or follow-up, that will be required. Students not facing conduct sanctions may still be required to participate in an assessment if there are concerns for student well-being.

      10. One or more appropriate sanctions may be imposed at the College’s sole discretion. The sanctions that may be imposed on faculty and staff include, but are not limited to, the following:
        • Verbal Warning
        • Written Warning
        • Performance Improvement Plan
        • Suspension
        • Termination
      11. The respondent and complainant will be notified of the final decision on whether a violation is found to have occurred and if a violation is found to have occurred, the sanction imposed, in the form of a letter issued by the Vice President for Student Life/Dean of Students or their designee (for complaints against students), the Vice President for Finance and Administration (for complaints against staff), and the Dean of the Faculty (for complaints against faculty)
      12. The confidentiality of all parties to the formal complaint procedures should be strictly observed, insofar as it does not interfere with the College’s obligation to investigate complaints fully and to take corrective action and to advise on a need-to-know basis. Dissemination of information or materials to persons not involved in the formal complaint procedures is not permitted. When a complaint is made by or against a member of the faculty or staff, if deemed appropriate by the Title IX Coordinator, the supervisor of the faculty or staff member will be informed.
      13. The College also may act as the complainant and formally report incidents of discrimination for processing through the formal complaint procedures if the College knows that discrimination may have occurred. Such complaints will be initiated by the Title IX Coordinator.
      14. If the Investigators find that a complaint or cross-complaint was not brought in good faith, and that the allegations of discrimination were fabricated or malicious, it may recommend that sanctions be imposed on the complainant or cross-complainant. The investigators should consider that allegations of discrimination cannot always be substantiated, and that lack of corroborative evidence should not be interpreted as lack of good faith on the part of the complainant or the cross-complainant.
    2. Appeals
      1. Either the complainant or the respondent may appeal the final finding of responsibility or non-responsibility. Appeals may only be granted for one of the following reason
        1. New Evidence or Information: New evidence or information sufficient to alter a decision, or other relevant facts not known at the time of the original investigation.
        2. Failure of Investigative or Decision Making Process: Allegations that the Investigators or Decision-makers deviated from the Policy in a way that substantially altered the outcome of the case.
        3. Bias in Investigative or Decision Making Process: Evidence that an Investigator or Decision-Maker had bias or a conflict of interest, and such bias or conflict of interest affected the outcome of the complaint procedures.
        4. Disagreeing with the imposed sanction is not grounds for an appeal.
      2. Appeal Procedures:
        1. The complainant and the respondent each may appeal the decision, but each is limited to submitting one appeal per case. Written appeal requests should include: The grounds for the appeal; supporting documentation; and information and arguments relevant to support the appeal.
        2. Appeals by students will be decided by the Vice President of Student Life/Dean of Students, or their designee, and appeals by faculty and staff will be decided by the President of the College, or their designee.
        3. Anyone that wishes to appeal must submit the appeal in writing to the Vice President of Student Life/Dean of Students (for appeals by students) or the President of the College (for appeals by staff or faculty) within seven calendar days of receiving the letter (not including the date of receipt) outlining the finding of responsibility or non-responsibility.
        4. If the respondent wishes to have a sanction suspended pending the outcome of the appeal, the respondent must request this when they request an appeal. It is within the sole discretion of the College to grant a suspension of the sanction pending an appeal determination.
        5. Upon receipt of an appeal, the other party and the decision-maker will be provided a copy of the appeal, and will be provided a designated time period to respond to the appeal. The other party and the decision-maker shall keep the content and fact of the appeal confidential to protect the integrity of the appeal process. The College may redact information from the appeal that is confidential or otherwise not appropriate to share with the other party.
        6. The Vice-President of Student Life/Dean of Students, or their designee (for students), or the President of the College, or their designee (for faculty/staff), will review the appeal materials, along with the underlying record of the case, to determine whether there are sufficient grounds for the appeal to move forward.
        7. If it is determined that an appeal should move forward, three individuals will be designated to sit as an Appeal Panel to review the appeal and make a recommendation on its outcome. If the allegations are against a student or staff, the Appeal Panel members will be chosen from the Student and Staff Appeals Board. If the allegations are against a faculty member, the Appeal Panel members will be chosen from the Faculty Appeals Board.
        8. The Appeal Panel reviews the appeal materials, including the underlying record of the case, and may interview the Investigators or any other person that participated in the investigation and decision-making process. The Appeal Panel does not substitute its judgment for that of the Investigators or the Decision-Maker and limits its review to the three grounds for appeal stated above: (1) new evidence or information; (2) failure in investigative or decision making process; and (3) bias in decision making process. The Appeal Panel then makes a recommendation on the outcome of the appeal to the Vice-President of Student Life/Dean of Students, or their designee (for students), or the President of the College, or their designee (for faculty/staff).
        9. The recommendation by the Appeal Panel, and the decision by the Vice-President of Student Life/Dean of Students, or their designee (for students), or the President of the College, or their designee (for faculty/staff), are in their sole discretion, and may include, but are not limited to, the following;

          The original decision may be upheld, modified or reserved (which includes the possibility that different or additional sanctions may be imposed); the case may be referred for additional investigation by the same or different investigator(s); or the case may be referred for some other appropriate resolution.

        10. The final appeal decision will be sent to the complainant and respondent in a letter. This final decision cannot be appealed.
    3. Timeline for Complaint Procedures:

      The application of the formal complaint procedures to any case must be promptly completed, with the complainant and respondent being informed of the outcome, excluding any outcome of an appeal, no more than 60 days from the date of submission of the complaint. On rare occasions, stated timelines under the formal complaint procedures may be extended for good cause. The timeframe for the appeal process if outside of the 60-day time period, but any appeal will be conducted in a timely manner.

    4. Post-Decision Follow-Up:

      Should the respondent be found to have committed a violation of the Policy, the Title IX Coordinator or the applicable Deputy Title IX Coordinator, will follow-up with the complainant periodically to ensure that the prohibited conduct has ceased and that no acts of retaliation have occurred.

III. IMMEDIATE RESPONSES AND INTERIM MEASURES

  1. The College reserves the right to take whatever immediate response or interim measure it deems necessary and appropriate to eliminate discrimination, prevent its recurrence and address its effects, or to protect an individual’s safety, physical and mental well-being, and rights.

    Such responses and measures include but are not limited to:

    1. Immediate modification of living arrangements;
    2. Immediate modification of class schedule;
    3. Ordering the accused individual/respondent to have no contact with the victim/complainant and/or other third parties;
    4. Immediate removal from campus;
    5. Immediate modifications in work arrangements; and
    6. Reporting to local police.
  2. Any immediate response or interim measure may be imposed at any time after any prohibited conduct has become known to the College. Such measures may be recommended by the Investigators or administratively imposed according to the discretion of the Title IX Coordinator, the applicable Deputy Title IX Coordinator, the Vice-President of Student Life/Dean of Students, or the President of the College, or their designee. Any immediate response or interim measure will be designed to minimize the burden on the victim’s educational program.

IV. MISCELLANEOUS

  1. Education of College Community: The College’s Title IX Coordinator, the Deputy Title IX Coordinators and the Director of Human Resources have the responsibility of educating the College community regarding the negative consequences of discrimination and retaliation. Among their responsibilities, they conduct workshops and train the advisors and investigators on the Anti-Discrimination Policy and Procedures.

    The College's Title IX Coordinator and the Director of Human Resources submit an annual report to the College community, outlining the number of informal and formal complaints filed, the College constituencies involved, and the outcome of each case. The identities and positions of the parties are not included in the report.

  2. Student Allegations Against Faculty: Students who have allegations about faculty conduct in the classroom and in other academic contexts should consult with the Title IX Coordinator who will consult with the Dean of the College and Dean of the Faculty, and if necessary the President or their designee, to determine how to address such allegations.
  3. Recordkeeping: When a student, staff or faculty member is found responsible for violating this Policy, a disciplinary file is created. This file contains all of the information pertinent to the resolution of the case. This file is maintained by the Title IX Coordinator (and the Student Life Office if you are a student) until ten years after the disciplinary file was created, at which point the file will be destroyed, meaning that the violation will no longer be officially part of the student, staff or faculty member’s College record for future reporting purposes (e.g., employment or graduate school admission); provided, however, the College may maintain the file for more than ten years if required to do so pursuant to applicable law. However, files of severe violations (those that result in suspensions, expulsion or termination) will be maintained by the College as a permanent record and will be considered part of the student, staff or faculty member’s College record for future reporting purposes.

    When a student, staff or faculty member is accused of a violation of this Policy but is not found responsible for the violation, a file is also created. This file is maintained only by the Title IX Coordinator and after ten years the file is destroyed, unless the College is otherwise required to maintain it pursuant to applicable law. However, when a student, staff or faculty member was found not to have violated this Policy, the person is not considered to have a disciplinary record with the College for future reporting or any other purposes.

    If you have any questions about whether or not you need to report any violations of this Policy for any reason in the future please contact the Title IX Coordinator, and if the record was created when you were a student, the Student Life Office.

Inquiries regarding the Anti-Discrimination Policy and Procedures may be directed to the College’s current Title IX Coordinator Gail Murphy-Geiss (Office: Palmer 131A. Phone: 719-389-6868. E-mail: gmurphygeiss@coloradocollege.edu).