C. Remedies and Interim Measures

ARCHIVED CATALOG: CONTENT MAY NOT BE CURRENT. USE THE DROP DOWN ABOVE TO ACCESS THE CURRENT CATALOG.

It may be necessary or advisable to take actions (as determined by the institution) designed to minimize the chance that the respondent will either continue to harass or retaliate against the complainant and to provide additional support to the complainant. Such actions (as determined by the institution) may also be necessary or advisable on behalf of a respondent. The measures themselves must not amount to retaliation against the complainant or the respondent. Depending on the specific nature of the problem, interim measures and final remedies may include, but are not limited to:
For Students:

• Issuing a no contact directive;
• Providing an effective escort to ensure safe movement between classes and activities;
• Not sharing classes or extracurricular activities;
• Moving to a different residence hall (complainants should only be moved upon their request);
• Providing written information regarding institution and community services including but not limited to medical, counseling and academic support services, such as tutoring;
• Providing extra time to complete or re-take a class or withdraw from a class without an academic or financial penalty;
• Restricting to online classes;
• Providing information regarding campus transportation options;
• Reviewing any disciplinary actions taken against the complainant to see if there is a connection between the sexual violence and the misconduct that may have resulted in the complainant being disciplined; and
• Requiring the parties to report any violations of these restrictions.

For Employees:

• Provide an effective escort to ensure safe movement between work area and/or parking lots/other campus locations; 
• Issuing a no contact directive; 
• Placement on paid leave (not sick or annual leave);
• Transfer to a different area/department or shift in order to eliminate or reduce further business/social contact; 
• Providing information regarding campus transportation options;
• Instructions to stop the conduct;
• Providing information regarding institution and community services including medical, counseling and Employee Assistance Program; 
• Reassignment of duties;
• Changing the supervisory authority; and
• Directing the parties to report any violations of these restrictions.

Interim measures and final remedies may include restraining orders, or similar lawful orders issued by the institution, criminal, civil or tribal courts. Interim measures and final remedies will be confidential to the extent that such confidentiality will not impair the effectiveness of such measures or remedies.

Final remedies may also include review and revision of institution sexual misconduct policies, increased monitoring, supervision or security at locations where incidents have been reported; and increased and/or targeted education and prevention efforts.

Any interim measures or final remedies shall be monitored by the Title IX coordinator throughout the entire process to assess whether the interim measures or final remedies meet the goals of preventing ongoing harassment or discrimination, protecting the safety of the parties and preventing retaliatory conduct.