No, not entirely. Title IX addresses discrimination based on sex/gender. Title IX considers sexual harassment as a form of sex/gender discrimination and it requires that all incidents of sexual harassment be viewed as discrimination and be investigated.

Federal law protects all students, regardless of sexual orientation or gender identity, immigration status, or whether they have a disability.

Click here to file a report. The Title IX Coordinator or Deputy Coordinator is available to meet with you one-on-one to discuss all options in detail.

If you disclose to a College employee (including faculty members), they are required to report this information to a Title IX Coordinator for investigation. The Title IX Coordinator or Deputy Coordinator will discuss the legal options available and the College disciplinary options available. We will work one-on-one with you to support and assist you through this process.

For more information about legal options click here.

For more information about disciplinary sanctions click here.

Title IX requires the College to balance the needs of the individual reporting an incident who may request confidentiality with its obligation to end the harassment and consider the well-being of the community at large. If the misconduct is reported to the Title IX Coordinator, the College must respond appropriately. If you are concerned about confidentiality, discuss this issue first with the College's confidential counselors, who will be able to explain various options you may take and the implications for each option and direct you to other on- or off-campus resources as appropriate.

The Title IX Coordinator or Deputy Coordinator will work with you on changing your academic or living situation. One option is a “Stay Away Order” by which the student is prohibited from having any contact - direct, indirect, or third party on his/her behalf-with a particular person(s). Contact includes, but is not limited to mail, e-mail, telephone, text, social media, etc.

The Title IX Coordinator or Deputy Coordinator will work with you to determine what accommodations you need and will act on your behalf with the faculty members involved.

Yes. If you have been subjected to unwanted sexual contact or sexual harassment, your gender and the gender of the alleged perpetrator are irrelevant. Such conduct is prohibited by Title IX.

No. Questions about a survivor's past sexual history will not be permitted during a judicial hearing.

No. A previous sexual relationship does not imply consent or preclude a finding of sexual violence.

Sex discrimination includes sexual harassment and sexual assault. Discrimination is the unequal treatment of a person based on that person's gender. This prohibition covers any term or condition of employment, academic program, student service, activity, benefit or opportunity provided by Emmanuel College.

Sexual harassment is defined as unwelcome sexual advances that interfere with an individual's work, academic, residential, or co-curricular environment, or coercive behavior that threatens employment or academic reprisal or promises reward contingent upon obtainment of sexual favors.

In determining whether the alleged conduct constitutes sexual harassment, consideration shall be given to the record as a whole and to the totality of circumstances, including the nature and frequency of the conduct and the context in which the alleged incidents occurred.

Depending on the particular circumstances, sex discrimination, sexual harassment or sexual assault may include, but are not limited to, the following:

Physical assaults of a sexual nature, such as rape, sexual battery, molestation, or attempts to commit these assaults; and intentional physical conduct that is sexual in nature such as touching, pinching, patting, grabbing, poking or brushing against another individual's body.

Offering or implying an employment-related reward (such as a promotion, raise, or different work assignment) or an education-related reward (such as a better grade, a letter of recommendation, favorable treatment in the classroom, assistance in obtaining employment, grants or fellowships, or admission to any educational program or activity) in exchange for sexual favors or submission to sexual conduct.

Threatening or taking a negative employment action (such as termination, demotion, denial of an employee benefit or privilege, or change in working conditions) or negative educational action (such as giving an unfair grade, withholding a letter of recommendation, or withholding assistance with any educational activity) or intentionally making the individual's job or academic work more difficult because sexual conduct is rejected.

The use or display in the classroom or workplace, including electronic, of pornographic or sexually harassing materials such as posters, photos, cartoons or graffiti without pedagogical justification.

Unwelcome sexual advances, repeated propositions or requests for a sexual relationship to an individual who has previously indicated that such conduct is unwelcome; sexual gestures, noises, remarks, jokes, questions or comments about a person's sexuality or sexual experience. Such conduct between peers must be sufficiently severe, persistent or pervasive that it creates an educational or working environment that is hostile or abusive. A single incident involving severe misconduct may rise to the level of harassment.

You should Speak Up. The best way to stop any kind of discrimination is to tell someone who is trained to hear complaints, and that person will investigate and, when appropriate, take steps to stop the discrimination.

There are several people at Emmanuel College trained to address complaints of gender discrimination. Emmanuel College's Title IX Coordinator oversees all compliance with all Title IX related matters, including the handling of complaints. There are several people named Title IX Deputy Coordinators who investigate complaints or who oversee the investigation of complaints.

When Campus Safety becomes aware of an off-campus emergency involving an Emmanuel student, faculty or staff member, the Police Department of jurisdiction will be immediately notified, and Campus Safety Officers will assist in coordinating the response.

Campus Safety has strong relationships with the Boston Police, Brookline Police and the Massachusetts State Police and routinely interacts in exchanging information, reporting crimes, conducting investigations and conducting joint training exercises. Although no formal MOUs exist among the Departments, the collaborative partnership works extremely well, to the benefit of all concerned.

Emmanuel prohibits retaliation by its officers, employees or agents against a person who exercises his or her rights or responsibilities under any Provision of the Campus SaVE Act.