i. Reviewing any disciplinary actions taken against the complainant or the respondent to see if there is a connection between the sexual misconduct and the misconduct that may have resulted in the complainant or the respondent being disciplined1; j. Requiring the parties to report any violations of these restrictions; and k. Taking a leave of absence. For Employees: l. Provide an escort to ensure safe movement between work area and/or parking lots/other campus locations; m. Issuing mutual no contact directives; n. Placement on leave; o. Transfer to a different area/department or shift in order to eliminate or reduce further business/social contact; p. Providing information regarding campus transportation options; q. Instructions to stop the conduct; r. Providing information regarding institution and community services including medical, counseling and Employee Assistance Program; s. Reassignment of duties; t. Changing the supervisory authority; and u. Directing the parties to report any violations of these restrictions. All institution administrators, academic and administrative faculty, and staff are responsible for carrying out the interim measures and final remedies. 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 unlawful discrimination or harassment, protecting the safety of the parties, restoring access to the institution’s education programs and activities, and preventing retaliatory conduct. Notwithstanding a complainant’s request for confidentiality under Subsection 6 of Subsection C, the institution may undertake interim measures. C. Complaint and Investigation Procedure for Unlawful Discrimination and Unlawful Harassment that Does Not Constitute Sexual Harassment under Title IX Introduction This Section provides the complaint and investigation procedures for complaints of unlawful discrimination or unlawful harassment that does not constitute “sexual harassment” under Title IX (except that complaints against students may be referred to student disciplinary processes), including instances where the institution has notice of unlawful discrimination or harassment. The Chancellor (for the System Office) and each President shall designate no fewer than two administrators to receive complaints. The administrators designated to receive the complaints may include the following: (1) the Title IX Coordinator; (2) the Human Resources Officer; or (3) any other officer designated by the President. The President may also designate a primary investigating officer (primary officer) to investigate all complaints. The primary officer may be any of the individuals identified in this paragraph. All complaints, whether received by the Human Resources Officer or other designated officer, must immediately be forwarded to the Title IX Coordinator. 21
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