This Policy applies to Students, Employees, and to the extent noted below, Third Parties, including Patients. This Policy covers two general types of Prohibited Conduct: Sexual and Gender-Based Misconduct and Title IX Misconduct.
This Policy covers acts of Sexual and Gender-Based Misconduct (as defined in Section XI (B) below) committed by or against Students, Employees, and Third Parties when the Prohibited Conduct occurs:
- On campus or other property owned or controlled by the University;
- In the context of a University Program or Activity including, but not limited to, University-sponsored study abroad, research, field work, practica, internship programs, online programs, employment, or patient care services rendered at the University of Michigan Academic Medical Center as defined in Regents' Bylaw 11.36; or
- Outside of a University Program or Activity, but potentially poses a serious threat of harm, has a continuing adverse effect on, or creates a hostile environment for Students, Employees, or Third Parties while on campus or other property owned or controlled by the University or in any University Program or Activity. In determining whether the University has jurisdiction over off-campus or online conduct that did not occur in a University Program or Activity, the University will consider the severity of the alleged conduct, the risk of on-going harm, whether both parties are members of the University Community, impact on University Programs or Activities, and whether off-campus conduct is part of a series of actions that occurred both on and off campus.
This Policy also covers Title IX Misconduct (as defined in Section XI (C) below) committed by or against Students and/or Employees in a University Program or Activity, in the United States.
This Policy supersedes any conflicting information in any other University policies with respect to the definitions or procedures relating to Prohibited Conduct. 2
2 Unless specifically prohibited by Title IX or other applicable law, neither this Policy nor the accompanying procedures alter Employees’ existing rights under other University policies and procedures that provide for pre-disciplinary meetings, reviews of, and/or challenges to, employment status-related decisions (e.g., Regents’ Bylaw 5.09, faculty grievance procedures, applicable collective bargaining agreements, SPG 201.08, and SPG 201.12).