1. In keeping with the statutory legislation, this policy forbids two (2) kinds of intimate harassment:

1. In keeping with the statutory legislation, this policy forbids two (2) kinds of intimate harassment:

A. Tangible Employment or Academic Action. This kind of intimate harassment takes place when the terms or conditions of employment, educational advantages, scholastic grades or possibilities, residing environment, or involvement in a University task is trained upon, either clearly or implicitly, distribution to or rejection of unwanted intimate improvements or demands for intimate favors, or such submission or rejection is one factor in choices impacting that individual’s work, training, residing environment, or involvement in a University system or task. Generally speaking, perpetrators is agents or workers with a few authority through the University.

B. Aggressive Environment. A hostile environment based on intercourse exists whenever harassment is adequately serious (i.e., severe, pervasive, or persistent) and objectively unpleasant to be able to effortlessly reject or restrict a person’s capacity to be involved in or take advantage of the University’s programs, solutions, opportunities, or tasks; or harassment that produces an aggressive environment (aggressive environment harassment) violates this policy. A aggressive environment can be produced by anybody taking part in a University system or task (i.e., administrators, faculty users, pupils, and also campus visitors). Mere offensiveness just isn’t adequate to create a aggressive environment. A single serious incident, such as a sexual assault, even if isolated, can be sufficient although repeated incidents increase the likelihood that harassment has created a hostile environment.

In determining whether harassment has established an environment that is hostile consideration is likely to be made not merely as to if the conduct had been unwanted to your one who seems harassed, but additionally whether a fair individual in the same situation might have sensed the conduct as objectively unpleasant. Additionally, the following factors will be looked at:

(1) The level to that your conduct impacted one or even more pupils’ education or individual’s work;

(2) The nature, range, regularity, extent, and precise location of the event or incidents;

(3) The identification, quantity, and relationships of individuals included; and

(4) The nature of advanced schooling.

2. Types of conduct which may rise to your known degree of intimate harassment include, but they are not restricted to, the annotated following:

A. Refusing to employ, market, or grant or deny particular privileges because of acceptance or rejection of intimate improvements;

B. Guaranteeing a work-related advantage or perhaps a grade in substitution for intimate favors;

C. Suggestive or improper communications, e-mail, records, letters, or other written materials showing things or photos, that are intimate in the wild, that could produce hostile or work that is offensive residing, or academic surroundings;

D. Intimate innuendoes, responses, and remarks about a person’s clothes, human anatomy, or tasks;

Ag e. Suggestive or sounds that are insulting

F. Whistling in a suggestive way;

G. Humor and jokes about sex that denigrate women or men;

H. Intimate propositions, invites, or stress for sex;

I. Used in the class of intimate jokes, tales, remarks, or pictures which are certainly not or just marginally highly relevant to the subject material for the course;

J. Suggested or overt threats that are sexual

K. Suggestive or obscene gestures;

L. Patting, pinching, along with other improper touching;

M. Unneeded brushing or touching contrary to the human body;

Letter. Attempted or real kissing or fondling;

O. Suggestive or improper functions, such as for example remarks, innuendoes, or real contact based on one’s real or identified sexual orientation and/or sex identity/expression;

P. Graphic or written statements (such as the utilization of cellular phones plus the internet), or any other conduct that could be physically threatening, harmful, or humiliating in a fashion pertaining to intercourse.

K. Sexual Misconduct. For the purposes with this policy, intimate misconduct is described as dating physical physical physical physical violence, domestic physical violence, stalking, and assault that is sexual.

L. Stalking. T.C.A. § 39-17-315. A willful length of conduct involving duplicated or continuing harassment of some other man or woman who would result in a person that is reasonable feel terrorized, frightened, intimidated, threatened, harassed, or molested, and therefore actually causes the accuser to feel terrorized, frightened, intimidated, threatened, harassed, or molested. Harassment means conduct directed toward the accuser that features, it is not limited to, duplicated or continuing unconsented contact that will cause an acceptable individual to suffer psychological stress, and that actually causes the accuser to suffer psychological stress. Harassment will not add constitutionally protected task or conduct that serves a purpose that is legitimate.

M. Title IX Coordinator. The Title IX Coordinator may be the MTSU official accountable for overseeing the University’s reaction to misconduct that is sexual discrimination, and harassment reports and complaints as well as for handling any habits or systemic issues identified by such reports and complaints. This formal oversees and coordinates the University’s programs and training efforts pertaining to misconduct that is sexual discrimination, and harassment. The Title IX Coordinator conducts investigations and it has the authority to implement all interim measures considered appropriate. The Title IX Coordinator has delegated investigatory duty to Deputy Title IX Coordinators that are additionally authorized to implement appropriate interim measures. All demands by complainants for privacy should always be assessed by the Title IX Coordinator with the working office of the University Counsel. Make reference to Section VI. For more information from the Title IX Coordinator.

IV. Immediate Actions A target must Just Just Just Take

A. When you look at the instant aftermath of the intimate attack, domestic physical violence, dating physical violence or comparable occasion, the main thing is actually for the target to get at a safe destination.

B. Whenever a sense of security was accomplished, the target should look for attention that is medical aside from his/her choice to report the criminal activity towards the authorities. It is crucial when it comes to target of intimate attack to look for attention that is medical so the target could be screened for sexually sent diseases/pregnancy/date rape medications, get crisis contraception, and enjoy treatment plan for any real accidents.

C. A target has got the straight to accept or drop any or all elements of an exam that is medical. Nevertheless, critical proof could be lost or missed or even gathered or analyzed.

D. Valuable evidence that is physical be obtained through the target and also the victim’s clothes. A target should make every work to truly save something that might retain the offender’s DNA. Consequently, a target must not:

1. Bathe or shower;

2. Wash his/her fingers;

3. Brush his/her teeth;

4. Utilize the restroom;

5. Change clothing;

7. Tidy up the certain area where in actuality the event occurred; or

8. Go such a thing the offender might have moved.

E. Even when the target have not yet chose to report the criminal activity, finding a forensic exam that is medical keeping the data safe from damage will increase the possibilities that law enforcement can access and test the kept proof later on if the target choose to prosecute.

F. Victims of sexual misconduct, discrimination, and harassment ought to protect proof by saving texting, immediate messages, social media pages, other communications, and maintaining photos, logs, or any other copies of papers, whether they have any that might be helpful to detectives.