Webster University's Title IX FAQ | Webster University

Title IX FAQ

The following are questions that are commonly asked regarding Title IX and Webster Unversity's resources:

 

Why should I file a report with the Title IX Office?

Webster University takes its Title IX obligations and the safety of our students very seriously. Filing a report with the Title IX Office is important because in order to address the behavior, the Office needs to be aware of incidents of sexual misconduct in Webster’s community. Informing the Title IX Office allows interim measures to be put into place to protect victims and allows both reporting and responding parties to receive support services. Additionally, Title IX reports allow the Office to recognize patterns and provide opportunity for additional training.

Do I have enough information/evidence to constitute proof of a Title IX policy violation?

Webster University uses the preponderance of evidence standard when determining findings of responsibility. Since the finding is based on evidence showing that it is more likely than not that the sexual misconduct occurred, it is important to have as much evidence as possible to support your case. However, if you believe that you are a victim of sexual misconduct, the Title IX Office encourages you to file a report regardless of how much evidence you have acquired.

Will I have to interact with the Responding Party on campus after I file a Title IX report?

No. The Title IX Office will put a “no contact order” in place. Any attempt to contact the reporting party, in any way, on or off campus, may be viewed as a violation of University policy and may result in disciplinary action.

I witnessed something happening on campus, but it does not directly concern me. Should I contact the Title IX Office?

Yes. Bystander intervention is important to keep the Webster community safe from incidents of sexual misconduct. Each student and employee play an important role in helping to ensure safety. If you see something, say something.

A student disclosed some concerning information to me. I have heard about “responsible employees,” but I am not sure if I am one or not. What should I do?

Responsible employees are defined as any employee who has been given the duty of reporting incidents of sexual harassment/violence or any other misconduct by students to the Title IX Coordinator. A responsible employee includes any employee who has the authority to take action to redress the harassment, who has the duty to report sexual harassment to appropriate school officials, or an individual who a student could reasonably believe has this authority or responsibility. Once a student discloses an incident to you, you have an obligation to notify the Title IX Office. The Title IX Coordinator will contact the student who disclosed the incident of sexual or gender-based harassment and offer to meet.

A Title IX case has been filed against me. Does this mean that I am going to lose my job/get expelled from school?

Once a Title IX report had been made, the Title IX Office will conduct a thorough investigation and make a recommendation using the preponderance of evidence standard. If you are found to be responsible of a violation of the Sexual Misconduct Policy, sanctions may include, but are not limited to: educational counseling, no contact order (no contact of any kind with the Reporting Party), removal from academic program/major, campus ban, suspension until Reporting Party is no longer an active student at Webster, suspension from the University for a semester, permanent dismissal/termination.

What is an “advisor”? Should I have one?

The role of the advisor is one of emotional support for the involved party. The right to an advisor is extended so that the reporting or responding party can identify someone that they want to assist them with navigating and understanding the investigation process, including providing support during each portion of the investigation process and any meeting or interview that is associated with the investigation process. It is recommended that an advisor not be someone who is a witness in the same matter. An advisor may not speak or act on behalf of a reporting or responding party, including answering questions for or on his/her behalf; stand in for, or represent a reporting or responding party; disseminate by any medium or form any information shared or learned throughout the investigation process with anyone other than the reporting or responding party for whom they serve as an advisor, or the Title IX Officer; act as or represent themselves or another as an investigator for the Title IX process during the investigation process; contact a witness or other party participating in the investigation process; or, impede the investigation process or act in a manner that obstructs the investigator or disrupts the investigation process.

My friends and I are all victims of sexual harassment by one Responding Party. However, I am the only one who will contact the Title IX Office. The others refuse to come forward. What can I do?

The Title IX Office encourages you to come forward with your report. The other victims may choose to be witnesses in your case or may choose to come forward later with a separate report.

What is the difference between an Administrative Process and a Hearing Board Process?

It is the Reporting Party’s decision to pursue either an Administrative Process or a Hearing Board Process. Under the Administrative Process, the Lead Title IX Coordinator will make a recommendation on the case using the preponderance of the evidence (more likely than not) standard and he or she will make a recommendation to the appropriate administrator for action, including the imposition of sanctions and/or environmental remedies. The determination as to who is the appropriate administrator is based on the concrete circumstances of each individual case. The administrator may not be an individual who has had prior involvement in the case.

The administrator must then accept or modify the Lead Title IX Coordinator's recommendation. When evaluating the evidence used to support the Lead Title IX Coordinator's recommendation, the administrator must also use the preponderance of the evidence (more likely than not) standard. Under the Hearing Board Process, The Lead Title IX Coordinator or designee will work with the Sexual Offense Hearing Officer to schedule a hearing. Because of the small size of some campuses and the wide geographic boundaries of the University, it is possible that hearings for personnel at extended and/or international campus locations may be held via conference call, skype, video teleconferencing or other means of technology.

The Lead Title IX Coordinator or designee will provide a summary of investigation to be presented to the Hearing Board and allow for questions by the Hearing Board regarding the investigation. A Sexual Offense Hearing Officer will conduct the hearing. Both the reporting and responding parties will be offered the opportunity to make an impact statement. The members of the Hearing Board will be given the opportunity to question the reporting party, the responding party and any witnesses.

The Sexual Offense Hearing Board will make a decision on the case using the preponderance of the evidence standard (i.e. more likely than not standard) and determine sanctions and/or environmental remedies and inform the Lead Title IX Coordinator assigned to the case, in writing, of the same.

How much time will my Title IX case take from beginning to end?

The University intends to complete a typical investigation within sixty (60) days following receipt of the report. Due to the number of witnesses being interviewed, some cases may extend longer than sixty days. The Title IX Office will remain in contact with both parties and provide continual timeframe updates throughout the investigation.

If I have been drinking or using drugs and was a witness and/or the victim of sexual misconduct, will I receive conduct sanctions if I report to Title IX?

The University recognizes that an individual who has been drinking or using drugs at the time of the incident may be hesitant to make a report because of potential consequences for his/her/their own conduct, which may violate other University policies and codes of conduct.

An individual who reports sexual misconduct, either as a reporting party or a third party witness, will not be subject to disciplinary action by the University, for his/her/their own personal consumption of alcohol or drugs at or near the time of the incident, provided that any such violations did not and do not place the health or safety of any other person at risk. The University may, however, initiate an educational discussion or pursue other educational remedies regarding alcohol or other drugs. This amnesty policy applies to the University's student conduct process as well as related policies applicable to students, faculty and staff.

While the University may waive disciplinary action under its policies related to use of alcohol and drugs as indicated above, it retains the responsibility to report any illegal use of these substances as required by law and will act in compliance with those laws.

 

The Policy at Webster

The Title IX Office offers support, training and reporting tools to help our community. We have outlined these resources in our policy.

Title IX Policy

Information About Reporting and Processes

We have created a step-by-step process guide and share information about the Administrative and Hearing Board processes.

Report Processes

 

Title IX Events Calendar

View More Events »

Title IX Office

Kimberley Pert, Interim Head of Webster University's Title IX Office
470 E. Lockwood Ave., St. Louis, MO 63119
(314) 246-7780 | pertk61@webster.edu