Title IX
Fayetteville State University is committed to fostering safe and respectful university environments that better protect students, faculty, staff, and visitors from incidents of sex-based discrimination.
“No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subject to discrimination under any educational program or activity receiving Federal financial assistance.”
Related Policies
PURPOSE
The Prohibited Sexual Conduct Complaint Resolution Process (Complaint Resolution Process) serves as a companion to Fayetteville State University’s (University) Prohibited Sexual Conduct policy (Policy). The Complaint Resolution Process outlines the specific procedures used to resolve Complaints under the Policy.
The University will act on any Notice, Complaint, or Knowledge of a potential violation of the Prohibited Sexual Conduct (“the Policy”) that is received by the Title IX Office or any other Mandated Reporter by applying the Resolution Process below.
PURPOSE
The purpose of this Prohibited Sexual Conduct Policy (Policy) is to set forth the commitment of Fayetteville State University (University) to maintaining a campus environment free of sexual harassment, sexual misconduct, relationship misconduct, and retaliation and to address the University’s obligations for responding to complaints of Title IX Sexual Harassment and Retaliation pursuant to the U.S. Department of Education’s regulations.
This Policy also applies when the University has actual knowledge of Prohibited Sexual Conduct; the Prohibited Sexual Conduct occurred within the University’s Education Programs or Activities; and the Prohibited Sexual Conduct is against a person in the United States.
PURPOSE
Fayetteville State University (University) is committed to equality of educational opportunity and employment and does not discriminate against applicants, students, or employees based on race, color, national origin, religion, sex, gender identity, sexual orientation, age, disability, genetic information or veteran status. Moreover, Fayetteville State University values diversity and actively seeks to recruit talented students, faculty, and staff from diverse backgrounds.
No person, on the basis of protected status, shall be excluded from participation in, be denied the benefits of, or be subjected to unlawful discrimination, harassment, or retaliation under any University program or activity. This ensures that only relevant factors are considered, and that equitable and consistent standards of conduct and performance are applied. This Policy provides for the prompt and equitable resolution of reports of discrimination, harassment, and related misconduct.
This policy (Policy) is not applicable to reports of conduct that meet the definition of Prohibited Sexual Conduct under the Prohibited Sexual Conduct policy. Such conduct will be addressed solely in accordance with the Prohibited Sexual Conduct policy and its Complaint Resolution Procedures.
Additionally, employees subject to the State Human Resources Act (SHRA) who allege unlawful discrimination, harassment, or retaliation must first file a report with the University’s Equal University Policy: 409 Employment Office (EEO) housed in the Office of Human Resources. Faculty and non-faculty employees exempt from the Human Resources Act (EHRA) must file reports with the Director of Compliance, Equity and Risk Management and not the EEO Office
PURPOSE
All employees have the right to work in an environment free from discrimination and harassing conduct. No State employee shall engage in conduct that falls under the definition of unlawful workplace harassment, including sexual harassment, discrimination, or retaliation, and no employment decisions shall be made on the basis of race, sex, religion, national origin, age, color, disability, or genetic information.
The purpose of this policy is to establish that Fayetteville State University (the University) prohibits in any form unlawful workplace harassment or retaliation based on opposition to unlawful workplace harassment of employees and has developed strategies to ensure that work sites are free from unlawful workplace harassment, including sexual harassment, discrimination, and retaliation.