AnnualSecurityReport

26 LEHIGH UNIVERSITY • The impact on the parties; and/or • Any other information deemed relevant by the decision-maker and/or Title IX Coordinator. Disciplinary action against faculty and staff may include: • Warning – Verbal or Written • Corrective Action or Restitution • Performance Improvement/Management Process • Required Counseling • Required Training or Education • Educational Sessions or Programs • Work Restrictions • Probation • Loss of Annual Pay Increase • Loss of Oversight or Supervisory Responsibility • Reduction in Pay • Demotion • Suspension with Pay • Suspension without Pay • Termination (A move for dismissal of a tenured member of the faculty requires a special procedure involving the Board of Trustees, as per the Rules and Procedures of the Faculty.) The range of disciplinary actions available under the Student Code of Conduct when students are found responsible for committing dating violence, domestic violence, sexual assault, stalking, sexual exploitation, or other form of sexual harassment or sexual misconduct may include the following: • Expulsion • Suspension • Deferred suspension • Disciplinary probation • Disciplinary warning • Other educational, punitive, or restorative sanctions • Counseling • Educational sessions or programs Appeals Both parties in the case have the right to appeal the outcome and the sanction in cases involving dating violence, domestic violence, sexual assault, stalking, sexual exploitation, and other forms of sexual harassment and sexual misconduct as outlined in the applicable University policies. In cases involving Title IX Sexual Harassment, a request for appeal must be submitted in writing to the Title IX Coordinator within three business days from the delivery of the Notice of Outcome letter. The grounds for appeal are: 1. Procedural irregularity that affected the outcome of the matter; 2. New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made, that could affect the outcome of the matter; and 3. The Title IX Coordinator, investigators, or decision maker had a conflict of interest or bias for or against complainants or respondents generally or the specific complainant or respondent that affected the outcome of the matter. The appeal must be based on one (or more) of the three grounds mentioned above. The request for appeal should include specific details as to why an appeal should be granted. The appeal will be decided by a three-person appeal panel (“Appeal Panel”). The parties will be notified in writing of the outcome of the appeal, any specific instructions for remand or reconsideration, and any sanctions that may result which the University is permitted to share according to applicable law. The parties will also be notified in writing when the results of the process become final. In cases of University-Defined Sexual Harassment, the grounds for appeal include: 1. Information is available that was not available at the time of the investigation; 2. The University disciplinary procedures were violated in a way that may have adversely affected the outcome of the case; or 3. The sanction is inappropriate (i.e., unduly lenient or unduly harsh). In student cases of University-Defined Sexual Harassment, an appeal must be filed within three business days from the date of the outcome letter. The appeal must be submitted in writing and be based on one (or more) of the three grounds mentioned above. The letter should include specific details as to why an appeal should be granted, and should be submitted to the Conduct Officer. The Disciplinary Appeals Committee decides the outcome of student appeals. In faculty or staff University-Defined Sexual Harassment cases, an appeal must be filed within 14 calendar days of receiving written notice of disciplinary action. The appeal must be submitted in writing and be based on one (or more) of the three grounds mentioned above. The letter should include specific details as to why an appeal should be granted, and should be submitted to the appropriate entity for consideration. Faculty cases are decided by the Faculty Personnel Committee and staff cases are decided by the President of the University. In all University-Defined Sexual Harassment cases, both parties will be notified simultaneously in writing of the outcome

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