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12. Sexual Assault Policies for Students and Faculty, Administrators and Staff (FAS)
According to the Loyola Community Standards Handbook and Faculty, Administrators and Staff Handbook, Loyola University Maryland strives to create a safe educational and working environment for all members of the Loyola community including students, faculty, administrators and staff. Violence or threats of violence of any kind, including domestic violence, dating violence, sexual assault, and stalking, will not be tolerated. Loyola University fully supports and complies with all local, state, and federal criminal laws prohibiting sexual misconduct. Information about Loyola University's non-discrimination student policy, which includes sexual harassment, sexual violence, and reporting procedures, can also be found in the student community standards handbook. Loyola University Maryland issues this statement of policy to inform the campus community of our programs to prevent and address domestic violence, dating violence, sexual assault, and stalking as well as the procedures for institutional disciplinary action in cases of alleged dating violence, domestic violence, sexual assault, or stalking, which will be followed regardless of whether the incident occurs on or off campus when it is reported to a University official.
Sexual misconduct is a form of discrimination prohibited by federal and state discrimination laws, including Title IX and the Education Amendments of 1972 and Title VII of the Civil Rights Act. In addition, some forms of sexual misconduct violate the criminal laws of the state of Maryland. Loyola University is committed to providing an environment free from sex-based discrimination and harassment.
The University engages in comprehensive, intentional, and integrated programming, initiatives, strategies, and campaigns intended to end dating violence, domestic violence, sexual assault and stalking that:
If a report of domestic violence, dating violence, sexual assault or stalking is reported to the University, the below are the processes and procedures that the University will follow as well as a statement of the standard of evidence that will be used during any grievance proceeding on campus arising from such a report:
Loyola University Maryland will provide written notification of the rights and options available to students and employees who have been the victim of domestic violence, dating violence, sexual assault, or stalking. The Notification of Rights and Options is below. Included in the notice is information about a medical forensic examination free of charge or with full reimbursement without requiring the victim to report to law enforcement and/or participate in the criminal justice system as a condition of the payment or reimbursement, discussion of the importance of evidence collection, information about interim measures, information about accommodations and protective measures and how to obtain them, and options for resources and reporting.
Notice of Rights and Options Sexual Misconduct Incidents
Loyola University Maryland is committed to a working and learning environment free from sexual misconduct, including sexual harassment and sexual discrimination. Sexual misconduct is a form of sex discrimination prohibited by federal law, including Title IX, state law, and University policies. Violence or threats of violence of any kind, including sexual assault, dating violence, domestic violence, sexual exploitation, and stalking, will not be tolerated. Reports of such offenses, including acquaintance rape and other types of sexual assault, are taken very seriously. This document provides a list of rights and options.
The complete Loyola University Maryland policy on sexual misconduct is contained in the "Harassment and Discrimination Policy and Procedures" and is available online at www.loyola.edu/department/title-ix/policy.
Privacy and discretion will be exercised in every incident. If a complainant requests privacy or asks that the complaint not be pursued, the University will take all reasonable steps to investigate and respond to the complaint, consistent with the request. If a request that the complainant's name or other identifiable information not be disclosed to the alleged perpetrator ("respondent"), the University's ability to respond may be limited.
Each party may disclose information to persons who need to know it in order to participate in or administer the process, and/or to provide support and assistance. Parents or guardians of students will not be contacted by the University except at your request or in the case of a health and safety emergency. If the University is required to notify the community of the incident, including recording the assault in the campus crime log, no identifying information will be included, to the extent permissible by law.
Medical Recommendations: It is strongly encouraged that complainants seek medical assistance in cases of sexual assault or misconduct. Maryland regulations provide that the Sexual Assault Forensics Examination (SAFE) be performed free of charge if seen within 120 hours of the alleged offense.
Counseling Services: Reports made to a licensed counselor or health care provider are confidential and will not be reported for investigation without the complainant's permission unless an imminent threat exists.
Options for Reporting: You can change your mind about the type of report you wish to file at any time, to do so contact the Title IX Coordinators, Public Safety or Student Life.
You may file a complaint via the on-campus disciplinary process through the Student Conduct process and/or with the Baltimore City, Baltimore County or Howard County Police for criminal prosecution depending on the location of the incident. You can enact both processes, as they are different, and they can proceed at the same time. Alternately, you do not have to choose either process at this time. The University does, however, have to take action to limit the effects of the alleged incident, prevent reoccurrence and may need to inform and notify the community via PM Evergreen if a threat still exists in such cases when the alleged respondent is not able to be located. These notices will not include identifying information.
Note that different procedures apply when an employee or faculty member is accused of sexual harassment or sexual misconduct. Refer to the Harassment and Discrimination Policy at www.loyola.edu/department/title-ix/policy.
Title IX Coordinator for the University:
Kathleen Parnell, Assistant Vice President
for Human Resources
5000 York Road
Title IX Deputy for Faculty, Staff & Administrators:
Maryalice Meister, Director for Human Resources
Generalists Services
Title IX Deputy for Students:
Katsura Kurita, Assistant Vice President
for Student Development
110 Jenkins Hall
410-617-5646 (direct)
410-617-5171 (main)
Title IX Deputy for Public Safety and Crimes:
Timothy Fox
Director for Public Safety
5104 York Road
Protective and Peace Orders
Protective and peace orders may be sought through the court system by visiting the State of Maryland District Court Commission building at 500 North Calvert Street, by contacting a court commissioner or by calling 410-767-5774. Protective orders and peace orders may be sought through the court system; DPS will provide assistance in obtaining orders of protection upon request.
Loyola University Maryland complies with Maryland law in recognizing orders of protection, any person who obtains an order of protection from Maryland or any reciprocal state (Under the Federal Full Faith and Credit Act, every state in the union has to enforce MD Protection Orders and Maryland does the same for the other 49 states). Complainants who have acquired protective measures should provide a copy to DPS and/or the Office of the Title IX Coordinator. A complainant can then choose to meet with DPS to develop a Safety Action Plan, which is a plan for DPS and the complainant to reduce risk of harm while on campus or coming and going from campus. This plan may include, but is not limited to: escorts, special parking arrangements, providing a temporary cellphone, changing classroom location or allowing a student to complete assignments from home, etc.) The University cannot apply for a legal order of protection, no contact order or restraining order for a complainant from the applicable jurisdiction(s), but will provide guidance to complainants on how to obtain protective orders.
Two types of protective orders are available to complainants in the State of Maryland:
Type of Order
Rights of Victims
Institutions Responsibilities
Orders of Protection
A Final Protective Order: (a) may be in effect for as long as one (1) year, and the court for good cause may extend the term of the Final Protective Order for an additional six (6) months after a further hearing; or (b) may be extended for a period not to exceed two (2) years, if a judge finds the Respondent has committed a subsequent act of abuse against the Petitioner or a protected person; or (c) may last for as long as two (2) years, if there is a finding that this is a subsequent act of abuse committed within one (1) year after the date that a prior Final Protective Order issued against the same Respondent on behalf of the same person eligible for relief expires, and the prior Final Protective Order was issued for a period of at least six (6) months.
The Director of Public Safety or his/her designee can assist the victim in contacting the appropriate law enforcement officials and in working with these officials to pursue criminal charges against the alleged respondent.
Peace Orders
A Peace Order is similar to a domestic violence protective order in that they both require you to be a victim of abuse and they both offer similar forms of protection from the abuser. However, if your relationship to the abuser falls under the category for a domestic violence protective order, you would NOT be eligible for a peace order.
Complainants are required to apply directly for these services by filing for petitions (forms) for protective orders which can be obtained from any circuit or District Court clerk or District Court commissioner. Petitions for peace orders must be obtained from a District Court clerk or commissioner. All forms are available at: www.mdcourts.gov/courtforms.
How Can I File for a Protective Order?
In the State of Maryland
Family or household members including:
Spouses, former spouses
Parent, child, foster parent
People who have kids together
Intimate partners who lived togther for at least 90 days during the 1 year period before filing for order
Individuals who lived together for at least 90 days during the 1 year period before filing the order.
On and Off Campus services for Victims:
Upon receipt of a report of domestic violence, dating violence, sexual assault, or stalking, Loyola University will provide written notification to students and employees about existing assistance with and/or information about obtaining resources and services including counseling, health, mental health, victim advocacy, legal assistance, visa and immigration assistance, student financial aid and assistance in notifying appropriate local law enforcement. These resources include the following:
Type of Services Available
Service Provider
Contact Information
Pastoral Care
Campus Ministry
Cohn Hall, Room 100
410-617- 2222
Confidential Health Care
Loyola University Student Health and Education Services
4502 A Seton Court
Mental Health
Professional Counselors
Loyola University Counseling Center
Humanities, Room 150 410-617-CARE (2273)
Victim Advocacy
Loyola University Women's Center
4504 A Seton Court 410-617-2699
Visa and Immigration Assistance
Loyola University Office of International Programs
Humanities, Room 132 410-617-2910
Student Financial Aid
Financial Aid Services
Loyola University Student Administrative Services
Maryland Hall Room 140
Support and Wellness Promotion offering individual support services and counseling
Loyola University Office of Student Support and Wellness Promotion
4502 B Seton Court
Off Campus
Types of Services Available
Forensic Nurses
Baltimore City
Forensic exam
Mercy Hospital
Mercy Medical Center
345 St. Paul Place
Baltimore MD 21202
(domestic violence)
Baltimore City:
Baltimore County:
410- 377-8111
(sexual assault/domestic violence)
Sexual Assault Abuse/Domestic Violence 24 –hour hotline
Howard County
Hotline: 410-997-2272
State of Maryland District Court Commission
500 N. Calvert Street
Baltimore MD
Victim Services
Victim Abuse Services
House of Ruth
24 hour hotline:
Employee Assistance Program (EAP)
Counseling Services
Employee Assistance Program: Legal Assistance
Legal Consultation and Referral Services
Other resources available to persons who report being the victim of sexual assault, domestic violence, dating violence or stalking include:
http://www.rainn.org – Rape, Abuse and Incest National Network
http://www.ovw.usdoj.gov/sexassault.htm - Department of Justice
http://www2.ed.gov/about/offices/list/ocr/index.html Department of Education, Office of Civil Rights
Filing a Complaint and Procedures for Adjudicating Charges of Sexual Misconduct
What follows are: the steps; anticipated timelines; decision-making process; how to file a disciplinary complaint; and, how the institution determines which type of proceeding to use based on the circumstances of an allegation of dating violence, domestic violence, sexual assault or stalking.
If you believe that you have been the victim of sexual misconduct on University property, at a University-sponsored event regardless of location, or in the administration of any of Loyola's educational programs or activities, you are encouraged to report the incident to one of the following individuals by calling or going to see:
Kathleen Parnell, Assistant Vice President for Human Resources
Katsura Kurita, Assistant Vice President for Student Development
Title IX Deputy for Faculty, Staff, and Administrators:
Maryalice Meister, Director for Human Resources Generalists Services
Timothy Fox, Director for Public Safety
Reports of sexual misconduct also can be made to any "responsible employee", defined as any University administrator, campus police, coach, trainer, resident assistant, or non-confidential first responder who has the authority to take action to redress the sexual misconduct or whom a student could reasonably believe has such authority or duty. Campus Police and the student life on-call staff can be reached at 410-617-5010.
You will be asked to provide a statement to the investigating campus police officer and an assistant or associate director of student life. It is important to give as much information as possible as your statement will serve as the basis for further investigation of any case and any resulting campus charges. You will be provided with a written explanation of your rights and options as described in this policy. If you or any witnesses report sexual misconduct, you will not be subject to disciplinary action for your own personal consumption of alcohol or drugs at or near the time of the incident. The University may initiate an educational discussion or pursue other educational remedies regarding alcohol or other drugs. The University encourages any student who has been a victim of domestic violence, dating violence, sexual assault, or stalking to consult their parents/guardians and to report the incident to the Baltimore City Police. The director of public safety or their designee can assist the complainant in contacting the appropriate law enforcement officials and in working with these officials to pursue criminal charges against the respondent. Complainants also have the option to decline to notify law enforcement authorities. Protective orders and peace orders may be sought through the court system. Baltimore City Police can be reached by calling 911.
If you have been the victim of sexual misconduct but do not want to report it for investigation, you may seek out a counselor or psychologist in the Counseling Center. The Counseling Center can be reached at 410-617-2273. Reports made to a licensed counselor, clergy acting in their pastoral role, or treating health care provider are confidential and will not be reported for investigation without your permission unless an imminent threat exists. The Student Health Center can be reached at 410-617-5055. If you would like to seek counseling assistance off campus, you may contact TurnAround 24 hours a day at 443-279-0379, House of Ruth 24 hours a day at 410-889-7884, or the Sexual Assault /Domestic Violence 24-hour
hotline for Baltimore and Carroll Counties at 410-828-6390.
Students are encouraged to seek medical assistance in cases of sexual misconduct. Upon request, campus police will provide transportation to Mercy Hospital, designated as one of the city's rape treatment centers. This hospital is equipped to perform the Sexual Assault Forensics Exam (SAFE) and provide victim services. It is important to preserve evidence for proof of a criminal offense if charges may be filed.
Interim measures may be offered to a student who has been the victim of domestic violence, dating violence, sexual assault, stalking, or sexual exploitation. These interim measures may include but are not limited to: no contact order, new housing assignment, changes to class schedules, assistance with rescheduling an academic assignment (paper, exam, etc.), tutoring support, changes to work schedules/situations, transportation assistance and escorts to and from campus locations, interim suspension for the respondent, and other measures for safety as necessary.
Procedures for Adjudicating Charges of Sexual Misconduct for Accused Students
The University's procedures provide for prompt, fair, and impartial investigation and resolution of all reports of sexual misconduct. Investigations and hearings will be conducted by officials who have received annual training on the issues related to domestic violence, dating violence, sexual assault, and stalking and on how to conduct an investigation and hearing process that protects the safety of complainants and promotes accountability. The timeframe for conducting the investigation and resolving the complaint is usually less than 60 days, not including the appeal process. However, this timeframe may be extended for good reason. In cases where law enforcement is involved, the University will cooperate with all investigative efforts and will promptly resume its own investigation of the case when permitted to do so.
Due to the usually private nature of these actions, the University may not be able to pursue charges of sexual misconduct unless the complainant acts as the accuser and primary witness. However, in cases where there may be a witness to the alleged violation, or in cases where the complainant requests that the University pursue the case even though she/he is unwilling to act as the accuser, or in cases in which pursuing the case is in the best interest of the University, the University reserves the right to pursue a case to its conclusion.
Upon becoming aware of an allegation of sexual misconduct (i.e. sexual assault, domestic violence, dating violence, stalking, etc.) against a student, the Office of Student Life and the Department of Public Safety, in consultation with the Title IX Deputy Coordinator, will initiate an investigation and take actions deemed necessary to protect the emotional well-being of the individuals involved, as well as the educational environment of the University community. These actions may include, but are not limited to, relocating residence hall assignments, restricting access to certain campus buildings, prohibiting contact between the respondent, the complainant, or witnesses, or suspending the respondent from campus pending the hearing. All hearings, also known as proceedings, involving sexual misconduct will be conducted in accordance with the normal rules and procedures of the student conduct process with special sensitivity to the nature of the charges and the best interests of all parties involved. All participants are expected to maintain confidentiality regarding the proceedings, except that the complainant and the respondent may not be required to maintain confidentiality as to the outcome of the proceedings. In recognition of the unique nature of sexual misconduct cases, the procedures specified in this section supersede any conflicting provisions of the University student conduct process. Actions by the police or criminal courts do not in any way preclude a student from pursuing charges through the University's student conduct system. Similarly, pursuit of charges through the University's student conduct system does not preclude the pursuit of criminal charges.
i. The sexual misconduct hearing panel will be comprised of one faculty member, one administrator, and the Associate Director of Student Life for Student Conduct or their designee. All panel members and proceedings are conducted by officials who, at a minimum, receive annual training on the issues related to dating violence, domestic violence, sexual assault, and stalking and on how to conduct an investigation and hearing process that protects the safety of victims and promotes accountability
ii. If, in the judgment of the Associate Director of Student Life for Student Conduct or their designee, the timing of the charges precludes the participation of a faculty member, the Associate Director of Student Life for Student Conduct and a student development administrator will serve as hearing officers for the case.
iii. The respondent and complainant may each have an advisor present throughout the entire process, including the hearing. The advisor is not allowed to address the investigators, address the hearing panel, or question witnesses. The advisor cannot serve as a witness. Both the complainant and the respondent can have an advisor of choice, which can include parents, attorneys, or others who are not fulltime members of the University community. Disruptive advisors will be removed from the process, and the process will continue. Students are required to notify the Office of Student Life 24 hours in advance of the hearing date if a student plans to bring an advisor. Advisors can request an outline of their role and expectations for their participation in the student conduct process.
iv. Under Title IX, both the respondent and complainant have a right to similar and timely access to information that will be used at the hearing. Although hearing materials become part of a charged student's educational record under FERPA, the University reserves the right to share relevant case materials with both parties[DC1] .
v. The respondent and the complainant each have the right to bring witnesses to the hearing to testify on their behalf. There is no limitation placed on the number of fact witnesses; however, students are limited to two character witnesses to testify on their behalf. Students are encouraged to notify the hearing officer of witnesses attending the hearing at least 24 hours in advance of the hearing. In the event that a witness cannot attend a hearing, the witness may email or personally deliver a signed written statement directly to the hearing officer in advance of the scheduled hearing.
vi. The hearing will begin with the panel chair going over the student rights and responsibilities for the respondent, and then reading their charges. The respondent will have the opportunity to present an opening statement to the panel that describes their involvement and/or responsibility in the incident. The complainant will then have an opportunity to present their statement to the panel. The complainant may choose to present her/his testimony outside of the presence of the respondent but the respondent will be able to listen to the testimony by intercom. The complainant has the right to be present for or listen to all testimony given during the hearing, if he/she so chooses. The panel will then call witnesses and has the ability to recall the respondent and any witness, including the complainant, for clarification. The complainant has the right to provide a written impact statement that describes how the incident has affected them. The impact statement is reviewed by the hearing panel only if a determination of responsibility is made and before a sanction is determined. If an impact statement was submitted and reviewed by the hearing panel, a copy will be provided to the respondent with the decision letter.
vii. Statements or questions regarding the past sexual history of the respondent or complainant generally will not be permissible as evidence during the hearing except as they relate to the past sexual history of the respondent with the complainant.
viii. The degree of impairment of the complainant's ability to give or withhold consent may be introduced into evidence.
ix. The panel will use a preponderance of evidence standard to evaluate complaints of sexual misconduct. If the panel determines that the respondent is responsible for a violation of this policy, the panel will decide the appropriate sanctions in accordance with the Student Code of Conduct. Drug or alcohol use by the respondent is not a defense to a charge of sexual misconduct and will not be considered a mitigating factor in assessing an appropriate sanction. Violations of the sexual misconduct policy are serious and although there are no standard sanctions outlined for violations of this policy, a range of sanctions may include the following: written reprimand, fine, restitution, educational project, alcohol and drug screening/education/treatment, civility hours, parental notification, restricted access or privileges, senior week, loss of room selection privileges, relocation to another residence, restricted contact, social restrictions, residence hall probation, disciplinary probation, deferred suspension from the residence
halls, deferred suspension from the University, suspension from the residence halls, suspension from the University, expulsion, student development assessment and evaluation, periodic drug testing, postponement of activity participation and conferring of honors and degrees, mentoring with an administrator, Jesuit reflection, and continuation/modification or interim measures[DC2] .
x. The respondent and the complainant will be informed simultaneously in writing of the outcome of the hearing, also known as the result, normally within five working days. Both parties will receive written notice of any sanctions imposed on the respondent, except that in cases of non-violent sexual harassment the complainant will only receive notice of any sanctions that relate directly to the complainant. The result must also include detailed rationale for the result and the sanctions.
xi. If the respondent is found responsible for a sexual misconduct violation, he/she may appeal the decision and/or the sanction to the University Board on Discipline. If the complainant disagrees with the findings or sanctions given to the respondent, he/she also may appeal to the University Board on Discipline. Each party is allowed one opportunity for appeal. Appeal letters should clearly state in the opening paragraph the reasons for a student's appeal, based on one of more of the grounds outlined below:
➢ The student alleges that their rights to a fair hearing were violated.
➢ The student alleges that the decision/outcome is not supported by or is inconsistent with the evidence.
➢ The student alleges that new evidence that was not available for the original hearing might impact the decision of responsibility or determination of sanction.
➢ The student alleges that the sanctions imposed are grossly disproportionate to the findings of responsibility.
The burden is on the student to provide support for the asserted grounds in the appeal letter. Failure to follow the guidelines or to provide sufficient support for the allegations will result in the dismissal of the appeal without further proceedings. No panel members who were involved in the original hearing will serve on the University Board on Discipline for the appeal hearing. For appeals in sexual misconduct cases, the Board is comprised of two faculty members, one voting administrator, and a non-voting administrator from the Student Development Division.
xii. When an appeal letter is submitted, the other party will be given notice of the grounds of the appeal and will be provided the opportunity to submit a response. In cases where appeals are submitted by both parties, both appeals will be reviewed by the same board. Each student will have the ability to present their grounds for appeal and any new evidence, as well as respond to questions from the board and hear the rationale from the hearing officer who chaired the panel that made the original decision. The burden is on each student to present grounds for their appeal to the board that will then make the final decision regarding the findings and sanction(s) associated with the case. This decision or any changes to the results of the proceedings will be communicated simultaneously in[DC3] writing to both the respondent and the complainant within five working days of the appeal hearing. If only one party appeals, the other party has the right to attend the hearing and participate even if he/she chooses not to appeal.
xiii. At any time during the student conduct process if the complainant or respondent desires to seek the services of the counseling center or Campus Ministry staff, he/she may contact these offices directly or through the Director of Student Life.
Any retaliation, reprisal, or intimidation directed toward a complainant or anyone else as a result of reporting or participating in an investigation or adjudication of alleged sexual misconduct is strictly prohibited. Any incidents of retaliation should be reported immediately to Student Life and are considered a serious violation.
Directory Information
Victims may request that directory information on file with the University be withheld by contacting Office of Technology Services.
Objectivity in Hearing Process
At the beginning of the hearing, the accused student is asked if there is any reason why a panel member(s) should not serve on the hearing panel. If yes, the accused student is asked to provide rationale, and the Hearing Officer will rule if the objection is credible and warranted.
Sexual Assault Policies and processes for Accused Faculty, Administrators and Staff
The Loyola University sexual assault policies and procedures for faculty, administrators, and staff are outlined in the Staff and Administrators Policy Manual. The following are the germane sections of the manual, for the Harassment and Discrimination Policy and Procedures:
a. Policy - Loyola University Maryland does not discriminate on the basis of race, sex, color, national or ethnic origin, age, religion, disability, marital status, sexual orientation, gender identity, genetic information, military status, or any other legally protected classification in the administration of any of its educational programs and activities or with respect to admission or employment. Prohibited discrimination includes harassment on the basis of a protected classification and harassment based on participation in any "protected activity." Complaints of domestic violence, dating violence, stalking (whether or not based on a protected classification), and sexual exploitation are also addressed under this policy.
Discrimination, harassment, domestic violence, dating violence, stalking, and sexual exploitation are inconsistent with Loyola's commitment to excellence and respect for all individuals. Loyola is also committed to protecting the academic freedom and freedom of expression of all members of the University community. This policy shall be applied in a manner that protects the academic freedom and freedom of expression of all parties to a complaint. Academic freedom and freedom of expression include but are not limited to the expression of ideas, however controversial, in the classroom, residence hall, and, in keeping with different responsibilities, in workplaces elsewhere in the University community.
b. Scope- This policy prohibits discrimination, harassment, domestic violence, dating violence, stalking, and sexual exploitation of students, employees or program participants of Loyola University Maryland by anyone on University property or at University-sponsored activities. This policy applies to situations in which the person alleging a violation (the "complainant") or the person accused of a violation (the "respondent") is an employee, student, or program participant of Loyola University Maryland. Loyola students and employees who are studying or teaching off-campus (e.g., semester abroad) or are on a leave of absence (e.g., medical leave, sabbatical) remain covered by this policy.
Allegations against student employees in their capacity as employees are resolved through this policy by the director of student life and the director of human resources generalist services.
Allegations against students in their capacity as students are resolved through the student conduct process rather than under this policy. The Community Standards can be found at http://www.loyola.edu/department/studentlife/studentconduct.
Allegations involving individuals who are not current employees or students of Loyola (e.g., applicants for admission or employment, alumni, independent contractors, vendors, recruiters) are addressed on a case-by-case basis using an appropriate procedure as determined by the human resources office.
Harassment other than on the basis of a protected classification is also prohibited by University policy and may be the subject of a complaint using the Grievance Policy and Hearing Procedures (Section 8.18 of the Staff and Administrator Policy Manual).
c. Compliance- The designated official to ensure Loyola's compliance with Title IX of the Education Amendments of 1972, as amended, which prohibits sex discrimination including sexual harassment and sexual violence, is Kathleen M. Parnell, Assistant Vice President for Human Resources, 5000 York Road, Suite 200, Baltimore, MD 21212, Phone: 410-617-2354, Email: email@example.com.
The designated official to ensure Loyola's compliance with Section 504 of the Rehabilitation Act of 1973, as amended, which prohibits discrimination on the basis of handicap/disability, is Katsura Kurita, Assistant Vice President for Student Development, 4501 N. Charles Street, Baltimore, Maryland, 21210, Phone: 410-617-5646, Email: firstname.lastname@example.com.
Complaints may also be filed with the U.S. Department of Education, Office of Civil Rights (www.ed.gov).
This policy, the following Procedures for Resolution of Complaints, and the Community Standards are only part of Loyola's effort to prevent discrimination and harassment, domestic violence, dating violence, stalking, and sexual exploitation in our community. In addition to spelling out steps for making and resolving complaints, the University is also committed to programs of education and prevention.
d. Definitions-
1. Dating violence: There is no Maryland law definition of dating violence (it is not distinguished from general crimes of violence, such as assault).
Dating Violence: Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim.
The existence of such a relationship shall be based on the reporting party's statement and with consideration of the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship.
For the purposes of this definition-
Dating violence includes, but is not limited to, sexual or physical abuse or the threat of such abuse.
Dating violence does not include acts covered under the definition of domestic violence.
2. Consent: There is no Maryland law definition of consent (it is not distinguished from general crimes of violence, such as assault). "Consent" is defined as an affirmative indication by words and/or actions of a voluntary agreement to engage in the particular sexual act or conduct in question. Consent for one sexual act or conduct does not constitute consent to all sexual acts or conduct. Consent can be withdrawn at any time, and once withdrawal of consent has been expressed, sexual activity must cease. Consent cannot be obtained through the use of force, threat, intimidation, or coercion. Consent cannot be given by someone who is not able to effectively communicate or to understand the nature of the conduct being engaged in as a result of incapacitation due to consuming drugs or alcohol or for any other reason (including but not limited to being unconscious, asleep, or otherwise unaware that sexual activity is occurring). Incapacitation may also exist because of a physical, mental or developmental disability. Silence or absence of resistance on the part of an individual does not constitute his or her consent.
Sexual and gender based misconduct includes gender based harassment that does not involve conduct of a sexual nature.
3. Domestic violence: is defined by the State of Maryland as domestic violence "abuse" as the occurrence of one or more of the following acts between "family or household members":
An act that places a person in fear of imminent serious bodily harm
An act that causes serious bodily harm
Rape or sexual offense
Attempt rape or sexual offense
False imprisonment, such as interference with freedom, physically keeping you from leaving your home or kidnapping you.
Domestic Violence: The term ''domestic violence'' includes felony or misdemeanor crimes of violence committed by a current or former spouse or intimate partner of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of Maryland, or by any other person against an adult or youth victim who is protected from that person's acts under the domestic or family violence laws of Maryland.
4. Harassment means unwelcome verbal, written or physical conduct based on a protected classification (race, sex, color, national or ethnic origin, age, religion, disability, marital status, sexual orientation, gender identity, genetic information, military status, or any other legally protected classification) that has the purpose or effect of unreasonably interfering with an individual's work or education (including living conditions) or that creates an intimidating, hostile or offensive environment.
5. Sexual assault: An offense that meets the definition of rape, fondling, incest, or statutory rape as used in the FBI's Uniform Crime Reporting (UCR) program. Per the National Incident-Based Reporting System User Manual from the FBI UCR Program, a sex offense is "any sexual act directed against another person, without the consent of the victim, including instances where the victim is incapable of giving consent."
Rape: The penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim.
Fondling: The touching of the private parts of another person for the purpose of sexual gratification, without the consent of the victim, including instances where the victim is incapable of giving consent because of his/her age or because his/her temporary or permanent mental incapacity.
Incest: Sexual intercourse between persons who are related to each other within degrees wherein marriage is prohibited by law.
Statutory Rape: Sexual intercourse with a person who is under the statutory age of consent[DC4] .
. For more information on the University's response to sexual assault, refer to the Annual Security Report found at http://www.loyola.edu/department/publicsafety/reporting/annual-security-report.
6. Sexual exploitation means taking non-consensual or abusive sexual advantage of another person for one's own advantage or benefit or for the advantage or benefit of anyone other than the person being exploited. Examples include but are not limited to non-consensual photography, video-, or audio-recording sexual images or activity, distributing images of sexual activity without consent, allowing others to observe a consensual sexual act without the prior knowledge or consent of all involved parties, and voyeurism.
7. Sexual harassment is a form of harassment with specific distinguishing characteristics. It consists of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:
a. submission to such conduct is made, explicitly or implicitly, a term or condition of an individual's employment or education; or
b. submission to or rejection of such conduct is used as a basis for employment or educational decisions affecting an individual; or
c. such conduct has the purpose or effect of unreasonably interfering with an individual's work or education (including living conditions), or
d. creating an intimidating, hostile or offensive environment.
8. Sexual misconduct includes sexual harassment, sexual assault, sexual exploitation, dating violence, domestic violence, and stalking. Additional procedures and information specifically related to sexual misconduct are outlined below in Section 8.8.
9. Stalking: is[DC5] defined by the State of Maryland as: (Criminal Law Article § 3-801)
(a) In this section, "stalking" means a malicious course of conduct that includes approaching or pursuing another where the person intends to place or knows or reasonably should have known the conduct would place another in reasonable fear: of serious bodily injury; of an assault in any degree; of rape or sexual offense as defined by §§ 3–303 through 3–308 of this title or attempted rape or sexual offense in any degree; of false imprisonment; or of death; or that a third person likely will suffer any of the acts listed in item(1) of this subsection.
In this subtitle, "course of conduct" means a persistent pattern of conduct, composed of a series of acts over time that shows a continuity of purpose.
Stalking - The term ''stalking'' means engaging in a course of conduct directed at a specific person that would cause a reasonable person to:
1. Fear for his or her safety or the safety of others; or
2. Suffer substantial emotional distress.
For the purposes of this definition:
Course of conduct means two or more acts, including, but not limited to, acts which the stalker directly, indirectly, or through third parties, by any action, method, device, or means follows, monitors, observes, surveils, threatens, or communicates to or about, a person, or interferes with a person's property.
Reasonable person means a reasonable person under similar circumstances and with similar identities to the victim.
Substantial emotional distress means significant mental suffering or anguish that may, but does not necessarily, require medical or other professional treatment or counseling.
e. Retaliation - It is a violation of Loyola's harassment and discrimination policy to retaliate against any person for making an allegation or participating in an investigation of an alleged violation of this policy. A complaint of retaliation may be pursued using the steps set forth in this policy. When necessary, the University will monitor student grading or faculty/staff reappointment, tenure, promotion, merit review, or other decisions in order to ensure that prohibited retaliation does not occur. The University reserves the right to take immediate measures to prevent violations pending the outcome of any proceedings under this policy.
f. Knowingly Filing False Complaints - Knowingly filing a false complaint of harassment, discrimination, retaliation, domestic violence, dating violence, or stalking is a violation of this policy. Employees who knowingly file a false complaint are subject to disciplinary action.
g. Intentional Breaches of Confidentiality - Participants in this process, including the complainant and respondent, witnesses, investigators, supervisors/department chairs or their designees, and University officers may be directed to maintain appropriate confidentiality regarding the proceedings in order to protect the integrity of the investigation, to protect the privacy rights of the individuals involved, or for other valid reasons, provided that a complainant or respondent may not be required to maintain confidentiality as to the outcome of the investigation. Any questions regarding confidentiality, including who has a "need to know" in a particular case, should be directed to human resources.
A complaint alleging an intentional breach of confidentiality may be pursued using the procedures set forth below. Such a breach may also constitute an act of retaliation. A breach of confidentiality may void the outcome of any previously agreed-upon resolution to a complaint.
h. Procedures for Resolution of Complaints
1. Introduction - The following Procedures provide for prompt, fair and impartial investigation and resolution of all reports of harassment and discrimination, sexual assault, domestic violence, dating violence, stalking or sexual exploitation within the Scope of this policy, whether or not a formal or informal complaint has been made. Investigations will be conducted by officials who have received appropriate annual training. Loyola will undertake immediate and appropriate corrective action whenever it determines that a violation of this policy has occurred[DC6] .
In considering a complaint under this policy, the following understandings shall apply:
a. Harassment must be distinguished from behavior that, even though unpleasant or disconcerting, is appropriate to the carrying out of certain instructional, advisory, or supervisory responsibilities.
b. The conduct alleged to violate this policy should be evaluated from the perspective of a reasonable person similarly situated to the complainant and considering all the circumstances.
c. Filing a complaint under this policy does not preclude an employee from filing a charge of employment discrimination with the EEOC, or Maryland Commission on Human Relations, within the time frames established by those agencies. Filing a complaint under this policy does not preclude a student or employee from filing a written complaint with the Department of Education's Office of Civil Rights within 180 calendar days of the date of the alleged discrimination.
i. Informal Intervention - Any member of the Loyola community who believes that he or she has experienced harassment, discrimination, sexual assault, domestic violence, dating violence, stalking, or sexual exploitation in violation of this policy is encouraged to report the incident(s) as soon as possible. A complainant may end the informal stage at any time and may initiate a formal complaint.
j. Options for Informal Resolutions
Discuss the situation with the assistant vice president for human resources or other designated individuals who are available through the following offices:
1. Undergraduate Students:
Office of Student Development
Dean of First-Year Students and Academic Services
Dean of Loyola College
Dean of the School of Education
Dean of the Sellinger School of Business and Management
Assistant Vice President Student Development and Title IX Deputy Coordinator
Assistant Vice President Human Resources and Title IX Coordinator
2. Graduate and Professional Students:
Dean of the Sellinger School of Business and Management
Director of Graduate Admission
Associate Vice President Graduate Studies
Assistant Vice President and Director Athletics
3. Faculty:
Human Resources Office
Office of the Vice President for Academic Affairs
Associate Vice President for Academic Affairs and Diversity
4. Deans
Title IX Deputy Coordinator for Faculty, Staff and Administrators
5. Staff and Administrators:
Human Resources Office
Division Vice Presidents
Meet with the individual whose behavior is disturbing, discuss the situation, and make it clear that the behavior is unwanted. Such actions may be discussed with human resources in advance of the meeting. (Note: this option is not appropriate in cases of alleged sexual assault.)
Contact the supervisor/department chair or dean of the person whose behavior is disturbing and request assistance to stop the behavior.
For an informal interview, request assistance from the human resources office (ext. 2354).
The University also has three anonymous reporting methods:
k. Assistance with Informal Interventions
1. Human resources may assist an individual who does not wish to file a formal complaint but who seeks informal intervention to end conduct that the person believes violates this policy.
2. Human resources, or another person designated by human resources, may discuss the alleged conduct with the respondent, remind him or her of University policies, and seek a commitment by the respondent to comply with these policies. In addition, appropriate disciplinary action may be taken, up to and including termination, depending on the nature and severity of the conduct and the respondent's overall work history.
3. After an informal intervention has concluded, human resources will collect and maintain all documentation concerning the complaint. Such a record will be kept in order to document that an informal complaint was made and that actions were taken in response to the complaint.
NOTE: Some forms of behavior that are disturbing to members of the Loyola community may not meet the definitions of behavior prohibited by this policy. Such behavior may, nonetheless, be prohibited by other policies, rules, or procedures. Questions about handling complaints under any other policies and procedures may be directed to deans and to human resources staff.
l. Initiating a Formal Complaint
Formal complaints of harassment or discrimination should be filed with human resources as soon after the offending conduct as possible, but no later than 180 calendar days after the most recent conduct alleged to violate this policy. Human resources may grant a reasonable extension of any other time period established in these guidelines; however, the 180 calendar day time limit for filing a formal complaint shall not be extended. The 180-calendar-day statute of limitation on the filing of claims is intended to encourage complainants to come forward as soon as possible after the offending conduct and to protect respondents against complaints that are too old to be effectively investigated. There may, however, be sound reasons why a complainant does not come forward within 180 calendar days. Although such a complaint cannot be pursued under the formal complaint procedures, there may still be options for responding to such complaints through counseling or informal intervention. If sufficient evidence is available, an investigation can be undertaken by appropriate authorities to determine if the behavior constitutes misconduct under other conduct processes.
m. Written Complaint and Response - A formal complaint must be submitted in writing to human resources and signed by the complainant. This written complaint shall include the names of the complainant and the respondent and the details of the conduct alleged to violate this policy. Within five calendar days of receiving the written complaint, human resources will provide the respondent with a copy of the complaint. The respondent must submit to human resources a response to the charges within 14 calendar days. Upon receipt of the respondent's answer to the complaint, the human resources office shall forward a copy of the response to the complainant.
n. Investigation - Within five working days of receiving a copy of the response to the complaint, a designee of the human resources office will initiate an investigation to determine whether there is a reasonable basis for believing that the alleged violation of the policy occurred. During the investigation, the investigator will interview the complainant, the respondent, and any witnesses who may have direct relevant information to determine whether the conduct occurred and whether such conduct violated this policy. (In cases of alleged sexual assault, dating violence, domestic violence, and stalking, both the complainant and the respondent shall have the same opportunities to be accompanied to any meeting or disciplinary proceeding by an advisor of their choice.) In appropriate cases, including sexual misconduct investigations, interim measures may be put in place such as no contact orders, changes to work schedules/situations, interim suspension for the respondent, and other measures for safety as necessary.
o. Settlement Negotiation - Within seven calendar days of receiving a copy of the response to the complaint, human resources shall schedule a meeting with each of the parties, together or separately, to attempt to negotiate a settlement of the complaint; provided, however, that the parties will not be requested or permitted to meet together in sexual misconduct cases. A settlement shall occur when the parties agree to a resolution of the complaint in writing. A resolution may include, but is not limited to, withdrawal of the complaint without the right to re-file it; an agreement by the respondent to terminate or not repeat specific conduct; an apology; or participation in counseling. Human resources shall review all settlements to ensure that the parties fully understand the terms. If there is any sanction agreed to as part of the resolution, the official responsible for implementing any such sanction must also agree to the settlement.
p. Finding, Determination, and Sanction - If a settlement is not reached within 30 calendar days of this initial meeting, human resources shall make a written determination, using a "preponderance of evidence" standard, which includes a finding of whether the conduct alleged in the complaint occurred and whether such conduct violated this policy. The written determination will be completed within five working days of the end of the settlement period, unless new information is brought forward during the negotiation period that requires further investigation. If human resources determines that the respondent violated this policy, human resources shall consult with the appropriate responsible individual to determine the sanction to be imposed by the University. Taking into account the nature and severity of the violation and the respondent's employment record, sanctions may include: mandatory assessment and compliance with treatment recommendations; prohibition from participating in grading, honors, recommendations, reappointment and promotion decisions, or other evaluations of the complainant; letter of reprimand and a copy of the complaint and its disposition placed in the respondent's personnel file; restrictions on the respondent's access to University resources, such as merit pay or other salary increases for a specific period; written warning or probation; or suspension or dismissal from the University[DC7] .
Human resources shall notify the complainant and the respondent simultaneously, in writing, of the determination. If it is determined that the policy was violated, the notice will include the sanction(s) to be imposed.
q. Responsible Official - In cases in which the respondent is a member of the faculty, the responsible official shall be the dean of the school or college to which the respondent belongs, or the vice president for academic affairs. In cases in which the respondent is a non-faculty administrator or staff member, the responsible official shall be the appropriate vice president, or his/her designee. If the respondent is a non-faculty administrator or staff member in a division that reports directly to the president, the responsible official shall be designated by the president. If the respondent is the president, the responsible official shall be the Chairperson of the Board of Trustees. In cases in which the respondent is a student employee (graduate or undergraduate); the responsible official shall be the appropriate vice president of the division or dean of the college in which the student is employed.
r. Appeals to the President - [Note: In accordance with the Scope of this Policy, this appeals procedure does not apply to allegations against students that are resolved through the student conduct process.]
Within 14 days of receiving notice of the determination and the sanction, if any, the complainant or the respondent, or both, may file an appeal, in writing, to the president based on one or more of the following grounds:
1. The determination is not supported by the evidence.
2. Relevant new evidence that was not available for consideration prior to the determination has been discovered.
3. The sanction is disproportionate to the offense.
4. Procedural error(s) occurred that materially affected the outcome of the investigation.
The president shall review the appeal based on the written record, without a hearing. The president may remand the case to human resources for further investigation and findings. Within 30 days of receipt of the last-filed appeal, the president shall render a final decision simultaneously, in writing, to the complainant and the respondent.
s. Sexual Misconduct
Reports of sexual misconduct also can be made to any "responsible employee," defined as any University administrator, faculty member, campus police, coach, trainer, resident assistant, or non-confidential first responder who has the authority to take action to redress the sexual misconduct or whom a student could reasonably believe has such authority or duty. Campus Police and the student life on-call staff can be reached at 410-617-5010.
You will be asked to provide a statement to the University investigator(s). It is important to give as much information as possible because your statement will serve as the basis for further investigation of any case and any resulting proceedings. You will be provided with a written explanation of your rights and options including procedures victims should follow, information as to how Loyola University Maryland will protect confidentiality of victims and other necessary parties, notification about services available for victims within the University and in the community, options for available assistance and interim measures, and an explanation of the procedures for University disciplinary action. Pursuant to a policy developed by Student Life, students who report or witness sexual misconduct will not be subject to disciplinary action for the student's own personal consumption of alcohol or drugs at or near the time of the incident. In such cases, the University may initiate an educational discussion or pursue other educational remedies regarding alcohol or other drugs.
The University encourages any individual who has been a victim of domestic violence, dating violence, sexual assault, or stalking to report the incident to the Baltimore City Police. The director of public safety or his/her designee can assist the victim in contacting the appropriate law enforcement officials and in working with these officials to pursue criminal charges against the alleged respondent. Victims also have the option to decline to notify law enforcement authorities. Protective orders and peace orders may be sought through the court system. Baltimore City Police can be reached by calling 911.
Reports made to a licensed counselor, clergy acting in their pastoral role, or treating health care provider are confidential and will not be reported for investigation without your permission unless an imminent threat exists. For students, Loyola's Counseling Center can be reached at 410-617-2273 and the Student Health Center can be reached at 410-617-5055.
Individuals are encouraged to seek medical assistance in cases of sexual misconduct. Upon request, campus police will provide transportation to Mercy Hospital, designated as one of the city's rape treatment centers. This hospital is equipped to perform the Sexual Assault Forensics Exam (SAFE) and provide victim services. It is important to preserve evidence for proof of a criminal offense if charges may be filed.
Interim measures may be offered to an individual who has been subjected to sexual misconduct. These interim measures may include but are not limited to: no contact order, new housing assignment, changes to class schedules, assistance with rescheduling an academic assignment (paper, exam, etc.), tutoring support, changes to work schedules/situations, transportation assistance and escorts to and from campus locations, interim suspension for the respondent, and other measures for safety as necessary.
t. Monitoring - At the beginning of each academic year, human resources shall submit a written report to the president setting forth the number of informal and formal cases filed in the prior year, and which of these cases, if any, reached mediated solutions.
The report shall also specify the number of cases in which human resources made findings of violations of this policy, the types of violations, and the final disposition of the cases, including any disciplinary action taken. The cases shall be reported in a manner that protects the privacy of the parties. The president shall make the annual report available to all members of the University community.


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The topic you requested is included in another documentation set. For convenience, it's displayed below. Choose Switch to see the topic in its original location.
Int64.MaxValue Field
.NET Framework 3.0
Represents the largest possible value of an Int64. This field is constant. Namespace: System
Assembly: mscorlib (in mscorlib.dll)
Assembly: mscorlib (in mscorlib.dll)
Windows 98, Windows Server 2000 SP4, Windows Millennium Edition, Windows Server 2003, Windows XP Media Center Edition, Windows XP Professional x64 Edition, Windows XP SP2, Windows XP Starter EditionThe Microsoft .NET Framework 3.0 is supported on Windows Vista, Microsoft Windows XP SP2, and Windows Server 2003 SP1.
Community Additions

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GENEVA: UK Leaf build will drive down costs says Nissan
Nissan GB is confident that local production of its electric Leaf will enable it to overcome any potential dismantling of the UK government's incentive scheme.
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Format Painter
If you have ever used Word or Excel, you must know the useful format painter. RAQ Report also provides a wonderful format painter the same with that in Microsoft Office, and its using method is almost the same. With it, developers can increase the efficiency of report design greatly.
Using method
Single times
Suppose that we are going to copy the format of cell A1 to cell B1.
Step 1: Select cell A1.
Step 2: Click the Format Painter button.
Step 3: Click cell B1.
Several times
In Word and Excel, if we want to copy a format to many places, we need to double click the Format Painter button. In RAQ Report, developers only need to right click the Format Painter button.
Style Sheet
Style sheet is a style template. After defining report styles, such as frame, background, font color and size, developers can save them as a style sheet. Then, when designing a report with same styles, they can select the corresponding style sheet directly.
Using method
Step 1: Select the cell (or report) for template.
Step 2: Click the Style_1 button.
Step 3: Click the cell (or report) to be set.
For the specific of defining, adding and deleting style sheet, please refer to RAQ Report IDE -- Help -- User Manuals -- User_Manual -- 3.6.5 Save cell style to CSS.
SystemAdmin 110000D4XK
6968 Posts
Pinned topic The format painter & style sheet of reporting tool
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Prices, specials, features and availability subject to change.
Contact for details
Verona Park Gardens offers spacious one bedroom and two bedroom apartments. All apartments feature assigned parking, air conditioning, hardwood floors, are cable ready and our laundry room is on the premises.
Situated just minutes from downtown shopping, restaurants, parks and entertainment, Verona Park Gardens is located near beautiful Verona Park. We are minutes away from public transportation, Routes 280, 46, 80 and 23.
Come see why you should make Verona Park Gardens your new home.
Lease terms are variable. Please inquire with property staff.
Cat Policy: $25.00 pet rent. $500.00 non-refundable pet fee. Restrictions: Service Animals exempt from Pet Policy Non-Refundable Pet Fees: $500 for 1 pet or $750 for 2 pets
Cats Allowed. Call for service animal policy.
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I know what I want to do with my life so I'm working on the goals I have set
TV. I like a lot of tv shows a couple are modern family, big bang theory, family guy, how I met your mother, walking dead, some others
Movies. I like comedies, superhero movies, dramas, not a fan of horror movies. There are a lot of good movies out there and a lot of bad ones
Music. I like everything, best way to explain. I love something from every genre I hate something from every genres
Food. I love to eat, I love good food I love pizza, burgers, chicken pot pies I like Italian food Spanish food and American food.
Good food and good beer
Good times
And you wanna talk/ get to know me


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Escort England is England's Original Escort Website.
Escort England is an adult website, so, before you enter, you must agree that you are an adult, consensually choosing to do so.
Barking and Dagenham is a borough of London, and as such is a part of the Greater London Area. It is east of the main city and it would take you, depending on traffic, anywhere from 15 minutes to 3 hours to get to the center of the city. Enough about London, though, the town itself can easily stand on its own as very attractive and relaxing place. A lot of people who are looking to take a rest from the stress of living in a big city frequently visit this small area, people from other boroughs also visit quite often, making this quite an interesting place to be, especially with and a Barking and Dagenham escort for company.
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Girls' Kira Triclimate® Jacket
Flexible support for aspiring adventurers.
Designed for the young lady who needs an adaptable, stylish jacket that can make light work of heavy snow. With a 3-in-1 layering system, it suits both mild and murky days on the slope. DryVent™ technology keeps the skin dry on the inside and the fabric dry on the outside, ensuring a comfortable fit and feel at all times. Pockets provide storage for essential equipment, so she can always venture out prepared.
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- Liner jacket insulation:
- 150 g Heatseeker™


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The Boston Bruins fell into an early 3-0 deficit in the first period of Tuesday night's game against the Columbus Blue Jackets.
They closed the gap to 3-2 by the end of the period, though, and it started with a good forecheck that set up a David Backes goal.
Watch a breakdown of the play from NESN's Billy Jaffe in the Arbella Coverage Cam video above.
Thumbnail photo via Aaron Doster/USA TODAY Sports Images
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Great Colleges to Work For Survey
For the first time, the University of Richmond was recognized as a Great College to Work For, specifically in the area of "Facilities, Workspace, and Security". The University of Richmond participated in the Great Colleges to Work For survey sponsored by the Chronicle of Higher Education in the spring of 2015. All full- and part-time faculty and staff were invited to participate and 47 percent (780 faculty and staff) completed the survey.
While division leaders will be sharing more detailed results in the months to come, please find topline data reports on the left-hand side of this page, as well as Frequently Asked Questions below.
The results provide important information to help us continue to be a model employer as identified in the Richmond Promise. The results help us identify our strengths and areas where we have opportunity for improvement.
We participated 2010, 2012, and most recently in 2015.
ModernThink, LLC is the research partner for the Chronicle of Higher Education's Great Colleges Program. Now in its eighth year, the program is designed to recognize institutions that are great places to work and to compile detailed benchmarking data about industry trends. The assessment for the Chronicle's Great College's Program consists of two parts: The ModernThink Institution Questionnaire© and the ModernThink Higher Education Insight Survey©. All institutions must complete both parts of the assessment to be considered for recognition in the program.
The survey solicited feedback on a broad range of topics, focused around the following themes:
- Job Satisfaction/Support
- Teaching Environment
- Career Development, Research and Scholarship
- Compensation and Benefits
- Facilities and Security
- Policies, Resources and Efficiency
- Collaboration
- Respect and Appreciation
- Participation in University Governance
- Connection to Institution and Pride
- Supervisor/Department Chair Relationship
- Confidence in Senior Leadership
- Faculty, Administration and Staff Relations
- Internal Communication
- Fairness
In addition to the 60 core survey statements, there were 16 benefit satisfaction questions and 2 open-ended questions.
Overall, faculty and staff report significant progress on the following statements:
- There is regular and open communication among faculty, administration and staff
- This institution's benefits meet my needs
- I am paid fairly for my work
- My department has adequate faculty/staff to achieve our goals
- The role of faculty in shared governance is clearly stated and publicized
- There is regular and open communication among faculty, administration and staff
- This institution's policies and practices ensure fair treatment for faculty, administration and staff
- This institution has clear and effective procedures for dealing with discrimination
- Our recognition and awards programs are meaningful to me
- This institution's culture is special - something you don't find just anywhere
Beginning in December 2015, department leaders will share the results for every area, as well as ask for input on how to respond to the data and findings.
Schools have a choice in how they participate. The most common method is for ModernThink to send invitations to only a sample of employees at a college or university. Some schools, like the University of Richmond, ask ModernThink to send survey invitations to all employees. This is called "over sampling". The scores in the "2015 FAS + 4 Year" (Faculty, Administration and Staff) column represent the averages of those schools that oversampled by sending participation invitations to all employees.
The survey consisted of 60 statements that employees responded to using a five-point agreement scale (Strongly Agree, Agree, Sometimes Agree/Sometimes Disagree, Disagree, Strongly Disagree). Additionally, there was a Not Applicable response option. The survey instrument also included a 16-item benefits satisfaction component and two open-ended questions.
There were several demographic questions at the end of the survey (Gender, Age, Job Category, etc). Respondents were encouraged to provide responses to these but also had the option of skipping them.
The demographic information (e.g., gender, age, job role, etc.) helps the University better understand the patterns and themes in the survey data. As the confidentiality of the responses was critical, ModernThink did not report individual demographic data. Group demographic data was only reported when there were five or more respondents in a particular group. Although the demographics were an optional piece of the survey, employees were strongly encouraged to complete this information.
All full-time faculty and all full- and part-time staff members were invited and encouraged to participate in the survey.
While the formal timeline for the next survey is not yet established, the University of Richmond plans to repeat the Great Colleges Survey process every three to four years. This year's results provide us with important comparative data so that we can chart our progress moving forward.
If you have any questions, concerns or suggestions regarding the survey and/or the survey process, please do not hesitate to contact Carl Sorensen, associate vice president for human resources at 289-8166 or firstname.lastname@example.com, Audrey Coulbourn, director of talent and organizational effectiveness at 289-8025 or firstname.lastname@example.com, or Amy Anders, ModernThink's project manager for the University of Richmond Campus Climate Survey, at 888-684-4658 or email@example.com


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Perfect for travel, sunscreen at the beach, or everyday lipgloss and lotions in your coordinating tote!
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Travel Disasters: Losing BOTH Our Passports In One Of The Worlds Biggest Cities!
For travelers, there are few things that incite fear into the heart more than the thought of losing your passport. That beautiful little book is our gateway to the world and our only identity when abroad. Full of visas, stamps and memories, it allows us to continue our travels and reminds us of how far we've come. Read more →


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Mazda's sporty Miata celebrates 25 years
Mazda is celebrating 25 years of the Miata, its popular two-seater sports car that has been touted by auto industry experts as combining fun with affordability. During the 2014 New York Auto Show, the company debuted a special edition Miata to mark the model's silver anniversary. Here's a look at the Miata through the years.
Newsday.com now uses Facebook for our comment boards. Please read our guidelines and connect your Facebook account to comment.


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STARmeterSEE RANK
Up 477,518 this week
Margret Echeverria
Margret Echeverria was born on October 5, 1969 in Cedar Falls, Iowa, USA. She is an actress, known for Jigsaw Venus (2000), A Four Letter Word (2007) and Sara Goes to Lunch (2004). See full bio »
Born:in Cedar Falls, Iowa, USA
More at IMDbPro » Contact Info: View agent


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Looking for foods, drinks, or supplements to safely and naturally increase my breast size
Most Helpful Guy
Pizza. Lots of it! But as a side effect everything else will increase in size too.31|20|0
- Show AllShow Less
I don't think you can selectively do that hahah but what you can do is do squats and your butt would gain some muscle and even if you lose weight it will still look big.
That's what I'm doing, I'm losing weight and working out at the gym especially my butt
Most Helpful Girl
You shouldn't care about the size of your breast but for now I will put myself in your shoes. There is nothing you can do except wait and/or fake it until you make it. Depending on your size you can either wear a bra a size too small or double up. Also, makeup goes a long way. Youtube will help with that. Plus I have a friend who goes down a dize for cleavage.00|00|0


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VIDEO: Jeff Francoeur toes the rubber and pitches in Triple-A
Veteran outfielder Jeff Francoeur took the mound in a Triple-A blowout on Sunday. Here's the video.
More MLB: Power Rankings | Expert Picks | Latest news & notes | Fantasy news
A few weeks ago we learned veteran outfielder Jeff Francoeur is currently playing with the Padres' Triple-A affiliate because his teammates pulled a pretty excellent prank on him.
On Sunday, in the eighth inning of a blowout loss, Frenchy took the mound and threw an inning of mop-up duty to spare the bullpen. He threw a perfect inning with two fly outs and a ground out. Remember, Francoeur has a rocket arm, so I he wasn't up there lobbing it.
Here's the video and no, unfortunately there are not any better camera angles. At least not that I know of.
Man, I would have loved to see this from a normal camera angle.


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We stock a complete line of Polaris RZR XP 1000 clutch kits, belts and CVT clutch parts. We carry clutch kits from EPI to match just about every tire size, altitude and type of terrain combination you could imagine.
Clutching - RZR XP 1000
New Products For August - Clutching - RZR XP 1000


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Question: What advantages and disadvantages are associated with the sole proprietorship
What advantages and disadvantages are associated with the sole proprietorship?
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Answer to relevant QuestionsCan a state, in the interest of energy conservation, ban all advertising by power utilities if conservation could be accomplished by less restrictive means? Why or why not? What is meant by joint and several liability? Why is this often considered to be a disadvantage of doing business as a general partnership? Directors are expected to use their best business judgment in managing the corporation. What must directors do to avoid liability for honest mistakes of judgment and poor business decisions? When will advertising be deemed deceptive? What is the purpose of zoning laws?
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Citation Edit
Organization for Economic Co-operation and Development (OECD), the Internet Society (ISOC) & UNESCO, The Relationship between Local Content, Internet Development and Access Prices (OECD Digital Economy Papers No. 217) (Feb. 18, 2013) (full-text).
Overview Edit
The study confirms that local content, Internet infrastructure and access prices are three inter-related elements. In particular: (i) better connectivity is significantly related to higher levels of local digital content creation; (ii) countries with more Internet infrastructure (at all income levels) are also countries which produce more local digital content as measured by Wikipedia entries and by web pages under a given Country-code top-level domain; (iii) countries with more international connectivity have lower domestic broadband prices, and countries with better domestic infrastructure have lower international bandwidth prices.
The study concludes that three key lines of policy considerations evolve out of this research: (i) fostering content development, (ii) expanding connectivity, and (iii) promoting Internet access competition.


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Women's New Balance WT330 Running Shoes
Let the women's New Balance WT330 take your fitness to new levels! This ultra-lightweight and ultra-stylish running shoe features a breathable mesh upper with synthetic overlays. The flexible textured outsole promises excellent traction in the roughest terrains. Whether your hitting the trails or the treadmills, this shoe is sure to enhance your workout!


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These two charming party girls just want to have some fun that's why they always participate in all the hot parties all around the world! This time they're invited to an another amazing party and they need your help to look amazing than ever! Will you help them choose the best dresses?
Charming Party Girls
Tag:dress up
- Vampire Kiss
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Author | exchange4media News Service | Tuesday, Oct 11,2011 8:54 AM
Carlsberg India Pvt Ltd has recently appointed Saatchi & Saatchi, Delhi as its communication partner. As part of the mandate, Saatchi & Saatchi will handle all communication development for the Carlsberg and Tuborg beer brands in India.
The association between Saatchi & Saatchi and Carlsberg globally dates back to the 1970s, when Carlsberg's tagline 'Probably the best beer in the world' was created by the agency for the UK market.
Speaking on the partnership in India, Subodh Marwah, Director - Marketing, Carlsberg India Pvt Ltd, said, "We have an ambition to 'be the fastest growing beer company in India' and we believe that Saatchi & Saatchi would help us to deliver the desired results. We selected them as they have a mature understanding of the issues and opportunities and are not just able to articulate that, but also manifest it in creative and impactful ways. This is what we are looking for, and which is what they have demonstrated on the other global brands they work on. They are also our advertising agency in a few other countries and the best practices and insights sharing would give additional perspectives."
Commenting on this development, Kamal Basu, CEO, Saatchi & Saatchi India, said, "We are excited about our partnership with Carlsberg India; we have a strong vision for the brand and we're looking forward to implementing it the Lovemarks way."
Carlsberg India Pvt Ltd, part of the Carlsberg Group, commenced operations in 2007. It now has five breweries in Paonta Sahib, Alwar, Aurangabad, Kolkata and Hyderabad. The product portfolio of the company includes its flagship brand Carlsberg and Carlsberg Elephant, Tuborg, Tuborg Strong and Palone 8.
Programming HeadRadio Mango


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SHEPHERDSVILLE - Baseball camps have become a staple on the summer camp circuit as both Bullitt Central and Bullitt East conduct ed camps for elementary and middle school players.
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Burt's Bees is a favorite for many reasons. This lip balm promises to nourish, and hydrate your lips. It comes in a stick form, making it easy to slip into a pocket. The secret here is the just sweet enough, pomegranate oil. The hint of a light smell is sure to please and not aggravate the most sensitive nose in pregnancy or labor. This is not tested on animals and is 99.% all natural.
While you may have a limited diet depending on where you're planning to give birth, many people like food flavored lip balms. This line has all of your Jolly Ranchers favorites, like apple, cherry and others. This has a slightly stronger scent to it, but it's definitely one that can be comforting. It also comes in a stick format.
This organic lip balm is reminiscent of your favorite summer flavor from childhood - dreamsicle. It is made from a special blend of essential oils and lots of very great ingredients to help your lips remain soft and supple - great for kissing new babies. This one is a bit creamier than most, so be prepared.
These lip balms are fun and smell great. There are a ton of fun options like Unicorn Farts, Yeti Breath, etc. (Before you judge, read what the flavors entail!) You might prefer some more grown up sounding flavors like Earl Grey, Black Honey or Lavender Peach. While they do have fragrance, that means you shouldn't use these if you're sensitive to fragrance. Some of these flavors are great gifts for dad-to-be, but they also make great baby shower gifts.


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National Apprenticeship Week at the City Council
Press Release: 24/02/2014
Winchester City Council is supporting National Apprenticeship Week 2014 which takes place from 3-7 March.
The City Council's apprentices will be involved in a variety of different activities and events throughout the week to celebrate their achievements so far.
This year marks the third round of apprentices at the City Council. The success of the scheme for both the Council and the apprentices influenced the recent decision of councillors to approve funding for apprentices for at least the next five years.
National Apprenticeship Week highlights how apprenticeships can benefit both the employers and individuals. The week allows employers to showcase the quality of their apprentices and the contribution they are making to the workplace.
During the week the City Council will post messages provided by the 20 apprentices on its Facebook, Twitter and LinkedIn pages. There will also be YouTube videos throughout the week exploring the different experiences happening throughout the Council. Some of the apprentices will also take part in job swaps with senior managers.
Cllr Stephen Godfrey, Winchester City Council's Portfolio Holder for Finance and Administration, said:
I am delighted that we continue to support National Apprenticeship Week. Our apprentices are valuable members of the Council staff and community, and we hope to inspire other companies to follow suit and give young people a positive start to their working career.
The City Council apprentices are enjoying the opportunity to work in different departments including Communications, Health and Wellbeing, Sport and Physical Activity and Housing. Winchester's apprentices also contribute to the local community. They raised funds for Trinity homeless shelter by hosting a Christmas jumper day and spending the day greeting customers and packing for them at Tesco in Winnall.
Chandler Divers, who works in the Communications team, said on behalf of the apprentices:
Finishing College and moving on from education seemed overwhelming at first, and I had no idea where to start looking for my first full-time job. Despite working in a part-time job all summer, I was keen to find a job that would further my career and open more doors of opportunity for me. Luckily, I heard of Winchester City Council's apprenticeship scheme and I secured a placement. Learning the relevant skills at college and applying these skills in my day-to-day job is so beneficial, and I find myself growing more confident each day. I feel so grateful for the opportunity and it's exciting to know that I will have a qualification at the end of it all.
Cllr Godfrey added:
The City Council has employed more apprentices than ever before this year following the success of previous years. Last year was a particular success with most apprentices choosing to stay on at the Council in a variety of full-time positions.


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Chronic Illness Patient Advocate, Navigator or Health Advocate
The concept of patient advocacy in its current form was developed in 1950's as the treatment of patients grew more and more technically complicated, as a means to make the voice of the patient more readily heard. In today's world of constantly evolving medical techniques, treatments, and services, the average individual cannot be expected to be thoroughly acquainted with any and all this material. So it becomes the function of the chronic illness patient advocate to perform a variety of services to ease the burden of the patient, and their family, as they learn to deal with every aspect of the disease.
The primary concern of the chronic illness advocate is the support of the patient in all aspects of life with the disease, whether they be physical, emotional, or financial. An advocate can assist the patient in investigating available treatment options and educating the patient on the efficacy of each of them, be it pharmacological or surgical. By educating the patient, the advocate can be of great assistance in helping them make an informed decision about their course of action, and the possible side effects and outcomes. Support may also involve recommending counseling services for the patient, and their family members, to help them cope from day to day. Chronic illness patient advocates may also be of assistance in helping the patient, and their caregivers, deal with any physical debilitation resulting from the disease, and its treatment.
Another aspect of chronic illness patient advocacy is assistance in navigating the financial aspects of treating the disease. An advocate can act as a liaison between the patient and his or her insurance company, assuring that the patient receives any and all benefits to which they are entitled. When one is dealing with a serious disease, it is quite easy to lose track of other aspects of your life. An advocate can help to seek out sources of assistance which can ease the financial burden of the patient.
Education is also a major function of a health advocate. Both the patient, and their caregivers, are often in need of information about how the disease will affect their lives, both during its progression, and in its aftermath. Patients must be informed about how their condition will affect their mobility, the ability to care for themselves, and if they will be left with any permanent impairment to their lifestyle. Caregivers need to be instructed in mechanisms, or techniques they must use to cope with the patient's daily care, such as injections, proper care of surgical dressings, etc.
The patient, above everything else, needs to know that there is someone in their corner. Someone who will help them find their way through the confusing, and sometimes daunting, world of modern medicine. Someone who will have their best interests in mind as they face challenges presented every day in their struggle to find, secure, and finance the best treatment available.
What is a Chronic Illness?
A chronic illness is a general term that refers to a state of persistent un-wellness due to a disease condition. It can be due to an infection with bacteria, viruses, parasites, protozoa, fungi or a combination of these organisms. On the other hand it can be due to disease conditions that are not caused by any living organisms. Examples are:
· Metabolic disorder like diabetes
· Auto-immune diseases like rheumatoid arthritis.
· Various blood and tissue cancers.
· Various non-cancerous tumors.
· Some mental health problems can also be chronic illnesses. Schizophrenia and some depressive illnesses fall in this group.
In order to understand what a chronic illness is, let's find out other comparative ways of grouping illnesses in relation to their duration.
1. Acute illness. This is an illness of sudden onset and which if treated in time can completely resolve and total good health recovery is possible. Examples are a simple upper respiratory infection and indigestion.
2. Recurrent illness is an illness that gives a person episodes of relative good health before striking again. It is common to hear medical people talk of recurrent appendicitis.
Symptoms of Chronic illness
These are general symptoms of a long-standing state of ill health. There are specific symptoms that are relevant to the particular disease in question. The general ones may include:
· Loss of weight.
· Anorexia.
· Psychological and emotional disturbances due to the burden of the disease.
· Weight gain can also be a symptom in certain conditions like mental illnesses and eating disorders.
· Progressive weakness.
· Constitutional signs and symptoms like fever, nausea, vomiting, diarrhea and other non-specifics may be present.
· Pallor, cyanosis, jaundice, dizziness, body swelling, too much or too little urine output can all point to a chronic illness.
· Swellings and chronic wound and sores may also be present.
Causes and risk factors of chronic illnesses
We can group these causes into:
· Infections like tuberculosis, syphilis and sometimes typhoid fever.
· Cancer affecting any part of the body
· Lifestyle. Obesity, smoking, alcohol and drug abuse, a sedentary lifestyle, unhealthy diet can all be the genesis of a chronic illness.
· Exposure to harmful toxins and radiations.
· Genetically inheriting defective genes.
There are four stages that can help in identifying a chronic illness. These are:
1. The history of the illness as explained by the patient and those close to him.
2. The clinical presentation and physical examination findings as carried out by a qualified medical personnel.
3. Laboratory findings on the tests the physician thinks are relevant to what is suspected. This may include blood tests, stool examination, urine analysis, cerebral spinal fluid analysis and many other tests including culture and sensitivity of any organisms isolated.
4. Imaging tests may also be necessary. These can include X-rays, ultrasonography, CT and CAT scans, MRI, positron emission tomography (PET), gene analysis tests and others that may be necessary under the circumstances.
Treatment of chronic illnesses.
Normally the treatment may need a multidisciplinary approach. This means different medical specialist coming together so that the treatment is as holistic as possible. The mainstay of treatment depends on the cause of the chronic illness.
· Infections. Treatment will depend on the causative organism. It may involve use of the appropriate antibiotics, antiviral agents, anti-parasitic, antifungals, antiprotozoal drugs and others.
· Autoimmune diseases may need treatment with nonsteroidal anti-inflammatory drugs (NSAIDs), corticosteroids, biological therapies and others that may be necessary.
· Cancers may need surgery, chemotherapy, radiotherapy, biological therapy, targeted therapy and others deemed necessary by the team of attending doctors.
· Genetically determined chronic illnesses may need a combination of the above measures that may offer palliative relieve. On the other hand stem cells or bone marrow transplant has proved beneficial under certain conditions. Gene therapy is also an upcoming form of therapy for these conditions.
U.S. Statistics for chronic Illnesses
According to the Center of Disease Control (CDC) in 2012:
· 117 million Americans had one or more chronic illness. That is about half of the country's population.
· In every four Americans, one has two or more chronic illnesses.
· 7 of the top 10 killers are chronic conditions with cancer and heart disease leading at 48%.
· Obesity is a major contributor to the pool of chronic illness.
· Diabetes and arthritis also lead in causing chronic ill-health.
· About 84% of the health care spending went to the care of the 50% of the population suffering from one or more chronic illness.


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Use Internet Cafe in Teplice for your holiday and vacation.
Internet Cafe in Teplice. The HT Connect in Kollarova is a recommend internetcafe in Teplice. It's a nice cafe for do some online work if you are on vacation or traveling. You will get easy internet access. The details of this internet cafe include opening times, gaming pc's, workstations, wireless hotspot, etc. you can find under details if this internetcafe had given this informations.
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