Illinois Wesleyan encourages the entire community to engage in positive dialogue involving different life experiences. Intercultural understanding can be achieved through the classroom, residential community, co-curricular and multi-cultural programming leading to a shared understanding and acceptance of differences. Through these actions, diversity is valued and celebrated on the Illinois Wesleyan campus.
Harassment and Intolerance
Illinois Wesleyan University does not tolerate harassment based on racial, ethnic, gender, religious or other hostility. Such harassment is intolerable to all members of the university community: faculty, staff, trustees, alumni and students. The University will take appropriate disciplinary action against those found to have committed harassment, up to and including dismissal from the university. It is defined as verbal, written, or physical conduct which refers to race or which communicates slurs based on ethnicity, sexual or religious orientation, or disabilities and where such conduct has the purpose or effect of unreasonably interfering with an individual's academic, social or work related participation in the Illinois Wesleyan Community. Harassment can include, but is not limited to, hostile or intimidating verbal or written statements or symbols, or physical threats or intimidating conduct that adversely affect the mental or emotional health of the individual or group. This definition of harassment specifically includes verbal acts, which are intended to insult or stigmatize an individual or group of individuals based on their race or color, their ethnicity, their sexual or religious orientation, or a disability.
These protections are extended to prohibit harassment directed at the following groups or perceived groups:
gay • lesbian • transgender • bisexual • religion • ethnic group • disabled
Specific examples of harassment include, but are not limited, to the following:
Creating derogatory graffiti
Making offensive jokes
Imitating stereotypes in speech or mannerisms
Displaying cartoons of stereotypes
The University will consider as an aggravating factor in determining sanctions any violation of law of this student code in which it can be shown that the accused intentionally selected the person or target of the violation based upon race, and therefore may impose harsher or additional sanctions and penalties.
A student should notify the Vice President of Student Affairs/Dean of Students' Office following an incident of harassment, etc. Upon meeting with the student, the Dean may complete an investigation and refer the incident to the All University Judiciary Committee (AUJC). Students are also referred to the section on Complaint Procedures in this handbook.
SEXUAL MISCONDUCT POLICY
Section 1: Statement of Purpose
Illinois Wesleyan University (“University” or “IWU”) is committed to creating, fostering and maintaining an educational, employment, business and campus environment that is free of discrimination on the basis of sex, gender and all forms of sexual misconduct (as defined below).
Section 2: Prohibition
IWU prohibits all acts of sexual misconduct (as defined below) and IWU does not tolerate discrimination on the basis of sex or gender and is dedicated to prohibiting such conduct in all aspects of university life consistent with the University’s Mission Statement, Vision Statement and Strategic Plan, as well as the provisions of Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Illinois Human Rights Act, the Illinois Preventing Sexual Violence in Higher Education Act, and all other applicable State and Federal laws.
Section 3: Definitions
Sexual misconduct encompasses many types of prohibited conduct, including, but not limited to: sexual harassment, sexual violence (including domestic and dating violence), gender based harassment, sexual orientation harassment and sexual exploitation.
A. Sexual Harassment
Sexual harassment is a form of discrimination on the basis of sex. Sexual harassment is unwelcomed conduct of a sexual nature. Unwelcomed conduct includes conduct that an individual did not solicit or incite and that the individual regarded as undesirable or offensive. Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature, including but not limited to sexual activity or acts of sexual violence, when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic status; (2) submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting such individual; or (3) such conduct has the purpose or effect of: (i) substantially interfering with an individual's work performance; or creating an intimidating or hostile work environment; or (ii) denying or limiting a student’s ability to participate in or benefit from the University’s educational program, i.e. creates an intimidating or hostile environment. All such acts of sexual harassment are forms of sexual misconduct. Use of the term “sexual misconduct” throughout this policy includes sexual harassment.
B. Sexual Violence
Sexual violence refers to physical sexual acts perpetrated against an individual’s will or where an individual is incapable of giving consent. A number of different acts fall into the category of sexual violence, including: rape, sexual assault, sexual battery, sexual abuse, sexual coercion, domestic violence and dating violence. All such acts of sexual violence are forms of sexual misconduct. Use of the term “sexual misconduct” throughout this policy includes sexual violence.
C. Gender Based Harassment
Gender based harassment includes verbal, non-verbal and physical acts of aggression, intimidation, or hostility based on an individual’s gender identity or gender expression, even if those acts do not involve conduct of a sexual nature. Gender identity is a person’s internal, deeply-felt sense of being either agender, woman, man, transgender or something else on or beyond the gender spectrum. Gender expression is an individual’s characteristics and behaviors such as appearance, dress, mannerisms, speech patterns, and social interactions that are perceived as masculine or feminine. Gender based harassment will exist if an individual is harassed either for conforming or failing to conform to stereotypical notions of their perceived gender. All such acts of gender based harassment are forms of sexual misconduct. Use of the term “sexual misconduct” throughout this policy includes gender based harassment.
D. Sexual Orientation Harassment
Sexual orientation harassment includes verbal, non-verbal and physical acts of aggression, intimidation, or hostility based on an individual’s actual or perceived sexuality, including but not limited to: asexuality, bisexuality, homosexuality, heterosexuality or something else on or beyond the sexuality spectrum. All such acts of sexual orientation harassment are forms of sexual misconduct. Use of the term “sexual misconduct” throughout this policy includes sexual orientation harassment.
E. Sexual Exploitation
Sexual exploitation occurs when an individual takes non-consensual or abusive sexual advantage of another for his/her own advantage or benefit, or to benefit or advantage anyone other than the one being exploited, and that the behavior does not otherwise constitute sexual harassment, sexual violence, gender based harassment or sexual orientation harassment. Examples of sexual exploitation include, but are not limited to:
- Invasion of sexual privacy.
- Prostituting another student.
- Non-consensual video or audio-recording of sexual activity.
- Non-consensual distribution, showing, display, or dissemination of video and/or audio recorded sexual activity (i.e. “revenge porn”).
- Going beyond the boundaries of consent (such as letting your friends hide in the closet to watch you having consensual or non-consensual sex).
- Engaging in voyeurism.
- Knowingly transmitting an STI of HIV to another individual.
- Exposing one’s genitals in non-consensual circumstances.
- Sexually based stalking and/or bullying.
All such acts of sexual exploitation are forms of sexual misconduct. Use of the term “sexual misconduct” throughout this policy includes sexual exploitation.
Consent is informed, freely and actively given, mutually understandable words or actions which indicate a willingness to participate in mutually agreed upon sexual activity. The following factors should be considered by a person in determining whether another person has given consent: (i) consent is a freely given agreement to sexual activity, (ii) a person's lack of verbal or physical resistance or submission resulting from the use or threat of force does not constitute consent, (iii) a person's manner of dress does not constitute consent, (iv) a person's consent to past sexual activity does not constitute consent to future sexual activity, (v) a person's consent to engage in sexual activity with one person does not constitute consent to engage in sexual activity with another, (vi) a person can withdraw consent at any time, and (vii) a person cannot consent to sexual activity if that person is unable to understand the nature of the activity or give knowing consent due to circumstances, including without limitation the following: (a) the person is incapacitated due to the use or influence of alcohol or drugs; (b) the person is asleep or unconscious; (c) the person is under age; or (d) the person is incapacitated due to a mental disability.
Section 4: Examples of Sexual Misconduct
Sexual misconduct can occur both on and off campus and take many forms. The misconduct may be subtle and indirect or blatant and overt. Such misconduct can also occur in person or via electronic, print or other media. It may consist of repeated actions or may arise from a single incident if sufficiently severe. The more severe the misconduct, the less need there is to show a repetitive series of incidents to establish a hostile environment, particularly if the conduct is physical. For example, a single instance of sexual violence (i.e. rape) is sufficiently severe to create a hostile environment.
Sexual misconduct can be carried out by university employees, other students or third parties. Sexual misconduct may occur between individuals of differing, similar or identical sexual orientations and/or gender identities. Additionally, sexual misconduct may occur between individuals regardless of their actual or perceived sexual orientation or gender identity. Depending on the circumstances, which are examined from both an objective and subjective perspective, sexual misconduct may include:
- Physical assaults of a sexual nature, such as rape, sexual assault, sexual battery, and sexual coercion.
- Intentional unwelcomed physical conduct that is sexual in nature such as kissing, touching, poking, grabbing, pinching, fondling, rubbing, patting, or brushing against another individual’s body.
- Offering or implying an academic or employment related reward in exchange for sexual favors or submission to sexual conduct.
- Threatening or taking a negative academic or employment action because unwelcomed conduct of a sexual nature is rejected.
- The use or display in the classroom of materials of a sexual nature that do not serve a reasonable or legitimate educational purpose.
- Unwelcome sexual advances, repeated propositions or requests for a sexual relationship to an individual who has previously indicated that such conduct is unwelcome.
- Gestures, displays, noises, remarks, jokes, questions, or comments about an individual that are unwelcomed and of a sexual nature.
Section 5: Awareness Education and Training
A. Dissemination of Policy
The University will widely distribute this policy to all students, staff, faculty, applicants and other relevant third parties. Additionally, the University will incorporate this policy into the Student Handbook, the Faculty Handbook, the Non-Exempt Staff Handbook, the Exempt Staff Handbook and other University publications of general distribution. The University shall also post this policy on its website. All students, faculty and staff shall be responsible for reviewing this policy.
The University will implement and provide preventative educational programs to all faculty, staff and students. Such programs shall include discussions of what constitutes sexual misconduct and sexual violence, the University’s policies and grievance procedures, and the consequences of violating these policies.
The University shall provide training to all faculty, staff, volunteers, vendors and agents who are likely to witness or receive reports of sexual misconduct. Such training shall include how to identify and report sexual misconduct.
Section 6: Title IX / Title IX Coordinator
A. Title IX
Title IX provides that no person shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any academic, extracurricular, research, occupational training, or other education program or activity operated by the University. Title IX also provides that no person shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination in employment, recruitment, consideration, or selection therefore, whether full-time or part-time, under any education program or activity operated by the University. The University acknowledges its obligations under Title IX and is committed to complying with all Title IX requirements. Any inquiries concerning the application of Title IX and its implementing regulations may be referred to the Title IX Coordinator, a Title IX Deputy Coordinator or the United States Department of Education – Office of Civil Rights (See Section 9 for contact information).
The interpretation guidance provided by the Department of Education Office for Civil Rights and other federal agencies, beginning with the April 4, 2011, Dear Colleague Letter, have interpreted the statutory and regulatory provisions of Title IX to include protections against gender and sexual orientation discrimination. The University has aligned its policies with those interpretations
B. Title IX Coordinator
The University has designated the following individual as its Title IX Coordinator:
Catherine E. Spitz
Associate Vice President for Human Resources, Title IX Coordinator
209 Holmes Hall
Phone: (309) 556-3971
The Title IX coordinator is responsible for coordinating the University compliance with Title IX. The Title IX Coordinator’s responsibilities include overseeing all Title IX reports of sexual misconduct and identifying and addressing any patterns or systemic problems that arise during the review of such reports. To assist the Title IX Coordinator, the University has designated the following individuals as Title IX Deputy Coordinators, all of whom report directly to the Title IX Coordinator:
For reports by staff or third parties  :
Catherine E. Spitz
Associate Vice President for Human Resources, Title IX Deputy Coordinator
209 Holmes Hall
Phone: (309) 556-3971
For reports by students:
Darcy L. Greder
Associate Dean of Students, Title IX Deputy Coordinator
103 Holmes Hall
Phone: (309) 556-3541
For reports by faculty:
Catherine E. Spitz
Associate Vice President for Human Resources, Title IX Deputy Coordinator
209 Holmes Hall
Phone: (309) 556-3971
 If you email one of the identified individuals and receive an automated away message (i.e. out of the office or away on vacation), then you should email one of the other identified individuals.
All students, faculty, staff, applicants and third parties who have concerns about discrimination on the basis of sex, including any concerns pertaining to sexual misconduct, are encouraged to seek the assistance of either the Title IX Coordinator or a Title IX Deputy Coordinator. Coordinators are knowledgeable about, and will provide information on, all options for addressing and resolving such reports. Those options may vary depending on the nature of the incident; whether the complainant is a student, faculty member, staff member or applicant; the wishes of the complainant regarding confidentiality; and whether the complainant prefers to proceed formally or informally. Together, the Coordinators play an integral role in carrying out the University’s commitment to creating, fostering and maintaining an educational, employment, business and campus environment that is free of discrimination on the basis of sex as well as sexual misconduct.
Section 7: Reporting and Confidentiality
The University encourages victims (as well as witnesses) of sexual misconduct to talk to somebody about what happened – so victims can get the support they need, and so the University can respond appropriately. Different employees on campus have different abilities to maintain a victim’s confidentiality. Subject to the provisions set forth below a complainant, victim or third party bystander may make a report: electronically, anonymously, confidentially or any combination thereof.
- Privileged Reporting
- i. Professional counselors and pastoral counselors
Professional counselors and pastoral counselors whose official responsibilities include providing mental health counseling to members of the University community are not required by Title IX to report any information regarding an incident of sexual misconduct to the Title IX coordinator or other appropriate school designee. The following individuals are the University’s professional counselor(s) and pastor counselor(s) and each has LGBTQ+ sensitivity training:
 If you email one of the identified individuals and receive an automated away message (i.e. out of the office or away on vacation), then you should email one of the other identified individuals.
Elyse Nelson Winger
Evelyn Chapel Main Office
Assistant Dean and Director of Counseling Services
Mental Health Counselor
Staff Counselor/Outreach Coordinator
Director, Arnold Health Service
Jennifer Ross Barnett
ii. Non-professional counselors and advocates
There are some people who provide assistance to victims of sexual misconduct that are not professional counselors and pastoral counselors. These individuals include those who provide support to the University’s Professional counselors and pastoral counselors (“non-professional counselors or advocates”). Non-professional counselors or advocates are not required to report incidents of sexual misconduct in a way that identifies the victim without the victim’s consent. A victim can seek assistance and support from these individuals without triggering a University investigation that could reveal the victim’s identity or that the victim has disclosed the sexual misconduct incident.
While maintaining a victim’s confidentiality, these individuals should report the nature, date, time, and general location of an incident to the Title IX Coordinator. This limited report – which includes no information that would directly or indirectly identify the victim – helps keep the Title IX Coordinator informed of the general extent and nature of sexual misconduct on and off campus so the coordinator can track patterns, evaluate the scope of the problem, and formulate appropriate campus-wide responses. Before reporting any information to the Title IX Coordinator, these individuals will consult with the victim to ensure that no personally identifiable details are shared with the Title IX Coordinator. The following individuals are the University’s non-professional counselors or advocates:
Senior Office Coordinator
Magill Hall Counseling and Consultation Services
- Non-Privileged Reporting
- i. Making reports
All students, applicants and visitors are strongly encouraged to report any incidents of sexual misconduct. All faculty, staff, volunteers, vendors and agents are required to report any incidents of sexual misconduct subject to the exemptions set forth in Section 7(A) Reports may be made orally or in writing and such reports should be made to the Title IX Coordinator or a Title IX Deputy Coordinator. Reports may also be made to any Supervisor, Department Chair or School Director, Dean, Director, Resident Director or Resident Advisor, Head Coach, Vice-President, student affairs staff member, or Security Officer. Such personnel that receive reports of sexual misconduct and responsible employees that know or reasonably should know of the occurrence of sexual misconduct are required to forward those reports, along with all relevant details about the reported sexual misconduct, to the Title IX Coordinator or a Title IX Deputy Coordinator within 24 hours of receiving such a report. If such personnel fail to forward a report of sexual misconduct then said personnel will be subject to disciplinary action.
- ii. Confidentiality
A complainant may report sexual misconduct yet request confidentiality. If the complainant requests confidentiality or asks that the report not be pursued, the University shall take all reasonable steps to investigate and respond to the report consistent with the request for confidentiality or request not to pursue the investigation – as long as doing so does not prevent the University from fulfilling its responsibility to provide a safe and non-discriminatory environment to all individuals. Upon a request for confidentiality, the University shall inform the complainant: (i) if the University cannot ensure confidentiality; (ii) that a confidentiality request may limit the University’s ability to respond to the report, including pursuing disciplinary action against the alleged respondent; and (iii) that the University prohibits retaliation and that such retaliation is subject to disciplinary action under this policy. The University’s Title IX Coordinator is the responsible party for making determinations as to requests for confidentiality.
- iii. Reports involving a minor (under the age of 17)
Notwithstanding anything herein to the contrary, all faculty and staff who become aware of or suspect that a minor (under the age of 17) has been the victim of sexual misconduct must report that information to the Title IX Coordinator or a Title IX Deputy Coordinator whom shall then inform local, state and/or federal law enforcement officials of such incident as required by law. In that event, the University shall investigate the report without regard to the request for confidentiality and shall inform local, state and/or federal law enforcement officials of such incident as required by law.
- Support Services
Whether an individual makes a privileged report or a non-privileged report, that individual shall be entitled to the support services the University has available for all victims of sexual misconduct. If a privileged report has been made then the University’s Professional counselors and pastoral counselors; or non-professional counselors or advocates shall informed the victim of the availability of such support services and shall coordinate with the appropriate University officials to ensure such support services are provided. If a non-privileged report has been made then the University’s Title IX Coordinator or a Title IX Deputy Coordinator shall informed the victim of the availability of such support services and shall coordinate with the appropriate University officials to ensure such support services are provided.
Section 8: Investigation
Within twelve (12) hours of receiving a report of sexual misconduct or upon notice of an incident of sexual misconduct, the University shall inform the complainant about: (i) available counseling, victim advocacy, medical, mental health, disability, legal assistance and other support services; (ii) the option to avoid contact with the respondent during the pendency of the investigation; (iii) their Title IX rights; (iv) their rights under the Illinois Preventing Sexual Violence in Higher Education Act; (v) their grievance rights; (vi) their right to modification of academic, living, dining, transportation, and working situations; (vii) their right to report a crime to campus or local law enforcement; and (viii) the University’s obligation to honor an order of protection or no contact order entered by a State civil or criminal court. The University shall provide the complainant with a copy of this policy and the applicable grievance procedures identified herein.
Additionally, the University may make a preliminary, non-binding, assessment of the information contained in the report (and any supplement to the report) to determine whether that information, if true, would pose an imminent threat of immediate harm to the complainant or others. If there is an imminent threat of immediate harm then, consistent with the grievance procedures identified below, temporary measures may be imposed against the respondent to mitigate the threat during the pendency of the investigation. The need for such temporary measures shall be reevaluated on a regular basis during the pendency of the investigation to ensure the need for such temporary measures remain present. The University will provide the complainant with periodic updates on the status of such temporary measures.
Upon receipt of a report of sexual misconduct or upon notice of an incident of sexual misconduct, the University shall conduct a prompt, thorough, and impartial investigation of the incident consistent with the applicable grievance procedures identified below. Such investigation shall include without limitation (i) assisting and interviewing the complainant, (ii) identifying and locating witnesses, (iii) contacting and interviewing the respondent, (iv) contacting and cooperating with law enforcement, when applicable, and (v) providing information regarding the importance of preserving physical evidence of the sexual violence and the availability of a medical forensic examination at no charge to the survivor.
If complainant and respondent are members of different constituencies (e.g. faculty, staff, students) then the investigation may proceed as a collaborative effort between the Coordinators for those respective constituencies. Such investigations shall, barring exigent circumstances, be completed within sixty (60) days. In all investigations the University shall provide the parties with a parity of protections, including taking reasonable steps to ensure that no conflict of interest exists between the fact finder/decision maker and the complainant or the respondent in a particular case. If an actual conflict or perceived conflict exists, the actual or perceived conflict shall be disclosed to the parties. Additionally, all investigations shall utilize a preponderance of the evidence standard in determining whether or not sexual misconduct occurred.
Prior to initiating the investigation, and consistent with any request for confidentiality, the University shall provide notice to the complainant and the respondent of the University representative that will be responsible for conducting the investigation, making factual findings, and, if warranted, imposing disciplinary sanctions. Both the complainant and respondent shall have the opportunity to request a substitution of the identified University representative if such University representative’s participation would pose a conflict of interest.
C. Grievance Procedures
The following grievance procedures shall apply when the respondent is a:
- i. Faculty member
The grievance procedures for faculty members (including Adjunct Professors) can be found in the Faculty Handbook, Chapter VI (http://www.iwu.edu/provost/faculty-handbook.pdf).
ii. Staff member
The grievance procedures for non-exempt staff members can be found in the Non-Exempt Staff Handbook (http://www.iwu.edu/iwujobs/NonExemptHandbook/Nonexempt_Staff_Handbook_.1-12-12.pdf). The grievance procedures for exempt staff members can be found in the Exempt Staff Handbook.
Notwithstanding anything in the referenced grievance procedures to the contrary:
(a) With respect to instances involving sexual violence, the complainant shall not be required to participate in any mediation or other informal grievance procedures.
(b) The complainant and respondent shall have the opportunity to provide or present evidence and witnesses on their behalf during the complaint resolution procedure.
(c) The complainant and respondent may not directly cross examine one another, but may, at the discretion and direction of the University representative(s) resolving the complaint, suggest questions to be posed by the University representative(s).
(d) The complaint and respondent may request to have an advisor of their choice accompany them to any meeting or proceeding related to an alleged violation of the Sexual Misconduct Policy, provided that the involvement of the advisor does not result in undue delay of the meeting or proceeding. The advisor must comply with any written University rule or policy regarding the advisor's role. If the advisor violates the rules or engages in behavior or advocacy that harasses, abuses, or intimidates either party, a witness, or the University representative(s) resolving the complaint, that advisor may be prohibited from further participation, as determined by the Title IX Coordinator or his/her designee.
(e) The complainant and the respondent may not be compelled to testify, if the complaint resolution procedure involves a hearing, in the presence of the other party. If a party invokes this right, the University shall provide a procedure by which each party can, at a minimum, hear the other party's testimony.
(f) The complainant and the respondent shall, at a minimum, have the right to timely appeal the complaint resolution procedure's findings or imposed sanctions if the party alleges (i) a procedural error occurred, (ii) new information exists that would substantially change the outcome of the finding, or (iii) the sanction is disproportionate with the violation. Such an appeal shall be made and delivered to the Title IX Coordinator within seven (7) days of the party receiving notice of the complaint resolution procedure's findings or imposed sanctions. The individual or individuals deciding the appeal review of the findings or imposed sanctions shall not have participated previously in the complaint resolution procedure and shall not have a conflict of interest with either party. The complainant and the respondent shall receive the appeal decision in writing within 7 days after the conclusion of the appeal review of findings or sanctions or sooner if required by federal or State law.
D. Outcome of Investigation
The University shall provide the complainant and respondent with written notice of the outcome of the investigation (i.e. whether sexual misconduct was found to have occurred) within seven (7) days of such a finding being made. The University shall also provide the complainant and respondent with written notice of any appeal. If the University has determined that sexual misconduct has occurred, the University shall take prompt and effective steps reasonably calculated to end the sexual misconduct, prevent its recurrence, and, as appropriate, remedy its effects. Effective remedial action may include disciplinary action against the respondent, providing counseling for the respondent, remedies for the complainant and others, as well as changes to the University’s overall services or policies. Disciplinary action against a respondent can include without limitation: (i) modification of academic, living, dining, transportation, and working situations; (ii) no-contact orders from the University; (iii) temporary suspension; and/or (iv) removal or dismissal from the University. When allowed for by applicable State and Federal law, the University shall also notify the complainant of any sanction(s) imposed upon the respondent.
Section 9: Complaints to Administrative Agencies
A complainant has the right to contact the Illinois Department of Human Rights (“IDHR”), Equal Employment Opportunity Commission (“EEOC”) or the United States Department of Education – Office of Civil Rights (“OCR”) about filing a formal complaint. An IDHR complaint must be filed within one hundred eighty (180) days of the alleged incident. A complaint with the EEOC must be filed within three hundred (300) days of the alleged incident. In addition, an appeal process is available through the Illinois Human Rights Commission (“IHRC”) after the IDHR has completed its investigation of the complaint.
- Illinois Department of Human Rights (IDHR)
Chicago: 312-814-6200 or 800-662-3942
Chicago TTY: 866-740-3953
Springfield TTY: 866-740-3953
Marion TTY: 866-740-3953
- Illinois Human Rights Commission (IHRC)
Chicago TTY: 312-814-4760
Springfield TTY: 217-557-1500
- United States Equal Employment Opportunity Commission (EEOC)
Chicago TTY: 800-869-8001
- United States Department of Education – Office of Civil Rights (OCR)
400 Maryland Avenue, SW
Washington D.C., 20202-1100
Customer Service Hotline: 800-421-3481
Section 10: Important Contact Information
In addition to all other contact information provided throughout this policy, a complainant and/or victim may also contact the following:
Illinois Wesleyan Campus Safety
104 East University Street
Bloomington, Illinois 61702
Phone: (309) 556-1111
Bloomington Police Department
305 S. East Street
Bloomington, Illinois 61701
Phone: (309) 820-8888
Community Based Sexual Assault Crisis Center
State Based Sexual Assault Crisis Center
Illinois Coalition Against Sexual Assault
National Based Sexual Assault Crisis Center
Nearest Medical Facility 
Advocate Bromenn Medical Center
1304 Franklin Avenue, Normal IL
 A victim of Sexual Violence may have a medical forensic examination completed at no cost to the victim at the above named medical facility pursuant to the Sexual Assault Survivors Emergency Treatment Act.
Section 11: Amnesty
With respect to any instances of sexual misconduct that involve the use of drugs or alcohol, it is the University’s position that the use of drugs or alcohol never makes a victim at fault for such sexual misconduct. A primary concern of the University is each individual’s safety, and as such, the University shall grant immunity to any student-victim or student-thirty party bystander who reports, in good faith, an alleged violation of this Sexual Misconduct Policy to those University representatives identified in Sections 6 or 7 of this Policy, so that the reporting student will not receive a disciplinary sanction by the University for a student conduct violation, such as underage drinking, that is revealed in the course of such a report, unless the University determines that the violation was egregious, including without limitation an action that places the health or safety of any other person at risk.
Section 12: Retaliation
It is a violation of this policy for any person to retaliate against, interfere with, coerce, or take any other adverse action against a student, faculty member, staff member, applicant or other third party that: (i) seeks advice concerning sexual misconduct; (ii) makes a report of sexual misconduct; (iii) assists or supports another individual that makes a report of sexual misconduct; or (iv) participates as a witness or in the investigation of a sexual misconduct report. Such conduct is in violation of this policy and will be investigated and adjudicated accordingly. If you believe you have been subject to retaliation, any such incident should be reported to the Title IX Coordinator or a Title IX Deputy Coordinator.
Section 13: Malicious, False Accusations
It is a violation of this policy to make a report of sexual misconduct that is known to be false. Such conduct is in violation of this policy and will be investigated and adjudicated accordingly.
Section 14: Academic Freedom
IWU is committed to the principles of academic freedom. Vigorous discussion and debate are fundamental to the University and this policy is not intended to stifle teaching methods or infringe upon academic freedom. The protections of academic freedom must be carefully considered in all reports of sexual misconduct involving faculty. The fact that speech or a particular expression is offensive is not, standing alone, a legally sufficient basis to establish a violation of this policy. If such speech or expression takes place in the teaching context, it must also be persistent, pervasive, and not germane to the subject matter in order to be sexual misconduct under this policy. The academic setting is distinct from the workplace in that wide latitude is required for professional judgment in determining the appropriate content and presentation of academic material.
Section 15: Effective Date
This policy shall be effective as of August 10, 2017.
 A victim of Sexual Violence may have a medical forensic examination completed at no cost to the victim at the above named medical facility pursuant to the Sexual Assault Survivors Emergency Treatment Act.
Students with Dependents
Illinois Wesleyan University recognizes the challenges that students who are parents face while also pursuing academic excellence. Pregnancy can be a time of physical and emotional stress for both expectant mothers and fathers. The rigors of academic life coupled with the demands of parenthood are immense.
Students who are expectant parents or who are already parents should know that they will not face any discrimination by faculty, staff, or administration. Indeed, efforts are directed to encourage continuation of studies through to graduation. Students who are entering this life-changing experience as well as those who return to school after the birth of a child are encouraged to consult with the Arnold Health Service, Counseling and Consultation Services, the Childcare Committee or the Vice President/Dean of Students' Office for information and support regarding both on-campus and off-campus resources (i.e. lactation consulting, obstetrics care, low-income childcare).
Illinois Wesleyan University has a zero tolerance policy for hazing. Hazing is defined as: "Any action taken or situation created, intentionally, whether on or off campus premises, to produce mental or physical discomfort, intimidation, embarrassment, harassment or ridicule. Such activities may include but are not limited to the following: forced use of alcohol; paddling in any form; creation of excessive fatigue; physical and psychological shocks; wearing of public apparel which is conspicuous and not normally in good taste; engaging in public stunts and buffoonery; morally degrading or humiliating games or activities; deprivation of sleep; and any other inappropriate activities which are not consistent with the institutional mission and governing policies. Furthermore, the institution will treat the hazing action of even one member of a group as constituting hazing by the group."
Violations of the University Hazing Policy are considered serious offenses. Groups or individuals found responsible for hazing may result in sanctions of suspension or expulsion of the individual or organization from the university.
An organization's president, captain or other elected or appointed officials are responsible for educating their members or team of the hazing policy and enforcing it. All members of the IWU Community are expected to comply with the policy and hold others accountable to it. Enforcement responsibilities will fall into the following jurisdictions: 1) Investigations of alleged incidents involving fraternities and sororities will be the responsibility of the Greek Judicial Board. 2) Investigations of alleged incidents involving student organizations, athletic teams and other members of the campus community will be the responsibility of the All University Judiciary Committee.
Guidelines for Initiation
It is the expectation of the University that any organization which has a formal initiation process for new members will follow all local and (inter)national guidelines that apply to initiation. The Office of Fraternity and Sorority Life maintains information on (inter)national guidelines for initiation. The office also tracks membership totals and attrition for fraternities and sororities, thus all Greek Chapters are required to provide the Director of Fraternity and Sorority Life with membership lists and initiation dates prior to the formal initiation ceremony. It the University's expectation that initiation practices are in place to install a sense of pride and community within the organization. Initiation and ritualistic ceremonies should not violate members' personal or moral convictions as a condition of initiation, nor should it interfere with students' academic obligations.
Campus community members are expected to report a practice or action believed to be hazing to the Dean of Students immediately. The Dean will initiate a formal investigation and grievance procedure once the action is reported
The University Catalog is the authoritative publication with respect to academic programs, standards, and requirements. Students may choose to meet the general education and major requirements listed in any one Catalog that was current during their tenure at the University. Upon separation from the University for more than two years, the student's period of tenure for requirement purposes becomes the period of final attendance.
Each student is urged to read the Catalog carefully in order to avoid academic and financial confusion. No one can assume this responsibility for the individual. The following material is intended to highlight what is found in the Catalog, not to supersede it (except where noted), and to inform the student of related administrative policies and procedures.
Academic Advising and Faculty Office Hours
Each student is formally assigned an academic advisor to assist in planning a program of study. Specifically, the academic advisor is responsible for counseling each student prior to registration periods, for considering a student's proposed schedule or schedule changes, and for advising the student in relation to the fulfilling of requirements. The academic advisor may also counsel with individual students in regard to problems that arise in their academic performance and to their long-range career plans. It is, however, ultimately the responsibility of each student to be sure he/she meets all of the requirements for graduation. In view of the University's emphasis on teaching, advising, and personal contact between faculty and students, faculty office hours are considered to be very important. Each faculty member must post and maintain a schedule of regular office hours amounting to at least five per week.
Class Syllabus, Attendance, and Grading Policies
Each faculty member is required to produce and distribute, preferably at the first class meeting, but in any event within the first week of classes, a written syllabus explaining the aims, scope, and format of the course, readings and other class experiences such as class discussions, panels, quizzes, papers, and examinations. The syllabus must also include class attendance policy, grading policy and office hours. Written course outlines, where appropriate, are strongly encouraged.
Students are expected to attend class regularly. In cases of unavoidable absence, it is the student's responsibility to inform the faculty member of the cause. It is the individual student's responsibility to notify faculty members in advance of absences resulting from University-approved functions. University-sponsored non-academic activities which conflict with class schedules do not automatically take precedence over regular class work, but faculty members are requested to exercise reasonable flexibility in accommodating students involved in such activities.
When a student's absences are in excess of those permitted by the policy of the faulty member, it will be assumed that unless otherwise demonstrated, the student has decided not to fulfill the requirements of the course. This can result in the student being removed from the class roster and excluded from further class attendance.
Each faculty member is responsible for informing his/her students of the policies and standards upon which course grades will be based. After the final grade for a student has been submitted to the Office of the Registrar, no change may be made except to correct a demonstrable clerical error.
Class Meetings and Final Examinations
Regular class meeting times may be changed only if such changes do not cause conflicts for any member of the class; they conform to regularly scheduled class meeting time and are confirmed through the Registrar's Office. Final course assignments or exams are administered during and not before the regularly scheduled time during "finals week.” Comprehensive final exams are not a mandatory part of every course, but a final exam or other activity must be administered during the scheduled final examination period. Exams or graded assignments scheduled earlier in the semester may come due during the last week of classes, but faculty are strongly discouraged from announcing new assignments proximal to and during the last week of classes. Students are encouraged to prepare for final exams throughout the semester and to use reading day(s) for further preparation.
A full course load at IWU is four courses per semester, or eight courses per year. The May Term provides an entirely optional opportunity to take a ninth course during a three-week immersion experience. This expected pattern of eight course units per year and one or two optional May Term courses affords students both academic focus and ample scope to build a sound liberal arts education while accumulating the 32 course units required for graduation.
Most courses at IWU are valued at one course unit (exceptions are such things as music ensembles and physical education activity courses and science laboratory courses).
Generally speaking, the average total time spent in class and in other course activities such as library research, laboratory, studio, problem-solving, or writing assignments, should amount to approximately ten to twelve hours per week per course during the Fall and Spring terms and eight to nine hours per weekday in the May Term. Naturally, the time spent by any individual student in a given course varies in relation to individual ability, the quality of work done and so forth. The most important aspect of the course unit concept, however, is that it emphasizes the total course experience rather than merely the number of class meetings.
At the same time, non-degree credit experiences in music, physical education, and other areas permit variety for those students seeking additional challenges. Students with superior ability and clear needs may be permitted to audit or take degree courses beyond the regular load. Inquiries concerning permission for overloads should be directed to the Registrar.
Grades and Standards
While credit is more or less determined by the quantity of work done (the skills developed and/or the amount of material covered in a course at the minimal level), grades are associated with the quality of work done (the level of competency or of subject mastery attained). Thus, students should understand that meeting all of the requirements for a course (doing all assigned work) does not guarantee a grade of "A" or "B" or even "C." The level of performance above and beyond the minimum expectation is the basis for all grades as defined in the University Catalog. Refer to the Catalog (chapter titled “The Academic Program”) for information concerning grade reporting practices and standards for academic honors, probation, and disqualification.
Petitions for Exceptions to Academic Requirements and Grade Appeals
Students desiring an exception to an academic regulation or requirement should file a petition with the Registrar setting forth the reasons for the request. Petitions supported only by reasons of convenience or personal preference will not be successful. Adequate arguments for an exemption should contain evidence that the spirit and intent of the requirement has been or will otherwise be fulfilled or that the student has been prevented from meeting the requirements by events beyond the student's control and that denial of the petition will cause unreasonable hardship. Denial of petitions may be appealed to the Associate Provost. Petition forms may be obtained from the Registrar's Office.
Students wishing to appeal faculty decisions on final grades should first attempt to resolve their problems with the individual faculty member and the department head involved. A student who remains unsatisfied following these attempts, may submit the appeal in writing to the Registrar within one semester of receiving the disputed grade. The Registrar will then place the appeal before the Academic Appeals Board.
University Policies Concerning Student Conduct & Academic Integrity
The integrity of the academic community depends on the trustworthiness of all its members. Honesty is assumed, especially in academic pursuits. Dishonesty in the form of plagiarism or cheating is not tolerated and the University maintains a clear and definite policy applying to it. Violations may result in dismissal from the University.
The University defines cheating as giving or receiving information, or using material, in exams, assignments, and projects when it is not allowed. Some examples of cheating include copying from another person during an exam, using "cheat sheets" or other proscribed materials during an exam, collusion on take-home exams or other assignments where it has been expressly prohibited, and the submission of a laboratory report based on falsified data or any data not obtained by the student in the manner indicated by the instructor. Note that the person who knowingly provides illicit information is liable to the same punishment as the person who receives and uses it.
Because cheating is more commonly understood than the concept of plagiarism, it does not require as much explanation. This should not be interpreted as implying that cheating is a lesser offense than plagiarism. Both are extremely serious offenses. Both entail the same heavy penalties. Both can result in separation from the University.
lIllinois Wesleyan University Statement on Plagiarism
What is plagiarism? Plagiarism is the intentional or inadvertent misrepresentation as one’s own, the words, ideas, research data, formulae or artistic creations of another individual or collective body, without giving credit to the originator(s) of those words, ideas, data, formulae or artistic creations.
Examples of plagiarism:
- Submitting in one’s own name a term paper, report or document written by someone else or obtained from a commercial agency.
- A document that is only partially of one’s own creation; combining original content with text, data or graphics taken from another source such as an encyclopedia, book, journal article or downloaded from the World-Wide-Web.
- Paraphrases of the ideas or words of others without proper acknowledgement.
- Original work based on the ideas of others without proper acknowledgment.
Why one should not plagiarize: The scholarly community recognizes that it is virtually impossible to write everything with such originality that one never employs the ideas and words of another. However, by providing proper citations to other works, a writer shows his or her ability to enter into dialogue with the scholarly community of a specific discipline, building upon what has already been said and adding his or her own voice. Plagiarism on the other hand is contrary to the ideals of scholarship. It is subversive to sound education and ethically dishonest.
When to cite a source: Cite a source whenever you use the
- Words (written or spoken)
- Research data
- Artistic creations (images, music) of another person or agency.
It is not necessary to cite common knowledge.
What is common knowledge? Common knowledge is anything that is considered known by the vast majority of the population – or may be found in generalized information sources, for example; Chicago is the largest city in Illinois, or E=mc2.
Avoiding plagiarism: To aid in avoiding plagiarism, the scholarly community has developed techniques of documentation which allow a writer to use other peoples’ words and ideas without seeming to expropriate them. Footnotes, endnotes, parenthetical textual notes and quotation marks are used by scholars to acknowledge the sources of ideas and words. Students at IWU are expected to learn how to quote and cite sources responsibly. There are numerous tools which can assist writers in meeting this requirement. Two of the most common are the APA Publication Manual published by the American Psychological Association and the MLA Handbook for Writers of Research Papers published by the Modern Language Association. Both are available from the IWU Writing Center and The Ames Library. Your instructor or a librarian will gladly assist you in applying these guidelines to the work you do in individual classes. Also, because what is considered the “correct” way of citing and quoting varies among disciplines, your instructors may specify which set of guidelines is to be followed for a specific class assignment.
Consequences of plagiarism at IWU: Because IWU takes very seriously the responsibility of ethical scholarship and writing, plagiarism can result in a failing grade for an assignment, a course, or in some cases, separation from the University. It is the responsibility of instructors who discover instances of plagiarism to report these to the Associate Provost of Academic Planning and Standards in writing. Only after such a report has been filed can an appropriate punitive response be determined. The instructor must also inform the student at the time that the report is filed. The Associate Provost of Academic Planning and Standards is responsible for seeing that the appropriate penalty is recorded in all cases not requiring action of the Academic Appeals Board.
“Defining and Avoiding Plagiarism: The WPA Statement on Best Practices” Online posting. 22 October 2007 http://wpacouncil.org/positions/plagiarism.html
MacDonald, Jean. “To Cite is Right: Avoiding Plagiarism, Pleasing Profs & Living an Academically Honest Life.” The Ames Library, Illinois Wesleyan University. January 2008 https://www.iwu.edu/library/help/Plagiarism_Module.ppt
“Plagiarize” Webster’s Third New International Dictionary. Philip Babcock Gove, editor in chief. Springfield, Mass.: Merriam-Webster Inc., 2002
Illinois Wesleyan University collects data and maintains records in order to assist staff and faculty in educational planning and meeting individual student needs. Unless justifiable needs can be established for information necessary to the maintenance of the University, records are not maintained.
Consistent with the Family Educational Rights and Privacy Act of 1974 (FERPA), Illinois Wesleyan University maintains policies providing student access to their educational records and procedures for the confidentiality of all data maintained in them.
As determined in FERPA:
Any past or present student may inspect and review his or her educational records though applicants for admission are not entitled to inspection or review.
Educational records consist of all records contained in files, documents, and other materials which contain information directly related to a student. (Educational records do not include personal notations or records made by University staff or faculty which remain in the record keeper's sole possession).
A student does not have access to financial records of his or her parents, confidential letters and statements of recommendation placed in a record prior to January 1, 1975, or confidential recommendations received after January 1, 1975, if the student has signed a waiver of access.
Any previously or currently enrolled student may waive his or her rights of access to letters and statements of recommendation or reference. All candidates at the time of their registration or reactivation with the Career Center are given a choice to maintain a confidential file where the right of access is waived or an open file where all information can be inspected and reviewed by the candidate. If a currently registered person wishes to start an open file in the Career Center at the time of their reactivation, he/she will have access to all material submitted after January 1, 1975, but all references submitted prior to January 1, 1975, will be withdrawn from the file. Forms for the purpose of the declaration of open or confidential files are available in the Career Center.
The University has designated certain student data as directory or public information. Directory or public information includes: name, local and home addresses, telephone numbers, e-mail address, photo, major, academic class, birth date, participation in recognized activities and sports, dates of attendance, degrees and awards received, the most recent educational institution attended, and age, height, and weight of athletes. Any student who does not desire this public information released must inform the Office of the Vice President of Student Affairs/Dean of Students in writing no later than September 15 of the academic year concerned. No partial deletion or edited entry can be accepted.
Any past or present student who wishes to examine his or her educational records must submit a request in writing to the office responsible for maintaining the information of interest. The offices are as follows: (1) Career Center maintains all placement recommendations and credentials; (2) Registrar's Office maintains academic transcripts; and (3) Office of the Vice President of Student Affairs/Dean of Students maintains students' personal records. Once a request has been made, the office responsible for maintaining the records of interest will notify that student no later than 45 days as to the time and place at which the records may be examined. A student's academic transcript may be seen immediately upon presentation of appropriate identification at the Registrar's Office. Copies of records may be obtained at cost upon request.
In the event a student challenges the content of his or her educational record on the basis of inaccurate or misleading information, the administrative officer responsible for maintaining the educational record will discuss and attempt to resolve the challenge within the framework of assuring the accuracy, integrity, and usefulness of the record. A student may choose to insert a written explanation to be included in the record. If a challenge cannot be resolved with the administrative officer, the student may appeal to the Vice President of Student Affairs/Dean of Students for review. A decision by the Vice President of Student Affairs/Dean of Students may be appealed to the President.
Information from a student's educational record may be released to the parents of the student provided the student is a dependent as defined for federal income tax purposes. Requests to release grades to parents must be made by the student to the Registrar's Office. Directory information may be provided on request unless a student has requested that all information not be released. All other requests for information, including a review of a student's educational records, from any individual or agency other than the student, University personnel, and parents, which has not been expressly authorized by the student, will be referred to the Vice President of Student Affairs/Dean of Students. Requests for information about students from government intelligence or law enforcement agencies must be directed to the Office of the Vice President of Student Affairs/Dean of Students. All such requests and appropriate subpoenas will be reviewed by University Counsel.
The PATRIOT Act of 2001 has amended FERPA and the confidentiality requirement of student databases to allow disclosures to the Attorney General or his designee in connection with the investigation or prosecution of terrorism crimes.
Withdrawal from the University
Students planning to leave the University for any reason should discuss their plans with the Vice President of Student Affairs/Dean of Students or the Registrar and their academic advisors; they should also notify the Registrar.
If circumstances should make it necessary for a student to withdraw from the University prior to the end of a term or semester, the procedure outlined below should be followed in order to obtain refunds where applicable and to insure the accuracy of the student's records:
Secure a withdrawal form from the Vice President of Student Affairs/Dean of Students Office.
Enter the reason for withdrawal and have the form signed by the Vice President of Student Affairs/Dean of Students or her designee.
Participate in a brief interview with Dean of Students staff.
Please refer to the Financial Information Section of the University Catalog for details concerning possible adjustments to tuition, room, and board charges resulting from withdrawal.