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Central Connecticut State University Policies/ Student Responsibilities
Here are some policies/resources you may find useful while attending CCSU. Click the tabs to see more information about the topic.
Central Connecticut State University (CCSU) stands for excellence in teaching and learning in anenvironment of inclusion, trust, and respect among all members of the university
community.All employees with managerial, supervisory, or evaluative responsibilities for students or other employees carry a special responsibility to adhere to the highest ethical
and professional standards and to avoid any actions that may appear to undermine this atmosphere of trust and respect and thereby hinder the University's educational mission.
Because of the inherent imbalance of power and need for trust, all employees with evaluative or supervisory authority over students and employees should be aware that dating or
sexual relationships that might be appropriate in other circumstances have inherent dangers when they occur between employees, or between an employee and a student.
Consensual relationships can create real conflicts of interest and appearances of impropriety that can impair the integrity of academic and employment decisions. There are also
special risks in any sexual or romantic relationships between individuals in inherently unequal positions of power, such as students and teachers or supervisors and employees. In
addition, although these relationships may begin and remain consensual, they may easily be later characterized as non-consensual given the inherent power differential between the
parties, and such relationships could potentially lead to sexual harassment charges.
Between employee and student: Consensual romantic, dating, or sexual relationships between any employee and any student over whom that employee exercises direct
or otherwise significant academic, supervisory, or evaluative authority or influence are prohibited at Central Connecticut State University. The evaluative relationship can take a
variety of forms, such as teacher to student, advisor to advisee, coach to athlete, supervisor to student employee, or similar relationship.
Between employee and student: Romantic, dating or sexual relationships between employees and students over whom said employee does not have supervisory or
evaluative authority are strongly discouraged. Such relationships are not only susceptible to future conflicts of interest, but also may present the appearance of impropriety.
If this situation exists, no employee should agree to supervise or evaluate a student with whom he or she has, or formerly had, a consensual relationship. A faculty member should
inform the Dean if such a student wishes to enroll in a credit bearing course that he or she is teaching so that alternate arrangements can be made. Nor should a faculty member
direct the student's independent study, internship, or thesis; participate in decisions regarding grades; or write letters of recommendation or reference.
Between employee and employee:
Between employee and employee: CCSU discourages employees with supervisory or evaluative authority from engaging in romantic, dating or sexual relationships with
employees who they supervise or evaluate. If such a relationship exists or develops, the supervisory employee must notify his/her manager so that arrangements can be made for the
unbiased supervision and evaluation of the employee. These situations are handled on a case-by-case basis and may require transfer or reassignment of one or more employees.
In the event of a Sexual Harassment Charge
Anyone who enters into a romantic, dating or sexual relationship where a professional power differential exists must realize that if a charge of sexual harassment is subsequently
filed, it may be difficult to defend the charge by claiming that there was mutual consent. Employees could be held personally liable in a criminal or civil lawsuit.
All violations of this policy should be reported to Human Resources for investigation and appropriate administrative action, up to and including disciplinary action.
Policy approved April, 2012
Central Connecticut State University (CCSU) will not tolerate sexual misconduct against students, staff, faculty, or visitors, whether it comes in the form of intimate partner violence, sexual assault, sexual exploitation or sexual
harassment, as defined in the BOR policy. In an ongoing effort to prevent sexual misconduct and intimate
partner violence on the CCSU campus, the University provides education and prevention programs for the CCSU
community and pursues all criminal and administrative remedies for complaints of sexual misconduct.
CCSU is a community dependent upon trust and respect for its constituent members: students, faculty, staff and
those visiting or under temporary contract. As noted in CCSU's Violence Free Campus Policy, members of the
University community have the right to a safe and welcoming campus environment. Acts of sexual misconduct
and intimate partner violence threaten personal safety and violate the standards of conduct expected of
This policy applies to anyone on the property of Central Connecticut State University, as well as anyone present
at CCSU-sponsored programs or events. This policy extends to off-campus violations of both students and
employees in limited circumstances as noted below:
The Board of Regents for Higher Education (BOR) in conjunction with the Connecticut State Colleges and
Universities (CSCU) is committed to insuring that each member of every BOR governed college and university
community has the opportunity to participate fully in the process of education and development. The BOR and
CSCU strive to maintain a safe and welcoming environment free from acts of sexual misconduct and intimate
It is the intent of the BOR and each of its colleges or universities to provide safety, privacy and
support to victims of sexual misconduct and intimate partner violence.
The BOR strongly encourages victims to report any instance of sexual misconduct, including sexual harassment,
sexual assault, sexual exploitation, stalking and intimate partner violence, as an effective means of taking action
by reporting such acts to the appropriate officials and pursuing criminal or disciplinary remedies, or both. The
only way that action can be taken against anyone who violates another in such a manner is through reporting.
Each and every BOR governed college and university shall provide those who report sexual misconduct with
many supportive options, including referral to agencies that provide medical attention, counseling, legal
services, advocacy, referrals and general information regarding sexual misconduct. Each and every BOR
governed college and university will preserve the confidentiality of those who report sexual misconduct to the
fullest extent possible and allowed by law. All BOR and CSCU employees, victim support persons and community
victim advocates being consulted will make any limits of confidentiality clear before any disclosure of facts takes
place. Other than confidential resources as defined above, in addition to employees who qualify as Campus
Security Authorities under the Jeanne Clery Act, all BOR and CSCU employees are required to immediately
communicate to the institution's designated recipient any disclosure or report of sexual misconduct received
from a student as well as communicate any disclosure or report of sexual misconduct the employee received
from another employee when misconduct is related to the business of the institution.
Affirmative consent must be given by all parties before engaging in sexual activity. Affirmative consent means an
active, clear and voluntary agreement by a person to engage in sexual activity with another person. Sexual
misconduct, as defined herein, is a violation of BOR policies and, in addition, may subject an accused student or
employee to criminal penalties. The BOR and each of its governed colleges and universities are committed to
providing an environment free of personal offenses. Sexual relationships of any kind between staff, faculty and
students are discouraged pursuant to BOR policy.
The Board of Regents for Higher Education hereby directs the Connecticut State Colleges and Universities to
implement the Policy stated above pursuant to the following provisions:
Consent must be affirmed and given freely, willingly, and knowingly of each participant to desired sexual
involvement. Consent is a mutually affirmative, conscious decision – indicated clearly by words or actions – to
engage in mutually accepted sexual contact. Consent may be revoked at any time during the sexual activity by
any person engaged in the activity.
Affirmative consent may never be assumed because there is no physical resistance or other negative response. A
person who initially consents to sexual activity shall be deemed not to have affirmatively consented to any such
activity which occurs after that consent is withdrawn. It is the responsibility of each person to assure that he or
she has the affirmative consent of all persons engaged in the sexual activity to engage in the sexual activity and
that affirmative consent is sustained throughout the sexual activity. It shall not be a valid excuse to an alleged
lack of affirmative consent that the student or employee responding to the alleged violation believed that the
student reporting or disclosing the alleged violation consented to the activity (i) because the responding student
or employee was intoxicated or reckless or failed to take reasonable steps to ascertain whether the student or
employee reporting or disclosing the alleged violation affirmatively consented, or (ii) if the responding student or
employee knew or should have known that the student or employee reporting or disclosing the alleged violation
was unable to consent because the student or employee was unconscious, asleep, unable to communicate due
to a mental or physical condition, or incapacitated due to the influence of drugs, alcohol or medication. The
existence of a past or current dating or sexual relationship between the persons involved in the alleged violation
shall not be determinative of a finding of affirmative consent.
Report of sexual misconduct is the receipt of a communication of an incident of sexual misconduct accompanied
by a request for an investigation or adjudication by the institution.
Disclosure is the receipt of any communication of an incident of sexual misconduct that is not accompanied by a
request for an investigation or adjudication by the institution.
Sexual misconduct includes engaging in any of the following behaviors:
(a) Sexual harassment, which can include any unwelcome sexual advance or request for sexual favors, or any
conduct of a sexual nature when submission to such conduct is made either explicitly or implicitly a term or
condition of an individual's education or employment; submission to or rejection of such conduct by an
individual is used as a basis for academic or employment decisions affecting the individual; or such conduct has
the purpose or effect of substantially interfering with an individual's academic or work performance or creating
an intimidating, hostile or offensive educational or employment environment. Examples of conduct which may
constitute sexual harassment include but are not limited to:
(b) Sexual assault shall include but is not limited to a sexual act directed against another person without the
consent (as defined herein) of the other person or when that person is not capable of giving such consent.
Sexual assault is further defined in sections 53a-70, 53a-70a, 53a-70b, 53a-71, 53a-72a, 53a-72b and
53a-73a of the Connecticut General Statutes.
(c) Sexual exploitation occurs when a person takes non-consensual or abusive sexual advantage of another for
anyone's advantage or benefit other than the person being exploited, and that behavior does not otherwise
constitute one of the preceding sexual misconduct offenses. Examples of behavior that could rise to the level of
sexual exploitation include:
(d) Intimate partner, domestic and/or dating violence means any physical or sexual harm against an individual
by a current or former spouse of or person in a dating or cohabitating relationship with such individual that
results from any action by such spouse or such person that may be classified as a sexual assault under section
53a-70, 53a-70a, 53a-70b, 53a-71, 53a-72a, 53a-72b or 53a-73a of the general statutes, stalking under section
53a-181c, 53a-181d or 53a-181e of the general statutes, or domestic or family violence as designated under
section 46b-38h of the general statutes. This includes any physical or sexual harm against an individual by a
current or former spouse or by a partner in a dating relationship that results from (1) sexual assault (2) sexual
assault in a spousal or cohabiting relationship; (3) domestic violence; (4) sexual harassment (5) sexual
exploitation, as such terms are defined in this policy.
Offenses that are designated as "domestic violence" are against family or household members or persons in
dating or cohabitating relationships and include assaults, sexual assaults, stalking, and violations of protective or
restraining orders issued by a Court. Intimate partner violence may also include physical abuse, threat of abuse,
and emotional abuse.
(e) Stalking, which is defined as repeatedly contacting another person when contacting person knows or should
know that the contact is unwanted by the other person; and the contact causes the other person reasonable
apprehension of imminent physical harm or the contacting person knows or should know that the contact causes
substantial impairment of the other person's ability to perform the activities of daily life.
As used in this definition, the term "contacting" includes, but is not limited to, communicating with (including
internet communication via e-mail, instant message, on- line community or any other internet communication)
or remaining in the physical presence of the other person.
When a BOR governed college or university receives a report of sexual misconduct all reasonable steps will be
taken by the appropriate CSCU officials to preserve the privacy of the reported victim while promptly
investigating and responding to the report. While the institution will strive to maintain the confidentiality of
personally identifiable student information reported, which information is subject to privacy requirements of the
Family Education Rights Privacy Act (FERPA), the institution also must fulfill its duty to protect the campus
Confidential resources are defined as follows: For the Universities, entities with statutory privilege, which include
campus based counseling center, health center and pastoral counseling staff members whose official
responsibilities include providing mental health counseling to members of the University community as well as
off campus counseling and psychological services, health services providers, member(s) of the clergy, and the
local Sexual Assault Crisis Center and Domestic Violence Center. For the Colleges, confidential resources are
limited to entities with statutory privilege, such as off campus counseling and psychological services, health
services providers, member(s) of the clergy, and the local Sexual Assault Crisis Center and Domestic Violence
Center. The personnel of these centers and agencies are bound by state statutes and professional ethics from
disclosing information about reports without written releases.
Information provided to a confidential resource by a victim of a sexual misconduct or the person reported to
have been the victim of sexual misconduct cannot be disclosed legally to any other person without consent,
except under very limited circumstances, such as an imminent threat of danger to self or others or if the
reported victim is a minor. Therefore, for those who wish to obtain the fullest legal protections and disclose in
full confidentiality, she/he must speak with a confidential resource. Each BOR governed college and university
will provide a list of such confidential resources in the College or University's geographic region to victims of
sexual misconduct as well as publish these resources on-line and in various publications.
Where it is deemed necessary for the institution to take steps to protect the safety of the reported victim and/or
other members of the campus community, the institution will seek to act in a manner so as not to compromise
the privacy or confidentiality of the reported victim of sexual misconduct to the extent reasonably possible.
Mandated Reporting by College and University Employees
Other than confidential resources as defined above, in addition to employees who qualify as Campus Security
Authorities under the Jeanne Clery Act, all employees are required to immediately communicate to the
institution's designated recipient (e.g., Title IX Coordinator) any disclosure or report of sexual misconduct
received from a student regardless of the age of the reported victim. All employees are also required to
communicate to the institution's designated recipient (e.g., Title IX Coordinator) any disclosure or report of
sexual misconduct received from an employee that impacts employment with the institution or is otherwise
related to the business of the institution.
Upon receiving a disclosure or a report of sexual misconduct, employees are expected to supportively,
compassionately and professionally offer academic and other accommodations and to provide a referral for
support and other services.
Further, in accordance with Connecticut State law, with the exception of student employees, any paid
administrator, faculty, staff, athletic director, athletic coach or athletic trainer who, in the ordinary course of
their employment, has a reasonable cause to suspect or believe that a person under the age of 18 years has
been abused or neglected, has been placed in imminent harm or has had a non-accidental injury is required by
law and Board policy to report the incident within twelve hours to their immediate supervisor and to the
Department of Children and Families.
Those who report any type of sexual misconduct to any BOR governed college or university employee will be
informed in a timely manner of all their rights and options, including the necessary steps and potential outcomes
of each option. When choosing a reporting resource the following information should be considered:
The colleges and universities will provide assistance to those involved in a report of sexual misconduct, including
but not limited to, reasonably available options for changing academic, campus transportation, housing or
working situations as well as honoring lawful protective or temporary restraining orders. Each and every BOR
governed college and university shall create and provide information specific to its campus detailing the
procedures to follow after the commission of such violence, including people or agencies to contact for reporting
purposes or to request assistance, and information on the importance of preserving physical evidence.
It is BOR policy that whenever a college or university Title IX Coordinator or other employee receives a report
that a student, faculty or staff member has been subjected to sexual misconduct, the Title IX Coordinator or
other employee shall immediately provide the student, faculty or staff member with contact information for
and, if requested, professional assistance in accessing and using any appropriate campus resources, or local
advocacy, counseling, health, and mental health services. All CSCU campuses shall develop and distribute
contact information for this purpose as well as provide such information on-line.
Those who report being subjected to sexual misconduct shall be provided written information about her/his
(1) notify law enforcement and receive assistance from campus authorities in making the notification; and,
(2) obtain a protective order, apply for a temporary restraining order or seek enforcement of an existing order.
Such orders include:
Employees who are reported to have engaged in sexual misconduct are subject to discipline in accordance with
the procedures applicable to the employee's classification of employment.
The Student Code of Conduct provides the procedures for the investigation, definitions of terms, and resolution
of complaints regarding student conduct, including those involving sexual misconduct, as defined herein.
The Title IX Coordinator can assist in explaining the student conduct process. The Student Code of Conduct
provides an equal, fair, and timely process (informal administrative resolution or a formal adjudication) for
reported victims and accused students.
Reported victims of sexual misconduct shall have the opportunity to request that an investigation or disciplinary
proceedings begin promptly; that such disciplinary proceedings shall be conducted by an official trained annually
in issues relating to sexual misconduct and shall use the preponderance of the evidence (more likely than not)
standard in making a determination concerning the alleged sexual misconduct.
Both the reported victim of sexual misconduct and the accused student are entitled to be accompanied to any
meeting or proceeding relating to the allegation of sexual misconduct by an advisor or support person of their
choice, provided the involvement of such advisor or support person does not result in the postponement or
delay of such meeting as scheduled and provided such an advisor or support person may not directly address the
Hearing Body, question witnesses or otherwise actively participate in the hearing process or other meeting
pertaining to a report of sexual misconduct and each student shall have the opportunity to present evidence and
witnesses on her/his behalf during any disciplinary proceeding.
Both the reported victim and accused student are entitled to be provided at the same time written notice of the
results of any disciplinary proceeding, normally within one (1) business day after the conclusion of such
proceeding, which notice shall include the following: the name of the accused student, the violation committed,
if any, and any sanction imposed upon the accused student. Sanctions may range from a warning to expulsion,
depending upon the behavior and its severity of the violation(s). The reported victim shall have the same right to
request a review of the decision of any disciplinary proceeding in the same manner and on the same basis as
shall the accused student; however, in such cases, if a review by any reported victim is granted, among the other
actions that may be taken, the sanction of the disciplinary proceeding may also be increased. The reported
victim and the accused student are entitled to be simultaneously provided written notice of any change in the
results of any disciplinary proceeding prior to the time when the results become final as well as to be notified
when such results become final.
In accordance with the Family Educational Rights and Privacy Act (FERPA), the accused student and the reported
victim have the right to keep their identities confidential.
Upon adoption by the Board all CSCU institutions shall, upon receipt, immediately post and maintain this policy
at all times in an easily accessible manner on each institution's website. This policy shall thereafter be annually
provided to all Title IX Coordinators, campus law enforcement officers and security personnel, and other campus
personnel. Further, this policy shall be presented at student orientation and at student awareness and
prevention trainings, and made broadly available at each campus. The policy shall be expanded upon by each
institution to provide resources and contact information specific to their institution and geographic area as set
12/5/2014 - BOR Academic & Student Affairs Committee;
1/15/2015 - Board of Regents; 6/16/2016 – Board of
Office of Diversity and Equity (All complaints)
Rosa Rodríguez, Chief Diversity Officer and Title IX Coordinator
Central Connecticut State University
1615 Stanley Street
New Britain, CT 06053
Davidson Hall, Rm. 102
email@example.com or TitleIXReport@ccsu.edu
Office of Student Conduct (Complaints against students)
Stephanie Reis, Interim Director
Carroll Hall, Rm. 202
University Police (All criminal complaints except sexual harassment) 860-832-2375
Human Resources (Complaints against employees)
Anna E. Suski-Lenczewski, Chief Human Resources Officer
Davidson Hall, Rm. 101
Office of Student Affairs (Complaints against students)
Dr. Peter Troiano, Interim Vice President for Student Affairs
Davidson Hall, Rm. 103
Office of Victim Advocacy and Violence Prevention
Sarah Dodd, Victim Advocacy and Violence Prevention Specialist
Jacqueline Cobbina-Boivin, Coordinator
Counseling and Wellness Center (Confidential)--860-832-1945
Sexual Assault Crisis Services (confidential)--860-223-1787 (English); 888-568-8332 (Español)
Prudence Crandall Center for Domestic Violence (confidential)--888-774-2900 (24-hour hotline)
An individual has the right to file his or her complaint of discrimination with any or all of the relevant agencies
listed below. The individual can also simultaneously avail himself or herself of the University's Internal
Discrimination Grievance Procedure.
999 Asylum Avenue
Hartford, CT 06105
Tel: (860) 566-7710
Norwich, CT 06360
Tel: (860) 886-5703
1057 Broad Street
Bridgeport, CT 06604
West Central Region
Rowland State Government Center
55 West Main Street, Suite 210
Waterbury, CT 06702-2004
Complaints should be filed with the Commission on Human Rights and Opportunities no later than one
hundred and eighty (180) days after the alleged act of employment discrimination occurred.
John F. Kennedy Federal Office Building
Government Center, Room 475
Boston, MA 02203
Complaints should be filed with the Equal Employment Opportunities Commission no later than one
hundred and eighty (180) days after the alleged act of employment discrimination occurred, except, that in a
case when the aggrieved person has initially filed a complaint with the Commission on Human Rights and
Opportunities, such complaint should be filed no later than three hundred (300) days after the alleged act of
employment discrimination occurred.
State of Connecticut: Employee Grievance Procedure
Contact Human Resources Office or union representatives for Grievance forms and/or procedures.
U.S. Department of Education, Office for Civil Rights (Students)
33 Arch Street
Boston, MA 02110
Tel: (617) 289-0111
Fax: (617) 289-0150
Town & Gown Task Force
Family Educational Rights & Privacy Act (FERPA)
Higher Education Act-2008
Office for Civil Rights (OCR)
Victim Advocate, Office of the