Anti-Hazing Policy
Hazing involving Argosy University students or student groups is strictly prohibited. Hazing is defined as any action or situation that recklessly or intentionally endangers the mental or physical health or safety of a student for the purpose of initiation or admission into or affiliation with any club or organization operating under the sanction of an institution of higher education.
For purposes of this definition, any activity as described in this definition that the initiation or admission into or affiliation with a club or organization is directly or indirectly conditioned shall be presumed to be “forced” activity, the willingness of an individual to participate in such activity notwithstanding. This policy is applicable to all students and members of a student club or organization at Argosy University. Every student and member of a student club or organization is responsible for complying with this policy.
Individuals and/or student clubs that force, require, and/or endorse violations will be referred to the Student Conduct Committee and, if appropriate, to the local authorities, which may pursue criminal action. Students who wish to make a complaint under this policy should contact the director of Student Services at their campus of residence. The negligence or consent of a student or any assumption of risk by the student is not a defense to an action brought pursuant to this policy. Student club activities or programs must not interfere with the rights and activities of others and should always reflect the best interests of the members of the organization it represents and the Argosy University community as a whole. In all cases of alleged violations of this policy, faculty and staff advisors and the national/international headquarters, if applicable, of any organization will be notified.
No Harassment Policy
Argosy University is committed to providing workplaces and learning environments that are free from harassment on the basis of any protected classification including, but not limited to race, sex, gender, color, religion, sexual orientation, gender identity or expression, age, national origin, disability, medical condition, marital status, veteran’s status, genetic marker, or on any other basis protected by law. Such conduct is unprofessional, unproductive, illegal, and generally considered bad for business. Consequently, all conduct of this nature is expressly prohibited, regardless of whether it violates any law. (Please note that sexual harassment is more thoroughly addressed in the Sexual Misconduct & Relationship Violence Policy.)
Florida disclaimer:
In recognition of our commitment to Florida’s “Protecting Our Children from Sexual Predators Act,” please be advised that the Florida Department of Law Enforcement (FDLE) maintains a sexual predator and sexual offender registry website, which can be located at: https://offender.fdle.state.fl.us/offender/homepage.do. The FDLE compiles and provides the information on that website for public access pursuant to Florida law. In addition, the FDLE Registration & Compliance Unit also maintains a toll-free number, 1-888-357-7332, which provides access to the same public information.
If you have any questions or concerns regarding this law, please contact the director of Student Services at the campus of residence.
Sexual Misconduct & Relationship Violence Policy; Procedures for Handling Sexual Misconduct and Relationship Violence Complaints
Argosy University values civility, dignity, diversity, education, honesty, and safety and is firmly committed to maintaining a campus environment free from all forms of sex discrimination, sexual harassment, and sexual assault. Sexual Misconduct and Relationship Violence, defined more specifically below, are inconsistent with these values, violate institutional policy, and will not be tolerated at Argosy University and are expressly prohibited. Similarly, retaliation for having brought forward a concern or allegation or for participating in an investigation of a report of Sexual Misconduct or Relationship Violence is also expressly prohibited and is grounds for disciplinary action.
This Policy provides information regarding how an individual – whether a student, faculty member, or staff member – can make a report of Sexual Misconduct or Relationship Violence impacting a student and how Argosy University will proceed once it is made aware of any such report.
For faculty and staff members who believe they are the victim of sexual misconduct, please follow our No Harassment policy in the Employee Handbook.
I. Preliminary Issues & Important Definitions
This Policy prohibits “Sexual Misconduct” and “Relationship Violence,” broad categories encompassing the conduct defined below. Sexual Misconduct and Relationship Violence can be committed by anyone, including third parties, and can occur between people of the same sex or different sexes and regardless of one’s biological sex or transgendered sex. This policy applies to Sexual Misconduct and Relationship Violence that is committed against a student when that Sexual Misconduct or Relationship Violence occurs: (i) on campus; (ii) off-campus if in connection with a University-sponsored program or activity or in student housing; or (iii) off-campus if allegedly perpetrated by a fellow student, faculty member, staff member, or third party when the victim/reporting student reasonably believes that the off-campus conduct has created a hostile educational environment.
A. What is “Sexual Misconduct”?
Sexual Misconduct includes:
- Sexual Assault: Having or attempting to have sexual intercourse, cunnilingus, or fellatio without Consent (as defined below). Sexual intercourse is defined as anal or vaginal penetration by a penis, tongue, finger, or inanimate object.
- Non-Consensual Sexual Contact: Any intentional sexual touching with any body part or object by any person upon any person without Consent.
- Sexual Exploitation: An act attempted or committed through the abuse or exploitation of another person’s sexuality. Examples include, but are not limited to, prostituting another student; inducing a student into sexual intercourse, sexual contact, or other sexual activity by implicit or explicit threat of exposure of personal information or academic consequences; non-consensual video or audio-taping of sexual activity; allowing others to observe a personal consensual sexual act without the knowledge or Consent of all involved parties; and knowingly transmitting or exposing another person to a sexually transmitted infection without the person’s knowledge.
- Indecent Exposure: the exposure of the private or intimate parts of the body in a lewd manner in public or in private premises when the accused may be readily observed.
- Sexual Harassment: unwelcome sexual advances, requests for sexual favors, and other physical or verbal conduct of a sexual nature when it meets any of the following: (a) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s academic status; or (b) Submission to or rejection of such conduct by an individual is used as the basis for academic decisions affecting such individual; or (c) Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive environment for working, learning, or living on campus.
B. What is “Relationship Violence”?
Relationship Violence includes:
- Domestic Violence: Violence, including but not limited to sexual or physical abuse or the threat of such abuse, committed by a current or former spouse or intimate partner or any other person from whom the student is protected under federal or applicable state law.
- Dating Violence: Violence, including but not limited to sexual or physical abuse or the threat of such abuse, committed by a person who is or has been in a social relationship of a romantic or intimate nature with the alleged victim. The existence of such a relationship is generally determined based on a consideration of the length and type of relationship and the frequency of interaction.
- Stalking: A course of conduct directed at a specific person that would cause a reasonable person to fear for their own safety or the safety of others or suffer substantial emotional distress. A course of conduct means two or more acts in which a person 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.
The following also constitute violations of this Policy:
- Complicity: Assisting, facilitating, or encouraging the commission of a violation of this Policy.
- Retaliation: Acts or attempted acts for the purpose of interfering with any report, investigation, or proceeding under this Policy, or as retribution or revenge against anyone who has reported Sexual Misconduct or Relationship Violence or who has participated (or is expected to participate) in any manner in an investigation, or proceeding under this Policy. Prohibited retaliatory acts include, but are not limited to, intimidation, threats, coercion, or discrimination. To be clear, retaliation against a Complainant for reporting an incident or against any witness who participates in an investigation is strictly prohibited.
C. Who are “Complainants” and “Respondents”?
Argosy University is not a court of law. We also do not engage in victim-blaming or rushes to judgment. Therefore, without judgment, we refer to anyone who reports that s/he has experienced Sexual Misconduct as a “Complainant” and to anyone who reportedly has engaged in Sexual Misconduct as a “Respondent.”
D. Defining Consent
In many cases of Sexual Misconduct, the central issue is consent or the ability to give consent. Consent is a voluntary agreement to engage in sexual activity. Consent to engage in sexual activity must exist from beginning to end of each instance of sexual activity. Past Consent does not imply future Consent, and Consent to engage in one form of sexual activity does not imply Consent to engage in a different form of sexual activity. Consent is demonstrated through mutually understandable words and/or actions that clearly indicate a willingness to engage in a specific sexual activity. Consent must be knowing and voluntary. To give Consent, a person must be awake, of legal age, and have the capacity to reasonably understand the nature of her/his actions. Individuals who are physically or mentally incapacitated cannot give Consent.
Silence, without actions evidencing permission, does not demonstrate Consent. Where force, threats, or coercion is alleged, the absence of resistance does not demonstrate Consent. Force, threats, or coercion invalidates Consent. The responsibility of obtaining Consent rests with the person initiating sexual activity. Use of alcohol or drugs does not diminish one’s responsibility to obtain Consent or negate one’s intent.
Consent to engage in sexual activity may be withdrawn by either person at any time. Once withdrawal of Consent has been clearly expressed, the sexual activity must cease.
Incapacitation is the inability, temporarily or permanently, to give Consent, because the individual is mentally and/or physically helpless due to drug or alcohol consumption, either voluntarily or involuntarily, due to an intellectual or other disability that prevents the student from having the capacity to give Consent, or the individual is unconscious, asleep or otherwise unaware that the sexual activity is occurring. In addition, an individual is incapacitated if he or she demonstrates that they are unaware of where they are, how they got there, or why or how they became engaged in a sexual interaction. Where alcohol is involved, incapacitation is a state beyond drunkenness or intoxication. Some indicators that an individual is incapacitated may include, but are not limited to, vomiting, unresponsiveness, inability to communicate coherently, inability to dress/undress without assistance, inability to walk without assistance, slurred speech, loss of coordination, lack of awareness of circumstances or surroundings, or inability to perform other physical or cognitive tasks without assistance.
E. Title IX Coordinator & Deputy Coordinators
The Title IX Coordinator for Argosy University is Anne Petrella, Vice President of Student Services Operations & Compliance, 1400 Penn Avenue, Pittsburgh, PA 15222, (866) 427-4679 ext. 28564, apetrella@argosy.edu. The Title IX Coordinator is responsible for, among other things, coordinating the campus’s efforts to comply with and carry out the campus’s responsibilities under Title IX of the Education Amendments of 1972, including compliance with Non-Discrimination and Sexual Misconduct policies. The Title IX Coordinator has ultimate oversight of Title IX related investigations; other individuals may serve as Deputy Title IX Coordinators to help oversee investigations and determination proceedings under Grievance and Misconduct policies and procedures.
See Appendix IV, Argosy University Campus Locations for phone number information for the Deputy Title IX Coordinator for each campus.
Questions regarding Title IX may be referred to the Title IX Coordinator, the Deputy Coordinator, or the Office of Civil Rights.
II. Reporting & Confidentiality
We encourage victims of Sexual Misconduct & Relationship Violence to talk to somebody about what happened – so they can get the support they need, and so the University can respond appropriately.
Different employees on campus have different abilities to maintain confidentiality:
- CONFIDENTIAL REPORTING: Some individuals are required to maintain near complete confidentiality. These include professional counselors such as those provided by Talk One2One counseling services (available at 888-617-3362). These individuals can provide resources and generally talk to a victim without revealing any personally identifying information about an incident to the University. A victim can seek assistance and support from these individuals without triggering a University investigation.
For Argosy University, Twin Cities ONLY:
A victim may also make an anonymous report by using our online reporting system, accessible through the ‘Help/Contact Us’ link on the Student Portal. A report made through this medium may trigger an investigation.
- NON-CONFIDENTIAL REPORTING. Other than professional counselors defined above, most other employees and contractors are required to report all the details of an incident to the Title IX coordinator. A report to these employees (called “responsible employees”) constitutes a report to the University and generally obligates the University to investigate the incident and take appropriate steps to address the situation. The following campus employees (or categories of employees) are examples of responsible employees: the Title IX Coordinator, all Deputy Title IX Coordinators, President, Director of Student Services, other Student Services staff, Academic Advisors, the Security Team (including contract security personnel), all full-time and adjunct Faculty, Human Resources, and Employee Relations.*
* For Argosy University, Twin Cities, Argosy University, Schaumburg and Argosy University, Chicago ONLY
A victim may also make a report by using our online reporting system, accessible through the ‘Help/Contact Us’ link on the Student Portal. A report made through this medium may trigger an investigation.
The University will seek to protect the privacy and confidentiality of the individuals involved in any report of alleged Sexual Misconduct or Relationship Violence to the extent possible and allowed by law. The Title IX Coordinator will evaluate any request for confidentiality in the context of the University’s responsibility to provide a safe and nondiscriminatory environment to all members of its community.
The University will complete any publicly available record-keeping, including Clery Act reporting and disclosure, without the inclusion of identifying information about the alleged victim. It will also maintain as confidential any interim measures or remedies provided to the alleged victim to the extent that maintaining confidentiality will not impair its ability to provide the interim measures or remedies.
In addition to internal reporting, the University strongly encourages anyone who believes they have experienced a sexual assault (or any other crime) to make a report to local law enforcement. Collection and preservation of evidence relating to the reported sexual assault is essential for law enforcement investigations, so prompt reporting of the incident to law enforcement is especially critical. Designated staff will, upon request, assist an individual in making a report to law enforcement as necessary and appropriate.
Although we strongly encourage complainants to report to local law enforcement, such a report is not a prerequisite to the University’s review and investigation of any complaint covered by this Policy. The University will honor a Complainant’s request not to report the matter to local law enforcement UNLESS we have a reasonable basis to believe that the safety and security of the campus community is at risk. In this event, the University will endeavor to notify a Complainant or Reporter of the institution’s intent to report the matter to law enforcement in advance of any such report.
The University does not limit the time frame for reporting under this Policy, although a delay in reporting may impact the University’s ability to take certain actions.
Other Code of Conduct Violations: The University encourages students who have been the victim of Sexual Misconduct or Relationship Violence to come forward. Students should not be discouraged from reporting such incidents because they fear discipline for their own violations of the Student Code of Conduct, such as use of alcohol in University housing. Therefore, the University has discretion not to pursue other violations of the Student Code of Conduct that occurred in the context of the reported incident of Sexual Misconduct or Relationship Violence.
III. Response Procedure
Students are encouraged to report any incident of Sexual Misconduct or Relationship Violence to the Title IX Coordinator, Deputy Title IX Coordinator, the Director of Student Services, or the Campus President. If a report is made verbally, the University will request a written statement by the student.
Upon receipt of a report, the University will generally proceed as described below.
A. Investigation Commencement
The University will provide a timely and thorough investigation. Barring exigent circumstances, cases of Sexual Misconduct and Relationship Violence will generally be resolved within a 60 day period once the incident has been reported. An extension of time may be necessary if witnesses are unavailable or uncooperative or due to other extenuating circumstances beyond the control of the investigator.
B. Initial Response
Once the University is put on notice of possible Sexual Misconduct and Relationship Violence, the Complainant will be offered appropriate confidential support, accommodations, and other resources and will be notified of applicable policies and procedures. Accommodations include the ability to move to different housing, to change work schedules, to alter academic schedules, to withdraw from/retake a class without penalty, and to access academic support. The Respondent also will be offered appropriate resources and notified of applicable policies and procedures.
C. Interim Intervention
Pending a final determination, the Title IX Coordinator and/or Student Services staff will take appropriate interim measures. These measures may include, but are not limited to, the imposition of a no-contact order and/or employment, transportation, residence, and academic modifications. Student Services staff may limit a student or organization’s access to certain University facilities or activities pending resolution of the matter. The University may impose an Interim Suspension on the Respondent pending the resolution of an alleged violation when the University determines, in its sole discretion, that it is necessary in order to protect the safety and well-being of members of the campus community.
D. Decision to Proceed to Investigation
If the Complainant is willing to participate in the review and investigation process, the University will proceed as described below in Section III (E).
If the Complainant requests a confidential investigation, the University will seek to protect the privacy and confidentiality of the Complainant to the extent possible and allowed by law. The Title IX Coordinator will evaluate any request for confidentiality in the context of the University’s responsibility to provide a safe and nondiscriminatory environment to all members of its community.
If a confidential investigation is requested and agreed to, the University will investigate without revealing the name of the Complainant in any interview or email and will not ask questions that inadvertently or reasonably could reveal the identity of the Complainant.
If the Complainant asks that the report of sexual misconduct not be pursued, the University will consider the interests of the Complainant, the campus community, law enforcement, and/or other appropriate interests under the circumstances. The University, in consultation with the Title IX Coordinator, will make a final decision on whether and to what extent it will conduct an investigation, and notify the Complainant promptly.
E. Investigation Procedure
Investigators do not function as advocates for either Complainants or Respondents. Investigators can, however, identify advocacy and support resources for either Complainants or Respondents.
The Respondent will receive written notice of the report and the nature of the alleged misconduct. He/She will be advised in writing of the investigation process and opportunity to provide any relevant evidence.
The Investigation will generally be conducted by the Director of Student Services for the campus (or any other individual appointed by the Title IX Coordinator) if the Respondent is a student. If the Respondent is a faculty or staff member, Employee Relations will also participate in the investigation.
The investigator will separately interview both Complainant and Respondent. Both parties will be able to provide evidence and suggest other witnesses to be interviewed. The investigator will interview other relevant witnesses and review any other available relevant evidence. Both the Complainant and Respondent can have another individual present during their own respective interviews. If the Complainant or Respondent elects, they may have an attorney present during their own interview, but said attorney may not advocate during the interview.
F. Determinations
- For cases where the Respondent is a student.
The investigator will present all evidence to the Title IX Coordinator (or his/her designated Deputy Title IX Coordinator). In all cases, the Title IX Coordinator or the designated Deputy Title IX Coordinator will be appropriately trained regarding handling and considering sexual misconduct and relationship violence cases.
The Title IX Coordinator will weigh the evidence presented and decide whether additional evidence is necessary for consideration. Ultimately, the Title IX Coordinator will make a determination of whether a violation of the Sexual Misconduct & Relationship Violence Policy or any other policy has occurred.
The University reserves the right to convene a Determination Panel to review the evidence and make the determination in appropriate circumstances.
- For cases where the Respondent is a Faculty or Staff Member.
The investigator will present all evidence to the Ethics Committee of DCEH. The Ethics Committee will be appropriately trained regarding handling and adjudicating sexual misconduct and relationship violence cases. The Ethics Committee will weigh the evidence presented and make a determination whether a violation of the Sexual Misconduct & Relationship Violence Policy or any other policy has occurred.
G. Standard of Proof
In all cases under the Sexual Misconduct policy, the Title IX Coordinator (or designee) or the Ethics Committee will determine if a violation of policy has occurred by the preponderance of evidence standard. Thus, they will determine whether it is more likely than not that a violation has occurred.
H. Potential Sanctions
If a violation of policy has been found, the Title IX Coordinator or the Ethics Committee will impose appropriate sanctions, including but not limited to coaching, training, probation, suspension, or expulsion in the case of students or coaching, training, written warning, demotion, or termination in the case of employees.
I. Outcome Notifications
Both the Complainant and Respondent will be notified in writing of the outcome of the investigation and of the sanctions imposed, if any.
J. Appeals
If the Complainant or Respondent is a student, he or she may appeal the outcome determination by written appeal to the Campus President within 15 days of notification of the outcome. An appeal may be made based only on one or more of the following reasons:
- New and significant evidence appeared that could not have been discovered by a properly diligent charged student or complainant before or during the original investigation and that could have changed the outcome.
- The Finding is Arbitrary and Capricious: Reading all evidence in the favor of the non-appealing party, the finding was not supported by reasonable grounds or adequate consideration of the circumstances. In deciding appeals, the Campus President is allowed to make all logical inferences in benefit of the non-appealing party.
- Disproportionate Sanctions: The sanctions were disproportionate to the findings.
The appeal shall consist of a written statement requesting review of the conduct decision or sanction and explaining in detail the basis for the appeal. The Campus President, or designated representative, will notify the non-appealing party of the request for an appeal. Within five working days of receipt of the notice, the non-appealing party may submit a written statement to be included in the case file. The appeal may proceed without the non-appealing party’s written statement if it is not submitted within the designated time limit.
The Campus President will endeavor to make a determination of the appeal within 15 business days of receipt. The President’s decision is final.
Sexual Misconduct & Relationship Violence Policy; Procedures for Handling Sexual Misconduct and Relationship Violence Complaints at Argosy University, Chicago and Argosy University, Schaumburg
Argosy University, Chicago and Argosy University, Schaumburg value civility, dignity, diversity, education, honesty, and safety and is firmly committed to maintaining a campus environment free from all forms of sex discrimination, sexual harassment, and sexual assault. Sexual Misconduct and Relationship Violence, defined more specifically below, are inconsistent with these values, violate institutional policy, and will not be tolerated at Argosy University, Chicago and Argosy University, Schaumburg and are expressly prohibited. Similarly, retaliation for having brought forward a concern or allegation or for participating in an investigation of a report of Sexual Misconduct or Relationship Violence is also expressly prohibited and is grounds for disciplinary action.
This Policy provides information regarding how an individual – whether a student, faculty member, or staff member – can make a report of Sexual Misconduct or Relationship Violence impacting a student and how Argosy University, Chicago and Argosy University, Schaumburg will proceed once it is made aware of any such report.
For faculty and staff members who believe they are the victim of sexual misconduct, please follow our No Harassment policy in the Employee Handbook.
I. Preliminary Issues & Important Definitions
This Policy prohibits “Sexual Misconduct” and “Relationship Violence,” broad categories encompassing the conduct defined below. Sexual Misconduct and Relationship Violence can be committed by anyone, including third parties, and can occur between people of the same sex or different sexes and regardless of one’s biological sex or transgendered sex. This policy applies to Sexual Misconduct and Relationship Violence that is committed against a student when that Sexual Misconduct or Relationship Violence occurs: (i) on campus; (ii) off-campus if in connection with a School-sponsored program or activity or in student housing; or (iii) off-campus if allegedly perpetrated by a fellow student, faculty member, staff member, or third party when the victim/reporting student reasonably believes that the off-campus conduct has created a hostile educational environment.
A. What is “Sexual Misconduct”?
Sexual Misconduct includes:
- Sexual Assault: Having or attempting to have sexual intercourse, cunnilingus, or fellatio without Consent (as defined below). Sexual intercourse is defined as anal or vaginal penetration by a penis, tongue, finger, or inanimate object.
- Non-Consensual Sexual Contact: Any intentional sexual touching with any body part or object by any person upon any person without Consent.
- Sexual Exploitation: An act attempted or committed through the abuse or exploitation of another person’s sexuality. Examples include, but are not limited to, prostituting another student; inducing a student into sexual intercourse, sexual contact, or other sexual activity by implicit or explicit threat of exposure of personal information or academic consequences; non-consensual video or audio-taping of sexual activity; allowing others to observe a personal consensual sexual act without the knowledge or Consent of all involved parties; and knowingly transmitting or exposing another person to a sexually transmitted infection without the person’s knowledge.
- Indecent Exposure: the exposure of the private or intimate parts of the body in a lewd manner in public or in private premises when the accused may be readily observed.
- Sexual Harassment: unwelcome sexual advances, requests for sexual favors, and other physical or verbal conduct of a sexual nature when it meets any of the following: (a) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s academic status; or (b) Submission to or rejection of such conduct by an individual is used as the basis for academic decisions affecting such individual; or (c) Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive environment for working, learning, or living on campus.
B. What is “Relationship Violence”?
Relationship Violence includes:
- Domestic Violence: Violence, including but not limited to sexual or physical abuse or the threat of such abuse, committed by a current or former spouse or intimate partner or any other person from whom the student is protected under federal or applicable state law.
- Dating Violence: Violence, including but not limited to sexual or physical abuse or the threat of such abuse, committed by a person who is or has been in a social relationship of a romantic or intimate nature with the alleged victim. The existence of such a relationship is generally determined based on a consideration of the length and type of relationship and the frequency of interaction.
- Stalking: A course of conduct directed at a specific person that would cause a reasonable person to fear for their own safety or the safety of others or suffer substantial emotional distress. A course of conduct means two or more acts in which a person 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.
The following also constitute violations of this Policy:
- Complicity: Assisting, facilitating, or encouraging the commission of a violation of this Policy.
- Retaliation: Acts or attempted acts for the purpose of interfering with any report, investigation, or proceeding under this Policy, or as retribution or revenge against anyone who has reported Sexual Misconduct or Relationship Violence or who has participated (or is expected to participate) in any manner in an investigation, or proceeding under this Policy. Prohibited retaliatory acts include, but are not limited to, intimidation, threats, coercion, or discrimination. To be clear, retaliation against a Complainant for reporting an incident or against any witness who participates in an investigation is strictly prohibited.
C. Who are “Complainants” and “Respondents”?
Argosy University, Chicago and Argosy University, Schaumburg are not a court of law. We also do not engage in victim-blaming or rushes to judgment. Therefore, without judgment, we refer to anyone who reports that s/he has experienced Sexual Misconduct as a “Complainant” and to anyone who reportedly has engaged in Sexual Misconduct as a “Respondent.”
D. Defining Consent
In many cases of Sexual Misconduct, the central issue is consent or the ability to give consent. Consent is a voluntary agreement to engage in sexual activity. Consent to engage in sexual activity must exist from beginning to end of each instance of sexual activity. Past Consent does not imply future Consent, and Consent to engage in one form of sexual activity does not imply Consent to engage in a different form of sexual activity. A person’s consent to engage in sexual activity with one person does not constitute consent to engage in sexual activity with another. Consent is demonstrated through mutually understandable words and/or actions that clearly indicate a willingness to engage in a specific sexual activity. Consent must be knowing and voluntary. To give Consent, a person must be awake, of legal age, and have the capacity to reasonably understand the nature of her/his actions. Individuals who are physically or mentally incapacitated cannot give Consent.
Silence, without actions evidencing permission, does not demonstrate Consent. Where force, threats, or coercion is alleged, the absence of resistance does not demonstrate Consent. Force, threats, or coercion invalidates Consent. A person’s manner of dress does not constitute consent. The responsibility of obtaining Consent rests with the person initiating sexual activity. Use of alcohol or drugs does not diminish one’s responsibility to obtain Consent or negate one’s intent.
Consent to engage in sexual activity may be withdrawn by either person at any time. Once withdrawal of Consent has been clearly expressed, the sexual activity must cease.
Incapacitation is the inability, temporarily or permanently, to give Consent, because the individual is mentally and/or physically helpless due to drug or alcohol consumption, either voluntarily or involuntarily, due to an intellectual or other disability that prevents the student from having the capacity to give Consent, or the individual is unconscious, asleep or otherwise unaware that the sexual activity is occurring. In addition, an individual is incapacitated if he or she demonstrates that they are unaware of where they are, how they got there, or why or how they became engaged in a sexual interaction. Where alcohol is involved, incapacitation is a state beyond drunkenness or intoxication. Some indicators that an individual is incapacitated may include, but are not limited to, vomiting, unresponsiveness, inability to communicate coherently, inability to dress/undress without assistance, inability to walk without assistance, slurred speech, loss of coordination, lack of awareness of circumstances or surroundings, or inability to perform other physical or cognitive tasks without assistance.
E. Title IX Coordinator & Deputy Coordinators
The Title IX Coordinator for Argosy University is Anne Petrella, Vice President of Student Services Operations & Compliance, 1400 Penn Avenue, Pittsburgh, PA 15222, (866) 427-4679 ext. 28564, apetrella@argosy.edu. The Title IX Coordinator is responsible for, among other things, coordinating the campus’s efforts to comply with and carry out the campus’s responsibilities under Title IX of the Education Amendments of 1972, including compliance with Non-Discrimination and Sexual Misconduct policies. The Title IX Coordinator has ultimate oversight of Title IX related investigations; other individuals may serve as Deputy Title IX Coordinators to help oversee investigations and determination proceedings under Grievance and Misconduct policies and procedures.
See Appendix IV, Argosy University Campus Locations for phone number information for the Deputy Title IX Coordinator for each campus.
Questions regarding Title IX may be referred to the Title IX Coordinator, the Deputy Coordinator, or the Office of Civil Rights.
II. Reporting & Confidentiality
We encourage victims of Sexual Misconduct & Relationship Violence to talk to somebody about what happened – so they can get the support they need, and so the School can respond appropriately.
Different employees on campus have different abilities to maintain confidentiality:
- CONFIDENTIAL REPORTING: Some individuals are required to maintain near complete confidentiality. These include professional counselors such as those provided by Talk One2One counseling services (available at 1-888-617-3362). These individuals can provide resources and generally talk to a victim without revealing any personally identifying information about an incident to the School. A victim can seek assistance and support from these individuals without triggering a School investigation.
- Local crisis hotline resources that offer 24/7 confidential counseling services are:
Argosy University, Chicago
Rape Victim Advocates (RVA)
(888) 293-2080
180 N. Michigan Avenue
Chicago, IL 60601
(312) 443-9603
Argosy University, Schaumburg
Northwest CASA
(888) 802-8890
415 W. Golf Rd., Suite 47
Arlington Heights, IL 60005
(847) 806-6526
A victim may also make an anonymous report by using our online reporting system, accessible through the “Help/Contact Us’ link on the Student Portal. A report made through this medium may trigger an investigation.
- NON-CONFIDENTIAL REPORTING. Other than professional counselors defined above, most other employees and contractors are required to report all the details of an incident to the Title IX coordinator. A report to these employees (called “responsible employees”) constitutes a report to the School and generally obligates the School to investigate the incident and take appropriate steps to address the situation. The following campus employees (or categories of employees) are examples of responsible employees: the Title IX Coordinator, all Deputy Title IX Coordinators, President, Director of Student Services, other Student Services staff, Housing staff, Academic Advisors, the Security Team (including contract security personnel), all full-time and adjunct Faculty, Human Resources, and Employee Relations. Upon receiving a report of an alleged violation of this Policy the School is obligated to provide survivors with concise information, written in plain language, concerning the survivor’s rights and options.
- The Director of Student Services at your campus is: Eric Ziehlke. He can be contacted at eziehlke@argosy.edu or via phone at 312-777-7637.
A victim may also make a report by using our online reporting system, accessible through the “Help/Contact Us’ link on the Student Portal. A report made through this medium may trigger an investigation.
The School will seek to protect the privacy and confidentiality of the individuals involved in any report of alleged Sexual Misconduct or Relationship Violence to the extent possible and allowed by law. The Title IX Coordinator will evaluate any request for confidentiality in the context of the School’s responsibility to provide a safe and nondiscriminatory environment to all members of its community.
The School will complete any publicly available record-keeping, including Clery Act reporting and disclosure, without the inclusion of identifying information about the alleged victim. It will also maintain as confidential any interim measures or remedies provided to the alleged victim to the extent that maintaining confidentiality will not impair its ability to provide the interim measures or remedies.
Third parties and/or bystanders may also report using the methods above.
In addition to internal reporting, the University strongly encourages anyone who believes they have experienced a sexual assault (or any other crime) to make a report to local law enforcement. Designated staff will, upon request, assist an individual in making a report to law enforcement as necessary and appropriate. Local law enforcement for your campus may be contacted at: (312) 745-4290 for Chicago and (847) 882-3586 for Schaumburg.
Collection and preservation of physical evidence relating to the reported sexual assault is essential for law enforcement investigations, so prompt reporting of the incident to law enforcement is especially critical. No-cost medical forensic examinations are available at any hospital emergency room. Although we strongly encourage complainants to report to local law enforcement, such a report is not a prerequisite to the School’s review and investigation of any complaint covered by this Policy. The School will honor a Complainant’s request not to report the matter to local law enforcement UNLESS we have a reasonable basis to believe that the safety and security of the campus community is at risk. In this event, the School will endeavor to notify a Complainant or Reporter of the institution’s intent to report the matter to law enforcement in advance of any such report.
The School does not limit the time frame for reporting under this Policy, although a delay in reporting may impact the School’s ability to take certain actions.
Other Code of Conduct Violations: The School encourages students who have been the victim of Sexual Misconduct or Relationship Violence to come forward. Students should not be discouraged from reporting such incidents because they fear discipline for their own violations of the Student Code of Conduct, such as use of alcohol in School housing. Any student who reports, in good faith, an alleged violation of this Policy shall not receive a disciplinary sanction for a student conduct violation that is revealed in the course of such a report, unless the violation is determined to be egregious including, without limitation, an action that places the health or safety of any other person at risk.
III. Response Procedure
Students are encouraged to report any incident of Sexual Misconduct or Relationship Violence to the Title IX Coordinator, Deputy Title IX Coordinator, the Director of Student Services, or the Campus President. If a report is made verbally, the School will request a written statement by the student.
Upon receipt of a report, the School will generally proceed as described below.
A. Investigation Commencement
The School will provide a timely and thorough investigation. Barring exigent circumstances, cases of Sexual Misconduct and Relationship Violence will generally be resolved within a 60 day period once the incident has been reported. An extension of time may be necessary if witnesses are unavailable or uncooperative or due to other extenuating circumstances beyond the control of the investigator.
B. Initial Response
Once the School is put on notice of possible Sexual Misconduct and Relationship Violence, the Complainant will be offered appropriate confidential support, accommodations, and other resources and will be notified of applicable policies and procedures. Accommodations include the ability to move to different housing, to change work schedules, to alter academic schedules, to withdraw from/retake a class without penalty, and to access academic support. The Respondent also will be offered appropriate resources and notified of applicable policies and procedures.
C. Interim Intervention
Pending a final determination, the Title IX Coordinator and/or Student Services staff will take appropriate interim measures. These measures may include, but are not limited to, the imposition of a no-contact order and/or employment, transportation, residence, and academic modifications. Student Services staff may limit a student or organization’s access to certain School facilities or activities pending resolution of the matter. The School may impose an Interim Suspension on the Respondent pending the resolution of an alleged violation when the School determines, in its sole discretion, that it is necessary in order to protect the safety and well-being of members of the campus community.
D. Decision to Proceed to Investigation
If the Complainant is willing to participate in the review and investigation process, the School will proceed as described below in Section III (E). The Title IX Coordinator will chose investigators that do not have a conflict of interest or bias for or against any parties involved in the potential Policy violation, and who receive at least annual training on issues related to sexual assault, domestic violence, dating violence, and stalking . The Complainant will receive notice of the individual with the authority to make a finding or impose a sanction and have the opportunity to request a substitute if there is a conflict of interest.
If the Complainant requests a confidential investigation, the School will seek to protect the privacy and confidentiality of the Complainant to the extent possible and allowed by law. The Title IX Coordinator will evaluate any request for confidentiality in the context of the School’s responsibility to provide a safe and nondiscriminatory environment to all members of its community.
If a confidential investigation is requested and agreed to, the School will investigate without revealing the name of the Complainant in any interview or email and will not ask questions that inadvertently or reasonably could reveal the identity of the Complainant.
If the Complainant asks that the report of sexual misconduct not be pursued, the School will consider the interests of the Complainant, the campus community, law enforcement, and/or other appropriate interests under the circumstances. The School, in consultation with the Title IX Coordinator, will make a final decision on whether and to what extent it will conduct an investigation, and notify the Complainant promptly.
In the event that a campus-wide alert related to the incident is deemed necessary, the campus shall generally attempt to notify the Complainant of the alert and its content before it is circulated. If the campus is unable to contact the Complainant in a timely fashion, or otherwise deems it necessary, the message may be sent without his/her review.
E. Investigation Procedure
Investigators do not function as advocates for either Complainants or Respondents. Investigators can, however, identify advocacy and support resources for either Complainants or Respondents.
The Respondent will receive written notice of the report and the nature of the alleged misconduct. He/She will be advised in writing of the investigation process and opportunity to provide any relevant evidence.
The Investigation will generally be conducted by the Director of Student Services for the campus (or any other individual appointed by the Title IX Coordinator) if the Respondent is a student. If the Respondent is a faculty or staff member, Employee Relations will also participate in the investigation.
The investigator will separately interview both Complainant and Respondent. Both parties will be able to provide evidence and suggest other witnesses to be interviewed. The investigator will interview other relevant witnesses and review any other available relevant evidence. Both the Complainant and Respondent can have another individual present during their own respective interviews. If the Complainant or Respondent elects, they may have an attorney present during their own interview, but said attorney may not advocate during the interview.
F. Determinations
1. For cases where the Respondent is a student.
The investigator will present all evidence to the Title IX Coordinator (or his/her designated Deputy Title IX Coordinator). In all cases, the Title IX Coordinator or the designated Deputy Title IX Coordinator will be appropriately trained regarding handling and considering sexual misconduct and relationship violence cases.
The Title IX Coordinator will weigh the evidence presented and decide whether additional evidence is necessary for consideration. Ultimately, the Title IX Coordinator will make a determination of whether a violation of the Sexual Misconduct & Relationship Violence Policy or any other policy has occurred.
The School reserves the right to convene a Determination Panel to review the evidence and make the determination in appropriate circumstances.
2. For cases where the Respondent is a Faculty or Staff Member.
The investigator will present all evidence to the Ethics Committee of DCEH. The Ethics Committee will be appropriately trained regarding handling and adjudicating sexual misconduct and relationship violence cases. The Ethics Committee will weigh the evidence presented and make a determination whether a violation of the Sexual Misconduct & Relationship Violence Policy or any other policy has occurred.
G. Standard of Proof
In all cases under the Sexual Misconduct policy, the Title IX Coordinator (or designee) or the Ethics Committee will determine if a violation of policy has occurred by the preponderance of evidence standard. Thus, they will determine whether it is more likely than not that a violation has occurred.
H. Potential Sanctions
If a violation of policy has been found, the Title IX Coordinator or the Ethics Committee will impose appropriate sanctions, including but not limited to coaching, training, probation, suspension, or expulsion in the case of students or coaching, training, written warning, demotion, or termination in the case of employees.
I. Outcome Notifications
Both the Complainant and Respondent will be notified in writing of the outcome of the investigation and of the sanctions imposed, if any.
J. Appeals
If the Complainant or Respondent is a student, he or she may appeal the outcome determination by written appeal to the Campus President within 15 business days of notification of the outcome. An appeal may be made based only on one or more of the following reasons:
- New and significant evidence appeared that could not have been discovered by a properly diligent charged student or complainant before or during the original investigation and that could have changed the outcome.
- The Finding is Arbitrary and Capricious: Reading all evidence in the favor of the non-appealing party, the finding was not supported by reasonable grounds or adequate consideration of the circumstances. In deciding appeals, the Campus President is allowed to make all logical inferences in benefit of the non-appealing party.
- Disproportionate Sanctions: The sanctions were disproportionate to the findings.
The appeal shall consist of a written statement requesting review of the conduct decision or sanction and explaining in detail the basis for the appeal. The Campus President, or designated representative, will notify the non-appealing party of the request for an appeal. Within five business days of receipt of the notice, the non-appealing party may submit a written statement to be included in the case file. The appeal may proceed without the non-appealing party’s written statement if it is not submitted within the designated time limit.
The Campus President will endeavor to make a determination of the appeal within 15 business days of receipt. The President’s decision is final.
The following policy is an addition to the current catalog applicable to Argosy University, Twin Cities only. It is to appear below the ‘Sexual Misconduct and Relationship Violence Policy; Procedures for Handling Sexual Misconduct and Relationship Violence Complaints’ policy currently located in the Argosy University Undergraduate Academic Catalog and is effective on 8/1/16.
Sexual Misconduct & Relationship Violence Policy; Procedures for Handling Sexual Misconduct and Relationship Violence Complaints at Argosy University, Twin Cities
Argosy University, Twin Cities (also “University”) values civility, dignity, diversity, education, honesty, and safety and is firmly committed to maintaining a campus environment free from all forms of sex discrimination, sexual harassment, and sexual assault. Sexual Misconduct and Relationship Violence, defined more specifically below, are inconsistent with these values, violate institutional policy, and will not be tolerated Argosy University, Twin Cities and are expressly prohibited. Similarly, retaliation for having brought forward a concern or allegation or for participating in an investigation of a report of Sexual Misconduct or Relationship Violence is also expressly prohibited and is grounds for disciplinary action.
This Policy provides information regarding how an individual – whether a student, faculty member, or staff member – can make a report of Sexual Misconduct or Relationship Violence impacting a student or employee and how Argosy University, Twin Cities will proceed once it is made aware of any such report.
I. Preliminary Issues & Important Definitions
This Policy prohibits “Sexual Misconduct” and “Relationship Violence,” broad categories encompassing the conduct defined below. Sexual Misconduct and Relationship Violence can be committed by anyone, including third parties, and can occur between people of the same sex or different sexes and regardless of one’s biological sex or transgendered sex. This policy applies to Sexual Misconduct and Relationship Violence that is committed against a student or employee when that Sexual Misconduct or Relationship Violence occurs: (i) on campus; (ii) off-campus if in connection with a University-sponsored program or activity, in student housing, or at any other property owned or leased by the School; or (iii) off-campus if allegedly perpetrated by a fellow student, faculty member, staff member, or third party when the victim/reporting student or employee reasonably believes that the off-campus conduct has created a hostile educational environment.
A. What is “Sexual Misconduct”?
Sexual Misconduct includes:
- Sexual Assault: Having or attempting to have sexual intercourse, cunnilingus, or fellatio without Consent (as defined below). Sexual intercourse is defined as anal or vaginal penetration by a penis, tongue, finger, or inanimate object.
- Non-Consensual Sexual Contact: Any intentional sexual touching with any body part or object by any person upon any person without Consent.
- Sexual Exploitation: An act attempted or committed through the abuse or exploitation of another person’s sexuality. Examples include, but are not limited to, prostituting another individual; inducing another individual into sexual intercourse, sexual contact, or other sexual activity by implicit or explicit threat of exposure of personal information or academic consequences; non-consensual video or audio-taping of sexual activity; allowing others to observe a personal consensual sexual act without the knowledge or Consent of all involved parties; and knowingly transmitting or exposing another person to a sexually transmitted infection without the person’s knowledge.
- Indecent Exposure: the exposure of the private or intimate parts of the body in a lewd manner in public or in private premises when the accused may be readily observed.
- Sexual Harassment: unwelcome sexual advances, requests for sexual favors, and other physical or verbal conduct of a sexual nature when it meets any of the following: (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s academic status; or (b) submission to or rejection of such conduct by an individual is used as the basis for academic decisions affecting such individual; or (c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive environment for working, learning, or living on campus.
B. What is “Relationship Violence”?
Relationship Violence includes:
- Domestic Violence: Violence, including but not limited to sexual or physical abuse or the threat of such abuse, committed by a current or former spouse or intimate partner or any other person from whom the student is protected under federal or applicable state law.
- Dating Violence: Violence, including but not limited to sexual or physical abuse or the threat of such abuse, committed by a person who is or has been in a social relationship of a romantic or intimate nature with the alleged victim. The existence of such a relationship is generally determined based on a consideration of the length and type of relationship and the frequency of interaction.
- Stalking: A course of conduct directed at a specific person that would cause a reasonable person to fear for their own safety or the safety of others or suffer substantial emotional distress. A course of conduct means two or more acts in which a person 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.
The following also constitute violations of this Policy:
- Complicity: Assisting, facilitating, or encouraging the commission of a violation of this Policy.
- Retaliation: Acts or attempted acts for the purpose of interfering with any report, investigation, or proceeding under this Policy, or as retribution or revenge against anyone who has reported Sexual Misconduct or Relationship Violence or who has participated (or is expected to participate) in any manner in an investigation, or proceeding under this Policy. Prohibited retaliatory acts include, but are not limited to, intimidation, threats, coercion, or discrimination. Retaliation against a Complainant for reporting an incident or against any witness who participates in an investigation is strictly prohibited.
C. Who are “Complainants” and “Respondents”?
Argosy University, Twin Cities is not a court of law. We also do not engage in victim-blaming or rushes to judgment. Therefore, without judgment, we refer to anyone who reports that s/he has experienced Sexual Misconduct as a “Complainant” and to anyone who reportedly has engaged in Sexual Misconduct as a “Respondent.”
D. Defining Consent
In many cases of Sexual Misconduct, the central issue is consent or the ability to give consent. Consent is a voluntary agreement to engage in sexual activity. Consent to engage in sexual activity must exist from beginning to end of each instance of sexual activity. Past Consent does not imply future Consent, and Consent to engage in one form of sexual activity does not imply Consent to engage in a different form of sexual activity. Consent is demonstrated through mutually understandable words and/or actions that clearly indicate a willingness to engage in a specific sexual activity. Consent must be knowing and voluntary. To give Consent, a person must be awake, of legal age, and have the capacity to reasonably understand the nature of her/his actions. Individuals who are physically or mentally incapacitated cannot give Consent.
Silence, without actions evidencing permission, does not demonstrate Consent. Where force, threats, or coercion is alleged, the absence of resistance does not demonstrate Consent. Force, threats, or coercion invalidates Consent. The responsibility of obtaining Consent rests with the person initiating sexual activity. Use of alcohol or drugs does not diminish one’s responsibility to obtain Consent or negate one’s ability to give Consent.
Consent to engage in sexual activity may be withdrawn by either person at any time. Once withdrawal of Consent has been clearly expressed, the sexual activity must cease.
Incapacitation is the inability, temporarily or permanently, to give Consent, because the individual is mentally and/or physically helpless due to drug or alcohol consumption, either voluntarily or involuntarily, due to an intellectual or other disability that prevents the student from having the capacity to give Consent, or the individual is unconscious, asleep or otherwise unaware that the sexual activity is occurring. In addition, an individual is incapacitated if he or she demonstrates that they are unaware of where they are, how they got there, or why or how they became engaged in a sexual interaction. Where alcohol is involved, incapacitation is a state beyond drunkenness or intoxication. Some indicators that an individual is incapacitated may include, but are not limited to, vomiting, unresponsiveness, inability to communicate coherently, inability to dress/undress without assistance, inability to walk without assistance, slurred speech, loss of coordination, lack of awareness of circumstances or surroundings, or inability to perform other physical or cognitive tasks without assistance.
E. Title IX Coordinator & Deputy Coordinators
The Title IX Coordinator for Argosy University is Anne Petrella, Vice President of Student Services Operations & Compliance, 1400 Penn Avenue, Pittsburgh, PA 15222, (866) 427-4679 ext. 28564, apetrella@argosy.edu. The Title IX Coordinator is responsible for, among other things, coordinating the campus’s efforts to comply with and carry out the campus’s responsibilities under Title IX of the Education Amendments of 1972, including compliance with Non-Discrimination and Sexual Misconduct policies. The Title IX Coordinator has ultimate oversight of Title IX related investigations; other individuals may serve as Deputy Title IX Coordinators to help oversee investigations and determination proceedings under Grievance and Misconduct policies and procedures.
See Appendix IV, Argosy University Campus Locations for phone number information for the Deputy Title IX Coordinator for each campus.
Questions regarding Title IX may be referred to the Title IX Coordinator, the Deputy Coordinator, or the Office of Civil Rights.
II. Resources and Contact Information
Victims of Sexual Misconduct and Relationship Violence (including sexual harassment and sexual assault) have rights under the crime victims bill of rights, including the right to assistance from the Crime Victims Reparations Board and the Commissioner of Public Safety. See MN Stat. 611A.01, et seq.
For more information, please visit the Minnesota Department of Public Safety’s website at: https://dps.mn.gov/divisions/ojp/help-for-crime-victims/Pages/default.aspx
Victims of sexual violence possess rights under Minnesota State Statutes section 135A.15. These rights include the following:
- The victim has the right to file criminal charges with local law enforcement officials.
- Local University authorities, at the request of the victim, will provide assistance in notifying the appropriate law enforcement officials and disciplinary authorities of any incident of sexual assault.
- At the direction of law enforcement authorities, the University will provide complete and prompt assistance in obtaining, securing, and maintaining evidence in connection with an incident of sexual assault.
- University authorities will provide assistance to the sexual assault victim or complainant in preserving materials relevant to a campus disciplinary proceeding.
- All sexual assault complaints will be investigated and resolved consistent with the standards in this policy.
- The victim may be accompanied by an attorney or other support person at, and may participate in, any campus disciplinary proceeding concerning the sexual assault complaint.
- The victim will be informed of the outcome of any campus disciplinary proceeding concerning the sexual assault complaint, consistent with laws relating to data practices.
- At the request of the sexual assault victim, University authorities in cooperation with appropriate law enforcement authorities will provide assistance in shielding the victim from unwanted contact with the alleged assailant, including transferring the victim to alternative classes or alternative University-owned housing, if alternative classes or housing are available and feasible.
- University authorities will inform sexual assault victims of their rights to assistance from the office of the Crime Victim Ombudsman and the Crime Victims Reparations Board and will provide assistance in contacting these offices.
All students have complimentary access to Talk One-2-One counseling services for a range of personal problems including family and marital issues, stress, anxiety, and depression. These services include up to 4 confidential face-to-face or telephone counseling sessions, as well as a crisis hotline open 24 hours per day, 7 days per week. Talk One-2-One’s counselors are licensed, experienced, and easy to talk to. To schedule an appointment, call 1-888-617-3362. This is a no charge, confidential service to SCHOOL.
In addition, the following local organizations provide victim / survivor services:
- Cornerstone Advocacy Crisis Line
952-884-0330
- Alexandra House, in partnership with the Minnesota Coalition for Battered Women
866-223-1111
- Crisis Connection
612-379-6363
- Hennepin County Mental Health - COPE
612-596-1223
- Boynton Health Service (after hours recorded info)612-625-7800 or 612-625-8400
- Fairview-University Medical Center Emergency Room
612-273-3000
If a student who reported a violation of the Sexual Misconduct & Relationship Violence Policy decides to transfer to another postsecondary institution after making a report under this policy, the University will provide the student with information regarding available resources for victims of sexual assault at their new institution.
III. Reporting & Confidentiality
We encourage victims of Sexual Misconduct & Relationship Violence to talk to somebody about what happened – so they can get the support they need, and so the University can respond appropriately.
Different employees on campus have different abilities to maintain confidentiality:
- CONFIDENTIAL REPORTING: Some individuals are required to maintain near complete confidentiality. These include professional counselors such as those provided by Talk One-2-One counselling services. These individuals can provide resources and generally talk to a victim without revealing any personally identifying information about an incident to the University. A victim can seek assistance and support from these individuals without triggering a University investigation. A victim may also make an anonymous report by using our online reporting system, accessible through the “Help/Contact Us’ link on the Student Portal. A report made through this medium may trigger an investigation.
- NON-CONFIDENTIAL REPORTING. Other than professional counsellors defined above, most other employees and contractors are required to report all the details of an incident to the Title IX coordinator. A report to these employees (called “responsible employees”) constitutes a report to the University and generally obligates the University to investigate the incident and take appropriate steps to address the situation. The following campus employees (or categories of employees) are examples of responsible employees: the Title IX Coordinator, all Deputy Title IX Coordinators, President, Director of Student Services, other Student Services staff, Housing staff, Academic Advisors, the Security Team (including contract security personnel), all full-time and adjunct Faculty, Human Resources, and Employee Relations. A victim may also make a report by using our online reporting system, accessible through the “Help/Contact Us’ link on the Student Portal. A report made through this medium may trigger an investigation.
Except as required by Title IX, the University will only disclose data collected under this Policy to the victim of Sexual Misconduct and Relationship Violence, persons whose work assignments reasonably requires access, and, at a sexual assault victim’s request, to police conducting a criminal investigation or to the victim’s legal representative or support person.
The University will seek to protect the privacy and confidentiality of the individuals involved in any report of alleged Sexual Misconduct or Relationship Violence to the extent possible and allowed by law. The Title IX Coordinator will evaluate any request for confidentiality in the context of the University’s responsibility to provide a safe and nondiscriminatory environment to all members of its community.
In the event that a campus-wide alert related to the incident is deemed necessary, the campus shall generally attempt to notify the Complainant of the alert and its content before it is circulated. If the campus is unable to contact the Complainant in a timely fashion, or otherwise deems it necessary, the message may be sent without his/her review.
The University will complete any publicly available record-keeping, including Clery Act reporting and disclosure, without the inclusion of identifying information about the alleged victim. It will also maintain as confidential any interim measures or remedies provided to the alleged victim to the extent that maintaining confidentiality will not impair its ability to provide the interim measures or remedies.
In addition to internal reporting, the University strongly encourages anyone who believes they have experienced a sexual assault (or any other crime) to make a report to local law enforcement.
A report may be made to the Minneapolis Police Department’s Sex Crimes Unit. Those wishing to make a report may contact the Sex Crimes Unit at Sex Crimes Unit at 612-871-5111 or on their website at: http://www.minneapolismn.gov/police/about/investigations/police_about_sexcrimes. Collection and preservation of evidence relating to the reported sexual assault is essential for law enforcement investigations, so prompt reporting of the incident to law enforcement is especially critical.
Designated school staff will promptly, upon request, assist an individual in making a report to the appropriate law enforcement should the individual choose to do so.. Further, school staff, at the direction of law enforcement, will assist with obtaining, securing and maintaining evidence in connection with a sexual assault incident, when requested.
Although Argosy University, Twin Cities strongly encourages complainants to report to local law enforcement, such a report is not a prerequisite to the school’s review and investigation of any complaint covered by this Policy. The school will honor a Complainant’s request not to report the matter to local law enforcement.
The University does not limit the time frame for reporting under this Policy, although a delay in reporting may impact the University’s ability to take certain actions.
Throughout the reporting process, a victim may be asked to repeat their description of the incident numerous times in order to fully and fairly investigate the allegations raised, but the University will endeavor to limit the number of times this occurs. It is the victim’s decision when to elect to repeat their description of the incident.
If the victim decides to provide the University with a description of the incident, the school will provide that statement to the victim of Sexual Misconduct and Relationship Violence or, if the victim transfers to another post-secondary institution, to that post-secondary institution. In disclosing this information, the school will comply with all state and federal laws governing access to student records, including the Family Educational Rights and Privacy Act of 1974 (FERPA).
Amnesty for Drug and Alcohol Violations: Argosy University, Twin Cities encourages victims and witnesses of Sexual Misconduct or Relationship Violence to come forward. Victims and witnesses should not be discouraged from reporting such incidents because they fear discipline for their own violations of University policies regarding the use of alcohol or drugs. Therefore, the school will not sanction a witness or victim of an incident of Sexual Misconduct or Relationship Violence whose good faith report of the incident includes an admission to using drugs or alcohol in violation of school policies.
IV. Response Procedure
Students are encouraged to report any incident of Sexual Misconduct or Relationship Violence to the Title IX Coordinator, Deputy Title IX Coordinator, the Director of Student Services, or the Campus President. If a report is made verbally, the University will request a written statement by the student.
When receiving a report, all school authorities will treat the victim with dignity. At no time will school authorities suggest that a victim is at fault for the crime or violation that occurred, or that the victim should have acted in a different manner to avoid the crime.
The school will preserve, to the extent possible and practicable, information related to all stages of the complaint process.
Upon receipt of a report, the school will generally proceed as described below.
A. Investigation Commencement
The school will provide a timely and thorough investigation. Barring exigent circumstances, cases of Sexual Misconduct and Relationship Violence will generally be resolved within a 60 day period once the incident has been reported. An extension of time may be necessary if witnesses are unavailable or uncooperative or due to other extenuating circumstances beyond the control of the investigator.
B. Initial Response
Once the school is put on notice of possible Sexual Misconduct and Relationship Violence, the Complainant will be offered appropriate confidential support, accommodations, and other resources (including fair and respectful health care, counseling services or provide referrals to such services) and will be notified of applicable policies and procedures. Accommodations include the ability to move to different housing, to change work schedules, to alter academic schedules, to withdraw from/retake a class without penalty, and to access academic support. The Respondent also will be offered appropriate resources and notified of applicable policies and procedures.
C. Interim Intervention
During and after the investigation and disciplinary procedure, school authorities, in cooperation with law enforcement as appropriate and at the victim’s request, the school will shield the victim from unwanted contact from the accused. These measure may include transferring the victim to alternative classes or to alternative college-owned housing, if alternative classes or housing are available and feasible.
Furthermore, pending a final determination, the Title IX Coordinator and/or Student Services staff will take appropriate interim measures. These measures may include, but are not limited to, the imposition of a no-contact order and/or employment, transportation, residence, and academic modifications. Student Services staff may limit a student or organization’s access to certain school facilities or activities pending resolution of the matter. The school may impose an Interim Suspension on the Respondent pending the resolution of an alleged violation when the school determines, in its sole discretion, that it is necessary in order to protect the safety and well-being of members of the campus community.
D. Decision to Proceed to Investigation
If the Complainant is willing to participate in the review and investigation process, the school will proceed as described below in Section IV (E).
If the Complainant requests a confidential investigation, the school will seek to protect the privacy and confidentiality of the Complainant to the extent possible and allowed by law. The Title IX Coordinator will evaluate any request for confidentiality in the context of the school’s responsibility to provide a safe and nondiscriminatory environment to all members of its community.
If a confidential investigation is requested and agreed to, the school will investigate without revealing the name of the Complainant in any interview or email and will not ask questions that inadvertently or reasonably could reveal the identity of the Complainant.
If the Complainant asks that the report of sexual misconduct not be pursued, the University will consider the interests of the Complainant, the campus community, law enforcement, and/or other appropriate interests under the circumstances. The University, in consultation with the Title IX Coordinator, will make a final decision on whether and to what extent it will conduct an investigation, and notify the Complainant promptly.
E. Investigation Procedure
Investigators do not function as advocates for either Complainants or Respondents. Investigators can, however, identify advocacy and support resources for either Complainants or Respondents.
The Respondent will receive written notice of the report and the nature of the alleged misconduct. He/She will be advised in writing of the investigation process and opportunity to provide any relevant evidence.
The Investigation will generally be conducted by the Director of Student Services for the campus (or any other individual appointed by the Title IX Coordinator) if the Respondent is a student. If the Respondent is a faculty or staff member, Employee Relations will also participate in the investigation.
The investigator will separately interview both Complainant and Respondent. Both parties will be able to provide evidence and suggest other witnesses to be interviewed. The investigator will interview other relevant witnesses and review any other available relevant evidence. Both the Complainant and Respondent can have another individual present during their own respective interviews.
If the Complainant or Respondent elects, they may have an attorney or other support person who is not a fact witness to the sexual assault present during their own interview, but said attorney may not advocate during the interview.
F. Determinations
1. For cases where the Respondent is a student.
The investigator will present all evidence to the Title IX Coordinator (or his/her designated Deputy Title IX Coordinator). In all cases, the Title IX Coordinator or the designated Deputy Title IX Coordinator will be appropriately trained regarding handling and considering sexual misconduct and relationship violence cases.
The Title IX Coordinator will weigh the evidence presented and decide whether additional evidence is necessary for consideration. Ultimately, the Title IX Coordinator will make a determination of whether a violation of the Sexual Misconduct & Relationship Violence Policy or any other policy has occurred.
The University reserves the right to convene a Determination Panel to review the evidence and make the determination in appropriate circumstances.
2. For cases where the Respondent is a Faculty or Staff Member.
The investigator will present all evidence to the Ethics Committee of DCEH. The Ethics Committee will be appropriately trained regarding handling and adjudicating sexual misconduct and relationship violence cases. The Ethics Committee will weigh the evidence presented and make a determination whether a violation of the Sexual Misconduct & Relationship Violence Policy or any other policy has occurred.
G. Standard of Proof
In all cases under the Sexual Misconduct policy, the Title IX Coordinator (or designee) or the Ethics Committee will determine if a violation of policy has occurred by the preponderance of evidence standard. Thus, they will determine whether it is more likely than not that a violation has occurred.
H. Potential Sanctions
If a violation of policy has been found, the Title IX Coordinator or the Ethics Committee will impose appropriate sanctions, including but not limited to coaching, training, probation, suspension, or expulsion in the case of students or coaching, training, written warning, demotion, or termination in the case of employees.
I. Outcome Notifications
Both the Complainant and Respondent will be notified in writing of the outcome of the investigation and of the sanctions imposed, if any.
J. Appeals
If the Complainant or Respondent is a student, he or she may appeal the outcome determination by written appeal to the Campus President within 15 days of notification of the outcome. An appeal may be made based only on one or more of the following reasons:
- New and significant evidence appeared that could not have been discovered by a properly diligent charged student or complainant before or during the original investigation and that could have changed the outcome.
- The Finding is Arbitrary and Capricious: Reading all evidence in the favor of the non-appealing party, the finding was not supported by reasonable grounds or adequate consideration of the circumstances. In deciding appeals, the Campus President, or their designee, is allowed to make all logical inferences in benefit of the non-appealing party.
- Disproportionate Sanctions: The sanctions were disproportionate to the findings.
The appeal shall consist of a written statement requesting review of the conduct decision or sanction and explaining in detail the basis for the appeal. The Campus President, or designated representative, will notify the non-appealing party of the request for an appeal. Within five working days of receipt of the notice, the non-appealing party may submit a written statement to be included in the case file. The appeal may proceed without the non-appealing party’s written statement if it is not submitted within the designated time limit.
The Campus President will endeavor to make a determination of the appeal within 15 business days of receipt. The President’s decision is final.
V. No Retaliation
Argosy University, Twin Cities expressly forbids retaliation against victims of sexual assault by campus authorities, the accused, organizations affiliated with the accused, other students and other employees.
Complaints of retaliation will be investigated in accordance with Argosy University, Twin Cities Academic Catalog and/or DCEH’s Employee Handbook, depending on the circumstances and parties involved in the alleged retaliatory conduct.
Reporting Health or Safety Hazards
Students should immediately report health or safety hazards to the Campus President or designee. Any accident or injury, no matter how slight, must also be reported immediately.
Campus Security Report
Argosy University publishes an annual security report that contains information concerning policies and programs relating to campus security, crimes and emergencies, the prevention of crimes and sexual offenses, drug and alcohol use, campus law enforcement and access to campus facilities. The annual security report also includes statistics concerning the occurrence of specified types of crimes on campus, at certain off-campus locations, and on the public property surrounding the campus. The annual security report is published each year by October 1 and contains statistics for the three most recent calendar years. The annual security report is provided to all current students and employees. A copy of the most recent annual security report may be obtained from the Student Services department during regular business hours. Copies of the Crime Report are available on the University website at the following links for each campus:
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Argosy University, Atlanta
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Argosy University, Chicago
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Argosy University, Dallas
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Argosy University, Denver
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Argosy University, Hawai’i
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Argosy University, Inland Empire
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Argosy University, Los Angeles
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Argosy University, Nashville
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Argosy University, Orange County
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Argosy University, Phoenix
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Argosy University, Salt Lake City
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Argosy University, San Diego
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Argosy University, San Francisco Bay Area
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Argosy University, Sarasota
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Argosy University, Schaumburg
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Argosy University, Seattle
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Argosy University, Tampa
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Argosy University, Twin Cities
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Argosy University, Northern Virginia
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In addition to the annual security report, Argosy University maintains a crime log recording all reported crimes. The crime log is available for public inspection during regular business hours at the Student Services Department office. Argosy University will report to the campus community concerning the occurrence of any crime includable in the annual security report that is reported to the Student Services department or local police and that is considered to be a threat to students or employees.
Argosy University reminds all students that they are ultimately responsible for their own actions regarding their safety and welfare.
Drug and Alcohol Policies
In keeping with section 120(a) through (d) of The Higher Education Act of 1965, as amended, including the Drug-Free Schools and Communities Amendments of 1989 (Public Law 101-226), a “Drug Free Schools and Campuses” publication, the ‘Drug and Alcohol Prevention Program and the Drug-Free Workplace and Campus Program’, is provided to all students and employees annually.
Pursuant to federal and state drug laws, employees and students are prohibited from the unlawful manufacture, distribution, possession, sale or use of illicit/illegal drugs. The University also enforces state laws regarding underage drinking. This prohibition applies while on the property of the college or when participating in any institutional activity. Students or employees who violate this policy will be subject to disciplinary action up to, and including, expulsion from the college or termination of employment.
For more information please refer to the Drug and Alcohol Prevention Program and the Drug-Free Workplace and Campus Program. Please see the links below for information by campus.
Hard copies of the policy are available at each campus.
| Argosy University, Atlanta |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-atlanta.pdf |
| Argosy University, Chicago |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-chicago.pdf |
| Argosy University, Dallas |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-dallas.pdf |
| Argosy University, Denver |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-denver.pdf |
| Argosy University, Hawai’i |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-honolulu.pdf |
| Argosy University, Inland Empire |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-inland-empire.pdf |
| Argosy University, Los Angeles |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-los-angeles.pdf |
| Argosy University, Nashville |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-nashville.pdf |
| Argosy University, Orange County |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-orange-county.pdf |
| Argosy University, Phoenix |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-phoenix.pdf |
| Argosy University, Salt Lake City |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-salt-lake-city.pdf |
| Argosy University, San Diego |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-san-diego.pdf |
| Argosy University, San Francisco |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-san-francisco.pdf |
| Argosy University, Sarasota |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-sarasota.pdf |
| Argosy University, Schaumburg |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-schaumburg.pdf |
| Argosy University, Seattle |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-seattle.pdf |
| Argosy University, Tampa |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-tampa.pdf |
| Argosy University, Twin Cities |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-twin-cities.pdf |
| Argosy University, Northern Virginia |
http://content.argosy.edu/assets/pdf/AU/Sci/policies/drug-alcohol-policy-northern-virginia.pdf |
Procedures Following Suicide Threats and Attempts
Argosy University is committed to the well-being and safety of its university community. Argosy University expects and encourages students to maintain a reasonable concern for their own self-welfare and in turn, the welfare of the university community. In the event that Argosy University has reasonable cause to believe that a student attempted, will attempt, or has engaged in efforts to prepare to commit suicide, the campus may require the student to suspend their studies at Argosy University until the student can demonstrate that they have sought help or assistance from others including family, mental health professionals, support groups or any other resource that offer support around suicidality.
If the student resides in School Sponsored Housing, they may need to temporarily find alternative accommodations until Argosy University feels that the student can safely return to housing.
Students with psychological impairments that affect the student’s ability to function in the university community (academically, socially or otherwise) may opt for a medical withdrawal or a medical leave of absence. The university, at its discretion, may set restrictions and/or conditions for the student to return to the university including receiving outside counseling and signing a safety contract.
Argosy University cannot provide the long-term psychological treatment that is necessary for students experiencing suicidal distress. Because of the serious nature of attempted suicide and/or suicidal ideation, the student’s parents or other support person(s) may be contacted by the university and informed of the student’s condition. The Family Educational Rights and Privacy Act (FERPA) permits university officials to contact parents without the student’s consent, “if knowledge of the information is necessary to protect the health and safety of the student or other individuals.” If circumstances indicate further harm may come to a student by contacting family members, other options may apply.
Health and Immunization
Vaccination Policy
DCEH institutions shall recognize all state and federal vaccination and immunization requirements. Institutions, with the support of DCEH accreditation and licensing and law departments, are responsible for ensuring compliance with applicable requirements.
Meningococcal Disease
Meningococcal disease can refer to any illness that is caused by the type of bacteria called Neisseria meningitidis, also known as meningococcus [muh-ning-goh-KOK-us]. These illnesses are often severe and include infections of the lining of the brain and spinal cord (meningitis) and bloodstream infections (bacteremia or septicemia).
Meningococcus bacteria are spread through the exchange of respiratory and throat secretions like spit (e.g., by living in close quarters, kissing). Meningococcal disease can be treated with antibiotics, but quick medical attention is extremely important. Keeping up to date with recommended vaccines is the best defense against meningococcal disease.
Meningococcal disease is more commonly diagnosed among infants, adolescents, and young adults. Infectious diseases tend to spread wherever large groups of people gather together. Outbreaks of serogroup B meningococcal disease have been reported from college campuses during the last several years. There are certain medical conditions and medications that put people at increased risk of meningococcal disease, such as not having a spleen and having a complement component deficiency. Travelers to the meningitis belt in sub-Saharan Africa may be at risk for meningococcal disease, particularly during the dry season.
There are three types of meningococcal vaccines available in the United States:
- Meningococcal conjugate vaccines
- Meningococcal polysaccharide vaccine
- Serogroup B meningococcal vaccines
Meningococcal vaccination is recommended for all preteens and teens. All 11 to 12 year olds should be vaccinated with a single dose of a quadrivalent (protects against serogroups A, C, W, and Y) meningococcal conjugate vaccine. Since protection decreases over time, a booster dose is recommended at age 16 so teens continue to have protection during the years when they are at highest risk of meningococcal disease. Teens and young adults (16 through 23 year olds) may also be vaccinated with a serogroup B meningococcal vaccine, preferably at 16 through 18 years old. Two or three doses are needed depending on the brand. Preteens, teens, and young adults should be vaccinated with a serogroup B meningococcal vaccine if they are identified as being at increased risk of meningococcal disease. Some people should not get the meningococcal vaccine, should wait, or should tell their doctor if they have certain conditions.
Additional information regarding the meningococcal vaccination, disease, risks, and contraindications can be found at http://www.cdc.gov/meningococcal/index.html.
Measles, Mumps and Rubella Vaccination (MMR)
Measles, mumps, and rubella are serious diseases. Before vaccines they were very common, especially among children. Measles virus causes rash, cough, runny nose, eye irritation, and fever.It can lead to ear infection, pneumonia, seizures (jerking and staring), brain damage, and death. Mumps virus causes fever, headache, muscle pain, loss of appetite, and swollen glands. It can lead to deafness, meningitis (infection of the brain and spinal cord covering), painful swelling of the testicles or ovaries, and rarely sterility. Rubella virus causes rash, arthritis (mostly in women), and mild fever. If a woman gets rubella while she is pregnant, she could have a miscarriage or her baby could be born with serious birth defects.
These diseases spread from person to person through the air. You can easily catch them by being around someone who is already infected. Measles, mumps, and rubella (MMR) vaccine can protect children (and adults) from all three of these diseases.
Children should get 2 doses of MMR vaccine: the First Dose at 12-15 months of age and the Second Dose at 4-6 years of age (may be given earlier, if at least 28 days after the 1st dose).
Some adults should also get MMR vaccine: Generally, anyone 18 years of age or older who was born after 1956 should get at least one dose of MMR vaccine, unless they can show that they have either been vaccinated or had all three diseases.
Additional information regarding the MMR vaccination, disease, risks, and contraindications can be found at http://www.cdc.gov/vaccines/hcp/vis/vis-statements/mmr.html.
Hepatitis B
Hepatitis B is a liver infection caused by the Hepatitis B virus (HBV). Hepatitis B is transmitted when blood, semen, or another body fluid from a person infected with the Hepatitis B virus enters the body of someone who is not infected. This can happen through sexual contact; sharing needles, syringes, or other drug-injection equipment; or from mother to baby at birth. For some people, hepatitis B is an acute, or short-term, illness but for others, it can become a long-term, chronic infection. Risk for chronic infection is related to age at infection: approximately 90% of infected infants become chronically infected, compared with 2%–6% of adults. Chronic Hepatitis B can lead to serious health issues, like cirrhosis or liver cancer. The best way to prevent Hepatitis B is by getting vaccinated.
The vaccination schedule most often used for adults and children has been three intramuscular injections, the second and third administered 1 and 6 months after the first. Recombivax HB® has been approved as a two dose schedule for aged 11-15 years. Twinrix® has also been approved as a four dose accelerated schedule.
Additional information regarding the hepatitis B vaccination, disease, risks, and contraindications can be found at http://www.cdc.gov/hepatitis/hbv/index.htm.
Institutions in the following states are required to provide students with information regarding meningococcal disease and/or hepatitis B including the availability of vaccination:
- California*
- Colorado*
- Florida*
- Georgia
- Kentucky*
- Massachusetts
- Minnesota
- New York*
- North Carolina*
- Oklahoma*
- Tennessee*
- Washington
- Wisconsin
- Wisconsin
Institutions in the following states are to require each student attending each student attending a public institution of higher education who lives in on-campus housing to receive the meningococcal vaccine unless he or she has a medical or religious exemption:
Institutions in the following states are to require all to be vaccinated against certain diseases:
- Oklahoma
- Oregon
- Tennessee
Students attending institutions in the following states are required to present evidence of immunization for measles, mumps, and rubella, diphtheria, and/or tetanus. Some states may allow for a medical or religious exemption or waiver:
- California*
- Colorado*
- Hawaii*
- Illinois
- Massachusetts
- Minnesota*
- Nevada*
- New York*
- Tennessee
Institutions in the following states are required to provide detailed information regard the vaccine for Hepatitis B:
Institutions in the following states must have on file a certificate of TB examination:
*Student records maintained by the institution must contain documentation
Medical Responsibility and Risks
When enrolling at Argosy University, the student accepts full financial responsibility for all medical treatment and care and/or disability costs for any illness and/or injury incurred while on campus or at an Argosy University-affiliated clinical training site. While on clinical training/practicum/internship, students will adhere to standard health policies at their respective facilities. The student understands that neither Argosy University nor the affiliated clinical training/practicum/internship facilities carry medical insurance or Workers’ Compensation coverage for students of Argosy University. Argosy University will not accept responsibility for medical or other costs incurred by sick or injured students while on an Argosy University campus or on clinical training/practicum/internship.
Health Insurance
Optional health insurance is available to students through an outside agency. International students are strongly encouraged to obtain health insurance while studying in the United States. Contact the Student Services Department for information.
Liability Insurance
All students involved in clinical training/practicum/internship must have liability insurance. Enrollment in the Argosy University Student Liability Insurance Plan occurs with the registration process.
No Smoking Policy
Argosy University provides a non-smoking work and study environment.
Firearms Policy
It is the responsibility of all employees, students, alumni and all others to adhere to the provisions set forth in this policy and to report any known violations of this policy to Human Resources or a member of management.
It is the responsibility of management and Human Resources to enforce compliance with this policy and to take corrective action when necessary.
Conditions/Guidelines:
- This Policy applies to anyone on university premises, unless otherwise prohibited by law.
- Firearms, including concealed weapons, are not permitted on university premises and/or at university events, except that sworn members of a law enforcement agency acting in performance of their duties and/or employees of a licensed armored car service providing contracted services to Argosy University or to university vendors and contractors (where approved by Argosy University) may carry weapons.
- Firearms are not permitted in any vehicle while the vehicle is parked on university property, whether said property is owned or leased by the university or provided to Argosy University for its use, except where otherwise required by law.
- Any employee or student who becomes aware of a violation of this policy should immediately notify Human Resources, the President or a member of management or a member of school staff.
Violation of this policy is considered a serious offense that endangers the safety of anyone on university premises. Any person violating this policy may be required to leave university premises. Employees violating this policy are subject to discipline, up to and including termination. Students violating this policy are subject to suspension or dismissal from school.
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