How to Report Sexual Assault

How to Report a Sexual Assault

We hope you will decide to report your attack to the police. While there’s no way to change what happened to you, you can seek justice and help stop it from happening to someone else. Click here to read more about reporting sexual assualt to the police.

Reporting On Campus:

Resolution Process for complaints of Harassment, SEXUAL MISCONDUCT and OTHER FORMS OF Discrimination
Samuel Merritt University will act on any formal or informal report or notice of violation of the policy on Equal Opportunity, Harassment and Nondiscrimination that is received by the Title IX Coordinator or any member of the administration.  

The procedures described below will apply to all resolutions involving students, staff or faculty members with the exception that unionized or other categorized employees will be subject to the terms of their respective collective bargaining agreements/employees’ rights to the extent those agreements do not conflict with federal or state compliance obligations.  Redress and requests for responsive actions for reports made about non-members of the community are also covered by these procedures.

1.  Filing a Complaint
Any member of the community, guest or visitor who believes that the policy on Equal Opportunity, Harassment and Nondiscrimination has been violated should contact the Title IX Coordinator. It is also possible for employees to notify a supervisor, or for students to notify an administrator or faculty member, or any member of the community may contact the Assistant Vice President for Enrollment and Student Services. These individuals will in turn notify the Title IX Coordinator.  The University website also includes a reporting form at [online form link] which may serve to initiate a resolution.

All employees receiving reports of a potential violation of University policy are expected to promptly contact the Title IX Coordinator or designee, within 24 hours of becoming aware of a report or incident.  All initial contacts will be treated with the maximum possible privacy. In all cases, University will give consideration to the reporting party with respect to how the resolution is pursued, but reserves the right, when necessary to protect the community, to investigate and pursue a resolution when the reporting party chooses not to initiate or participate in a formal resolution. 

3.  Resolution Intake
Normally within two business days of receipt of notice or a report, the Title IX Coordinator (or designee) will make an initial determination as to whether a policy violation may have occurred and/or whether conflict resolution might be appropriate.  If the report does not appear to allege a policy violation or if conflict resolution is desired by the reporting party, and appears appropriate given the nature of the alleged behavior, then the report does not proceed to investigation. 

A full investigation will necessarily be pursued if there is evidence of a pattern of misconduct or a perceived threat of further harm to the community or any of its members.  University aims to complete all investigations within a 60 calendar day time period, which can be extended as necessary for appropriate cause by the Title IX Coordinator with notice to the parties.

The University’s resolution will not typically be altered or precluded on the grounds that civil or criminal charges involving the same incident have been filed or that charges have been dismissed or reduced. However, the University may undertake a short delay (several days to weeks) in its investigation or resolution process, to comply with a law enforcement request for cooperation (e.g.: to allow for criminal evidence collection) when criminal charges on the basis of the same behaviors that invoke this process are being investigated.  The University will promptly resume its investigation and processes once notified by law enforcement that the initial evidence collection process is complete.

4.  Advisors
All parties are entitled to an advisor of their choosing to guide and accompany them throughout the resolution process.  The advisor may be a friend, mentor, family member, attorney or any other supporter a party chooses to advise them. The parties may choose advisors from inside or outside the campus community.

The parties may be accompanied by their advisor in all meetings and interviews at which the party is entitled to be present, including intake and interviews. Advisors should help their advisees prepare for each meeting, and are expected to advise ethically, with integrity and in good faith.  The University cannot guarantee equal advisory rights, meaning that if one party selects an advisor who is an attorney, but the other party does not, or cannot afford an attorney, the University is not obligated to provide one. Additionally, responding parties may wish to contact organizations such as:

Reporting parties may wish to contact organizations such as:

All advisors are subject to the same campus rules, whether they are attorneys or not.  Advisors may not address campus officials in a meeting or interview unless invited to. Advisors may confer quietly with their advisees as necessary, as long as they do not disrupt the process.  For longer or more involved discussions, the parties and their advisors should ask for breaks or step out of meetings to allow for private conversation.  Advisors will typically be given an opportunity to meet in advance of any interview or meeting with the administrative officials conducting that interview or meeting.  This pre-meeting will allow advisors to clarify any questions they may have, and allows the University an opportunity to clarify the role the advisor is expected to take.

Advisors are expected to refrain from interference with the University investigation and resolution.  Any advisor who steps out of their role in any meeting under the campus resolution process will be warned once and only once. If the advisor continues to disrupt or otherwise fails to respect the limits of the advisor role, the advisor will be asked to leave the meeting.  When an advisor is removed from a meeting, that meeting will typically continue without the advisor present.  Subsequently, the Title IX Coordinator will determine whether the advisor may be reinstated, may be replaced by a different advisor, or whether the party will forfeit the right to an advisor for the remainder of the process. 

The University expects that the parties will wish to share documentation related to the allegations with their advisors. The University provides a consent form that authorizes such sharing. The parties must complete this form before the University is able to share records with an advisor. Advisors are expected to maintain the privacy of the records shared with them. These records may not be shared with 3rd parties, disclosed publicly, or used for purposes not explicitly authorized by the University. The University may seek to restrict the role of any advisor who does not respect the sensitive nature of the process or who fails to abide by the University’s privacy expectations.  

The University expects an advisor to adjust their schedule to allow them to attend University meetings when scheduled.  The University does not typically change scheduled meetings to accommodate an advisor’s inability to attend.  The University will, however, make provisions to allow an advisor who cannot attend in person to attend a meeting by telephone, video and/or virtual meeting technologies as may be convenient and available. 

A party may elect to change advisors during the process, and is not locked into using the same advisor throughout. 

5.  Investigation
If reporting party wishes to pursue a formal resolution or if University, based on the alleged policy violation, wishes to pursue a formal resolution, then the Title IX Coordinator appoints a trained investigator(s) to conduct the investigation, usually within two business days of determining that a resolution should proceed.  Investigations are completed expeditiously, normally within 10 business days of notice to the Title IX Coordinator.  Investigations may take longer when initial reports fail to provide direct first-hand information. The University may undertake a short delay (to allow evidence collection) when criminal charges on the basis of the same behaviors that invoke this process are being investigated.  The University’s resolution will not be altered or precluded on the grounds that civil or criminal charges involving the same incident have been filed or that charges have been dismissed or reduced. All investigations will be thorough, reliable and impartial, prompt and fair and will entail interviews with all relevant parties and witnesses, obtaining available evidence and identifying sources of expert information, if necessary. At any point during the investigation, if it is determined there is no reasonable cause to believe that University policy has been violated, the Title IX Coordinator has authority to terminate the investigation and end resolution proceedings.

Witnesses are expected to cooperate with and participate in the University’s investigation. Witnesses may provide written statements in lieu of interviews during the investigation and may be interviewed remotely by phone, Skype (or similar technology), if they cannot be interviewed in person.

5.  Interim Remedies
If, in the judgment of the Title IX Coordinator, the safety or well-being of any member(s) of the campus community may be jeopardized by the presence on-campus of the responding party or the ongoing activity of a student organization whose behavior is in question, the Title IX Coordinator may provide interim remedies intended to address the short-term effects of harassment, discrimination and/or retaliation, i.e., to redress harm to the reporting party and the community and to prevent further violations. These remedies may include referral to Student Health and Counseling (SHAC) or to the Employee Assistance Program, education to the community, altering the housing situation of the responding party or resident employee (or the reporting party, if desired), altering work arrangements for employees, providing campus escorts, implementing contact limitations between the parties, offering adjustments to academic deadlines, course schedules, etc. 

The University may interim suspend a student, employee or organization pending the completion of investigation and procedures. In all cases in which an interim suspension is imposed, the student, employee or student organization will be given the opportunity to meet with the Title IX Coordinator prior to such suspension being imposed, or as soon thereafter as reasonably possible, to show cause why the suspension should not be implemented. The Title IX Coordinator has sole discretion to implement or stay an interim suspension under the policy on Equal Opportunity, Harassment and Nondiscrimination, and to determine its conditions and duration. Violation of an interim suspension under this policy will be grounds for expulsion or termination. 

During an interim suspension or administrative leave, a student or employee may be denied access to the University campus/facilities/events. As determined by the Title IX Coordinator this restriction includes classes and/or all other University activities or privileges for which the student or employee might otherwise be eligible. At the discretion of the Title IX Coordinator alternative coursework or work options may be pursued to ensure as minimal an impact as possible on the responding party.

6.  Resolution of Reported Misconduct
During or upon the completion of investigation, the Title IX Coordinator will review the investigation, which may include meeting with the investigators. Based on that review, the Title IX Coordinator will make a decision on whether there is reasonable cause to proceed with the resolution process. 

If there is reasonable cause, the Title IX Coordinator will direct the investigation to continue and the allegation will be resolved through one of three processes discussed briefly here and in greater detail below:

  • Conflict Resolution – typically used for less serious offenses and only when both parties agree to conflict resolution

  • Administrative Resolution – resolution by a trained administrator

The process followed is dictated by the preference of the parties.  Conflict Resolution will only occur if selected by both parties, otherwise the Administrative Resolution Process applies. If, following a review of the investigation, the Title IX Coordinator decides by the preponderance of evidence that no policy violation has occurred, the process will end unless the reporting party requests that the Title IX Coordinator makes an extraordinary determination to re-open the investigation or to forward the matter for administrative resolution. This decision lies in the sole discretion of the Title IX Coordinator.

a.  Conflict Resolution
Conflict resolution is often used for less serious, yet inappropriate, behaviors and is encouraged as an alternative to the formal investigation process to resolve conflicts.  The Title IX Coordinator will determine if conflict resolution is appropriate, based on the willingness of the parties, the nature of the conduct at issue and the susceptibility of the conduct to conflict resolution.  In a conflict resolution meeting, designated administrator(s) will facilitate a dialogue with the parties to an effective resolution, if possible.  Sanctions are not possible as the result of a conflict resolution process, though the parties may agree to appropriate remedies.  The Title IX Coordinator will keep records of any resolution that is reached, and failure to abide by the resolution can result in appropriate responsive actions. 

Conflict resolution will not be the primary resolution mechanism used to address reports of sexual misconduct or violent behavior of any kind or in other cases of serious violations of policy, though it may be made available after the formal process is completed should the parties and the Title IX Coordinator believe that it could be beneficial.  It is not necessary to pursue conflict resolution first in order to make a formal report and anyone participating in conflict resolution can stop that process at any time and request an administrative resolution.

Both parties will be notified of the outcome of Conflict Resolution, without undue delay between the notifications. Notification will be made in writing and may be delivered by one or more of the following methods: in person; mailed to the local or permanent address of the parties as indicated in official University  records; or emailed to the parties’ University-issued email account. Once mailed, emailed and/or received in-person, notice will be presumptively delivered. 

b.  Administrative Resolution
Administrative Resolution can be pursued for any behavior that falls within the policy on Equal Opportunity, Harassment and Nondiscrimination, at any time during the process.  The Title IX Coordinator will provide written notification to any member of University community who the responding party to an allegation of harassment, discrimination, or retaliation. Prior to meeting with University investigators, the parties will be provided with a written description of the alleged violation(s), a description of the applicable procedures and a statement of the potential sanctions/responsive actions that could result.  This notice will include the time, date and location of the interview and a reminder that attendance is mandatory, superseding all other campus activities. If the responding party does not appear at the scheduled meeting, the meeting will be held in their absence.

The Administrative Resolution process consists of a prompt, thorough and impartial investigation, a finding on each of the alleged policy violations, and sanctions for findings of responsibility. Once the investigation described above is complete, the Title IX Coordinator will meet with the responding party to review the findings and the investigation report. The responding party may bring an advisor of their choosing to the meeting.  The responding party may elect not to attend or participate, but the Administrative Resolution will proceed regardless.

During the meeting, the Title IX Coordinator review the investigation report with the responding party and will render a finding utilizing the preponderance of the evidence standard, based on the information provided by the investigation. The Title IX Coordinator in consultation as appropriate, will also determine appropriate sanctions or remedial actions.

The Title IX Coordinator will prepare a written report detailing the finding, the information supporting that finding and any information excluded from consideration and why. This report typically does not exceed two pages in length.

The Title IX Coordinator will inform the responding party and the reporting party of the final determination in writing within 3 business days of the Administrative Resolution. The final determination letter, incorporating the report described above, will be made in writing and will be delivered either:

  1. In person, or
  2. Mailed to the local address of the respective party as indicated in official University records. If there is no local address on file, mail will be sent to the party’s permanent address.
  3. Emailed to the SMU email address of the respective parties

Where the responding party is found not responsible for the alleged violation(s), the investigation will be closed. Where a violation is found, the University will act to end the discrimination, prevent its recurrence, and remedy its effects on the victim and the university community. In cases involving sexual misconduct, sexual harassment, stalking and/or intimate partner violence, the written notification includes the finding, any resulting responsive actions, and the rationale for the decision.  This written notification of final decision is delivered to the parties without undue delay between the notifications, and is considered a final determination.  No appeal is provided. 

e.  Sanctions

Factors considered when determining a sanction/responsive action may include:

  • The nature, severity of, and circumstances surrounding the violation
  • An individual’s disciplinary history
  • Previous reports or allegations involving similar conduct
  • Any other information deemed relevant in the Administrative Resolution.
  • The need for sanctions/responsive actions to bring an end to the discrimination, harassment and/or retaliation
  • The need for sanctions/responsive actions to prevent the future recurrence of discrimination, harassment and/or retaliation
  • The need to remedy the effects of the discrimination, harassment and/or retaliation on the reporting party and the community

 i.  Student Sanctions
The following are the usual sanctions that may be imposed upon students or organizations singly or in combination:

  • Warning: A formal statement that the behavior was unacceptable and a warning that further infractions of any University policy, procedure or directive will result in more severe sanctions/responsive actions.
  • Probation: A written reprimand for violation of the Code of Student Conduct, providing for more severe disciplinary sanctions in the event that the student or organization is found in viola­tion of any University policy, procedure or directive within a specified period of time. Terms of the probation will be specified and may include denial of specified social privileges, exclusion from co-­curricular activities, non-contact orders and/or other measures deemed appropriate.
  • Suspension: Termination of student status for a definite period of time not to exceed two years, and/or until specific criteria are met.  Students who return from suspension are automatically placed on probation through the remainder of their tenure at University.
  • Expulsion: Permanent termination of student status, revocation of rights to be on campus for any reason or attend University-sponsored events. 
  • Withholding Diploma. University may withhold a student's diploma for a specified period of time and/or deny a student participation in commencement activities if the student has a complaint pending, or as a sanction if the student is found responsible for an alleged violation.
  • Revocation of Degree. University reserves the right to revoke a degree awarded from University for fraud, misrepresentation or other violation of University policies, procedures or directives in obtaining the degree, or for other serious violations committed by a student prior to graduation.
  • Organizational Sanctions.  Deactivation, de-recognition, loss of all privileges (including University registration), for a specified period of time.
  • Other Actions: In addition to or in place of the above sanctions, University may assign any other sanctions as deemed appropriate.

 

    ii.  Employee Discipline
Responsive actions for an employee who has engaged in harassment, discrimination and/or retaliation include warning, required counseling, demotion, suspension with pay, suspension without pay and termination.

f.  Withdrawal or Resignation While Charges Pending
Students: Should a student decide to leave and not participate in the investigation and/or hearing, the process will nonetheless proceed in the student’s absence to a reasonable resolution and that student will not be permitted to return to the University unless all sanctions have been satisfied.  

Employees: Should an employee resign while charges are pending, the records of the Title IX Coordinator will reflect that status, as will University responses to any future inquiries regarding employment references for that individual.  The Title IX Coordinator will act to promptly and effectively remedy the effects of the conduct upon the reporting party and the community.

h.  Failure to Complete Sanctions/Comply with Discipline
All responding parties are expected to comply with conduct sanctions/discipline/corrective actions within the time frame specified by the Title IX Coordinator. Failure to follow through on conduct sanctions/discipline/corrective actions by the date specified, whether by refusal, neglect or any other reason, may result in additional sanctions/discipline/corrective actions and/or suspension, expulsion and/or termination from University and may be noted on a student’s official transcript. A suspension will only be lifted when compliance is achieved to the satisfaction of the Title IX Coordinator.  

i.  Records
In implementing this policy, records of all allegations, investigations, and resolutions will be kept by the Title IX Coordinator. 

j.  Statement of the Rights of the Parties

Statement of the Reporting Party’s rights:

  • The right to investigation and appropriate resolution of all credible reports or notice of sexual misconduct or discrimination made in good faith to university officials;
  • The right to be informed in advance of any public release of information regarding the incident;
  • The right of the reporting party not to have any personally identifiable information released to the public, without his or her consent.
  • The right to be treated with respect by university officials;
  • The right to have university policies and procedures followed without material deviation;
  • The right not to be pressured to mediate or otherwise informally resolve any reported misconduct involving violence, including sexual violence. 
  • The right not to be discouraged by university officials from reporting sexual misconduct or discrimination to both on-campus and off-campus authorities.
  • The right to be informed by university officials of options to notify proper law enforcement authorities, including on-campus and local police, and the option to be assisted by campus authorities in notifying such authorities, if the student so chooses.  This also includes the right not to report, if this is the victim’s desire;
  • The right to have reports of sexual misconduct responded to promptly and with sensitivity by campus law enforcement and other campus officials.
  • The right to be notified of available counseling, mental health, victim advocacy, health, legal assistance, student financial aid, visa and immigration assistance, or other student services for victims of sexual assault, both on campus and in the community;
  • The right to a campus no contact order (or a trespass order against a non-affiliated 3rd party) when someone has engaged in or threatens to engage in stalking, threatening, harassing or other improper behavior that presents a danger to the welfare of the reporting party or others;
  • The right to notification of and options for, and available assistance in, changing academic and living situations after an alleged sexual misconduct incident, if so requested by the victim and if such changes are reasonably available (no formal report, or investigation, campus or criminal, need occur before this option is available).  Accommodations may include:
    • Exam (paper, assignment) rescheduling;
    • Taking an incomplete in a class;
    • Transferring class sections;
    • Temporary withdrawal;
    • Alternative course completion options.
  • The right to have the institution maintain such accommodations for as long as is necessary, and for protective measures to remain confidential, provided confidentiality does not impair the institution’s ability to provide the accommodations or protective measures.
  • The right to be fully informed of campus policies and procedures as well as the nature and extent of all alleged violations contained within the report;
  • The right to ask the investigators to identify and question relevant witnesses, including expert witnesses;
  • The right to be informed of the names of all witnesses who will be called to give testimony, at least two business day prior to the hearing, except in cases where a witness’ identity will not be revealed to the responding party for compelling safety reasons (this does not include the name of the alleged victim/reporting party, which will always be revealed);
  • The right not to have irrelevant prior sexual history admitted as evidence in the resolution process;
  • The right to regular updates on the status of the investigation and/or resolution.
  • The right to have reports heard by investigators who have received at least eight hours of annual sexual misconduct training;
  • The right to preservation of privacy, to the extent possible and permitted by law;
  • The right to meetings, interviews that are closed to the public;
  • The right to petition that any investigator be recused on the basis of demonstrated bias;
  • The right to bring a victim advocate or advisor of the reporting party’s choosing to all phases of the investigation and resolution proceeding;
  • The right to provide evidence by means other than being in the same room with the responding party;
  • The right to make or provide an impact statement in person or in writing to the investigators following determination of responsibility, but prior to sanctioning;
  • The right to be informed of the outcome and sanction of the resolution process in writing, without undue delay between the notifications to the parties, and usually within 1 business day of the end of the process;
  • The right to be informed in writing of when a decision of the university is considered final, any changes to the sanction to occur before the decision is finalized, to be informed of the finding and sanction of the resolution process;
  • The right of the Reporting Party or any witness in an investigation of sexual assault, domestic violence, dating violence, or stalking not to be subject to disciplinary sanctions for a violation of the University’s student conduct policy at or near the time of the incident, unless the institution determines that the violation was egregious, including, but not limited to, an action that places the health or safety of any other person at risk or involves plagiarism, cheating, or academic dishonesty.

Statement of the Responding Party’s rights:
The rights of the responding party should also be prominently indicated.  These should include, among others particular to your university:

  • The right to investigation and appropriate resolution of all credible reports of sexual misconduct made in good faith to university administrators;
  • The right to be informed in advance, when possible, of any public release of information regarding the report.
  • The right to be treated with respect by university officials;
  • The right to have university policies and procedures followed without material deviation;
  • The right to be informed of and have access to campus resources for medical, health, counseling, and advisory services;
  • The right to be fully informed of the nature, policies and procedures of the campus resolution process and to timely written notice of all alleged violations within the report, including the nature of the violation and possible sanctions;
  • The right to a hearing on the report, including timely notice of the hearing date, and adequate time for preparation;
  • The right to be informed of the names of all witnesses who will be interviewed, except in cases where a witness’ identity will not be revealed to the responding party for compelling safety reasons (this does not include the name of the reporting party, which will always be revealed);
  • The right not to have irrelevant prior sexual history admitted as evidence in a campus resolution process;
  • The right to have reports addressed by investigators who have received at least 8 hours of annual training;
  • The right to petition that any investigator be recused on the basis of demonstrated bias;
  • The right to meetings and interviews that are closed to the public;
  • The right to have an advisor of their choice to accompany and assist in the campus resolution process.
  • The right to a fundamentally fair resolution, as defined in these procedures;
  • The right to make or provide an impact statement in person or in writing to the investigators following any determination of responsibility, but prior to sanctioning;
  • The right to a decision based solely on evidence presented during the resolution process.Such evidence shall be credible, relevant, based in fact, and without prejudice;
  • The right to be informed of the outcome and sanction of the resolution process in writing, without undue delay between the notifications to the parties, and usually within 1 business day of the end of the process;
  • The right to be informed in writing of when a decision of the university is considered final, any changes to the sanction to occur before the decision is finalized, to be informed of the finding and sanction of the resolution process.

 


 

 

The University has a compelling obligation to address allegations and suspected instances of discrimination, harassment, and misconduct, including sexual violence.  The following procedures are designed to allow for prompt and equitable resolution of sexual violence complaints.  The Title IX Coordinator (Executive Director of Human Resources) is responsible for investigating all complaints of sexual violence.  The University will take immediate steps to prevent reoccurrence of any sexual violence and to correct its discriminatory effects on the complainant and others, if appropriate.

The person should let the offending person know immediately and firmly that he/she/ze is rejecting the advance or invitation and/or finds the conduct offensive. The person should report the matter to the Title IX Coordinator (Executive Director of Human Resources) or to the Title IX Investigator (Assistant Vice President of Enrollment and Student Services). The Title IX Coordinator will assign a Title IX Investigator to conduct a complete investigation.  It is important that the person report everything to the investigator so a thorough investigation can be made, including providing witnesses and/or documentation from individuals who have first-hand knowledge of the situation.

Those who participate in the investigation of sexual assault, domestic violence, dating violence, or stalking, either as a complainant or a third-party witness, will not be subject to disciplinary sanctions for violations of the University’s code of conduct at or near the time of the incident if the violations did not place the health or safety of any other person at risk.

The person has the right to file a criminal complaint with the appropriate local police department.  The University can assist the person with this process.

To the extent possible, the complaint and investigation will remain confidential.  If a complainant insists that his/her name or other identifiable information not be disclosed to the accused, the University’s ability to respond to the complaint may be limited.

Retaliation is prohibited.  The University will take steps to prevent retaliation and also strong responsive action if it occurs.  If the person feels that a retaliatory action has been taken because he/she/ze has filed a complaint, that action should be reported as well.

The Title IX Investigator will investigate the matter promptly, thoroughly, and impartially.  The University will not delay conducting its own investigation because of a pending criminal complaint as the University has a responsibility to protect the person in their educational setting.

During the investigation, both parties will have an opportunity to present witnesses and other evidence.

Both the accused and the complainant may have an advisor/advocate of his/her/hir choice present for their portion of the procedures.  The complainant and/or the accused student is responsible for presenting his/her/hir own information, and therefore, advisors are not permitted to speak or to participate directly in any meeting or complaint procedure.  The standard of proof to be used shall be the preponderance of evidence standard (“more likely than not”).

Appropriate sanctions/discipline up to and including termination or dismissal from the University will be imposed if warranted.  Any incidents of further harassment or retaliation should be reported immediately to the Title IX Coordinator (Executive Director of Human Resources).

Both parties will be informed of the outcome of the complaint in writing.  Both parties can grieve the final decision of the Title IX Investigator by requesting a review in writing to the Title IX Coordinator (Executive Director of Human Resources) within five (5) working days of the decision.

The decision of the Title IX Coordinator (Executive Director of Human Resources) is final.

Samuel Merritt University Title IX Coordinator
Elaine Lemay
Executive Director of Human Resources
Samuel Merritt University
3100 Telegraph Avenue
Oakland, CA 94609
(510) 869-6739
elemay@samuelmerritt.edu

Campus Sex Offenses
Students, faculty, and staff are required to report sex offenses to the Assistant Vice President of Enrollment and Student Services.  As required by the Higher Education Amendments of 1992, the University provides an annual report of campus crime statistics, including all sex offenses.  See Campus Security Act of 1990 in the Federal and State Regulatory Policies section.