Sexual Violence - Caltech Human Resources

INSTITUTE POLICY
Policy
Sexual Violence
All members of the Caltech community have the right to be treated, and the responsibility to treat
others, with dignity and respect. These principles are fundamental to the educational and
intellectual mission of Caltech. Consistent with these principles, it is the policy of Caltech to provide
a work and academic environment free of sexual violence. This applies to all students, faculty, staff,
postdoctoral scholars, and those participating in Caltech’s educational programs and activities,
whether they take place in Caltech facilities or at an event sponsored by Caltech at another location,
or elsewhere. Sexual violence is a form of sexual harassment and is prohibited by Title IX of the
Education Code and other federal and State laws. This policy applies to all members of the Caltech
community regardless of their sexual orientation or gender identity. Caltech will not tolerate
sexual violence, and is committed to educating the community in ways to prevent sexual violence.
Any Caltech community member who has experienced sexual violence is strongly encouraged to
immediately report the incident to Caltech as well as local law enforcement, and to seek assistance
from a medical provider. Reports to Caltech and law enforcement may be pursued simultaneously.
Members of the Caltech community are encouraged to report sexual violence regardless of where
the incident occurred, or who committed it. Even if Caltech does not have jurisdiction over an
alleged perpetrator, Caltech will still take prompt action to provide for the safety and well-being of
the victim and the campus community. Caltech will promptly investigate all complaints to
determine what occurred and take reasonable steps to remedy the effects of the sexual violence and
prevent recurrence of the behavior.
Overt or covert acts of retaliation, reprisal, interference, discrimination, intimidation or harassment
against an individual or group for exercising their rights under this policy will not be tolerated and
will be subject to prompt and appropriate corrective action. Individuals who violate this policy may
be subject to disciplinary action up to and including termination or expulsion.
All forms of sexual violence are considered to be serious offenses. A broad range of behaviors can
be classified as sexual violence. Sexual violence can be committed by individuals of any gender, and
can occur between individuals of the same gender or different genders, strangers or acquaintances,
as well as people involved in intimate or sexual relationships. Sexual violence is defined as physical
sexual acts perpetrated forcibly and/or against a person’s will, or where the person is incapable of
giving consent. Sexual violence includes rape, sexual assault, sexual assault with an object, forced
sodomy, statutory rape, forced oral contact, sexual battery, sexual coercion, sexual intimidation,
and the threat of sexual assault. Sexual violence for purposes of this policy also includes sexual
exploitation, stalking, domestic violence and dating violence. Sexual exploitation occurs when an
individual takes sexual advantage of another for their own or another’s benefit or advantage.
Stalking is a course of conduct directed at an individual that would cause a reasonable person to
fear for his or safety or the safety of others, or suffer substantial emotional distress. Dating violence
is any act of violence or threatened act of violence against a person who is (or has been) in a
romantic or intimate relationship with the alleged perpetrator. Domestic violence is violence
committed by a current or former spouse, by a person with whom the victim shares a child, who is
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or has cohabitated with the victim, or by person similarly situated to a spouse, and by any other
person against an individual protected from that person’s acts under domestic or family violence
laws.
The Provost is the coordinator for sexual violence complaints against faculty, the Director of
Employee & Organizational Development (EOD) is the coordinator for campus staff and
postdoctoral scholars, the Dean of Undergraduate Studies is the coordinator for undergraduate
students, the Dean of Graduate Studies is the coordinator for graduate students, and the Section
Manager, Talent Management at the Jet Propulsion Laboratory (JPL) is the coordinator for
employees assigned there.
The Associate Dean of Graduate Studies, Felicia Hunt is Caltech’s Title IX Coordinator. She can be
reached at (626) 395-3132, [email protected], or at her office, 230 Center for
Student Services. Melany Hunt, Vice Provost is Deputy Title IX Coordinator for faculty, Susan
Conner, Director of Employee & Organizational Development, is Deputy Title IX Coordinator for
staff and postdoctoral scholars. Richard Conti, Section Manager, Talent Management at JPL, is the
Deputy Title IX Coordinator for JPL.
Consent
Consent is a crucial component of the Caltech policy. Consent is the voluntary, informed, uncoerced
agreement through words and/or actions, which a reasonable person would interpret as a
willingness to participate in mutually-agreed upon sexual activity. Sexual activity should occur only
when all participants willingly and affirmatively choose to engage in particular acts.
Once consent is given, it may be withdrawn at any time. Consent cannot be inferred from silence,
passivity or lack of active resistance. Consent cannot be inferred from consent to a prior or
different activity. If consent is withdrawn, the other party must immediately stop whatever sexual
activity is occurring. Being intoxicated or otherwise impaired does not diminish one’s
responsibility to obtain consent. A person will not be considered to have given consent if they are
incapable of making an intentional decision to participate in a sexual activity, including being
unconscious, asleep, incapacitated by drugs or alcohol or due to an intellectual or other disability.
Indications that consent is not present include, but are not limited to:



A verbal “no” (no matter how indecisive) or resistance (no matter how passive).
When physical force is used, or when there is a reasonable belief of the threat of physical force.
When any kind of coercion is present.
Options for Immediate Assistance
If you are the victim of sexual violence, Caltech encourages you to seek immediate medical,
psychological, and support/advocacy services provided by campus and/or community services. If
emergency response is required and you are on campus or at JPL, you can contact Security or any of
the resources below.
24-Hour a Day/7 Days a Week:
Campus Security
(626) 395-5000
JPL Protective Services Division
(818) 393-3333
(818) 354-3333
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(818) 393-2851 (press #2 to be connected to dispatch)
Campus Security and the Protective Services Division at JPL will help you contact on-campus
resources, provide you with information regarding off-campus resources for advocacy, medical
treatment, and forensic evidence collection, and will provide you with taxi voucher to access the offcampus resources. If you want Security to contact a confidential campus resource for you, you
simply need to give them a number where the confidential resource can contact you. You do not
have to provide your name or any information regarding the incident.
Because sexual violence may involve physical trauma and is a crime, you are urged to seek medical
treatment as soon as possible. Medical treatment for injuries, preventative treatment for sexually
transmitted diseases, and other health services are available during regular business hours at the
Student Health Center for students, at 1239 Arden Road, (626) 395-6393, or via the off-campus
resources listed below. JPL employees may access Occupational Health Services, Building 310,
second floor (818) 354-3319.
You are strongly encouraged to preserve all physical evidence of the assault. Do not shower, bathe,
douche, eat, drink, wash your hands, or brush your teeth until after you have had a medical
examination. Save all of the clothing you were wearing at the time of the assault. Place each item of
clothing in a separate paper bag. Do not use plastic bags. Do not clean or disturb anything in the
area where the assault occurred.
Immediate & On-going Support: Confidential Resources
Members of the Caltech community may access the offices below for confidential support.
Counselors and designated confidential advocates in these offices will listen and help identify
options and next steps. They can also help you decide what plan of action feels most comfortable.
Talking to any of these individuals does not constitute reporting an incident to Caltech. Although
they are not involved in Caltech’s formal response to an incident, or possible legal action, staff
members in each of these offices are available to provide support to a victim or accused as he or she
moves through the steps related to either or both of these processes. Staff in these offices may be
able to help you develop a clear statement that contains all of the relevant information regarding
your complaint, or may recommend that you speak with another campus office for additional
specialized services or resources, including how to obtain a protective order.
If a victim who speaks with a mental health professional or other confidential resource requests
confidentiality, Caltech will be unable to conduct an investigation into the particular incident or
pursue disciplinary action against the alleged perpetrator.
Even so, these mental-health professionals and other confidential resources will assist the victim in
receiving other necessary protection and support, such as victim advocacy, academic support or
accommodations, disability, health or mental health services, and changes to living, working or
course schedules. A victim who at first requests confidentiality may later decide to file a complaint
with Caltech and/or report the incident to law enforcement. These mental-health professionals and
confidential resources will provide the victim with assistance in filing a complaint if the victim
wishes to do so.
Mental-Health Professionals
Mental-health professionals in the Student Counseling Center (SCC) and the Staff and Faculty
Consultation Center (SFCC) provide mental-health counseling to the Caltech community. They will
not report any information about an incident to the Title IX Coordinator unless requested by the
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victim. They may report aggregate statistics (with no identifying information) for inclusion in
Caltech’s Annual Security Report. They can be contacted 24 hours a day/7 days a week at:

For students:
(626) 395-8331
(626) 395-5000
Student Counseling Center
after hours via Security

For faculty, campus staff, and postdoctoral Scholars:
(626) 395-8360 Staff and Faculty Consultation Center
(626) 395-5000 after hours via Security

For JPL employees:
(818) 354-3680 JPL Employee Assistance Program
(800) 367-7474 after hours
(818) 354-3333 JPL Protective Services Division
(818) 393-3333
(818) 393-2851
When calling Campus Security or JPL Protective Services Division, you do not have to provide your
name or any information about the incident; simply provide a number where the confidential
resource can contact you.
Other Confidential Resources
Designated confidential resources at the Caltech Center for Diversity and the Health Educator’s
Office can generally talk to a victim without revealing any personally identifying information about
an incident to Caltech. A victim can seek assistance and support from these individuals without
triggering a Caltech investigation that could reveal the victim’s identity or that the victim has
disclosed the incident.
While maintaining a victim’s confidentiality, these confidential resources will report the nature,
date, time and general location of an incident to the Title IX Coordinator. This limited report, which
includes no information that directly or indirectly identifies the victim, helps keep the Title IX
Coordinator informed of the general extent and nature of sexual violence on and off campus so that
coordinator can track patterns, evaluate the scope of the program and formulate appropriate
campus-wide responses. These confidential resources may report aggregate statistics (with no
identifying information) for inclusion in Caltech’s Annual Security Report. Before reporting any
information to the Title IX Coordinator, these individuals will consult with the victim to ensure that
no personally-identifying details are shared with the Title IX Coordinator.

Caltech Center for Diversity (students):
Portia Harris
(626) 395-5772
Taso Dimitriadis (626) 395-8108

Health Educator Jen Levin (students):
Jen Levin
(626) 395-2961
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Campus Reporting Options
Caltech is required to take corrective action if a “responsible employee” knew or reasonably should
have known about sexual violence. A “responsible employee” is a Caltech employee who has the
authority to redress sexual violence, who has the duty to report incidents of sexual violence or
other student misconduct, or who a student or employee could reasonably believe has the authority
or duty to do so.
When a victim tells a responsible employee about an incident of sexual violence, the employee must
report to the Title IX Coordinator or another individual listed below all relevant details about the
alleged sexual violence. Caltech is committed to protecting the privacy of all individuals involved in
a report of sexual violence. All employees involved in the response to a report of sexual violence
understand the importance of properly safeguarding private information. Caltech will make every
effort to protect individuals’ privacy interests consistent with Caltech’s obligation to investigate
reports made to Caltech. Caltech will not share information with law enforcement without the
victim’s consent. The following individuals are responsible employees for reporting purposes.
Title IX Coordinator and Deputy Coordinators
The Title IX Coordinator is responsible for Caltech’s overall response to sexual violence and sexual
harassment. The Title IX Coordinator oversees all Title IX complaints and identifies and addresses
any patterns of systemic problems that arise. The Title IX Coordinator is supported by three deputy
coordinators.
Title IX Coordinator
Felicia Hunt, Associate Dean of Graduate Studies (faculty, staff, postdoctoral scholars, and students)
Phone: (626) 395-6346
E-mail: [email protected]
Office: 230 Center for Student Services
Deputy Title IX Coordinator for faculty
Melany Hunt, Vice Provost
Phone: (626) 395-6339
E-mail: [email protected]
Office: 104 Parsons Gates
Deputy Title IX Coordinator for staff and postdoctoral scholars
Susan Conner, Director of Employee & Organizational Development
Phone: (626) 395-5930
E-mail: [email protected]
Office: 206 Central Engineering Services
Deputy Title IX Coordinator for JPL
Rich Conti, Section Manager, Talent Management
Phone: (818) 354-9837
E-mail: [email protected]
Office: Human Resources T1720-164
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Campus Responsible Employees:
Provost
Vice Provosts
Deans
Associate Deans
Student Affairs Directors
Master of Student Housing
Director of Employee & Organization Development
Employee Relations Consultants
Associate Vice President of Human Resources
Division Chairs
Division Administrators
Chief of Security
Director of Security Operations
JPL Responsible Employees:
Director for Human Resources
Deputy Director for Human Resources
Section Manager, Talent Management
Human Resources Business Partners
JPL Protective Services Group Supervisor, Investigations
If you would like support and guidance in filing a complaint, please contact the Title IX Coordinator
or a Deputy Coordinator, one of the Deans or Associate Deans, the Director of Employee &
Organization Development in Human Resources, or the JPL Employee Relations Manager or
Employee Relations Consultants at JPL. You may also contact the confidential resources at the
Caltech Center for Diversity (students), Staff and Faculty Consultation Center (faculty, staff and
postdoctoral scholars), or the JPL Employee Assistance Program (JPL employees).
No member of the Caltech community will be retaliated against for making a good-faith report of
alleged sexual violence or for participating in an investigation, proceeding, or hearing conducted by
Caltech, or by a state or federal agency.
Requesting Confidentiality from Caltech
If a victim discloses an incident to a responsible employee but wishes to maintain confidentiality or
requests that no investigation into a particular incident be conducted or disciplinary action taken,
Caltech must weigh that request against its obligation to provide a safe, non-discriminatory
environment. If Caltech honors the victim’s request, a victim must understand that Caltech’s ability
to meaningfully investigate the incident and pursue disciplinary action against the alleged
perpetrator may be limited. The Title IX Coordinator or Deputy Coordinator will evaluate all
requests for confidentiality once a responsible employee is on notice of the alleged sexual violence
using the process outlined in the Investigation Procedures.
Anonymous Reporting
Although Caltech encourages victims to talk to someone, Caltech provides the following resources
for anonymous reporting:
Campus Hotline
(626) 395-8787 or (888) 395-8787
JPL Ethics Hotline (818) 354-9999 or (866) G0-JPL-EO
JPL Protective Services Division’s Workplace Violence Hotline (818) 393-2851
For either Campus or JPL by submitting a compliance HOTLINE CONTACT FORM
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Campus Security can also receive anonymous reports of sexual violence at (626) 395-5000.
Contacting one of these anonymous reporting resources may trigger an investigation, and if you
share personally identifying information, you will be notified if an investigation occurs.
Timely Warnings
In the event Caltech believes that there is a serious or continuing threat to the campus community,
Caltech will issue a timely warning. Caltech will not disclose the name of the victim.
Clery Reporting
The Clery Act requires Caltech to issue an Annual Security Report which includes crime statistics
and information about campus crime prevention programs and policies. Crime statistics are
gathered by Campus Security from security reports, Pasadena Police Department information, and
reports by Campus Security Authorities. Crime statistics do not disclose any identifying
information about a complainant, respondent or third parties. Crimes reported in the Annual
Security Report that are addressed by Title IX are sexual offenses (forcible and non-forcible),
including stalking, dating violence, and domestic violence. For more information and statistics for
the past three years, see the current Annual Security Report.
Emergency and Off-Campus Resources
Off-campus counselors, advocates and health-care providers will also generally maintain
confidentiality and not share information with Caltech unless the victim requests the disclosure.
Note that medical providers (but not psychological counselors) in California are required to notify
law enforcement when they receive a report of sexual assault.
Following is contact information for these off-campus resources:
Peace Over Violence (24-hour emergency medical care and forensic services, counseling and
psychotherapy, advocacy, and accompaniment services)
892 N. Fair Oaks Avenue, Suite D
Pasadena, CA 91103
(626) 584-6191
San Gabriel Medical Center (for treatment and forensic evidence collection (the “rape kit”)
438 West Las Tunas Drive
San Gabriel, CA 91776
(626) 289-5454
Sexual Assault Response Team (SART) Hotline: (877) 209-3049
The Rape Treatment Center at Santa Monica-UCLA Medical Center
(24-hour emergency medical care and forensic services (the “rape kit”)
(310) 319-4000
www.911rape.org
Huntington Memorial Hospital Emergency Room (24-hour emergency medical care)
100 W. California Blvd.
Pasadena, CA 91105
(626) 397-5112
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Pasadena Police Department
207 N. Garfield Ave.
Pasadena, CA 91101
Call 911 for Emergency Response
Non-Emergency Response: (626) 744-4241
In addition, employees have the right to file a complaint with the Federal Equal Employment
Opportunity Commission or the California Department of Fair Employment and Housing, which
have the authority to remedy violations. Employees, students and others participating in Caltech’s
educational programs and activities may file complaints with the U.S. Department of Education
Office for Civil Rights, (415) 486-5555, [email protected] or (800) 421-3481, [email protected]
Informational Resources
Information on harassment and sexual violence, as well as copies of Caltech’s Sexual Violence,
Nondiscrimination and Equal Employment Opportunity, Violence Prevention, and Unlawful
Harassment policies are available from Caltech’s Title IX Coordinator and Deputy Coordinators,
Student Affairs and Deans offices, the Caltech Center for Diversity, Resident Associates, the Staff and
Faculty Consultation Center, Employee & Organization Development at campus, and Employee
Relations and the Employee Assistance Program at JPL. The Policies are published in the Caltech
Catalog and on the following Caltech websites: Caltech Human Resources, JPL Humans Resources,
Title IX, and Student Affairs.
Thomas F. Rosenbaum
President
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Procedures for Investigating and
Resolving Complaints of Sexual Violence at Caltech
Caltech will investigate all reports of sexual violence and resolve them in a fair and impartial
manner. Both the complainant and respondent, and all other participants in the investigation will
be treated with dignity, care and respect. All investigations and resolutions of complaints of sexual
violence will be handled promptly, fairly, thoroughly and impartially from the initial investigation
through the final result. When a complaint involves a third party, who is not affiliated with Caltech,
Caltech’s ability to investigate may be limited. However, in all cases, Caltech will conduct an inquiry
into what occurred and take prompt action to provide for the safety and well-being of the victim
and the campus community.
As used in these procedures, a complainant refers to the individual filing a complaint. A respondent
refers to the individual responding to the complaint. A third party refers to any other participant in
the process, including a witness to the incident or an individual who makes a report on behalf of
someone else.
Interim Measures
Caltech will take prompt measures to protect the rights of both the complainant and the
respondent. Caltech will immediately assess whether there is a threat to the complainant and/or
other members of the community and will take steps necessary to address such risk. These steps
may include interim safety measures to provide for the safety of individuals and the campus
community.
Interim safety measures, administrative changes and/or academic changes can be made at any
stage in the process to protect the rights of either party. They will be made by the appropriate
administrators. These changes should be discussed with the appropriate parties: Provost, EOD
Director, Dean, Associate Deans, Associate Vice President for Human Resources on campus, or
Director for Human Resources at JPL. Changes might include transfer of supervisory or evaluative
responsibility regarding grading, supervision, tenure review, letters of recommendation, and/or
changes to office assignments. For students, these changes might include the complainant’s option
to avoid contact with the respondent via a “no contact” order from the Deans, changes to classes
and/or housing, as well as other changes that are appropriate. When taking steps to separate a
complainant and respondent, Caltech will endeavor to minimize the burden on the complainant.
Care will be taken to protect both parties with the greatest degree of confidentiality.
Prohibition Against Retaliation
Retaliation against any member of the Caltech community involved in a sexual assault investigation,
including complainants, respondents and third parties, is strictly prohibited. Caltech recognizes
that retaliation can take many forms, may be committed by or against an individual or group, and
that a complainant, respondent or third party may commit or be the subject of retaliation.
False Reports
Caltech will not tolerate intentional false reporting of incidents. A good-faith complaint that results
in a finding of “no violation” is not considered a false report. However, when a complainant or third
party is found to have fabricated allegations or to have given false information with malicious intent
or in bad faith, they may be subject to disciplinary action.
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Reports Involving Minors
Every member of the Caltech community who knows of, or reasonably suspects child abuse,
including sexual violence, has a personal responsibility to report to Caltech Security or the JPL
Division of Protective Services immediately. Caltech employees who are mandatory reporters also
are required to report immediately to LA County Child Protection or the local police department.
See the Violence Prevention policy for more information.
Amnesty for Student Alcohol or Drug Use
Caltech encourages reporting of sexual violence. It is in the best interests of the Caltech community
that complainants and third parties report sexual assault to Caltech. To encourage reporting, a
student who reports sexual violence will not be subject to disciplinary action for their own personal
consumption of alcohol or drugs, provided that they did not place the health or safety of anyone
else at risk.
Filing a Complaint
A member of the Caltech community who wishes to file a complaint of sexual violence should do so
as soon as possible after the assault, although complaints may be filed at any time. Complaints can
be made orally or in writing. Complaints should be brought to the attention of one of the following
individuals:
Title IX Coordinator
Felicia Hunt, Associate Dean of Graduate Studies (faculty, staff, postdoctoral scholars, and students)
Phone: (626) 395-6346
E-mail: [email protected]
Office: 230 Center for Student Services
Deputy Title IX Coordinator for faculty
Melany Hunt, Vice Provost
Phone: (626) 395-6339
E-mail: [email protected]
Office: 104 Parsons Gates
Deputy Title IX Coordinator for staff and postdoctoral scholars
Susan Conner, Director of Employee & Organizational Development
Phone: (626) 395-5930
E-mail: [email protected]
Office: 206 Central Engineering Services
Deputy Title IX Coordinator for JPL
Rich Conti, Section Manager, Talent Management
Phone: (818) 354-9837
E-mail: [email protected]
Office: Human Resources T1720-164
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Campus Responsible Employees:
Provost
Vice Provosts
Deans
Associate Deans
Student Affairs Directors
Master of Student Housing
Director of Employee & Organization Development
Employee Relations Consultants
Associate Vice President of Human Resources
Division Chairs
Division Administrators
Chief of Security
Director of Security Operations
JPL Responsible Employees:
Director for Human Resources
Deputy Director for Human Resources
Section Manager, Talent Management
Human Resources Business Partners
JPL Protective Services Group Supervisor, Investigations
These individuals will ensure that the complaint reaches the appropriate investigating office. If the
respondent is an undergraduate or graduate student, the complaint will be forwarded to the Dean
of Students or Dean of Graduate Studies, respectively; if a campus staff or a postdoctoral scholar, to
the EOD Director; if a faculty member, to the Provost; and if a JPL employee, to the Director for
Human Resources at JPL.
Confidentiality
The investigation will remain confidential to the extent possible and all parties will be advised to
maintain confidentiality. Individuals within Caltech will be informed on a need-to-know basis.
Caltech will take reasonable and appropriate efforts to preserve the complainant’s and
respondent’s privacy and protect the confidentiality of information. However, because of laws
relating to reporting and other state and federal laws, Caltech cannot guarantee confidentiality,
except where the report is made to a mental-health professional or other confidential resource.
If the complainant requests confidentiality or asks that the complaint not be pursued, Caltech will
evaluate this request in the context of its responsibility to provide a safe non-discriminatory
environment for community members. Caltech will take all reasonable steps to investigate and
respond to the complaint consistent with the request for confidentiality or request not to pursue an
investigation.
If the complainant insists that his or her name not be disclosed to the respondent, the
investigator(s) will explain that Caltech’s ability to respond may be limited, including pursing
disciplinary action against the alleged perpetrator. The investigator will also tell the complainant
that Caltech and Title IX prohibit retaliation, and that Caltech will take steps to prevent retaliation
and responsive action if it occurs. If the complaint includes allegations that may constitute a
possible crime, the complainant will be notified of his or her right to file a criminal complaint.
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Caltech will weigh the request for confidentiality against factors which include circumstances that
suggest there is an increased risk of the alleged perpetrator committing additional acts of sexual
violence or other violence. Factors may also include circumstances that suggest there is an
increased risk of future acts of sexual violence under similar circumstances, whether there was a
weapon involved, the age of a student victim, and whether there are other means to obtain relevant
evidence. Caltech will notify the complainant if it cannot ensure confidentiality. Even if Caltech
cannot take disciplinary action against the respondent because of the complainant’s request for
confidentiality, Caltech will pursue other appropriate steps to limit the effects of the alleged
conduct and prevent its recurrence.
Detailed Procedures
 Formal complaints can be made orally or in writing.

Complaints should be brought to the attention of one of the individuals listed under “Filing a
Complaint” on P. 10.

The purpose of the investigation is to determine the facts relating to the complaint.

All parties involved will receive a fair process and be treated with dignity, care, and respect.

All parties may have an advisor or support person present when reporting, or responding to,
allegations of sexual violence. However, the proceeding is an internal Caltech function;
therefore, the presence of legal counsel is not permitted by anyone during the conduct of these
procedures.

Caltech’s investigation will occur independently from any legal/criminal proceedings that may
take place. Caltech may defer fact gathering for a short time during only the initial stages of a
criminal investigation.

The individuals involved in the investigation will respect the privacy of the complainant,
respondent, and that of all parties involved while conducting a thorough review of the
complaint.

Investigators are trained annually in issues related to sexual violence and how to conduct an
investigation process that protects the safety of all involved and promotes accountability.
Caltech will typically use a team of two investigators, though an individual, a committee or an
outside consultant may conduct the investigation. The investigators chosen must be impartial
and free of any conflict of interest.

The complainant and respondent will be informed of the relevant procedures, and may object to
the investigator(s) by notifying the appropriate Caltech official in writing.

If internal investigators are used, at least one investigator should be from the same area as the
respondent. For example, if a student makes a complaint against a faculty member, a
representative appointed by the Provost’s office will lead the investigation. If a student files a
complaint against another student, a representative appointed by the appropriate Student
Affairs office will lead the investigation. If a staff files a complaint against another staff, a
representative appointed by the EOD director will lead the investigation.
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
Caltech will investigate all complaints consistent with its obligations under applicable law. For
complaints solely covered by Title IX of the Education Code, the investigator(s) will seek
consent from the complainant to proceed with the investigation.

Within a reasonable length of time after the complaint has been filed, the respondent will be
notified of the nature of the complaint, and an investigation will begin. If interim measures are
needed to protect the rights of the complainant and/or respondent during the investigation, the
appropriate administrators shall see that they are made.

If the complaint includes allegations that may constitute a possible crime, the investigator(s)
will notify the complainant of their right to file a criminal complaint.

Caltech’s policies on Sexual Violence, Nondiscrimination and Equal Employment Opportunity
and Unlawful Harassment will be reviewed with both parties and copies will be provided to
them.

The complainant and respondent will be informed that Caltech will not tolerate retaliation, will
take steps to prevent retaliation, and will take strong responsive action if retaliation occurs.
The complainant and respondent will be advised to notify Caltech immediately of any
retaliation that occurs. They should immediately notify any of the individuals to whom a
complaint can be made if anyone associated with the matter is under continuing threat or is
being subject to retaliation.

The investigator(s) will summarize for the respondent the evidence in support of the complaint
to allow the respondent the opportunity to reply.

The complainant and respondent will be given equal opportunity to present their cases
separately to the investigator(s), to suggest others who might be interviewed, and to present
other evidence. The investigator(s) can, if appropriate, interview other parties to reach findings
and conclusions.

All parties who participate in investigative interviews may submit written statements.
Investigatory meetings will not be audio recorded.

Both parties will be kept informed of the status of the investigation.

All formal complaints will be investigated and resolved within a reasonably prompt time frame
after the complaint has been made, generally within 60 days (not including any appeal), though
this time frame may be extended depending on factors, including but not limited to, the
complexity of the case.

Investigative files are confidential and will be maintained in the appropriate administrator’s
office.

Extensions of time, and other exceptions to or modification of these procedures can be made by
the Provost, Dean or Associate Deans, Associate Vice President for Human Resources, or
Director for Human Resources at JPL, if required for fairness or practical necessity. Exceptions
must be made in writing and notice provided to both the complainant and respondent, which
notice will include the reason for the extension, exception or modification.
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Findings and Recommendations
The investigator(s) will use a preponderance of the evidence standard in making their
determination. A preponderance of the evidence means that it is more likely than not that the
incident occurred. When the investigator(s) is presented with two different but plausible versions
of the incident, credibility determinations may affect the outcome.
The investigator(s) will make a recommendation to the Provost, relevant Dean, EOD Director, or
Director for Human Resources at JPL, as appropriate, regarding the charges and the appropriate
consequences, including disciplining of the respondent, steps to prevent the reoccurrence of any
sexual violence and to correct any discriminatory effects on the complainant and others, if
appropriate. In each case, the investigator(s) should summarize the evidence that supports the
conclusion.
The conclusions that the investigation might reach include, but are not limited to, the following
possibilities:
1. A violation of Caltech’s sexual violence policy occurred.
2. Inappropriate behavior occurred, but did not constitute a violation of Caltech’s policy on
sexual violence.
3. The charges were not supported by the evidence.
4. The charges were brought without any basis or without a reasonable, good faith belief that
a basis existed.
Resolution
As soon as practicable after receiving the findings of the investigator(s), management or
administration shall review the findings with the dean(s), manager(s), division chair(s) and others
as necessary. Both the complainant and respondent simultaneously will be informed in writing of
the results of the investigation, their right to appeal and the procedures for appeal, any change to
the results that occurs prior to the results becoming final, and when such results become final. Both
parties will also be notified of any change to the results that occurs prior to the time such results
become final. Any sanctions imposed against the respondent will be disclosed consistent with
applicable law, including FERPA, Title IX of the Education Code, and the Clery Act.
Individuals who have been found to have violated Caltech’s policy on sexual violence may be
subject to disciplinary action. Discipline can include, but is not limited to, the following:
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Verbal counseling/training
A formal written warning placed in the respondent’s file
Suspension of the right to accept new graduate students or postdoctoral scholars
Transfer of advisees and/or removal from positions of administrative responsibility
Removal from student housing
Removal from a supervisory position
Enforced leave of absence/suspension
Termination of employment
Expulsion
Permanent dismissal
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If the respondent was found not to have violated Caltech’s policy on sexual violence, but the
investigation concluded that he or she violated another Caltech policy, or committed some other
wrongful or improper act, appropriate sanctions will be imposed. Effective corrective action may
also require remedies for the complainant and/or the broader Caltech community. Caltech will
take appropriate measures to prevent the reoccurrence of any sexual violence, and to correct any
discriminatory effects on the complainant and others, as appropriate.
Appeal
Appeals must be in writing and submitted within thirty (30) days of notification of the decision.
The appeal must be on the grounds of improper procedure, an arbitrary decision based on evidence
in the record, or new evidence that was unavailable at the time of the investigation. Both the
complainant and the respondent will be informed, in writing, of the outcome of the appeal. Appeal
decisions are final.
Faculty complainants or respondents may appeal the decision to the Provost; staff and postdoctoral
scholars may appeal to the Associate Vice President for Human Resources or designee; students
may appeal to the Vice President for Student Affairs or designee; and JPL employees may appeal to
the JPL Deputy Director for Human Resources or designee.
Appeals by a faculty member of decisions or actions by the Provost that affect academic freedom
and tenure can be made to the Faculty Committee on Academic Freedom and Tenure, as indicated
in Chapter 4 of the Faculty Handbook.
Further Complaints
If any retaliatory action occurs, the complainant should immediately notify the Title IX Coordinator
or a Deputy Coordinator, or, for campus, the Provost or Division Chair, Dean or Associate Dean, EOD
Director; or for JPL, the Employee Relations Manager. In such cases, the complainant has the right
to file another complaint.
Related Polices:
Nondiscrimination and Equal Employment Opportunity
Unlawful Harassment
Violence Prevention
Sexual Violence
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