Arkansas State University - Newport

Search form

Title IX

Overview

Arkansas State University-Newport is committed to providing an educational and work environment for its students, faculty, and staff that is free from sexual discrimination including sexual harassment, sexual assault, and sexual violence. No form of sexual discrimination will be tolerated.

AVOIDING SEXUAL DISCRIMINATION

All members of the campus community are expected to conduct themselves in a manner that does not infringe upon the rights of others. Supervisors and staff members must recognize that their positions necessarily embody unequal power relationships with their subordinates and students. Because of the inherent power differences in these relationships, the potential exists for the less powerful to perceive a coercive element in suggestions relative to activities outside those appropriate to the professional relationship. It is the responsibility of supervisors and staff members to behave in such a manner that their words or actions cannot reasonably be perceived as coercive.

REPORTING SEXUAL DISCRIMINATION

Employees with supervisory responsibilities and university police personnel must report incidents of sexual discrimination either observed by them or reported to them to the Title IX Coordinator who will conduct an immediate, thorough, and objective investigation of all claims. If a violation has occurred, appropriate corrective measures commensurate with the severity of the offense will be taken in an effort to reasonably ensure that such actions are not repeated. All reports, complaints, and investigations are treated with discretion and confidentiality is maintained to the extent allowed by law. The following guidelines and procedures have been developed to reaffirm these principles and to provide recourse for those individuals whose rights have been violated. This procedure is intended to define community expectations and to establish a mechanism for determining when those expectations have been violated.

RESPONDING TO SEXUAL DISCRIMINATION

ASU-Newport reserves the right to take whatever measures it deems necessary in response to an allegation of sexual discrimination in order to protect individuals' rights and personal safety. Such measures include, but are not limited to, modification of campus living arrangements/working space, modification of class schedules, work shifts, interim suspension from campus pending a hearing, and reporting the matter to law enforcement. Not all forms of sexual discrimination will be deemed to be equally serious offenses, and the university reserves the right to impose different sanctions, ranging from verbal warning to expulsion, depending on the severity of the offense. The university will consider the concerns and rights of both the complainant and the person accused of sexual discrimination.

Questions? Email .

Title IX: General Information

SEXUAL ASSAULT AND MISCONDUCT INFORMATION AND PROCEDURES

Any allegations of sexual assault and/or sexual misconduct must be initially reported to the Title IX Coordinator. The Title IX Coordinator will coordinate the investigation with the appropriate Deputy Coordinator. 

The Title IX Coordinator will refer cases of alleged sexual harassment and/or sexual misconduct that involve students to the Deputy Coordinator (Students) for investigation as appropriate. Cases of sexual harassment and/or sexual misconduct will follow the process set forth in the ASU-Newport Sexual Misconduct Grievance Procedure. 

The Title IX Coordinator will refer cases of alleged sexual harassment and/or sexual misconduct that involve faculty/staff to the Deputy Coordinator (Faculty and Staff) for investigation as appropriate. Cases of sexual harassment and/or sexual misconduct will follow the process set forth in the ASU-Newport Sexual Misconduct Grievance Procedure. 

Questions? Email  .

Title IX: Education Amendments

TITLE IX OF EDUCATION AMENDMENTS

Title IX is a comprehensive federal law that prohibits discrimination on the basis of sex in any federally funded education program or activity.

Title IX benefits both males and females, and is at the heart of efforts to create gender equitable schools. The law requires educational institutions to maintain policies, practices and programs that do not discriminate against anyone based on sex. Under this law, males and females are expected to receive fair and equitable treatment in all areas of public schooling including recruitment, admissions, educational programs, and activities, course offerings and access, counseling, financial aid, employment assistance, facilities and housing, health and insurance benefits, marital and parental status, scholarships, sexual discrimination and athletics. Arkansas State University-Newport has designated a Title IX coordinator and deputies. Any incidence of sexual discrimination including sexual harassment or sexual violence should be reported to the Title IX coordinator who will take prompt action to secure a full and equitable review. In the event the sexual discrimination allegation is against the Title IX coordinator, the report should be made to the Office of University Counsel.

Questions? Email  .

Title IX: Age Discrimination in Employment Act

AGE DISCRIMINATION IN EMPLOYMENT ACT

The Age Discrimination in Employment Act (ADEA) protects individuals who are 40 years of age and older from employment discrimination based on age. The ADEA’s protections apply to both employees and applicants. Under the ADEA, it is unlawful to discriminate against a person because of age with respect to any term, condition, or privilege of employment including, but 89 ARKANSAS STATE UNIVERSITY not being limited to, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

Title IX: Sexual Discrimination

SEXUAL DISCRIMINATION

Arkansas State University-Newport is committed to providing an educational and work environment for its students, faculty, and staff that is free from sexual discrimination including sexual harassment, sexual assault, sexual violence, stalking, domestic violence, and dating violence. No form of sexual discrimination will be tolerated.

Sexual Harassment is defined as unwelcome gender-based verbal or physical conduct that is severe, persistent or pervasive and occurs when:

  • Submission to, or toleration of, such conduct is made a term or condition of instruction, employment, or participation in other university activities;
  • Submission to, or rejection of, such conduct is used as a basis for employment or education decisions affecting the individual; or
  • Such conduct has the effect of unreasonably interfering with an individual’s education or employment performance or creating an intimidating, hostile, or offensive university environment.

Sexual Assault occurs when a person is subjected to an unwanted sexual act by force or threat without consent. Sexual acts occur without consent when they are perpetrated against a person’s will or where a person is incapable of giving consent due to minority, intellectual impairment, or use of mind altering substances such as drugs or alcohol. (See pages 54-55 for Resources for Victims of Sexual Assault)

Sexual Violence includes sexual assault but may also consist of an attempt to obtain a sexual act or sexual advances which do not result in a completed sexual act.

Stalking is defined as engaging in a course of conduct directed at a specific person that would cause a reasonable person to (A) fear for his or her safety or the safety of others; or (B) suffer substantial emotional distress.

Domestic Violence is defined as felony or misdemeanor crimes of violence committed by a current or former spouse of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Arkansas, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic of family violence laws of the State of Arkansas.

Dating Violence is defined as violence committed by a person (A) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (B) where the existence of such a relationship shall be determined based on a consideration of the following factors: (i) the length of the relationship, (ii) the type of relationship, and (iii) the frequency of interaction between the persons involved in the relationship.

It is important to preserve all evidence of sexual discrimination, especially if the discrimination is also a criminal offense, such as sexual assault, sexual violence, stalking, domestic violence, or dating violence.

Supervisors and staff members must recognize that their positions necessarily embody unequal power relationships with their subordinates and students. Because of the inherent power differences in these relationships, the potential exists for the less powerful to perceive a coercive element in suggestions relative to activities outside those appropriate to the professional relationship. It is the responsibility of supervisors and staff members to behave in such a manner that their words or actions cannot reasonably be perceived as coercive.

Each campus within the ASU System has a Title IX Coordinator who is charged with investigating allegations of sexual discrimination including sexual harassment, sexual assault, sexual violence, stalking, domestic violence and dating violence.

Employees with supervisory responsibilities, including deans, vice chancellors, directors, student conduct, human resources, and campus police personnel must report incidents of sexual discrimination either observed by them or reported to them to the Title IX Coordinator who will conduct an immediate, thorough, and objective investigation of all claims. If sexual discrimination has occurred, appropriate remedial action commensurate with the severity of the offense will be taken up to and including termination. All reports, complaints, and investigations are treated with discretion and confidentiality is maintained to the extent allowed by law.

To report sexual discrimination, click on the following link: https://hermes.asun.edu/eforms/title-ix-incident-reporting-form/59/

The Title IX Coordinator will notify the appropriate law enforcement agency of all reports of sexual assault, sexual violence, stalking, domestic violence or dating violence. The person who has allegedly been subjected to sexual discrimination may also contact law enforcement and may seek an order of protection, no contact order, or similar order. The Title IX Coordinator will assist the person alleging to be subjected to sexual discrimination with locating resources for counseling, medical treatment, legal advice, victim advocacy, or other services. Each campus within the Arkansas State University System provides educational materials and programs on sexual discrimination. Contact the Human Resources Department or Title IX Coordinator for information on awareness and prevention of sexual discrimination.

ASU-Newport reserves the right to take whatever measures it deems necessary in response to an allegation of sexual discrimination in order to protect individuals’ rights and personal safety. Such measures include, but are not limited to, modification of campus living or employment arrangements, interim suspensions from campus, no contact or communications requirements, leave with or without pay, and reporting the matter to law enforcement. Persons reporting allegations of sexual discrimination must follow the Sexual Discrimination Grievance Procedure. 

Questions? Email  .

Title IX: Sexual Discrimination Grievance Procedure

SEXUAL DISCRIMINATION GRIEVANCE PROCEDURE         

GRIEVANCE ISSUES

The Sexual Misconduct Discrimination Grievance Procedure applies to all allegations of sexual discrimination. Sexual discrimination includes Sexual Harassment, Sexual Assault, and Sexual Violence.

REPORT OF SEXUAL DISCRIMINATION

Any employee, student, or visitor who believes he or she has been subjected to sexual discrimination should report the incident to the Title IX Coordinator utilizing the grievance form available on the Human Resources or Student Conduct web sites.

Employees with supervisory responsibilities (Deans, Vice Chancellors, Department Chairs, Faculty, Student Conduct Personnel, Human Resources Personnel, Athletic Directors, and Coaches), university police personnel must report incidents of sexual discrimination either observed by them or reported to them to the Title IX Coordinator. Sexual Discrimination can be reported using the following form: https://hermes.asun.edu/eforms/title-ix-incident-reporting-form/59/   

In the event the sexual discrimination allegation is against the Title IX Coordinator, the report form should be submitted to the Office of University Counsel.

In order to ensure timely investigation and remedy, a sexual discrimination grievance should be activated within sixty (60) days from the time the events leading to the complaint occurred.  All complaints are investigated; however, delay in reporting impedes the ability to achieve prompt resolution. All efforts will be made to honor a request for confidentiality but confidentiality cannot be ensured. Reports of sexual assault or sexual violence will be reported to law enforcement authorities.

Criminal investigations by any law enforcement agencies or investigations conducted under the Faculty, Staff, or Student Handbooks may occur simultaneously with a sexual discrimination grievances and do not affect the grievance process.

TITLE IX COORDINATOR’S RESPONSE

Within forty-five (45) working days after receipt of a written grievance form, the Title IX Coordinator, or designee, will conduct a full and impartial investigation including interviewing the complainant, the accused, and any witnesses identified as well as reviewing any documentary evidence submitted by either party. As early as possible in the investigation, the Title IX Coordinator should determine whether temporary remedial measures are warranted such as suspension from employment with or without pay, suspension from classes, and issuance of a no contact directive, reassignment of job duties, or changing class or classroom assignments. If immediate action is required to protect the complainant, the Title IX Coordinator shall work with the appropriate administrator to implement temporary remedial measures.

The past sexual history or sexual character of a party will not be admissible by the other party in the investigation or any subsequent hearing unless the party was found to be responsible, the previous incident was substantially similar to the present allegation, and the past actions indicate a pattern of behavior consistent with the current allegations.

After studying all the pertinent facts and documents, carefully examining any policies involved, and discussing  the  issue  with the parties and witnesses, the Title IX Coordinator shall either (1) propose an informal resolution to the parties which, if accepted, shall be documented in writing and shall conclude the investigation or (2) prepare a formal written report making a finding, based on the preponderance of the  evidence, as to whether sexual discrimination occurred, and if so, recommending a remedy which will end the discrimination, prevent its recurrence, and remove its effects on the complainant and the university community.

The report shall be transmitted simultaneously to the complainant and the accused and implemented immediately.

If both parties agree with the report, the grievance shall be closed and the remedies continued.

If either party does not agree with the finding of the Title IX Coordinator and desires to appeal, that party must submit, within five (5) working days of the date of the report, a written request to the Department of Human Resources for a hearing before the Sexual Discrimination Hearing Committee.

The written request will detail the alleged error of the Title IX Coordinator and the requested remedy. The Department of Human Resources will provide the party not appealing with a copy of the request. Within five (5) working days of the date of the letter from the Human Resources Department, the party not appealing may submit a written response to the request for hearing countering any allegations in that document. Copies will be provided to the Title IX Coordinator for placement in the case file. Timelines may be extended by the Title IX Coordinator in extenuating circumstances.

SEXUAL DISCRIMINATION HEARING COMMITTEE: COMPOSITION

The Sexual Discrimination Hearing Committee is composed of members selected by the Chancellor from the’ Academic Hearing Committee, the Student Conduct Hearing Committee, and the Staff Hearing Committee for that campus.

The Sexual Discrimination Hearing Committee is composed of seven (7) members.

When a student is the complainant, three (3) members of the committee shall be students, two (2) members faculty, and two (2) members staff; when the complainant is a staff member the committee shall be composed of three (3) staff members, two (2) faculty members, and two (2) students; when the complainant is a faculty member the committee shall be composed of three (3) faculty members, two (2) students, and two (2) staff.

The committee elects a chair once convened. The Sexual Discrimination Hearing Committee shall have specific training on sexual discrimination.

A member of Human Resources sits as an ex-officio, non-voting member of the Sexual Discrimination Hearing Committee, offering technical assistance on procedural and policy matters.

SEXUAL DISCRIMINATION HEARING COMMITTEE: FUNCTIONS

The Sexual Discrimination Hearing Committee reviews the findings of the Title IX Coordinator to determine, based on the preponderance of the evidence, whether institutional error has occurred and, if so, to recommend an appropriate corrective action. Institutional error occurs when no legitimate reason exists for the action taken. Decisions which require the exercise of judgment or discretion cannot constitute institutional error. The committee has twenty (20) working days to prepare a written response after it has received a complaint. All proceedings shall be in closed session. Because the committee will have received the entire file from the Title IX Coordinator including all witness statements, the hearing will not include the grievant, the party complained against, or other witnesses unless either (1) the Committee requests their oral testimony or (2) either party requests to testify and/or present witnesses.

In the event that oral testimony is requested, the grievant and the party complained against may be present and question the witnesses. Generally, each party may have an advisor present during the testimony who may provide personal consultation but may not actively participate in the hearing.

In a circumstance where a student has received a sanction of a suspension of ten (10) or more days or expulsion, the student may request an appeal proceeding and choose to be represented at the student’s expense by a licensed attorney or, if the student prefers, a non-attorney advocate who, in either case, may fully participate during the appeal proceeding. In this circumstance, if the appeal proceeding arises from a complaint by a student against another student, both students can be so represented. (Arkansas General Assembly, Act 1194 of 2015, effective July 22, 2015)

If the grievance is one alleging sexual assault, sexual violence, stalking, domestic violence, or dating violence the parties will not question the other. Instead, the party testifying before the committee shall be screened so that they may be heard by the other party but not seen. The non-testifying party shall have the opportunity to provide written questions to the committee to be asked of the testifying witness based on his or her testimony. The committee may also question any person testifying. The parties must disclose to the Chair of the Sexual Discrimination Hearing Committee the identity of any testifying witness or any advisor at least two (2) working days before any hearing. The Chair shall provide the list of witnesses to each party upon receipt. No audio or video recording is permitted.

In reviewing a case two options are open to the Committee:

  • It may find no institutional error has occurred and recommend that no further action be taken.
  • It may find that institutional error has occurred and recommend a remedy different than that proposed by the Title IX Coordinator.

SEXUAL DISCRIMINATION HEARING COMMITTEE: FINDINGS

In all instances the committee shall make a record of its findings, a statement of its conclusion, including the reason or policy criteria used in reaching a decision, and its recommendations for resolution of the grievance. The Committee decision shall be forwarded to the Chancellor of the campus for action. Copies will be filed with the Title IX Coordinator as a part of the complaint record and sent to the grievant and the accused.

Within ten (10) working days of receipt of the Committee recommendation, the Chancellor will accept or reject the Committee recommendation in writing after review of all file materials. The Chancellor’s decision is final. A copy of the decision shall be provided to the Title IX Coordinator for distribution to both the complainant and the accused. The Department of Human Resources or Student Conduct (as appropriate) will coordinate the implementation of any remedies resulting from the grievance.

SEXUAL DISCRIMINATION HEARING COMMITTEE: DOCUMENT COLLECTION AND RETENTION

When a sexual discrimination grievance proceeding has been closed, all material relating to that case shall be retained on file by the Title IX Coordinator for seven years. Care will be taken to ensure that no incomplete or inaccurate information pertaining to the grievance is retained in the file.

Sexual discrimination grievance proceedings are considered confidential and no person involved with the grievance may make the documents public except as required by law.

Questions? Email  .

Title IX: File a Report

Sexual Assault and Misconduct can be reported through the following link:

File a Report.

Students: Any allegations of sexual assault and/or sexual misconduct, involving students, must be initially reported to the Title IX Coordinator. The Title IX Coordinator will coordinate the investigation. The Title IX Coordinator will refer cases of alleged sexual harassment and/or sexual misconduct to the Deputy Coordinator (Students) for investigation as appropriate. Cases of sexual harassment and/or sexual misconduct will follow the process set forth in the ASU-Newport Sexual Misconduct Grievance Procedure. 

Faculty/Staff: The Deputy Coordinator (Faculty/Staff) will handle cases of alleged sexual harassment and/or sexual misconduct. 

Questions? Email  .

Title IX: Resources

RESOURCES FOR VICTIMS OF SEXUAL ASSAULT

The Student Right to Know and Campus Security Act require that students be provided information concerning campus sexual assault programs and the procedures which should be followed once an offense has occurred. Although it may be difficult, it is always best to report a sexual assault (rape, attempted rape, or acquaintance rape) to a University official or the local law enforcement as quickly as possible. Crimes that occur on-campus will be referred to the ASUN Campus Police for jurisdiction purposes. 

ASU-Newport Police Department's  Address City  Phone
Jonesboro Campus Police 5504 Krueger Dr.  Jonesboro (870)680-8950
Marked Tree Campus Police 33500 HWY 63 E.  Marked Tree (870) 358-8633
Newport Campus Police 7648 Victory Blvd.  Newport (870) 512-7866

 

Local Police Departments Address City Phone
Jonesboro    Jonesboro  (870) 935-5551
Marked Tree   Marked Tree (870) 358-2024
Newport   Newport  (870) 523-2721

 

The complainant is encouraged to go to a hospital emergency room to receive appropriate medical care and/or evidence collection. These important steps should be taken after a sexual assault:

1. Do not shower, bathe, douche, smoke, change clothing, urinate (if possible), brush your teeth or rinse your mouth, change bedding, or disturb the area where the assault occurred (if the assault occurred in your place of residence). Remember, it is important to preserve the evidence.
2. Tell someone. Call a friend, counselor, or anyone who can provide you with emotional support.
3. Seek medical attention. Go to a doctor or hospital as quickly as possible for evidence to be gathered and to be checked for injury.
4. Write down detailed information about the assault – where, when, who, etc. If the assailant is a stranger, try to remember his or her height, hair color, scars, and clothing.

If you believe you are a victim of sexual assault, you can and should seek out help and assistance from the following agencies:

Who to contact to report an incident at ASU-Newport:

ASUN Campus Police .................................................(870) 512-7866
Student Affairs ...........................................................(870) 512-7838
Marked Tree...............................................................(870) 358-8614
Jonesboro...................................................................(870) 680-8717

STATE AND LOCAL

Women’s Crisis Center of Northeast Arkansas
P.O. Box 721
Jonesboro, AR 72403
Phone:  870-972-9575
Hotline:  870-933-9449
Email: 
 
Arkansas State University Counseling Center
Room 2203, Reng Student Center
Phone: 870-972-2318
 
Arkansas Coalition Against Domestic Violence
www.domesticpeace.com
Phone: 800-269-4668
 
Domestic Violence and Sexual Assault Support Group
Jonesboro Clinic
3309 Turman Drive Suite A
Phone: 870-268-8875
Meets on Wednesdays at Noon

Arkansas Crisis Center 
www.arcrisis.org
1401 West Capitol Suite 170
Little Rock, AR 72201
Phone: 888-274-7472
Email: 

 
Arkansas Crime Information Center 
www.acic.org
Phone: 501-682-2222
 
Arkansas Victim Notification Program (VINE)
www.vinelink.com
Phone: 800-510-0415
 

Partners for Inclusive Communities, UAMS
www.uams.edu/partners
Mann Building
322 Main Street, Suite 501
Little Rock, AR 72201
Phone: 501-301-1100
Toll free and TTY: 800-342-2923
Fax: 501-374-2640 

 
Arkansas Coalition Against Sexual Assault
http://acasa.us/crisis-centers/
200 River Market Avenue, Suite 100
Little Rock, AR 72201
24/7 Hotline: 1-800-977-5776

Law Enforcement

Newport Police............................................................(870) 523-2721
Jonesboro Police .........................................................(870) 923-2176
Marked Tree Police......................................................(870) 358-2024

Medical Treatment

Unity Hospital, Inc.
1205 McLain
Newport, AR 72112
(870) 523-8911

St. Bernard’s Regional Medical Center
224 East Matthews
Jonesboro, AR. 72401
(870) 972-4288

Medical Center of NEA
3024 Stadium Blvd
Jonesboro, AR 72401
(870) 936-1000

Financial Assistance

Arkansas Crime Victims Reparations Program, Arkansas Attorney General’s Office
https://arkansasag.gov/resources/victim-advocacy/
323 Center Street, Suite 200
Little Rock, Arkansas 72201
Phone: 501-682-1020
Toll free: 800-448-3014
Email:   

Legal Services (Orders of protection and emergency family matters including divorces involving spousal abuse)

Center for Arkansas Legal Services (Main Office)

www.arlegalservices.org

1300 W. 6th St.
Little Rock, AR 72201
Phone: 501-376-3423
Toll Free: 1-800-9 LAW AID (1-800-952-9243)
 
Legal Aid of Arkansas (Main Office) 
www.arlegalservices.org
714 South Main Street
Jonesboro, AR 72401
Phone: 870-972-9224
Toll Free: 1-800-9 LAW AID (1-800-952-9243)

NATIONAL RESOURCES

National Domestic Violence Hotline
www.ndvh.org
Phone: 800-799-7233
TTY: 800-787-3224

 
National Coalition Against Domestic Violence
www.ncadv.org
Phone: 303-839-1852
TTY: 303-839-8459
 

Circle of 6 - Bystander Intervention App
http://www.circleof6app.com/

 
 
Rape, Abuse and Incest National Network
https://www.rainn.org/
1220 L Street, NW
Suite 505
Washington, DC 20005
Hotline: 1-800-656-HOPE(4673)
Online hotline: https://ohl.rainn.org/online/
Phone: 202-544-3064
Fax: 202-544-3556
Email: 
 
Love is Respect – Dating abuse hotline
Hotline: 1-866-331-9474
Text: “loveis” to 22522
 
Male Survivor
4768 Broadway #527 
New York, NY 10034
 
U. S. Department of Education – Office of Civil Rights
http://www2.ed.gov/about/offices/list/ocr/complaintintro.html
Office for Civil Rights
U.S. Department of Education
1999 Bryan Street, Suite 1620
Dallas, Texas 75201-6810
Phone: 214-661-9600
FAX: 214-661-9587
TTY: 800-877-8339
Email: 

 

ASU-Newport's Annual Crime Statistics Reports

 

Title IX: Confidentiality, Reporting, and Privacy

ASU-Newport holds a zero-tolerance stance against sexual discrimination in our programs and activities or employment. Individuals who believe they have been subjected to such actions in violation of this policy should report these concerns.

This process involves an immediate inquiry to determine if there is reasonable cause to believe sexual discrimination occurred in violation of policy. If so, ASU-Newport will initiate a prompt, thorough and impartial investigation. This investigation is designed to provide a fair and reliable determination. If so, the university will implement a prompt and effective remedy designed to end the discrimination, prevent its recurrence, and address its effects.

Individuals who wish to report a concern or complaint relating to sexual discrimination may do so by reporting as outlined below.

REPORTING A CONCERN OR COMPLAINT

Different people on campus have different reporting responsibilities and different abilities to maintain confidentiality, depending on their roles at the university and upon university policy. When consulting campus resources, all parties should be aware of confidentiality, privacy and mandatory reporting requirements in order to make informed choices.

On campus, some resources can offer you confidentiality, sharing options and advice without any obligation to tell anyone unless you want them to. Other resources are expressly there for you to report crimes and policy violations and they will take action when you report your victimization to them. Most resources on campus fall in the middle of these two extremes.

Neither the university nor the law requires them to divulge private information that is shared with them except in certain circumstances, some of which are described below. A victim may seek assistance from these university officials without starting a formal process that is beyond the victim's control, or violates her/his privacy.

Official Notice - Non-confidential Reporting Options

You are encouraged to speak with the Office of Student Affairs or to supervisory personnel (deans, vice chancellors, university police, student conduct, human resources, etc…) of the institution to make formal reports of incidents. The university considers these people to be "responsible employees." Notice to them is official notice to the institution. You have the right and can expect to have incidents of sexual discrimination to be taken seriously by the institution when formally reported, and to have those incidents investigated and properly resolved through administrative procedures. Formal reporting means that only people who need to know will be told and information will be shared only as necessary with investigators, witnesses, and the accused individual.

Reporting to those who can maintain the privacy of what you share

You can seek advice from certain resources that are not required to tell anyone else your private, personally identifiable information unless there is cause for fear for your safety, or the safety of others. These are individuals who the university has not specifically designated as "responsible employees" for purposes of putting the institution on notice, other than in the stated limited circumstances. These resources include those without supervisory responsibility or remedial authority to address sexual discrimination, most faculty members, advisors to student organizations, career services staff, admissions officers, student activities personnel, support staff, and many others. If you are unsure of someone's duties and ability to maintain your privacy, ask them before you talk to them. They will be able to tell you, and help you make decisions about who can help you best.

Some of these resources, such as staff and advisors, are instructed to share incident reports with their supervisors, but they will not share any personally identifiable information about your report unless you give permission, except in the rare event that the incident reveals a need to protect you or other members of the community. If your personally identifiable information is shared, it will only be shared as necessary with as few people as possible, and all efforts will be made to protect your privacy.

Reporting Confidentially

If one desires that details of the incident be kept confidential*, they should speak with on- or off-campus mental health counselors, on- or off-campus health service providers, or domestic violence/rape crisis resources who can maintain confidentiality. Campus counselors are available to help you free of charge and can be seen on an emergency basis. Employees may access their Employee Assistance Program benefit through Human Resources. In addition, you may speak on and off-campus with members of the clergy and chaplains, who will also keep reports made to them confidential.

*Providers may be required to report certain felony incidents to law enforcement.

Right to File a Federal Complaint

Individuals with complaints of this nature also have the right to file a formal complaint with the United States Department of Education:

Office for Civil Rights (OCR)
400 Maryland Avenue, SW
Washington, DC 20202-1100
Customer Service Hotline #: (800) 421-3481
Fax: (202) 453-6012
TDD#: (877) 521-2172
Email:
Web:http://www.ed.gov/ocr

Federal Statistical Reporting Obligations

Certain campus officials have a duty to report sexual discrimination for federal statistical reporting purposes (Clery Act). All personally identifiable information is kept confidential, but statistical information must be passed along to campus law enforcement regarding the type of incident and its general location (on or off-campus, in the surrounding area, but no addresses are given) for publication in the annual Campus Security Report. This report helps to provide the community with a clear picture of the extent and nature of campus crime, to ensure greater community safety. Mandated federal reporters include: student/conduct affairs, campus law enforcement, local police, coaches, athletic directors, residence life staff, student activities staff, human resources staff, advisors to student organizations and any other official with significant responsibility for student and campus activities. The information to be shared includes the date, the location of the incident (using Clery location categories) and the Clery crime category. This reporting protects the identity of the victim and may be done anonymously.

Federal Timely Warning Reporting Obligations

Victims of sexual discrimination should also be aware that university administrators must issue immediate timely warnings for incidents reported to them that are confirmed to pose a substantial threat of bodily harm or danger to members of the campus community. The university will make every effort to ensure that a victim's name and other identifying information is not disclosed, while still providing enough information for community members to make safety decisions in light of the danger. The reporters for timely warning purposes are exactly the same as detailed in the above paragraph.

Questions? Email  .

Title IX: Contact Us
Title  Role Office Location Email  Phone
Dr. Ashley Buchman Title IX Coordinator  ASU-Newport at Jonesboro (870) 512-7812
Veronica Manning Deputy Title IX Coordinator (Students) ASU-Newport (870) 512-7890
Sara Moss Deputy Title IX Coordinator (Faculty and Staff) ASU-Newport (870) 512-7874