Dec 05, 2025

2025 - 2026 Champlain College Online Undergraduate Catalog

College Policies

Introduction

The Student Code of Conduct sets out specific standards and expectations as examples, and is not intended to be exhaustive in scope or detail, of the complete list of prohibited behaviors. The following actions, behaviors, or attempts to engage in, such actions or behaviors constitute misconduct for which students may be referred to the Conduct Review Process.

Champlain College students are expected to know and abide by each of the following policies and prohibited behaviors.

Alcohol, Cannabis, and Other Drug Policy

Champlain College strives to create an academically focused learning community that promotes the health and safety of all students. Additionally, the College fully supports Federal, state and local laws pertaining to drugs and alcohol.Consistent with the mission of the College, the primary purpose of Champlain College’s Alcohol, Cannabis, and other Drug Policy is informational and educational. The College is committed to increasing student awareness and knowledge of the issues surrounding drug and alcohol use and abuse, particularly those issues involving health and well-being. Toward this end, the College sponsors educational programs on campus and provides training opportunities for students.

Further information about the support, education, and resources provided by the Counseling Center, Student Health Center, and the Division of Student Affairs, Diversity, and Inclusion can be found at their respective websites and offices.

Scope

This policy applies to Champlain College students. Employees can seek guidance on alcohol, cannabis, and other drug policy from the People Center.

Medical Amnesty & Good Samaritan Program:

In the interest of protecting Champlain College students from serious injury due to impairment caused by alcohol or drugs, students should be aware that in ALL cases where safety is at risk, the proper agencies must be contacted for assistance. These agencies include Champlain College Campus Public Safety (802-865-6465), local police or emergency services (911) or a member of the Housing & Residential Life staff (student RA or other Housing & Residential Life professional).

More specific information regarding the Medical Amnesty & Good Samaritan Statement can be found further in this section of the catalog.

Students studying abroad are required to abide by all local laws and by the policies of the host campus. Students residing in off-campus apartments are required to abide by all local, state and Federal laws pertaining to alcohol, cannabis, and other drugs. Champlain College will also respond to reports of off-campus behavior from community members and local law enforcement.

Definitions

Alcohol: any beverage containing not less than 0.5% alcohol by weight
Common Source of Alcohol: 12-pack or more of beer, 1 bottle of wine or liquor
Cannabis: the parts, products, and non-Hemp derivatives of the plant Cannabis sativa, indica, ruderalis and hybrid strains, including Medical Marijuana, irrespective of state law to the contrary. Cannabis is a Schedule I substance under the Controlled Substances Act and, as such, is illegal under Federal law. Possession and/or use are prohibited on College property and in College activities.
Common Source of Cannabis and/or other Drugs: any amount constituting more than one-time use
Illicit Drug: controlled substances and analogs as defined by Federal and state law. This includes legal substances with psychoactive properties
Possession: determined by control over a substance or object with or without regard to ownership.
Property: any space or facility owned, leased or controlled by Champlain College.

Alcohol

Consistent with the College’s goal of providing a safe and healthy campus community, the following behaviors are prohibited:

Possession, consumption, sale, distribution, or use of alcohol, even if the student is 21 years of age or older. If under the age of 21, the possession or consumption of alcohol is prohibited by Vermont state law.
Demonstrating visible alcohol intoxication anywhere on campus or at College-sponsored off campus events. In extreme cases of intoxication, the College has the right to request transport, via the local police department, to ACT 1, UVM Medical Center or any other location deemed appropriate for purposes of detoxifying the student.
Being present in a room with alcohol, alcohol paraphernalia, empty containers, or drinking games. College staff cannot always determine those using alcohol or drugs at a particular event; therefore, all those present will be documented on an incident report.
Creating, offering or engaging in drinking games/activities and other behaviors designed for the purpose of becoming intoxicated through the abusive use of alcohol.
Possessing a “common source” of alcohol. Possessing this quantity of alcohol indicates intent to distribute and share it among peers. Having a common source of alcohol is deemed a serious offense by Champlain College.
Possessing alcohol paraphernalia, including empty boxes, bottles, cans, caps, labels, etc., of beer, wine or liquor, either as garbage, as decoration or for any other purpose.
Displaying posters or decorations advertising or promoting alcohol in public areas, including hallways, door exteriors, windows, lounges, etc.

Cannabis & Other Drugs

Consistent with the College’s goal of providing a safe and healthy campus, the following behaviors are prohibited:

Possession, consumption, sale, distribution, or use of any controlled substance, including psychoactive or illicit drugs. Controlled substances include, but are not limited to, cannabis, prescription drugs intended for recreational use, cocaine, heroin, opium, mescaline, Ecstasy, hallucinogenic mushrooms, Xanax and acid/LSD. Medical cannabis prescriptions are also prohibited. The College prohibits the use or possession of legal substances with psychoactive properties. A College staff member may refer individuals in violation of this policy to a law enforcement agency. All drugs will be confiscated and may be destroyed.
Demonstrating visible cannabis or other drug intoxication anywhere on campus or at College-sponsored off campus events.
Possessing cannabis and/or drug paraphernalia, including equipment that can be used for legal or illegal substances.
Residual evidence of cannabis and/or drug use is prohibited. This includes the smell of cannabis, stems and seeds.
Being present in a room with cannabis or other drugs may lead to student conduct sanctions. College staff cannot always determine those using cannabis,or other drugs at a particular event; therefore, all those present will be documented on an incident report.
Possessing a “common source” of cannabis and/or other drugs. A common source of cannabis and/or other drugs is an amount that implies intent to distribute or share.
Possessing prescription medication without appropriate prescription or packaging.
Possessing cannabis and/or drug paraphernalia. This includes equipment that can be used for legal or illegal substances. All paraphernalia will be confiscated and may be destroyed.
Displaying of posters or decorations indicating cannabis and/or drug use in public areas, including hallways, door exteriors, windows, lounges, etc.

Health Effects of Alcohol and Other Drugs

Information pertaining to the health effects of alcohol and other drugs is maintained on the Counseling Center’s website. https://www.champlain.edu/office/champlain-counseling-center/self-help-tools/

Animal Policy

Pets

Students are not allowed to have pets in classrooms, residence halls, in College vehicles (including shuttle buses) or at College-sponsored events. Exceptions to this policy are listed below.

Exceptions:

Fish

Fish are permitted in residence halls in an aquarium that holds 10 gallons of water or less. Fish must be removed from the residence halls during extended break periods, such as Thanksgiving Break, Winter Break, and Spring Break.

Assistance Animals

Champlain College recognizes that Assistance Animals (service animals and emotional support animals) can play an important role in facilitating the independence of some individuals with certain types of disabilities. In addition, the health and safety of Champlain students, faculty, staff, and the service animal or assistance animal are important concerns. Therefore, service animals and assistance animals that meet the criteria described below will be exempt from the pet provision above.

College community members who have questions about the presence of service animals or emotional support animals on campus should direct those questions to the Office of Accessibility. They can be contacted via phone at 802-865-5764 or email at accessibility@champlain.edu.

Service Animals

A service animal is defined under the Americans with Disabilities Act (ADA) as any dog (or in some cases, a miniature horse) that is individually trained to do work or perform tasks for the benefit of an individual with a disability. The work or task must be directly related to the person’s disability. The provision of emotional support, well-being, comfort, or companionship does not constitute work or tasks for the purposes of this definition (see “Emotional Support Animals,” below). The ADA and US Department of Justice state that service animals in training are not considered service animals, however some state or local laws cover animals that are still in training.

Students with service animals (or service animals in-training where permitted) are generally permitted to bring their service animals in all areas of a place of public accommodation, such as classrooms, residence halls (including the private residence assigned to the student), activities and events, and dining facilities. However, service animals are not permitted if they pose a direct threat to health or safety, if their presence constitutes a fundamental alteration to the nature of a program or service, if they cannot effectively be controlled, or if they are not housebroken.

Requirements of Service Animals, Service Animals In-Training, and their owners include:

The owner of the animal must be in full control of the animal at all times.
Animals must be licensed in accordance with city regulations and, if appropriate, must wear a valid vaccination tag.
Animals must be in good health. Any service animals occupying college housing must have an annual clean bill of health and up-to-date core vaccinations from a licensed veterinarian.
The owner is responsible for appropriate waste clean-up and overall cleanliness of the service or assistance animal.
The owner is responsible for the appropriate management of their service or assistance animal in all College facilities. Disruptive and/or aggressive behavior on the part of the animal may result in the owner being asked to remove the animal from College facilities.
The owner is responsible for any property damage or personal injury caused by the animal, or pest control (i.e. flea treatment) required because of the animal.

Service Animal Identification: Students are encouraged to provide identification that the animal is a service animal so that others are aware it is a working animal, but service animals are not required to wear a vest, identification tag, or specific harness.

Emotional Support Animals

Information pertaining to emotional support animals can be referenced in the Emotional Support Animal policy.

Communication

All students are issued a mymail.champlain.edu e-mail address. Students who live on campus receive mail at the Mail Room or at 194 St. Paul Street. These channels are used for all official Champlain College correspondence. It is our expectation that students will receive and send information through these channels.

Dangerous or Disruptive Behavior

As an institution of higher education, Champlain College strives to balance concern for the health and safety of individual students with the interests of the broader campus community. The College believes that all students have responsibility for self-welfare, self-guardianship, and self-care. In addition, students are responsible for conducting themselves in a manner that is not violent or disruptive and affirms their commitment to the Student Code of Conduct.

Any behavior that may threaten the well-being of Champlain College students, faculty or staff is prohibited and will be addressed in an expedient, sensitive and appropriate manner. The College provides confidential counseling for students through the Counseling Center, and encourages students to access that service when needed. Champlain College is concerned about the physical, mental and emotional welfare of its students. When a student’s behavior constitutes a serious disruption or danger to the living and learning environment that the College seeks to create, the College may respond in a number of ways, ranging from providing mental health support to separating the student from the institution, if necessary.

The College prohibits behavior that may threaten the well-being of students, faculty, or staff including, but not limited to, the following:

Any behavior that points to the potential of imminent, foreseeable or existing danger to self, other students, or other members of the College community
Destructive, intimidating, violent or other inappropriate behavior
Physical, vehicular, or other types of assault
Self-inflicted violence
Abuse of alcohol, cannabis, or other drug that places an individual or others at risk
Public suicide attempts, suicidal gestures, or disruptive statements of suicidal ideation
Lack of response to multiple attempts at communication to determine student health and safety
Failure to comply with prescribed medication orders, resulting in dangerous behavior
Bullying Behavior: Any verbal, physical, written or electronic communication which is intended to ridicule, humiliate, or intimidate or interferes with access to educational or other College programs, or reasonably has that effect.

This policy does not apply to non-violent student protest and dissent, or to confidential interactions with a College mental health counselor or medical staff (unless an exception to confidentiality applies). This policy will be administered in accordance with the Americans with Disabilities Act, Section 504 of the Rehabilitation Act, and similar Vermont law.

Class-Related Behavior

Each instructor is authorized to maintain a learning environment that facilitates effective teaching, learning, and safety. Through their class-related behavior, students should demonstrate that they are preparing seriously for the professional and/or corporate environments in which they will work after leaving the College. The College includes electronic communication in its definition of class-related behavior to include, but not limited to, email, video conference, telephone meetings, and activities in Canvas (or other platforms) related to each course.

Further information about this policy can be found in the Class-Related Behavior policy section of the College Catalog.

Champlain College Threat Assessment Team

As part of its commitment to maintaining a safe environment, Champlain has established a Threat Assessment Team, which is empowered to assess risk and, in cooperation with other College teams or offices as appropriate, formulate an appropriate response in situations where an individual’s behavior and/or statements generate concern that may present a threat to the health or safety of others. The Threat Assessment Team seeks to mitigate potential risks before they result in harm.

In the event of an emergency and/or immediately threatening situation, all Champlain community members are encouraged to contact Campus Public Safety at 802-865-6465 or 911.

Discrimination and Harassment Policy

Introduction

Champlain College is committed to providing a safe environment conducive to learning and working, and where equal opportunity in education and employment thrives. The College will not tolerate discrimination or harassment on the basis of characteristics such as race, creed, color, national origin, place of birth, ancestry, religion, age, sexual orientation, sex, gender identity, veteran or military service status, HIV-positive status, qualified disability, or any other characteristic to the extent protected, and as defined by applicable law, in the administration of its educational and admissions policies, scholarship and loan programs, employment practices, athletic, and other College-administered programs.

The College will comply with the Vermont Fair Employment Practices Act, the Equal Pay Act of 1963, Titles VI and VII of the Civil Rights Act of 1964, the Vietnam Era Veterans Readjustment Act of 1970, Title IX of the Education Amendments of 1972, Section 503 and 504 of the Rehabilitation Act of 1973, the Age Discrimination in Employment Act of 1975, the Americans with Disabilities Act of 1990, and other such federal, state, and local nondiscrimination laws as they apply.

Compliance with this policy is a term and condition of student enrollment and student, staff, and faculty employment at the College. A copy of the Discrimination and Harassment Policy is provided to every employee and student through the People Center’s website and the College Catalog, which is located online. The College also provides appropriate training on this policy.

There are instances when the College may choose to follow up on a concern with an informal process or formal complaint without having received a formal or informal complaint from an individual (i.e., when a problem is identified by another member of the College community).

Please refer to the College’s Harassment and Discrimination Complaint Procedure, which appears below, for information regarding how to report a concern about harassment or discrimination, and how complaints relative to harassment or discrimination are resolved. To report bias or a hate crime, please refer to the Bias and Hate Crime section of the College Catalog and Champlain website. For the College’s policy on sexual misconduct, see the College’s Sex Discrimination and Sexual Misconduct Policy.

Purpose & Scope of the Policy

The Discrimination and Harassment Policy applies to all administrators, employees, admissions or employment applicants, students, members of the Board of Trustees, agents of the College, and volunteers involved in College-related activities. The policy also applies for and to those who do business with the College in their interactions with members of the College community.

The College maintains a separate Sex Discrimination and Sexual Misconduct Policy, which incorporates by reference the Pregnancy and Parental Status Non-Discrimination Policy. Reported sex discrimination, sexual harassment, sexual violence, sexual misconduct, and realted retaliation that appears to fall within the definitions and scope of that policy will be handled under the procedures outlined in that policy.

The College also maintains a separate Bias Education & Response Team process. Bias-related behaviors that are not criminal offenses and that fall outside of the Sex Discrimination and Sexual Misconduct Policy, the Discrimination and Harassment Policy, the Student Code of Conduct, and other comparable policies, are treated as bias incidents and will be addressed through the Bias Education & Response Team process. However, bias behavior will be deemed an aggravating circumstance to any violation of College policy.

Teaching practices or communications that are demeaning, hostile, or alienating based on or because of an individual possessing a protected characteristic are prohibited. This topic is addressed further in the Academic Discourse section below.

Definitions

Discrimination: Treating a person or group of people differently from other people or groups of other people because of their membership in a legally-protected category or other unfair or unfavorable treatment due to a person’s legally-protected characteristics.

Harassment: For purposes of this policy, prohibited harassment is defined as verbal or physical conduct or communications directed at or because of an individual’s race, creed, color, national origin, place of birth, ancestry, religion, age, sexual orientation (except as separately covered under the Sex Discrimination and Sexual Misconduct Policy), sex (except as separately covered under the Sex Discrimination and Sexual Misconduct Policy), gender identity (except as separately covered under the Sex Discrimination and Sexual Misconduct Policy), veteran or military service status, HIV-positive status, qualified disability, or on the basis of any other status protected by law, which has the purpose or effect of substantially interfering with the individual’s employment or educational performance, or creating an intimidating, hostile, or offensive environment. Harassment need not be severe or pervasive to violate this policy.

Specific Types of Harassment: In addition to forms of harassment listed above, other examples of specific types of harassment might include, but are not limited to the following, if engaged in at the levels described above:

Age: Verbal or physical conduct or communications directed at an individual’s age, such as derogatory age-related comments and expressions of negative stereotypes.
Disability: Verbal or physical conduct or communications directed at the characteristics of an individual’s disabling condition such as manner of speaking, manner of movement, or necessary equipment.
Gender Identity: Verbal or physical conduct or communications directed at an individual’s gender identity, such as negative name-calling and intentional misuse of gender-specific pronouns.
National Origin: Verbal or physical conduct or communications directed at an individual’s national origin such as negative comments regarding surnames, manner of speaking, and customs.
Racial: Verbal or physical conduct or communications directed at an individual’s race such as words emphasizing stereotypes, comments on manner of speaking, and negative references to customs.
Religious: Verbal or physical conduct or communications directed at an individual’s religion such as derogatory comments regarding surnames, religious tradition, and religious clothing.
Sex-Based: Verbal or physical conduct or communications directed at an individual’s sex and/or gender, such as negative gender-based stereotypes and sexist comments. Sex-Based harassment and discrimination (and other Prohibited Conduct) that is covered by the Sex Discrimination and Sexual Misconduct Policy will be handled under that Policy.
Sexual Orientation: Verbal or physical conduct or communications directed at an individual’s sexual orientation such as negative name-calling and imitating mannerisms.
Veteran/Military Service Status: Verbal or physical conduct or communications directed at an individual’s veteran or military service status, such as pejorative references to same and negative comments regarding required service.

Champlain College’s Freedom of Expression Statement: Champlain College’s spirit of inquiry in the pursuit of knowledge supports the institution’s culture of exploration with respect for diversity and a passion for an inclusive learning environment. The College holds that its community, including, but not limited to, students, faculty, staff, and invited visitors retain the right to freely express their ideas, so long as those forms of expression do not infringe on another’s freedom to do so. We believe that the commitment to engage in discomfort and controversy can promote opportunities for growth and learning. It is not the institution’s purpose or duty to protect its community members from conflict, but rather, to create conditions for debates and discussions to flourish.

Academic Discourse: Champlain College recognizes that the protection of free and open speech and the open exchange of ideas are important to any academic community. This recognition is an important element used in judging whether discrimination or harassment has occurred. This policy is meant neither to proscribe nor to inhibit discussion, in or out of the classroom, of complex, controversial or sensitive matters, when in the judgment of a reasonable person they arise appropriately and with respect for the dignity of others. Champlain College also recognizes, however, that verbal conduct can be used specifically to intimidate or coerce and to inhibit genuine discourse, free inquiry, and learning. Such abuses are unacceptable. If someone believes that another’s speech or writing is offensive, wrong, or hurtful, that person is encouraged to express that judgment in the exercise of his/her/their own free speech or to seek redress under the procedures described below.

Reporting

Any Champlain College student or employee who believes that the Discrimination & Harassment Policy has been violated may submit a report alleging a policy violation. The right to make a complaint is not limited to someone who is the direct target of harassment. Anyone who has observed discrimination or harassment should report the alleged incident(s).

All College officials, except confidential employees, are obligated to report conduct that may be in violation of this Policy to the appropriate College entities outlined below.

Complaints against College employees: should be directed to the People Center.

People Center contact info: peoplecenter@champlain.edu or phone at 802-651-5800.

Complaints against College students: should be directed to the Dean of Students Office. Reports can also be made through the online Incident Reporting form found on the Champlain College website.

Dean of Students contact info: deanofstudents@champlain.edu or phone at 802-865-2704.

In the event of an imminent or emergency need, please contact Champlain College Campus Public Safety at 802-865-6465 or by calling 911.

Reports of a policy violation can be made anonymously to the reporting channels outlined above. However, anonymity may inhibit the College’s ability to respond to an allegation or a concern.

In instances where alcohol and/or drugs may be a factor in reporting a potential policy violation, those reporting the violation may be subject to the College’s Medical Amnesty & Good Samaritan Program

Responding to Allegations of Discrimination & Harassment

The College may institute interim measures against a student or an employee while responding to or investigating an allegation of discrimination and harassment. In response to all reports of Prohibited Conduct, the College will make an immediate assessment of any risk of harm to the involved parties and to the broader campus community and will take steps necessary to address those risks.

The College is committed to responding to all discrimination and harassment allegations.

Investigation & Adjudication Procedures

Complaints, investigation, and adjudication against College employees will be handled by the People Center Leader or their designee(s).

Complaints, investigation, and adjudication against College students will be handled by the Dean of Students or their designee(s).

Depending on the role of the Respondent in the initial complaint, the appropriate College staff will conduct an intake meeting with the person making the complaint, known as the “Complainant.”

Upon receipt of a report of violation of this Policy, the College will designate an appropriate staff member to promptly conduct an Intake Meeting or communicate with a Complainant(s). At that meeting, the following topics will be discussed, as appropriate:

The Complainant’s wishes with respect to supportive measures and their availability;
The process for making a complaint;
If appropriate, the Informal Resolution Process;
Immediate physical safety and emotional well-being needs;
Notifying the Complainants of the right to contact law enforcement and seek medical treatment (and the right to decline to do so), and the importance of preservation of evidence;
Notifying the complainant of the right to be assisted by the College in contacting law enforcement;
Notifying the Complainant of reporting options on and off campus;
Assessing for pattern evidence or other similar conduct, if possible;
Explaining the Amnesty Policy;
Explaining the College’s policy prohibiting retaliation;
Explaining that if the complaint involves a Clery crime, the College will notify Campus Public Safety of the report to assess the need to (1) enter the report into the College’s daily crime log; and (2) issue a timely warning as defined by the Clery Act, and assure the Complainant that any such reports will not include the Complainant’s personally identifying information;
Explaining that the Complainant may request accommodations related to the Resolution Process through the Office of Accessibility.

The Complainant will then be asked to provide a signed and written statement, known as a complaint, describing the offending conduct in detail. The complaint will to the extent feasible provide a record of what happened including facts, dates, witnesses, actions and responses and any relevant correspondence. If the Complainant would prefer not to submit a written complaint, a complaint can be described to a College staff member, reduced to writing, and ascribed to by the Complainant.

The appropriate College staff next determines whether the complaint is directed against a College employee, student, department (or similar unit), or a third-party College affiliate. If so, the College will formally initiate an investigation into the matter, unless informal resolution, as described below, is pursued. If it is determined that the situation is not directed at an individual associated with the College as described above, the Complainant may be referred to other agencies where appropriate.

The appropriate College staff member will then determine whether the allegations, if substantiated, would constitute a violation of this Policy. If it is determined that the situation would not constitute harassment or discrimination even if true, the complaint may be addressed under another policy where appropriate.

Where the reported incident, if true, would constitute conduct prohibited by another College policy, that policy may apply instead of or in addition to this Policy. For example, if the reported incident includes allegations of sexual misconduct, the Sex Discrimination and Sexual Misconduct Policy will control and apply. The College also reserves the right to transfer and respond to conduct that is not a violation of this Policy under another College policy or procedure in its proper discretion, such as under the Student Code of Conduct or People Center resolution processes. The College will make such decisions in the exercise of its best judgment to promote efficiency and in accordance with applicable law, regulation, and Federal guidance.

Notice

If the College initiates an investigation of a violation of this Policy it will provide a written notice (by electronic or other means) to the person(s) or student organization(s) who is the subject of the complaint, known as the “Respondent”. This notice will promptly inform them that an investigation has begun and will be given an opportunity to respond to the allegations.

This notice will include:

Information about the College’s formal and informal resolutions processes;
A statement of the allegations of behavior potentially constitution a violation of this Policy, including sufficient details known at the time such as the date and location of the alleged incident, if known;
A statement that the Respondent(s) is presumed not responsible for alleged conduct and that a determination regarding responsibility is made at the conclusion of the process.
Information regarding the College’s presumption of good faith reporting and a summary of the College’s False Report policy;
Notification that taking any retaliatory action (directly or through others) against any person because they are involved in the investigation is prohibited and will be considered a separate violation of College policy;
The right to suggest witnesses and provide evidence to the investigator(s);
The right to request accommodations related to the process through the Office of Accessibility.

Investigation

If a complaint falls within the scope of this policy, the College will assign an objective investigator(s) to investigate the complaint.

The investigator(s) will meet privately and separately with the Complainant, the Respondent(s), and any witnesses to the alleged incident(s), and will prepare a written report of the interviews and investigation. The investigators will also include a recommended finding of responsibility based upon their investigation and review of the information gathered. This recommendation is not binding and will be included in the Final Report for the College to determine whether a violation of this Policy has occurred.

Any investigation will be conducted with sensitivity to all parties and which may require sufficient time to gather evidence and interview relevant parties, while making every reasonable effort to resolve matters in a timely and efficient manner. Confidentiality will be maintained to the greatest extent possible within the requirements of conducting reasonable investigations. Only those individuals who have a legitimate need to know may be made aware of the identity of the parties.

Final Report

The investigator(s) will issue a written report of their findings and conclusions to the appropriate College staff based upon the role of the Respondent(s). The People Center, the Dean of Students Office, or their designee(s) will determine if the investigation is complete based on the gathered information and recommended finding of responsibility.

Adjudication

The People Center, the Dean of Students Office, or their designee(s) will review the Final Report and determine whether a violation of this Policy has occurred. They will use a preponderance of the evidence standard to make this determination regarding responsibility. If found responsible for violating this policy, the People Center, the Dean of Students Office, or their designee(s) will also determine appropriate disciplinary sanctions, if applicable.

If the Respondent is found not responsible, the case will be closed and records kept in accordance with College records retention policy.

Notice of Outcome

Once a finding of responsibility has been made, the College will provide a written notice (electronic or by other means) to the Complainant (s) and Respondent(s) that will include the finding of responsibility, any disciplinary sanctions (if applicable), and information on the appeal process.

Informal Resolution of a Complaint

The College has the discretion to determine whether it is appropriate to offer an Informal Resolution Process when it receives information about conduct that reasonably may constitute a violation of this Policy. The informal process is designed to encourage an open atmosphere in which human relationships may be improved; it encourages people to resolve concerns and disputes without fear of reprisal; it enables the parties to settle disputes at the lowest possible level, quickly, fairly, and impartially. The College may decline to offer Informal Resolution despite one or more of the parties’ wishes, including but not limited to when the College determines the alleged conduct could present a future risk of harm to others.

If informal resolution is pursued and resolves the matter successfully, no official findings of responsibility are made. Rather, emphasis is placed on identifying the source of the problem(s) in the complaint and exploring ways the complaint can be resolved. The College will maintain a record of the outcome of all informal resolution efforts.

The procedures for such informal resolutions will be determined at the discretion of the College with the agreement of the involved parties, as appropriate. The College may not offer to facilitate an informal resolution process in any case involving allegations that a College employee discriminated against or harassed a student(s).

Retaliation

Retaliation includes adverse action taken by any person over whom the College has some measure of control (e.g., faculty, staff, students, and covered third parties) against a person because they have made a good faith report of Prohibited Conduct and/or because they have participated in any proceeding under this Policy. Adverse action includes conduct that threatens, intimidates, harasses, coerces or in any other way seeks to discourage a reasonable person from engaging in activity protected under this Policy. Retaliation can be committed by or against any individual or group of individuals, not just a respondent or complainant. Retaliation does not include good faith actions lawfully pursued in response to a report of Prohibited Conduct.

Further information about the College’s Retaliation Policy and reporting retaliation can be found in the College Catalog.

Reporting Retaliation

If a student believes they’re experiencing retaliation, or have witnessed retaliation against a fellow student, they should contact the Dean of Students office via email at deanofstudents@champlain.edu or phone at 802-860-2704 or. Employees are encouraged to contact the Champlain College People Center via email at peoplecenter@champlain.edu or phone at 802-651-5800

Contact

Individuals should contact the Dean of Students office (email: deanofstudents@champlain.edu or phone at 802-860-2704 or the People Center (email: peoplecenter@champlain.edu or phone 802-651-5800) with any questions, discrimination complaints, inquiries concerning compliance with regulations or if reasonable accommodations are needed to participate in Champlain College programs or to apply for admission or employment.

Individuals may also contact the following State and Federal agencies concerning the application of nondiscrimination policies and enforcement of rights:

Employees may contact:

Vermont Attorney General’s Office, Civil Rights Unit,

109 State Street, Montpelier, VT 05609-1001

(802-828-3171/VOICE/TDD)

Equal Employment Opportunity Commission

John F. Kennedy Federal Office Building

Government Center, Room 475

Boston, MA 02203

(1-800-669-4000/VOICE or 1-800-669-6820/TDD)

www.eeoc.gov

Students may contact:

United States Department of Education, Office for Civil Rights

J.W. McCormack, Post Office Court House Building, Room 701

Boston, MA 02109-4557

(617-223-9662/VOICE)

Vermont Human Rights Commission

135 State Street, 2nd Floor, Drawer 33

Montpelier, VT 05633-6301

(802-828-2480/VOICE/TDD or 800-416-2010/VOICE)

Equal Employment Opportunity Commission (if the issue arises in a student employment situation)

John F. Kennedy Federal Office Building

475 Government Center

Boston, MA 02203

(800) 669-4000 (voice), (800) 669-6820 (TDD)

www.eeoc.gov

Complaints to Agencies Outside of the College

The College has formal and informal dispute resolution mechanisms that are described in this catalog, and that are available to students on the terms described in this catalog. In addition, if you wish to file a complaint with the College’s accreditor (the New England Association of Schools and Colleges), with the Vermont Department of Education, with the Vermont Human Rights Commission, and/or with the Vermont Attorney General’s Office (employees), the contact information for each entity is, respectively, as follows:

New England Commission of Higher Education, 3 Burlington Woods Drive, Suite 100, Burlington, MA 01803. Phone: (8551) 886-3272; or (781) 425-7785. Web: www.neche.org.
Vermont Department of Education, 120 State Street - Montpelier, VT 05620-2501. Phone: (802) 828-3135. Web: www.education.vermont.gov
Vermont Human Rights Commission, 14-16 Baldwin Street, Montpelier, VT 05633-6301. Phone: (800) 416-2010, x25; Fax: (802) 828-2481; (877) 294-9200 (TTY). Web: http://hrc.vermont.gov.
Vermont Attorney General’s Office, 109 State Street, Montpelier, VT 05609-1001. Phone: (802) 828-3171 (802) 828-3665 (TTY). Web: http://www.atg.state.vt.us.

Disorderly Conduct

Any behavior which disrupts the regular or normal functions of the College community and all communities where Champlain students are carrying out educational activities, including behavior which endangers the health and safety of others, breaches the peace and/or violates the rights of others. Lewd, obscene or indecent behavior is prohibited. Engaging in racist, sexist or other forms of discriminatory behavior is also prohibited.

Emotional Support Animal Policy

Purpose:

Champlain College is committed to supporting students with disabilities who require an Emotional Support Animal (ESA) as part of a documented treatment plan. In accordance with the Fair Housing Act (FHA) and HUD guidance, this policy outlines the process, expectations, and responsibilities for students seeking to bring an ESA into campus housing.

Although it is the policy of Champlain College that individuals are generally prohibited from having animals of any type in College housing (other than fish), Champlain College will consider a request by an individual with a disability for a reasonable accommodation from this prohibition.

Statement:

An Emotional Support Animal provides emotional support, comfort, companionship or therapeutic benefits. A person qualifies for a reasonable accommodation involving an Emotional Support Animal if (all three below must be true):

The person has a disability;
The animal is necessary to afford the person with a disability an equal opportunity to use and enjoy the residence halls; AND
There is an identifiable relationship between the disability and the assistance the animal provides.

Emotional Support Animals are allowed generally within the residence halls, but not in other College buildings or College vehicles. The College will not, however, permit Emotional Support Animals in residence halls if they pose a direct threat to the health or safety of others; would cause substantial physical damage to the property of others; would pose an undue financial and administrative burden; or would fundamentally alter the nature of the College’s operations.

ESA Eligibility Requirements

Species & Size

Animals must be safely and reasonably housed in residential spaces.

Permitted Species (case-by-case based on care needs and behavior):

Dogs (≥ 1 year old)
Cats (≥ 6 months old)
Rabbits, guinea pigs, hamsters, gerbils
Non-carnivorous fish (in tanks ≤ 10 gallons)
Small, non-aggressive domesticated birds
Turtles (small, non-venomous, case-by-case)
Other animals considered on a case-by-case basis

Generally Not Permitted:

Snakes and most reptiles
Most rodents (e.g., rats/mice, evaluated case-by-case)
Ferrets
Spiders and insects
Exotic or wild animals
Barnyard animals
Endangered or venomous species
Any species requiring live prey or special heating/humidity equipment is not permitted in campus housing

Champlain reserves the right to deny any animal that poses a direct threat to the health or safety of others, would cause substantial property damage, or would impose an undue administrative burden. Additionally, because Champlain College housing is communal living with shared bathroom and laundry space; and not private dwellings, Champlain College policy prohibits animals which are known to carry zoonotic diseases not otherwise treated by vaccinations. This includes caged rodents and reptiles with cages that need to be cleaned, as the communal nature of sinks in the residence halls are used for fellow residents to brush teeth, wash faces and hands, or wash clothes, and cleaning the cage in these spaces would be unsafe/unhealthy for communal usage.

Weight & Spatial Considerations

Recommended weight limit: 40-50 lbs, depending on room size.
Crate or enclosure must fit comfortably in a shared room without impeding roommates or violating fire codes.
Larger animals may be denied based on the inability to accommodate their needs or maintain safe living conditions.

Age, Health, and Behavior Requirements

Minimum Age:

Dogs: 1 year
Cats: 6 months
All animals must be fully vaccinated and weaned.

No puppies or kittens will be approved. Exceptions may be made for smaller animals with brief maturation periods (e.g., hamsters).

Health and Hygiene:

Must provide proof the animal is under ongoing veterinary care with:
- Current vaccination records - animals must be fully vaccinated (no boosters left in a series)
- Annual clean bill of health
- Spay/neuter documentation
Must be free from zoonotic diseases (transmissible to humans).
Flea, tick, and parasite prevention is required.
According to Burlington city ordinances, cats (starting April 1, 2026) and dogs over 6 months old, must be registered and licensed by the city annually. State of Vermont - Registrations and Licensing

Student Responsibilities

Ownership and Relationship:

Students must have owned or been the primary caregiver for the animal for at least 6 months prior to the request.
An animal in the process of being adopted/acquired typically will not be considered for an emotional support animal.
The student’s licensed provider (not related to the student) must speak to the therapeutic role of that specific animal, not general benefits of animals. (Students should speak directly to their Champlain College counselor or Student Health staff member to determine if it would be appropriate for that office to provide documentation.)

Training and Supervision:

Animal must be housebroken (e.g., uses litterbox or is trained to eliminate outdoors).
Cannot be left alone:
- More than 4-6 hours during the day
- Overnight
Animal must be crated or safely contained when the student is absent or during maintenance visits.
Waste must be disposed of in trash receptacles outside.

Location and Behavior:

ESA must remain in the assigned residence hall room.
Not permitted in:
- Classrooms
- Shared kitchens or laundry rooms
- Bathrooms
- Common areas

Violations may be adjudicated through the Community Standards process and may result in sanctions or removal of the ESA.

Emergency Planning:

Students must designate a non-student emergency caregiver within 2 hours of campus who can remove the ESA in case of illness, emergency, or relocation.

Application Process

Timeline

Requests must be submitted the semester or season prior to intended move-in:

Fall Semester: June 15
Spring Semester: December 1

Champlain College will accept and consider requests for reasonable accommodation in campus housing at any time. The individual making the request for accommodation should complete and submit their request to the Office of Accessibility as soon as practicably possible before moving into campus housing. However, if the request for accommodation is made after the deadline for a particular semester, Champlain College cannot guarantee that it will be able to meet the individual’s accommodation needs during the same term of occupancy.

If the need for the ESA accommodation arises when an individual already resides in Champlain College housing, the student should contact the Office of Accessibility and complete their Emotional Support Animal accommodation request as soon as is reasonably possible. The College cannot guarantee that it will be able to meet the accommodation needs during the semester or term in which the request is received.

No Emotional Support Animals may be kept in College housing until final approval is sent to the individual making the request by the Office of Accessibility.

Required Documentation

Completed Emotional Support Animal Accommodation Request Form
Emotional Support Animal Accommodation Request - Provider Form from a licensed treatment provider (with an established relationship)

The above forms, found on the Office of Accessibility website, must be completed before any other documentation is submitted for an assistance animal. Upon receipt and review, the Office of Accessibility will communicate if it is appropriate to move forward with next steps with the student. Documentation from a vet will not be reviewed until such time as the student has received communication about next steps from the Office of Accessibility.

Up-to-date veterinary documentation (a clean bill of health and vaccination documentation - proof of rabies vaccination as well as FVRCP for cats and distemper for dogs)
Complete an online agreement with the Office of Accessibility
Meet with the Office of Housing & Residential Life regarding the rules and expectations for having an animal on campus
Complete an agreement with the Office of Housing & Residential Life.
Proof of spay/neuter and flea/tick prevention
Emergency contact form
Proof of VT license information (for dogs)

ESA Approval Scope

Approval is typically limited to one ESA per student.
In shared rooms: Only one ESA total is typically allowed (even if multiple students are approved).
ESA approval does not guarantee a single room.
College staff may conduct room inspections to assess compliance and animal welfare.
Students with prior ESA violations may be denied future ESA accommodations.

Limitations and Sanctions

Grounds for Denial or Removal

Incomplete documentation
Animal poses a health or safety risk
Excessive damage or disruptions
Non-compliance with ESA rules
History of infractions or prior ESA removal
The animal is in the process of being adopted
The space needed for the cage/crate in which the animal will be housed when the student is away from the room is too large for available assigned housing space;
The animal’s presence otherwise violates individuals’ right to peace and quiet enjoyment;
The animal is not housebroken or is unable to live with others in a reasonable manner;
The animal’s vaccinations are not up-to-date, or vaccination records are not provided;
The animal poses health risks from zoonotic diseases or safety concerns regarding containment that cannot be sufficiently mitigated for inclusion in the communal living setting.
The animal poses or has posed in the past a direct threat to the individual or others such as aggressive behavior towards or injuring the individual or others;
The animal causes or has caused excessive damage to housing beyond reasonable wear and tear; or
The owner does not comply with the responsibilities agreed to prior to receiving final approval.

Possible Consequences (through the Community Standards process)

Removal of animal
Cleaning or damage fees
Behavioral sanctions

Additional Information

ESA requests are separate from Service Animal requests, which do not require approval but should be communicated to the College.
Students may be asked to update documentation annually.
Champlain is not responsible for ESA-related maintenance, enclosure repairs, or pest control.

Hazing Policy

Introduction

Champlain College is committed to fostering a safe, respectful, and inclusive community where all community members can thrive academically and personally. This comprehensive hazing policy establishes clear standards, procedures, and consequences to prevent and address hazing behaviors within our campus community.

Hazing undermines our core institutional values of respect, integrity, and community. It is not merely a violation of policy but also represents a fundamental breach of the trust that binds our community together. Champlain College has zero tolerance for hazing in any form and is committed to holding individuals and groups accountable for violations of this policy.

All members of our community share responsibility for creating a campus culture that rejects hazing and promotes healthy, respectful, and meaningful group bonding activities. This policy serves as a foundation for that commitment and as a resource for understanding our collective obligations in preventing hazing behaviors.

This policy is intended to be consistent with State law and further information about this law can be found here at State of Vermont Hazing Law.

Purpose & Scope of the Policy

This policy aims to:

Define hazing and prohibited behaviors
Establish reporting mechanisms for suspected hazing incidents
Outline investigation procedures and disciplinary actions
Promote education and awareness about the dangers of hazing
Ensure compliance with state and federal laws regarding hazing

This policy applies to all members of the Champlain community, including but not limited to students, student groups, employees, volunteers, and affiliates. It covers conduct that occurs on or off campus, online and in virtual spaces, and during academic terms and breaks. This policy applies regardless of a student’s voluntary willingness to participate in the activities in question.

Definitions

Respondent: Any student, employee, volunteer, affiliate, or organization, club, team, or College-affiliated group alleged or reported to have violated this Policy.

Complainant: The person(s) who initiates a complaint by alleging or reporting that an individual or group violated this Policy. Champlain College can also be a Complainant.

Hazing: Any intentional, knowing, or reckless act committed by a person (whether individually or in concert with other persons) against another person or persons regardless of the willingness of such other person or persons to participate, that is committed in the course of an initiation into, an affiliation with, the maintenance of membership in, or the holding office in, a Student Organization (as defined below) or other College-affiliated group.

Hazing also causes or creates a risk, above the reasonable risk encountered in the course of participation in Champlain College or the organization (such as the physical preparation necessary for participation in an athletic team), of physical or psychological injury including:

whipping, beating, striking, electronic shocking, placing of a harmful substance on someone’s body, or similar activity;
causing, coercing, or otherwise inducing sleep deprivation, exposure to the elements, confinement in a small space, extreme calisthenics, or other similar activity;
causing, coercing, or otherwise inducing another person to consume food, liquid, alcohol, drugs, or other substances;
causing, coercing, or otherwise inducing another person to perform sexual acts;
any activity that places another person in reasonable fear of bodily harm through the use of threatening words or conduct;
any activity against another person that includes a criminal violation of local, State, Tribal, or Federal law; and
any activity that induces, causes, or requires another person to perform a duty or task that involves a criminal violation of local, State, Tribal, or Federal law.

Student: Any person who is registered for courses at the College. Individuals no longer enrolled for a particular semester, but maintaining a continuing relationship with the College (for example, on an approved leave of absence), are considered students. Individuals enrolled in undergraduate, graduate, and certificate courses are considered students.

Student Organization: Any two or more student(s) in an organization (recognized or unrecognized).This includes but is not limited to groups recognized by SGA, those seeking and securing funding through SGA, unrecognized groups operating without SGA funding, student clubs, teams, varsity teams, and Esports. For the purposes of this policy, student organization is used as an umbrella term encompassing all of these student groups, whether recognized or unrecognized.

Reporting

Any Chamlain College student or employee who believes that the Hazing Policy has been violated may submit a report alleging hazing.

Hazing complaints against College employees: should be directed to the People Center. People Center contact info: peoplecenter@champlain.edu or phone at 802-651-5800.

Hazing complaints against College students: should be directed to the Dean of Students Office. Reports can also be made through the online Incident Reporting form found on the Champlain College website.

Dean of Students contact info: deanofstudents@champlain.edu or phone at 802-865-2704.

In the event of an imminent or emergency need, please contact Champlain College Campus Public Safety at 802-865-6465 or by calling 911.

Reports of a policy violation can be made anonymously to the reporting channels outlined above. However, anonymity may inhibit the College’s ability to respond to an allegation or a concern.

In instances where alcohol and/or drugs may be a factor in reporting a potential policy violation, those reporting the violation should review and may be covered by the College’s Medical Amnesty & Good Samaritan Program.

Clery Act & SCHA Reporting

All higher education institutions that receive Federal funding, including the College, are obligated to issue publicly an Annual Security Report (“ASR”), which identifies the number of particular reported crimes on campus, or campus property, or adjacent to campus. The ASR does not include identifying information about the Complainant or Respondent.

All higher education institutions that have campus police forces or security departments must maintain a daily crime log that includes entries for all crimes that occur within both the Clery geography and the campus public safety staff’s regular patrol route. The crime log does not include identifying information about the Complainant or Respondent.

Hazing incidents will be included in the College’s ASR and crime log.

Hazing Investigation & Adjudication Procedures

Complaints, investigation, and adjudication against College employees will be handled by the People Center Leader or their designee(s).

Complaints, investigation, and adjudication against College students will be handled by the Dean of Students or their designee(s).

Depending on the role of the Respondent in the initial complaint, the appropriate College staff will conduct an intake meeting with the person making the complaint, known as the “Complainant.”

The Complainant’s wishes with respect to supportive measures and their availability;
The process for making a complaint;
If appropriate, the Informal Resolution Process;
Immediate physical safety and emotional well-being needs;
Notifying the Complainant of the right to contact law enforcement and seek medical treatment (and the right to decline to do so), and the important of preservation of evidence;
Notifying the Complainant of the right to be assisted by the College in contacting law enforcement;
Notifying the Complainant of reporting options on and off campus;
Assessing for pattern evidence or other similar conduct, if possible;
Explaining the Amnesty Policy;
Explaining the College’s policy prohibiting retaliation;
Explaining that if the complaint involves a Clery crime or hazing incident, the College will notify Campus Public Safety of the report to assess the need to (1) enter the report into the College’s daily crime log; and (2) issue a timely warning as defined by the Clery Act, and assure the Complainant that any such reports will not include the Complainant’s personally identifying information;
Explaining that the Complainant may request accommodations related to the Resolution Process through the Office of Accessibility.

The appropriate College staff next determines whether the situation described in the complaint if true would constitute hazing as prohibited by this policy. If so, the College will formally initiate an investigation into the matter, unless Informal Resolution, as described below, is pursued. If it is determined that the situation would not constitute hazing even if true, the Complainant may be addressed under another policy where appropriate.

The College also may institute interim measures against a student, student group, or an employee while responding to or investigating an allegation of hazing. In response to all reports of Hazing, the College will make an immediate assessment of any risk of harm to the involved parties and to the broader campus community and will take steps necessary to address those risks.

Notice

If the College initiates an investigation of a violation of this Policy it will provide a written notice (by electronic or other means) to the person(s) or student organization(s) who is the subject of the complaint, known as the “Respondent”. This notice will promptly inform them that an investigation has begun and they will be given an opportunity to respond to the allegations.

This notice will include:

Information about the College’s resolution processes;
A statement of the allegations of behavior potentially constituting a violation of this Policy, including sufficient details known at the time such as the date and location of the alleged incident, if known;
A statement that the Respondent(s) is presumed not responsible for alleged conduct and that a determination regarding responsibility is made at the conclusion of the process;
Information regarding the College’s presumption of good faith reporting and a summary of the College’s False Report policy;
Notification that Respondent(s) may have an advisor of their choice, who may be, but is not required to be, an attorney;
Notification that taking any retaliatory action (directly or through others) against any person because they are involved in the investigation is prohibited and will be considered a separate violation of College policy;
The right to suggest witnesses and provide evidence to the investigator(s);
The right to request accommodations related to the process through the Office of Accessibility.

Investigation

If a complaint falls within the scope of this policy, the College will assign an independent and objective investigator(s) to investigate the complaint.

Final Report

Adjudication

The People Center, the Dean of Students Office, or their designee(s) will review the Final Report and determine whether a violation of this Policy has occurred. They will use a preponderance of the evidence standard to make this determination regarding responsibility. If found responsible for violating this policy, the College will also determine appropriate disciplinary sanctions, if applicable.

If found responsible, a Respondent(s) may be subject to a range of disciplinary sanctions including those listed in the Student Code of Conduct, the People Center, the College Catalog, or the Faculty Handbook, if applicable.
If the Respondent is found not responsible, the case will be closed and records kept in accordance with College records retention policy.

Notice of Outcome

Once a finding of responsibility has been made, the College will provide a written notice (electronic or by other means) to the Respondent(s) that will include the finding of responsibility, any disciplinary sanctions (if applicable), and information on the appeal process.

Appeal Procedures

Respondent(s) who have been found responsible for violating this Policy have the right to appeal decisions and sanctions made through the process outlined above. Appeals are heard by an Appellate Officer.

For matters in which the Respondent is a student: All appeals must be made in writing and sent to the Office of Community Standards through the reporting form located on their website and included in the resolution letter. For students, an appeal of any decision must be received within ten (10) business days after the Respondent has been informed of the decision.

For matters in which the Respondent is an employee: All appeals must be made in writing and sent to the appropriate People Center staff or designee(s) at peoplecenter@champlain.edu. For employees, an appeal of any decision must be received within ten (10) business days after the Respondent has been informed of the decision.

A Respondent(s) may appeal a determination regarding responsibility and/or remedies or sanctions on the following bases:

there was a procedural error that unfairly affected the outcome;
there is new information that was not reasonably available during the investigation and resolution process that would have affected the outcome;
the investigator or decision-maker had a conflict of interest or actual bias for or against one of the parties that materially affected the outcome;
the sanctions imposed are disproportionate to the nature and severity of the offense.

The role of the appeal officer is limited. Appeals are not intended to be a full rehearing of the reported conduct. Appeals are confined to a review of the record on the grounds stated above. The individual appealing carries the burden to demonstrate that either the alleged procedural error, the proposed new evidence, or the alleged bias/conflict of interest affected the outcome of the proceeding, or that the sanctions/remedies imposed are disproportionate to the nature and severity of the offense. The party who submits the written appeal will be the “appellant,” and the other party will be the “appellee.”

The College will appoint the Appellate Officer and will notify the Respondent of that appointment. The appeal officer will not be someone with any involvement in the matter up to that point and will be appropriately trained. The Appellate Officer will determine whether any grounds for the appeal are substantiated. If the Appellate Officer determines that none of the grounds are substantiated, the Appellate Officer will share that determination and rationale with the College. The College or designee will notify the Respondent of that outcome. If the Appellate Officer determines that one or more grounds for the appeal is/are substantiated, the appeal officer will take appropriate action as indicated below.

Informal Resolution of a Complaint

If informal resolution is pursued and resolves the matter successfully, no official findings of responsibility are made about the existence of hazing behavior. Rather, emphasis is placed on identifying the source of the problem(s) in the complaint and exploring ways the complaint can be resolved. The College will maintain a record of the outcome of all informal resolution efforts.

The procedures for such informal resolutions will be determined at the discretion of the College with the agreement of the involved parties, as appropriate.

Retaliation

Retaliation includes adverse action taken by any person over whom the College has some measure of control (e.g., faculty, staff, students, and covered third parties) against a person because they have made a good faith report of hazing and/or because they have participated in any proceeding under this Policy. Adverse action includes conduct that threatens, intimidates, harasses, coerces or in any other way seeks to discourage a reasonable person from engaging in activity protected under this Policy. Retaliation can be committed by or against any individual or group of individuals, not just a Respondent or Complainant. Retaliation does not include good faith actions lawfully pursued in response to a report of hazing.

Further information about the College’s Retaliation Policy and reporting retaliation can be found in the College Catalog.

Reporting Retaliation

Prevention and Awareness Educational Programs

The College will provide hazing prevention and awareness programs including education on this Policy and primary prevention strategies intended to stop hazing before hazing occurs, which may include skill building for bystander intervention, information about ethical leadership, and the promotion of strategies for building group cohesion without hazing. This includes:

Online educational modules to be completed by each new incoming student;
New Student Orientation educational sessions on bystander intervention, campus safety and security, hazing prevention and response, and how to report concerns;
Hazing awareness and prevention training to be delivered to student organization, clubs, and teams throughout the 2025-2026 academic year;
Bystander intervention training available to employees and students, specific training for student leaders;
Annual notice and training to Campus Security Authorities (CSAs) related to their obligations to report possible Clery Act crimes, including hazing incidents.

ID Card Use & Replacement Policy

About the Champlain ID card

The Champlain College ID card is issued to all eligible community members and identifies a cardholder as a current member of the College community. The Champlain ID may be used in accordance with College policies and conditions for library services, meal plans, recreation and fitness access, as well as electronic door key access to College facilities.

All Champlain ID cards are the property of Champlain College, should be carried at all times, and must be surrendered to an appropriate College representative when requested (including Campus Public Safety). For the purposes of this policy, the “cardholder” is defined as the Champlain community member who is named and pictured on the ID card. Champlain ID cards are non-transferable; lending an ID to anyone for any purpose is prohibited and may result in disciplinary action. Altering or lending a Champlain ID, whether intentional or unintentional, to misrepresent identification may subject the cardholder and/or unauthorized user to disciplinary action.

For the cardholder’s protection, report card loss immediately within the WebCard system or by contacting Compass Student Services and/or Campus Public Safety.

For Champlain students

All on-campus students are provided with a student ID card upon enrolling in their first semester with the College. This original card is provided free of charge. Replacement cards can be accessed using the process outlined below. Only the individual whose name appears on the card is authorized to use that card. Any misuse or misrepresentation of the student ID card or identity, including allowing a guest to gain access to a residence hall or dining hall, may result in disciplinary action through the Conduct Review Process.

For Champlain employees

All employees are provided with an employee ID card upon beginning their employment with Champlain College. This original card is provided free of charge. Replacement cards can be accessed using the process outlined below. Any misuse or misrepresentation of the employee ID card or identity may result in disciplinary action. Upon termination or resignation of employment, employee ID cards must be returned to the employee’s immediate supervisor.

Replacing a Champlain ID card

Replacements due to loss, damage, or requested photo update require cardholders to pay a replacement fee. Replacements due to defective materials or legal/preferred name change are provided free of charge. Details of the replacement policies are as follows:

The card has been lost. In all instances of loss, the cardholder is responsible for a replacement fee of $20.
1. In cases where the cardholder has recovered a previously lost card, that card can be reactivated free of charge. Cardholders may only have one active card in their possession at any given time.
The card no longer reflects the correct legal or preferred name. In all instances of name updates, the ID is replaced free of charge.
The card photo is no longer satisfactory.
1. If the cardholder wishes to update their ID photo for aesthetic reasons, the cardholder is responsible for a replacement fee of $20.
2. If the photo has worn off due to use or defective laminate, the card will be replaced free of charge.
The card no longer works in machines requiring magstripe swipe (residence hall room, dining hall, vending, fitness center, library, etc.).
1. If the cause is defective coding, this can be fixed by the Compass Student Services team. No replacement needed. If the ID cannot be fixed by the team, it will be replaced free of charge.
2. If the cause is damage to the magstripe itself, the cardholder is responsible for a replacement fee of $20.
The card no longer works at proximity entry locations (labs, exterior residence hall door, etc.).
1. If the cause is defective coding, this can be fixed by the Compass Student Services team. No replacement needed.
2. If the cause is a defective proximity chip, the card will be replaced free of charge.
3. If the cause is damage due to bending, cracking, punching of holes, etc., the cardholder is responsible for a replacement fee of $20.

Immunzation Policy

Per Vermont state law, all full-time and part-time students born after 1956 who are enrolled in post-secondary schools are required to have all of the following immunizations. Proof of these immunizations must be kept on file at the Student Health Center.

Tdap (Tetanus, Diphtheria, Pertussis) - 1 dose
MMR (Measles, Mumps, Rubella) - 2 doses or positive titers
- 1st dose after 1st birthday
- At least 4 weeks between dose 1 and 2
Meningococcal (Meningitis) ACWY, - 1 dose required for all students living ON campus, must be received on or after 16th birthday
Varicella (Chickenpox) - 2 doses, positive titer, or documentation of history of disease (using VDH Documentation form, found in health services drive and the HUB - search “Varicella”)
- At least 4 weeks between dose 1 and 2 (if over 13 years old)
Hepatitis B - 3 doses or positive titer
- At least 4 weeks between dose 1 and 2
- At least 8 weeks between dose 2 and 3
- (2 doses based on brand: Heplisav B vaccine for adults 18+ is only 2 doses)

Failure to provide proof of these immunizations will result in students being unable to register for classes, and residential students may not be assigned a room.

COVID-19 and influenza vaccination are strongly recommended but not required.

Information Systems, Computer & Network Services Policies

For the most up-to-date computer and network policies, visit https://www.champlain.edu/is-policies

Intellectual Property Policy

Preamble.

Evolving policy, legislation and case law have, over the years, caused uncertainty in the area of the ownership of intellectual property in college and university settings. In addition, the interest in emerging technologies, electronic learning and college partnerships with, and sponsorships from, the private business sector have highlighted the need for Champlain College to update and clarify its policies regarding the ownership and use of intellectual property.

Champlain College recognizes the long standing academic freedom exception to college ownership of traditional faculty produced academic materials. The College adopts this policy to clarify the extent of the preservation of this exception and in the spirit of fairness between the faculty and the College in a new and changing academic environment.

Scope of Policy.

Acceptance of this policy is a condition of employment, continued employment, employment renewal or student enrollment at Champlain College. This policy applies to faculty, staff and other College employees, and students of the College. As this policy is designed to clarify and publish current College practices regarding intellectual property, this policy shall also apply to all current faculty, staff and other College employees, and students. Faculty shall include all faculty, adjuncts, visiting professors and faculty hired to teach a specific course, including summer and evening sessions and distance learning. Staff and other employees shall include all other persons employed by the College who are not faculty. Students who are also employed by the College shall be considered other employees for purposes of this policy. Students shall include all full or part-time graduate or undergraduate students, regardless of whether the student receives financial aid from the College. The terms of this policy shall survive the termination of employment of any employee of Champlain College, and the termination or graduation of any student of the College.

By way of background, U.S. copyright law generally provides that initial ownership of copyright vests with the author of the work. The “Work for Hire” doctrine codified in the federal Copyright Act provides that in the case of works prepared by employees within the scope of the employee’s employment, the employer is presumed the author of the work and owns all rights in the copyright unless the parties have agreed otherwise in writing. There is no exception under this Work for Hire doctrine for faculty produced academic course materials and scholarly articles. Champlain College wishes to retain the long standing common law tradition of the “academic exception” to the Work for Hire doctrine for traditional works as set forth below.

A. Traditional Works. Except as otherwise stated in this Intellectual Property Policy, Champlain College adopts as policy the long standing tradition that faculty and students own the copyright to their pedagogical, scholarly, or creative works, and recognizes this policy as an exception to the Work for Hire doctrine. This exception applies to traditional literary works developed from scholarly activities such as books, articles, plays and poetry, and also includes syllabi, lecture notes, tests, online tutorials, and other pedagogical works, regardless of medium, and regardless of whether this information is posted on the Champlain College web site, and even though these works may have been created within a faculty member’s scope of employment. To the extent that copyright ownership in these Traditional Works does not automatically vest with the individual faculty member/author of the work, Champlain College hereby transfers and assigns to such faculty member/author all rights, title and interest in the work.

B. Non-Traditional Works and Exceptions. All other works, including but not limited to, materials created for “Master Classes,” “Master Modules,” online courseware for distance learning classes, and works which the College declares itself as the internal sponsor of the work, shall not be considered Traditional Works within the academic exception. These works are generally created jointly with the College, and/or with significant investment by the College. They shall be considered Works for Hire regardless of the amount of College resources actually expended, and Champlain College shall therefore be the author of copyrightable works falling under this category and shall own the copyright in these materials and all of the rights appurtenant to such ownership. A non-exclusive, perpetual, royalty free license is hereby granted to faculty members who create syllabi, lecture notes, tests and other similar Traditional Works used as content delivered under or within the framework of the Master Classes, Master Modules, and/or distance learning programs, allowing the faculty member to use such materials, update and alter them, and make derivative works from them, in their scholarly endeavors at Champlain College or elsewhere.

Programs financed by government grants or governed by contracts with outside parties or sponsors often require the College to agree to certain provisions governing copyright ownership. Some programs require that the copyrights and other intellectual property generated under the funded or sponsored project be donated to the public domain, licensed without conditions or otherwise handled in the interest of the public good. In any event, the College must have full authority to negotiate, enter into and deliver such contracts, including provisions governing copyright ownership. As such, it is the policy of Champlain College that the College shall own the copyright, and retain an irrevocable right to assign the copyright, to all works created pursuant to or otherwise arising under programs or projects financed by government grants or governed by contracts with outside parties or sponsors and the College faculty, staff, other employees and students whose activities are covered by such agreement, in the sole determination of the College, shall do all things necessary to enable the College to fulfill its contractual obligations. In this instance, the College shall notify each dean or project director of the obligations with respect to copyright relating to his or her particular activities, however the failure of the College to so notify shall not relieve the faculty, staff, other employees or students of their obligations in this regard. It is the intention of Champlain College to attain from government or other third party sponsors the right of student or faculty attribution for such works. In the case of web sites created by faculty and students for third parties, it is generally the intention of Champlain College to transfer ownership of the copyright in the web site and the materials contained therein to the third party while retaining the right of attribution in the faculty, students and the College.

C. Computer Software. Copyright in computer software (which term shall include user manuals and other accompanying explanatory materials and related computerized databases) created by an individual member of the faculty or a student for their scholarly activities will generally reside with the author under the academic exception mentioned above. However, copyright in computer software created by faculty, staff, other employees or students shall reside with the College in the following circumstances:

(i) When the computer software has been developed for use by the College; or pursuant to an agreement between the College and an outside party or sponsor in which case copyright ownership shall be governed in accordance with the terms of the agreement;

(ii) When development has been a joint or team effort such that the identity of the project resides with the College and not with particular individuals;

(iii) When there has been substantial or special use of College resources, or resources specifically earmarked for the computer software development, or the assistance of College personnel including students; and

(iv) When Champlain College declares prior to the creation of the computer software that it is the internal sponsor of the work because the identity of the project is expected to reside with the College, or substantial College resources are expected to be used or are earmarked for the project, or the ownership of the copyright in the computer software is otherwise in the best interests of the College or in furtherance of the College’s mission.

Champlain College shall determine in its sole discretion whether a work falls under subparagraphs (i)-(iv) above, with the understanding that the use of College resources or personnel commonly available to all faculty, staff, other employees and students, such as libraries, offices, staff or secretarial support, and office equipment shall not constitute substantial or special use of College resources. Such determinations shall be binding upon all persons covered by this policy.

Faculty who intend to create computer software should reach agreement with the College’s Senior Vice President for Finance & Administration in writing on copyright ownership prior to the creation of the software.

When copyright in computer software resides with the College, the College may choose to assign the copyright to the faculty member or student involved in the creation and the College, as a condition of such assignment, may retain rights in the copyright, including the right to receive royalty or other income payments. If no assignment occurs, the faculty or students involved in the creation of the computer software (as reasonably determined by the College) are hereby granted a non-exclusive, perpetual, non-transferable, royalty free license to use the software for scholarly purposes at Champlain College or elsewhere.

Patents.

The owner of the copyright to a work pursuant to this policy shall have the exclusive right to apply for, pursue, register and own one or more patents on or related to such work, including computer software that is also patentable. All faculty, staff, other employees and students agree to execute such documents or render such assistance, and take such other actions as the College may reasonably request, at the College’s expense, to apply for, register, perfect, confirm or protect the College’s right to pursue this intellectual property; and the College similarly agrees to execute such documents or render such assistance, and take such other actions as the individual faculty member, staff, or student may reasonably request, at such individual’s expense, to apply for, register, perfect, confirm or protect such individual’s right to pursue this intellectual property.

Use of Consultants and Independent Contractors.

Under copyright law, copyright ownership of works created by outside consultants and independent contractors generally resides with the outside consultant or contractor, and not with the College or the person hiring the outside party. As such, College personnel hiring outside consultants and independent contractors (keeping in mind that in many instances students may also be considered independent contractors) shall observe the precaution of using a written agreement including the assignment of copyright and other intellectual property rights to the College. Assistance in drafting this agreement, or in obtaining a form agreement, is available from the Office of Finance & Administration

Prosecution of Infringements.

The copyright owner shall have the right to prosecute infringements. In the event that the College is not the owner, the owner fails to prosecute an infringement upon the demand of the College, and the College is receiving income from the copyright or shall otherwise benefit from prosecution, the College shall have the right to prosecute the infringement and receive any resulting awards or settlements.

Use of Copyrighted Material by Faculty, Staff and Other College Employees, and Students of the College.

Champlain College, as an educational institution that is both a consumer and producer of information, supports the College community’s responsible and good faith exercise of fair use of copyrighted materials in pursuit of the College’s educational mission. The College is committed to complying with laws protecting the rights of copyright holders, while recognizing that those rights are limited by fair use and other provisions of copyright law. The College provides information and resources to educate members of the College community about copyright law, the rights of copyright holders and the exercise of fair use. The faculty, staff and other College employees, the students of the College, and all members of the College community have an obligation to make informed and responsible decisions regarding their use of copyrighted materials and are obligated to comply with copyright law.

Effective Date and Amendment.

This policy shall be effective as of July 1, 2010, and replaces the policy dated July 1, 2008. It may be reviewed periodically by the College and revised in the College’s discretion.

Medical Amnesty & Good Samaritan Program

In the interest of protecting Champlain College students from serious injury due to impairment caused by alcohol or drugs, students should be aware that in ALL cases where safety is at risk, the proper agencies must be contacted for assistance. These agencies include Champlain College Campus Public Safety (802-865-6465), local police or emergency services (911) or a member of the Housing and Residential Life staff (student RA or other Housing and Residential Life professional).

It is our belief that we all have a responsibility to help those in need by seeking the proper medical assistance when necessary. This policy hopes to promote all members of the Champlain College community in seeking out help for themselves or others when assistance is needed for the safety, security, and health of others. If a student is experiencing an emergency, we want their friends and peers to worry about nothing except getting them help.

The program is twofold, applying to both the student experiencing the emergency (Medical Amnesty) and the person(s) who make the call to get them help (Good Samaritan).

This program has the potential to remove formal College disciplinary action, but may still include educational components. In cases where the proper calls are made for assistance, both the impaired student and the student assisting may not be subject to formal disciplinary action for being impaired or for providing alcohol or drugs. Students involved in these incidents will participate in a meeting with the Office of Community Standards and may be referred for assessment/counseling. Families may be notified, but there will not be punitive sanctions. This resolution is available for isolated incidents and does not excuse or protect those who repeatedly violate the Champlain College’s Alcohol, Cannabis, and other Drug Policy. It is our belief that we all have a responsibility to help those in need by seeking the proper medical assistance when necessary.

Possession or Misuse of Weapons

Possessing or using weapons, ammunition, explosives, flammable substances, or other dangerous devices is prohibited. Weapons are defined as any object or substance designed or used to inflict a wound, cause injury, or incapacitate, including but not limited to all firearms, airsoft guns, pellet guns, air pistols, air rifles; any dirk, bowie knife, switchblade knife, ballistic knife or any other knife having a blade of three or more inches; black jacks, metal knuckles, fireworks, explosives and biological agents. Realistic replicas and facsimiles of weapons are also considered weapons and are therefore prohibited. The use of implements or substances not commonly used as a weapon or not expressly prohibited by this section may be a violation of this policy if used or brandished as a weapon. The use of mace or tear gas will not be a violation of this policy if used solely for self-defense. Due to their realistic likeness to weapons and potential for causing community alarm, possession or use of toy or replica weapons in a College-sanctioned activity or academic program must be approved in advance by Campus Public Safety. Exceptions can be granted only by the Campus Public Safety Office or on-duty police officers on campus in an official capacity.

Possessing or using weapons, ammunition, explosives, flammable substances, or other dangerous devices in violation of any law or ordinance

Pregnancy and Parental Status Non-Discrimination Policy

I. Introduction and Notice of Non Discrimination

Champlain College (“Champlain” or the “College”) is dedicated to fostering a welcoming, accessible, and inclusive environment for pregnant and parenting students, applicants for admission and employment, faculty, administrators, and staff. The College has enacted this Pregnancy Non-Discrimination Policy (the “Policy”) to reflect and maintain its institutional values and community expectations, to inform community members of their rights with respect to pregnancy or related conditions and parental status, and to advise students who are pregnant or have related conditions of reasonable modifications of College programs or activities.

II. Definitions and Prohibited Conduct

Definitions

Pregnancy or related conditions include the following:

Pregnancy, childbirth, termination of pregnancy, or lactation;
Medical conditions related to pregnancy, childbirth, termination of pregnancy, or lactation; or
Recovery from pregnancy, childbirth, termination of pregnancy, lactation, or their related medical conditions.

Parental status is defined as the status of a person who, with respect to another person who is under the age of 18 or who is 18 or older but is incapable of self-care because of a physical or mental disability, is:

A biological parent;
An adoptive parent;
A foster parent;
A stepparent;
A legal custodian or guardian;
In loco parentis with respect to such a person; or
Actively seeking legal custody, guardianship, visitation, or adoption of such a person.

Discrimination and Exclusion

Champlain prohibits discrimination on the basis of sex and gender, including discrimination on the basis of current, potential, or past pregnancy or related conditions, or parental, family, or marital status.

Champlain does not discriminate on the basis of current, potential, or past pregnancy or related conditions, or parental, family, or marital status, in its admissions process, educational, extracurricular, athletic, or other programs, or in the context of employment, including applications.

Champlain will not:

Adopt or apply any policy, practice, or procedure concerning the current, potential, or past pregnancy, or related conditions; or parental, family, or marital status of a student or applicant or employee or applicant that treats any person differently on the basis of sex;
Adopt or apply any policy, practice, or procedure that is based upon whether an employee or applicant is the head of household or principal wage earner in such employee or applicant’s family unit;
Make any pre-admission inquiry as to the marital status of an applicant for admission or applicant for employment, including whether such applicant is “Miss or Mrs.” In determining whether a person satisfies any policy or criterion for admission or employment, or in making any offer of admission or employment, Champlain will treat pregnancy or related conditions, or any temporary disability resulting therefrom, in the same manner and under the same policies as any other temporary disability or physical condition;
Require a student who is pregnant or has related conditions to provide certification from a physician or other licensed healthcare provider that the student is physically able to participate in the College class, program, or extracurricular activity, unless: (1) the certified level of physical ability or health is necessary for participation in that class, program, or extracurricular activity; (2) the College requires such certification of all students participating in the class, program, or extracurricular activity; and (3) the information obtained is not used as a basis for prohibited discrimination; or
Adopt or apply any policy, practice, or procedure, or take any employment action on the basis of sex, concerning the current, potential, or past parental, family, or marital status, or pregnancy or related conditions, of an employee or applicant for employment that treats that person differently, or that is based upon whether an employee or applicant is the head of household or principal wage earner in such employee’s or applicant’s family unit.

Medical Benefits and Other Benefits and Services

Champlain will treat pregnancy or related conditions, and any temporary disability resulting therefrom, as any other temporary disability with respect to College benefits, including medical benefits, fringe benefits, and any other benefits, services, plans, or policies. For employees, this includes commencement, duration and extensions of leave, payment of disability income, accrual of seniority and any other benefit or service, and reinstatement.

III. Reasonable Modifications for Students

Students, or a person who has a legal right to act on behalf of the student, may request reasonable modifications to College programs or activities as a result of pregnancy or related conditions. Requests should be made by contacting the Title IX Coordinator:

Physical Address: Skiff Hall, Room 117

Mailing Address: 375 Maple Street, Burlington, VT 05401

Email: cory.davis@champlain.edu

Phone: 802-865-6428

Students are not required to inform faculty, staff, or any member of the College administration of their pregnancy or parenting status, unless they are seeking modifications.

When the Title IX Coordinator receives notice of a student’s pregnancy or related conditions, the following will be provided and explained to the student by the Title IX Coordinator:
Reasonable modifications of Champlain’s policies, practices, and procedures. Such reasonable modifications will be provided on an individualized and voluntary basis, depending on the student’s needs when necessary to prevent discrimination and ensure equal access to a College program or activity, unless such a modification would fundamentally alter the program or activity. Reasonable modifications can be implemented and coordinated in concert with various Champlain offices depending on individual circumstances, including: the Title IX Office, the Office of Accessibility, the People Center, and others as needed or desired. Reasonable modifications may include breaks during class to attend to related health needs, expressing breast milk, or breastfeeding; intermittent absences to attend medical appointments; access to online or other homebound education; changes in schedule or course sequence; extension of time for coursework and rescheduling of tests and examinations; counseling; allowing a student to sit, stand, or carry or keep water nearby; changes in physical space or supplies (e.g. access to a larger desk or a footrest); elevator access; or other appropriate changes to policies, practices, or procedures.
Access, on a voluntary basis, to any separate portion of the College’s education program or activity, comparable to that offered to students who are not pregnant and do not have related conditions.
If applicable, a voluntary leave of absence from Champlain’s education program or activity to cover, at a minimum, the period of time deemed medically necessary by the student’s physician or other licensed healthcare provider. Upon the student’s return to Champlain’s education program or activity, the student will be reinstated to the academic status, and, as soon as practicable, to the extracurricular status that the student held when the leave began.
Availability of a lactation space, other than a bathroom, that is clean, shielded from view, free from intrusion from others, and may be used by a student for expressing breast milk or breastfeeding as needed.

Supporting documentation will not be requested unless documentation is necessary and reasonable to determine the reasonable modifications or whether additional specific actions are needed.

The College will not require student who is pregnant or has related conditions to provide certification from a healthcare provider or any other person that the student is physically able to participate in a class, program, or extra-curricular activity unless the certified level of physical ability or health is necessary for participation, the certification is required of all participating students, and the information obtained is not used as a basis for discrimination.

IV. Reasonable Modifications for Employees

Employees may request reasonable accommodations as a result of pregnancy or related conditions. Requests should be made by contacting the Title IX Coordinator or Champlain College People Center:

Title IX Coordinator contact info:

Physical Address: Skiff Hall, Room 117

Mailing Address: 375 Maple Street, Burlington, VT 05401

Email: cory.davis@champlain.edu

Phone: 802-865-6428

People Center contact info:

Physical Address: Miller Center at Lakeside Campus, Room 331

Email: peoplecenter@champlain.edu

Phone: 802-651-5800

In working with employees requesting reasonable accommodations, the Title IX Coordinator may work with the People Center in order to provide reasonable accommodations as a result of pregnancy or related conditions.

In the case of an employee with insufficient leave or accrued time to qualify for leave under any College leave policy, including Family Medical Leave, the College will treat pregnancy or related conditions as a justification for a voluntary leave of absence without pay for a reasonable period of time, at the conclusion of which the employee shall be reinstated to the status held when the leave began or to a comparable position, without decrease in rate of compensation or loss of promotional opportunities, or any other right or privilege of employment.

Employees will be provided reasonable break time to express milk or breastfeed as needed. All employees must have access to a lactation space other than a bathroom that is clean, shielded from view, free from intrusion from others, and may be used by an employee for expressing breast milk or breastfeeding as needed.

V. Resolution Procedures

College community members who believe that they have been the target of discrimination on the basis of pregnancy or related conditions, or parental, family, or marital status, and/or who believe they have suffered any other violation of this Policy, are encouraged to report such violations as set forth in the Sex Discrimination and Sexual Misconduct Policy or to the other external agencies and resources listed there.

Prohibited Behaviors

Bullying: repeated and/or severe aggressive behaviors that intimidate or intentionally harm or control another person physically or emotionally.

Causing a Disturbance: Causing, inciting or participating in any disturbance that presents a clear and present danger to self or others, causes physical harm to others, or damage and/or destruction of property. Also includes violations of the College’s Safe Campus Demonstration Policy.

Failure to Comply: Failing to comply with any of the following including but not limited to:

Interference with or failure to comply with a College Official;
Refusal to leave another’s room, office, or designated space when requested to do so;
Complete or attempt to circumvent a sanction(s) issued by the College.

Fire Safety: Prohibited behaviors include:

Arson: Any willful or malicious burning or attempt to burn, with or without intent to defraud, a dwelling house, public building, motor vehicle or aircraft, or personal property or the property or another, etc.
Creating a Dangerous Condition: Creation of a fire, safety, or health hazard.
Interference with Safety Equipment or Alarms: tampering with, disabling, or causing malfunction of fire and safety equipment or alarm systems.
False Reporting of Dangerous Conditions: Giving or causing to be given false reports of fire or other dangerous conditions. Including using a fire extinguisher or other safety device when no emergency exists and setting off a fire alarm when no fire or similar emergency exists.

Intimidation: implied threats or acts that cause a reasonable fear of harm in another.

Misuse of Keys and/or ID: unauthorized possession, duplication, or use of any means of access to any College building utilizing keys or ID cards. Including:

Failing to report a lost key or College identification in a timely manner;
Any misuse of physical or electronic access privileges
Further information can be found in the ID Card Use & Replacement Policy

Physical Assault: intentionally, knowingly, or recklessly causing bodily injury or offensive physical contact to another person, regardless of whether any parties involved sustain injury.

Providing False Information: Failure to identify oneself to College officials and/or forging, tampering with, or altering documents, academic records, or providing false information to College officials.

Theft, Damage, & Vandalism: Theft, damage, or vandalism of College property or the property of another, including goods and services; knowingly taking or maintaining possession of stolen property. Other prohibited behaviors include:

Theft or unauthorized acquisition, removal or use of property, including computer hardware or software.
Stealing cash or merchandise, falsifying time cards or otherwise defrauding an employer during an internship, field experience or work-study placement.

Threatening Behavior: written, verbal, or physical conduct that causes a reasonable expectation of injury to the physical or mental health or safety of any person or damage to property.

Trespassing: Trespassing or unauthorized presence in or on any College property, including residence halls.

Unauthorized Use or Misuse of Champlain College name/brand: Unauthorized use or misuse of name(s) and image(s) of Champlain College or its affiliates.

Violation of Law: Any violation of local, state, or Federal laws. Including,

Failure to accurately report an arrest by any law enforcement agency to the Office of Community Standards within 24 hours of release;
Being charged with or convicted of a crime. If, after acceptance of enrollment, it comes to the attention of the College that a student has been charged with or convicted of a crime, the offer of admission or the privilege of attending Champlain College may be revoked.

Recording Policy

General Principles: It is expected that College affiliates and other attendees at College classes, events, and activities will engage openly and forthrightly with others in educational settings. To this end, the purpose of this policy is to prohibit unauthorized recording, including surreptitious recording, and to provide restrictions regarding the recording of attendees in classes, events, and activities. The policy is intended to foster a spirit of trust and promote the open exchange of viewpoints and ideas within the College community.

Audio- or video-recording, photographing another, or distributing a recording or photograph of another without their consent, particularly when such an act could cause emotional distress.

Definitions:

Recording - refers to the use of any device to film, tape or otherwise take, in any format or medium, audio, video or visual images of another individual, including, without restriction, in-person or via phone or videoconference.
Attendees - includes all individuals who are present, including bystanders, participants and presenters, for class or other course or event content, including, without restriction, lectures, recitations, discussions, presentations, critiques, performances, and office hours, including activities and events within College housing.
Surreptitious - means furtive, secret, hidden or partially hidden.

Authorized Recordings: The College’s authorized personnel may make recordings of College activities in furtherance of the academic and operational needs of the College. Recordings are subject to the following restrictions:

Recording in residence halls: The recording of roommates or other students in residence halls without their explicit consent is strictly prohibited. This includes audio, video, and photographic recordings made in dormitory rooms, common areas within residential buildings, and any other residential spaces where individuals have a reasonable expectation of privacy. Students are expected to respect their roommates’ and others’ privacy and personal space, and any recording that occurs without clear, informed consent from all parties being recorded constitutes a violation of this policy.
Classes: Faculty members may record class and practice sessions after providing notice to students in advance (for example, by notice on the syllabus, on Canvas, or at the first lecture). Students may not record course content, such as lectures, discussions, presentations, critiques, or performances, without advance written permission from the instructor or, in the case of a request for reasonable accommodation for a disability, from the Office of Accessibility. If permission is granted, the recording must not be shared beyond the class members without the written consent of all participants who were recorded.
Meetings: Except as authorized by College personnel, participants in meetings in the course of employment, curricular, extracurricular activities may not record such meetings without the permission of all participants or, in the case of a request for a reasonable accommodation for a disability, from the People Center or Office of Accessibility. If permission is granted, the recording must not be shared beyond the meeting participants without the written consent of all participants who were recorded.
College Events: For College events open to Champlain community members or to the public, such as lectures or performances, the event sponsor should inform attendees before the event if the event is being recorded. Event sponsors also are responsible for informing attendees whether individual recording by attendees is prohibited.

Failure to follow this policy may result in referral to the Office of Community Standards.

Retaliation Policy

The College will take immediate and responsive action to address any report of covered retaliation and will pursue disciplinary action as appropriate. An individual whose good faith activities as described above result in their being protected from retaliation under this policy is entitled to such protection even if the reported conduct is ultimately not found to be in violation.

The People Center and Student Affairs (or Designees) will inform all Parties that the College prohibits retaliation against individuals because they have made Complaints per this procedure, served as witnesses, or otherwise cooperated with investigations, regardless of whether the People Center or Student Affairs ultimately determines that the alleged conduct constituted discrimination or harassment in violation of this policy. Any Complainant or witness who believes they have been subjected to retaliatory behavior should report the conduct to the People Center or Student Affairs immediately. The People Center or Student Affairs will determine whether an investigation is appropriate and, if so, it shall initiate an investigation and make findings under this procedure. Persons found to have engaged in retaliatory conduct are subject to disciplinary action, including, but not limited to, termination of employment or dismissal.

In addition, Champlain College affiliates should be aware that federal civil rights laws make it unlawful for the school to retaliate against an individual for bringing possible civil rights violations to their attention. This includes intimidating, threatening, coercing, or in any way discriminating against an individual because they complained or participated in an investigation.

Reporting Retaliation

If a student believes they’re experiencing retaliation, or have witnessed retaliation against a fellow student, they should contact the Dean of Students office via phone at 802-860-2704 or email at deanofstudents@champlain.edu. Employees are encouraged to contact the Champlain College People Center via email at peoplecenter@champlain.edu.

Sex Discrimination and Sexual Misconduct Policy

I. Introduction and Notice of Non-Discrimination

Champlain College (“Champlain” or the “College”) seeks to maintain a safe learning, living, and working environment for students, faculty, administrators, staff, volunteers, and visitors that is free of all forms of unlawful discrimination and harassment, including sex discrimination, sexual harassment, and sexual misconduct.

The College has enacted this Sex Discrimination and Sexual Misconduct Policy (the “Policy”) to reflect and maintain its institutional values and community expectations, to provide for fair and equitable procedures for determining when this Policy has been violated, and to provide recourse in response to violations of this Policy.

Champlain does not discriminate on the basis of sex and prohibits sex discrimination in any education program or activity that it operates, as required by Title IX, including in admission and employment. The College also prohibits discrimination based on sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity, and that conduct also falls under this Policy.

This Policy also prohibits sexual harassment prohibited under Title IX, Title VII of the Civil Rights Act of 1964, and other applicable statutes against Champlain community members of any sex, sexual orientation, or gender identity in the context of education or employment.

The Policy also prohibits retaliation against a person because they have reported, filed a complaint, or participated in good faith in an investigation of conduct covered by this Policy.

The College strongly encourages all members of our community to take action to maintain and facilitate a safe, welcoming, and respectful environment on campus. In particular, the College expects that all Champlain community members will take reasonable and prudent actions to prevent or stop Prohibited Conduct as defined below. The College strongly supports bystander intervention and supports individuals who choose to take such action and will protect such individuals from retaliation.

Students or employees who are found to have violated this Policy may face disciplinary action up to and including dismissal (students) or termination of employment (faculty or staff).

Champlain also prohibits other forms of discrimination and harassment, including discrimination and harassment on the basis of race, color, national origin, ancestry, age, religious belief, marital status, physical or mental disability, medical condition, veteran status, or any other characteristic protected by federal, state, or local law. Such prohibited conduct is addressed in other College policies prohibiting discrimination, harassment, and retaliation based on protected status.

Inquiries about the application of Title IX or this policy may be referred to the Title IX Coordinator (see Section VI below), the Department of Education’s Office for Civil Rights, or both.

II. Scope of Policy

A. Effective Date and Coverage

This Policy will be used by the College to address incidents alleged to have taken place on or after August 14, 2020.

Any incident alleged to have taken place prior to August 14, 2020 will be addressed through the policies and procedures outlined in the Sexual Misconduct Policy published in the 2019-2020 Champlain College Catalog, and not through the policies and procedures outlined in this Policy.

This delineation of applicable policies and procedures will apply regardless of when the alleged incident is reported.

The College reserves its right to make changes to this Policy at any time.

B. Persons Covered

This Policy applies to all Champlain community members, including students, individuals seeking admission to the College, faculty, administrators, staff, volunteers, vendors, contractors, visitors, and individuals regularly or temporarily employed, conducting business, studying, living, visiting, or having any official capacity with the College or on its property. Champlain College students and employees may be Respondents who are entitled to the policies and procedures outlined in this Policy. Any other individuals who are reported to have engaged in Prohibited Conduct will be provided with any policies and procedures outlined in other College policies and/or agreements as applicable, and/or the College’s handling of such reports as to such individuals will be determined at the College’s discretion.

Students will be held accountable for Prohibited Conduct that takes place between the time an offer of admission is extended and their graduation, completion of their program, or Champlain’s confirmation of their resignation or dismissal. Students who have taken a leave of absence or have withdrawn may be held accountable for allegations of Prohibited Conduct that occurred prior to or during their absence or withdrawal; the student’s conduct file will reflect that the charge(s) is/are pending and the student’s ability to re-enroll may be impacted. Students who graduate may also be held accountable for allegations of Prohibited Conduct prior to commencement, and a hold may be placed on their ability to receive their diploma and official transcripts, pending a hearing and/or completion of sanctions. In the event of serious Prohibited Conduct committed while still enrolled, but reported after the accused student has graduated, Champlain College may pursue action under this Policy, and should the accused student be found responsible, may revoke the student’s degree.

The College strongly encourages reports of Prohibited Conduct regardless of who engaged in the alleged conduct. Even if the College does not have jurisdiction or authority over the Respondent(s), the College will take action, to the extent that it is reasonably able to do so, to provide for the safety and well-being of the involved party(ies) and the broader campus community.

C. Locations Covered

This Policy applies to all domestic and international on-campus conduct, conduct that occurs in the context of a College program or activity, and some off-campus conduct, as described below. The College strongly encourages reports of Prohibited Conduct regardless of location. Even if the Policy does not apply to the conduct because of its location, the College will take action, to the extent that it is reasonably able to do so, to provide for the safety and well-being of the involved party(ies) and the broader campus community. Students participating in third-party study abroad experiences will be subject to the guidelines established by the host institution and may, if deemed appropriate by Champlain College, also be subject to investigation, resolution, and sanction processes under this Policy and/or other Champlain College policies as well.

a. Domestic On-Campus Conduct. This Policy applies to conduct that occurs on-campus (in-person or virtual) within the United States, including conduct that occurs on property or in virtual spaces owned, rented, or managed by the College, including, but not limited to, Burlington’s Main and Lakeside Campuses, Champlain College Online, temporary residential housing locations, and Champlain College’s virtual learning spaces.

b. International On-Campus Conduct. This Policy applies to conduct that occurs on Champlain College’s international campuses in Montreal, Canada and Dublin, Ireland, and on property that is owned, rented, or managed by the College.

c. College Programs. This Policy applies to conduct that occurs in the context of College employment or College-managed educational programs or activities, including, but not limited to, Champlain study abroad, or internship programs. It also applies to admissions.

d. Off-Campus Conduct. This Policy applies to conduct that occurs off campus and has continuing adverse effects on, or creates a hostile environment for, any member of the Champlain community on-campus or in any College employment or education program or activity.

D. Scope of Jurisdiction

The Policy encompasses Prohibited Conduct and locations that go beyond the scope of Title IX regulations issued by the U.S. Department of Education in May 2020 (“2020 Title IX regulations”). If the alleged Prohibited Conduct falls within the Scope of the 2020 Title IX regulations, the investigation and resolution process (if any) will be overseen by the Title IX Coordinator. If the alleged Prohibited Conduct is entirely outside the scope of the 2020 Title IX regulations, the investigation and resolution process (if any) will be overseen by the Office of Community Standards, the People Center, or both, depending on whether the parties involved are students, employees, or both.

Title IX encompasses Title IX Sexual Harassment and Title IX Sex Discrimination, as defined below (Section III.A.1 and III.A.2) and Title IX Retaliation (Section III.A.3).

III. Prohibited Conduct and Other Definitions

A. Prohibited Conduct

1. Title IX Sexual Harassment

Title IX Sexual Harassment means sexual harassment and other harassment on the basis of sex committed by or against a student and/or employee in a College education program or activity in the United States that is (1) Quid Pro Quo Harassment, (2) Hostile Environment Harassment, (3) Title IX Sexual Assault, (4) Dating Violence, (5) Domestic Violence, or (6) Stalking. Further, in order for the College to consider a Formal Complaint of such conduct as falling within its Title IX Sexual Harassment policy and procedures, the Complainant must be participating or attempting to participate in a College program or activity at the time the complaint is filed.

Conduct takes place within a College “education program or activity” when that conduct occurs: (1) in a location, at an event, or in a circumstance where the College exercises substantial control over both the respondent and the context in which the conduct occurs; (2) in any building owned or controlled by a student organization recognized by the College, or (3) College operations. Conduct that occurs off campus in locations or at events with no connection to the College is unlikely to have occurred in a program or activity of the College.

Conduct that does not meet this definition of Title IX Sexual Harassment may still be prohibited under this Policy if it meets any other definition of Prohibited Conduct.

a. Quid Pro Quo Sexual Harassment

A form of Title IX Sexual Harassment. Quid Pro Quo Harassment means conduct on the basis of sex committed in an education program or activity of the College in the United States by which an employee of the College conditions the provision of an aid, benefit, or service of the College on a student’s or employee’s participation in unwelcome sexual conduct.

b. Hostile Environment Harassment

A form of Title IX Sexual Harassment. Hostile Environment Harassment means conduct on the basis of sex committed in an education program or activity of the College in the United States that constitutes unwelcome conduct determined by a reasonable person to be so severe, pervasive and objectively offensive that it effectively denies a student or employee equal access to a College education program or activity.

c. Title IX Sexual Assault

A form of Title IX Sexual Harassment. The College’s definition of Sexual Assault incorporates the definitions of the FBI’s uniform crime reporting system, and includes Rape, Fondling/sexual contact, Incest, and Statutory Rape as defined below. Sexual Assault can be committed by any person against any other person, regardless of gender, gender identity, sexual orientation, or past or current relationship status.

i. Rape

A form of Sexual Assault. Penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim. This includes instances where the other person is incapable of giving consent because of their age, due to temporary or permanent mental or physical incapacity, or conditions resulting from alcohol or drug consumption.

ii. Fondling/Sexual Contact

The intentional touching of the clothed or unclothed body parts without consent of the victim for the purpose of sexual degradation, sexual gratification, or sexual humiliation. The forced touching by the victim of the actor’s clothed or unclothed body parts, without consent of the victim for the purpose of sexual degradation, sexual gratification, or sexual humiliation. This offense includes instances where the victim is incapable of giving consent because of age or incapacity due to temporary or permanent mental or physical impairment or intoxication for the purpose of sexual degradation, sexual gratification, or sexual humiliation.

iii. Incest

A form of Sexual Assault. Sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law.

iv. Statutory Rape

A form of Sexual Assault. Sexual intercourse with a person who is under the statutory age of consent.

d. Dating Violence

A form of Sex-Based Harassment. Dating Violence means violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the Complainant(s). The existence of such a relationship shall be determined based on consideration of the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship.

e. Domestic Violence

A form of Sex-Based Harassment. Domestic Violence is a felony or misdemeanor crime of violence committed:

By a current or former spouse or intimate partner of the victim;
By a person with whom the victim shares a child in common;
By a person who is cohabiting with, or has cohabited with, the victim as a spouse or intimate partner;
By a person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred; or
By any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred.

f. Stalking

A form of Sex-Based Harassment. Stalking means engaging in a course of conduct directed at a specific person that would cause a reasonable person to:

Fear for the person’s safety or the safety of others; or
Suffer substantial emotional distress.

For purposes of this definition:

Course of conduct means two or more acts, including, but not limited to, acts in which the stalker directly, indirectly, or through third parties, by any action, method, device, or means, follows, monitors, observes, surveils, threatens, or communicates to or about a person, or interferes with a person’s property.

Reasonable person means a reasonable person under similar circumstances and with similar identities to the victim.

Substantial emotional distress means significant mental suffering or anguish that may, but does not necessarily, require medical or other professional treatment or counseling.

Examples of stalking behaviors or activities include, but are not limited to the following: if they occur in the context of stalking as defined above (i.e., the behaviors or activities would cause a reasonable person to fear for their safety or the safety of others, or to suffer substantial emotional distress), whether they occur in person or through technology; including watching, following, using tracking devices, monitoring online activity, unwanted contact, property invasion or damage, hacking accounts, threats, violence, sabotage, and attacks.

2. Title IX Sex Discrimination

Sex Discrimination is discrimination on the basis of sex in any College education program or activity.

3. Title IX Retaliation

Intimidation, threats, coercion, or discrimination against any person by the College, a student, an employee, or other person authorized to provide aid, benefit, or service under the College’s education program or activity, for the purpose of interfering with any right or privilege secured by Title IX, or because the person has reported information, made a complaint, testified, assisted, or participated or refused to participate in any manner in an investigation or proceeding, including Informal Resolution or Formal Resolution.

4. Non-Consensual Sexual Contact

Non-Consensual Sexual Contact includes causing an individual to touch their own private body parts, touching another individual’s body with a private body part, touching another individual’s private body part with any object, or disrobing or exposure of another without permission, that does not fall within the definition of Title IX Sexual Harassment above.

5. Domestic or Dating Misconduct

Domestic or Dating Misconduct is defined as threatening or coercive behavior that does not involve violence, but that occurs in the context of a domestic or dating relationship, that does not fall within the definition of Title IX Sexual Harassment above. The criteria for determining the existence of a domestic or dating relationship are provided in the definitions of Domestic Violence and Dating Violence. Examples of Domestic or Dating Misconduct include but are not limited to the following, when occurring in the context of a domestic or dating relationship:

conduct that may reasonably be expected to exploit or coerce;
kidnapping and/or restraint;
prevent violation of another’s privacy;
unauthorized entry and/or uninvited or unwanted presence in another’s room or office.

6. Sexual Exploitation

Sexual Exploitation that falls outside the definition of Title IX Sexual Harassment occurs when a person takes sexual advantage of another person for the benefit of anyone other than that other person without that other person’s consent. Examples of behavior that could constitute sexual exploitation include but are not limited to the following:

intentional non-consensual contact with the private body parts of a person that does not meet the definition of behaviors prohibited under the definitions above;
prostituting another person;
recording or capturing through any means images (e.g., video and photographs) or audio of another person’s sexual activity, intimate body parts, or nudity without that person’s consent;
distributing images (e.g., video or photographs) or audio of another person’s sexual activity, intimate body parts, or nudity if the individual distributing the images or audio knows or should have known that the person(s) depicted in the images or audio did not consent to such disclosure or object(s) or would object to such disclosure; and, person’s consent, if the individual viewing the other person(s) sexual activity, intimate body parts, or nudity in such a place knows or should have known that the person(s) being viewed would object to that.
viewing another person’s sexual activity, intimate body parts, or nudity in a place where that person had a reasonable expectation of privacy, without that person’s consent, if the individual viewing the other person(s) sexual activity, intimate body parts, or nudity in such a place knows or should have known that the person(s) being viewed would object to that.

*Exception: Champlain College’s prohibition of Sexual Exploitation is not intended to prohibit the use of sexually explicit materials that are reasonably related to Champlain College’s academic mission. Specifically, this section is not intended to proscribe or inhibit the use of sexually explicit materials in or out of the classroom, when in the judgment of a “reasonable person” they arise appropriately to promote genuine discourse, free inquiry, and learning.

7. Other Sexual or Gender-Based Harassment

Any unwelcome sexual advance, request for sexual favors, or other unwelcome conduct of a sexual nature, whether verbal, physical, graphic, or otherwise, or any harassment based on sex, sexual orientation, or gender identity, which may include acts of aggression, intimidation, or hostility, whether verbal, physical, graphic, or otherwise, that does not fall within the definition of Title IX Sexual Harassment above. The conduct need not involve conduct of a sexual nature to qualify as Other Sexual or Gender-Based Harassment.

Generally speaking, harassment can be divided into two types of conduct:

Quid Pro Quo Harassment. Submission to or rejection of such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment, academic standing, or participation in any aspect of a College program or activity, or is used as the basis for the College’s decisions affecting the individual, that does not fit within the definition of Sex-Based Harassment.

Hostile Environment. The conduct has the purpose or effect of interfering with an individual’s work or creating an intimidating, hostile, or offensive work environment.

Harassing conduct can take many forms. The determination of whether an environment is hostile is based on the totality of the circumstances, including but not limited to: (1) the frequency of the conduct; (2) the nature and severity of the conduct; (3) whether the conduct was physically threatening; (4) the effect of the conduct on the Complainant’s mental or emotional state, with consideration of whether the conduct unreasonably interfered with the Complainant’s educational or work experience and/or College programs or activities; (5) whether the conduct was directed at more than one person; and (6) whether the conduct arose in the context of other discriminatory conduct.

The harassment need not be severe or pervasive in order to meet this specific definition. However, behavior that a reasonable individual with the same protected characteristic would consider to be a petty slight or trivial inconvenience will not constitute Prohibited Conduct pursuant to this section.

Examples of conduct that may constitute harassment for purposes of this specific definition may-but need not-include a severe, persistent, or pervasive pattern unwelcome conduct of a sexual nature that includes but is not limited to one or more of the following:

Physical conduct, including unwelcome touching, physical assault, impeding, restraining, or blocking movements, or unwanted sexual advances;
Verbal conduct, including making or using derogatory comments, epithets, slurs or humor; verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations; or objectively offensive comments of a sexual nature, including persistent or pervasive sexually explicit statements, questions, jokes, or anecdotes;
Visual conduct, including leering, making sexual gestures, displaying suggestive objects or pictures, cartoons, or posters in a public space or forum; or severe, persistent, or pervasive visual displays of suggestive, erotic, or degrading sexually oriented images that are not pedagogically appropriate;
Written conduct, including letters, notes, or electronic communications containing comments, words, or images described above;
Quid pro quo conduct that does not fall within the definition of Title IX Sexual Harassment, including direct propositions of a sexual nature between those for whom a power imbalance or supervisory or other authority relationship exists; offering educational or employment benefits in exchange for sexual favors; making submission to sexual advances an actual or implied condition of employment, work status, promotion, grades, or letters of recommendation, including subtle pressure for sexual activity, an element of which may be repeated requests for private meetings with no academic or work purpose; or making or threatening reprisals after a negative response to sexual advances.

7. Other Sexual or Gender-Based Discrimination

Other Sexual or Gender-Based discrimination refers to disparate treatment of a person or group because of that person’s or group’s sex, sexual orientation, or gender identity, that does not fall within the definition of Title IX Sexual Harassment above. The discrimination need not be severe or pervasive in order to meet this specific definition. However, behavior that a reasonable individual with the same protected characteristic would consider to be a petty slight or trivial inconvenience will not constitute Prohibited Conduct pursuant to this section.

8. Other Retaliation

Other Retaliation is intimidating, threatening, coercing, or discriminating against any individual for the purpose of interfering with any right or privilege secured by this Policy, or because the individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing regarding Prohibited Conduct.

B. Other Definitions

1. Advisor

An individual selected by a party to provide support and advice throughout the reporting, investigation, and any resulting disciplinary or resolution process under this Policy, who may be, but is not required to be, an attorney.

2. Coercion

Coercion is the improper use of pressure to compel another individual to initiate or continue sexual activity against that individual’s will. Coercion can include a wide range of behaviors, including intimidation, manipulation, threats, and blackmail. A person’s words or conduct are sufficient to constitute coercion if they wrongfully impair another individual’s freedom of will and ability to choose whether or not to engage in sexual activity.

When someone indicates, verbally or physically, that they do not want to engage in a particular sexual activity, that they want to stop a particular activity, or that they do not want to go past a certain point of sexual interaction, continued activity or pressure to continue beyond that point can be coercive. Examples of coercion include threatening to “out” someone based on sexual orientation or gender identity, and threatening to harm oneself, if the other party does not engage in the sexual activity.

Consent obtained through coercion is not valid. The College will evaluate the following in determining whether coercion was used: (a) the frequency of the application of pressure, (b) the intensity of the pressure, (c) the degree of isolation of the person being pressured, and (d) the duration of the pressure. All four do not need to be present to determine if coercion was used.

3. Consent

This definition applies to every instance the word “consent” appears in this policy. Consent means the affirmative, unambiguous, and voluntary agreement to engage in a sexual act, which can be revoked at any time. Consent can be given by words and/or actions, as long as those words and/or actions create clear permission regarding willingness to engage in the sexual activity. No person subject to this policy shall engage in a sexual act with another person:

without the consent of the other person; or
by threatening, coercing, forcing, or intimidating the other person; or
by placing the other person in fear that any person will suffer imminent bodily injury; or
when the person knows or reasonably should know that the other person is asleep, unconscious, or otherwise unaware that the sexual act is occurring.

No person subject to this policy shall administer any alcohol, drugs, or other intoxicants to another person without the person’s knowledge or against the person’s will and, while the person is incapacitated by the alcohol, drugs, or intoxicants, engage in a sexual act with that person.

No person subject to this policy shall engage in a sexual act with another person when the other person is incapable of consenting to the sexual act due to being incapacitated by alcohol, drugs, or other intoxicants and that condition is known or reasonably should be known by the person.

“Incapable of consenting” as used in this policy means the other person:
- is incapable of understanding the nature of the conduct at issue;
- is physically incapable of resisting, declining participation in, or communicating unwillingness to engage in the conduct at issue; or
- lacks the mental ability to make or communicate a decision about whether to engage in the conduct at issue.
A person is incapable of consenting due to being incapacitated from alcohol, drugs, or other intoxicants, or due to a physical, mental, or other condition.

Lack of consent may be shown without proof of resistance, and submission resulting from the use of force, threat of force, or placing another person in fear does not constitute consent. Past consent does not imply future consent. Silence or an absence of resistance does not imply consent. Consent to engage in one activity with one person does not imply consent to engage in sexual activity with another person. Consent to engage in one sexual activity with one person does not imply consent to engage in a different type of sexual activity. Again, consent can be withdrawn at any time.

It is the responsibility of those who initiate and/or engage in sexual activity to be clear that consent as defined in this Policy is given before proceeding with further sexual activity. It should be noted that ignorance of the policy noted above, or the alcohol and/or drug consumption of the Respondent(s), will in no way be considered an excuse for violating the Policy. Determinations regarding whether a person is responsible for violating this Policy will be made by considering whether the person knew, or a reasonable, unimpaired person in their circumstances should have known, that the other person was not consenting to or was incapable of consenting to the sexual conduct at issue or was asleep, unconscious, or otherwise unaware that the sexual act was occurring.

4. Complainant

A student or employee who is alleged to have been subjected to Prohibited Conduct (as defined above); or a person other than a student or employee who is alleged to have been subjected to conduct that could constitute Title IX Sexual Harassment and who was participating or attempting to participate in Champlain’s education program or activity at the time of the alleged Prohibited Conduct; or a current student or employee who is reported to have experienced Prohibited Conduct other than Title IX Sexual Harrasment. When more than one Complainant or more than one Respondent is involved, references below and above to a party, Complainant, or Respondent include the plural, as applicable.

5. Complaint

An oral or written request that objectively can be understood as a request to investigate and make a determination about Prohibited Conduct.

6. Days

Unless otherwise expressly stated, all references in this procedure to “days” are to business days, excluding holidays when the College is closed. Any deadline that falls on a weekend or other day when the College is closed, shall be extended to the next business day.

7. Force

Force is the use or threat of physical violence to overcome an individual’s freedom of will to choose whether or not to participate in sexual activity or provide consent.

8. Formal Complaint

A document filed by a Complainant or signed by the Title IX Coordinator/Deputy alleging Sexual Harassment against a Respondent and requesting that the College investigate the allegation of Sexual Harassment. At the time of filing a Formal Complaint, a Complainant must be participating in or attempting to participate in the education program or activity of the College with which the Formal Complaint is filed.

9. Intimidation

Intimidation is the use of implied threats to overcome an individual’s freedom of will to choose whether or not to participate in sexual activity or provide consent. Consent obtained by intimidation is not valid.

10. Preponderance of the Evidence

The evidentiary standard used in investigation and/or disciplinary processes to determine whether a Respondent is responsible for a violation of this Policy. A preponderance of the evidence is found when the evidence considered demonstrates that the alleged actions are more likely to have occurred than not.

11. Private Body Parts

Private body parts for purposes of this Policy include breasts, genitals, buttocks, or groin, whether over or under clothing.

12. Relevant

Related to allegations of Prohibited Conduct under investigation as part of a Formal Resolution.

13. Respondent

A person who is alleged to have violated the College’s prohibition on Title IX Sexual Harassment, or otherwise is alleged to have engaged in Prohibited Conduct. When more than one Complainant or more than one Respondent is involved, references below and above to a party, Complainant, or Respondent include the plural, as applicable. A Respondent is presumed to be not responsible for the alleged conduct until such time that a determination regarding responsibility has been made.

IV. Confidentiality and Privacy

A. General Considerations

The College is committed to protecting the privacy of all individuals involved in the investigation and resolution of reports under this Policy. The College is also committed to assisting students, employees, and third parties in making informed choices. With respect to any report under this Policy, the College will make reasonable efforts to protect the privacy of participants, in accordance with applicable state and federal law, while balancing the need to gather information to take steps to eliminate Prohibited Conduct, prevent its recurrence, and remedy its effects.

Certain information will generally be treated confidentially. For example, the College will maintain as confidential any supportive measures provided to a complainant or respondent, to the extent that maintaining such confidentiality would not impair the ability of the institution to provide the supportive measures. The College will also keep confidential the identity of any individual who has made a report or Complaint, including any individual who has made a report or filed a Formal Complaint, any Complainant, any individual who has been reported to be the perpetrator of sex discrimination, any respondent, and any witness, except as may be permitted by the Family Educational Rights and Privacy Act (“FERPA”), 20 U.S.C. 1232g, or FERPA regulations, 34 CFR part 99, or as required by law, or to carry out the purposes of the Title IX regulations, including the conduct of any investigation, hearing, or judicial proceeding arising under those regulations.

Privacy and confidentiality have distinct meanings under the Policy.

Privacy: Privacy generally means that information related to a report of Prohibited Conduct will only be shared with a limited circle of individuals who “need to know” in order to provide supportive measures or assist in the assessment, investigation, or resolution of the report. While not bound by confidentiality, these individuals will be discreet and respect the privacy of all individuals involved in the process.

Confidentiality: Confidentiality generally means that information shared by an individual with designated campus or community professionals cannot be revealed to any other individual without the express permission of the individual.

Confidential Resource means an individual who provides privileged and confidential support, such as physicians and clergy, regardless of whether they are employed by the College.

The confidentiality of information shared by an individual with designated campus or community professionals generally is governed by Vermont law, including Vermont evidence rules and restrictions on the disclosure of privileged information by mental health providers, health care providers, ordained clergy, rape crisis counselors, and attorneys, all of whom have legally protected confidentiality. These individuals are generally prohibited from breaking confidentiality unless there is an imminent threat of harm to self or others.

An individual who seeks confidential assistance may do so by speaking with professionals who have legally protected confidentiality. The confidential resources available to individuals on campus are listed in Section IX.A below. Note, however, that these confidential resources may be required by state law to notify appropriate Vermont State authorities of any report which involves suspected abuse of a minor under the age of 18.

All individuals are encouraged to err on the side of reporting to the Title IX Coordinator.

Where a Complainant requests that the Complainant’s name or other identifiable information not be shared with the Respondent or that no investigation or determination be conducted, the Title IX Coordinator, in conjunction with members of the Title IX Case Management Team if deemed appropriate, will balance the Complainant’s request with its obligation to provide a safe and non-discriminatory environment for all College community members. The factors the Title IX Coordinator or designee will use to determine whether to initiate a Complaint of Title IX Sexual Harassment are listed in Section V.B. The College may also consider:

whether there are circumstances suggesting that there is a risk of the alleged Respondent committing additional acts of Prohibited Conduct involving the Complainant or others in the campus community;
whether the College has received similar complaints regarding the alleged Respondent;
whether the alleged Respondent has a history of arrests or records from a prior school indicating a history of violence;
whether the alleged Respondent threatened or appears to pose a risk of further Prohibited Conduct against the Complainant or others;
whether Prohibited Conduct was allegedly committed by multiple Respondents;
whether a pattern of perpetration (e.g. more than one report involving a particular location or group) appears to be present;
whether violence was perpetrated with or without a weapon;
and whether the College possesses other means to obtain relevant evidence.

The College will take all reasonable steps to address the Complaint consistent with the Complainant’s request, but its ability to do so may be limited based on the nature of the request by the Complainant. Where the College is unable to take action consistent with the request of the Complainant, the Title IX Coordinator or a member of the Title IX team will inform the Complainant about the chosen course of action, which may include the College seeking disciplinary action against a Respondent. Alternatively, the course of action may also include steps to limit the effects of the alleged harassment and prevent its recurrence that do not involve formal disciplinary action against a Respondent or revealing the identity of the Complainant. These issues are discussed further below.

Absent a request that the Complainant’s name or other identifiable information not be shared with the Respondent or that investigation and determination be conducted as described above, the Title IX Coordinator, Deputy Title IX Coordinator, or designee will ask the Complainant general questions to get a basic understanding of the reported Prohibited Conduct. The interview will include questions to understand the key facts upon which the Complainant bases the report to appropriately assess how to proceed.

B. Required Disclosures of Certain Information

The College is required to disclose certain information, per the Clery Act.

1. Timely Warnings

A “Timely Warning” is a campus-wide notification of a serious or continuing threat to the Champlain community. A Timely Warning does not include identifying information about a Complainant. If a report of misconduct discloses a serious or continuing threat to the Champlain community, the College may issue a campus-wide Timely Warning (which can take the form of an email to campus) to protect the health or safety of the community.

2. Annual Reporting Responsibilities

All higher education institutions that receive federal funding, including the College, are obligated to issue publicly an Annual Security Report (“ASR”) which identifies the number of particular reported crimes on campus or campus property, or adjacent to campus. The ASR does not include identifying information about the Complainant or Respondent.

3. Crime Log

V. Responsible Employees

A “Responsible Employee” includes any non-student employee who: (1) has the authority to take action to redress the harassment; or (2) has the duty to report to appropriate school officials sexual harassment or any other misconduct by students or employees.

Every College employee who is not a student and does not have legally protected confidentiality is considered a Responsible Employee. This includes all employees with supervisory or leadership responsibilities on campus, including, but not limited to, faculty, administrators, and staff members.

For students who are also College employees, only Resident Assistants are Responsible Employees. All other student-employees are not Responsible Employees, but are nevertheless encouraged to make reports consistent with the principles of this policy.

The College requires that all Responsible Employees report disclosures of Prohibited Conduct to the Title IX Coordinator or a Deputy Title IX Coordinator. The purpose of this requirement is to permit the College to take immediate and corrective action to respond to allegations of Prohibited Conduct.

VI. Title IX Coordinator and Deputy Coordinator

A. Designation of Title IX Coordinator

The College has designated and authorized Dr. Cory M. Davis to serve as the College’s Title IX Coordinator, and to coordinate the College’s efforts to comply with Title IX. The Title IX Coordinator may delegate their duties as appropriate, so references to the Title IX Coordinator throughout this policy should be read as also including a reference to a “designee” of the Title IX Coordinator even where not specifically indicated.

B. Role of the Title IX Coordinator

The Title IX Coordinator retains ultimate oversight over the College’s overall compliance with Title IX, ensures appropriate training and education, and oversees the College’s investigation, response, and resolution of reports made under this Policy.

Upon receiving reports of Prohibited Conduct, the Title IX Coordinator ensures that appropriate action is taken to eliminate that conduct, prevent its recurrence, and remedy its effects. The Title IX Coordinator is available to advise all individuals-including individuals who have experienced misconduct, individuals who are alleged to be responsible for misconduct, and third parties-on this Policy and the related Resolution Procedures.

The Title IX Coordinator is supported and assisted by the Deputy Coordinators. In addition, based on the relationship of the involved parties to the College, the Title IX Coordinator may also be supported by various other offices such as the Office of the Provost, Student Affairs, and the People Center. Collectively, the Title IX Coordinator and the individuals supporting the Title IX Coordinator are the “Title IX Case Management Team.” The Title IX Case Management Team is made up of Deputy Coordinators who have a “need to know” of any alleged Prohibited Conduct to effectuate this Policy. The foregoing individuals receive ongoing appropriate training to discharge their responsibilities.

C. Contact Information

For general Title IX questions email titleix@champlain.edu.

The Title IX Coordinator and Deputy Coordinators can be contacted by email, phone, or in person during regular office hours. Materials can also be mailed to the Title IX Coordinator or any Deputy Coordinator at 375 Maple Street, Burlington, VT 05401.

Dr. Cory M. Davis

Senior Director of Community Standards

Title IX Coordinator

Skiff Hall, Room 117

cory.davis@champlain.edu

802-865-6428

Bruce Bovat

Director, Campus Public Safety

Deputy Title IX Coordinator

bbovat@champlain.edu

802-860-2755

Kaelyn Murray

Director of Academic Advising, Champlain College Online

Deputy Title IX Coordinator

kmurray@champlain.edu

802-865-5735

Kelsey O’Connor

Director, Housing and Residential Life

Deputy Title IX Coordinator

koconnor@champlain.edu

802-865-2749

Hannah Puryear

Systems and HR Specialist, People Center

Deputy Title IX Coordinator

hpuryear@champlain.edu

802-865-5482

Reports may be made 24 hours per day, 7 days per week, as described below.

VII. Reporting Prohibited Conduct

The College strongly encourages all individuals to seek assistance from a medical provider and/or law enforcement immediately after an incident of sexual or other violence. This is the best option to ensure preservation of evidence and to begin a timely investigative and helpful response.

The College also strongly encourages all individuals to make a report to the College and to local law enforcement, although neither is required. These reporting options are not mutually exclusive. Both internal and criminal reports may be made simultaneously.

A. Emergency and External Reporting

Complainants have the right to notify or decline to notify law enforcement. The College strongly encourages all individuals to seek assistance from law enforcement immediately after an incident of Prohibited Conduct. This is the best option to ensure preservation of evidence and to begin a timely investigative and helpful response. Police have unique legal authority, including the power to seek and execute search warrants, collect forensic evidence, make arrests, and assist in seeking emergency protective orders.

The College will help any Champlain community member to get to a safe place and will provide transportation to the hospital, coordination with law enforcement, and information about on- and off-campus resources and options for resolution.

Available external resources that you may contact independently or with the College’s assistance include:

Burlington Police Department

1 North Avenue, Burlington

802-658-2704

Chittenden Unit for Special Investigations (CUSI)

50 Cherry Street, Burlington

802-652-6800

UVM Medical Center

111 Colchester Avenue

Burlington, VT

802-847-0000

HOPE Works

(Ending Sexual Violence)

Burlington, VT

24 HOUR HOTLINE 802-863-1236 or 1-800-489-7273

Champlain students enrolled in Montreal or Dublin programs or who participate in Champlain College Online or other virtual programs should consult the Title IX Office regarding external reporting and support options in their respective communities.

In addition, the following external governmental agencies investigate and prosecute complaints of prohibited discrimination and harassment:

Employees may contact:

Vermont Attorney General’s Office, Civil Rights Unit,

109 State Street, Montpelier, VT 05609-1001

(802-828-3171/VOICE/TDD)

Equal Employment Opportunity Commission

John F. Kennedy Federal Office Building

475 Government Center,

Boston, MA 02203

(1-800-669-4000/VOICE or 1-800-669-6820/TDD)

www.eeoc.gov

Students may contact:

United States Department of Education, Office for Civil Rights

J.W. McCormack, Post Office Court House Building, Room 701

Boston, MA 02109-4557

617-289-0111

OCR.Boston@ed.gov

Vermont Human Rights Commission

135 State Street, 2nd Floor, Drawer 33

Montpelier, VT 05633-6301

(802-828-2480/VOICE/TDD or 800-416-2010/VOICE)

B. Champlain College Reporting

Campus Public Safety (802-865-6465) is available 24/7 as a first option to report any incident of crime or violence, as well as any incidents involving Prohibited Conduct.

Campus Public Safety has the ability to provide a courtesy escort service on campus to any student and can reach the counselor on call at any time.

The College has a strong interest in responding to and investigating, as appropriate, to Prohibited Conduct, and strongly encourages all individuals or third-party witnesses to report any incident to the College.

Making a report means telling Public Safety (initially, outside regular business hours), the Title IX Coordinator, or a Deputy Title IX Coordinator what happened. A report can be made in-person or by video meeting, by telephone, in writing, by email, or by submitting an electronic Sexual Misconduct and Title IX Report Form. Contact information for the Title IX Coordinator and Deputy Coordinators can be found in Section VI.C.

The Title IX Case Management Team handles complaints of Prohibited Conduct against any individual, and works with other offices on campus to provide reasonable supportive measures. See Section IX.

At the time a report is made, a Complainant does not have to request any particular course of action, nor does a Complainant need to know how to label what happened. Choosing to make a report, and deciding how to proceed after making the report, can be a process that unfolds over time. The College provides supportive measures that can assist each individual in making these important decisions, and will respect an individual’s autonomy in deciding how to proceed to the extent legally possible. In this process, the College will balance the individual’s interest with its obligation to provide a safe and non-discriminatory environment for all members of the College community.

In response to all reports of Prohibited Conduct, the College will make an immediate assessment of any risk of harm to the involved parties and, to the broader campus community and will take steps necessary to address those risks. These steps may include emergency removal, administrative leave, and interim measures, depending on the circumstances, to provide for the safety of the individual and the campus community.

C. Other Reporting Considerations

1. Timeliness and Location of Incident

Complainants and third-party witnesses are encouraged to report Prohibited Conduct as soon as possible in order to maximize the College’s ability to respond promptly and effectively. The College does not, however, limit the time frame for reporting. If the Respondent is not a member of the Champlain community, the College will still seek to meet its Title IX responsibilities by taking steps to end the harassment, prevent its recurrence, and address its effects, but its ability to take disciplinary action against the Respondent will, of course, be limited.

An incident does not have to occur on campus to be reported to the College. Off-campus conduct that is likely to have a substantial effect on the Complainant’s on-campus life and activities or poses a threat or danger to members of the Champlain community may also be reported under this Policy.

2. Amnesty for Alcohol or Other Drug Use or Other Conduct Violations

The College strongly encourages the reporting of Prohibited Conduct under this Policy. It is in the best interest of this community that as many individuals as possible choose to report to College officials, and that participants in the process are forthright in sharing information. To guard against discouraging reporting or participation, a student who reports Prohibited Conduct or participates in a Formal Resolution or Informal Resolution process, either as a Complainant, Respondent, or a third-party witness, will not be subject to disciplinary action by the College for personal consumption of alcohol or drugs or other violations of the conduct policy (not including this Policy) at or near the time of the incident, provided that any such violations did not and do not place the health or safety of any other person at risk and do not involve plagiarism, cheating, or academic dishonesty. The College may, however, initiate an educational discussion or pursue other educational remedies with the student regarding alcohol or other drugs. Being under the influence by drugs or alcohol is no defense to any violation of this Policy and does not diminish one’s responsibility to obtain consent. Further information about Medical Amnesty and the Good Samaritan Program can be found in the College Catalog.

3. Coordination with Law Enforcement

The College strongly encourages Complainants to pursue criminal action for incidents of Prohibited Conduct that may also be crimes under Vermont law. The College will assist a Complainant in making a criminal report and cooperate with law enforcement agencies if a Complainant decides to pursue the criminal process to the extent permitted by law.

The College’s Policy, definitions, and burden of proof differ from Vermont criminal law. A Complainant may seek recourse under this Policy and/or pursue criminal action. Neither law enforcement’s determination whether or not to prosecute a Respondent, nor the outcome of any criminal prosecution, are determinative of whether a violation of this Policy has occurred. Proceedings under this Policy may be carried out prior to, simultaneously with, or following civil or criminal proceedings off campus.

The College will not delay conducting its own investigation unless that is specifically requested by law enforcement (e.g., Burlington Police Department, Chittenden Unit for Special Investigations). In the event of such a request, the College will defer its investigation only during the time that the law enforcement agency is gathering evidence. The College will nevertheless communicate with the Complainant and Respondent (if appropriate) regarding their rights, procedural options, and the implementation of supportive measures to provide safety and well-being, under this Policy. The College will promptly initiate or resume its investigation as soon as it is informed that law enforcement has completed its initial investigation.

4. False Reports

The College takes the accuracy of information very seriously, as a report of Prohibited Conduct may have significant consequences. A good faith complaint that results in a finding of not responsible is not considered a false or fabricated report of Prohibited Conduct. However, when a Complainant or third-party witness is found to have fabricated allegations or given false information with malicious intent or in bad faith, the Complainant or individual may be subject to disciplinary action. It is a violation of the Student Code of Conduct to make an intentionally false report of any Policy violation, and it may also violate state criminal statutes and civil defamation laws.

5. Public Awareness Events

Public awareness events such as “Take Back the Night,” the Clothesline Project, candlelight vigils, protests, or other forums in which community members disclose incidents of Prohibited Conduct that take place on campus or an online platform sponsored by the College do not require a response by the Title IX Coordinator nor do they initiate the College’s Title IX obligations. The College is obligated to act in response if the information reveals an immediate and serious threat to the health or safety of students, employees, or other persons. Such events may, however, inform the need for campus-wide educational and prevention efforts, and the College may implement broad community initiatives in response to such events where appropriate.

6. Reports Involving Minors or Suspected Child Abuse

Under Vermont law, certain covered individuals must make a mandatory report of suspected child abuse or neglect, including sexual assault, when such individuals, in their professional capacity or within the scope of their employment, have knowledge of, or observe a minor under the age of 18 whom the individuals know or reasonably suspect has been subject to child abuse or neglect.

All College employees are required to immediately report any suspected child abuse and neglect to the Title IX Coordinator and/or the Director of Campus Public Safety. The source of abuse does not need to be known in order to file a report.

The College will report suspected child abuse and neglect as required by Vermont law. The College must act quickly regarding all reasonable suspicions of sexual or physical abuse. It is not the responsibility of any employee, student, or volunteer to investigate suspected child abuse. This is the role of appropriate authorities.

In addition to notifying the Title IX Coordinator and/or Director of Campus Public Safety, any individual may make a direct report as follows:

If a child is in immediate danger, call 911.
If there is no immediate danger, contact the Child Protection Hotline 24 hours a day, 7 days a week, at (800) 540-4000.

The College will review and respond to every report of alleged misconduct by faculty, staff, or volunteers affiliated with the institution where the Complainant is a minor, even if the Complainant is under the age of 18 and declines to submit a Complaint. The Title IX Coordinator may initiate a Complaint or take other appropriate and proportional action based on the nature, content, and context of the report.

VIII. Emergency Removal, Administrative Leave, and Interim Suspension

A. Emergency Removal of Respondents in Title IX Sexual Harassment Cases

When the College determines that there is an immediate threat to the physical health or safety of any student or other individual arising from reported conduct that falls within the definition of Title IX Sexual Harassment in this Policy, the College can remove a student Respondent from its education program or activity (which may include removing an employee Respondent from their employment at College) and issue any necessary related no-trespass and no-contact orders. The College will make the decision to remove a Respondent from its education program or activity or employment based on an individualized assessment and risk analysis.

If the College makes such a decision, the Respondent will be provided with notice and an opportunity to challenge the decision immediately following the removal. Specifically, the Respondent shall have forty-eight hours in which to submit a written request to the Title IX Coordinator or designee to contest the emergency removal (though a meeting could be scheduled sooner if requested by the Respondent, if practicable).

B. Administrative Leave in Title IX Sexual Harassment Cases

The College always maintains the discretion to place non-student employee Respondents on paid or unpaid administrative leave during the pendency of an investigation and resolution process as outlined below.

The College may place student-employee Respondents on administrative leave from their employment during the pendency of an investigation and resolution process where deemed appropriate as a supportive measure.

C. Emergency or Interim Suspension, Administrative Leaves, and Other Actions in All Other Cases

In cases that involve allegations of Prohibited Conduct other than Title IX Sexual Harassment (that is, Prohibited Conduct as defined by this Policy that does not fall within the definition of Title IX Sexual Harassment), the College may at its discretion initiate emergency and/or interim suspensions of students and suspension or dismissal of employees in accordance with the College’s other policies, procedures, and practices, which include but are not limited to the College’s employment at will policy.

IX. Supportive Measures

The College will provide reasonable and appropriate supportive measures. Supportive measures are non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge. Such measures are designed to restore or preserve equal access to College’s education programs or activities without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the College’s educational environment, or deter Prohibited Conduct. Supportive measures may be implemented regardless of whether a crime is reported to Campus Public Safety or local law enforcement.

Examples of supportive measures may include but are not limited to: counseling; extensions of deadlines and other course-related adjustments; campus escort services; increased security and monitoring of certain areas of the campus; restrictions on contact applied to one or more parties; leaves of absence; changes in class, work, housing, or extracurricular or any other activity, regardless of whether there is or is not a comparable alternative; and training and education programs related to Title IX Sexual Harassment.

The College may, as appropriate, modify or terminate supportive measures at the conclusion of a resolution process. Supportive measures may also be continued beyond the end of either kind of process.

The College will maintain the privacy of any Supportive Measures provided under this Policy to the extent practicable and will promptly address any violation of those measures.

If the Complainant or Respondent has a disability, the Title IX Coordinator may consult, as appropriate, with the Office of Accessibility in the implementation of supportive measures.

X. Care and Support Resources

The College is committed to treating all members of the community with dignity, care, and respect. Any student who experiences or is affected by conduct prohibited under this Policy, whether as a Complainant, a Respondent, or a third party, will have equal access to support and counseling services through the College.

The College strongly encourages individuals to report Prohibited Conduct. The College recognizes, however, that the decision to report Prohibited Conduct (to the College and/or law enforcement) can be difficult. The College strongly encourages individuals who are considering whether to report Prohibited Conduct to seek the support of confidential campus and community resources, listed below. These trained professionals can provide guidance in making decisions, information about available resources and procedural options, and assistance to either party in the event that a report and/or resolution under this Policy is pursued. These resources are available regardless of when or where the incident occurred.

There are many resources available on campus and in the surrounding community. As detailed below, there are Confidential Resources which by law cannot share information without the consent of the individual seeking assistance (in most circumstances). There are also a variety of College resources that will be discreet and private but are not considered confidential. These resources will maintain the privacy of an individual’s information within the limited circle of those involved in the resolution of a Complaint under this Policy.

The Title IX Office can assist all involved parties (whether student or employee) in understanding and accessing supportive services that are available to them. The Counseling Center and Student Health Center are only resources available to undergraduate traditional students. Employees can seek support through the Title IX Office, the People Center, and resources outside of the Champlain community.

A. Confidential Resources

1. On Campus

All Counseling Center counselors and Health Services staff members at Champlain College are confidential resources.

Counseling Center

Skiff Hall, room 100

802-865-5731

counselingcenter@champlain.edu

Student Health Center

Whiting Hall, Ground Level

802-860-2711

healthservices@champlain.edu

2. Off-Campus

HOPE Works (Ending Sexual Violence)

Burlington, VT

24 HOUR HOTLINE

802-863-1236 or 1-800-489-7273

Steps To End Domestic Violence

294 N Winooski Ave

Burlington, VT

802-658-1996 - HOTLINE

UVM Medical Center

111 Colchester Avenue

Burlington, VT

802-847-0000

Vermont Legal Aid

264 N Winooski Ave

Pride Center

255 S Champlain St Suite 12,

Burlington, VT

802-860-7812

Howard Center

208 Flynn Ave

Burlington, VT

802-488-7777

Pearl Street Youth Health Center

179 Pearl Street

Burlington, VT

802-652-1080

National Domestic Violence Hotline 1-800-787-3224

1-800-799-7233

www.thehotline.org

Rape, Abuse and Incest National Network (RAINN)

1-800-656-HOPE (4673)

www.rainn.org

3. Medical Services

A medical provider can provide emergency and/or follow-up medical services. The medical exam has two goals: first, to diagnose and treat the full extent of any injury or physical effect (including prevention of sexually transmitted illnesses and pregnancy) and second, to properly collect and preserve evidence. There is a limited window of time following an incident of sexual assault to preserve physical and other forms of evidence, although it may be possible to obtain evidence from towels, sheets, clothes, and other items for longer periods of time. It is best to gather evidence prior to washing a person’s body or changing clothing. If clothes have been changed, the clothes worn at the time of the incident should be brought to the examination in a clean, sanitary container such as a paper grocery bag or wrapped in a clean sheet (plastic containers do not breathe and may render evidence useless). A change of clothing should also be brought to the hospital, as the clothes worn at the time of the incident will likely be kept as evidence. The Sexual Assault Nurse Examiner (SANE) is available at the hospital’s Emergency Room. If you are seeking follow up medical services, you may request a SANE nurse.

Taking the steps to gather evidence immediately does not commit an individual to any particular course of action. The decision to seek timely medical attention and gather any evidence, however, will preserve the full range of options to seek resolution under this Policy or through the pursuit of criminal prosecution, and may be helpful in obtaining protective orders.

On campus, Health Services can provide a full spectrum of medical care and support, including lab testing and connection to counseling and sexual assault advocates.

Taxi vouchers are available at Campus Public Safety, the Student Health Center, and Counseling Services to provide free transportation to local medical centers, or if preferred, Campus Public Safety can provide transportation.

B. Non-Confidential Resources

Burlington Police

1 North Avenue,

Burlington, VT

802-658-2704, Ext 8

Chittenden District Courthouse

32 Cherry Street

Burlington, VT

802-651-1950

C. Additional Resources

In addition to the resources listed above, Champlain community members have access to a variety of resources provided by the College. Where not bound by confidentiality, those resources will maintain the privacy of an individual’s information within the limited circle of those involved in the Title IX process.

Students, faculty, and staff may also access resources located in the local community in addition to those resources above. These organizations can provide crisis intervention services, counseling, medical attention, and assistance in dealing with the criminal justice system. It may be helpful for survivors to have someone who can help them explore their off-campus options and guide them through legal processes; an advocate can provide assistance in this area. A local resource, HOPE Works, offers advocacy support.

Employees can also access support through the People Center, including the Employee Assistance Program by contacting the People Center via email at peoplecenter@champlain.edu, via phone at 802-651-5800 or in person at their offices located at the Miller Center at Lakeside Campus, Third Flood, Room 331, on the Burlington, Vermont campus.

XI. Resolution Procedures

A. Overview

This section outlines the procedures the College follows in resolving allegations that a person has been subjected to Prohibited Conduct in violation of this Policy.

The College will treat Complainants and Respondents equitably. The College will take reasonable steps to protect the privacy of the parties and witnesses but these steps will not restrict the ability of the parties to obtain and present evidence, including by speaking to witnesses, consulting with their family members, Confidential Resources, or advisors, or otherwise prepare for or participate in a resolution procedure.

B. Reporting

Both the Informal Resolution and Formal Resolution processes begin with an initial report. See Section VII on Reporting.

An individual who wishes to report an act of Prohibited Conduct is encouraged to report directly to the Title IX Coordinator or a Deputy Title IX Coordinator. A report can be made in-person or by video meeting, by telephone, in writing, by email, or by submitting an electronic Sexual Misconduct and Title IX Report Form. Contact information for the Title IX Coordinator and Deputy Coordinators can be found in Section VI.A.

The Title IX Case Management Team will coordinate the investigation of all reports of Prohibited Conduct defined in this Policy. The Title IX Coordinator, or a Deputy Title IX Coordinator (or designee) will conduct an initial intake assessment in all instances where the Complainant reports Prohibited Conduct, as described below.

C. Assessment and Intake Meeting

Upon receipt of a report of Prohibited Conduct under this Policy, the Title IX Coordinator, a Deputy Title IX Coordinator, or a designee will promptly conduct an Intake Meeting or communication with a Complainant. At that meeting, the following topics will be discussed, as appropriate:

The availability of supportive measures as defined above in Section IX;
The Complainant’s wishes with respect to supportive measures;
The availability of supportive measures with or without a Complaint;
The process for making a Complaint;
If appropriate, the Informal Resolution process;
Immediate physical safety and emotional well-being needs;
Notifying the Complainant of the right to contact law enforcement and seek medical treatment (and the right to decline to do so), and the importance of preservation of evidence;
Notifying the Complainant of the right to be assisted by individuals at the College in contacting law enforcement;
Notifying the Complainant of confidential and non-confidential reporting options on and off campus;
Providing the Complainant with information about on and off campus resources that may be available to the extent applicable, including counseling, health, mental health, victim advocacy, legal assistance (including visa and immigration assistance), student financial aid, and other available services;
Explaining the right to object to the assignment of a designated Deputy Title IX Coordinator or investigator(s) based on actual bias or conflict of interest to proceed through the investigation process;
Explaining that the Complainant has a right to an advisor of their choice during the process and the role of the advisor;
Assessing for pattern evidence or other similar conduct if possible;
Explaining the Medical Amnesty and Good Samaritan Program (see Section VII.C.2);
Explaining the College’s policy prohibiting retaliation;
Explaining that if the complaint involves a Clery crime, the Deputy Title IX Coordinator will notify Campus Public Safety of the report to assess the need to (1) enter the report into the College’s daily crime log; and (2) issue a timely warning as defined by the Clery Act, and assure the Complainant that any such reports will not include the Complainant’s personally identifying information; and
Explaining that the Complainant may request accommodations related to the Investigation Process through the Office of Accessibility.

Following or at the meeting, the Title IX Coordinator, Deputy Title IX Coordinator or designee will provide the Complainant with a summary of the above-listed information in writing.

As described in this Policy, the Complainant has the right to request that the Title IX Coordinator, Deputy Title IX Coordinator, or designee not share the Complainant’s name (or other identifiable information) with the Respondent, or that the Title IX Coordinator conduct no investigation or determination in response to the report. If the Complainant makes such a request, the Title IX Coordinator, in consultation with the Title IX Case Management Team, will balance the request with its obligation to provide a safe and nondiscriminatory environment for all College community members. See Section IV.A.

Absent a request as described above and in Section IV. A., the Title IX Coordinator, Deputy Title IX Coordinator, or designee will ask the Complainant general questions to get a basic understanding of the reported Prohibited Conduct. The interview will include questions to understand the key facts upon which the Complainant bases the report and whether the Complainant seeks to make a Complaint to appropriately assess how to proceed.

D. Informal Resolution

Informal Resolution is a voluntary resolution option that does not involve formal investigation and a determination regarding responsibility.

1. Informal Resolution of Matters that Involve Allegations of Title IX Sexual Harassment

The College has discretion to determine whether it is appropriate to offer an Informal Resolution process when it receives information about conduct that reasonably may constitute Title IX Sexual Harassment. The College may decline to offer Informal Resolution despite one or more of the parties’ wishes, including but not limited to when the College determines that the alleged conduct would present a future risk of harm to others. The College may not offer or facilitate an Informal Resolution to resolve allegations that an employee engaged in Sexual Harassment towards a student.

At any time prior to reaching a determination regarding responsibility, the College may offer and facilitate an informal resolution process (e.g., mediation or restorative justice) where requested by a party and agreed to by both or all parties. If a party requests the initiation of an informal resolution process and the Title IX Coordinator agrees that the matter is appropriate for Informal Resolution, the College will provide to each party a written notice that discloses:

The allegations;

The requirements of the Informal Resolution process;
That, prior to agreeing to a resolution, a party has the right to withdraw from the Informal Resolution process and to initiate or resume the Formal Resolution process;
That the parties’ agreement to a resolution at the conclusion of the informal resolution process would preclude the parties from initiating or resuming the Formal Resolution process arising from the same allegations; and
What information will be maintained and whether and how the information could be disclosed for use in a Formal Resolution process if it is initiated or resumed.

All parties and the Title IX Coordinator must agree to Informal Resolution for this option to be used. The Title IX Coordinator will assess the request for Informal Resolution in light of factors such as, but not limited to, the severity of the alleged violation and the potential risks to campus community members posed by the reported misconduct. The College will only proceed with an Informal Resolution process if both or all parties provide their voluntary, written consent to having the matter resolved through the Informal Resolution process.

The matter will be deemed resolved if and when the parties expressly agree in writing to an outcome that is acceptable to them and which is approved by the Title IX Coordinator (in consultation with other College administrators as deemed necessary). A party may withdraw from the Informal Resolution process at any time prior to their execution of a written informal resolution agreement. After an informal resolution is agreed to in writing between the parties, no party may initiate a Formal Resolution process regarding the same factual allegations.

At any time before a matter is resolved through Informal Resolution, the Title IX Coordinator may terminate an Informal Resolution process and initiate or re-initiate a Formal Resolution process, as they deem appropriate in their discretion.

Any individual who facilitates an Informal Resolution process may not be the same person who is an investigator or decision maker under a Formal Resolution process involving the same parties.

Potential terms that may be included in an informal resolution agreement include but are not limited to: restrictions on contact and restrictions on the Respondent’s participation in one or more programs or activities or attendance at specific events, including restrictions that could have been imposed as remedies or disciplinary sanctions had the College determined at the conclusion of a Formal Resolution that Title IX Sexual Harassment occurred.

2. Informal Resolution of Prohibited Conduct other than Title IX Sexual Harassment

Informal Resolution may also be used in Prohibited Conduct cases that do not involve allegations of Title IX Sexual Harassment and/or other alleged policy violations, as deemed appropriate by the Title IX Coordinator, the Office of Community Standards, and/or the People Center, as appropriate. The procedures for such informal resolutions will be determined at the discretion of the Title IX Coordinator, the Office of Community Standards, and/or the People Center, with agreement of the parties, as appropriate.

The College will not offer to facilitate, and will not utilize, an informal resolution process in any case involving allegations that a College employee sexually harassed a student.

E. Formal Resolution

1. Timing and Extensions in General

The timeframes for the major stages of the Formal Resolution process are described below in connection with each stage. All individuals involved in the process, including the parties, investigator(s), decisionmaker(s), and appeal officer may request a reasonable extension of any timeframe or deadline by making the request to the Title IX Coordinator. The Title IX Coordinator has discretion to determine whether to grant the requested extension on a case-by-case basis for good cause. When a request for an extension is granted, the Title IX Coordinator will inform the parties in writing and include a reason for the delay.

The Title IX Coordinator also has discretion to allow reasonable extensions on a case-by-case basis for good cause even where not specifically requested by someone else. Where such an extension is being implemented, the Title IX Coordinator will inform the parties in writing and include a reason for the delay.

2. Complaint / Formal Complaint

The Formal Resolution process for Title IX Sexual Harassment begins with a Formal Complaint. A Formal Resolution process for Title IX Sexual Harassment cannot begin without a Formal Complaint. A Complainant who would like the College to pursue the formal investigation and resolution process for any other Prohibited Conduct under the policy must make an oral or written request to the Title IX Coordinator or designee that objectively can be understood as a request to investigate and make a determination about allegedProhibited Conduct.

3. Determination of Applicable Procedures, Dismissal, Transfers, and Appeals of Such Determinations

When a Complainant files a Formal Complaint of Title IX Sexual Harassment or requests an investigation and a determination by the College of other Prohibited Conduct, the Title IX Coordinator or designee will determine whether the allegations, if substantiated, constitute Prohibited Conduct. This determination will occur within five (5) business days of receipt of the Complaint.

A Formal Complaint of Title IX Sexual Harassment will be dismissed if the conduct alleged:

Would not constitute Title IX Sexual Harassment as defined by this policy, even if proved;
Did not occur in a College education program or activity; or
Did not occur against a person in the United States.

This mandatory dismissal does not preclude further action under this policy for other Prohibited Conduct or another policy or procedure of the College.

A Formal Complaint or Complaint may be dismissed for any of the following reasons:

The Respondent is not participating in the College’s education program or activity and is not employed by the College;
A Complainant notifies the Title IX Coordinator or Deputy Title IX Coordinator in writing that the Complainant would like to withdraw the Formal Complaint, Complaint, or any allegations therein; ; or
Specific circumstances prevent the College from gathering evidence sufficient to reach a determination as to the Formal Complaint or Complaint or allegations therein..

Upon a dismissal required or permitted under this section, the College will promptly send written notice of the dismissal and reason(s) therefore simultaneously to the parties. The notice will state that a dismissal may be appealed.

Appeals are described in the section titled “Appeals” below. See Section XI.E.14.

The College reserves the right to transfer and respond to conduct that is not Prohibited Conduct under this Policy under another College policy or procedure in its proper discretion, such as under the Student Code of Conduct or People Center resolution processes. The College will make such decisions in the exercise of its best judgment to promote efficiency, and in accordance with applicable law, regulation, and Department of Education guidance.

4. Notice

If the College initiates an investigation of Prohibited Conduct it will provide to the parties a written notice (by electronic or other means) that includes:

Information about the College’s Formal and Informal Resolution processes;
A statement of the allegations of behavior potentially constituting Prohibited Conduct, including sufficient details known at the time and with sufficient time to prepare a response before any initial post-intake interview. Sufficient details include the identities of the parties involved in the incident, if known, the conduct allegedly constituting Prohibited Conduct, and the date and location of the alleged incident, if known;
A statement that the Respondent is presumed not responsible for the alleged conduct and that a determination regarding responsibility is made at the conclusion of the process during which the parties have an opportunity to present relevant and not otherwise impermissible evidence to a trained, impartial decision maker;
Information regarding the College’s presumption of good faith reporting and a summary of the College’s False Report policy (see Section VII.C.4);
Notification that parties may have an advisor of their choice, who may be, but is not required to be, an attorney;
Notification of existing counseling, health and mental health services available on campus and/or in the community;
Notification that taking any retaliatory action (directly or through others) against any person because they are involved in the investigation is prohibited and will be considered a separate violation of College policy;
Notification that the parties may inspect and review evidence during the investigation and resolution process, as provided below;
The name of the investigator(s), as well as the right to file a written objection within two (2) business day to the investigator(s) based on the grounds of actual bias for or against complainants or respondents generally, actual bias for or against a particular complainant or respondent, or conflict of interest;
The right to suggest witnesses and provide evidence to the investigator(s); and
The right to request accommodations related to the process through the Office of Accessibility.

If in the course of an investigation the College decides to investigate allegations about any party that are not included in the notice described above, it will provide notice of the additional allegations to the parties whose identities are known.

5. Consolidation

Champlain may consolidate complaints of Prohibited Conduct against more than one Respondent, or by more than one Complainant against one or more Respondents, or by one party against another party, when the allegations Prohibited arise out of the same facts or circumstances. When more than one Complainant or more than one Respondent is involved, references below and above to a party, Complainant, or Respondent include the plural, as applicable.

6. Initial Meeting with Respondent

The Respondent will also receive an invitation to meet with the Title IX Coordinator or designee to review the process, resources, and the role of the advisor. If the Respondent does not respond to the meeting request or is unable to meet within three (3) days, the Title IX Coordinator, Deputy Title IX Coordinator, or designee will provide the following information in writing:

On and off campus resources that may be available to the extent applicable, including counseling, health, mental health, victim advocacy, legal assistance (including visa and immigration assistance), student financial aid, and other available services;
The range of supportive measures that may be available to the extent applicable, including changes to academic, living, transportation, and/or working situations, and other supportive measures described in Section IX;
An overview of the procedural options and processes;
The College’s policy prohibiting retaliation; and
The right to request accommodations related to the Investigation Process through the Title IX Office and other relevant offices.

7. Investigation

The Title IX Coordinator or designee will select an investigator or investigators (referred to here as “investigator” for ease of reference), who will conduct the investigation. The parties will be given notice of the identity of the investigator and an opportunity to object to their appointment, as noted above.

The investigator will conduct an appropriate investigation which may include interviews with the Complainant, the Respondent, and other persons with information. These interviews may be recorded.

The Complainant and Respondent will be afforded the same rights and opportunities throughout the investigation and adjudication process, including the opportunity to recommend witnesses and submit evidence. However, investigation logistics, including but not limited to the sequence of interviews, the decision to interview particular witnesses, and the decision to allow or consider evidence offered by the parties, are within the discretion of the investigator.

The Complainant and Respondent will be asked to identify, preserve, and submit all evidence pertaining to the matter under investigation, and to identify witnesses they believe may have relevant information to share. The investigator is not required to consider the evidence submitted or interview any particular witness, even if identified by one of the parties. However, in determining whether to interview witnesses or review evidence, the investigator should consider such factors as equity, fairness, thoroughness, and impartial treatment of both parties.

Complainants and Respondents are entitled to the same opportunities to have an advisor of their choice present at any interviews, meetings, or proceedings that they are attending related to the investigation process under this policy. The advisor may advise the Complainant or Respondent privately, but cannot act as a speaking advocate at a meeting. An investigator or other College representative may terminate meetings, and/or proceed with the investigation based on otherwise-available information, if an advisor is disruptive or otherwise refuses to comply with the requirements of this policy.

While each party may have an advisor of choice, they may not compel any specific person to serve as their advisor. The College’s faculty and/or staff may be available to serve as advisors, but none are required to do so.

The parties have an equal opportunity to present witnesses, which may include evidence from fact and expert witnesses. Parties are not restricted in their ability to discuss the allegations under investigation or to gather and present relevant evidence. Parties whose participation is invited or expected will receive written notice of the date, time, location, participants, and purpose of all investigative interviews or other meetings, with sufficient time for the party to prepare to participate.

This phase of the process should be completed within four (4) months.

8. Preliminary Investigative Report

Once the investigator has gathered all of the information that they determine should be gathered as an initial matter, they will prepare a preliminary investigative report. The preliminary investigative report will summarize relevant and not otherwise impermissible evidence but will not contain any recommendations regarding whether the respondent violated this Policy or any other College policy at issue.

The College will provide each party (and the party’s advisor, if any) with an equal opportunity to inspect and review any evidence obtained as part of the investigation that is directly related to the allegations raised, including the evidence upon which College does not intend to rely in reaching a determination regarding responsibility and/or which the investigator does not deem relevant, and inculpatory or exculpatory evidence whether obtained from a party or other source, so that each party can meaningfully respond to the evidence prior to conclusion of the investigation. Such evidence will not include un-redacted privileged records or information that may have been gathered or received during the investigation, absent written consent from the party holding the privilege; evidence provided to a Confidential Resource, unless the party providing the evidence waives confidentiality; or evidence that relates to the Complainant’s prior sexual interests or prior sexual conduct, unless such evidence is offered to prove that someone other than the Respondent committed the alleged conduct or is evidence about specific incidents of the Complaint’s prior sexual conduct with the Respondent that is offered to prove consent to the alleged Prohibited Conduct. The fact of prior consensual sexual conduct between the Respondent and the Complainant does not by itself demonstrate or imply the Complaint’s consent to the alleged Prohibited Conduct or preclude determination that Prohibited Conduct occurred.

Given the sensitive nature of the information provided, the Title IX Coordinator or designee will provide the information for review in a secure manner (e.g., by providing digital copies of the materials through a protected, “read-only” web portal). Neither the Parties nor their advisors may copy, remove, photograph, print, image, videotape, record, or in any manner otherwise duplicate, share, or remove the information provided, and they will be required to execute an agreement confirming that they will not do so. This agreement will cover the Final Investigative Report and final compilation of evidence described below, which will be covered by the same restrictions. An advisor who fails to abide by this policy may be subject to discipline to the extent applicable and/or may be excluded from further participation in the process.

9. Review and Response to Preliminary Investigative Report

The parties may respond to the Preliminary Report; the parties must submit any response within ten (10) business days of being notified of their opportunity to review the report. The parties may respond in one or both of the following ways:

The parties may provide a written response to the Preliminary Investigative Report, or any portion of it. The investigator will consider any written response provided by the parties in preparing the Final Investigative Report.
The parties may submit a written request for additional investigation. Such requests may include, but are not limited to, the following: (1) request(s) for follow-up interview(s) with existing witnesses or the other party to clarify or provide additional information, including suggesting questions to the investigator(s) to pose to witnesses or the other party, including questions challenging credibility; (2) request(s) for interviews with new witnesses; or (3) request(s) to consider new evidence. Any request for additional investigation shall explain the reason for the request.

If neither of the parties requests additional investigation, the investigator will prepare the Final Investigative Report. If either (or both) parties request additional investigation, the investigator will review the request(s) in consultation with the Title IX Coordinator or designee. The investigator will conduct the requested additional investigation if the investigator, in consultation with the Title IX Coordinator or designee, determines that the request(s) will assist the investigator in completing the investigation. The investigator and Title IX Coordinator or designee will assess whether investigation of the additional information requires a substantial deviation from the recommended timeframe for completion of the investigation; if so, the Title IX Coordinator or designee will notify the parties in writing with an anticipated revised time frame.

If the investigator conducts additional investigation, the investigator will prepare an Addendum to the Preliminary Report (“Addendum”). The Addendum will include: (1) a summary of the additional investigation; (2) a statement as to whether the additional investigation changed any finding in the Preliminary Report (and, if it did, the investigator will identify which finding(s) changed); and (3) additional exhibits, to the extent the additional investigation resulted in additional documentary evidence. The investigator will submit the Addendum to the Title IX Coordinator or designee. The Title IX Coordinator or designee may require the investigator to conduct additional investigation before the Addendum is deemed complete.

Once the Title IX Coordinator or designee has agreed that the Addendum is complete, the Title IX Coordinator or designee will provide the Preliminary Investigative Report, any Addendum, and any exhibits to the parties and advisors for review, through a secure information-sharing process, and subject to the same restrictions on duplication, re-distribution, etc., as are outlined above. The investigator will then work to prepare the Final Investigative Report, as described below.

10. Final Investigative Report

After considering and addressing as deemed appropriate any written response submitted by either party and/or any additional information addressed in an Addendum, if applicable, or after the ten (10) business day comment period has lapsed without receiving a written response or responses to the Preliminary Investigative Report, the investigator will prepare a Final Report. The Final Investigative Report will include the investigator’s non-binding recommendation as to whether the Respondent should be found responsible for violating the policy provisions at issue. The investigator’s recommendation will be reached by applying the preponderance of evidence standard, i.e., whether it is more likely than not that the policy was violated. The Final Investigative Report will be reviewed by the Title IX Coordinator before it is issued.

The Final Investigative Report will be provided simultaneously to the parties and their advisors, if any. The Final Investigative Report will fairly summarize relevant evidence and include as exhibits evidentiary materials as deemed appropriate by the investigator. At least ten (10) business days prior to any hearing that will be held in the case, if applicable, the Title IX Coordinator or designee will provide the Final Investigative Report and exhibits for review in a secure manner (e.g., by providing digital copies of the materials through a protected, “read-only” web portal) to each party and the party’s advisor, if any, for their review and written response. Any written response a party wishes to provide must be submitted to the Title IX Coordinator or designee within ten (10) business days of receiving the Final Investigative Report and exhibits. The Final Investigative Report and the parties’ written responses, if any, will be provided to the hearing officer in advance of any hearing, in cases where a hearing will be held.

11. Formal Resolution Post-Investigation Process Alternatives

Once the investigation has been completed, the matter will move to resolution through one of three formal resolution processes, as follows:

If any allegations of Prohibited Conduct raised in the matter fall within the definition of Title IX Sexual Harassment, the resolution process will be overseen by the Title IX Coordinator or designee and such allegations will proceed to a live hearing and, if applicable, sanctioning and appeal process as described immediately below.
If all of the allegations of Prohibited Conduct fall outside the definitions of Title IX Sexual Harassment and the Respondent is a student, the post-investigation resolution process will be overseen by the Office of Community Standards. The Director of Community Standards or their designee will review the Final Investigative Report and all related evidence and issue a written determination. If appropriate, the Dean of Students or designee will issue written sanctions. In such cases, these post-investigation procedures will apply exclusively, and the Title IX Sexual Harassment post-investigation hearing, sanction and appeal process described below will not apply.
If all of the allegations of Prohibited Conduct fall outside the definitions of Title IX Sexual Harassment, and the Respondent is an employee, the post-investigation resolution process will be overseen by the People Center Leader, in consultation with the Title IX Coordinator or designee. The Title IX Coordinator, People Center Leader, or their designee, will review the Final Investigative Report and all related evidence, and issue a written determination. In such cases, these post-investigation procedures will apply exclusively, and the Title IX Sexual Harassment post-investigation hearing, sanction and appeal process described below will not apply.

If the Respondent is a Student and employee and all of the allegations of Prohibited Conduct fall outside the definitions of Title IX Sexual Harassment n, the Title IX Coordinator will determine whether Community Standards or People Center procedures will apply based upon the facts and circumstances, such as whether the Respondent’s status as a student or employee predominates in the context of the alleged Prohibited Conduct. If a student-employee is found to have engaged in Prohibited Conduct, the student-employee may be subject to sanctions both in connection with their employment, and in connection with their student status, as appropriate.

12. Hearing Process in Cases Involving Title IX Sexual Harassment

a. Hearing Officers

Hearings will be presided over by a hearing officer, who will make the decision as to whether or not the Respondent violated the Policy provision(s) at issue. This decision will be made using the preponderance of the evidence standard, which means that a Policy violation will only be found if the evidence establishes that it is more likely than not that the violation occurred. The hearing officer has broad authority to determine the process, timing, and conduct of a hearing. For example, the hearing officer will determine the order of presentation, timing, and overall duration of the hearing, what information and evidence will be heard, what information and questions are relevant to the determination of the matter, and what cross-examination questions will or will not be permitted.

Hearing officers will be appointed by the Title IX Coordinator. In selecting a hearing officer for a particular matter, the Title IX Coordinator will take care to select an individual who does not have a conflict of interest or actual bias against complainants or respondents generally or an individual Complainant or Respondent. The College will notify the parties of the identity of the hearing officer in advance of the hearing, and parties may, within three (3) business days of such notice, object to the service of the hearing officer by providing a written statement (which may be transmitted electronically) as to why the party believes that the hearing officer has a conflict of interest or bias. The Title IX Coordinator or designee will make decisions regarding such objections and the appointment of an alternate hearing officer, as necessary.

b. Advisors

Each party may have an advisor of their choice present at a hearing for the limited purpose of conducting cross-examination on behalf of that party. Advisors may be, but are not required to be, attorneys. If a party does not have an advisor of their choice present at a hearing, the College will without fee or charge to the party provide an advisor of the College’s choice, again for the limited purpose of conducting cross-examination on behalf of that party. No later than ten (10) business days before the hearing, parties should inform the Title IX Coordinator of the identity of any advisor of choice who will accompany them to the hearing, so that the College will know whether or not it needs to arrange for the presence of a College-provided advisor.

At a time and manner deemed appropriate by the hearing officer, the advisor for each party will be permitted to ask the other party and any witnesses all relevant cross-examination questions and follow-up questions, including those challenging credibility. Except for that limited role, advisors may not participate actively in the hearing and may not speak or otherwise communicate on the part of the party that the advisor is advising. However, the advisor may consult privately in a non-disruptive manner with their advisee during and/or at a recess in the hearing. Scheduling accommodations generally will not be made for advisors if they unduly delay the process. The College reserves the right to take appropriate action regarding any advisor who disrupts the process, or who does not abide by the restrictions on their participation as determined in the sole discretion of the hearing officer, which may include exclusion of the advisor from the hearing and the appointment of an alternate College-provided advisor.

c. Requests for Appearance of Witnesses

If a party wishes to have an individual appear at the hearing as a witness, they must provide notice of the identity of the proposed witness and a brief description of the subject matter of the witnesses’ testimony to the Title IX Coordinator or designee at least ten (10) business days before the date of the hearing. The Title IX Coordinator or designee, in consultation with the hearing officer as necessary, will determine whether the witness is likely to have information that is relevant to the hearing, and if it is determined that the witness is likely to have relevant information, the Title IX Coordinator or designee will inform the witness that their presence at the hearing is requested. Witnesses are not required to attend the hearing.

d. Conduct of Hearings and Relevance

At or before the hearing, the hearing officer will receive a copy of the Final Investigative Report, any attachments thereto, and copies of the parties’ written responses to the Final Investigative Report, if any, which will be part of the information of record to be considered by the hearing officer. The recommendation regarding responsibility made by the investigator in the Final Investigative Report is only advisory and is not binding on the hearing officer; the hearing officer will make an independent determination regarding responsibility based upon the investigative report, evidence admitted at the hearing, and the testimony and cross-examination of parties and witnesses at the hearing, as applicable.

Ordinarily, new evidence may not be introduced during the hearing. If there is a request to introduce new evidence, the hearing officer will determine in their discretion (considering factors such as, but not limited to, whether the evidence was reasonably available to the party during the investigation, the apparent materiality and relevance of the evidence, and prejudice to the other party and delay that could follow from introduction of the new evidence), and will determine whether to allow the evidence to be introduced, to exclude the new evidence, or to suspend the hearing and require further investigation regarding the new evidence.

Subject to the discretion of the hearing officer, hearings will ordinarily begin with introductory remarks by the hearing officer, followed by opening statements from any party who wishes to provide one, followed by the hearing officer asking relevant initial questions of the parties as deemed appropriate by the hearing officer. During this portion of the hearing, advisors may confer privately and in a non-disruptive manner with their advisee, but they are not allowed to make opening statements or otherwise address the hearing officer or anyone else present at the hearing. After the hearing officer has asked their initial questions of the parties, the hearing officer will permit each party’s advisor to ask the other party all relevant questions and follow-up questions, including those challenging credibility.

Subject to the discretion of the hearing officer, questioning of witnesses will generally follow a similar process, whereby the hearing officer will pose relevant questions to each witness, then the parties’ advisors will be permitted to ask relevant questions of witnesses. Such cross-examination by advisors will be conducted directly, orally, and in real time by the party’s advisor of choice and never by a party personally.

Only relevant cross-examination and other questions may be asked of a party or witness. Before a Complainant, Respondent, or witness answers a cross-examination or other question, the hearing officer will first determine whether the question is relevant and explain any decision to exclude a question as not relevant. Advisors are not permitted to object to hearing officer decisions regarding relevance during a hearing.

Regarding the evidence subject to inspection and review that was provided to the parties and their advisors under the investigation procedures outlined above, a copy of such evidence will be made available at the hearing, and each party and/or their advisor (as applicable) will have an equal opportunity to refer to such evidence during the hearing, including for purposes of cross-examination.

Questions and evidence that relates to the Complainant’s prior sexual interests or prior sexual conduct is not relevant, unless such evidence is offered to prove that someone other than the Respondent committed the alleged conduct or is evidence about specific incidents of the Complaint’s prior sexual conduct with the Respondent that is offered to prove consent to the alleged Prohibited Conduct. The fact of prior consensual sexual conduct between the Respondent and the Complainant does not by itself demonstrate or imply the Complaint’s consent to the alleged Prohibited Conduct or preclude determination that Prohibited Conduct occurred.

Information protected under a legally recognized privilege (such as, for example, privileged communications between a party and their physician, psychiatrist, psychologist, or other recognized professional or paraprofessional acting in a treatment capacity, or privileged communications between a party and their attorney), is not relevant unless the person holding the privilege has waived the privilege.

At the request of either party, the College will provide for the hearing to occur with the parties located in separate rooms with technology enabling the hearing officer and parties to simultaneously see and hear the party or the witness answering questions. Live hearings may be conducted with all parties physically present in the same geographic location or, at the College’s discretion, any or all parties, witnesses, and other participants may appear at the live hearing virtually, with technology enabling participants simultaneously to see and hear each other.

Formal rules of evidence do not apply to hearings conducted by the College. The hearing officer may at their discretion consider statements of a party or witness made before or at a hearing and/or other information, and give the weight to such information as they determine is appropriate under the circumstances, regardless of whether the party or witness appears at or answers some or all cross-examination questions at a hearing. Hearing officers will not draw an inference about the determination regarding responsibility based solely on a party’s or witness’s absence from the live hearing or refusal to answer cross-examination or other questions.

e. Record of Hearings

The College will create an audio or audiovisual recording and/or transcript, of any live hearing, and will make it available to the parties for inspection and review.

f. Determinations Regarding Responsibility

Within ten (10) business days after the hearing, the hearing officer (and if necessary the sanctioning officer, as provided below) will prepare and issue a written determination regarding responsibility and sanctions. In determining responsibility, the hearing officer will apply the preponderance of the evidence standard. The written determination will include:

Identification of the section(s) of the College’s Policy alleged to have been violated;
A description of the procedural steps taken from the receipt of the Complaint through the determination, including but not limited to, as applicable, any notifications to the parties, interviews with parties and witnesses, site visits, methods used to gather other evidence, and hearings held;
Findings of fact supporting the determination;
Conclusions regarding the application of definitions of the Policy to the facts;
A statement of, and rationale for, the result as to each allegation, including a determination regarding responsibility and, where necessary and in collaboration with the sanctioning officer, a statement regarding any sanctions and the rationale therefor; and
Identification of the College’s procedures and permissible bases for the complainant and respondent to appeal (as outlined below).

The determination regarding responsibility becomes final either on the date that the College provides the parties with the written determination of the appeal, if an appeal is filed, or if an appeal is not filed, the date on which the appeal would no longer be considered timely.

The determination will also notify the parties whether remedies designed to restore or preserve equal access to the College’s education program or activity will be provided by the College to the complainant, but will not provide details about any such remedies.

If sanctions are necessary, they will be assigned in accordance with the Sanctions section below. The parties will receive notice simultaneously of the written determination regarding responsibility and, if necessary, any sanctions as determined through the procedures outlined below.

13. Sanctions and Remedies in Cases Involving Title IX Sexual Harassment

If Respondent is found responsible for one or more violations of this Policy, the College will issue sanctions and other remedies commensurate with the violation(s).

In cases where the Respondent is a student, the Dean of Students or designee, in consultation with the Title IX Coordinator, will issue final sanctions and determine remedies. In cases where the Respondent is an employee, the People Center Leader, in consultation with the Title IX Coordinator, will issue final sanctions and determine remedies.

If the Respondent is a Student and employee, the Title IX Coordinator will determine the sanctioning officer or officers based upon the facts and circumstances, such as whether the Respondent’s status as a student or employee predominates in the context of the alleged Prohibited Conduct. If a student-employee is found to have engaged in Prohibited Conduct, the student-employee may be subject to sanctions both in connection with their employment, and in connection with their student status, as appropriate.

Remedies or sanctions for violations of this Policy may include but are not limited to:

verbal or written warning;
training;
counseling;
probation;
no contact order;
no trespass order;
suspension of a student’s enrollment (with or without case-specific conditions on re-enrollment), or suspension of an employee without pay;
dismissal from employment;
dismissal from the College;
temporary or permanent transfer to a different position;
class or academic re-assignment;
reassignment of work or academic work;
referral to another College process as necessary to determine employment status-related issues;
alteration of living or work environment; or
Paid or unpaid administrative leave.

The responsible office may consider the cumulative disciplinary history of the Respondent, if any, when making sanctioning decisions.

The College’s decision on any sanctions and remedies and an explanation of the rationale therefore will be documented in the written determination. Thus, in cases where the hearing officer determines that the Respondent is responsible for a policy violation, the investigator and the sanctioning officer will work together to prepare a single written determination document that will contain all of the information listed above, as applicable. Such written determination will be provided simultaneously to both parties.

The Title IX Coordinator is responsible for coordinating the provision and implementation of remedies to a Complainant and other persons the College identifies as having had equal access to the College’s education program or activity limited or denied by Title IX Sexual Harassment; coordinating the imposition of any disciplinary sanctions on a Respondent, including notification to the Complainant of any such disciplinary sanctions; and taking appropriate prompt and effective steps to ensure sexual harassment does not continue to recur within the College’s education program or activity.

14. Appeals

Involved parties have the right to appeal decisions made through the process outlined above. All appeals must be made in writing and sent to the Title IX Coordinator. An appeal of any decision must be received within ten (10) business days after the parties have been informed of the decision. Appeals are heard by an appeal officer.

Parties may appeal either a dismissal of a Complaint or any allegations therein, or a determination regarding responsibility and/or remedies or sanctions on the following bases:

Procedural irregularity that would have affected the outcome;
New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made , that could could affect the outcome of the matter; Prohibited Conduct occurred;
The Title IX Coordinator, investigator, or decision maker had a conflict of interest or bias for or against complainants or respondents generally or the individual complainant or respondent that affected the outcome; or
The sanctions or remedies imposed are disproportionate to the nature and severity of the offense.

The parties will be notified of an appeal.

The party who submits the written appeal will be the “appellant,” and the other party will be the “appellee.” The appellee will have five (5) business days to submit a response to the written appeal. At the conclusion of these time periods, the Title IX Coordinator will refer the written appeal and the Final Report (the “Appeal Record”), to an appeal officer.

The Title IX Coordinator or designee will appoint the appeal officer and will notify both parties of that appointment. The appeal officer will not be someone with any involvement in the matter up to that point and will be appropriately trained. Both parties will have two (2) business days to object to the appeal officer’s selection on the basis of actual bias for or against complainants or respondents generally or a particular complainant or respondent, or conflict of interest. If the Title IX Coordinator determines that an appeal officer may have actual bias or conflict of interest, the Title IX Coordinator will remove the appeal officer and designate a new appeal officer. This process can be repeated as necessary.

The appeal officer will determine whether any grounds for the appeal are substantiated. If the appeal officer determines that none of the grounds are substantiated, the appeal officer will share that determination and rationale with the Title IX Coordinator. The Title IX Coordinator or designee will notify all involved parties of that outcome. If the appeal officer determines that one or more grounds for the appeal is/are substantiated, the appeal officer will take appropriate action as indicated below.

Procedural Error: If it is determined that a procedural error affected the outcome, the appeal officer may return the matter to the investigator with instructions to correct the error, and to reconsider the findings as appropriate, or to take other action as deemed appropriate.

New Information: If the appeal officer determines that new information should be considered, the matter will be returned to the investigator if additional investigation is needed. The investigator will prepare an Addendum to the Final Report, and provide the parties with an opportunity to respond to the Addendum consistent with the opportunity to do so in accordance with the procedures outlined above.

Bias or Conflict of Interest: If the appeal officer determines that there was actual bias or conflict of interest on the part of the investigator that affected the outcome, the appeal officer may order a new investigation with a new investigator, and a new resolution process.

Sanctions: If the appeal officer determines the sanctions imposed are disproportionate to the nature and severity of the offense, the appeal officer in conjunction with the appropriate Vice President may modify the sanctions.

Notification of Appeal Outcome

The appellant(s) and the appellee(s) will be notified simultaneously in writing of the outcome of the appeal and the rationale. The appeal officer’s decisions are final and are not subject to appeal.

XII. Additional Policies Related to Formal Resolution

A. Additional Charges

The College reserves the right to charge parties with additional violations of this Policy as appropriate based on new information that is provided during the course of the investigation.

Modification of Process

The College will follow the investigation and resolution process described herein barring exceptional circumstances. In rare instances, however, the College may be required to adapt or modify the investigation and resolution process (including timelines), in accordance with applicable law, to ensure an equitable resolution of a report of Prohibited Conduct. The College reserves this right. In such instances, the College will notify both Parties of the modification of the process and, if appropriate, the exceptional circumstances requiring the College to adapt or modify the process.

C. Alcohol and Substance Use

As described in Reporting Considerations (Section VII.C.2), the Medical Amnesty and Good Samaritan Program applies throughout the process.

D. Advisor Compliance

If an advisor fails to comply with the procedures set forth here, including through a material breach of confidentiality about the investigation and resolution process, the College reserves the right to exclude the advisor from further participation in the process and replace them with another advisor.

E. Nature of Proceedings

Proceedings conducted under these procedures are not considered legal proceedings, but rather are procedures designed to address College policy violations. Neither party may audio nor video record the proceedings.

F. Withdrawal or Resigning with Charge Pending

If a student makes the decision to withdraw from Champlain College after a notice of investigation is communicated to the student but before any determination regarding responsibility is made, the College will suspend the disciplinary process at the time of withdrawal. The College will however gather information as it deems appropriate in order to facilitate the College’s consideration of the matter if the student seeks readmission at a later time. The student’s conduct file will reflect that the charge(s) is pending and was suspended because of the withdrawal. The investigation and resolution process will resume if and when the student seeks readmission or re-enrollment.

In cases where the Respondent is an employee who resigns from their position after a notice of investigation is communicated to them but before any determination regarding responsibility is made, the College may decide not to allow the individual to be rehired pending resolution of the investigation. Inquiries about employment matters can be referred to the Champlain College People Center.

XIII. Accommodations

Parties in need of reasonable accommodations throughout the investigation and resolution processes may notify the Office of Accessibility. The Title IX Coordinator or designee will work with, and consult as appropriate, the Office of Accessibility to provide appropriate accommodations.

XIV. Training

The College provides training to students and employees to ensure they understand this Policy and the topics and issues related to maintaining an educational and employment environment free from all forms of Prohibited Conduct.

All Title IX Coordinators and designees, investigators, decisionmakers, informal resolution facilitators, appeal officers, and others responsible for implementing the Formal Resolution process or with authority to modify or terminate supportive measures must be trained annually on topics specific to their positions consistent with the requirements of Title IX and the Clery Act.

The College provides training to all individuals within the community who are involved in responding to, investigating, or resolving reports of Prohibited Conduct.

Applicable training materials will be made available on the College’s website. If the College retains an individual outside the community to respond to, investigate, or resolve reports of Prohibited Conduct, the College requires that the retained individual has received adequate training consistent with the College’s standards.

As required by the Clery Act, individuals conducting investigations and determination proceedings will receive training annually on the issues related to sexual assault, harassment, sexual misconduct, domestic violence, dating violence, and stalking, and how to conduct an investigation and/or determination process that protects the safety of complainants and promotes accountability.

XV. Record-Keeping

Consistent with the requirements of Title IX, the College will maintain the following categories of records for at least seven (7) years:

Records of all reports, regardless of how the matter is resolved. Complaints that are not resolved by means of an Informal Resolution of Formal Resolution are not part of a student’s conduct file or academic record.
Records documenting any Informal Resolution or Formal Resolution process and the resulting outcome;
All materials used to provide required training.

XVI. Prevention and Awareness Programs

The College is committed to the prevention of Prohibited Conduct through regular and ongoing education and awareness programs. Incoming students and new employees receive primary prevention and awareness programming as part of their orientation, and returning students and current employees receive ongoing training and related education. For a description of the College’s prevention and awareness programs, including programs on minimizing the risk of incidents of Prohibited Conduct and bystander intervention, see the Student Affairs, Diversity and Inclusion “Safety and Respect” website.

Skateboard, Hoverboard, & Motorized Self-Balancing Board Policy

Skateboards, longboards, rollerblades and skates may be used outdoors on campus so long as such use does not present a safety hazard to pedestrians or is likely to cause property damage. (See below for prohibited areas.) Operators of skateboards, longboards, rollerblades and skates (referred to as “Operators”) must use caution and act in a safe manner at all times for the safety of pedestrians. Operators must yield to pedestrians.

Use of skateboards, longboards, rollerblades or skates is at the Operator’s own risk. Operators should be aware that they are personally liable for injury to people or damage to property caused by their activity.

Skateboards, longboards, rollerblades and skates are prohibited from the following areas:

Rozendaal Courtyard,
the hardscape surface on the west side of Perry Hall and inside college buildings (academic and residential).

Champlain College may designate other areas of campus where such activities are prohibited.

Violations of this policy may result in referral to the Office of Community Standards..

In addition to this policy, Operators are expected to know and adhere to all applicable local laws and regulations governing use of public roads, sidewalks and other public areas.

The College strongly encourages the use of protection equipment such as a properly fitted helmet, slide gloves, knee and elbow pads and padded shorts.

Hoverboards & Motorized Self-Balancing Boards

Hoverboards or motorized self-balancing boards are not permitted on campus or in any College buildings. As with other products that are not permitted on campus, Campus Public Safety has the right to remove or confiscate and hold any board brought to campus. A board will be returned once the owner has an immediate plan for removing it to an off-campus location.

Smoking

Indoor smoking is banned in all College buildings. Outdoor smoking is banned on central campus (Aiken Lawn and the Rozendaal Courtyard, CCM Promenade) Finney Quad, and within 25 feet of all entries, residence hall entries, outdoor air intakes and operable windows. Smoking is permitted at all times in the gazebo located on the corner of Maple Street and Summit Street.

This policy applies to all forms of smoking and use of any nicotine delivery device that has not been approved by the Federal Drug Administration (this includes E-cigarettes and vaping devices). Electronic smoking and vaping devices are prohibited on campus due to the fire safety risk they pose, and Campus Public Safety may confiscate devices. Behavior inconsistent with this policy will be documented. Violation of this policy may result in a referral to the community standards process for disciplinary action.

Smoking of cannabis or other drugs is not permitted anywhere on College property or at College-sponsored events.

Transportation & Parking

No car, no problem.

At Champlain, sustainability is one of our core values. That’s why we encourage students and employees to leave their cars at home. There are plenty of great transportation options that make getting to and around campus easy and convenient. All students who are permitted to bring a vehicle must obtain a parking permit and abide by all of the parking regulations. (Please note: First-year students are not permitted to bring vehicles to campus unless a prior waiver is obtained.)

Shuttle

Champlain’s FREE shuttles run from the main campus to our Lakeside Campus (and satellite parking area) and also to the 194 Saint Paul Street apartments. champlain.edu/shuttle

Bicycle

Champlain offers FREE indoor bicycle storage and ChampShop-a full bicycle mechanic workshop. champlain.edu/bike

Walk

Champlain is just a short walk from downtown Burlington for shopping, groceries, restaurants and entertainment. champlain.edu/walk

CarShare Vermont

All full-time students and all employees of Champlain are eligible for discounted CarShare Vermont memberships. Leave your car at home and use someone else’s!

City Bus

All Champlain College students and employees can ride any Green Mountain Transit City bus anytime, anywhere, for FREE by swiping their ID card.

Parking

All Champlain College students and employees must have an active permit at all times regardless of where or when they park. Students are required to renew their permit each semester, while employees’ Zone 1 permits are valid indefinitely after the initial purchase. First-year students are not permitted to bring vehicles to campus unless a prior waiver is obtained. Go to champlain.edu/parking for information* or champlain.thepermitstore.com to order a permit.

Long Distance Travel

Champlain is easily accessible to the Burlington International Airport and providers such as Amtrak, Greyhound, Megabus and VT Translines. Check for student discounts.

Additionally, Champlain College provides complementary shuttle transportation to the Essex Amtrak station, servicing the Vermonter train line, with a single run on the weekend before and after each extended break period.

All transportation options are shown on our Transportation Google Map.

More transportation questions? Visit champlain.edu/Transportation.

PARKING

*The full version of all Champlain College’s parking policies are available online at champlain.edu/parking. It is the students’ responsibility to review and understand this information.

Top 10 Things You Need To Know*

PERMIT REQUIRED 24/7. ALL Champlain College students and employees must have an active permit at all timesregardless of where or when they park. It’s easy and free in some cases. champlain.thepermitstore.com
FREE COMMUTER PARKING. Parking is FREE at 175 Lakeside Avenue for Zone 1 permit holders. Champlain operates a free shuttle service seven days a week during the academic year from Lakeside Campus to Main Campus. champlain.edu/shuttle
RESIDENTIAL STUDENT PARKING. Residential students require a Zone 2 permit and are required to park at 175 Lakeside Avenue. Residential students may not park in the metered lots or along ANY city streets between 8 A.M. - 4 P.M., Monday-Friday.
FIRST YEAR PARKING RESTRICTED. First-time, first-year students are not permitted to bring a vehicle to campus. A waiver is possible for students who meet eligibility criteria.
PARKING PERMITS. When you purchase a parking permit, you are paying for the right to park in one of several zone-specific Champlain lots. Free parking is available in designated lots located at a greater distance from campus. These no-cost options can be identified on the official college parking map.
SHORT-TERM PARKING. Most egular main campus parking lots are pay-per-use with an hourly fee and some have time limits. Payment is required between 8 A.M. - 4 P.M. using the ParkMobile app.
ADJACENT STREETS. Champlain College students and employees are prohibited from parking on ANY Burlington street that is not specifically zoned for Champlain College affiliates. Students and employees are not considered “public” with regards to parking.
RESTRICTED PARKING. Perry Hall/West Hall, Boardman Hall and Finney Quad are restricted and enforced 24 hours per day, seven days per week. Boardman Hall lot is for those who obtain a Zone 5 permit only. Perry Hall/West Hall lot is for visitors to the Admissions office only.
VISITOR PARKING. Visitors should obtain a temporary guest permit prior to arrival on campus. This can be obtained by the Champlain employee hosting the guest using champlain.thepermitstore.com or by emailing the Transportation Office three days prior to the visit.
GUARANTEED RIDE HOME. All permit holders in Zone 2 are automatically enrolled in CATMA’s Guaranteed Ride Home program, which provides for a free cab ride if the shuttles are not operating. All Zone 1 permit holders are also eligible to enroll.

*The full version of all Champlain College’s parking policies are available online at champlain.edu/parking. It is the students’ responsibility to review and understand this information.