Campus Policies

The penalty for a violation of the Drug Policy for sale, distribution, or manufacture for sale, of a prescription drug, controlled or mind-altering substance, or drug paraphernalia will be permanent expulsion from the College.

Employee Penalties: All Rhodes College employees are responsible for compliace with the College Drug Policy.  The following employee regulations represent the College′s policy concerning illegal drugs:

1. While at work, all employees are prohibited from being under the influence of illegal drugs. Violations of this regulation will be subject to discipline, including termination.
2. The sale, possession, transfer, or purchase of illegal drugs on College property or while performing College business is strictly prohibited. Any such actions will be reported to appropriate law enforcement officials and is cause for immediate termination.
3. Employees who exhibit chronic, erratic or unusual behavior, incur excessive absences or incidents of tardiness, are involved in a work-related accident or otherwise give the College reasonable cause to believe they are under the influence of drugs will be subject to drug and alcohol testing.

Appeals Process: Employees will have the right to appeal any disciplinary action that is consistent with the appeals process as described in the College Handbook.

Summary of State Law Concerning Drugs

The following summary of the Tennessee Code Annotated is provided to promote increased awareness of the Tennessee laws concerning controlled substances. This summary is not intended to be a restatement of the law nor a summary of all of the laws relating to controlled substances. All members of the Rhodes community are responsible for compliance with laws concerning controlled substances.

It is a criminal offense to knowingly manufacture, deliver, sell, or possess with the intent to manufacture, deliver, or sell controlled substances. The State of Tennessee defines seven categories of controlled substances. Depending upon the type and quantity of substance, felony penalties include fines ranging from $5,000 to $500,000 and imprisonment from not less than one year to not more than 60 years.

For misdemeanor possession of a controlled substance, the penalty is imprisonment of not more than 11 months and 29 days and a $2,500 fine.

The term “drug paraphernalia” means any equipment, products, and materials of any kind which are primarily used, intended for use, or designed for use by the person in possession of them, in planting, propagating, cultivating, growing, harvesting, manufacturing, compounding, converting, producing, processing, preparing, testing, analyzing, packaging, repackaging, storing, containing, concealing, injecting, ingesting, inhaling, or otherwise introducing into the human body, a controlled substance. (T.C.A. 22-42A-1)

The maximum penalty for unlicensed possession of drug paraphernalia is a Class A misdemeanor with imprisonment up to 11 months and 29 days in jail and a $2,500 fine.

The maximum penalty for the unlicensed possession of drug paraphernalia with intent to sell, deliver, or manufacture a controlled substance is a Class E felony with imprisonment for not less than one year nor more than six years, or a fine of not more than $5,000, or both.

Health Risks

People who abuse alcohol or drugs risk damage to both their mental and physical health.  The following information includes some health risks associated with misuse of alcohol and drugs.

Alcohol. Alcohol consumption causes a number of changes in behavior and physiology. Even low doses significantly impair judgment, coordination, and abstract mental functioning. Statistics show that alcohol use is involved in a majority of violent behaviors on college campuses, including acquaintance rape, vandalism, fights, and incidents of drinking and driving. Continued abuse may lead to dependency, which often causes permanent damage to vital organs and deterioration of a healthy lifestyle.

Cannibis (Marijuana, Hashish). The use of marijuana may impair or reduce short-term memory and comprehension, alter sense of time, and reduce coordination and energy level. Users often have a lowered immune system and an increased risk of lung cancer. The active ingredient in marijuana, THC, is stored in the fatty tissues of the brain and reproductive system for a minimum of 28 to 30 days.

Hallucinogens. Lysergic acid (LSD), mescaline, and psilocybin cause illusions and hallucinations. The user may experience panic, confusion, suspicion, anxiety, and loss of control. Delayed effects, or flashbacks, can occur even when use has ceased. Phencyclidine (PCP) affects the section of the brain that controls the intellect and keeps instincts in check. Because the drug blocks pain receptors, violent PCP episodes may result in self-inflicted injuries.

Cocaine/Crack. Cocaine users often have a stuffy, runny nose and may have a perforated nasal septum. The immediate effects of cocaine use include dilated pupils and elevated blood pressure, heart rate, respiratory rate, and body temperature, followed by depression. Crack, or freebase rock cocaine, is extremely addictive and can cause delirium, hallucinations, blurred vision, severe chest pain, muscle spasms, convulsions, and even death.

Amphetamines. Amphetamines can cause a rapid or irregular heartbeat, tremors, loss of coordination, collapse, and death. Heavy users are prone to irrational acts.

Heroin. Heroin is an opiate drug that causes the body to have diminished pain reactions. The use of heroin can result in coma or death due to a reduction in heart rate.

Confidential Drug and Alcohol Resources and Clinical Services
The Center for Counseling and Student Development
Moore Health and Counseling Center
901-843-3128

Lakeside Behavioral Health System
2911 Brunswick Rd, Memphis, TN 38133
901-377-4733

Memphis Alcohol and Drug Council/NCA, Inc.
1430 Poplar Ave., Memphis, TN 38104
901-274-0056

Memphis Area Intergroup Association (Alcoholics Anonymous)
1835 Union Avenue Suite 302, Memphis, TN 38104
901-726-6750

Methodist Health Care/Lamar Campus/Addictions Services
Methodist Central
1265 Union Ave., Suite 105 Sherard, Memphis, TN 38104
901-726-2996

Mid-Town Mental Health Center
427 Linden, Memphis, TN 38126
901-577-0200, ext. 370

Charter Parkwood Hospital
8135 Goodman Rd., Olive Branch, MS 38654
662-895-4900

Southeast Mental Health Center
3810 Winchester, Memphis, TN 38118
901-369-1400

Veterans Administration Medical Center – Alcohol and Drug Unit
(for veterans and families only)
1030 Jefferson Ave., Memphis, TN 38104
901-532-8990, ext. 5706

Other Helpful Numbers
Rhodes College Chaplain  901-843-3849
Rhodes College Campus Safety 901-843-3880
Southern Poison Center  800-222-1222
Crisis Center Hotline  901-274-7477
Emergency Medical Services  911
Narcotics Anonymous  901-276-5483
Al-Anon/Al-Ateen   901-323-0321
Adult Children of Alcoholics (ACOA) 901-323-0321
Alcohol and Drug Help Line  901-452-0923
LINC (Library Information Center) 901-415-2700

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Rhodes provides planning to minimize danger to life, health, and property from emergencies or other critical incidents should they arise. Included in planning are necessary and prudent steps to assure continuity of operations and restoration of academic and other activities as quickly as possible following an emergency.

The foundation for such planning is based on the following priorities:

• Protection of human life.
• To prevent and minimize personal injury.
• Reduce exposure of Rhodes’ physical assets.
• Optimize loss control for assets where exposure cannot be reduced.
• Restore normal operations as soon as possible. 

With these priorities as a foundation, the plan facilitates a quick and efficient move from normal to emergency operations and back.

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Rhodes′ extreme weather policy provides for making a decision to close or to delay opening the College when weather conditions warrant. There are three specific provisions for communicating that decision to all students, faculty and staff. These procedures will be used only if Rhodes closes or if its schedule is altered. If the College is closed or opening is delayed, all Physical Plant and Campus Safety personnel should contact their supervisors for information about their schedules.

A message will be left in a voice-mail box, which can be accessed by all students, faculty and staff. The number for that box is 843-3943.
The decision will be communicated to the following local media stations, which will announce the decision. Please do not call them for closing or opening information.

• WMC-TV CH. 5
• WREG-TV CH. 3
• WKNO FM 91.1
• WMC AM 790
• WMC FM 100
• WREC AM 600
• Rock 103 FM

If you have a cable connection in the residence halls, you can also check for information on cable station 119.

Tornado Safety

Whenever possible, weather alerts will be issued by Campus Safety and the Department of Student Affairs via email to all faculty, staff, and students with Rhodes e-mail accounts.

Tornado Watch – There is a chance of a tornado forming.

Tornado Warning – A tornado has been seen or detected by radar.

In the event the civil defense sirens are activated, a Tornado Watch has been elevated to a Tornado Warning, and faculty, staff, and students should seek shelter immediately. Please be aware that testing of the civil defense sirens occurs every Wednesday at 3:30 pm and requires no response.

If indoors when a Tornado Warning is activated:

• Move quickly to a safe interior area without windows;
• Move to the lowest level of a building using a stairwell;
• Stay away from windows, doors, and exterior walls;
• Do not go outdoors.

If outdoors when a Tornado Warning is activated:

• Get inside a building if possible;
• Stay away from trees, power lines, and utility poles;
• Find a low lying area, such as a ditch, stay low, and cover your head and neck to avoid flying debris
• Remain in a safe location until the sirens stop sounding and then return to offices and classrooms to resume work, assuming that no damage or dangerous condition has been created on campus as a result of the storm. Weather updates are available at:
  
  http://www.weather.com/
  http://www.wmcstations.com/
  

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Memphis ordinance prohibits the use of fireworks in the city. Possession or use of fireworks is prohibited on campus by College policy. Any violation of this policy can result in sanctions ranging from fines to expulsion from the residence halls.

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There are a number of outside cooking grills available for student use in common areas. The use of grills is prohibited within 50 feet of any residence building.

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As an educational institution Rhodes College is committed to maintaining an environment in which its faculty members, students, administrators, and staff members are safe, can be trusted and count on others to be trustworthy, and receive and extend to others respect as human persons. Indeed, mutual respect among faculty members, students and administrators is an essential ingredient in the educational process and the greatest care must be taken that it not in any way be eroded.
 
Virtually all faculty members, administrators, and staff members are, or can appear to be, in a position to exercise power or authority, directly or indirectly, over students, whether or not an individual student is enrolled in their classes, are subject to their direct supervision, or have some form of business to transact with offices at the College. Many students are at a stage in their development when they may be particularly vulnerable to the influence of faculty members, administrators, and staff members who are in positions where they can affect the terms and conditions of a student’s standing at the College.

If a student consents to a romantic relationship with a faculty member, administrator, or staff member, the existence of such a relationship could have unintended adverse effects on the educational environment of the College. In some cases such a relationship can end unhappily or become problematic, resulting in charges of sexual harassment, and even physical or psychological abuse.

Some circumstances in which faculty members, administrators, staff members work with students can have the potential for the exploitation of students. For example, a work-study student might be asked to perform services that go beyond the terms and conditions of the work-study assignment, e.g. child care, personal business transactions. In such cases, it must be clear that the student may decline such personal invitations without any adverse consequences. It may be that a work-study student will respond to an invitation to provide personal assistance, but this relationship must be one in which the student volunteers, is offered and accepts a fair wage for services, and one which bears no relationship to the continuation of or the evaluation of the work-study assignment.

Because of the commitment to maintaining an environment that supports our educational goals Rhodes College prohibits romantic, sexual, and exploitative relationships between college employees and students. In the event that any such relationship is reported and confirmed the college employee is subject to employee disciplinary procedures up to and including termination in the case of administrators and staff members, or dismissal for cause in the case of faculty members. The policies and procedures for employee disciplinary procedures and dismissal for cause apply in all such cases.

There are exceptional circumstances in which the spouse or partner of a college employee is a student at the College. This fraternization policy does not apply in such circumstances. The Provost, in consultation with the Director of Human Resources, is the administrative officer who determines whether an exceptional circumstance applies.

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Purpose and Ideals
Rights and Responsibilities
Legal Issues and Liability
Liability
Channels of Authority, Responsibility, and Accountability
Evaluation and Review
Judicial Process for Violations of Regulations or Standards of Conduct
Hazing
Statement Of Agreement Between Fraternities/Sororities And Rhodes College
Grounds Maintenance and Trash Disposal Agreement Between Rhodes Fraternity and Sorority Organizations and Rhodes Physical Plant Department
Sorority and Fraternity Yard Displays

1. Purpose and Ideals. By emphasizing the development of their members as concerned participants in their chapter, the College community, and the greater Memphis community, the fraternities and sororities support the ideals of loyalty and responsible citizenship. The fraternities and sororities encourage support of the honor system, active participation in campus life, and the establishment of lifelong friendships. An important goal in each group is to support the Rhodes mission of educating students to live lives of genuineness and excellence by encouraging each member’s growth intellectually, emotionally, and socially. Fraternities and sororities stand for character, dignity, scholarship, and college loyalty.

Fraternities and sororities at Rhodes share in the academic mission of the College not only by setting academic standards that must be met for initiation and continued participation in each chapter, but also by recognizing and rewarding outstanding scholarship within individual chapters and among the groups involved in the fraternity and sorority community. For those members experiencing academic difficulties, chapters actively encourage and support efforts to improve by providing tutors and structured study opportunities.

Service to others is a principle upon which the College and the fraternity and sorority community are founded. This principle is nurtured and practiced through organized group service projects, the encouragement and appreciation of individual acts of service and giving, and the advancement of the understanding that service to others is a lifelong responsibility.

Recognizing that fraternities and sororities make significant contributions to the college community, participate actively in leadership roles on campus, enhance school spirit, encourage support of their alma mater, and generally enhance the realization of the college’s mission, Rhodes is committed to the support and development of each chapter.

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2.Rights and Responsibilities. When there is commitment to common purposes, rights and responsibilities are defined in order that all parties might better understand their roles in relationship to one another.

A. Fraternal Organization Responsibilities. The fraternities and sororities have the responsibility of fulfilling their ideals of mission and college cooperation in very concrete ways.

Each chapter will promote academic achievement among its membership.

Each chapter will responsibly schedule events with consideration for the best interests of students’ academic work and with no event requiring students to miss class.

Each chapter will actively engage in service to the campus and the Memphis community.

Each chapter will abide by and enforce general campus regulations. (See College Handbook, Chapter 9.)

Each chapter will comply with the agreement with the College for grounds maintenance for fraternity and sorority yards.

No fraternity or sorority will engage in any hazing activities.

Each National Panhellenic Conference, North-American Interfraternity Conference, and National Pan-Hellenic Council chapter will actively participate in their respective governing councils. 

B. College Responsibilities. As the fraternities and sororities actively support the mission of Rhodes, the College will support a positive atmosphere for the chapters and work with them in their efforts.

The College will officially recognize each chapter and its national organization.

The College will support the chapters in their recruitment efforts.

The College will develop upon request fraternity and sorority grade point averages after each term and will certify all pledges who have met the minimum academic standards for initiation.

The College will assist chapters and councils in scheduling events and when possible provide facilities and event planning support.  

The Greek advisor will serve as a liaison to the college, source of information, serve as a resource for educational materials and programs, assist with any national organization expansion, and generally support the chapters.

The College reserves the right to amend the College Handbook.  Appeals concerning proposed changes should be directed to the Dean of Students.

The College reserves the right of approval of application of the proceeds of any property damage insurance payments.

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3. Legal Issues and Liability. Insurance. The local chapters of each nationally affiliated fraternity and sorority are responsible for obtaining and maintaining, in conjunction with their national organization, the proper insurance coverage.

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4. Evaluation and Review. At the end of the academic year each chapter will submit an annual report outlining its accomplishments in support of academic achievement, College and community service, and educational programs. Should the chapter be required to submit to its national office a document which includes all of the above, a copy of that document may be submitted as its report to the Director of Student Involvement.

Each chapter will submit to the Director of Student Involvement copies of its governing documents (constitution, bylaws, handbook, etc.) as requested, but at least every three years. These documents are subject to review by the appropriate committee of the Board of Trustees to determine that chapter policies are in keeping with college policies.

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5. Judicial Process for Violations of Regulations or Standards of Conduct. A chapter’s violation of college regulations or failure to adhere to expected standards of conduct will be adjudicated by the Social Regulations Council, the appropriate council and/or judicial board, or an administrator. Violators should be reported to the SRC by any member of the College community. Persistent or extreme violations may result in withdrawal of official recognition by the College.

In the event that there is a question as to whether an action is to be considered an individual violation or a chapter violation, the Social Regulations Council will conduct a preliminary investigation. If they determine that it was a chapter violation, they may refer it to the appropriate Greek council for adjudication.

A chapter or two members of the adjudicating council may appeal the decision of the Inter-Fraternity or Panhellenic Council to the Social Regulations Council Appeals Committee. All appeals must be filed in writing to the convener of the Social Regulations Council Appeals Committee within one week of the finding by the adjudicating council. Upon review the Appeals Committee will either sustain the decision of the IFC or Panhellenic Council or refer it for second review by the IFC or Panhellenic Council.

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6. Hazing.

Hazing is prohibited at Rhodes, and has been defined as follows by the FIPG Risk Management Policy (revised July 2006).

Any action taken or situation created, intentionally, whether on or off fraternity premises, to produce mental or physical discomfort, embarrassment, harassment, or ridicule. Such activities may include but are not limited to the following: use of alcohol; paddling in any form; creation of excessive fatigue; physical and psychological shocks; quests, treasure hunts, scavenger hunts, road trips or any other such activities carried on outside or inside the confines of the chapter house; wearing of public apparel which is conspicuous and not normally in good taste; engaging in public stunts and buffoonery; morally degrading or humiliating games and activities; and any other activities which are not consistent with academic achievement, fraternal law, ritual or policy or the regulations and policies of the educational institution, or applicable state law.

Hazing may occur in any student organization and is not limited to the fraternity and sorority community. Any student organization found guilty of hazing may be subject to suspension or expulsion from the college.

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The spread of HIV (Human Immunodeficiency Virus) in recent years has prompted Rhodes to adopt a policy regarding students or prospective students who have this virus or other life threatening communicable diseases such as AIDS (Acquired Immune Deficiency Syndrome) and Hepatitis B.

In accordance with the relevant provisions of the Americans with Disabilities Act (ADA) of 1990, Rhodes will not decline admission of prospective students nor remove enrolled students based upon the fact that they have or are alleged to have a life threatening communicable disease, so long as such persons are qualified and able to perform their responsibilities as students, continue to perform in a satisfactory manner, and follow their health care provider’s medical guidelines. Students, faculty, and staff shall not refuse to work with such persons because they have or allegedly have a life threatening communicable disease, and are prohibited from harassing, intimidating, or otherwise discriminating against such persons.

There is presently no mandatory testing of students.

All students in areas which require handling of blood or other body fluids or secretions may be subject to additional requirements or safety guidelines.

Students or prospective students affected or partially affected by a life threatening communicable disease are encouraged to contact the Rhodes Moore Moore Student Health Center to discuss their concerns. The College will use its best efforts to restrict confidential information regarding the student’s condition to those who need to know.

In recognition of the importance of awareness, prevention, and proper medical care, Rhodes will make basic information and literature about life threatening communicable diseases, such as HIV, available to students through the Moore Moore Student Health Center.

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The following noise reduction policy is established for the Rhodes campus:

1. Live bands playing, performing, or practicing at any fraternity house, residence hall, or other location on the Rhodes campus must stop playing by midnight on Sunday through Thursday nights, and by 1:00 a.m. on weekends (Friday and Saturday nights).
2. All music or other sound, from whatever source, at any fraternity house, residence hall room, social room, or any other location on the Rhodes campus must be kept at a reasonable level at all times. The location of the event, the day of the week, and the time of day will be taken into consideration in determining what constitutes a “reasonable” sound level. Any sound that is easily audible outside the immediate area of its source must conform to the standards set forth in the preceding paragraph, particularly with respect to the stated days and times.
3. For social events registered through the Student Involvement office, the enforcement of this policy will primarily be the responsibility of the designated monitors on duty. Monitors should make an effort to control the noise level even where a complaint has not been received, so that the receipt of a complaint might be avoided.
4. Unregistered and/or informal social events must also comply with the policy; it is the collective responsibility of all those participating in such events to ensure compliance.
5. All violations of this policy involving fraternity or sorority sponsored events or events held at fraternity or sorority houses will be adjudicated by the judicial committee of the Interfraternity Council or by the Panhellenic Council.
6. All violations of this policy involving social events which are not Greek organization related will be adjudicated by the Social Regulations Council as provided by the SRC Constitution and Bylaws.
7. The Campus Safety Office has the authority to require compliance by all members of the campus community with this policy and with applicable state law and city ordinance.
8. When a Campus Safety Officer requests a reduction in the noise level at any campus event after a complaint has been received from any source, failure of any member of the campus community to comply with the request shall be considered prima facie evidence of violation of this policy.

In residence halls, violations of the noise policy will result in a $25 fine and possible disciplinary action.

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No pets are allowed on campus without being properly leashed by the owner/handler. No pets are allowed inside any campus structure/building. Exception to this is for the visually impaired or other such disability use. Petitions for other exceptions are to be directed to the Director of Campus Safety for consideration. Otherwise, without prior approval, the pet will be removed from the building. All dogs and/or cats on campus grounds outside of campus buildings are to be on a leash at all times or will be subject to removal by appropriate public agency. Further, pets will not be allowed into any areas that serve food and/or beverage, excepting the above noted exceptional circumstances.  

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Advertising special events and meetings is a key factor in the success of an organization’s activities. Certain policies and courtesies are outlined below regarding the posting of publicity items.

• The name of the organization responsible for posting must appear on the poster material.
• All posters, flyers, and signs must be posted in such a manner that they may be easily removed and do not damage or deface the surface to which they are attached.
• Off-campus organizations may not post without prior approval from the Dean of Students Office.
• Individuals or organizations who post materials are responsible for removing these materials no later than 48 hours after the event has taken place.
• No organization or individual with posters for display may cover over or remove any other approved posters that have not gone beyond their assigned posting dates.
• All posters, signs, advertisements, and displays are subject to the “not socially offensive” standard adjudicated, such as no personal attacks or obscenity. Content must not violate the College′s policy on Harrasment and Discrimination or the Commitment to Diversity.  
• No posters, flyers, or displays of any kind may be attached to the fence surrounding the campus, a window of a door, or any sculptures or statues.
• No mention of alcohol should be on fliers 

Violation of the posting policy may be sanctioned by the Social Regulations Council or an administrative hearing officer.

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RHODES COLLEGE’S POLICY
ON DISCRIMINATION AND HARASSMENT

1. Rhodes College Statement
2. Definitions
3. Geographic Jurisdiction
4. Employee Concerns
5. Student Concerns
6. Reporting Process and Follow Up Procedures

Rhodes College′s Commitment to Diversity

A diverse learning community is a necessary element of a liberal arts education, for self-understanding is dependent upon the understanding of others. We, the members of Rhodes College, are committed to fostering a community in which diversity is valued and welcomed. To that end, Rhodes College does not discriminate -- and will not tolerate harassment -- on the basis of race, gender, color, age, religion, disability, sexual orientation, and national or ethnic origin.

We are committed to providing an open learning environment. Freedom of thought, a civil exchange of ideas, and an appreciation of diverse perspectives are fundamental characteristics of a community that is committed to critical inquiry. To promote such an academic and social environment we expect integrity and honesty in our relationships with each other and openness to learning about and experiencing cultural diversity. We believe that these qualities are crucial to fostering social and intellectual maturity and personal growth.

Intellectual maturity also requires individual struggle with unfamiliar ideas. We recognize that our views and convictions will be challenged, and we expect this challenge to take place in a climate of open-mindedness and mutual respect.

I. Rhodes College Statement

Discrimination and harassment on grounds of race, gender, color, age, religion, disability, sexual orientation, and national or ethnic origin are forms of misconduct that undermine the institutional mission of the College and thus will not be tolerated. All members of the College community are responsible for maintaining an environment of mutual respect for all persons.

The College’s policy on sexual harassment and assault is contained in a separate document. This present document contains the College’s policy governing other forms of harassment as well as discrimination. The Dean of Students is responsible for ensuring that students are informed of this policy. The Dean of the College and the Director of Human Resources are responsible for taking necessary steps to notify College faculty and staff of the provisions of this policy.

Rhodes College reserves the right to modify these policies and procedures as needed in order to maintain the environment of mutual respect for all persons that is an objective in issuing this present document.

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II. Definitions

Discrimination – the act of denying opportunities, resources, or access to an individual or group based on race, gender, color, age, religion, disability, sexual orientation, and national or ethnic origin.

Harassment – actions meant to demean, debase or injure and based on race, gender, color, age, religion, disability, sexual orientation, national or ethnic origin, whether intentional or unintentional.

Harassment can include hostile or intimidating verbal or written communications, physical threats or intimidating conduct based on a person’s race, gender, color, age, religion, disability, sexual orientation, national or ethnic origin that adversely affects the individual and that interferes with a person’s ability to function successfully in her or his academic, work, or social life at Rhodes. Freedom of expression does not include the right to intentionally and maliciously aggravate, intimidate, ridicule or humiliate another person.

It is necessary to consider the intentions and knowledge of the alleged offender in determining whether harassment in violation of this policy has occurred. Even if you don’t know who is responsible for the incident, it is important for students to report incidents of alleged harassment to the Associate Dean of Students.

Both discrimination and harassment may be subject to legal action based on applicable laws. Any act that is thought to constitute a crime should be reported to the Director of Human Resources and the Director of Campus Safety.

Retaliation – Anyone who retaliates against any individual making complaints of discrimination or harassment, or anyone making a false or malicious charge against an employee or student of Rhodes College is in violation of this policy and will be subject to sanctions accordingly.

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III. Geographic Jurisdiction

To fall within the jurisdiction of these procedures, the act of discrimination or harassment must have been committed against a Rhodes student or employee by another Rhodes student or employee (a) on College-owned or leased property or (b) at a College-related function. Because students may also be sanctioned for conduct which constitutes a hazard to the health, safety, or well being of members of the College community or which is detrimental to the College’s interest whether such conduct occurs on campus, off campus or at College-sponsored events, the College reserves the right to pursue disciplinary action of off-campus incidents on a case by case basis.

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IV. Employee (faculty and staff) Concerns

All employee complaints of discrimination or harassment, including sexual harassment, whether the complaint involves alleged discrimination or harassment must be reported by the employee to the Director of Human Resources or to the Provost.

The Director of Human Resources receives the complaint from the student when the accused is an employee of the College, either staff or faculty. Student complaints against faculty or staff are not subject to the optional procedures outlined in this policy.

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V. Student Concerns

Students have several options for handling this situation. You may decide first to talk with the alleged offender yourself in the event that he or she seems unaware of the effects of his or her behavior. You can talk with any RA (resident advisor), faculty, staff or administrator about your sense of being harassed or discriminated against. However, keep in mind that, because harassment and discrimination are destructive to the entire College community, Rhodes will not tolerate such behaviors. Therefore, all RAs, faculty, and administrators are mandated by College policy to report knowledge of allegations of harassment or discrimination to the appropriate office. RAs, faculty, and administrators of the College are expected to keep conversations alleging discrimination and harassment limited to those parties who are responsible for enforcing this policy.

Note: Employee complaints of discrimination or harassment are not subject to the procedural options outlined in this policy.

Counseling Center staff, the Chaplain, the Nurse, and Physicians may be bound by professional ethical requirement to keep conversations with clients confidential. Those professional confidentiality requirements and applicable law will dictate whether information provided to those persons will be shared with others.

Students are strongly encouraged to consult with Dwaun Warmack, Associate Dean of Students, to ensure that any alleged harassment or discrimination may be addressed appropriately and according to the policy of the College and applicable laws.

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VI. Reporting Process and Follow up Procedures

The basis or grounds of a complaint should be discussed with Dwaun Warmack, Associate Dean of Students. If the alleged incident of harassment appears to violate any applicable laws, the Associate Dean of Students will report the incident to the Director of Human Resources and the Director of Campus Safety, as required by such laws. The College cannot file charges on a student’s behalf, but the Associate Dean of Students will inform the student about the legal avenues that he or she can pursue. 

Described below are three processes for resolution of a complaint. A complaint by the student may be addressed by using the following processes: individual action (option I below), mediation (option II below), or formal complaint (option III below). However, the College at all times reserves the right to address the complaint without regard to the resolution process chosen by the student. Violation of this policy could result in suspension or expulsion.

If after meeting with the Associate Dean of Students, the student complainant decides to make a Formal Complaint, the Associate Dean of Students registers the Formal Complaint to the Dean of Students or designee.

Investigations will be arranged for and conducted as promptly and in as confidential a manner as possible. Investigations will include discussions with both the complainant and the alleged offender. Inquiries may also be made of other persons who may have knowledge about or related to the alleged incident. The investigator may outline to the complainant the investigative actions that will be taken and the anticipated time frame for completing the investigation.

It is important that the schedule allow for a thorough investigation. The amount of time needed may vary with the nature of the alleged incident.

Alleged violations by students will be dealt with by the procedures outlined below for an administrative hearing.

Procedural Option I — Individual Action

Pursuing some type of individual action to resolve a problem either before or instead of a formal complaint process is not uncommon. While individual action is no substitute for good policy and procedure and may not be advisable in certain situations, it can be an important tool for educating the alleged offender (who may be unaware of the impact of his or her behavior) and restoring the victim’s sense of dignity. Examples of individual action include:

1. Talking to the alleged offender about the incident. You may wish to take someone with you for support.
2. If the behavior continues, you may want to keep a log of times, dates, places, witnesses, the nature of the discrimination or harassment, what the alleged offender said and did, how you responded, etc.
3. Writing a specific kind of letter to the person whom you believe has discriminated against or harassed you that includes:
   a. The writer’s factual account of what happened, but without any subjective evaluation of such. This account should be as detailed as possible, including dates, places, and descriptions of the incidents.
   b. A description of how those events made or still make the writer feel, and What the writer wants to happen next and in the future. This part may be very short, since most writers usually just want the behavior to stop, e.g., “Please do not say these things to me again.”

The letter should be delivered only to the alleged offender either in person or via email. The writer is encouraged to keep a copy of any letter written to the alleged offender.

If the letter does not achieve its purpose, the letter can be used to support further complaints. Ideally, the letter will be a way to prompt a conversation with the alleged offender. If you think an official of the College should be involved, then you should meet with the Associate Dean of Students who can explain further options to you.

Procedural Option II — Mediation

The mediation process provides an official administrative alternative to the informal procedure above. It is intended to allow those involved in alleged discrimination or harassment to discuss their respective understandings of the incident with each other with the assistance of the Associate Dean of Students. Mediation is designed to encourage each person to be honest and direct with the other and to accept personal responsibility where appropriate. Its goal is to facilitate the resolution of the incident.

Requests for mediation are filed in writing with the Associate Dean of Students. A request may be filed either by the complainant or by someone who has been accused of discrimination or harassment. Both the complainant and alleged offender must voluntarily enter into mediation. The Associate Dean of Students will work with both parties to determine their willingness to participate in mediation and to verify that mediation is their choice at this time among the alternatives provided by the College.

Mediation Procedures. When both parties have agreed to mediation, the Associate Dean of Students or a trained designee will initiate the mediation process. The Associate Dean of Students (or his/her designee) will contact both parties to set the date, time and location of the mediation session(s). Every reasonable effort will be made to begin mediation within one week after the complaint is filed and to complete the mediation session(s) within one week of their initiation.

The only parties present at the mediation session(s) will be the parties directly involved in the incident and the mediator. During the mediation process the mediator may:

1. Ask the complainant and then the alleged offender to give their versions of the incident in question, including both factual information and their feelings;
2. Identify key issues that emerge in the first step and make these known to both persons;
3. Seek the agreement of both parties on the issues;
4. Facilitate discussion as the two parties consider each issue more completely and as they generate solutions for each; and
5. Work with both parties to develop a written document that will include a statement of agreement on each issue. Any activity or behavior that either party has agreed to perform following the mediation should be included in this agreement. In particular, the mediation agreement must include the agreement of both parties not to compel the mediator to provide testimony or to provide his or her notes in any process outside the mediation procedure.
   
   The written mediation agreement shall be signed by both parties and approved by the Associate Dean of Students or the designated mediator.

Because participation in the mediation process is entirely voluntary and the final result is a product of mutual agreement, this process cannot be appealed. If either party is dissatisfied with the mediation process, at any time prior to signing of a written agreement, that party may request that the mediation process cease. A Formal Complaint Process (Option III) may be pursued by the complainant at any point prior to the signing of the statement of agreement if the complainant or alleged offender requests that the mediation process cease.

In order to promote honest and direct communication among the parties and the mediator and to facilitate the completion of agreed-upon terms, all statements made in the mediation process must remain confidential, and as noted above the parties to the mediation procedure must agree not to compel the mediator to provide testimony or to provide his or her notes in any process outside the mediation procedure. The Associate Dean of Students’ office keeps copies of the complaint form, the mediation agreement, and any documentation concerning completion of or non-compliance with the agreed-upon activities or behavior.

In the event that a Formal Complaint Process is initiated after some part of the mediation process has taken place, only the Written Complaint (see below) will be forwarded to the administrator in charge. Only the party making the statement may disclose statements made during the mediation process in the investigation or hearing processes. Violations of the terms of the mediation agreement should be brought to the attention of the Associate Dean of Students, who will set in motion a Formal Complaint Process.

Procedural Option III — Formal Complaint Process
A Formal Complaint Process may be initiated when the seriousness of the alleged violation warrants it or when mediation does not produce a resolution. A Formal Complaint Process is requested by the person allegedly victimized.

Formal Complaints are initiated by submitting a Written Complaint to the Associate Dean of Students. The Associate Dean of Students meets with the complainant to discuss the complaint and to help the complainant determine whether it is indeed appropriate to go ahead with a Formal Complaint.

If the meeting concludes with a decision to go forward with the Formal Complaint Process, the Associate Dean of Students forwards the Written Complaint to the appropriate administrator for adjudication or referral to the appropriate judicial council. (Reference SRC Policy)

If the alleged incident of harassment appears to violate any applicable laws, the Associate Dean of Students will report the alleged incident to the Director of Human Resources and the Director of Campus Safety, as may be appropriate under applicable law. The College cannot file charges on the complaining student’s behalf.

A Formal Complaint should be filed as soon as possible after the occurrence to facilitate a prompt and thorough investigation. In every case, an investigation will be conducted as promptly and in as confidential a manner as possible.

Appeals
Either the complainant or the accused may appeal the decision of the administrator/Social Regulations Council. The appeals procedure is outlined in the Rhodes College Student Handbook, Regulations and Appeals section (for hearings conducted by an administrator) and in the Social Regulations Constitution section (for SRC hearings). 

The appeals officer/SRC shall provide the accused, the complainant and the Dean with copies of the appeals officer’s/SRC’s final decision. The decision may include affirmation, reversal or modification on the original decision. This decision shall be final.

If You Think You Have Been Discriminated Against or Harassed by a Campus Organization

You should report the incident to the Associate Dean of Students. The Associate Dean, in consultation with the Dean of Students, will recommend the best procedure for resolution of such complaints.

The Dean of Students may impose sanctions upon student organizations up to and including the temporary or permanent loss of status as a recognized campus organization. Sanctioning an organization does not preclude the College from taking action against individual members who are alleged to have led or participated in the incident. Those individual members will be dealt with according to the procedures outlined earlier in this document.

Campus Resources
Provost
223 Palmer
843-3795

Dean of Students
229 Palmer
843-3815

Dwaun Warmack, Associate Dean of Students
301 Briggs
843-3628

Counseling Center
Moore Moore Counseling Center
843-3128

Chaplain’s Office
310 Briggs
843-3849

Director of Human Resources
Human Resources - Modular
843-3750

Director of Campus Safety
Spann
843-3880

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Rhodes College is committed to providing a working, educational, social, and residential environment for all members of our College community, including all faculty, staff, and students, that is free from sexual harassment. Sexual harassment in any form is unacceptable behavior and will not be tolerated. It is a form of misconduct that undermines the institutional mission of the College. Sexual harassment may be defined as unwelcome sexual advances, requests for sexual favors, physical conduct, written, verbal or electronic communication or printed materials of a sexual nature when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or educational experience;
2. Submission to or rejection of such conduct is used as the basis for employment or academic decisions affecting such individual; and/or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work, academic performance, participation in co-curricular activities, or creating an intimidating, hostile, or offensive working, learning, social, or residential environment.

Sexual harassment can take many forms, and the determination of what constitutes sexual harassment will vary according to the particular circumstances. Sexual harassment may be described generally as unwelcome sexual behavior that a reasonable person would find offensive and that adversely affects the working, learning, or campus-living environment. Such conduct can have the effect of unreasonably interfering with academic performance and create an intimidating, hostile, or offensive learning environment, thereby infringing upon the rights of third parties and the rights of the student to whom it is directed.

It is the responsibility of managers, supervisors, department chairpersons, directors and President′s Staff to ensure that employees and contract employees under their direction or supervision are informed of this policy. In order to promote and uphold the College’s commitment to a harassment-free environment, it is the responsibility of all members of the College community to report alleged violations of this policy to the appropriate College official. Allegations involving a faculty or staff member should be reported either to the Dean of the College or the Director of Human Resources. Allegations against a student should be reported to the Dean of Students. Investigations will be conducted as promptly and in as confidential a manner as possible. Anyone who retaliates against any individual making complaints of sexual harassment, or anyone making a false or malicious charge against a member of the community is in violation of this policy and will be subject to sanctions accordingly.

Violations of this policy involving college employees will be dealt with according to Rhodes policies regarding “Dismissal for Cause” and “Employee Discipline.” Allegations against students will be dealt with by the procedure outlined below.

Sexual Assault

Sexual assault includes but may not be limited to rape, forcible sodomy or sexual penetration with an inanimate object, the intentional touching of unwilling person’s intimate parts (defined as genitalia, groin, breast or buttocks, or clothing covering them), or forcing an unwilling person to touch another’s intimate parts. To constitute an assault, the above acts must be committed without the consent of the victim, by threat or intimidation, or through the use of the victim’s mental or physical helplessness of which the accused was aware or should have been aware.

Sexual assault will not be tolerated in the Rhodes community. It may be punishable by both civil and criminal legal action and constitutes a serious violation of the Standards of the Rhodes Community and the Sexual Harassment and Assault Policy.

Geographic Jurisdiction

To fall within the jurisdiction of these procedures, the act of sexual harassment or assault must have been committed against a Rhodes student by a Rhodes student or employee (a) on College-owned or leased property or (b) at a College-related function. Because students may also be sanctioned for conduct which constitutes a hazard to the health, safety, or well being of members of the College community or which is detrimental to the College’s interest whether such conduct occurs on campus, off campus or at College-sponsored events, the College reserves the right to pursue disciplinary action of off-campus incidents on a case by case basis.

Reporting Sexual Harassment and
Assault Among Students

Students who wish to report violations of this policy by other students should file a complaint with the Dean of Students. Students are encouraged to have a trusted friend accompany them for support as they determine with the Dean which course of action the student is most comfortable with. Rhodes is required by law to ask students who report any degree of rape occurring on Rhodes property if they wish to file a police report. Students are not required to file a police report. If a student chooses to file a report, the Memphis Police Department, in cooperation with Rhodes Campus Safety, will interview the student and determine if she or he wishes to press criminal charges. Students retain the right to determine for themselves whether or not to pursue criminal charges. Students who wish to pursue criminal or civil charges are encouraged to seek the advice of an attorney. A student who chooses not to press criminal charges may still pursue any of the administrative options outlined below with the College. Any complaints filed with the Dean of Students or law enforcement should be filed as soon as possible after the occurrence to facilitate a prompt and thorough investigation.

Any student who is the victim of harassment or assault (whether on or off campus) is encouraged to use the confidential services of the Counseling and Student Development Center (843-3128). Information regarding sexual assault disclosed to Counseling Center Staff is confidential and will not be reported to the Dean’s Office, parents, or law enforcement agencies without the express written consent of the student. Students who have been sexually assaulted may also use the off-campus services of the Memphis Sexual Assault Resource Center (272-2020) in conjunction with a required police notice.

The College offers procedural options for the resolution of cases of alleged sexual harassment or assault when the complainant and accused are Rhodes students. Students should choose the option that they feel best addresses their circumstances. Procedural Options II and III provide an opportunity for both parties in the dispute to present their versions of the incident and to come to an understanding about the nature of the incident and its effect on the complainant, the accused and the College community. It must be noted that the use of any of these procedures does not preclude the use of other dispute resolution options, including civil and/or criminal legal action.

Procedural Option I — Individual Action.In cases of sexual harassment, it is not uncommon for students to pursue some type of individual action to resolve a problem, either before or instead of a formal complaint process. While individual action is no substitute for good policy and procedures nor advisable in certain situations, it can be an important tool for ending sexual harassment and/or restoring the victim’s sense of personal control and dignity. Examples of individual action include:

1. Keep a log of times, dates, places, witnesses, the nature of the harassment, what the accused said and did, how you responded, etc.
2. Tell a supportive friend, co-worker, family member or counselor about it. This can help ease the feelings of isolation and shame, and perhaps uncover similar experiences by others with the accused. Incidents are usually not isolated; most harassers have typically harassed others; and
3. Write a letter to the harasser that includes:
   a. The writer’s factual account of what happened, but without any subjective evaluation of such. This account should be as detailed as possible, including dates, places, and descriptions of the incidents.
   b. A description of how those events made or still make the writer feel, e.g., disgusted, afraid, uneasy, confused, disappointed, etc., and
   c. What the writer wants to happen next and in the future. This part may be very short, since most writers usually just want the behavior to stop, e.g., “Please return my books now, and don’t call me again.” 
   
   The letter should be delivered only to the accused, in person, or by registered or certified mail. The writer should keep at least one copy of the letter. If the letter does not achieve its purpose, the letter can be used to support further complaints or future legal action. Sometimes the recipient of the letter does not respond. Sometimes the recipient may want to apologize or discuss the situation. The writer is not obligated to do so. He or she can choose simply to reiterate the written request per the letter, noting that further discussion is not necessary. Individuals considering individual, informal, or formal resolution options may seek confidential support, information, and guidance from the Counseling and Student Development Center.

Procedural Option II — Mediation. The mediation process provides an alternative to the Administrative Hearing Process (Option III). It is intended to allow the two or more students involved in alleged sexual harassment or assault to discuss their respective understandings of the incident with each other with the assistance of a trained mediator. Mediation is designed to encourage each person to be honest and direct with the other and to accept personal responsibility where appropriate. Its goal is to facilitate the resolution of the incident to the satisfaction of both persons involved.

Requests for mediation should be filed in writing with the Dean of Students. Unless the Dean determines otherwise, based on special circumstances, mediation is available only while the accused is a Rhodes student. Both students must voluntarily enter into mediation. The Dean will work with both parties to determine their willingness to participate in mediation and to verify that mediation is their choice at this time among the alternatives provided by the College.

Mediation Procedures. When both parties have agreed to mediation, the Dean of Students will assign a mediator from the staff or faculty of the College. The Dean will listen to valid objections by either party about the choice of a mediator. The Dean may choose another mediator if the Dean deems it necessary. The mediator will contact both parties to set the date, time and location of the mediation session(s). The Dean will assign a mediator within two weeks of the agreement to participate in mediation, and every reasonable effort will be made to complete the mediation session(s) within two weeks of the assignment of a mediator.

The only parties present at the mediation session(s) will be the students directly involved in the incident and the mediator. During the mediation process the mediator will:

1. Ask the complainant and then the accused to give their versions of the incident in question, including both factual information and their feelings;
2. Identify key issues that emerge in the first step and make these known to both persons;
3. Seek the agreement of both parties on the issues;
4. Facilitate discussion as the two parties consider each issues more completely and as they generate solutions for each; and
5. Work with both parties to develop a written document that will include a statement of agreement on each issue. Any activity or behavior that either party has agreed to perform following the mediation should be included in this agreement.

The written mediation agreement shall be signed by both parties and approved by the Dean. The Dean shall have the power to impose a sanction for a violation of the agreement by either party, including, but not limited to, probation, suspension or expulsion. If either party feels the terms of the agreement have not been met, he or she may contact the Dean. The Dean shall ask the mediator to investigate the allegation of noncompliance by discussing the allegation with both parties and consider any evidence presented by either party on the issue of noncompliance. The mediator will present the evidence to the Dean and if the allegation is supported, the Dean shall determine the appropriate sanction and notify both parties. Because participation in the mediation process is entirely voluntary and the final result is a product of mutual agreement, this process is not appealable.
 
If either party is dissatisfied with the mediation process, at any time prior to signing of a written agreement, that party may request that the mediation process cease. An Administrative Hearing (Option III) may be pursued by the complainant at any point prior to the signing of the statement of agreement if the complainant or accused requests that the mediation process cease.

In order to promote honest and direct communication among the parties and the mediator and to facilitate the completion of agreed-upon terms, all statements made in the mediation process must remain confidential. In the event that an administrative hearing is requested after some part of the mediation process has taken place, only the complaint will be forwarded to the Dean. Only the party making the statement may disclose statements made during the mediation process in the investigation or hearing processes. The Student Affairs Office will keep copies of the complaint form, the mediation agreement, and any documentation concerning completion of or non-compliance with the agreed-upon activities or behavior.

Procedural Option III – Administrative Hearing. The Dean of Students or the Dean’s designee conducts an Administrative Hearing, and a member or members of the Sexual Harassment and Assault Hearing Board selected by the Dean.

An Administrative Hearing is the method for the formal adjudication of cases involving sexual harassment or assault among students. The hearing encourages an open exchange of information within the framework of this confidential procedure. While every effort will be made to ensure fairness for the parties involved, the process shall not be bound by rules of criminal or civil procedure. All participants in all stages of the hearing process shall keep information learned in the course of the hearing, including the outcome of the hearing, confidential.

Students who believe that they have been a victim of sexual harassment or assault while enrolled at Rhodes who desire an administrative hearing should file a written complaint with the Dean of Students. If the incident was a sexual assault, the student is encouraged to consider whether to report the matter to the appropriate law enforcement authorities. Any complaints filed with the Dean or law enforcement should be filed as soon as possible after the occurrence to facilitate a prompt and thorough investigation. The Dean shall designate a member or member(s) of the staff to investigate the complaint of harassment or assault, along with intimidation or other charges associated with the complaint. The report of this investigation shall be submitted to the Dean. If after the investigation, the Dean finds that there is reason for a hearing, the Dean shall inform the parties involved in writing. The accused shall be provided the following information:

1. The nature of the charges;
2. The name of the complainant;
3. The date, time and place of the Administrative Hearing; and
4. The name or names, when applicable, of the faculty and/or staff selected from the Sexual Harassment and Assault Hearing Board who will participate in the Administrative Hearing with the Dean.

If after the investigation, no substantial reason is found to warrant further action, the Dean will notify both parties that the matter will be resolved by other means. The Dean of Students shall meet with the complainant and the accused at least three days prior to the hearing if reasonably possible. At this time, the Dean shall review the hearing procedures and discuss any procedural questions raised.

Administrative Hearing Procedures

1. Persons Present. During the Administrative Hearing, only the complainant, the accused, the Dean and the faculty and/or staff from the Hearing Board shall be entitled to be present. If the Dean chooses to have the College’s attorney present at the hearing, either party may choose to have an attorney present as well. Witnesses, other than the complainant, the accused and their representatives may remain in the room only while giving their testimony, unless the Dean and the parties agree otherwise.
2. Rules of Procedure and Evidence. The Dean shall decide all procedural and evidentiary questions raised during the hearing. The Dean shall not be bound by the rules of procedure or evidence applicable to judicial or administrative proceedings. The Dean may adopt such rules of procedure, if any, the Dean deems appropriate. The Dean may allow any evidence that the Dean determined to be competent, material, and relevant to the matter under consideration.
3. Recording. The Dean shall arrange for the proceedings to be recorded and shall arrange for the recording to be available to either party upon request.
4. Statements. The parties may make opening statements at the beginning of the hearing and closing statements at the end of the hearing. The complainant shall have the right to make the first statement and a rebuttal closing statement.
5. Presentation of Evidence. First the complainant and then the accused shall have the right to present any witnesses, documents and other evidence. The complainant shall have the right to present rebuttal evidence following the presentation of the accused’s evidence.
6. Decision. The Dean, after careful consideration of the evidence, will provide to both parties the Dean’s decision including the Dean’s (a) conclusions as to the alleged offenses and (b) sanctions, if any, imposed against the accused.
7. Sanctions. If the Dean finds the accused in violation of any charge, the Dean may impose any sanction the Dean deems appropriate, including without limitation, a warning, probation, suspension or expulsion.
8. Appeals. Either the complainant or the accused may appeal the decision of the Dean by notifying the Vice President of Student and Information Services or designee of his or her intent to appeal within two days after the receipt of the written decision. A written statement outlining the grounds for the appeal shall accompany notification of appeal. Grounds for appeal are limited to alleged error in the procedure, alleged errors in the interpretation of this policy, and allegations that the conclusion or sanction is unsupported by the record. The Vice President or his designee shall provide the accused, the complainant and the Dean with copies of the Vice President’s decision within thirty days after the receipt of the appeal, or such longer period as determined to be for good cause. The decision may include affirmation, reversal or modification on the Dean’s decision. The Vice President or  designee’s decision shall be final.

Rhodes will make every reasonable effort to protect the privacy of the individuals involved in consultations, informal complaints, and hearings, insofar as it is feasible, considering Rhodes’ duty to investigate the complaint and take appropriate action.

Sexual Harassment and
Assault Education Committee

Rhodes has established the Sexual Harassment and Assault Education Committee to assist in the enforcement of these policies, to educate the Rhodes community and to advise the Counseling and Student Development Center about outreach programming. The Committee includes a Convener (Director of Counseling and Student Development), two students (one man, one woman), two staff (one man, one woman) and two faculty members (one man, one woman). The Provost, the Dean of Students and the Vice President of Finance, acting jointly, will make the appointments.

Reducing the Risk of Sexual Assault

No one can eliminate the risk of sexual assault. It can happen to anyone, no matter how intelligent or careful they are. There are steps we can all take to reduce the risk of being assaulted or of committing assault. Keep the safety tips below in mind and practice them.

• According to the Center of Addiction and Substance Abuse, 90% of all sexual assaults involve alcohol or drug use, so if you choose to drink, drink responsibly. If you are drunk or high, you may not recognize behaviors which place you at risk. Assume that if you are having sex with someone who is drunk or high, you probably do not have that person’s consent.
• Only consume drinks that you have poured or that come in a presealed container that someone opened in your view. Premixed drinks can have more alcohol than you might want. Also, new drugs like Rophypnol (also known as roofies, ropy, etc.) can be dissolved in drinks, and can cause you to lose consciousness quickly. If you lose track of your drink at a party, get a new one. Don’t drink anything that has been sitting unattended;
• If you leave a party with a new friend, first let close friends know where you are going and when to expect you back; 
• Double-date on the first few dates if you don’t know your date well;
• Know that being invited back to someone’s room does not equal the gaining or giving of consent for sexual activity of any degree; and
• Stop your friends if you see them doing something that puts them at risk for either committing sexual assault or for being sexually assaulted.

What To Do If You Have Been Sexually Assaulted

Go to a safe place. You will likely be in shock after a sexual assault. Go where you have friends you can trust. Do not bathe, shower, douche, urinate, defecate or brush your teeth after the assault. It’s understandable that you will want to cleanse yourself, but before you do you will need to think about reporting the assault.

Talk with someone you trust. Many people believe that assault is a taboo subject. However, that is not true! Talking with someone you trust will help you begin healing from the assault. Talking will also let people in your life know how to help you. A friend or trained counselor may also be able to help you sort through your thoughts about reporting it to the authorities.

Seek medical help. Medical help is important to 1) ensure that you are physically okay, 2) preserve evidence in the event that you do want to report the crime and 3) protect you from the possibility of sexually transmitted diseases or pregnancy.

Consider your reporting options. To fall within Rhodes’ jurisdiction, the act of sexual harassment or assault must have been committed against a Rhodes student or employee (a) on College-owned or leased property or (b) at a College-related function. Because students may also be sanctioned for conduct which constitutes a hazard to the health, safety or well-being of members of the College community or which is detrimental to the College’s interest, whether such conduct occurs on campus, off campus or at College-sponsored events, the College reserves the right to pursue disciplinary action regarding off-campus incidents on a case-by-case basis.

Should I Report Sexual Assault?

It is your life. It is your body. You are the one who decides whether or not to report a sexual assault. Deciding whether or not to report an assault is one of the steps you will take to regain a sense of control over your life. As you make your decision, it is often very helpful to talk with people you trust, but always remember that you will decide what is best for you to do.

More than 80% of sexual assaults occur between two people who know each other. In such cases, people sometimes hesitate to report an assault that has been committed by someone they know and whom they have trusted in the past. Having had your trust violated by the assault, you may be reluctant to talk to anyone about what has happened. Seek out the people you trust most—friends, a family member, a counselor. Sexual assault often creates in survivors a sense of isolation. Speaking to someone you trust is one way to begin to break down that sense of isolation and remind yourself that there are still people in the world who deserve your trust. Having survived a sexual assault, you will have many difficult decisions to make and many strong emotions to deal with. In the days and weeks after an assault, many survivors find that it helps to enlist support from people they love and trust.

Sexual assault is difficult to prosecute because it often has only two witnesses—the survivor and the person who committed the assault—and it may involve little external evidence. As you decide whether or not to pursue civil or criminal proceedings, it may be helpful to speak with an attorney.

Students deciding whether or not to report a sexual assault should inform themselves of all their options—those available to them through the College and those available through the police. Reporting a sexual assault can provide the survivor with the opportunity to confront the person who committed the assault. Reporting may also make it possible for the perpetrators of sexual assault to be held accountable for their actions. Whatever you decide, remember that there is no single “right” decision. Only the survivor can weigh the costs and benefits of whether or not to report an assault. The right decision for you will be whatever decision allows you to regain a sense of control over your own life.

Healing From the Trauma of Sexual Assault

Survivors of sexual assault often experience emotional and physical reactions days or even months after the assault. These reactions fall into three general stages, but remember that each person’s experience is unique. There is no set time frame for each stage. Some people may experience some stages and not others. Each person will heal at his or her own pace.

The initial stage: The survivor may experience shock—a sense of being emotionally numb or distant from your own feelings—disbelief, fear, anger and phobic reactions to the place where the sexual assault occurred. Some people experience sleep disturbance and nightmares. Others may experience flashbacks, a momentary sense that they are reliving the assault. These feelings will become less frequent and intense over time, as the person heals emotionally.

The second stage: The survivor begins to feel that things are back to normal as he or she takes steps to regain a sense of control over his or her life. Survivors may minimize the impact of the sexual assault at this time.

The third stage: The survivor may feel many of the same feelings that occurred initially. Survivors may feel depressed or have dramatic mood swings. They may feel alienated from others or withdraw into themselves. They also may startle more easily or feel numb at times.

In any of these stages, as individuals take the steps necessary to regain a sense of control of their lives, and as they make their peace with what they have survived, they may find it helpful to speak with a counselor. Remember that although sexual assault is a terrible thing, and the memory of it may feel overwhelming at times, it does not define who you are. All of the positive things that were true about you before the sexual assault are still true.

How Family, Friends, Faculty and Staff Can Help Survivors of Sexual Assault

Hearing about a sexual assault, especially of someone close to you, often brings up many intense, uncomfortable feelings. You may feel rage, fear, sadness, disbelief and confusion, or you may feel an emotional numbness in the face of so much pain. All of these feelings are normal responses when you discover that someone you care about has been assaulted. These feelings can leave you feeling helpless, but there are things you can do to help.

• Ask the survivor what they need.
• Listen nonjudgmentally and give emotional support. Many survivors blame themselves in some way. Assure the person that no one deserves to be sexually assaulted. Assure the person that although the experience has been traumatic, recovery and healing are possible.
• Maintain confidentiality unless you are required by Rhodes policy to report the information. If you are required to report it, tell the survivor of your requirement.
• Do not pressure or make unwanted decisions for the person.
• Separate your needs and how you think you would feel in this situation from what the person before you needs and feels.
• Don’t ask questions that could be interpreted as blaming, such as “Why didn’t you fight back?” or “What were you wearing?” or “Why did you go to his/her room?”
• Let the survivor talk at his or her own pace. Let them know that they can talk about whatever they need to talk about, in their own way.
• If you are not sure whether it is OK to hug or touch the survivor, ask them.
• Let the survivor know about the resources available to them listed on page seven of this brochure.

A Note About Shame

Although survivors experience many feelings in the days, weeks or months after a sexual assault, including fear, anger, and depression, shame is almost universal, especially when they have been sexually assaulted by someone they know. People often blame themselves, feeling that the assault wouldn’t have happened if they hadn’t “gotten themselves into the situation.” It is important to remember that errors of judgment are never the same as being responsible for being sexually assaulted. The person who committed the sexual assault is the person who is responsible.

Who Can I Talk To?

A more difficult question may be, “Who can I trust?” especially if you were assaulted by someone you know. If you wish to speak with someone on campus in confidence, we recommend seeking assistance from the Counseling and Student Development Center or the Chaplain. Confidentiality will only be broken in cases of clear and imminent danger to self or others and for alleged child or elderly abuse. You can also talk with any RA, faculty, staff or administrator about the harassment or assault. However, keep in mind that, because sexual harassment and assault are destructive to the entire College community, Rhodes will not tolerate such behaviors. Therefore, all RAs, faculty, staff and administrators -- with the exception of the Counseling and Student Development Center staff, the Chaplain, the College Nurse and Physicians -- are mandated by the College policy to report any knowledge gained regarding allegations of sexual harassment or assault. This isn’t to discourage you from talking with someone! This is to ensure that any perpetrators of sexual harassment or assault will be held accountable according to our policy.

Rhodes Counseling and Student Development Center, Moore Moore Building, Ext. 3128
Professional staff provide free and confidential short-term counseling services to all Rhodes students. Office hours are from 8:30 a.m. to 5 p.m., Monday through Friday.

Rhodes Chaplain, 310 Briggs, Ext. 3849
The Chaplain is available to provide free and confidential support to all Rhodes students. Office hours are 8:30 a.m. to 5 p.m., Monday through Friday.

How Do I File A Complaint?

Campus Administration
To report harassment/assault by:

Students: contact Carol Casey, Dean of Students, 229 Palmer Hall, Ext. 3815

Faculty: contact Michael Drompp, Dean of Faculty and Vice President for Academic Affairs, 223 Palmer Hall, Ext. 3795

Faculty, Staff and Contract Employees: contact Claire Shapiro, Director of Human Resources, Ext. 3750

Rhodes Campus Safety, Ext. 3880
Campus Safety Officers are trained to help secure a crime scene. Officers can also help survivors locate a safe place and alert any needed assistance.

Memphis Sexual Assault Resource Center,
2675 Union Ave. Ext.; Memphis, TN 38112 24-hour contact number: 272-2020
Memphis Sexual Assault Resource Center (MSARC) provides free and confidential medical, counseling and advocacy services to any Shelby County resident victimized by a sex crime. Medical services are available on a walk-in basis Monday through Friday, 8:30 a.m. to 4 p.m. After 4p.m. on weekdays and anytime on weekends, persons needing medical services must report to the police initially to get treatment, but are not required to pursue criminal charges.  MSARC medical services can be provided within the first 48 hours after an assault. Those services include: (1) gathering a "rape kit" in the event criminal charges are pursued; and (2) providing prophylactic treatment to prevent the contraction of a sexually transmitted disease or pregnancy.  After 48 hours, but within 72 hours, MSARC can provide prophylactic treatment, but cannot collect a "rape kit." After 72 hours, persons are referred to a private physician for medical follow-up.  Counseling and advocacy services are available at any time after the assault from MSARC. 

Memphis Police Department,
201 Poplar Ave.; Memphis, TN 38103
Emergency 911
General Reports 545-2677
Sex Crimes Squad 545-5330
The police encourage prompt reporting after an assault. Sexual assault survivors can call the general reporting number or the Sex Crimes squad to report an assault. Initial police reports are taken by the precinct in which the assault occurred. Sex Crimes obtains a report from the precinct and interviews the survivor. Once evidence is gathered and a determination is made regarding a specific offender, Sex Crimes provides the Attorney General’s office with information so that a determination regarding prosecution can be made. Steps in prosecution may include: initial report to the police, police interview, police statement taking, police investigation and determination on prosecution. If cause is found for prosecution, the next steps will involve a preliminary hearing in court, a grand jury hearing and a criminal court trial.

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