Campus Counselor(s) and the Campus Pastor are not required to report any information about an alleged incident to the Title IX Coordinator, Title IX Deputy Coordinator(s), or responsible employees without the permission of the alleged victim. The campus counselors and the Campus Pastor give complainants the highest level of confidentiality. Members of the College community who wish only to discuss their experience should first seek the advice of a confidential counselor if they wish to ensure their conversations receive the maximum degree of protection from disclosure.
- Counseling Services Office – (706) 245-7227 ext. 2715. Office is located in the Student Life Building behind the Aaron Building.
- Director of Spiritual Life and Campus Pastor, Chris Maxwell – (706) 245-2887, firstname.lastname@example.org. Office is located in the Student Life Building behind the Aaron Building.
The aforementioned personnel may have reporting or other obligations under state law including mandatory reporting to law enforcement in case of minors, imminent harm to self or others, and any requirements to testify if subpoenaed in a criminal case.
This policy is intended to make students aware of the various reporting and confidential disclosure options available to them so they can make informed choices about where to turn if an incident occurs. The College encourages students to talk to someone identified in one or more of these groups so that support can be offered and the College can respond appropriately.
In the event the College determines that the alleged perpetrator(s) pose a serious and immediate threat to the campus community a “timely warning” may also be issued. Any such warning should not include any information that identifies the victim. Policies regarding timely warnings can be found in the Emmanuel College Annual Clery Act and Fire Safety Report.
NOTE: The College reserves the right to allow a student reprieve from drug, alcohol, or other violations of the Emmanuel College Code of Student Conduct for parties reporting allegations under this policy (i.e., if alcohol was involved in the incident, the reporting party would not then be charged with an alcohol infraction). The VP for Student Life will make decisions regarding student reprieve under the policy in conjunction with the Title IX coordinator.
Sexual assault is an extreme form of sexual harassment and is a crime defined by the Georgia criminal code. Sexual assault is any nonconsensual sexual act, including those resulting from threat, coercion, or force (see definition below for consent and incapacitation). Sexual assault may be committed by a stranger or an acquaintance and may occur between members of the opposite or same sex. Acts defined as sexual assault include rape, date rape, acquaintance rape, and gang rape, but may also include sexual touching of another person against his or her will, sexual abuse, sexual coercion, and forcing an unwilling person to touch another person sexually.
Definition of Consent and Incapacitation
The College recognizes the following aspects regarding consent: (a) consent is a voluntary agreement to engage in sexual activity, (b) someone who is incapacitated cannot consent; (c) past consent does not imply future consent, (d) silence or an absence of resistance does not imply consent, (f) consent to engage in sexual activity with one person does not imply consent to engage in sexual activity with another; (g) consent can be withdrawn at any time, and (h) coercion, force, or threat of either invalidates consent.
Incapacitation involves a physical or psychological state where a person is incapable of giving consent (e.g., may involve the use of drugs or alcohol, when a person is asleep or unconscious, or because of an intellectual or other disability that prevents the person from having the capacity to give consent).
Sexual harassment is distinguished from voluntary sexual relationships in that it introduces such elements as coercion, threat, and unwanted sexual attention. It includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
These actions constitute sexual harassment when submission to such conduct is made either explicitly or implicitly as a term or condition of an individual’s employment, submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Sexual harassment includes actions or behavior by a person of either gender against person of the same or opposite gender. The potential of sexual harassment exists in any of the following relationships: student/student, employee/student, student/employee, and employee/employee. Here and subsequently, "employee" refers to faculty, staff, and administration. Because of the inherent differential in power between employee and students, sexual relationships between employee and students are prohibited.
Clear behaviors constituting sexual harassment include but are not limited to physical assaults of a sexual nature, requests for sexual favors, sexually offensive remarks, and rubbing, touching or brushing against another's body. Subtle behaviors may include but are not limited to experiences that could considered as intimidating or offensive, particularly when they recur or one person has authority over another. This could include unwelcome hugs or touching, inappropriate staring, veiled suggestions of sexual activity, and suggestive jokes, stories or images.
False reports of sexual harassment shall not be condoned and would be considered grievous. Such reports can have damaging and far-reaching effects upon the careers and lives of individuals.
Sexual Harassment – Informal Resolution
Any member of the College community having a complaint of sexual harassment may raise the matter informally and/or file a formal complaint. The informal process is an attempt to mediate between the parties in order to reach a mutually agreeable solution without entering into the formal investigative process. In situations involving sexual violence, the informal process will not be used.
The following informal procedures may be followed in cases of sexual harassment:
- Clearly say "no" to the person whose behavior is unwelcome.
- Communicate either orally or in writing with the person whose behavior is unwelcome. The most effective communication will have three elements:
- A factual description of the incident(s) including the time, place, date and specific behavior
- A description of the complainant's feelings, including any consequences of the incident
- A request that the conduct cease
- Speak with a department chair, athletic coach, Campus Pastor, director, counselor, etc. who may speak to the person whose behavior is unwelcome. The name of the complainant need not be disclosed. The purpose of such conversation is the cessation of the unwelcome behavior.
In the case of harassment of a student, it may be appropriate first to seek the advice of his or her advisor, campus pastor, or campus counselor.
In many cases, stalking can be a component and/or precursor to domestic violence and dating violence. Stalking occurs when any repeated course of conduct directed at a specific person is unwelcome and would cause reasonable fear. This includes any contact made by voicemails, internet communications, sending messages via other people, text messages, emails, following people and being in the vicinity of others when asked specifically not to do so.
Domestic violence and dating violence can include, but is not limited to - actual or threatened physical harm and/or the inflicting of physical injury (hitting, pushing, shoving, etc.). In addition, domestic violence and dating violence can be sexual in nature (unwanted or forced sexual activity).
Domestic violence can occur from a current or former spouse, someone who is intimate with the victim, a person with whom the victim shares a child in common, or a person who is cohabiting or has cohabitated with the victim as a spouse or intimate partner.
Dating Violence can occur by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. To determine the existence of such a relationship, several factors are considered, including the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship.
Policy Statement for Sex Discrimination, Relationship Violence, Sexual Harassment, and Sexual Assault
In support of the College mission and as dictated by the Office for Civil Rights, individuals have the right to be free from sex discrimination, relationship violence, sexual harassment, and sexual assault. Emmanuel College is committed to maintaining an environment that preserves the respect and dignity for all members of the campus community. Acts of relationship violence, sexual harassment, and sexual assault stand in direct contrast to the mission, core values, and educational goals of the institution.
A foundational goal of Emmanuel College is to provide a living, learning and working environment where individuals are free to realize their full potential. Therefore, Emmanuel College will not tolerate any acts or behaviors in the area of relationship violence, sexual harassment, and sexual assault and will make every effort to prevent and eliminate such acts or behavior from the campus community.
Sex discrimination, including sexual harassment and sexual assault, is prohibited by federal and state law as well as College policy. The College has a duty to investigate complaints arising either on or off campus and shall proceed without respect to any pending legal or criminal matters arising from the incident. This policy applies to all members of the Emmanuel College community in both on- and off-campus settings.
Prior to the delivery of the policy, knowing the options for assistance following an incident of sexual violence is critical. Receiving immediate medical attention and/or counseling is vital to the student's overall health and wellness, regardless of whether or not a student chooses to formally report an incident. It is also important to note that seeking immediate medical attention is vital to preserve evidence if an investigation is to follow. More detailed information on resources is also available at the end of this policy statement.
- Joann Harper (706-245-2805): As the College's Title IX Coordinator, Mrs. Harper can connect the student to resources and procure medical attention as well as explain the institution's policies and procedures pertaining to reporting Title IX offenses; the Title IX Coordinator may also take any immediate interim actions (no contact orders, alteration of academic or non-academic schedules, etc.) as may be necessary.
- Office of Counseling Services (706-245-7227 ext. 2715 or Student Life front Desk at 706-245-2881): Counseling Services personnel can assist the student seek resources and maintain a confidential relationship with the student following an incident.
- Pastor Chris Maxwell (706-245-2887): The Campus Pastor can assist the student seek resources and maintain a confidential relationship with the student following an incident
- The Cottage Hotline - 1-877-363-1912 or (706) 353-1912 (operates 24 hours a day, 7 days a week)
- The Harmony House – (706) 245-8700
- Franklin County Emergency Dispatch – 911
- Franklin Springs Police Department – (706) 245-0000
- Franklin County 911: Non-Emergency - (706) 384-7188
- National Domestic Violence Hotline: 1-800-799-7233 (SAFE)
- Domestic abuse Helpline for Men & Women: 888-7HELPLINE (888-743-5754)
In accordance with applicable federal and state laws and institutional policies, Emmanuel College does not discriminate on the basis of race, color, national origin, sex, age, disability, medical status, or status as a veteran. Emmanuel College also prohibits sexual harassment. This policy is in accordance with Titles VI and VII of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; the Americans with Disabilities Act; and Section 504 of the Rehabilitation Act of 1973. The Emmanuel College nondiscrimination policy covers admission, access, operation of institutional programs and activities, and employment.
The College considers the philosophy and mission of the College and basic qualifications of the applicant paramount in the recruitment and hiring of employees. The biblical Foundations of the College are essential to the continued mission of Emmanuel to educate and equip young men and women in a Christian atmosphere for the occupations they have chosen. Prospective faculty and staff who identify with the basic philosophy and mission will be considered on qualifications best exemplified by training and experience. Supervisors in the various areas of the institution shall seek to employ minorities in every department.
My family and I are so grateful for the opportunity to join the Emmanuel College family. I am excited for the opportunity to join the College of Education as an instructor and the College of Arts and Science as the Math Department Chair. I am a devout Christian and have been married to my wonderful husband (Joey) for 18 years. We have a handsome and extremely energetic 4 year old son, Ethan, who is very excited to make this transition. I was a middle and high school math teacher for the last 15 years in both Georgia and Florida and have an Ed.S. in Secondary Mathematics Education.
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