A downloadable PDF version of the handbook is available at College Employee Handbook.

V. Retaliation

No person may intimidate, threaten, coerce, or discriminate against any individual for the purpose of interfering with any right or privilege secured by Title IX, its regulations, or this Policy, or because the individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing. Intimidation, threats, coercion, or discrimination, including charges against an individual for code of conduct violations that do not involve sexual harassment, but arise out of the same facts or circumstances as a report or formal complaint of sexual harassment, for the purpose of interfering with any right or privilege secured by Title IX or this Policy, constitutes retaliation.

Rhodes will keep confidential the identity of any individual who has made a report or complaint of sexual harassment; any complainant; any individual who has been reported to be the perpetrator of sexual harassment; any respondent; and any witness, except as may be permitted by Title IX, FERPA, or as otherwise required by law, or to carry out Rhodes’ Title IX procedures.

Charging an individual with a code of conduct violation for making a materially false statement in bad faith in the course of a Title IX proceeding does not constitute retaliation. A determination regarding responsibility alone, however, is not sufficient to conclude that any party made a materially false statement in bad faith.

Complaints alleging retaliation may be filed with the Title IX Coordinator. In the event an individual alleges that the Title IX Coordinator retaliated against them, the individual may file a complaint with the Chief Human Resources Officer.

Any individual found to have retaliated against another individual will be in violation of this Policy and will be subject to disciplinary action, up to and potentially including termination for employees and expulsion for students.