To learn more about Lakeland University's Title IX policy and process, please review the dropdowns below:
Welcome
Lakeland University strives to provide an educational environment that reflects its roots in the values of the United Church of Christ mission and preserves the safety and dignity of its community members. All members of the campus community are expected to conduct themselves in a manner that enhances the well-being of the Lakeland community. Members of the university community, guests and visitors have the right to be free from all forms of sexual harassment, discrimination and sexual misconduct ("Prohibited Conduct"). This Policy covers student, faculty and staff-related matters of Prohibited Conduct, whether the alleged conduct occurred on- or off-campus and regardless of whether the alleged Responding Party is a student, faculty member, staff or third party. Examples include acts of sexual violence (including sexual assault), any harassment based on sex or gender (including sexual orientation, gender identity or gender expression), domestic violence, dating violence and stalking. Lakeland University encourages immediate reporting, although there are no statutes of limitations in reporting, please keep in mind that delayed reporting may hinder the investigation and the University's ability to respond effectively.
Lakeland prohibits incidents of harassment, discrimination, and sexual misconduct occurring on or off campus. When such an allegation is reported to appropriate Lakeland officials, protective and remedial measures will be used to reasonably ensure such conduct ends, is not repeated, and the effects on the Reporting Party and community are remedied, including serious sanctions (up to and including termination, suspension or expulsion, if circumstances warrant) when a Responding Party is found to have violated this Policy. Students and employees who retaliate against individuals who report or participate in an investigation regarding Prohibited Conduct will be subject to disciplinary action separate and apart from any findings related to sexual misconduct.
Students and employees are strongly encouraged to report any/all incidents of sexual discrimination, harassment or sexual misconduct to the Lakeland University Campus Safety Department ("LUCSD"), the Title IX Coordinator, or any Deputy Title IX Coordinator. When an allegation is brought to an appropriate University official, the University will respond promptly, equitably, and thoroughly.
All Lakeland University community members (faculty, staff, students, trustees, contract personnel, agents, visitors, guests, volunteers, and other individuals associated with the University) are prohibited from engaging in acts of discrimination based on the above-referenced bases. This Policy applies to all associations, clubs, organizations and their members affiliated with and utilizing the benefits and services provided by or connected with the University. All University policies, practices and procedures are administered in a manner consistent with Lakeland University United Church of Christ Mission and Guiding Values.
The Lakeland University (the "University" or "Lakeland") Title IX Policy (the "Policy") provides employees and students with a guide to understanding Title IX scope, definitions, processes, legal rights, and resources. Title IX of the Education Amendments Act of 1972 (Title IX) is a federal law that states: "No person in the United States shall on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance." Governance of Title IX is provided by the Office for Civil Rights.
Lakeland University fully adheres to all federal and state civil rights laws banning discrimination at institutions of higher education. Lakeland University will not discriminate against any employee, applicant for employment, student or applicant on the basis of race, color, sex, pregnancy, national origin (including ancestry), citizenship status, physical or mental disability, age, marital status, gender, veteran or military status, predisposing genetic characteristics, domestic violence victim status, or any other protected category under applicable local, state or federal law. Gender discrimination and sexual harassment are prohibited by Title VII of the Civil Rights Act of 1964 as amended and Title IX of the Education Amendments of 1972. If you have reason to believe that you have been discriminated against, Lakeland University encourages immediate reporting to the Title IX Coordinator or Deputy Coordinator.
Title IX Contacts
The individuals listed below make up Lakeland University's Title IX team. The Title IX Coordinator is the designated agent of the University responsible for overseeing University policy, procedures and compliance with Title IX legislation, regulation and case law. The Title IX Coordinator shall document all reports of incidents of sexual misconduct and harassment.
The Deputy Title IX Coordinators work with the Title IX Coordinator and may act on his behalf when so designated. Additionally, the Deputy Title IX Coordinators serve as persons to whom reports or complaints may be reported, and can investigate complaints. Reports to Title IX Coordinator and Deputy Title IX Coordinators may be made via email, phone or in person as set forth below:
Deputy Title IX Coordinators representing the following (5) areas:
David R. Simon Jr.
Title IX Coordinator
Vice President for Campus Life, Clery Compliance Coordinator
Lauer Center, 122G
920-565-1000 ext. 2501
SimonDR@lakeland.edu
Rick Mobley
Title IX Deputy Coordinator Intercollegiate Athletics
Head Men's Soccer Coach
Wehr, 111
920-565-1024 ext. 2184
MobleyRJ@lakeland.edu
Mark Edmond
Deputy Title IX Coordinator for Residential Housing Accommodations for 504 & ADA
Director for Residence Life
Lauer Center, 122E
920-565-1043 ext. 2513
EdmondMT@lakeland.edu
Karen Eckhardt
Deputy Title IX Coordinator for Academic Accommodations for 504, ADA & ESA
920-565-1000 ext. 2115
eckhardtkl@lakeland.edu
Reporting
Lakeland University's primary concern is the safety of its students, faculty and staff, and to encourage reporting of Prohibited Conduct. All Universityemployees who are deemed responsible employees have a duty to report actual or suspected Prohibited Conduct to appropriate officials, though there are some limited exceptions for those with identified in the policy as a Confidential Resource. Reporting Parties may want to consider carefully whether they share personally identifiable details with employees who have a duty to report, as those details must be shared by the employee with the Title IX Coordinator and/or Deputy Title IX Coordinator(s), and/or Lakeland University Campus Safety Department (LUCSD). To be clear, employees with a duty to report must share all details of the reports they receive, including personally identifiable information.
If a Reporting Party declines to report to law enforcement or the University, the Reporting Party may still report to a Confidential Resource and/or receive interim support and measures.
Reports regarding any form of sexual harassment, discrimination or sexual misconduct may be reported to:
Complaints and Criminal Complaints can be made to the following: Although the LU Campus Safety Department is not a sworn department, officers can assist with filing a criminal complaint.
Department | Location | Phone Number |
---|---|---|
Sheboygan County Sheriff's Dept. | 525 N 6th street Sheboygan, WI 53081 | 911 8-911 (On-campus) |
LU Campus Safety Dept. (24/7) | N3745 North Dr. Brotz Hall room LL19 | 920-565-1126 |
Reporting parties must be aware that an investigation conducted by Lakeland University is separate from a criminal investigation and flows from the University's obligation under Title IX and related laws to ensure that it is providing a safe environment for all community members.
On campus, some resources may maintain confidentiality, meaning they are not required to report actual or suspected Prohibited Conduct to other University officials, thereby offering options and advice without any obligation to inform an outside agency or individual unless the Reporting Party requests the information be shared.
Department | Location | Phone Number |
---|---|---|
Aurora Sheboygan Memorial Center Medical, SANE nurse | 2629 N 7th street Sheboygan, WI 53083 | 920-451-5553 |
Safe Harbor | 929 Niagara Ave. Sheboygan, WI 53081 | 920-452-7640 |
Employee Assistance Program (24/7) | aurora.org/eap | 800-236-2131 |
Sojourner Family Peace Center (24-hour domestic violence hotline / Legal emergency assistance) | https://familypeacecenter.org/ | 414-933-2722 |
RAINN | National Resources for Sexual Assault Survivors & their Loved Ones | 800-656-4673 |
A Victim Advocate is available on campus to provide support and assistance in the decision-making process to those affected by sexual misconduct, sexual violence, including sexual assault, relationship violence and stalking. Services are free and confidential, to the extent allowed by law and university policy. Generally, the information you provide will not be shared with your instructors or deans. The advocate will assist you in making a report to the Sheboygan County Sheriff's Office. The Victim Advocate is available the following office hours:
All University employees who observe acts of sexual harassment are required to intervene to stop the harassment, unless circumstances would make such intervention dangerous, and must document and report all such incidents to the Title IX Coordinator, Deputy Title IX Coordinator(s) and/or LUCSD.
U.S. Department of Education, Office for Civil Rights
Questions about Title IX can be directed to the Title IX Coordinator or to the Office for Civil Rights (http://www2.ed.gov/about/offices/list/ocr/index.html) of the United States.
U.S. Department of Education Citigroup Center
Title IX Process
These procedures apply to student, staff, and faculty complaints of sexual misconduct against other students, employees or third parties.
The University will respond to allegations of sexual misconduct, including taking interim measures such as a "no contact" directive between the parties, interim suspension, room reassignment, academic accommodations and/or counseling. The University prohibits retaliation against complainant/reporting parties and anyone participating in an investigation. If an allegation of sexual misconduct involves an athlete, someone outside the athletic department oversees the grievance process. Mediation cannot be used for sexual harassment or non-consensual sexual contact/intercourse cases.
Deputy Title IX Coordinators may serve as investigators and are trained in Title IX, all aspects of the complaint process, and can serve in any of the following roles:
All persons serving as investigators have received annual training approved by the Title IX Coordinator, including a review of University policies and procedures, so that they are able to perform thorough, impartial investigations and provide accurate information to members of the University community.
Following receipt of a complaint/report, the Title IX Coordinator will promptly assign one or more Deputy Title IX Coordinators or other trained investigators to work with and interview the Reporting Party and coordinate the University's response. The University reserves the right to designate a different Deputy Title IX Coordinator or investigator. If the complaint does not allege a Policy violation, or if other resolution options are appropriate, or if a Reporting Party does not wish to pursue further action and the University has determined it can honor the request, then the report will not proceed to a University Title IX investigation.
All attempts will be made to complete a Lakeland Title IX investigation within 60 calendar days after the Responding Party is notified of the investigation. The Title IX Coordinator may extend this time frame for good cause with written notice to the Reporting Party and Responding Party. Good cause for extensions includes, but is not limited to, the following: 1) the complexity of the case requires additional time; 2) there are multiple parties involved; 3) the witnesses or parties are unavailable or uncooperative; 4) University closure or academic breaks; 5) if the University investigation would compromise a law enforcement investigation.
Both the Reporting Party and Responding Party in the University Title IX investigation process may have the assistance of an advisor or support person of their choosing throughout the process. This individual may be a friend, faculty/staff member, family member, or an attorney. The University has designated staff members, that have been trained in the University's response, who may serve in this capacity and their contact information will be provided to the Reporting Party and Responding Party. The role of the process advisor/support person is limited. The Reporting Party and Responding Party are expected to ask and respond to questions on their own behalf. The process advisor/support person may consult with the advisee quietly or in writing, or outside the meeting during breaks, but may not speak under any circumstances on behalf of the advisee to the investigator.
Attorneys may be present and may consult with the advisee quietly or in writing, or outside the meeting during breaks, but may not speak under no circumstances on behalf of the advisee to the investigator.
The Title IX Coordinator, the Director of Human Resources, (or appropriate designee) may enact interim measures intended to address the short or long-term effects of Prohibited Conduct and to prevent further harassment or violations. To the extent reasonable and feasible, the University will consult with the Complainant in determining appropriate interim measures. Interim measures may include, but are not limited to, the following:
If the Complainant requests confidentiality or asks that the complaint not be pursued, Lakeland University will take all reasonable steps to investigate and/or respond to the complaint consistent with the request for confidentiality or request not to pursue an investigation. If the Complainant insists that their name or other identifiable information not be disclosed to the alleged perpetrator, Lakeland University's ability to respond may be limited and the LU shall inform Complainant of this fact. Regardless of a Complainant's request for confidentiality or that an investigation not take place, the LU will still provide interim measures and resources to the Complainant.
Title IX prohibits retaliation, and the LU will not only take steps to prevent retaliation but also take strong responsive action if it occurs, even if a formal investigation is not pursued.
The University will not require a student, faculty or staff, who complains of harassment to work out the problem directly with the Respondent.
When it is determined that a formal investigation is necessary, the Title IX Coordinator will send a Notice of Investigation and Potential Violation to the Responding Party (Reporting Party will receive a copy). The notice will include:
The written notification may be sent to the Reporting Party and Responding Party's respective residences or may be sent to them via email to their Lakeland University email account. Reporting Parties and Responding Parties are expected to check their email on a frequent and consistent basis and act in a timely manner as outlined in the official use of email to communicate with students' policy, or Employee Handbook (See Employee Handbook).
On behalf of the University, the assigned investigator(s) will conduct a prompt, fair, and impartial investigation including, but not limited to, the following steps:
Evidentiary Standard: The standard of proof for determining a violation of this Policy is that of a preponderance of the evidence—meaning that it is more likely than not that a violation of the Policy occurred.
Hearing Panel Findings: The Title IX Coordinator will forward the Final Investigative Report to the Hearing Panel. The Hearing Panel will review the Investigative Report and make a determination of finding and accompanying sanctions.
The Hearing Panel will provide the finding decision to the Title IX Coordinator. The Title IX Coordinator will inform the Reporting Party and the Responding Party of the Hearing Panel's finding by issuing a Decision Notification Letter. The Decision Notification Letter will include findings of fact and a determination of sanction(s), if applicable and any other notices as required by this policy or federal law.
If an alleged Respondent withdraws from the University before the investigation and/or complaint resolution process have been concluded or the Respondent chooses not to participate in the process, the Respondent will still be informed that he or she is alleged to have violated University policy, that an investigation will be conducted, and that the resolution process will continue.
The Respondent may respond in one of three ways: 1) participate in the investigation, 2) waive the right to be interviewed by the investigator, thereby acknowledging that the complaint resolution process may go forward in his or her absence (this also waive his or her right to appeal an outcome), or 3) waive the right to appear and send a written, signed statement to be considered on his or her behalf as part of the investigation and complaint resolution process.
For withdrawals, a letter will be sent to the Registrar and to the Dean of Students, the registrar of the school in which the student is attempting to enroll in indicating that such proceedings are pending. If the student attempts to re-enroll back into Lakeland University before the matter is resolved, the registrar will notify the Dean of Students. The matter must be fully resolved before the student may re-enroll at Lakeland University.
Lakeland University reserves the right to impose differing sanctions, depending on the severity and/or pervasiveness of the violation. In determining sanctions, the University will consider the concerns and rights of both the Complainant and the Respondent.
The following sanctions may be imposed upon any member of the community found to have violated this Policy. In determining the appropriate sanction(s), the University must examine and consider a number of factors, including, but not limited to: 1) level of risk or harm to the community; 2) the nature and seriousness of the offense; 3) use of drugs or alcohol; 4) motivation underlying the Respondent's behavior; 5) the Respondent's disciplinary history, including prior habitual violations or similar type; 6) cooperation with the investigation.
Note: sanctions will not generally be implemented until after the appeal deadline has passed or, if an appeal is filed, until after the appeal has concluded. However, Lakeland reserves the right to keep in place interim measures, or to implement additional measures, on a case-by-case basis, at any time.
In the event a Responding Party is suspended or dismissed as a result of a finding of responsible under this Policy, a notation will appear on his or her transcript.
General Information
Once a Decision Notification Letter is issued under this Policy, the Reporting Party and the Responding Party shall each have the right to submit an appeal to the Title IX coordinator within five (5) business days of receiving the written Decision Notification Letter from the Title IX Coordinator. The Decision Notification Letter will be provided in person and/or emailed to both parties via university-issued email account only. Once the Decision Notification Letter is provided in person and/or sent via email, it will be deemed presumptively delivered.
Any party who files an appeal must do so in writing and submit it to the Title IX Coordinator who will determine if the appeal is timely. If the appeal is timely, the Title IX Coordinator will forward the appeal to the appeal board which consist of three appointed Deputy Title IX Coordinators. A copy of the appeal will be promptly provided to the non-appealing party as well.
The appeal process is not a hearing or a review of the entire matter; rather, it is a review of the record and process only. Appeal decisions are to be deferential to the original investigative findings and determination, remanding only when there is clear reason to do so. Further, modification of the sanction(s) shall only occur if there is a compelling justification to do so.
The Deputy Title IX Coordinators may take one of three possible actions on appeal:
Criteria for an Appeal
The Appeal board will typically render a written decision on the appeal to the Title IX Coordinator within five (5) business days from receipt of the appeal. The Title IX Coordinator will forward the written decision of the Appeal board to the parties.
The Appeals board decision is final and there are no further appellate options.
Timely Warning Reporting Obligations
Victims of sexual misconduct should be aware that Lakeland University officials must issue timely warnings for incidents reported to them that pose a serious or ongoing threat to students and employees of the campus community. The University will make every effort to ensure that a victim's name and other identifying information is not disclosed, while still providing enough information for community members to make safety decisions in light of the threat or possible danger.
False Reports: Lakeland University will not tolerate intentional false reporting of incidents. It is a violation of the Student Conduct Code and Employee Handbook to make an intentionally false report of any policy violation, and it may also violate state criminal statutes and civil defamation laws.
All Lakeland University students and employees are responsible for knowing the information, policies and procedures outlined in this document.
Parental Notification
Lakeland University reserves the right to notify parents/guardians of dependent students regarding any health or safety risk, change in student status or conduct situation, particularly alcohol and drug policy violations. The University may also notify parents/guardians of non-dependent students who are under the age of 21 of alcohol and/or drug policy violations. Where a student is non-dependent, the University will contact parents/guardians to inform them of situations in which there is a significant and articulable health or safety risk. Lakeland University reserves the right to designate which University official(s) have the need to know about individual conduct reports pursuant to the Family Educational Rights and Privacy Act (FERPA).
Lakeland University shall maintain documents and other data relating to specific complaints or other reports of sexual harassment of students, faculty and staff, regardless of sanction, including the following:
Lakeland University reserves the right to modify, amend, or terminate this Policy at any time. Students, faculty and staff are encouraged to check online for the most current version of all policies and procedures. If government guidelines and legislation change in a way that impacts this policy, this policy will be construed to comply with new government guidelines and legislation in the most recent form. This policy is effective as of October 15, 2018. This policy supersedes all previous Lakeland policies with respect to Title IX and related discrimination policies.
Definitions
Bullying, defined as:
Any other University policies may fall within this section when a violation is motivated by the actual or perceived membership of the reporting party's sex or gender.
Coercion is unreasonable pressure for sexual activity. When someone makes clear to you that they do not want sexual contact, that they want to stop, or that they do not want to go past a certain point of sexual interaction, continued pressure beyond that point can be coercive.
Complainant refers to the individual who reported the incident of alleged Prohibited Conduct.
Any physical/sexual behavior cannot be consented to under any of the following conditions if the person is:
Lakeland University requires that consent to sexual activity be informed, freely and actively given through the demonstration of clear words or actions that a person has indicated permission to engage in mutually agreed-upon sexual activity. Consent cannot be obtained by force which includes the use of physical violence, threats, intimidation or coercion. Consent also cannot be inferred from silence or lack of resistance alone.
Consent cannot be obtained by taking advantage of the incapacitation of another where the person initializing sexual activity should have reasonably known the other lacks the ability to make rational and informed judgements whether to engage in sexual activity. A person who has consumed alcohol or drugs may be incapacitated yet appear lucid and conscious so sexual activity following the ingestion of drugs or alcohol should be exercised with caution. Consenting to one type of sexual behavior does not constitute consent for other types of sexual behavior. Additionally, previous consent to sexual activity does not constitute consent to future sexual activity. Consent can be withdrawn at any time through clear words or actions that an individual wants the sexual activity to cease. Once consent is withdrawn the sexual activity is to cease immediately.
Having sex with someone you know to be, or whom you should know to be incapacitated, is a violation of the Lakeland University Sexual Assault policy. Sexual contact with anyone who is incapacitated is a violation of this policy. People who have a mental illness or deficiency, are unconscious for any reason, or are physically unable to communicate are assumed to be incapable of giving consent. Under Wisconsin state statute, the age of consent is 18 years of age. Consensual sexual content with a person age 16 or 17 years of age is a criminal offense.
Discrimination, defined as actions that deprive other members of the community of educational or employment access, benefits or opportunities on the basis of sex or gender
Force is the use of physical violence, and/or imposing on someone physically, to gain sexual access. Force includes hitting, kicking, restraining or otherwise exerting their physical control over another person through violence. Force also includes threats, intimidation (implied threats) and coercion that overcome resistance to produce consent.
Hazing includes any action taken or situation created, either on campus or off campus, that is intended to produce or which may foreseeably produce unusual or necessary mental or physical harm, or which may cause or foreseeably cause embarrassment, harassment, ridicule or risk of physical, mental or emotional harm.
The Hearing Panel is responsible for making a finding following a review of the Investigative Report. The Hearing Panel is comprised of 3 annually trained employees, chosen from a pool of faculty and staff.
Incapacitation is defined as a state in which a person cannot make rational, reasonable decisions because they lack the capacity to give knowing consent (e.g., to understand the "who, what, where, why or how" of their sexual interaction). Incapacitation can occur mentally or physically, from developmental disability, by alcohol or other drug use, or blackout.
This policy also covers a person whose incapacity results from mental disability, sleep, involuntary physical restraint, or from the ingestion of "date rape" drugs. Possession, use and/or distribution of any of these substances, including Rohypnol, Ketamine, GHB, Burundanga, etc. is prohibited, and administering one of these drugs to another person is a violation of this policy. More information on these drugs can be found at https://www.womenshealth.gov/a-z-topics/date-rape-drugs. Use of alcohol or other drugs will never function as a viable defense to a violation of this policy.
Engaging in physical, sexual, or emotional harm between partners or former partners involving one or more of the following:
Intimidation, defined as implied threats or acts that cause an unreasonable fear of harm in another
Non-Consensual Sexual Contact is defined as any intentional sexual touching, however slight, with any object, of a person upon another person that is without consent and/or by force.
Sexual contact includes intentional contact with the breasts, buttock, groin, or genitals, or touching another with any of these body parts, or making another touch you or themselves with or on any of these body parts; any intentional bodily contact in a sexual manner, though not involving contact with/of/by breasts, buttocks, groin, genitals, mouth or other orifice.
Non-Consensual Sexual Intercourse is any sexual intercourse however slight, with any object, of a person upon another person that is without consent and/or by force.
Sexual intercourse includes vaginal penetration by a penis, object, tongue, or finger; anal penetration by a penis, object, tongue, or finger; and oral copulation (mouth to genital contact or genital to mouth contact), no matter how slight the penetration or contact.
Respondent refers to a student, employee, or faculty member who allegedly violated this policy.
It is a violation of University policy to retaliate against any person reporting or filing a complaint of harassment, discrimination, or sexual misconduct. Such conduct is inconsistent with University policy and may also be prohibited by law.
"Retaliation" is defined as any adverse action taken against a person making a complaint of prohibited conduct or against any person involved or participating in the investigation of any such allegation. Retaliation is prohibited with or without a University "No Contact" Order in place. The University will treat retaliation with the same strict discipline as discrimination or harassment. As such, any acts determined retaliatory will be subject to appropriate disciplinary action, including but not limited to suspension, expulsion, probation, deferred suspension, removal from campus, and/or any combination of the previously mentioned.
Occurs when a student, faculty or staff, takes non-consensual or abusive sexual advantage of another for his/her own advantage or benefit, or to benefit or advantage anyone other than the one being exploited, and that behavior does not otherwise constitute other sexual misconduct offenses. Examples include, but are not limited to:
Sexual misconduct is a broad term encompassing behaviors focused on sex and or gender discrimination that may or may not be sexual in nature. Sexual misconduct offenses prohibited by this policy include, but are not limited to: 1) Sexual harassment, 2) Non-consensual sexual contact, or attempts to commit same, 3) Non-consensual sexual intercourse, or attempts to commit same, 4) Sexual exploitation, 5) Intimate relationship violence, or 6) Stalking.
Sexual Harassment:
Sexual misconduct is a broad term encompassing behaviors focused on sex and or gender discrimination that may or may not be sexual in nature. Sexual misconduct offenses prohibited by this policy include, but are not limited to: 1) Sexual harassment, 2) Non-consensual sexual contact, or attempts to commit same, 3) Non-consensual sexual intercourse, or attempts to commit same, 4) Sexual exploitation, 5) Intimate relationship violence, or 6) Stalking.
Examples include:
Examples also include:
The following types of misconduct have been arranged and defined by the State of Wisconsin statutes:
Examples of Sexual Misconduct, as Defined by the State of Wisconsin, Include, But Are Not Limited To:
Examples of Non-Consensual Relationships and Consent, as Defined by the State of Wisconsin, Include, But Are Not Limited To:
Threatening or causing physical harm, extreme verbal abuse, or other conduct which threatens or endangers the health or safety of any person.
The Title IX Coordinator is the designated agent of the University responsible for overseeing University policy, procedures and compliance with Title IX legislation, regulation and case law. It may be necessary for the Title IX Coordinator to name a Designee in certain situations. Throughout this policy, the use of the term "Title IX Coordinator" also means "Title IX Coordinator or Designee."
Rights
The right to a thorough, impartial and prompt investigation, by an impartial decision maker(s), and appropriate resolution of all credible complaints of Prohibited Conduct made in good faith to Lakeland University
The right to a thorough, impartial and prompt investigation, by an impartial decision maker(s), and appropriate resolution of all credible complaints of Prohibited Conduct made in good faith to the University
Non-Confidential & Confidential Resources
Lakeland University strongly encourages any student or employee who believes he or she has been harassed or subjected to sexual misconduct to seek prompt assistance from the university and/or police. If you would like to report sexual harassment, non-consensual sexual contact or intercourse, relationship/intimate partner violence or stalking, you have a number of options:
Complaints and Criminal Complaints can be made to the following: Although the LU Campus Safety Department is not a sworn department officers can assist with filing a criminal complaint.
Department | Location | Phone Number |
---|---|---|
Sheboygan County Sheriff's Dept. | 525 N 6th street Sheboygan, WI 53081 | 911 8-911 (On-campus) |
LU Campus Safety Dept. (24/7) | N3745 North Dr. Brotz Hall room LL19 | 920-565-1126 |
On campus, some resources may maintain confidentiality, meaning they are not required to report actual or suspected Prohibited Conduct to other University officials, thereby offering options and advice without any obligation to inform an outside agency or individual unless the Reporting Party requests the information be shared.
Department | Location | Phone Number |
---|---|---|
Aurora Sheboygan Memorial Center Medical, SANE nurse | 2629 N 7th street Sheboygan, WI 53083 | 920-451-5553 |
Safe Harbor (Off-Campus) | 929 Niagara Ave. Sheboygan, WI 53081 | 920-452-7640 |
Employee Assistance Program (24/7) | aurora.org/eap | 800-236-2131 |
Sojourner Family Peace Center (24-hour domestic violence hotline / Legal emergency assistance) | https://familypeacecenter.org/ | 414-933-2722 |
RAINN | National Resources for Sexual Assault Survivors & their Loved Ones | 800-656-4673 |
All University employees who observe acts of sexual harassment are required to intervene to stop the harassment, unless circumstances would make such intervention dangerous, and must document and report all such incidents to the Title IX Coordinator, Deputy Title IX Coordinator(s) and/or LUCSD.
Support
Department | Location | Phone number |
---|---|---|
Safe Harbor Crisis Advocate Britta West | On-Campus (regular hours) W3745 North Dr. Brotz Hall room 23 | Tuesdays & Fridays 8 a.m.- 4 p.m. Phone: 920-565-1034 ext. 2389 brittaw@sheboygansafeharbor.org |
Safe Harbor Crisis Advocate | Off-Campus (after hours) | 920-452-7640 or 1-800-499-7640 |
Director of Health & Counseling Center Alex Liosatos | W3745 North Dr. Brotz Hall room 25 | 920-565-1034 ext. 2388 liosatosa@lakeland.edu |
Campus Counselor Christine Jenkins | W3745 North Dr. Brotz Hall room 24 | 920-565-1034 ext. 2387 christine.jenkins@aurora.org |
Aurora Sheboygan Memorial Center Medical, SANE nurse | 2629 N 7th street Sheboygan, WI 53083 | 920-451-5553 |
Milwaukee LGBT Community Center | 1110 N Market Street, 2nd floor Milwaukee, WI, 53202 | 414-271-2656 www.mkelgbt.org/connect Monday - Thursday: 11 a.m. - 7:30 p.m., Friday: 11 a.m. 5 p.m. |
Campus Chaplain Julie Mavity Maddalena | N8327 West Dr. Lauer Center 122F | 920-565-1000 ext. 2114 mavmadja@lakeland.edu |
Advocate Services
Hello! My name is Britta West. I am a Safe Harbor advocate assigned to Lakeland University. The areas that I am trained in providing advocacy services for include; Interpersonal Violence (IPV) also known as Relationship Violence or Dating or Domestic violence, and all forms of Sexual Misconduct.
My office is located in the Health and Counseling Center in Brotz Hall north entrance across from Campus Safety. My current office hours are: Tuesday 8 a.m. - 4 p.m., Friday 8 a.m. - 4 p.m. Please remember, Safe Harbor is a resource that offers emergency shelter and also provides free, confidential services such as the 24-hour help line, community and individual advocacy and support services. If you’d like to schedule a time to meet, please email me at: brittaw@sheboygansafeharbor.org
Go Muskies!
Students, Staff and Faculty of the Lakeland community who have experienced any sexual misconduct or relationship violence have the ability to seek assistance right here on campus. A Safe Harbor Advocate can be your support person and help you access resources both on and off campus.
With your permission, the advocate can assist in supporting you through the Title IX process as a process advisor or support person. Advocates can also assist if a report needs to be made to either Campus Safety or law enforcement.
Safe Harbor advocates are present on campus to be a support system to those who have been victimized and may need guidance in accessing resources to begin the healing process.
The advocate is 1 of 3 confidential resources on campus and will not disclose any information, unless there is a continuing threat to yourself or the Lakeland community.
Regular Hours: Safe Harbor Crisis Advocate (On Campus)
Tuesdays & Fridays 8 a.m.- 4 p.m.
Phone: 920-565-1034 ext. 2389
After Hours: Safe Harbor Crisis Advocate (Off Campus)
Phone: 920-452-7640 or 1-800-499-7640
ADA/504, ESA
Section 504 of the Federal Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA) of 1990 require that colleges and universities do not discriminate against otherwise qualified applicants and students with documented disabilities. Lakeland University will provide reasonable accommodations for students who have presented appropriate documentation of their disabilities and limitations. Students seeking such consideration should contact the Lakeland University ADA coordinator. Lakeland University’s policies for providing accommodations under Section 504 and ADA are as follows:
Lakeland University is committed to providing resources and services for students with disabilities. Under the Americans with Disabilities Act (ADA), assistance is available for students who qualify. Students who require disability-related accommodations should contact the ADA coordinator.
Application: To help us best meet your specific needs, please complete and return this application to ADA Coordinator. After the application has been reviewed, you will be contacted about the status of your application. You can download the application forms below.
Preliminary Application for Disability Services
Verification of Disability Form
Required Documentation: All applications must be accompanied by the required documentation.
A DSM-IV-TR Diagnosis of ADD/ADHD or LD must be made by:
An Educational Diagnosis of ADD/ADHD or LD must be made by:
To be eligible to receive services, the student must submit a request accompanied by the appropriate documentation of the student's disability. In cases involving a learning disability, this will require:
All evaluators contributing assessment information must be licensed/accredited in the area they are assessing or evaluating. The documentation of a learning disability must include:
The diagnosis must be current (within the last three years) unless the Accommodations Review Committee extends that time period.
To be eligible to receive services, the student must submit requests accompanied by appropriate documentation of the student's disability. The student must have his/her Medical Doctor or his/her Clinical or Counseling Psychologist complete the Verification of Disability Form or use it as a basis for writing a narrative summary.
Preliminary Application for Disability Services
Verification of Disability Form
Application Procedures: Students with disabilities who require disability-related accommodations must make their requests in writing. For this purpose, an application can be obtained from either the ADA coordinator, or downloaded from this website. Applications must returned to the ADA coordinator at the email listed above.
All requests should be made in a timely fashion to allow Lakeland University time to review the requests and provide the approved accommodations. Generally, requests should be made a minimum of two weeks in advance of the accommodations needed. If the requests involve outside resources (e.g., special equipment, textbook taping, etc.), more notice may be necessary before the accommodations can be provided. After the application has been reviewed, you will be contacted about the status of your application.
The ADA coordinator is available to advise students on possible accommodations appropriate for their individual circumstances.
Review Procedure: Once the documentation has been received or is on file supporting the student's written request for ADA accommodations, the ADA Coordinator will review the submitted documentation and make a determination as to what accommodations are reasonable and appropriate.
ADA accommodations will be individually determined, and may include, but are not limited to:
Accommodations determined by the ADA coordinator will be continuous for the student, unless a new review is recommended by the ADA coordinator.
Resubmission Procedures: Students who are denied accommodations due to a lack of sufficient documentation of their disabilities may resubmit their requests when they have additional documentation. Those who have scheduled assessments or medical examinations in order to obtain more relevant documentation may request temporary approval of accommodations pending the timely receipt of assessment information by the ADA coordinator.
Appeal Process: Appeals of the ADA coordinator decisions must be in writing and contain all relevant documentation. Appeals must be submitted to the ADA coordinator within 14 calendar days of the student's receipt of the accommodation decision. The ADA coordinator will forward the student's appeal to the Vice President of Academic Affairs (or designee), who will make the final decision on the appeal. The student will be notified of the appeal decision within 14 calendar days.
Documentation Policy: Lakeland University Policy on the Provision of Accommodations for Students with Documented Disabilities: Lakeland University will provide, upon receipt and review of appropriate documentation from competent and licensed professionals, reasonable and effective accommodations to students with disabilities in an effort to equalize the students' abilities at the post-secondary level, in a manner consistent with federal and state regulations.
Limitations: The role of Lakeland University in this process is limited to reviewing documentation prepared by outside medical doctors, licensed clinical or counseling psychologists, and licensed school psychologists. Lakeland University will not diagnose, certify, define, or otherwise determine that a particular student does or does not have a disability of any type.
The ADA defines "Service Animal" as any animal that is individually trained to do work or perform tasks for the benefit of an individual with a disability, including a physical, sensory, psychiatric, intellectual or other mental disability.
In compliance with the Americans with Disabilities Act, Lakeland University allows the use of service animals in order to achieve access to programs, activities and services. The university reserves the right to inquire about specific tasks a service animal will perform and/or request documentation in instances where the identified tasks are not obvious. In the event documentation is required, it should be printed on professional letterhead and be less than one year old.
Under this policy, service animals are allowed in all buildings, classrooms, residence halls, meetings, dining areas, recreational activities and events when the animal is accompanied by individuals with a disability or who indicate the service animal provides a specific service to them. If a residential student requires use of a service animal, they will be placed in a single or single/double room and pay for that room according to the single or single/double price.
If an animal is not controlled properly, it ceases to provide a service and will be excluded from the campus areas mentioned above. The following guidelines are set forth by the university to ensure the animal does not engage in behavior that would be a direct threat to the health and welfare of others. If the animal's behavior is deemed disruptive, aggressive or destructive, the student will be held responsible and may be asked to remove the animal from campus.
The guidelines for service animals on campus:
As defined by the Fair Housing Act, an emotional support/therapy/assistance animal may provide physical assistance, emotional support, calming, stability, and other kinds of support. To validate the presence of the animal, it must be necessary in order to provide the resident with a disability the use and enjoyment of the dwelling. Emotional support/therapy/assistance animals do not perform work or tasks that qualify them as "Service Animals" under the Americans with Disabilities Act.
Application: To help us best meet your specific needs, the process for obtaining an emotional support animal on campus is as follows:
An identifiable relationship must exist between the disability and the emotional support an emotional support animal provides, and the support animal must be one component of a student's full mental health care plan. The student must provide the ADA coordinator with the contact information of the issuing psychiatrist or psychologist to verify that the support animal is necessary for the well-being of the student.
Timeline: No emotional support/therapy/assistance animal may be in a residence hall without it having been approved as an accommodation for the resident by the ADA Coordinator. The deliberative process that is necessary to consider a request for accommodation can take time. Residents should start the process of registering with the ADA coordinator well in advance of when s/he would ideally like to bring the animal into the residence hall. Although the registration process may vary depending on the complexity of the request, residents are encouraged to begin the process at least four weeks in advance. Under no circumstances may an emotional support/therapy/assistance animal be brought into a residence hall without the approval of the ADA coordinator. In addition, guests of any resident may not bring an emotional support/therapy/assistance animal into a residence hall.
If an animal is approved as an accommodation by the ADA coordinator for a resident, the Department of Residence Life will be notified. The Department of Residence Life will in turn notify the other residents of the floor or community where the individual resides. The signed Emotional Support Animal Policy and Agreement will verify the approval of the accommodation. The Emotional Support Animal Policy and Agreement should be retained by the student so that she or he can provide it as proof of the approval of the accommodation, in the event that it is questioned.
If the accommodation is approved, it shall be for one academic year and will need to be renewed annually. Generally, emotional support animals are only permitted in an individual's university residence hall room. However, requests for accommodations beyond the residence halls will be considered and assessed on a case-by-case basis by the ADA coordinator.
All emotional support/therapy/assistance animals must be under the control of the individual who has had the animal approved as an accommodation by the HARC) (hereafter referred to as "owner").If the animal repeatedly acts inappropriately or is not under control, the animal may be excluded from being on campus until it can be demonstrated that the animal's inappropriate behavior has been addressed and the animal is under control.(See, infra, Responsibility of Persons with Service Dogs or Emotional Support/Therapy/Assistance Animals.)
An animal may also be excluded if it poses a direct threat to the health and safety of individuals. This might include, but is not limited to, the animal's illness, lack of cleanliness, and presence in an inappropriate area that might put the animal or others at risk.
Removal of Waste and Cleaning: Cleaning up the waste of an emotional support/therapy/assistance animal is the sole responsibility of the owner. The animal's feces must be removed by placing the waste in a closed container and depositing it in an appropriate outdoor waste receptacle. It is the responsibility of the owner to clean up any mess created by the animal. Any cost incurred by the university to clean up a mess or repair property damage caused by an animal is the responsibility of the owner. If the animal has fleas, the owner may also be responsible for the cost of flea abatement in the areas where the animal resides, as well as other areas it frequents routinely.
Proper Documentation Needed: Licensing requirements for a dog or a cat approved as an ESA must be provided to the Department of Residence Life.
Dogs:
Cats:
Limitations on Animals allowed in the District of Columbia and Emotional Support/Therapy/Assistance Animals No animal will be approved as an emotional support/therapy/assistance animal that does not qualify as an allowable animal under Wisconsin law.
Special Considerations: Due to the unique living environments of a university setting, i.e., density of population, food preparation and multi-use of space, some types of animals may not be permitted even if such animals are permitted to be owned in Wisconsin. If an emotional support/therapy/assistance animal is not a dog or cat, other restrictions may apply as warranted by the unique living environment.
Responsibility of Persons with Service Dogs or Emotional Support/Therapy/Assistance Animals
All submitted forms are treated as completely confidential.
Confidential Reporting Form
Non-Confidential Reporting Form