Additional Considerations
A. Emergency Removal Provisions
In an emergency, where the health or physical well-being of a member of the Seminary community or the well-being of the Seminary as an institution is threatened, any individual with knowledge of a situation involving harassment or discrimination should promptly inform the VP for Finance and Administration. The Seminary is authorized to take any immediate steps as may be necessary and appropriate under the circumstances to ensure the well-being of the Seminary community and the Seminary as an institution.
If the Seminary determines that the conduct, as alleged, poses a safety risk to one or more students or employees, or to the Seminary’s educational or work environment, the Seminary may instruct that the Respondent be suspended, on an interim basis, from the Seminary, from residence halls, offices, or from specific programs or activities. Any such assessment will be made on a case-by-case basis, based on an individualized safety and risk analysis. If the Seminary determines that an immediate physical threat to the health or safety of students, employees, or others justifies removal, then a Respondent may be suspended on an interim basis. The decision to do so will be provided to the Respondent in writing.
The Respondent has an opportunity to appeal the decision immediately following the removal. Any appeal should be directed to the President, who will decide the appeal at their sole discretion. The decision to place any Respondent on an interim suspension will not be considered as evidence that any determination has been made regarding potential responsibility.
B. Consolidation of Cases
In the event that the allegations under this policy involve allegations of a violation of a separate policy, whether Seminary Handbook, Faculty Manual, or Employee Handbook, the Seminary has the right, within its sole discretion, to consolidate those other allegations within one investigation and/or hearing. Allegations of a violation of a separate policy are not required to be handled using the procedural requirements set forth in this policy.
C. Transfer of Cases, Sharing of Information
For any case brought under this policy, should the case be dismissed and then transferred to another office, the Seminary has the right to transfer all communications and information gathered to any other Seminary administrator who will be reviewing and/or handling the case.
D. No Conflict of Interest or Bias
Any individual carrying out this policy will be free from actual bias or conflict of interest that would impact the handling of this matter. Should the Coordinator have a conflict of interest, the Deputy Coordinator will carry out the handling and finalization of the matter at issue. Should any Investigator have a conflict of interest, the Investigator is to notify the Coordinator upon discovery of the conflict.
Each party may object, in advance, to the Coordinator, designated Intake Officer, Investigator, member of the Determination Panel or Hearing Panel, or Appeals Officer on the grounds of an actual bias or conflict of interest. If either of the parties objects, they must notify the Coordinator, in which case the Coordinator will evaluate whether the objection is substantiated. The party raising the objection will be notified in writing of the findings within two (2) business days. If it is determined that an actual bias or conflict of interest exists, the person who was the subject of the objection will be removed and replaced.
E. Requests for Delays and Extensions of Time
The Coordinator, in their sole discretion, may extend any deadlines within this policy for good cause shown and documented. The Complainant and Respondent will be notified in writing of any extension, the reasons for it, and projected new timelines.
F. Indemnification
Members of the Seminary community who hold formal responsibilities for the enforcement of these policies will, to the extent permitted by law, be defended legally by the Seminary for all actions taken by them in good faith, even if mistaken, in seeking to enforce these policies.
G. Relation to Other Policies, Rules, etc.
These policies are designed to provide definitions and procedures for handling cases of harassment and discrimination, including sexual discrimination, sexual harassment and/or sexual misconduct. If a conflict should arise between the provisions of these policies and other Seminary procedures, rules, regulations, or terms or conditions of employment, the provisions of these policies will govern and control in cases of discrimination and harassment, including sexual discrimination, sexual harassment, and/or sexual misconduct.