Office of the Vice-President and Dean of Students in the University

University Policies

CIVIL BEHAVIOR IN A UNIVERSITY SETTING

At the University of Chicago, freedom of expression is vital to our shared goal of the pursuit of knowledge, as is the right of all members of the community to explore new ideas and learn from one another. To preserve an environment of spirited and open debate, we should all have the opportunity to contribute to intellectual exchanges and participate fully in the life of the University.

The ideas of different members of the University community will frequently conflict and we do not attempt to shield people from ideas that they may find unwelcome, disagreeable, or even offensive. Nor, as a general rule, does the University intervene to enforce social standards of civility. There are, however, some circumstances in which behavior so violates our community's standards that formal University intervention may be appropriate. Acts of violence, explicit threats of violence directed at a particular individual that compromise that individual's safety or ability to function within the University setting, or other criminal acts are direct affronts to the University's values and warrant intervention by University officials. Abusive conduct directed at a particular individual that compromises that individual's ability to function within the University setting and/or that persists after the individual has asked that it stop may also warrant such intervention. Even if formal intervention is not appropriate in a particular situation, abusive or offensive behavior can nonetheless be inconsistent with the aspirations of the University community, and various forms of informal assistance and counseling are available.

POLICY ON UNLAWFUL DISCRIMINATION AND HARASSMENT

(Adopted by the Council of the University Senate, February 28, 2006)

I. Introduction
The University of Chicago is a community of scholars dedicated to research, academic excellence, and the pursuit and cultivation of learning. Members of the University community cannot thrive unless each is accepted as an autonomous individual and is treated without regard to characteristics irrelevant to participation in the life of the University. Freedom of expression is vital to our shared goal of the pursuit of knowledge and should not be restricted by a multitude of rules. At the same time, unlawful discrimination, including harassment, compromises the integrity of the University. It is the intention of the University to take necessary action to prevent, correct, and, where indicated, discipline unlawful harassment.

II. Unlawful Discrimination and Harassment
This policy is the basis for the University's commitment to conform with the law in regard to nondiscrimination and maintaining a workplace free from sexual harassment and other unlawful forms of harassment.

Discrimination based on factors irrelevant to admission, employment, or program participation violates the University's principles. In keeping with its long-standing traditions and policies, the University of Chicago considers students, employees, applicants for admission or employment, and those seeking access to programs on the basis of individual merit. The University does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, disability, veteran status, or other protected classes under the law. Such discrimination is unlawful.

Unlawful harassment based on one of the factors listed above is verbal or physical conduct that is so severe or pervasive that it has the purpose or effect of unreasonably interfering with an individual's work performance or educational program participation, or that creates an intimidating, hostile, or offensive work or educational environment.

A person's subjective belief that behavior is offensive, intimidating or hostile does not make that behavior unlawful harassment. The behavior must be objectively unreasonable. Expression occurring in an academic, educational or research context is considered as a special case and is broadly protected by academic freedom. Such expression will not constitute unlawful harassment unless (in addition to satisfying the above definition) it is targeted at a specific person or persons, is abusive, and serves no bona fide academic purpose.

Unlawful harassment includes same sex harassment and peer harassment among students, staff or faculty. Unlawful harassment by a faculty member, instructor, or teaching assistant of a student over whom he or she has authority, or by a supervisor of a subordinate, is particularly serious.

Additional Characteristics of Sexual Harassment

Sexual harassment deserves special mention. Sexual harassment encompasses a range of conduct, from sexual assault (a criminal act), to conduct such as unwanted touching or persistent unwelcome comments, e-mails, or pictures of an insulting or degrading sexual nature, which may constitute unlawful harassment, depending upon the specific circumstances and context in which the conduct occurs. For example, sexual advances, requests for sexual favors, or sexually-directed remarks or behavior constitute sexual harassment when (i) submission to or rejection of such conduct is made, explicitly or implicitly, a basis for an academic or employment decision, or a term or condition of either; or (ii) such conduct directed against an individual persists despite its rejection.

Romantic relationships that might be appropriate in other contexts may, within a university, create the appearance or fact of an abuse of power or of undue advantage. Moreover, even when both parties have consented at the outset to a romantic involvement, such consent does not preclude a subsequent charge of sexual harassment against the instructor or supervisor. Because of its relevance to sexual harassment, the University's policy on consensual relations in cases where one person has educational or supervisory authority over another is reproduced under section V, "Policy on Consensual Relations between Faculty and Students and between Supervisors and Employees," below.

III. Procedures for the Resolution of Harassment Complaints

The University's procedures for handling incidents of unlawful harassment place a strong emphasis on resolving complaints informally. The procedures include advising and mediation. It is important to note that the procedures do not preempt other formal or informal channels available within the University.

Persons who believe that their educational or work experience may be compromised by unlawful harassment should feel free to discuss the problem with a faculty member, dean, or supervisor and, if desired, to request that faculty member, dean, or supervisor to speak informally to the person complained about. If this does not resolve the matter, or if the individual prefers, the concerned party may make use of any or all of the following three avenues for resolution. No one at the University may reprimand or discriminate against an individual for having initiated an inquiry or complaint in good faith.

Advising

An individual who feels he or she has been unlawfully harassed may bring the matter to a Complaint Advisor whose role is to discuss with the complainant available options on how to proceed (a list of current Advisors appears in the Student Manual and in the University telephone directory). The advising is intended to provide a forum for free and open discussion between the complainant and the Advisor. Consequently, no record will be kept of the advising conversation other than an incident report that will not contain the names of either the complainant or the accused and that will be used only to keep a yearly record of the number of different types of reported incidents. Every attempt will be made to protect the privacy of the individuals involved in an advising conversation about unlawful harassment. If the Advisor learns of allegations that are so serious they obligate the University to act, then, upon the recommendation of the Coordinating Officer or Provost, there will be an administrative response, which may include a formal investigation and will include notifying germane administrative or managerial personnel (e.g., department chairperson and/or dean in matters involving faculty members and other academic personnel, and supervisors, managers and/or directors in matters involving staff employees).

Complaint Advisors will be selected and supervised by the Coordinating Officer (a position filled by a member of the Provost's Office) for a two-year term and will be drawn from a variety of different areas throughout the University. (For example, they may be Resident Heads, Deans of Students, the Ombudsman, or faculty members). The number of Advisors should be sufficiently large that individuals from all areas in the University are able to have access to the Advisors. Advisors will be required to participate in a program designed to make them familiar with the issues involved in dealing with unlawful harassment cases.

Mediation

When a complaint is brought to the Complaint Advisor, the complainant may ask for a mediated meeting with the accused. The goal of the mediation procedure is to provide a forum where the complainant and the accused can, with the aid of a third party, come to a mutually agreed upon resolution. Consequently, mediation will occur only if both the complainant and the accused are willing to participate in the process. The Complaint Advisor may serve as mediator or suggest a third party such as the Coordinating Officer or a faculty member of the Unlawful Harassment Panel (see below) to act as mediator.

Formal Investigation

Any person who wishes to discuss a possible complaint of unlawful harassment may use the informal advising and mediation avenues described above. But either the complainant or the accused may at any time ask that the matter under discussion be handled formally rather than informally. The appropriate procedure for a formal complaint depends on who is being accused of harassment.

If the person accused of harassment is a student, a formal complaint should be addressed within the procedures for student discipline described in the Student Manual.

If the person accused of harassment is a staff employee of the University, a staff member from the Office of Human Resources Management will guide the employee through the appropriate formal review process. Both parties must be informed of the outcome.

If the person accused of harassment is a faculty member or other member of the academic staff (such as a Research Associate, Lecturer, or Librarian), the formal complaint procedures described below apply.

Procedures for Faculty and Other Academic Personnel

Once a formal investigation has been requested, the Unlawful Harassment Panel will move to comply as quickly as possible. The Panel consists of three faculty members appointed by the Provost for three-year terms (with the possibility of reappointment) and the Student Ombudsman (as a non-voting student member). The Coordinating Officer will sit with the Panel ex officio but does not vote. A list of the current members of the Unlawful Harassment Panel can be found in the University Directory.

It is the task of the Panel to determine the facts. At any time in its proceedings, the Panel may decide that the complaint should be rejected as clearly unfounded. The Panel will be provided with written statements from the complainant and the accused, if necessary, will interview persons with knowledge bearing on the matter, including the complainant and the accused. The proceedings will be kept confidential.

If the complaint is found to have merit, the Panel will relay its findings to the Provost who will take appropriate action (for example, a reprimand, leave of absence without pay, invocation of statutory procedures for termination). If the complaint is found to have no merit (or if the facts cannot be established), the complaint will be dismissed. Both parties must be informed of the outcome.

A report of a justified complaint, including the Provost's action, is placed in the accused's official file in the Provost's Office.

IV. Yearly Report on Unlawful Harassment to the Council of the University Senate
A yearly report will be made to the Council of the University Senate (1) detailing the number of different types of incidents of unlawful harassment brought to the attention of the Complaint Advisors or the Unlawful Harassment Panel, and (2) describing the goals of the University-wide program on unlawful harassment and how those goals were implemented during the year. The report will be prepared by the Coordinating Officer and reviewed and approved by the Unlawful Harassment Panel whose Chair will present it to the Council.

V. Policy on Consensual Relations Between Faculty and Students and Between Supervisors and Employees
Because those who teach are entrusted with guiding students, judging their work, giving grades for papers and courses, and recommending students to colleagues, instructors are in a delicate relationship of trust and power. This relationship must not be jeopardized by possible doubt of intent, fairness of professional judgment, or the appearance to other students of favoritism. Supervisory employment relations involve similar obligations of fairness and seeming fairness in the management and evaluation of employees.

One of the tenets of our policy and our commitment to a climate free from sexual harassment has been the view that it is unwise and inappropriate for faculty or other instructors who have romantic relations with students to teach such students in a class, supervise them in research or graduate work or recommend them for fellowships, awards, or employment, or for employees who have romantic relations with employees under their supervision to maintain their supervisory status.

Such romantic relationships may sometimes develop. Prudence and the best interest of students and employees dictate that in such circumstances of romantic involvement, the faculty member, instructor or supervisor should promptly report the relationship to the appropriate chair, dean or supervisor, who will then help find other instructional or supervisory arrangements in a way that safeguards the welfare of the student or subordinate. Such alternatives may include, for example, ceasing to have the student take courses with the instructor or moving the subordinate employee to a different reporting relationship. Faculty and supervisors should keep in mind that initial consent to a romantic relationship does not preclude a charge of sexual harassment in the future.

VI. Compliance and Locating this Policy

Regulations Prohibiting Unlawful Discrimination

The University's policy is consistent with federal, state, and local regulations governing non-discrimination and unlawful harassment including: the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Civil Rights Acts of 1964 and 1991, Executive Order 11246, the Equal Pay Act of 1963, the Rehabilitation Act of 1973 (as amended), Title IX of the Education Amendments of 1972, the Illinois Human Rights Act, the City of Chicago Human Rights Ordinance, and the Cook County Human Rights Ordinance.

Access to Information on Discrimination and Harassment

The University's policy on unlawful discrimination and harassment can be found in the Student Manual of University Policies and Regulations (http://www.uchicago.edu/docs/studentmanual/) and on University Human Resources Management's Web site (http://hr.uchicago.edu/policy). The complete text of the University's unlawful harassment policy can also be found in the University Record http://www.uchicago.edu/docs/education/record/pdfs/41-1.pdf

SEXUAL ASSAULT POLICY

I. Statement
Sexual assault is a criminal act that violates the standards of our community and is unacceptable at the University. Sexual assault can be devastating to the person who experiences it directly and can be traumatic to the person's family, friends, and larger community as well. Anyone who believes she or he has been sexually assaulted is encouraged to report the incident and to seek medical care as soon as possible regardless of the definitions provided below.

II. Policy Application and Resources
The University's sexual assault policy applies to students, staff, postdoctoral scholars and fellows, faculty and other academic personnel, and to anyone on whom the University has formally conferred a title, regardless of employment status. For these individuals, the University provides education and sexual assault prevention resources, offers numerous support services and referrals for anyone who has experienced sexual assault, encourages and facilitates reporting and prosecution of sexual assault, and is committed to disciplining anyone who violates this policy. The University may also investigate alleged violations of this policy received from individuals outside the institution regarding individuals within the University if, for example, the alleged violation occurred on University property.

III. Definitions and Important Principles
The University's definition of sexual assault encompasses the State of Illinois Criminal Code's current terminology and definitions of both sexual assault (frequently referred to as rape) and sexual abuse. The University incorporates the State's very explicit definitions of several important terms, adds two important principles, and recognizes that sexual assault is not a gender-specific crime.

Sexual assault is:

An act of sexual penetration or sexual conduct by the use of force or threat of force, including threatening or endangering the life of the victim or any other person; or
An act of sexual penetration or sexual conduct where the accused knew that the victim was unable to understand the nature of the act or was unable to give knowing consent; or
act of sexual penetration or sexual conduct with a victim who was under age 17 when the act was committed, or with a victim who was under age 18 when the act was committed and the accused was age 17 or more and held a position of trust, authority, or supervision in relation to the victim1; or
An act of sexual penetration or sexual conduct in which the accused delivered (by injection, inhalation, ingestion, transfer of possession, or any other means) to the victim without his or her consent, or by threat or deception, and for other than medical purposes, any controlled substance.

"Sexual penetration" means any contact, however slight, between the sex organ or anus of one person and an object, the sex organ, mouth or anus of another person, or any intrusion, however slight, of any part of the body of one person or of any animal or object into the sex organ or anus of another person, including but not limited to cunnilingus, fellatio, or anal penetration.

"Sexual conduct" means any intentional or knowing touching or fondling by the victim or the accused, either directly or through clothing, of the sex organs, anus, or breast of the victim or the accused, or any part of the body of a child under 13 years of age, or any transfer or transmission of semen by the accused upon any part of the clothed or unclothed body of the victim, for the purpose of sexual gratification or arousal of the victim or the accused.
¹The age of consent in Illinois is 17 but rises to 18 if the accused holds a position of trust, authority, or supervision in relation to the victim.

"Victim" means a person alleging to have been subjected to conduct prohibited by this policy and does not imply pre-judgment.

"Accused" means a person accused of conduct prohibited by this policy and does not imply pre-judgment.

"Force or threat of force" means the use of force or violence, or the threat of force or violence, including but not limited to (1) when the accused threatens to use force or violence on the victim or on any other person, and the victim under the circumstances reasonably believes that the accused has the ability to execute that threat or (2) when the accused has overcome the victim by use of superior strength or size, physical restraint or physical confinement.

"Consent" is the freely given agreement to the act of sexual conduct or sexual penetration in question. The lack of explicit consent does not imply consent. The lack of verbal or physical resistance or the submission by the victim resulting from the use of force or threat of force by the accused does not constitute consent. The manner of dress of the victim at the time of the offense does not constitute consent. A person who initially consents to sexual penetration or sexual conduct is deemed not to have consented to any sexual penetration or sexual conduct that occurs after he or she withdraws consent during the course of that sexual penetration or sexual conduct.

Use of alcohol or drugs may impair an individual's capacity to consent freely and may render an individual incapable of giving consent.

Important Principles

Confidentiality The University of Chicago will make every reasonable effort to preserve an individual's privacy and protect the confidentiality of information related to sexual assault.
The University may issue a safety awareness alert, a brief description including time and location, to notify the community about the occurrence of a serious crime or pattern of crimes that might put the public at risk. The University is also required by law to tabulate and annually report sexual assault and other campus crime statistics to the public. These statistics and the list of people to whom a crime may be reported for it to be included in the statistics appear in the publication Common Sense, http://commonsense.uchicago.edu/. Neither safety awareness alerts nor campus crime statistics contain specific victim-identifying information.
The confidentiality of disciplinary proceedings deserves special mention. Honoring the confidentiality of disciplinary proceedings and their outcomes is the responsibility of the accused, the victim, the institution, and all others participating in or privy to those proceedings. Unless disclosure is authorized by law, failure to respect the confidentiality of the proceedings and their outcome may result in disciplinary consequences within the University, as well as potential civil liability.
Institutional Obligation Because sexual assault is a serious crime that may threaten the community as a whole, in rare instances the University may be obliged to pursue an alleged sexual assault through internal disciplinary procedures without the cooperation of the victim. Always in such instances, the University will inform the victim of its obligation to address a community safety issue.

IV. Support Services and Resources
The needs of someone who has been sexually assaulted vary from person to person and may vary over time. The University offers a diverse array of services and external resources, many of which may be accessed 24 hours a day, so that a person may choose what she or he would find most helpful and healing. Many of those resources are described at http://rsvp.uchicago.edu/resources/ assault/.

The University urges anyone who has been sexually assaulted to seek support as soon as possible to minimize and treat physical harm, assist with processing the unique and complex emotional aftermath, and help preserve and understand options for pressing charges. Even for someone who does not wish to report the event to the police or pursue disciplinary action, seeking medical attention as soon as possible is important. At any point that an individual is ready to come forward, the University of Chicago is prepared to help her or him.

Resources for Everyone

University of Chicago Hospital Emergency Room: Medical and Counseling Services: 773-702-6250, 901 East 58th St. (24-hours)

The Mitchell Emergency Room follows specific policies and procedures, approved by the State, in treating an individual who has been sexually assaulted. The State will pay for emergency room care for victims who have been sexually assaulted and do not have health insurance; if a victim provides health insurance information to the emergency room, the emergency room will bill the insurance company and the policy holder will be notified as usual.

The victim is placed in a private room.
Medical care is given as soon as possible.
A Sexual Assault Survivor Advocate or a Sexual Assault Dean-on-Call (for a student) may be called based on a victim's preferences.
By law, city police are notified and the victim may chose to file a report.

University Police Department: 773-702-8181 or 1-2-3 from a campus phone (24-hours)

The University Police Department urges anyone who has been sexually assaulted to call immediately in order to strengthen the likelihood of successful prosecution. The University Police officer can be summoned from any of the emergency phones located throughout the community. Responsibilities of the University Police Department include:

attending to the immediate needs of the victim, including personal safety and prompt medical care
when appropriate, broadcasting a description of the offender
notifying the Sexual Assault Dean on Call if the victim is a student

The University Police Department recommends the prompt reporting of sexual assaults. Nevertheless, individuals should not be reluctant to file a report at a later date. In general, a report must be made to the police no more than two years after the sexual assault. (The rules are different for circumstances involving DNA evidence or victims under age 18.) Reporting an incident does not obligate a person to press charges. http://www.uchicago.edu/uchi/campus_services/police.html

Chicago Police Department: 911 (24-hours)

South East Chicago Commission Victim Assistance Program: 773-324-6926, 1511 E. 53rd St.

The Victim Assistance Program helps anyone who has been sexually assaulted understand the relevant provisions and procedures of the criminal justice system. A staff person will accompany the victim at any time, if wanted, to help with the process or just to be present in the police station or court. http://oca.uchicago.edu/safety/secc.shtml

Resources especially for Students

Religious Organizations

A variety of groups offer pastoral care and a community of faith to address individual needs. http://rotq.uchicago.edu/orgs.html

Sexual Assault Dean-on-Call: 773-702-8181, via University Police, or 773-834-HELP, via operator (24-hours), and http://deanoncall.uchicago.edu/

At any time, students may contact a Sexual Assault Dean-on-Call, who is trained to respond to sexual assault emergencies. A caller does not have to tell the operator why he or she is calling or give his or her name. A student may contact this dean even if he or she has not decided yet whether to report the sexual assault to the police. This dean is available to answer any general or personal questions related to sexual assault and can help with:

finding emotional support
getting medical care
reporting the crime to the police
preserving evidence, and, if you wish, pressing charges
adjusting living arrangements
managing academic obligations
getting counseling

Student Care Center: 773-702-4156, 5841 South Maryland Avenue

Physicians and certified nurse practitioners provide for students ongoing follow-up health care and services, including pregnancy testing, counseling, and referral services; and sexually transmitted disease testing, diagnosis, and treatment. The physician-on-call is available 24-hours a day for emergency consultation. While acute, immediate post-assault treatment is provided at the Emergency Room, the Student Care Center offers follow-up care, including healthcare services for students who have chosen not to seek care immediately after an assault. http://scc.uchicago.edu/ and http://scc.uchicago.edu/appointments.htm.

Student Counseling and Resource Service: 773-702-9800, 5737 S. University Ave. (Therapist-on-Call 24-hours)

Student Counseling supports students who are working through an experience of sexual assault or questions about relationships and sexuality. Consultation with a therapist is available in person during regular business hours and by telephone for after-hours emergencies. http://counseling.uchicago.edu/

Dean of Students: 773-702-7773, 5801 S. Ellis Ave. (Dean of Students in the University)

At any time, students may contact their area Dean of Students or the Office of the Vice President and Dean of Students in the University. Deans of Students are available to help and work with students throughout the process, addressing short-term and long-term personal or academic issues that arise.

Resources for Sexual Violence Prevention: 773-702-7200

RSVP organizes interactive peer workshops and educational programs on acquaintance rape, prevention, sexual violence, and gender issues. http://rsvp.uchicago.edu/

Peer Health Educators: 773-834-5220

Organized by the Student Care Center, this group of students develops programs and presentations for students on a variety of sensitive subjects, including sexual health. http://scc.uchicago.edu/PHEsoverview.htm

Resources especially for Staff, Other Academic Personnel, and Faculty

Primary Care Group Physician or Nurse Practitioner/Physician-on-Call:
773-702-6840

Human Resources Management Employee/Labor Relations (for staff):
773-702-4411

Provost's Office (for faculty and other academic personnel):
773-702-8846

Perspectives (Staff and Faculty Assistance Program):
800-456-6327 (24-hours)

Counseling services are provided to employees affected directly and indirectly by sexual assault. http://www.perspectivesltd.com/

Non-University Resources for Everyone

Chicago Rape Crisis Hotline (24-hours) Immediate and long-term referrals, information, and counseling	888-293-2080
LGBT Crisis Hotline (24-hours) Information, counseling, and referrals	773-871-2273
Chicago Women's Health Center Gynecological care and counseling	773-935-6126
Metro YWCA Counseling and legal advocacy	312-372-6600
Harris YWCA Counseling and legal advocacy	773-955-3100
Center on Halsted Services for the LGBT community	773-472-6469
Rape Victim Advocates Counseling	312-663-6303
Mayor's Office for Domestic Violence (24-hours) Information and referrals	877-863-6338
Chicago Bar Association Lawyer	referral service

V. University Discipline Procedures
The appropriate University disciplinary avenue is determined by the status of the person accused of sexual assault. Anyone may choose to bring forward a complaint within the University instead of or in addition to seeking redress outside the institution in the legal system. Someone with a complaint of sexual assault may also opt to pursue his or her case via the legal system without engaging the University's disciplinary process, although, in the interest of community safety, the University may be obliged to pursue an alleged sexual assault through internal disciplinary procedures. Unlike the State of Illinois, the University does not impose a time limit after which it will not consider formal complaints of sexual assault. However, timely disciplinary processes take advantage of the freshest recollections and evidence and can enable the victim more promptly to resolve what is often a traumatic and painful situation.

If the accused is a student, a complaint is addressed within the procedures for student discipline described in the Student Manual. The complaint should be addressed to the Dean of Students in the accused student's academic unit (College, Division, or School).

If the accused is a staff employee, a staff member from Human Resources Management Employee/Labor Relations Department will guide the individuals through the appropriate process.

If the accused is a faculty member or other academic personnel member, a formal complaint is initially addressed by the cognizant academic dean and an Associate Provost, and, as warranted, by the Provost.

Sanctions for a member of the University community found to have sexually assaulted another person may include termination of employment or expulsion. If, after a University of Chicago degree is awarded, the Dean of Students is informed of misconduct that occurred before the degree was awarded, disciplinary proceedings may be initiated. If an Area Disciplinary Committee is convened, the Committee may recommend revocation of the degree.

VI. Related Policies
Policy on Unlawful Discrimination and Harassment- http://www.uchicago.edu/docs/policies/provostoffice/unlawdiscrimharass2006.pdf

Personnel Policy U606-Treatment of Confidential Information
http://hr.uchicago.edu/policy/p601.html

Personnel Policy U 402-Counseling Service-Staff and Faculty Assistance Program
http://hr.uchicago.edu/policy/p402.html

University Disciplinary Systems for Students-
http://www.uchicago.edu/docs/studentmanual/studentlife.shtml#discipline

Personnel Policy U703-Progressive Corrective Action-
http://hr.uchicago.edu/policy/p703.html

Personnel Policy U208-Termination of Employment Information-
http://hr.uchicago.edu/policy/p208.html

DISABILITY ACCOMMODATION PROTOCOL

The University of Chicago is a community of scholars, researchers, educators, students, and staff members devoted to the pursuit of knowledge. In keeping with its long-standing traditions and policies, the University of Chicago, in admissions, employment, and access to programs, considers students on the basis of individual merit and without regard to race, color, religion, sex, gender, sexual orientation, gender identity, national or ethnic origin, age, disability, or other factors prohibited by law. The University strives to be supportive of the academic, personal and work related needs of each individual and is committed to working with students with a disability to become full participants in the life of the University. In all cases, the usual standards of judgment and assessment of students' overall academic performance apply. Neither the community nor the students concerned are well served by applying special or lesser standards of admission or of evaluation.

Students seeking accommodation for a disability should notify their area Dean of Students and a representative of the Office of the Vice President and Dean of Students in the University (Administration 233, 834-4469) as soon as possible. In the interactive process of determining accommodation, the representative of the Office of the Vice President and Dean of Students in the University works with the student to identify how best the University can assist the student to become a full participant in the University. The student will be asked to provide information to the University, including detailed and current documentation - within the last 3 years - from an appropriate professional on the nature and severity of the impairment and a description of the student's functional limitations. For students with learning disabilities and attention deficit disorders, the representative of the Office of the Vice President and Dean of Students in the University will provide a listing of required tests. Once complete documentation has been received, the University may have a consultant review the assessment and any recommended accommodations. Reasonable efforts are to be made both by the student requesting accommodation and the representative of the Office of the Vice President and Dean of Students in the University to complete the disability determination process and consideration of reasonable accommodation as expeditiously as possible. This process may require up to ten weeks.

Temporary accommodation may be given when a student has requested accommodation due to a disability; has previously received disability accommodation in an educational setting; and the process to determine the appropriate accommodation at the University cannot be completed before the start of a quarter. Usually, a temporary accommodation is for one quarter only, though in exigent circumstances with prior approval, temporary accommodation may continue into the next quarter. Receipt of temporary accommodation does not imply that the student is eligible to receive accommodation.

At the conclusion of the process of determining whether a student is eligible to receive accommodation, even if the student received temporary accommodation, it may be determined that the student does or does not have a disability or that the student is disabled but not eligible to receive accommodation for the disability.

Ordinarily, the representative of the Office of the Vice President and Dean of Students in the University and area Dean of Students will meet with the student to discuss the matter. The student receiving accommodation and the area Dean of Students will maintain contact as appropriate in ongoing efforts to accommodate the student.

GRADUATE STUDENT PARENTS POLICY

The University of Chicago's commitment to diversity has shaped the course of research and education at the University throughout its history. As we move into the 21st century, we seek to increase the number of women pursuing and successfully completing advanced degrees in preparation for assuming leadership positions in universities, government, and industry. We also believe that a graduate student parent has a better chance of successfully continuing the program and completing the degree when the duties of a new parent are shared by the spouse/partner. We recognize that a woman's prime childbearing years often are precisely those years when she is engaged full-time in preparation and study for these positions. Her prime childbearing years may also be those years when the spouse/partner is engaged full-time in his or her academic studies or career. This policy addresses the conflicts and issues that may arise as the two goals - pursuit of an advanced degree and parenthood - come into play simultaneously.

This policy cannot anticipate every individual circumstance relating to childbirth and parenting. Rather, this policy establishes the principles and the minimum modifications for women graduate students who become pregnant and give birth and for all graduate students who become new parents. Students must always work closely with their advisors, departmental chairs, and Area Deans of Students in planning for a birth or having a child, arranging a timeline for meeting requirements, and accommodating particular circumstances. Students must communicate early, frequently, and clearly with their advisors about their progress and their engagement in courses and research. Advisors, too, must be realistic about the rate of progress of students experiencing childbirth or taking care of a newborn.

The success of this policy depends upon full and open communication and cooperation among the student, the advisor, departmental chair, and the Area Dean of Students. The desired goal is to maintain the student-parent's full-time status in his or her academic program and to ease the return to full participation in classes, research, teaching, or clinical training.

Options

Several options are available to graduate students in various statuses in the University. A student who has reason to believe that she or he will wish to exercise one or more of these options should discuss her or his situation with the Area Dean of Students as early as possible to draw up an agreement and clear timeline for academic requirements.

1. Extensions
New parents in doctoral programs may request a one-quarter extension for departmental, program, and University milestones and requirements that come due after the birth of the child. Thus, for example, in a department in which petition to candidacy must be made by the end of the Scholastic Residence (normally, that is, by the end of the fourth year), a birth mother (whether or not she takes a one-quarter leave of absence for childbirth during those four years, see below) may request one additional quarter to prepare for the petition to candidacy.

New parents in Master's and professional programs may request a one-quarter extension for departmental, program, and University milestones and requirements that come due after the birth of the child. Such extensions are not to exceed professional regulatory requirements toward degree completion. Thus, for example, in a Master's or professional program with a limited number of years in which the degree is to be completed, a birth mother (whether or not she takes a one-quarter leave of absence for childbirth during those four years, see below) may request one additional quarter to complete the degree.

Note: Extensions for departmental, program, and University milestones and requirements do not extend a doctoral student's eligibility for full-time status in Scholastic and Advanced Residence beyond the total of twelve years from entry in the PhD program nor the Master's or professional student's eligibility for full-time status beyond the maximum duration of enrollment from entry in the program.

2. Academic Modification
One- or Two-Quarter Academic Modification A birth mother in a Master's or professional program, or in a doctoral program until admission to candidacy (that is, normally during Scholastic Residence or the early years of Advanced Residence), may choose to maintain full-time status during the quarter of her late-stage pregnancy, the quarter in which she gives birth, or the quarter in which she is engaged in the care of a newborn and receive an Academic Modification for these extra demands. The period of Academic Modification permits adjusting her course load and/or due dates for course assignments, papers, examinations, and other course-work requirements. Class and seminar attendance and participation are expected to the extent permitted by the health of the mother and newborn. New fathers or adoptive parents in Master's and professional programs or in a doctoral program until admission to candidacy (that is, normally during Scholastic Residence or the early years of Advanced Residence) engaged in the care of a newborn may request similar Academic Modifications for one quarter.

Students with teaching duties are urged to initiate conversations with their department or program chairs and the Area Dean of Students well in advance to arrange to teach in a quarter other than that of the birth or care of the newborn. This modification should be given to new mothers and new fathers.

Students receiving tuition and/or stipends dependent upon laboratory and field research are urged to initiate conversations with their department chairs, lab supervisors, and the Area Dean of Students well in advance to adjust laboratory and research schedules. Students who are supported by fellowships external to the University must follow the rules specified by the granting agency for absences and leaves. Certain research grant conditions may necessitate the P.I. hiring additional help during the period of reduced activity. The mechanisms for continued financial support will be addressed on an individual basis with the P.I. and the Area Dean of Students.

Further modifications and considerations may be necessary throughout a woman's pregnancy or period of lactation, for example for students who may be exposed to toxic chemicals or who must travel for field research. Advisors, Area Deans of Students, and students are urged to work together to provide a safe learning environment.

Note: The quarters of Academic Modification do not extend a doctoral student's eligibility for full-time status in Scholastic and Advanced Residence beyond the total of twelve years from entry in the PhD program nor the Master's or professional student's eligibility for full-time status beyond the maximum duration of enrollment from entry in the program. Moreover, because the student continues to be enrolled full-time, the quarters of Academic Modification in and of themselves do not stop the clock on departmental, program, and University academic milestones and requirements.

3. Leave of Absence for Childbirth
One-quarter leave of absence for childbirth. Since academic year 2000-2001, the University has permitted a female doctoral graduate student in Scholastic or Advanced Residence to take a one-quarter leave of absence for childbirth (see Student Manual, Residence Track). This option remains available. A pregnant student should discuss with her Area Dean of Students and with the Office of International Affairs (if relevant) the implications of such a leave for medical insurance coverage, visa status, loan repayment, University housing, etc. She may choose to use the leave-of-absence for childbirth in addition to or instead of the other options outlined above.

Note: A leave-of-absence does not extend a doctoral student's eligibility for full-time status in Scholastic and Advanced Residence beyond the total of twelve years from entry in the PhD program. However, the leave-of-absence does stop the clock on departmental, program, and University academic milestones and requirements; the clock resumes when the student returns to full-time status.

Students in Master's or professional programs also may take a one-quarter leave of absence for childbirth. A pregnant student should discuss with her Area Dean of Students and with the Office of International Affairs (if relevant) the implications of such a leave for medical insurance coverage, visa status, loan repayment, University housing, etc. She may choose to use the leave-of absence in addition to or instead of the other options outlined below

DOMESTIC PARTNERSHIP POLICY

A domestic partnership is defined as two individuals of the same gender who live together in a long-term relationship of indefinite duration, with an exclusive mutual commitment in which the partners agree to be jointly responsible for each other's common welfare and share financial responsibilities. The partners may not be related by blood to a degree of closeness which would prohibit legal marriage in the state in which they legally reside and may not be married to any other person.

Privileges will be extended to a student's domestic partner and partner's child(ren) for the Student Accident and Sickness Insurance plan, housing, athletic facilities, and libraries. Students who wish to enroll their domestic partner and/or his or her child(ren) for these privileges should contact the Benefits Office, 970 East 58th Street, 3rd floor, (702-9634) to request a Statement of Domestic Partnership form. Once approved by the Benefits Office, the statement will certify that the student's partnership meets the University's requirements.

If a student wishes to enroll his or her domestic partner and/or partner's child(ren) in the Student Accident and Sickness Insurance (SASI) plan, the student will need to complete the on-line SASI enrollment process for him/herself and any dependents, as well as complete and submit the Statement of Domestic Partnership form to the Benefits Office.

In order to obtain gym, library, and/or housing privileges, the student will need to present his or her approved Statement of Domestic Partnership at the appropriate office.

Athletic and Recreational Sports - Ratner Athletic Center, 5530 South Ellis Avenue, Front Desk
Library - Regenstein ID Privileges Office, 1100 East 57th Street, 1st floor (bring partner)
Housing - Graduate Students Assignment Office, 5316 South Dorchester Avenue

STUDENT EMPLOYMENT

A student employed by the University is employed only as an adjunct to his or her student status. As such, a student in the College, a masters' program, or a professional school, or a doctoral student in Scholastic Residence may be employed by the University no more than 19.5 hours per week during the school year. A doctoral student in Advanced Residence, depending on the level of financial support and with the written consent of the Dean of Students of her or his academic area, may be employed by the University for additional hours per week and thus might be eligible for the appropriate employee benefits.

International students in J-1 or F-1 status should contact the Office of International Affairs with any questions regarding their employment eligibility.

While employed by the University, the student is covered by the University's personnel policies and procedures and may be disciplined or terminated from employment for noncompliance. Upon employment, it is the student's responsibility to ask his or her supervisor for a copy of the Employee Handbook and to become acquainted with the University's policies. While employed at the University, the student may come in contact with personal or confidential information, including personnel records, student records, donor and alumni information and, if employed at the Medical Center, patient records. Information a student learns on the job should stay on the job and not be discussed outside the workplace or in inappropriate ways within the workplace. Unauthorized disclosure of confidential information may result in discipline, including discharge and student disciplinary charges. Questions regarding student employment should be addressed to the student's supervisor or area Dean of Students.

Before accepting a position, a student should make an effort to understand the duties and responsibilities of the position. A student employee is expected to follow payroll procedures carefully and to report hours worked accurately and in a timely manner. The student should discuss problems with or questions about the job with his or her immediate supervisor. A student who decides to leave a job should give the supervisor at least two weeks notice.

ALCOHOL AND OTHER DRUGS

All members of the University community are responsible for being familiar and complying with the requirements of federal and Illinois statutes and Chicago ordinances concerning the consumption, possession, and sale of alcohol and other drugs. The University expects each member of the community to be responsible for his or her own conduct and the consequences of that conduct.

Various federal and state laws prohibit the possession, distribution, and use of controlled substances, unless in compliance with licensing requirements or a doctor's prescription. Moreover, Illinois law prohibits the consumption and possession of alcohol by persons under the age of 21 and the supplying of alcohol to any person under the age of 21. Additionally, Illinois law prohibits the sale of alcoholic beverages except by those licensed to sell such beverages. Illinois law and city ordinances also prohibit public intoxication, operation of a vehicle or bicycle under the influence of alcohol or other intoxicants, and consumption of alcohol in a public place. Violation of these or other laws relating to drugs and alcohol may result in probation, fines, imprisonment, and a permanent criminal record. Violation of drug laws may also result in civil seizure on forfeiture of property used in connection with the offense. A violation may also result in University disciplinary action. For more detailed information about federal and state statutes with respect to illicit drug trafficking and possession, and state statutes regarding alcohol use by minors, please consult the University publication Common Sense about the University's drug and alcohol policy.

The University recognizes both alcohol and drug abuse as potential health, safety, and security problems. The University expects faculty, students and staff to assist in maintaining a University environment free from the effects of alcohol and other drugs.

The University prohibits all students and employees from the unlawful manufacture, possession, use, distribution, sale, or purchase of alcohol and other drugs on University premises or as part of any University activity, and from working under the influence of alcohol or illicit drugs. The only exception to this provision applies to moderate consumption and/or possession of alcohol on University premises at approved functions (e.g., receptions) by those legally permitted to consume or distribute alcohol. Such functions must comply with all applicable University guidelines.

In addition, all student employees are required to be able to perform their jobs. If an employee may be impaired by medication taken according to a doctor's prescription or the medication's directions, he or she is expected to discuss it with his or her supervisor.

Besides the legal restrictions, the following University guidelines govern events on campus at which alcoholic beverages are served:

Alcoholic beverages may not be served at any event at which undergraduates are present unless prior written approval has been obtained at least one week in advance from the Office of the Reynolds Club and Student Activities or the appropriate Dean of Students
All areas of the University which will serve alcoholic beverages at a function when students will be present must have the servers or a responsible event representative of the function attend alcohol risk management training (UCARE) offered by the Health Education Office at the Student Care Center and be present the entire length of the function (details at http://scc.uchicago.edu).
All areas of the University that wish to serve alcohol in a University public area (common rooms, lounges, quads, etc.) at an event at which graduate or professional students are likely to be in attendance must, at least one week in advance of the event, consult with the appropriate area Dean of Students and the unit responsible for the particular space allocation, and must designate a faculty or staff member to be present and responsible for the event. Registered graduate and professional student organizations must obtain written authorization to hold such events through the Office of the Reynolds Club or their area Dean of Students.
Sufficient amounts of non-alcoholic beverages must be available at all functions where alcohol is available. Further, appropriate quantities of non-salty food must be served at all such events. There may be no reference to the availability of alcohol in any publicity, including electronic notices, for a University event.
University officials or agents of the University have the authority to prohibit attendees from bringing alcoholic beverages to a function or into a building, including events held in outdoor areas such as the quads. Such beverages may be confiscated by the official or agent. Other drugs will never be permitted at functions.

Besides these general standards of conduct, areas of the University may also have specific drug and alcohol policies relating to their activities and providing additional details (e.g. Housing, Athletics, Office of the Reynolds Club and Student Activities); please consult them for details.

Health Risks
The use of illicit drugs and the abuse of alcohol and prescription drugs have potential adverse health consequences that may be permanent. These consequences include disorders and dysfunctions that affect the central nervous system, reproductive functioning, cardiovascular and pulmonary systems, and endocrine functioning. Specifically, there are both short- and long term effects on cognition, memory, retention, information processing, coordination, and athletic and academic performance. The use of illicit drugs and the abuse of alcohol also affect emotional equilibrium, mental well-being, and the ability to make critical decisions. Such use also impairs judgment, which in turn increases one's vulnerability and risk-taking behavior, including engaging in unprotected sex, which may lead to exposure to HIV and other sexually transmitted diseases and unplanned pregnancy. The chronic use and abuse of illicit drugs and alcohol have been shown to cause adverse permanent changes in most of the biological systems studied. These changes can lead to severe impairment, disability, and premature death.

For a further discussion of the health risks of the use of illicit drugs and the abuse of alcohol and prescription drugs see the publication Common Sense about the University's drug and alcohol policy.

Sanctions
Besides legal consequences, the unlawful possession, use, or distribution of illicit drugs and alcohol and any violation of the University alcohol and other drug policy by a student or employee may result in appropriate discipline under the student disciplinary system or the employee corrective action procedure. For students, sanctions include, but are not limited to, removal from the University House System; discharge from student employment; and probation, suspension, or expulsion from the University. The University may refer students or employees for criminal investigation and prosecution. Specific areas of the University (e.g. Housing, Athletics) may also take action based on a violation of this general University policy and their specific policies.

The University retains full and final discretion on whether, when, and under what conditions a student may be reinstated or an employee may be returned to employment after an instance of alcohol abuse and improper drug use. Student organizations that violate this policy are also subject to sanctions, including, but not limited to, probation and removal of recognized student organization status. The particular sanction in a given case will depend on such factors as the nature of the violation, the seriousness of the offense, and the prior record of the individual or organization, and may include the successful completion of an approved rehabilitation or chemical dependency program.

Under federal law, student employees who are convicted under any criminal drug statute (including misdemeanors) for a violation occurring either on University property or during working hours must notify his or her area Dean of Students within five days of the date of conviction. A conviction includes any plea or finding of guilty, any plea of "nolo contendere" (no contest), and/or any imposition of a fine, jail sentence, or other penalty. Under federal law, if the convicted employee is working on a project funded through a federal grant or contract, the University is required to notify the relevant federal contracting or granting agency within ten days of receiving such notice of conviction.

Counseling, Treatment, and Referral
Students who believe they may have an alcohol or drug problem are strongly encouraged to seek assistance through resources available at the University. Students should seek aid through the Student Counseling and Resource Service (5737 S. University Avenue, 702-9800), their area Dean of Students, or the Office of the Vice President and Dean of Students in the University (Administration 219, 702-7770). Such contacts will be kept confidential, except as required by law or to the extent necessary to protect the immediate health, safety, or security of the individual or others. The University has the right to take any necessary action to protect the health, safety, and security of the affected individual and others, including deciding whether, when, and under what conditions a student may be reinstated or an employee may be returned to employment after an instance of alcohol abuse or improper drug use.

The Student Care Center and the Student Counseling and Resource Service are staffed by professional counselors and physicians who are trained to evaluate, diagnose, treat, and refer individuals who have a problem in avoiding the use of illicit drugs and the abuse of alcohol. Individuals requiring inpatient detoxification and/or rehabilitative services are referred to institutions and hospitals in the local community which specialize in these types of services. Initial evaluation, consultation, counseling, and treatment on an outpatient basis are available through the Student Care Center and the Student Counseling and Resource Service. The costs of such treatment and referrals may be covered in whole or in part by the individual's health insurance. Please note that use of these or other treatment programs does not preclude appropriate disciplinary action and sanctions by the University if the individual violates the University alcohol or other drug policy and any other University policy or rule.

Students with any questions regarding this policy should contact the Student Counseling and Resource Service or their Dean of Students.

NETWORKING AND INFORMATION TECHNOLOGY POLICIES

The University of Chicago provides information technology for educational, research, and administrative applications by its students, faculty, and staff. This Eligibility and Acceptable Use Policy stems from the University's Statutes and Bylaws and from its more general policies and procedures governing faculty, students, staff, and facilities. With only a few exceptions, the present policy simply applies these larger policies and procedures to the narrower information-technology context. It balances the individual's ability to benefit fully from information technology and the University's need for a secure and reasonably allocated information-technology environment.

For the most up to date Eligibility and Acceptable Use Policy, as well as information on the Digital Millennium Copyright Act (DMCA) as it applies at the University, students are advised to go to the NSIT websites at http://nsit.uchicago.edu/policies/eaup and http://nsituchicago.edu/docs/copyright.

As stated in the Eligible and Acceptable Use Policy, "Use of information technology that violates this Policy and rules based on it may result in disciplinary proceedings and, in some cases, in legal action. Disciplinary proceedings involving information technology are the same as those for violations of other University policies, and may have serious consequences."

Generally, a student found to be in violation for the first time will have his or her University network privileges (including networking for the student's computer and access to central University computer services) suspended pending a meeting with a representative of the Office of the Vice President and Dean of Students in the University regarding the nature of the violations. The student's area Dean of Students and the director of undergraduate student housing also may summon the student. At the meeting, the student will be required to agree not to repeat the violation.

A second violation of either the DMCA or the EAUP will result in a similar suspension of network privileges pending disciplinary action. Disciplinary action in the case of a second violation is an automatic University fine of $1,000, plus meetings with appropriate area Dean of Students.

A student may request a review of the second violation charge and fine. The student must make the request for a review of the decision in writing, within 15 days, to the Office of the Vice President and Dean of Students in the University. The grounds for a review are as follows:

prescribed procedures were not followed.
the penalty will have unforeseen consequences for the student that are harsher than intended.
new information is now available that wasn't at the time he or she signed the letter agreeing to the terms of the consequences to a second violation.

In case of a third violation, an Area Disciplinary Committee will be convened, and the sanctions available to the Committee include suspension or expulsion from the University. The accused student does not have network privileges pending the outcome of the disciplinary proceeding. Recently, the Recording Industry Association of America and the Motion Picture Association of America have increased efforts to subpoena identifying information from universities in DMCA cases so that they may file a lawsuit against the violators. If the University receives a valid subpoena of this nature, the University will comply.

In addition, students residing in the residence halls should be aware of specific policies around computers and networking in University House System. The most current policies around the use of personal wireless networking devices and required security settings for personal computers can be found by going to the NSIT web site's policy section at http://nsit.uchicago.edu/policies.

PATENT, SOFTWARE AND INTELLECTUAL PROPERTY POLICY

Students occasionally use the facilities or resources of the University to make discoveries or inventions that have commercial application. Such inventions are most likely to occur in a laboratory or research team environment, but can in principle happen in many ways. University Statute 18 governs policy with respect to patents and software. It underscores the University's commitment to complete freedom of research and the unrestricted dissemination of information. At the same time, it gives the University the right to take advantage of the commercial benefits of the work that has been done under its auspices with the inventors.

Statute 18 identifies the inventions, discoveries, and software of which the University becomes the owner. It may grant the University rights to inventions by students who do work with the substantial aid of its resources or funds it administers. It does not give the University the right to the work of students merely because they are enrolled at the University or because they do the work while they are in residence. Inventors, discoveries, or software authors who create a piece of intellectual property with commercial potential using substantial University support, however, have an obligation to disclose their discovery even if there is uncertainty about the eventual value of the property. Questions about the reach of this policy in particular cases and invention disclosures themselves should be directed in the first instance to the Office of Technology and Intellectual Property (UCTech). In the case of doubt, a disclosure should be filed and a written release obtained.

Students who have intellectual property claimed by the University and think the discoveries should be exempt from Statute 18 because the work did not meet its conditions may present a case to the Committee on Patent, Software and Intellectual Property. A representative from the Office of the Vice President and Dean of Students in the University will sit in on the committee's deliberations. After hearing such cases, the Committee will make a recommendation to the President as to the appropriate ownership of the intellectual property.

SAFETY AND APPROPRIATE USE OF FACILITIES

Firearms
Possession of firearms of any kind, explosives, or other dangerous objects or materials on the University campus or elsewhere on its property is prohibited.

Non-Smoking Policy
In accordance with regulations promulgated by the City of Chicago, and the State of Illinois, the University of Chicago is a smoke-free environment, therefore smoking is prohibited in all buildings owned and operated by the University of Chicago, which includes dormitories. Smoking is permitted outside a building but not within fifteen feet of the entrance. For residential properties owned by the University and managed by Real Estate Operations, smoking is allowed in private dwellings, but not the public areas of these buildings.

Bicycle Policy
Bicycles should not be locked or secured to handrails, sign posts, lamp posts, trees, fences, or to any other location that obscures the free ingress/egress of any building, stairway or pathway. Bicycles found secured to any object other than the bicycle racks are subject to removal by Facilities Services. Impounded bicycles will be stored by the University Police (5555 S. Ellis Ave.) for 10 days, during which time a bicycle can be reclaimed by calling 702-8181. After 10 days, the bicycle will be donated to charity.

Parking
First-year students in the College are not permitted to bring cars to campus. All other students may have cars and are responsible for making appropriate parking arrangements.