Sex Discrimination andSexual Harassment (SDSH) Policy

ACU is committed to the safety and care of all individuals and to treating each person with value, honor, and compassion according to our calling as followers of Christ. Both Complainants and Respondents have equal access to support and counseling through the services offered at the Timothy Center. All Parties are encouraged to utilize any resources listed in Appendix B of this Policy.

Any individual who has been the victim of a crime is encouraged to get to a safe place and to call 911 or to contact local law enforcement immediately.

ACU recognizes that not every individual will choose to report conduct prohibited by this Policy to ACU or to law enforcement. Confidential Resources can provide critical support and information and can assist individuals in evaluating whether to make a report to ACU or to law enforcement. Confidential Resources are listed in Appendix B.

Under most circumstances, Confidential Resources will not share information with other individuals without the express consent of the reporting party. An exception may be made if there is an imminent risk of harm to the reporting party or another individual or where required by federal, state, or local law.

All employees of ACU are Designated Reporters and must share any information about conduct that may reasonably constitute Prohibited Conduct with the SDSH Coordinator.

Any person who experiences criminal conduct of a sexual nature is encouraged to immediately seek medical assistance. Seeking medical care does not result in a report to law enforcement or to ACU. Medical providers can facilitate or provide the following:

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  Treatment of any injury or physical trauma

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  HIV and STI testing

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  Pregnancy testing

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  Advice on health care concerns related to the incident

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  Collection and preservation of evidence as a part of a sexual assault forensic exam for potential use in criminal prosecution

For more information about sexual assault forensic examinations, visit RAINN’s (Rape, Abuse & Incest National Network) webpage, call RAINN’s 24-hour National Sexual Assault Hotline: (800) 656-HOPE, or chat online at hotline.rainn.org.

ACU is committed to creating an educational environment that is free from discrimination based on pregnancy or related conditions. Students may request reasonable modifications for pregnancy or related conditions by contacting the SDSH Coordinator at sdsh@austinchristianu.org. Reasonable modifications vary based on the student’s circumstances. They may include academic accommodation and flexibility (such as breaks during classes, excused absences, rescheduling of tests, extensions of deadlines, and alternatives to make up missed work); leaves of absence or changes in work schedules; changes to housing; or other types of modifications. The SDSH Coordinator will meet with the student and review the request for reasonable modifications.

Additionally, ACU’s lactation room is a separate room located inside the women’s restroom in ACU’s front hallway. This space is exclusively designated and reserved for female students and employees who are lactating. Availability of the lactation room is operated on a first-come, first-served basis. For information or help reserving the lactation room, contact the SDSH Coordinator at SDSH@austinchristianu.org.

Sex Discrimination is different treatment with respect to an individual’s employment or participation in an education program or activity based, in whole or in part, upon the individual’s sex. Sex Discrimination includes any intentional differential treatment of a person or persons based on sex or when policies or practices that appear to be neutral unintentionally result in a disparate impact on a group or person based on sex and the differential treatment or disparate impact excludes an individual from participation in; denies the individual benefits of; or otherwise adversely affects a term or condition of an individual’s participation in ACU’s Education Programs or Activities⁶.

A form of sex discrimination that includes sexual harassment and other harassment on the basis of sex.

Sexual Exploitation is engaging in any of the following:

1. I.

   Observing another person when that person is nude or engaged in sexual activity without the knowledge and consent of the person observed or allowing another to observe consensual sexual activity without the knowledge and consent of all Parties involved⁹;

2. II.

   Making, sharing, posting, streaming or otherwise distributing any image, photography, video, or audio recording or otherwise recording another person when that person is nude or engaged in sexual activity without the knowledge and consent of the person depicted or recorded¹⁰;

3. III.

   Exposing one's genitals to another person without the consent of that person¹¹;

4. IV.

   Exposing another person to a sexually transmitted disease or infection without the knowledge and consent of the person exposed; and

5. V.

   Causing another person to become incapacitated with the intent of making that person vulnerable to Sexual Assault or Sexual Exploitation.

In addition to the above definition, examples of sexual exploitation include, but are not limited to:

1. I.

   Forcing a person to take an action against that person’s will by threatening to show, post, or share information, video, audio, or an image that depicts the person’s nudity or sexual activity;

2. II.

   Knowingly creating, possessing, or disseminating child sexual abuse images or recordings; and

3. III.

   Creating or disseminating synthetic media (through the use of artificial intelligence or other means), including images, videos, or audio representations of individuals doing or saying sexually-related things that never happened, or placing identifiable real people in fictitious pornographic or nude situations without their consent (i.e., Deepfakes).

Knowingly and intentionally aiding or facilitating any act of Prohibited Conduct, before or after the fact, is a violation of this Policy.

Retaliation, or peer retaliation, is adverse action taken against an individual with the purpose of interfering with an individual’s rights under this Policy and the Complaint Resolution Procedures, including for making a report or for participating or refusing to participate in an investigation, proceeding, or hearing. Retaliation may include intimidation, threats, coercion, discrimination, or adverse employment or educational actions. Retaliation may be found even when an underlying report made in good faith was not substantiated. Retaliation may be committed by the Respondent, the Complainant, or any other individual or group of individuals. Retaliation does not include good faith actions pursued in response to a report of Prohibited Conduct. Complaints of retaliation that are made during the course of the investigation or resolution of a Complaint of Prohibited Conduct will be investigated and resolved along with the allegations in the Complaint pursuant to the Complaint Resolution Procedures. Complaints of retaliation that are made after a Complaint is resolved will be investigated and resolved pursuant to the Employee Handbook or Student Handbook, depending on the identity of the respondent.

An individual found to have knowingly made a false complaint or report, or to have knowingly given false information during a process under this Policy, may be subject to disciplinary action, up to and including termination of employment or dismissal from ACU’s academic programs. The individual may also be subject to criminal charges, pursuant to Tex. Educ. § 51.255.

All members of the ACU Community are encouraged to report information about any form of conduct potentially prohibited by this Policy involving a student or an employee. ACU will respond to all reports of Prohibited Conduct, including contacting the Complainant to discuss the availability of Supportive Measures, resources for support, and options for resolution.

At the time a report of Prohibited Conduct is made, a Complainant does not have to decide whether to pursue resolution of the report through any resolution process. Although a report of particular allegations may result in ACU taking action, ACU will endeavor to respect a Complainant’s wishes in making the decision that is best for them and will provide support to assist in making that decision. Because Prohibited Conduct often involves behaviors or interactions that are not witnessed by third parties, reports cannot always be substantiated by additional direct evidence. Lack of corroborating direct evidence should not discourage a person from reporting an experience of Prohibited Conduct.

Individuals may make a written report of Prohibited Conduct by emailing the Sex Discrimination and Sexual Harassment Office at SDSH@austinchristianu.org, or by contacting ACU’s SDSH Coordinator, Dr. Erin Hill, at SDSH@austinchristianu.org. Additionally, students may make a verbal report, in person or via phone, to the SDSH Coordinator¹³.

Upon receipt of a report of Prohibited Conduct, the SDSH Coordinator will provide the Complainant with an explanation of their rights under this Policy, the process for filing a Complaint, an overview of their options for resolution of the complaint, and the Complaint Resolution Procedures. The Complainant will also be informed of the range of possible outcomes of the resolution process, including potential remedial actions and possible disciplinary actions that may be taken against the Respondent upon finding a violation of this Policy. The Complainant will also be advised of their right to request that ACU refrain from initiating a resolution process and their right to file a report with state and local law enforcement.

The Complainant will be informed of the availability of Supportive Measures regardless of whether the Complainant files a complaint. The SDSH Coordinator will consider the Complainant’s requests for Supportive Measures in accordance with Section X of this Policy.

The Complainant and Respondent each have the right to have an Advisor of their choosing present with them at all stages under this Policy and its Complaint Resolution Procedures. The Advisor may be any person, including an attorney. The Parties may be accompanied by their respective Advisor at any meeting or proceeding related to the investigation or resolution of a report under this Policy. While the Advisor may provide support and advice to the Parties at any meeting or proceeding, ACU may establish restrictions regarding the extent to which the Advisor may participate in the proceedings. Advisors may not speak on behalf of the Parties or otherwise participate in, or in any manner delay, disrupt, or interfere with meetings or proceedings.

An Advisor should plan to make themselves reasonably available, and ACU will not unduly delay the scheduling of meetings or proceedings based on the Advisor’s availability. If an Advisor fails to comply with the Complaint Resolution Procedures or established rules of decorum, ACU reserves the right to exclude the Advisor from further participation in the process. The SDSH Coordinator, Decision Maker (if the occurrence is during the live hearing), or Investigator(s) (if occurrence is during the interviews) is responsible for interpreting and applying this provision.

The health and safety of every individual at ACU is important. ACU recognizes that individuals who have been drinking or using drugs (whether such use is voluntary or involuntary) or have engaged in consensual sexual relationships that are otherwise prohibited by ACU’s policies may be hesitant to report incidents of Prohibited Conduct due to fear of potential consequences for their own conduct. ACU strongly encourages individuals to report Prohibited Conduct.

Moreover, a Complainant, witness, Respondent, or other individual, who reports in good faith, shall not be subject to discipline under other ACU policies for potential conduct violations that arise out of the same facts and circumstances as a report of Prohibited Conduct (such as those that prohibit drug and alcohol use or consensual sexual activity between students) unless ACU determines that the conduct at issue was egregious, including, but not limited to, actions that placed the health or safety of any other person at risk.

Conduct violations of other ACU policies, unrelated to the incident of Prohibited Conduct, may be discovered while investigating a SDSH complaint. As such instances arise, ACU may exercise discretion in determining appropriate sanctions, which may include lesser sanctions than those stated in the relevant policy or no sanction at all. Any discretionary determination will be considered on a case-by-case basis.

ACU may offer and encourage support, counseling, or education efforts to help students or employees who are granted amnesty to benefit the individual and the campus community.

ACU strongly encourages Complainants to pursue criminal action for Prohibited Conduct that may also constitute a crime¹⁴. ACU is available to assist a Complainant in making a criminal report and will cooperate with law enforcement agencies if a Complainant decides to pursue criminal action to the extent permitted by law. Neither the law enforcement’s determination whether to prosecute a Respondent nor the outcome of any criminal prosecution are solely determinative of whether a violation of this Policy has occurred.

Proceedings under this Policy may be carried out prior to, simultaneously with, or following civil or criminal proceedings. ACU may not delay conducting its own investigation unless specifically requested by law enforcement to do so. In the event of such a specific request, ACU will defer its investigation only during the time that law enforcement is gathering evidence. To assure the safety and well-being of all Parties and the ACU Community, ACU will nevertheless communicate with the Complainant and Respondent (if appropriate) regarding rights, procedural options, and the implementation of Supportive Measures. ACU will promptly resume fact-gathering as soon as it is informed that law enforcement has completed its initial investigation.

Upon request, a Complainant or Respondent will be afforded a reasonable and prompt opportunity to seek modification or reversal of any Supportive Measure that directly affects them and will be permitted to submit evidence in support of any changes requested. A request to do so should be made in writing to the SDSH Coordinator. The request for modification or reversal of a decision to provide, deny, modify, or terminate supportive measures shall be reviewed by an impartial individual. The impartial individual must be someone other than the person who implemented the supportive measures, have authority to modify or reverse the decision, and determine whether to provide, deny, modify, or terminate the supportive measures if they are inconsistent with the definition of supportive measures.

A request for modification or reversal of a Supportive Measure will be responded to with a written determination within seven (7) business days of receiving the request.

If after undertaking an individualized safety and risk analysis, the SDSH Coordinator, determines that the Respondent poses an imminent and serious threat to the health or safety of any student or other individual in the ACU community, ACU may remove the Respondent on an emergency basis from the entirety of ACU’s Education Programs and Activities or, as may be appropriate, from selected programs and activities. The length and nature of the removal will depend on the facts of the case under investigation. ACU will notify the Respondent of the Emergency Removal, and the Respondent will have an opportunity to challenge the decision and its terms, including by submitting evidence, within 48 hours of the notice.

ACU may place employee Respondents, including student employees, on administrative leave from their employment responsibilities, consistent with the Employee Handbook, during the pendency of the Informal or Formal Resolution process conducted pursuant to this Policy and its procedures.

It is prohibited to disclose any information about any Supportive Measures to people other than the person to whom they apply. Supportive Measures may only be disclosed if necessary to provide the supportive measure or restore or preserve a party’s access to the education program or as permitted by law.

Violations of no-contact orders or other restrictions may be referred to appropriate student or employee conduct processes for enforcement or added as collateral misconduct allegations to an ongoing complaint under this Policy.

Reports of Prohibited Conduct are generally resolved either through a Support-Based Resolution, an Informal Resolution, or a Formal Resolution.

Review of Prohibited Conduct allegations will be immediately initiated upon receipt by the SDSH Coordinator. Information learned during the initial inquiry will inform the SDSH Coordinator’s determination regarding the provision of Supportive Measures to the Parties and appropriate resolution processes.

A Support-Based Resolution of a report of Prohibited Conduct occurs when the report does not result in the filing of a Complaint. Support-Based Resolutions will include the offering and provision of supportive measures intended to restore equal access to ACU’s Education Programs and Activities and to preserve a safe and non-discriminatory environment for living, working, and learning for students and employees. A Support-Based Resolution will not include a determination as to whether the Respondent engaged in Prohibited Conduct.

A Complaint is an oral or written request alleging a violation of this Policy against a Respondent and requesting that ACU initiate Resolution of the Complaint according to this Policy and its Complaint Resolution Procedure. Oral Complaints can be made to the SDSH Office in person, over the phone, or via Teams. A written Complaint may be filed with the SDSH Coordinator in person, by mail, or by electronic mail. For matters involving Prohibited Conduct as defined in this Policy, the Complainant must have been participating or attempting to participate in ACU’s Education Programs and Activities at the time the alleged Prohibited Conduct occurred.

If the Complainant chooses not to move forward with a Complaint, the SDSH Coordinator has discretion to file a Complaint. Where the SDSH Coordinator determines that ACU cannot honor the Complainant’s request that no Complaint be pursued under this Policy, the resolution process will promptly be initiated by filing a Complaint on behalf of ACU. In determining whether to file a Complaint, the SDSH Coordinator will consider the following:

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  Whether the Respondent has a history of violent behavior or is a repeat offender;

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  Whether the incident represents an escalation in Prohibited Conduct by the Respondent from previously noted behavior;

• •

  The increased risk that the Respondent will commit additional acts of violence;

• •

  Whether the Respondent used a weapon or force;

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  Whether the Complainant is a minor;

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  Whether ACU possesses other means to obtain evidence such as security footage; and

• •

  Whether available information reveals a pattern of perpetration at a given location or by a particular group.

If the SDSH Coordinator decides to file a Complaint, the SDSH Coordinator will notify the Complainant of ACU’s intention to proceed with a Complaint and offer Supportive Measures. The SDSH Coordinator will make reasonable efforts to protect the privacy of the Complainant. However, the Complainant’s identity will be disclosed as necessary to effectuate the resolution process. The Complainant is not required to participate in any proceedings that follow. However, if the Complainant declines to participate in an investigation or the adjudicative process under these Complaint Resolution Procedures, ACU’s ability to investigate meaningfully and respond to a report of Prohibited Conduct may be limited.

Upon receipt of a Complaint, the SDSH Coordinator will notify the Complainant and the Respondent, in writing, of the Complaint and commencement of the resolution process pursuant to this Policy and its Complaint Resolution Procedures. Such notice will:

• •

  identify the Complainant and the Respondent;

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  specify the alleged Prohibited Conduct and its date, time, and location, to the extent known;

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  specify the basis for jurisdiction over the Complaint;

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  identify the Investigator or the facilitator of Informal Resolution;

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  inform the Parties that they will each have the opportunity to present relevant and not other impermissible evidence to a trained, impartial Decision Maker as part of the resolution process;

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  inform the Parties that they will each have equal opportunity to access the relevant and not otherwise impermissible evidence and a final investigative report as part of the resolution process;

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  inform the Parties of their right to have an Advisor of choice, who may be, but is not required to be, an attorney, at all stages of the resolution process who may accompany the respective Party to meetings and proceedings;

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  inform the Parties of the range of available resources, including mental health and academic support resources;

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  explain the prohibition against retaliation;

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  explain that ACU prohibits knowingly making false statements or submitting false information during the resolution process;

• •

  specify that the Respondent is presumed not to have violated the Policy unless and until a determination is made at the end of the Complaint Resolution Process; and

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  include any other information required by federal, state, or local law.

If, at any point prior to the resolution of the Complaint, the SDSH Coordinator determines that there are additional allegations of Prohibited Conduct not included in the original notice that should be investigated, the SDSH Coordinator must provide the Parties with an amended notice of additional allegations.

The SDSH Coordinator will designate an informal resolution facilitator. At any time prior to a determination of whether alleged conduct violated this Policy, the Parties may seek to resolve a report of Prohibited Conduct through Informal Resolution. Participation in Informal Resolution is voluntary; the ACU will neither pressure nor compel either Party to participate in the process or to agree to any specific terms. In every case, the designated informal resolution facilitator has the discretion to determine whether the matter is appropriate for Informal Resolution and to determine the appropriate terms. Informal resolution is not allowed in cases where a student Complainant accuses an employee Respondent of Prohibited Conduct.

Before the Informal Resolution process begins or the terms of any Informal Resolution are decided, the designated informal resolution facilitator will determine that there is sufficient information about the matter to make these decisions. The Parties are strongly encouraged, although not required, to consult with their Advisors during the Informal Resolution process.

If the Informal Resolution process is terminated for any reason, the matter will be re-evaluated for resolution pursuant to this Policy. For this reason, if ACU’s SDSH serves in the capacity of Investigator for the formal grievance resolution, he or any assigned Investigator will not participate in Informal Resolution. The designated informal resolution facilitator will oversee the Informal Resolution process and have access to all Institute records in the matter, including any records or reports prepared during an investigation. While the Parties are exploring Informal Resolution, any pending investigation will pause, and the time spent pursuing Informal Resolution will not count toward the presumptive time frame for completing the investigation.

The designated informal resolution facilitator will consult separately with both Parties as part of the informal Resolution process. The Parties will have an opportunity to recommend what they believe the appropriate terms and conditions of an Informal Resolution agreement should be. In support of their position, Parties are encouraged to submit impact/mitigation information they believe the informal resolution facilitator should consider in evaluating any term or condition.

Informal Resolution agreement terms may include, but are not limited to, any sanctions or remedies that could be imposed as a result of a finding following a hearing under these proceedings¹⁵. Additional terms may include:

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  Impact Letter

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  Apology Letter

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  Counseling

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  Mentoring

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  Discipleship

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  Directed Study¹⁶

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  Reflection Paper

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  Other forms of restorative action

Both Parties must agree to the terms in writing before an Informal Resolution agreement becomes effective. At any time before a written agreement is effective, the Complainant or the Respondent may withdraw from the Informal Resolution process, and the designated informal resolution facilitator may also, at their discretion, terminate the process. As a necessary precondition of an Informal Resolution agreement, the Respondent must accept responsibility for all or part of the alleged Prohibited Conduct.

If both Parties are satisfied with the recommendation of the designated informal resolution facilitator, the matter will be resolved with a written agreement. The designated informal resolution facilitator will provide each Party, separately, with a copy of the proposed agreement for the Party to review, sign, and return. If both Parties return the signed written agreement to the designated informal resolution facilitator, the terms of the agreement will become effective, and the designated informal resolution facilitator will promptly notify both Parties in writing that the agreement is final. Once the agreement is effective, the Parties may not appeal the agreement, and the Complainant may not seek to refile the Complaint absent new allegations of Prohibited Conduct. The Parties are expected to honor and comply with the terms of the Informal Resolution. Noncompliance may be subject to proceedings under the Student Handbook or the Employee Handbook.

If the process is terminated and the matter is resolved pursuant to the formal resolution process, neither the designated informal resolution facilitator nor the Parties will disclose to the SDSH Coordinator, an assigned Investigator, or appellate reviewers either the fact that the Parties had participated in the Informal Resolution process or any information learned during the process.

The Formal Resolution process is guided by the provisions of this section of this Policy and by the Complaint Resolution Procedures. The Formal Resolution process is overseen by the SDSH Coordinator and will be conducted in a prompt and equitable manner, pursuant to the time frames set forth in Section XIV. Throughout the Formal Resolution process, all responsible personnel will maintain a commitment to impartiality.

Employees (including, but not limited to, Full-Time employees, Part-Time Professionals, and Adjunct Faculty, but not including the Complainant and Respondent) are required to cooperate with and participate in ACU’s response to reports of Prohibited Conduct and the Complaint Resolution Procedures. If an employee has a conflict of interest or other reason why he or she cannot participate, the employee must notify the SDSH Coordinator in writing and provide the basis for the inability to cooperate.

Student witnesses and witnesses from outside the ACU community cannot be required to participate but are encouraged to cooperate with ACU’s investigations and to share what they know about a Complaint.

Interviews may be conducted in person, via Microsoft Teams, or, in limited circumstances, by telephone. The SDSH Coordinator will take appropriate steps to ensure the security/privacy of remote interviews.

Sanctions for students who are found to have violated this Policy include eviction from campus housing, dismissal, expulsion, disciplinary probation(s), warning(s), community service, fines, formal reprimand, warning status, withdrawal, loss of privilege, restitution/reconciliation, developmental/educational assignments, referral for counseling and/or assessment, or an agreement governing the student’s behavior.

Sanctions for employees (including faculty) who are found to have violated this Policy include a letter of warning, official reprimand, probation, referral to a required counseling program, suspension from employment with pay, suspension from employment without pay, termination from employment, or training on Prohibited Conduct.

All Respondents are expected to comply with the assigned sanctions within the timeframe specified by the SDSH Coordinator and the Appeal Panel. Failure to abide by the sanction(s) imposed by the date specified, whether by refusal, neglect, or any other reason, may result in additional sanctions, including suspension, expulsion, and/or termination from ACU. Supervisors are expected to enforce the completion of sanctions/responsive actions for their employees. A suspension imposed for non-compliance with sanctions will only be lifted when compliance is achieved to the SDSH Coordinator’s satisfaction.

Following the conclusion of the Resolution Process, and in addition to any sanctions implemented, the SDSH Coordinator may implement additional remedies for the Complainant and/or the ACU community that are intended to stop the discrimination, harassment, and/or retaliation, remedy the effects, and prevent recurrence. These remedies/actions may include, but are not limited to:

• •

  Referral to counseling and health services

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  Referral to the Employee Assistance Program

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  Course and registration adjustments, such as retroactive withdrawals

• •

  Education to the individual and/or the community

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  Permanent alteration of housing assignments

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  Permanent alteration of work arrangements for employees

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  Provision of campus safety escorts

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  Climate surveys

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  Policy modification and/or training

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  Provision of transportation assistance

• •

  Implementation of long-term contact limitations between the Parties

• •

  Implementation of adjustments to academic deadlines, course schedules, etc.

At the discretion of the SDSH Coordinator, certain long-term supportive measures may also be provided to the Parties even if no Policy violation is found.

ACU has discretion to disclose to a third party, without the consent of the student, the final results of a hearing under this Policy and Complaint Resolution Procedures if 1) the student is an alleged perpetrator of a crime of violence or non-forcible sex offense; and 2) with respect to the allegation made against him or her, the student has committed a violation of the institution's rules or policies. ACU will not disclose the name of any other student, including a victim or witness, without the prior written consent of the other student.

The procedures set forth below will guide the investigation and adjudication of Complaints of Prohibited Conduct, as defined in Section VIII.

An investigation under these procedures will be initiated at the Sex Discrimination and Sexual Harassment (SDSH) Coordinator’s direction after receipt of a Complaint and the issuance of a Notice of Allegations to the Parties.

Call 911 as soon as possible if someone is in immediate danger or needs immediate medical attention. If you believe that you have experienced or witnessed Sexual Harassment and Sexual Violence, you may file a police report directly with your local police department, you may seek assistance from ACU’s Public Safety Department or SDSH Coordinator to make a police report, or you may decline to notify authorities. :

The Austin Christian University hereby adopts the following Nondiscrimination Policy:

The Austin Christian University does not discriminate on the basis of sex and prohibits sex discrimination in any education program or activity that it operates, including admission and employment.

The Austin Christian University hereby adopts the following Notice of Nondiscrimination:

The Austin Christian University does not discriminate on the basis of sex and prohibits sex discrimination in any education program or activity that it operates, including admission and employment.

Inquiries about sex discrimination or sexual harassment may be referred to Austin Christian University’s SDSH Coordinator, Dr. Erin Hill, 601 Westinghouse Rd, Georgetown, Texas 78626. Dr. Erin Hill can be contacted by email at SDSH@austinchristianu.org and by phone at (512) 763-3000.

Austin Christian University receives no federal funding nor do its students receive federal aid. As such, federal regulations do not govern Austin Christian University’s discrimination and harassment policies. Nevertheless, Austin Christian University seeks to follow godly principles and doctrine to ensure the safety and well-being of its students, faculty, administration, partners, and community. As such Austin Christian University’s policy provides many of the safeguards found in federal, state, and local regulations. The Austin Christian University’s Nondiscrimination Policy and Grievance Procedures can be located at austinchristianuniversity.org/SDSH.

To report information about conduct that may constitute sex discrimination or make a complaint of sex discrimination, please refer to austinchristianuniversity.org/SDSH/reporting.