Non-Discrimination and Anti-Harassment - NDAH - Policy

Policy Statement

Georgia College & State University (“Georgia College” or “the University”) is committed to maintaining a fair and respectful environment for living, work and study. To that end, and in accordance with federal and state law, University System of Georgia policy, and University policy, the University prohibits harassment of or discrimination against any person because of race, color, sex (including sexual harassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status by any member of the University Community (as defined below) on campus, in connection with a University program or activity, or in a manner that creates a hostile environment for any member of the University Community. Incidents of harassment and discrimination will be met with appropriate disciplinary action, up to and including dismissal or expulsion from the University.

Definitions

Sexual Harassment

Sexual Harassment is defined as unwelcome verbal, nonverbal, or physical conduct, based on sex or on gender stereotypes, that:

1. Is implicitly or explicitly a term or condition of employment or status in a course, program, or activity; 
2. Is a basis for employment or educational decisions; or 
3. Is sufficiently severe, persistent, or pervasive to:
   1. interfere with one’s work or educational performance;
   2. create an intimidating, hostile, or offensive work or learning environment, or
   3. interfere with or limiting one’s ability to participate in or to benefit from an institutional program or activity.

Sexual harassment of USG employees or students is prohibited and shall subject the offender to dismissal or other sanctions after compliance with procedural due process requirements. Unwelcome sexual advancements, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when:

1. Submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment or academic standing; or,
2. Submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting an individual; or,
3. Such conduct unreasonably interferes with an individual’s work or academic performance or creates an intimidating, hostile or offensive working or academic environment.

Sexual harassment includes forced or coerced sex or relationships, including where a person is incapable of giving consent due to use of drugs or alcohol, or due to disability or being under the age of 16. Other examples that may constitute sexual harassment when sufficiently severe, persistent, or pervasive include, without limitation:

1. Non-consensual touching of another’s body, including unwanted hugging or shoulder rubbing.
2. Sexual remarks, jokes, anecdotes, inquiries, or physical gestures.
3. Requests or propositions of a sexual nature.
4. Gender or sex-based comments or comments of a sexual nature (either complimentary or insulting) about a person’s physique, clothing, or sexual/romantic activity or preferences.
5. Inappropriate use or display, or non-consensual sharing, of sexual images, text, or objects.

This Policy includes domestic violence, dating violence and stalking as forms of sexual harassment. Sexual harassment can occur regardless of the relationship, position or respective sex, sexual orientation, or gender identity of the parties. Same sex harassment violates this Policy, as does harassment by a student of a faculty member or a subordinate employee of his/her supervisor.

Definitions of sexual harassment terms that the University applies when administering and enforcing this Policy, including the definition of “consent”, can be found online in the GC Policies, Procedures and Practices Manual at: USG Harassment and Discrimination Policy, USG Sexual Misconduct Policy and GCSU Sexual Misconduct Policy. 

Discriminatory Harassment and Discrimination

The University will not tolerate harassment of any individual because of that person's sex, race, religion, color, age, national origin, veteran status, disability, or any other status protected under applicable federal, state and local laws. Such harassing behavior should be avoided because conduct appearing to be welcomed or tolerated by one employee or student may be offensive to another employee or student. Respect for the dignity and worth of others should be the guiding principle for our relations with each other.

No Georgia College student or employee, on the ground of race, color, sex, religion, creed, national origin, age or handicap, be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination under any program or activity conducted by Georgia College.

Harassment may include display or circulation of written materials or pictures degrading to either gender or to racial, ethnic or religious groups, verbal abuse or insults directed at or made in the presence of members of a racial, ethnic or minority group. Harassment may also include behavior which is personally offensive, creates an intimidating, hostile or offensive work environment, or interferes with the work performance of other employees or students.

Discrimination is defined as decision-making based on race, color, sex (including pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status.

Discriminatory harassment is defined as unwelcome verbal or physical conduct based on race, color, sex (including sexual harassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status when it is sufficiently severe, persistent or pervasive to:

1. Unreasonably interfere with the individual’s work or educational performance;
2. Create an intimidating, hostile, or offensive working or learning environment; or
3. Unreasonably interfere with or limits one’s ability to participate in or benefit from an institutional program or activity.

Definitions of discrimination and harassment terms that GC applies when administering and enforcing this Policy can be found online in the GC Policies, Procedures and Practices Manual at: USG Harassment and Discrimination Policy, USG Sexual Misconduct Policy and GCSU Sexual Misconduct Policy.

Complaints of harassment in any form should be reported promptly to the immediate supervisor. Should the complaint be about the supervisor, it should be reported to the next level supervisor or the Office of Human Resources. Complaints will be investigated, and corrective action taken as determined appropriate by the University. The University strives to provide a community in which students, faculty, administrators, staff and other members of the community can work and live together in an environment free of all forms of harassment, exploitation, intimidation and discrimination. Harassment is demeaning to all persons involved and undermines the mission of the University. It is unacceptable conduct and will not be tolerated.

Keywords

Discrimination

False Complaints 

Harassment

Retaliation

Reason for the Policy

Bias based on the protected categories of race, color, sex (including sexual harassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status will not hinder employment, study or institutional services, programs or activities. Bias factors will not be permitted to have an adverse influence upon decisions regarding students, employees, applicants for admission, applicants for employment, contractors, or volunteers or participants in or users of institutional programs, services, and activities. The University will continue in its efforts to maintain an institutional environment free of such bias and restates its policy prohibiting the interference of such bias.

Discriminatory decision-making and discriminatory harassment (collectively, “NDAH incidents”) should be reported to the Equal Opportunity Officer.

Every member of the University Community is expected to uphold this Policy as a matter of mutual respect and fundamental fairness in human relations. Every student of this institution has a responsibility to conduct himself/herself in accordance with this Policy as a condition of enrollment, and every university employee has an obligation to observe the university policies as a term of employment.

In addition, one aspect of performance appraisal for the University personnel at all levels of supervision and administration will include the qualitative evaluation of their leadership in implementing this Policy. Merit and productivity, free from prohibited bias, will continue to guide decisions relating to employment and enrollment.

Nothing in this Policy prevents a University Community member from filing a complaint with a state or federal agency or court.

Proposed Outcome

The goal of this Policy is to streamline the process by which members of the University community report incidents of misconduct, thereby allowing the University to respond to and investigate such complaints in a more effective, efficient, and proficient manner. This process will further ensure all complaints are resolved in a timely manner and comply with applicable federal and/or state laws, as well as Board of Regents and/or University policies.

Applicability of the Policy

This Policy applies to all members of the Georgia College community, including but not limited to faculty, staff, students, volunteers, visitors, vendors, and invited guests, as well as the general public.

Related Policies

Georgia College Complaint and Investigation Policy

Georgia College Fiscal Misconduct Policy

Georgia College Grievance Policy and Procedures for Employees

Georgia College Progressive Discipline Guide

University System of Georgia Harassment and Discrimination Policy

University System of Georgia Student Sexual Misconduct Policy

University System of Georgia Standards for Institutional Student Investigation and Disciplinary Proceedings

University System of Georgia Ethics Policy

Procedures

I.  Rights & Responsibilities

A. Prohibition Against Retaliation

Anyone who, in good faith, reports what he or she believes to be discrimination or harassment under this Policy, or who participates or cooperates in, or is otherwise associated with any investigation may not be subjected to retaliation. Anyone who believes she or he has been the target of retaliation for reporting discrimination or harassment, for participating or cooperating in, or otherwise being associated with, an investigation should immediately contact the Equal Opportunity Officer. Any person found to have engaged in retaliation in violation of this Policy will be subject to disciplinary action under this Policy.

1. Protection against Retaliation - Whistleblower Protection

   Protections Afforded: GC employees may not interfere with the right of another employee to report concerns or wrongdoing and may not retaliate against an employee who has reported concerns or wrongdoing, has cooperated with an authorized investigation, has participated in a grievance or appeal procedure, or otherwise objected to actions that are reasonably believed to be unlawful, unethical or a violation of GC policy. Violations of this policy may result in disciplinary action, which may include the termination of employment.

   Conduct Prohibited: Retaliation is any action or behavior that is designed to punish an individual for reporting concerns or wrongdoing, cooperating with an investigation, participating in a grievance or appeal procedure or otherwise objecting to conduct that is unlawful, unethical or violates GC policy. Retaliation includes, but is not limited to, dismissal from employment, demotion, suspension, loss of salary or benefits, transfer or reassignment, denial of leave, loss of benefits, denial of promotion that otherwise would have been received, and non-renewal.

   Written Procedures: Each institution shall maintain written procedures for receiving and investigating allegations of actions that violate the GC’s policy prohibiting retaliation. Violations of this policy should be reported through the administrative processes and procedures established by each institution. Alleged retaliation by an employee assigned to the University System Office should be reported to the Vice Chancellor for Human Resources.

   False Reports / False Information: This policy does not protect an employee who files a false report or who provides information without a reasonable belief in the truth or accuracy of the information. Any employee who knowingly files a false report or intentionally provides false information during an investigation may be subject to disciplinary action, which may include the termination of employment.

B. Responsible Officials

1. Equal Opportunity Officer

   The Chief Human Resources Officer serves as the Equal Opportunity Officer. The Equal Opportunity Officer is the individual designated by the President with responsibility for providing education and training about prohibited discrimination and harassment to the University community and for receiving complaints of discrimination and harassment in accordance with this Policy.

   The Equal Employment Officer is housed within the Office of Human Resources, located in Wooten-Garner, and can be reached by phone at (478) 445-5596, or via email at hr@gcsu.edu.

   The Equal Opportunity Officer does not serve as an advocate or representative for any party. Advocacy, counseling and support resources available on campus and in the greater community are identified at the end of this Policy.

2. Title IX Coordinator

   The Title IX Coordinator is the individual designated by the President with responsibility for providing education and training related to sexual misconduct, including harassment and discrimination based on gender, and receiving and investigation such complaints in accordance with this Policy and the Student Sexual Misconduct Policy.

   The Title IX Coordinator is housed within the Office of Inclusive Excellence, located in room 108 of Parks Hall, and can be reached in person, by phone at (478) 445-8274, or via email at titleix@gcsu.edu.

   The Title IX Coordinator does not serve as an advocate or representative for any party. Advocacy, counseling and support resources available on campus and in the greater community are identified at the end of this Policy.

C. Prohibited Consensual Relationships (Amorous Relationships)

When one party has a professional relationship with the other or stands in a position of authority over the other, even an apparently consensual sexual relationship may lead to sexual harassment or other breaches of professional obligations. The University prohibits all faculty and staff, including graduate assistants, from pursuing or engaging in amorous relationships with undergraduates whom they are currently supervising or teaching.

The University also prohibits amorous relationships between faculty or administrators and graduate/professional students and/or employees whose work they supervise. Anyone involved in an amorous relationship with someone over whom he or she has supervisory power must recuse himself or herself from decisions that affect the compensation, evaluation, employment conditions, instruction, and/or the academic status of the subordinate involved.

Any individual in authority who is or has been involved in an amorous relationship with a person whom they may be called upon to evaluate must promptly report this fact to his or her supervisor. The supervisor will then arrange to see that the individual in authority does not evaluate nor participate in discussions and decisions that affect the compensation, evaluation, employment conditions, instructions, and/or academic status of the subordinate involved. Any individual who violates this policy is subject to disciplinary action commensurate with the offense. Such matters can be reported to the Chief Human Resources Officer, if necessary.

Georgia College has the authority to take appropriate action when disruptive conduct, job performance problems, or actions that reflect poorly on the institution result from amorous relationships.

D. Confidentiality for Sexual Harassment/Discrimination

The University strongly supports an individual’s interest in confidentiality, particularly in instances involving sexual misconduct. When a complainant or alleged victim requests that his or her identity be withheld, or the allegation(s) not be investigated, the University will consider, through the Title IX Coordinator, whether this request can be honored while still providing a safe and nondiscriminatory environment for GC. Honoring the request may limit the University’s ability to respond fully to the incident and may limit GC’s ability to discipline the respondent. The complainant or alleged victim will be informed of any decision to act contrary to the request for confidentiality or no investigation before any disclosures are made and before an investigation begins.

In support of an individual’s request for confidentiality and GC’s interest in learning about incidents of discrimination and harassment, GC designates two levels of confidential resources:

1. Privileged Resource Employees – Individuals employed by the institution to whom a complainant or alleged victim may talk in confidence, as provided by law. Disclosure to these employees will not automatically trigger an investigation against the complainant’s or alleged victim’s wishes. Privileged Employees include those providing counseling, advocacy, health, mental health, or sexual-assault related services (e.g., sexual assault resource centers, campus health centers, pastoral counselors, and campus mental health centers) or as otherwise provided by applicable law. Exceptions to confidentiality exist where the conduct involves suspected abuse of a minor (in Georgia, under the age of 18) or otherwise provided by law, such as imminent threat of serious harm.
2. Confidential Employees – Institution employees who have been designated by the Institution’s Coordinator to talk with an alleged victim in confidence. Confidential Employees must only report that the incident occurred and provide date, time, location, and name of alleged respondent (if known) without revealing any information that would personally identify the alleged victim. This minimal reporting must be submitted in compliance with Title IX and the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (“Clery Act”). Confidential Employees may be required to fully disclose details of an incident in order to ensure campus safety.

   Confidential options:

   • Counseling Services, 134 West Campus Drive, Wellness and Recreation Center Suite 201, (478) 445-5331
   • The Bright House, 478-250-8566

   Non- confidential options:

   • Campus Police (Public Safety), 301 W. Montgomery Street (Hall House), (478) 445-4400
   • Women’s Center, 111 S. Clarke Street (Blackbridge Hall), (478) 445-8519
   • Office of Human Resources, 131 S. Clarke Street (Wooten-Garner), (478) 445-5596
   • Office of Student Life, 206 Parks Hall, (478) 445-2091
   • Office of Legal Affairs, 208 Parks Hall, (478) 445-2037
   • Title IX Coordinator, 108 Parks Hall, (478) 445-8274

II. Reporting

A. Reporting Responsibility

Any administrator, supervisor, faculty member, responsible employee or other person in a position of authority who is not a confidential resource as defined above (a “Responsible Employee”) who knows of, or receives a complaint of, potential discrimination or harassment or potential violation of the Prohibited Consensual Relationship provision must fully report the information or complaint to the Title IX Coordinator promptly. Student employees who serve in a supervisory, advisory, or managerial role are Responsible Employees and in positions of authority for purposes of this Policy (e.g., teaching assistants, residential assistants, student managers, orientation leaders, Equal Opportunity Officer. A complaint or report of discrimination or harassment made to any administrator, supervisor, faculty member or other Responsible Employee or person in a position of authority generally obligates the University to investigate the incident and take appropriate steps to address the situation. The responsibility to investigate rests with the assigned investigator and does not rest with the Responsible Employee who receives the complaint or report. Failure to promptly report may constitute a separate violation of the Policy and may provide a basis for discipline under this Policy. This provision does not apply to student disclosures of sexual misconduct to privileged or confidential resources as identified by the Student Sexual Misconduct Policy or this Policy.

The University encourages any person who feels he or she has been discriminated against or harassed to promptly report the incident to the Equal Opportunity Officer or discuss the incident with the confidential resources identified above. Any member of the GC Community who observes discrimination or harassment of another person on campus, in connection with a University program or activity, or in a manner that creates a hostile environment for members of the University Community should report the conduct to the Equal Opportunity Officer. No member of the University Community should assume that an official of GC already knows about a particular discriminatory or harassing situation.

If a complainant or alleged victim reports discrimination or harassment to a Responsible Employee or person in a position of authority who is not a confidential resource, but wants to maintain confidentiality, the Responsible Employee or person in a position of authority must relay the request for confidentiality when reporting the alleged discrimination or harassment to the Equal Employment Officer or Title IX Coordinator. The request for confidentiality will be considered but cannot be guaranteed, as referenced above.

All reports and complaints of discrimination or harassment that may fall under the jurisdiction of this Policy will be promptly evaluated and appropriate action will be taken as expeditiously as possible.

Complaints and reports of discrimination and harassment should be reported as soon as possible after the incident(s) in order to be most effectively investigated. Complaints may be made in person, in writing (via complaint form, email or otherwise) or over the phone. Complaints can also be made anonymously, but this may limit the extent to which the complaint can be investigated. Information on filing complaints can be found at: http://www.gcsu.edu/titleix/filing-complaint.

Where the discrimination or harassment alleged is potentially of a criminal nature, University Community members are encouraged to also contact GC Public Safety (for conduct that occurred on campus) or local law enforcement in the relevant jurisdiction (for conduct that occurred off campus). Except as required by the Clery Act for purposes of crime statistics reporting, police will not be notified of a sexual assault without the complainant/victim’s consent unless there is an imminent threat of harm or the incident involves someone under the age of 16. The University Community members have the right to simultaneously make a complaint under this Policy and to law enforcement.

B. False Accusations

Per BOR policy, individuals are prohibited from intentionally giving false statements to a system or institution official. Any person found to have intentionally submitted false complaints, accusations, or statements, including during a hearing, in violation of this Policy shall be subject to appropriate disciplinary action (up to and including suspension or expulsion) and adjudicated under the student code of conduct.

C. Conflicts of Interest

If the complainant, respondent, or Investigator asserts that a complaint presents an actual or apparent conflict of interest for the Investigator, the complaint should be submitted or referred to the Office of Legal Affairs to resolve the conflict of interest. An actual or apparent conflict of interest is a financial interest, relationship, or other circumstance that would lead a reasonable person to doubt the objectivity of the Investigator. If the Office of Legal Affairs determines there is no actual or apparent conflict of interest, the Investigator shall conduct the inquiry into the complaint. If the Office of Legal Affairs determines that an actual or apparent conflict of interest exists for the Investigator, then the Office of Legal Affairs shall appoint an independent individual with appropriate experience and training to conduct the investigation.

D. Academic Freedom and Freedom of Expression

The rights guaranteed by the First Amendment, including the right to free speech, free expression, free exercise of religion, and the right to assemble peaceably are of the utmost importance, and the University is committed to protecting those rights.

As a public institution of higher education, GC promotes open ideas and academic freedom. While GC enacts policies to promote campus safety, to ensure the proper functioning of the academic environment and institution activities, or to further other important institution objectives, those policies should not unduly burden the free expression rights of students, faculty, and staff. Any parameters placed on the time, place, and manner of expression must not be based on the content of the expression.

To facilitate the free exchange of ideas, GC designates accessible, high-traffic locations on campus as public forum areas. The designation of public forum areas may not be used to prohibit individual students, faculty, or staff from engaging in communication elsewhere on campus. Reservation and use of designated public forum areas may only be required in the following limited circumstances: (1) speakers who are not enrolled at or employed by the institution; and (2) students, faculty, or staff who engage in large group demonstrations. Institutions may not consider the content or viewpoint of expression when requiring or assigning use of public forum areas.

E. Records

Records generated under this Policy are subject to the Georgia Open Records Act, but are maintained in accordance with, and subject to, privacy requirements under state and federal law, including the Family Educational Rights and Privacy Act of 1974 (FERPA), and under University System of Georgia’s policy. Additionally, the University will take reasonable steps to maintain privacy in relation to any accommodations or protective measures afforded to an alleged victim or complainant, except to the extent necessary to provide the accommodations or protective measures.

Information pursuant to this Policy shared internally between GC administrators is provided on a need-to-know basis. Complainant(s) and respondent(s) may review the investigative file concerning the allegations by or against them as permitted by law.

Any public release of information to comply with the open crime logs or timely warning provisions of the Clery Act will not release the names of victims or information that could easily lead to a victim’s identification.

F. Amnesty for Students

Per BOR policy, individuals should be encouraged to come forward and to report sexual misconduct notwithstanding their choice to consume alcohol or to use drugs. Information reported by an individual during an investigation concerning use of drugs or alcohol will not be used against the particular individual in a disciplinary proceeding or voluntarily reported to law enforcement; however, individuals may be provided with resources on drug and alcohol counseling and/or education, as appropriate.

III. Processing, Investigation, and Resolution of Discrimination and Harassment Reports and Complaints

GC’s complaint process, outlined herein, is the procedure used to investigate complaints or reports of discrimination and harassment covered by this Policy, to end any discrimination and harassment found, to remedy the effects of discrimination and harassment, and to prevent any recurrence. If appropriate, the Title IX Coordinator may recommend that the complainant and respondent attempt to resolve their differences through mediation or through the grievance process.

Proceedings under this Policy may be carried out prior to, simultaneously with or following civil or criminal proceedings. Decisions about the timing of specific actions will be made by the Title IX Coordinator based on the status of the evidence and other relevant case factors. These procedures do not replace the right of the complainant or respondent to file complaints or seek remedies available under state or federal law.

Any member of the GC Community who feels he or she has experienced discrimination or harassment is encouraged, but not required, to clearly explain to the alleged offender that the behavior is objectionable and request that it cease. GC encourages any Community member to report any unresolved incidents of discrimination or harassment as outlined in this Policy.

GC employees identified as witnesses are required to fully cooperate with an investigation. Any member of the GC Community who willfully disregards, delays or thwarts an investigation or makes false statements during an investigation may be found in violation of this Policy and subject to disciplinary action under this Policy; provided, however, that this provision does not require persons accused under this Policy to make a statement or respond to the allegations against her/him during the investigation. If the accused chooses not to provide a statement or response to the allegations, that silence will be considered a general denial of the allegations. However, the investigation may ultimately proceed and result in a policy violation if the evidence collected proves a violation by a preponderance of the evidence.

The Title IX Coordinator or his/her designees will explain to all parties that he/she is not an advocate or representative for either the complainant or the respondent. Advocacy, counseling and support resources available on campus and in the greater community are identified at the end of this Policy.

Information obtained during the course of the complaint process will be shared with other participants or witnesses in the investigation only to the extent necessary to conduct a thorough, fair and impartial investigation.

A. Standard of Review

Investigative findings under this Policy will be made using the preponderance of the evidence standard (i.e., “more likely than not”). This standard requires that the information supporting an alleged violation be more convincing than the information in opposition to it. Any decision to suspend or to expel a student, or to suspend or terminate an employee, must also be supported by substantial evidence.

B. Interim Protective Measures

Interim measures may be undertaken at any point after the institution becomes aware of an allegation of sexual misconduct and should be designed to protect the alleged victim and the community. For student respondents, before an interim suspension is issued, the institution must make all reasonable efforts to give the respondent the opportunity to be heard, consistent with the provisions as stated in the USG Standards for Institutional Student Conduct Investigation and Disciplinary Proceedings Policy.

C. Investigation Process

All sexual misconduct investigations involving a student respondent, whether overseen by the institution’s Coordinator or the System Director, shall follow the investigation process set forth in the USG Standards for Institutional Student Conduct Investigation and Disciplinary Proceedings Policy.

D. Resolution/Hearing

All sexual misconduct hearings, sanctions, and appeals involving a student respondent, whether overseen by the institution’s Coordinator or the System Director, shall follow the investigation process set forth in the USG Standards for Institutional Student Conduct Investigation and Disciplinary Proceedings Policy.

All sexual misconduct adjudication involving an employee respondent, shall be addressed utilizing the institution’s employment policies and procedures.

E. Possible Sanctions

In determining the severity of sanctions or corrective actions the following should be considered: the frequency, severity, and/or nature of the offense; history of past conduct; an offender’s willingness to accept responsibility; previous institutional response to similar conduct; strength of the evidence; and the wellbeing of the university community. The hearing panel, hearing officer or administrator that found that a policy violation occurred will determine sanctions and issue notice of the same, as outlined above.

The broad range of sanctions includes: expulsion; suspension for an identified time frame or until satisfaction of certain conditions or both; temporary or permanent separation of the parties (e.g., change in classes, reassignment of residence, no contact orders, limiting geography of where parties can go on campus) with additional sanctions for violating no-contact orders; required participation in sensitivity training/awareness education programs; required participation in alcohol and other drug awareness and abuse prevention programs; counseling or mentoring; volunteering/community service; loss of institutional privileges; delays in obtaining administrative services and benefits from the institution (e.g., holding transcripts, delaying registration, graduation, diplomas); additional academic requirements relating to scholarly work or research; financial restitution; or any other discretionary sanctions directly related to the violation or conduct.

IV.   Georgia College and Community Support Services

A. Individual Support, Consultation and Referral Services

1. GC Counseling Services – (478) 445-5331
2. GC Women’s Center – (478) 445-8519
3. Project BRAVE – (478) 445-8519
4. Employee Assistance Program (EAP) - (888) 960-3305

B. Health & Medical Services

1. GC Student Health Services – (478) 445-5288
2. The Woman’s Care Center – (478) 453-8100
3. Oconee Regional Medical Center – (478) 454-3505
4. Baldwin County Health Department – (478) 445-4274

C. Law Enforcement 

1. GC Public Safety – 911 or (478) 445-4400 (emergency), (478) 445-4054 (non-emergency) https://www.gcsu.edu/publicsafety
2. Milledgeville Police Department – 911 or (478) 414-4000
3. Baldwin County Sheriff’s Office – 911 or (478) 445-4891

D. Academic Support or Problem Solving

1. Office of Student Life – (478) 445-5169
2. Office of Dean of Students – (478) 445-2091
3. Office of Academic Affairs – (478) 445-4715
4. Office of Human Resources – (478) 445-5596
5. Office of Legal Affairs – (478) 445-2037

E. Housing Services

1. GC Housing Department – (478) 445-5160
2. The Village Apartments – (478) 445-1400

F. Cultural Support

1. The Office of Inclusion and Belonging, Blackbridge Hall – (478) 445-8520
2. Student Disability Resource Center, 109 Russell Library – (478) 445-5931
3. International Education Center, 141 S. Clarke St. – (478) 445-4789

G. Student Conduct Services

1. Title IX Coordinator – (478) 445-8274

Creation Date: May 2018

Revision Date:August 2024

Last Reviewed Date: July 2023

Next Review Date: May 2024 

Responsible Department: Human Resources/Legal Affairs

Cabinet Approval Date: July 2018 

Effective Date: July 2018