BROWN UNIVERSITY DEPARTMENT OF PUBLIC SAFETY
AND FIRE SAFETY DEPARTMENT
2023 Annual Security Report
and Annual Fire Safety Report
The Department of Public Safety provides
the community with the resources and the
education necessary to make informed choices
about their safety. Department personnel
participate in a wide range of campus events
to include University orientations, resource
fairs, and other special campus events in
an effort to provide all members of the
community with valuable and practical safety
information. Please visit Public Safety’s
website for further information pertaining to
our programs and services.
Public Safety website
For more information about sexual,
relationship, and gender-based harm, including
time-sensitive medical information and
confidential support services, please visit
BWell Health Promotion at brown.edu/bwell
24 HOUR EMERGENCY PHONE NUMBERS
Department of Public Safety/Emergency
Medical Services
On campus: x4111—Off Campus: 401-863-4111
Sexual Assault Response Line:
401- 863-6000
Providence Police: 911 or 401- 272-3121
Day One Sexual Assault and Trauma Center:
800-494-8100
This is the 24/7 Victims of Crime Helpline.
Administrator on Call: 401-863-4111
Department of Public Safety:401-863-4111 or
401-863-3322
Investigations Bureau: 401-863-1663
TITLE IX RESOURCES
FOR STUDENTS, FACULTY AND STAFF
Title IX Office:
Ebony Manning
Title IX Coordinator
Horace Mann 305
47 George Street
401-863-2026
ebony_manning@brown.edu
titleixoffice@brown.edu
Office of Institutional Equity
and Diversity
401-863-2216
institutional_diversity@brown.edu
CONTENTS
Message from the Vice President of Public Safety and
Emergency Management ........................................ 1
Department of Public Safety Staffing,
Authority, and Jurisdiction ...................................... 2
Local and Other Law Enforcement Agencies ...................... 3
The Clery Act .................................................. 3
Preparing the Annual Security Report ............................ 4
Daily Crime Log ................................................ 4
Campus Security Authorities .................................... 5
Reporting Criminal Offenses ..................................... 5
Silent Witness Reporting ........................................ 7
Missing Student Notification Policy. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Emergency Preparedness & Evacuation .......................... 8
Timely Warning Policy ......................................... 10
Corporation Policy Statement on Equal Opportunity,
Nondiscrimination and Affirmative Action ....................... 10
Campus Sex Crimes Prevention Act ............................. 10
Sexual And Gender-Based Misconduct Policy ..................... 11
Sexual And Gender-Based Harassment,
Sexual Assault, Intimate Partner Violence,
and Stalking Policy ............................................. 11
Understanding Public Safety’s Response to Sexual Assault ......... 13
Student Violations of the Code of Student Conduct ............... 17
Alcohol And Drug Policies And Disclosures ...................... 18
Campus Safety ................................................ 27
Primary Prevention and Awareness Programs
for all incoming students ....................................... 32
Campus Crime Report ......................................... 38
Statistics ..................................................... 42
Appendices ................................................... 47
2023 Annual Fire Safety Report ................................ 126
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The Department of Public Safety (DPS) is committed to
the safety and security of Brown University, it’s campus,
our students, faculty, staff, and visitors. Our approach to
this work is influenced by our commitment to transparency,
accountability, and working in partnership with our
community. It is a responsibility we hold in the highest
regard, and it is our pleasure to serve.
A MESSAGE FROM THE VICE PRESIDENT OF
PUBLIC SAFETY AND EMERGENCY MANAGEMENT
e Annual Security Report and Annual Fire Safety
Report is available to all members of the Brown
Community. is report contains information on
campus security, policies and procedures at Brown
University, Clery reportable crime statistics reported
to DPS and Providence Police, and Clery reportable
firestatistics.
e information provided in this report is designed
to be a resource and to alert the campus community
of the current programs, policies and procedures
related to crime awareness, and reporting at Brown
University. is report includes statistics for the
previous three years concerning reported crimes that
occurred: on campus, property owned or controlled
by Brown University, and on public property within
or immediately adjacent to and accessible from
the campus; additionally, this report contains fire
statistics for fires which occur in on- campus student
housingfacilities.
e Clery Act is a federal law that requires colleges and
universities across the United States to disclose timely
and annual information about campus crime and
security policies. Safety is a shared responsibility and
we encourage all members of the Brown University
Community to use this report as a guide and to take
an active role in maximizing your personal safety,
both on and off campus. e Clery Act also requires
statistics for fires occurring in on-campus student
housing facilities.
DPS is committed to providing the highest level of
professional police and public safety services and
works in partnership with several departments and
agencies to ensure and maintain a safe learning and
working environment.
is information is being provided in accordance with
the Jeanne Clery Disclosure of Campus Security Policy
and Campus Crime Statistics Act (Clery Act).
is publication is made available on October 1 each
year and can be accessed online at the below website.
To obtain a copy of this report, please email
Cler[email protected] or call DPS at 401-863-3103.
brown.edu/go/2023ASR-AFSR
Rodney Chatman
Vice President of Public Safety and
Emergency Management
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DEPARTMENT OF PUBLIC SAFETY STAFFING, AUTHORITY
AND JURISDICTION
e Brown University Department of Public Safety (DPS) is a fully functioning police department and serves the
Brown Community 24 hours a day, seven days a week, patrolling the campus to deter crime, develop community
relations, and respond to calls for service and assistance. e department’s mission emphasizes crime prevention,
problem solving and joint officer-community responsibility.
e Department of Public Safety consists of over 95 highly trained members who are here to serve you. Our Police
and Public Safety Officers are charged with protecting the university community and enforcing university rules
and regulations. e Department’s Police Officers are required to attend a state-certified police academy, are
licensed as RI Special Police Officers, and have the authority to make arrests. DPS Police Officers also enforce the
laws of the State of Rhode Island and the Ordinances of the City of Providence and have police jurisdiction on
campus and upon the streets and highways adjacent to thecampus.
e Department is comprised of two major divisions — e Police and Patrol Services Division, which is our
largest division, is primarily responsible for crime deterrence, crime investigation, dignitary protection, emergency
response and handling routine calls for service. e Police and Patrol Services Division also staffs and operates a
24-hour state-of-the-art Dispatch Communication Center. e Center handles all emergency and non-emergency
calls for service and dispatches officers via a statewide 800 MHz Radio System. is division also includes a
Community Engagement Team that coordinates safety and educational programs for members of the community,
as well as providing crime victim support and advocacy.
Our Administrative Services Division is responsible for strategic and fiscal planning; recruiting and hiring; human
resources administration; professional standards; training, and building security technology.
e Department of Public Safety is also a nationally accredited police department through the Commission on the
Accreditation of Law Enforcement Agencies (CALEA), which administers a rigorous accreditation process whereby
law enforcement agencies must adhere to over 480 standards, encompassing industry best practices.
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LOCAL AND OTHER LAW ENFORCEMENT AGENCIES
e Brown University Department of Public Safety maintains a cooperative relationship with the Rhode Island
State Police (RISP) and our local law enforcement agency, Providence Police Department (PPD) with whom DPS
shares a memorandum of understanding. is cooperation includes participation in a police radio and computer
network, training programs, special events coordination, assistance with imminent or active threats to the
community, investigation of serious crimes, and patrolling areas and responding to incidents involving criminal
activity at the off campus locations of student organizations or housing that are officially recognized by Brown
University. We meet with Providence Police frequently to discuss campus crimes and other police intelligence
matters. Lastly the RISP, PPD, United States Secret Service, and the Federal Bureau of Investigation work with
University police whenever a domestic, national or international dignitary visits the Brown University campus.
THE CLERY ACT
e Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) requires
institutions to:
1. Collect, classify, and count crime reports and crime statistics;
2. Issue timely warnings for any Clery Act crime that represent an ongoing threat to the safety of students or
employees and emergency notifications upon the confirmation of a significant emergency or dangerous situation
involving an immediate threat to the health or safety of students or employees occurring on the campus;
3. Provide educational programs and campaigns to promote the awareness of dating violence, domestic violence,
sexual assault, and stalking;
4. Have procedures for institutional disciplinary action in cases of dating violence, domestic violence, sexual
assault, and stalking;
5. Publish an Annual Security Report (ASR);
6. Submit crime statistics to the Department of Education;
7. Keep a daily crime log of alleged criminal incidents that is open to public inspection;
8. Disclose missing student notification procedures that pertain to students residing in on-campus student
housing facilities; and
9. Disclose fire safety information related to on-campus student housing facilities, including keeping a fire log
that is open to public inspection, publishing an Annual Fire Safety Report containing policy statements and
fire statistics associated with each on-campus student housing facility, and submitting fire statistics to the
Department of Education.
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PREPARING THE ANNUAL SECURITY REPORT
In preparing our annual disclosure of crime statistics, it is Brown University’s Department of Public Safety’s
policy to collect information reported directly to us and also to formally request information about crimes and
disciplinary referrals from Campus Security Authorities (campus officials with significant responsibility for student
and campus activities). In addition, we collect statistics from local law enforcement with jurisdiction for areas
within Brown’s Clery geography.
Note that police departments are not required to provide statistics, however documentation is required to show a
good faith effort was made.
All statistics are reviewed by Public Safety staff members for accuracy and then forwarded to the Vice President of
Public Safety and Emergency Management for final review and approval. Once approved, statistics are submitted
electronically to the Department of Education.
By October 1st of each year, the Department of Public Safety sends an email notification to the entire Brown
University community of the report’s availability. is email contains a brief description of the information
contained in the report as well as a direct web link to the report.
Brown University’s Annual Fire Safety Report is published in a separate document that is available on the Fire
Safety Office website. A link to this report is included in the Department of Public Safety’s email notification as well.
DAILY CRIME LOG
e Clery Act requires colleges and universities to have a daily crime log. e purpose of this log is to provide
criminal or alleged criminal activity which is reported to the University and surrounding areas. is log includes
incident classification, report number, reported date and time, occurrence date and time, location of incident and
disposition, and does not include any identifying information about persons involved in an incident. Beyond the
Daily Crime Log itself, it is a practice of the University to complete publicly available recordkeeping throughout the
entire university without inclusion of personally identifying information about victims of crimes, especially dating
violence, domestic violence, sexual assault, and/or stalking.
e Department of Public Safety is responsible for maintaining this log for the university and for ensuring that it is
updated within two business days of being notified of an incident.
To view the log for the most recent 60 day period, please visit Department of Public Safety’s website or to visit
DPSat 75 Charlesfield Street, Providence RI during normal business hours, (Monday through Friday 8:30 a.m.
to4:30 p.m.).
Public Safety retains Daily Crime Logs for seven years. Requests for logs that are more than 60 days old will be
fulfilled within two business days.
e Fire Safety Office maintains a separate log
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CAMPUS SECURITY AUTHORITIES
A Campus Security Authority (CSA) is a term used in the Clery Act to describe someone who has significant
responsibility for student and campus activities. e regulations that govern the Clery Act define a CSA as:
1. A campus police department or a campus security department of an institution.
2. Any individual or individuals who have responsibility for campus security but who do not constitute a
campus police or security department, such as an individual who is responsible for monitoring entrance into
institutional property.
3. Any individual or organization specified in an institution’s statement of campus security policy as an
individual or organization to which students and employees should report offenses.
4. An official of an institution who has significant responsibility for student and campus activities, including
but not limited to, student housing, student discipline, and campus judicial proceedings (official is defined
as any person who has the authority and the duty to take action or respond to particular issues on behalf of
theinstitution).
Pastoral and Professional Counselors on campus are not considered to be CSAs when they are acting in the
role of pastoral or professional counselors and are not required to report Clery reportable offenses. Clinical staff
in Health Services are likewise not CSAs, unless specifically designated. Pastoral and professional counselors and
clinical staff in Health Services are encouraged to inform persons being counseled/treated of procedures to report
crimes on a voluntary, confidential basis to a CSA or the Department of Public Safety.
Pastoral Counselor: An employee that is recognized by that religious order or denomination as someone
who provides confidential counseling and who functions within the scope of that recognition as a
pastoral counselor.
Professional Counselor: An employee whose official responsibilities include providing psychological
counseling to members of the institution’s community and who also functions within the scope of their license
or certification.
REPORTING CRIMINAL OFFENSES
e following offices are designated by the University to receive complaints of criminal offenses. Complaints of
criminal activity on campus should be filed with Brown’s Department of Public Safety as it is the University’s law
enforcement unit. Students and employees of Brown should report crimes to Public Safety by calling 401-863-3322.
Prompt and accurate reporting to Public Safety is important for it facilitates improved investigation and the
preservation of evidence. If you prefer not to report alone, you can bring a friend or go through several support
offices on campus. ose who prefer to speak with a non-uniformed advocate of DPS or a member of the
Investigations Bureau can call 401-863-1663. Reports to Public Safety may form the basis of criminal charges
(violations of state or federal law) and/or University discipline cases. e victim’s wishes are always taken
intoconsideration.
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Criminal offenses that occur off campus may also be filed by complainants directly with the Providence Police
Department 401-272-3121. Complainants wishing to file a criminal report with the PPD may request assistance
with these procedures from Brown Public Safety or the DPS Law Enforcement advocate or a member of the
Investigations Bureau at 401-863-1663. To reach Public Safety’s on duty sergeant call 401-863-1663. Once a criminal
report is filed with the Providence Police Department, the decision to prosecute felony crimes is made at the
discretion of the Attorney General and for misdemeanor cases the decision to prosecute is made by the Providence
Police. Each agency is also responsible for providing the necessary and appropriate follow-up and communication
with the complainant.
e Department of Public Safety provides support services for the victims of sensitive crimes to include hate crimes,
sexual assault, assaults, robberies, relationship violence, and stalking. e department has a law enforcement advocate
who works cooperatively with the Investigations Bureau, Campus Life, Counseling Services, BWell Sexual Harm
Acute Response & Empowerment Advocates, and Human Resources to ensure individuals are knowledgeable about
their options for personal and workplace safety planning. e department also provides support for survivors in effort
to facilitate reporting and any necessary communications with other municipal agencies to include the Providence
Police Department involving sensitive crimes and case follow-up.
e department coordinates events and programming that serves to raise awareness about such sensitive crimes.
DPS also offers self-defense and various safety programs for all students and staff. We can also direct you to the
many victim service providers that are available in the State of Rhode Island.
A trained law enforcement advocate (non-police position) is available to provide post-crisis support to persons who
report they have been a victim of a crime. Services available include:
• Victim advocacy and support
• Individual and workplace safety-planning
• Review of RI victim’s rights, related law, legal definitions of crimes, and related legislation
• Provide transportation and accompaniment to local courts for pretrial and restraining order hearings
• Provide resource information, as well as referrals to external agencies servicing victims of crime, and their
families in Rhode Island, Connecticut, and Massachusetts
• Explain options and procedures for reporting
• Explain protective orders and related court procedures
• Intimate partner & stalking awareness sessions
ese services are available to students, faculty, and staff. For undergraduate, graduate, and medical students
who would like to receive confidential advocacy services, they can also make an appointment with BWell Sexual
Harm Acute Response & Empowerment Advocates at 401-863-2794, emailing bwell@health.brown.edu, or
online at brown.edu/bwell. Students can also call the Sexual Assault Response Line at 401-863-6000 for 24/7
urgent help from a confidential crisis counselor aer an experience of sexual, relationship or gender-based harm.
Individuals who wish to become more informed about any of the aforementioned areas, or would like develop an
individualized plan for safety, are welcome to also make an appointment.
e Investigations Bureau plays an integral role in providing support and case follow-up for crime victims at Brown.
Members of this bureau are available to assist a community member with filing a criminal complaint and will provide a
full overview of the option prior to moving forward. Please call the Investigations Bureau at 401-863-1663 for assistance.
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SILENT WITNESS REPORTING
Anonymous reporting is available on-line at Public Safety’s website. Click on the Silent Witness form to file an
anonymous report of non-violent incidents. is is not an approved method to report crime in progress as the
message is received via email and may not be read immediately. Violent crimes should be reported immediately
at 401-863-4111 or x4111 from a campus phone. If the incident can be verified, it will be included in the statistics
that appear in this document. Reports made anonymously do not allow contact with the reporting witness and
therefore, the extent to which the incident can be documented is limited.
MISSING STUDENT NOTIFICATION POLICY
In accordance with the Higher Education Opportunity Act of 2008 (20 U.S.C. § 1092(j)), Brown University has
adopted a Missing Student Notification Policy for students who reside in on-campus housing.
Registering a Confidential Contact Person
In addition to registering an emergency contact, the Missing Student Notification Policy provides students residing
in on-campus housing with the option to register, confidentially, an individual to be contacted by Brown University
in the event the student is determined to be missing by the Department of Public Safety or local law enforcement.
is contact information will be maintained confidentially and will only be accessible to authorized Brown officials,
and may not be disclosed outside the University except to law enforcement personnel in furtherance of a missing
person investigation or as otherwise provided by law.
Missing Student Notification
Anyone who believes that a student might be missing should immediately report the matter to the Department
of Public Safety (401-863-3322). If it is believed to be an emergency situation, call 401-863-4111 (or x4111 from a
campus phone). e Department of Public Safety, in collaboration with other institutional officials and external
law enforcement authorities, as appropriate under the circumstances, shall promptly conduct an investigation to
determine whether the student is missing. A student shall be deemed missing when the student is absent from the
University for more than 24 hours without any known reason. As a part of this process, a student’s designated
confidential contact may be contacted in furtherance of the investigation of a missing person report. If the
Department of Public Safety’s or local law enforcement’s investigation determines that the student is missing, the
University will notify the student’s confidential contact not later than 24 hours aer the student is determined to
be missing. If the missing student is under 18 years of age, and not emancipated, the University will notify the
custodial parent or guardian, in addition to the confidential contact within 24 hours of the determination that
the student is missing. e University will also notify the appropriate local law enforcement agency within 24
hours of the determination that the student is missing, unless local law enforcement was the entity that made the
determination that the student is missing.
Students Living in Off-Campus Housing
While this policy only applies to students residing in on-campus housing facilities, anyone who believes that a
student who resides in off-campus housing might be missing should immediately report their concern to the
Department of Public Safety and/or local law enforcement. Students living off-campus should maintain current
emergency contact information on file with the University to assist in such an event.
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EMERGENCY PREPAREDNESS & EVACUATION
Brown University has recognized the need to prepare for and to respond to emergency incidents that pose a
threat to the health and safety of the Brown community. Upon confirmation that a significant emergency or
dangerous situation involving an immediate threat to the health or safety of students or employees is occurring
on campus, Brown University will provide immediate notification of the emergency or dangerous situation to
the campus community.
Brown University has implemented an emergency campus alert system (BrownAlert) that can contact thousands of
individuals within minutes if there is an urgent situation or crisis. During critical events, Brown University will use
the BrownAlert System to deliver advisories and instructions to students, faculty, staff and others via cell phones,
land lines, email and other communication devices. e primary method of communicating these alerts is through
email messages and text messages. Message templates have been developed for various emergencies which includes
initial messaging and predetermined distribution lists to ensure prompt and effective communication.
We have also installed an Emergency Siren Warning System (BrownSiren) on our main campus. e system
consists of three strategically placed sirens that will be used to warn the University community in the event of a life
threatening emergency. If a life threatening emergency is identified where a campus wide BrownSiren activation is
necessary, the Department of Public Safety will activate the system. e activation will consist of an alert tone and
a voice message regarding the nature of the emergency. Additionally the University will utilize BrownAlert and
the emergency web site to provide further information. Once an emergency has been resolved the BrownSiren and
other communication methods will be utilized to inform people that the emergency is over. System tests will be
announced in advance. When the system is activated for a test, no action is necessary and there is no need to seek
shelter. Brown will publicize its emergency response and evacuation procedures in conjunction with at least one
test per calendar year.
In 2022, Brown University performed a test of the BrownAlert and BrownSiren systems on April 11, 2022 and on
October 18, 2022. e Brown community, neighbor groups, city emergency responders as well as city and state
emergency management agencies were notified in advance of the tests.
Any such notification will be provided by the following methods:
BrownAlert System. Brown University has implemented an emergency campus alert system that can contact
thousands of individuals within minutes if there is an urgent situation or crisis.
During critical events, Brown University will use the BrownAlert System to deliver advisories and instructions to
students, faculty, staff and others via email and text messaging primarily.
Brown students, faculty and staff can use their personal cell phone number to enable Brown to reach them in the
event of an emergency. Personal cell phone numbers will only be used by authorized personnel for emergencies or
official business.
Please visit the University’s Emergency Communications website and follow the link under BrownAlert for
students, faculty, and staff.
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1. Brown Siren is designed to alert the Brown community of a life threatening emergency on campus such as a
hostile intruder, a large chemical release near campus, or a natural disaster where there is no advance warning.
e siren is intended to be heard while outdoors. If you are indoors when the system is activated, it is not
expected that you will hear the siren or the voice message that follows. If the siren system is used in an actual
emergency, members of the community would be directed to seek shelter indoors and additional information
would be sent through the BrownAlert emergency notification system via email, text messages, and updates
on the Brown homepage. e Brown Alert and BrownSiren systems are tested periodically. During the test,
no action is necessary and there will be no need to seek shelter. Testing for the Brown Siren test is done at a
minimum, bi-annually. Testing may be announced or unannounced. A description of the test, date, time and if
the Brown community was notified is documented.
2. University Webpage. In the event of a significant emergency, the University will utilize the website to
inform and update the community members about an emergency occurring on campus. If there is a significant
emergency on campus the webpage will contain information about the nature of the emergency, steps taken to
address the situation, the emergency’s current status and a cumulative chronology of BrownAlert information,
any necessary instructions for the University community, and resources for further information.
Upon confirmation that a significant emergency, or dangerous situation is occurring on campus, the University
will, without delay, and taking into account the safety of the community, determine the content of the notification
and initiate its notification systems, unless issuing the notification will, in the professional judgment of the
Department of Public Safety, compromise efforts to assist a victim or to contain, respond to, or otherwise mitigate
the emergency.
In general, the process the University will follow to confirm that a significant emergency or dangerous situation
exists is the following:
1. Brown University police officers will be dispatched to confirm that an emergency situation exists (depending
on the nature of the situation, the Department of Public Safety may be aided by other University offices to
confirm the nature and severity of the emergency, e.g., Department of Environmental Health and Safety,
Department of Facilities Management.
2. Assessment of the situation by the Department of Public Safety (in collaboration with other University
departments as may be beneficial), appropriate actions to be taken, and activating the alert systems and the
content of the messages to be conveyed.
Due to the size of the University and the paramount importance of the safety of the members of the University
community, notifications are given to the entire community. e Vice President of Public Safety and Emergency
Management or their designee has the responsibility to determine the content of this notification and to active the
University’s notification systems.
In the event of a significant emergency or threat to the health and safety of area residents the University, through
its Department of Public Safety will communicate with the City of Providence and its appropriate offices for the
purpose of providing notifications to area residents.
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To ensure the effectiveness of its emergency preparedness, the University regularly engages the University
community about its emergency and evacuation plans. e activities take the form of classroom and online
training, no less than annual tabletop or disaster exercises, and no less than annual testing of its emergency
notification systems. In addition, emergency evacuation procedures (fire drills) are tested at least four times per
year in all student residence halls. Tests of the emergency response and evacuation procedures may be announced
or unannounced. e University will document for each test, a description of the exercise, the date and time, and if
it was announced or unannounced.
TIMELY WARNING POLICY
e Department of Public Safety will issue a timely warning for Clery Act crimes that occur on Brown University’s
Clery Act geography that (a) are reported to a campus security authority and (b) considered by the Vice President of
Public Safety and Emergency Management or their designee to represent a serious or continuing threat to students
and employees. e timely warning, which is called a Crime Alert, will not disclose the name(s) of the victim(s).
CORPORATION POLICY STATEMENT ON EQUAL OPPORTUNITY,
NONDISCRIMINATION AND AFFIRMATIVE ACTION
Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based
upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation,
gender identity, gender expression, or any other characteristic protected under applicable law and caste which
is protected under this policy, in the administration of its policies, programs, and activities. e University
recognizes and rewards individuals on the basis of qualifications and performance.
e University maintains an affirmative action program in employment for minorities, women, persons with
disabilities and veterans, and requires its employees to take good faith efforts to comply with the program. e
University encourages those with whom it conducts business to meet the commitments of this important program.
e President delegates the authority to implement this Policy Statement to the Office of Institutional Equity
andDiversity.
Office of Institutional Equity
and Diversity contact information:
401-863-2216
institutional_diversity@brown.edu
CAMPUS SEX CRIMES PREVENTION ACT
e Federal Campus Sex Crimes Prevention Act requires colleges and universities to issue a statement advising
the campus community where state law enforcement agency information concerning registered sex offenders may
be obtained. e act also requires registered sex offenders to provide to appropriate state official notice of each
institution of higher education in the state at which the offender is employed, carries on a vocation, or is a student.
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In complying with the Federal Campus Sex Crimes Prevention Act, the Brown University Department of Public
Safety has established a procedure to advise local communities where current sex offender registration information,
at which the person is employed or is a student at Brown University, may be obtained. e Brown University
Department of Public Safety informs the campus community each academic year where they can find information
on registered sex offenders. For more information, please visit the Rhode Island Sex Offender Registry.
Other resources for Sex Offender Registry information are, Providence Police Department at 401-272-3121,
Rhode Island Parole Board at 401-462-0900, Rhode Island Sex Offender Communication Notification Unit
at 401-462-0905.
SEXUAL AND GENDER-BASED MISCONDUCT POLICY
is policy prohibits Sexual Harassment, Gender-Based Harassment, Sexual Assault, Dating Violence, Domestic
Violence, and Stalking, in addition to Sexual Exploitation and Provision of Alcohol and/or Other Drugs for
Purposes of Prohibited Conduct. is policy also prohibits Retaliation against an individual for making a report of
conduct prohibited under this policy or for participating in an investigation of an alleged violation of this policy.
is policy is in accordance with relevant provisions of the Violence Against Women Reauthorization Act
of 2013; Title VII of the Civil Rights Act of 1964; the Jeanne Clery Disclosure of Campus Security Policy and
Campus Crime Statistics Act; their implementing regulations; and other applicable federal and Rhode Island
state laws and regulations.
e Sexual and Gender-based Misconduct Complaint Procedure provides a prompt, fair, and impartial process from
the initial investigation to the final result.
Please refer to APPENDIX A to review the Sexual and Gender - Based Misconduct Policy.
Please refer to APPENDIX B to review the Sexual and Gender - Based Misconduct Complaint Procedures.
SEXUAL AND GENDER-BASED HARASSMENT, SEXUAL ASSAULT,
INTIMATE PARTNER VIOLENCE, AND STALKING POLICY
is policy prohibits Sexual Harassment, Gender-Based Harassment, Sexual Assault, Dating Violence, Domestic
Violence, and Stalking, in addition to Retaliation against an individual for making a report of conduct prohibited
under this policy or for participating in an investigation of an alleged violation of this policy. It also defines
Prohibited Intimate Relationships between individuals where one individual has power or authority over another
which could create a hostile environment.
is policy is in accordance with Title IX of the Education Amendments of 1972; relevant provisions of the Violence
Against Women Reauthorization Act of 2013; Title VII of the Civil Rights Act of 1964; the Jeanne Clery Disclosure
of Campus Security Policy and Campus Crime Statistics Act; their implementing regulations; and other applicable
federal and Rhode Island state laws and regulations.
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e Title IX Grievance Procedure provides a prompt, fair, and impartial process from the initial investigation to the
final result.
Please refer to APPENDIX C to review this policy.
Please refer to APPENDIX D to review this grievance procedure.
In addition to the definitions provided in Appendix A and Appendix C, the Rhode Island General Laws provide
that Domestic Violence (RIGL § 12-29-2) includes, but is not limited to, any of the following crimes when
committed by one family or household member against another: (1) Simple assault (§ 11-5-3); (2) Felony assaults
(chapter 5 of title 11); (3) Vandalism (§ 11-44-1); (4) Disorderly conduct (§ 11-45-1); (5) Trespass (§ 11-44-26); (6)
Kidnapping (§ 11-26-1); (7) Child-snatching (§ 11-26-1.1); (8) Sexual assault (§§ 11-37-2, 11-37-4); (9) Homicide
(§§ 11-23-1 and 11-23-3); (10) Violation of the provisions of a protective order entered pursuant to § 15-5-19,
chapter 15 of title 15, or chapter 8.1 of title 8 where the respondent has knowledge of the order and the penalty
for its violation, or a violation of a no contact order issued pursuant to § 12-29-4; (11) Stalking (chapter 59 of title
11); (12) Refusal to relinquish or to damage or to obstruct a telephone (§ 11-35-14); (13) Burglary and Unlawful
Entry (chapter 8 of title 11); (14) Arson (chapter 4 of title 11); (15) Cyberstalking and cyberharassment (§ 11-52-
4.2); (16) Domestic assault by strangulation § 11-5-2.3; and (17) Electronic tracking of motor vehicles (§ 11-69-1).
e Rhode Island General laws do not define Dating Violence or Consent.
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UNDERSTANDING PUBLIC SAFETY’S RESPONSE
TO SEXUAL ASSAULT
Filing a report of sexual assault with the Brown Department of Public Safety (DPS) does not require you to pursue
criminal charges against your offender. We believe in empowering a victim of a crime to make their own decisions,
considering ALL of their options. Your safety is paramount to us. DPS can advise you of your options and can also
preserve evidence while you consider your options. DPS staff can also advise you on safety planning techniques.
Meeting with clinical staff in Counseling and Psychological Services (CAPS), clinical staff in Health Services,
Sexual Harm Acute Response & Empowerment Advocates in BWell Health Promotion or pastoral counselors in the
Office of the Chaplains and Religious Life does not constitute a subsequent notification to the Department of Public
Safety in most cases.
Steps Involved with Reporting to DPS
• As a response to your report, a Campus Police Officer will be dispatched to your location to gather preliminary
information and to render assistance. e Administrator on-call will be notified. Students will be offered the
option to speak with a confidential on-call counselor to provide support, inform you of time-sensitive medical
options, and make arrangements to help you get medical care, if you choose, or access other safety measures,
such as emergency housing. For students who would not like to connect to an on-call crisis counselor in
the moment, follow-up contact from a confidential BWell Sexual Harm Acute Response & Empowerment
Advocate will be offered.
• DPS will offer a transport to Health Services or the local hospital in an unmarked vehicle.
• DPS places much emphasis on minimizing the number of officers present during this preliminary interview
process. e officer will ask you to provide details about what occurred, as well as information about your
offender to the best of your ability, at a pace that you are comfortable with. An advocate can be available to
accompany you during this process.
• A DPS Detective will be available to assist you with any follow-up conducted by the Providence Police
Department to interview you to obtain the details of the incident. You may decline to notify such authorities.
• Your identity will be kept as private as possible. Although a timely warning (refer to page ten) about the
incident may be circulated, every effort will be made to maintain privacy and to respect the legitimate privacy
concerns of all involved individuals.
• e DPS Detectives Bureau, which includes detectives, will be assigned to the case. All members of this
Bureau have been trained extensively in the investigation of sexual offenses and the impact of the crime on
the victim. ey will approach each case in a sensitive manner and will be responsible for conducting any in
depth interviews with you. DPS Detectives will also notify the Providence Police Department Special Victims
Unit as PPD is the prosecuting agency and facilitate communication with the victim.
• All reports of Sexual Assault are handled with a great level of sensitivity and you may opt out of the process
at any point. DPS response will vary on a case by case basis depending on the nature of the report (i.e. if the
individual is reporting an assault that occurred several days or weeks prior and they are not in crisis or in
need of immediate medical intervention).
Additional reporting resources can be found in Appendix A. 3.1.
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Evidence Gathering
When reporting to DPS, you are not expected to make any critical decisions on the spot. However, the gathering
and preserving of any available evidence is critical should you ever decide to pursue your case criminally. In the
state of RI, there is no statute of limitations for filing criminal charges in 1st degree Sexual Assault cases. As a
process of our response protocol, potential evidence available at the scene of the crime would be protected and
preserved, if applicable. You have the option to have critical evidence gathered and preserved by undergoing a
medical examination kit at most local hospitals up to 96 hours aer an assault. You are advised not to change
clothes, shower, bathe, eat, or drink before this examination. Evidence collection at a local hospital DOES NOT
require or obligate you to pursue any course of action. A Sexual Harm Acute Response & Empowerment Advocate
can guide you through options about your medical care, as well as help you understand which hospital may best
suit your needs.
Your Safety
As a result of your experience, you may be feeling anxious and/or fearful. We realize it may be difficult to move
forward when you are feeling unsafe. You may have concerns about stalking or intimidation. If you have personal
safety concerns, a DPS Law Enforcement Advocate is available to create a personal safety plan with you. is plan,
created with your input, will outline options available to you that specifically address your residential and personal
safety concerns, list all applicable support offices available to you at Brown and across RI, and all of your reporting
options moving forward. Please call 401-863-2542 for assistance. Students who need urgent help can call the 24
hour Sexual Assault Response Line at 401-863-6000 to speak with a confidential crisis counselor for students. BWell
Sexual Harm Acute Response & Empowerment Advocates can also provide follow-up care. As confidential campus
advocates, Sexual Harm Acute Response & Empowerment Advocates can support undergraduate, graduate, and
medical students, impacted by sexual harm, (including gender-based or relationship violence) that has occurred
at any time and can assist with safety-planning help as well as navigating medical, reporting, and campus-based
accountability options. To make an appointment with a BWell Sexual Harm Acute Response & Empowerment
Advocate, call 401-863-2794, email bwell@health.brown.edu, or visit brown.edu/bwell.
Public Safety Resources
DPS Investigations Bureau
401-863-1663
DPS Detectives are on-call and are responsible for meeting with and interviewing victim/witnesses. Detectives also
offer case follow-up and assistance with pursuing criminal charges. If a case requires communication with another
police agency, Brown Detectives will coordinate with external police departments to assist a victim. Our detectives
receive specialized training in the areas of sexual assault and trauma and domestic violence.
DPS Law Enforcement Advocate
401-863-1663
A law enforcement advocate is available to provide victim advocacy and support to persons who report they have
been a victim of a crime. Services available include individual and workplace safety planning, review of victim
rights, assistance with obtaining restraining orders, and referrals to external victim service providers as warranted.
About Protective Orders
ere are two types of court-ordered protective orders.
No Contact Order is related to a criminal charge and is issued at the time of an offender’s arraignment. A No
Contact Order is in effect for the entire length of the criminal case, including through the length of the sentence.
It can be dropped only at the request of the victim with the approval of a judge.
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Restraining orders (civil) can be sought whether or not there is a criminal case. Restraining orders can be
issued when there has been physical or sexual abuse, threats of violence, harassment or stalking that leads someone
to fear for their physical safety.
For students at Brown, No Communication/Contact Orders are initiated through the Office of Student Conduct and
Community Services and Title IX and Gender Equity office (Title IX Office). ese orders are not to be confused with
state issued protective orders. NCO’s are temporary directives issued by the Student Conduct & Community Standards
and Title IX Office prohibiting communication between or among designated students. No Contact Orders (NCOs) are
issued when, in the judgment of a Student Conduct dean, or Title IX Program Coordinator, there is reason to believe that
an order would be in the best interest of all parties and the community for promoting peace and civility. NCO’s do not
become part of a student’s conduct record unless they violate the order as determined by the student conduct procedures.
NCO’s prohibit all forms of communication between designated students, direct or indirect, written, electronic or
through a third party. e duration of a NCO is determined by the Student Conduct & Community Standards, or Title
IX Office and students may request to have a NCO lied aer an appropriate sustained period ofcompliance.
e University maintains as confidential any accommodations or protective measures provided, to the extent that
maintaining such confidentiality would not impair the ability of the University to provide the accommodations or
protective measures.
For more information about protective orders, please contact the DPS Law Enforcement Advocate at 401-863-2542
or the RI Restraining Order Office at 401-458-3372.
Day One Advocate
401-421-4100
27/7 Helpline: 800-494-8100
dayoneri.org
info@dayoneri.org
An advocate can provide support throughout your healing, aer you have experienced trauma. Advocates are
available to listen to you and offer information with resources that place you on the path to healing.
Whatever your advocacy needs may be, Day One can assist you with services, support, and referrals.
Advocacy is a process of supporting and empowering people to:
• Express feelings and concerns
• Access information and services
• Explore choices and options
How to be an Active Bystander
Bystanders play a critical role in the prevention of sexual and relationship violence. ey are “individuals who
observe violence or witness the conditions that perpetuate violence. ey are not directly involved but have the choice
to intervene, speak up, or do something about it.” We want to promote a culture of community accountability where
bystanders are actively engaged in the prevention of violence without causing further harm. We may not always
know what to do even if we want to help. Below is a list of some ways to be an active bystander. Further information
regarding bystander intervention may be found. If you or someone else is in immediate danger, dial 911. is could
be when a person is yelling at or being physically abusive towards another and it is not safe for you to interrupt.
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• Watch out for your friends and fellow students/employees. If you see someone who look like they could be in
trouble or need help, ask if they are ok.
• Intervene with people who seclude, hit on, try to make out with, or have sex with people who are incapacitated.
• Speak up when someone discusses plans to take sexual advantage or another person.
• Believe someone who discloses sexual assault, abusive behavior, or experience with stalking.
• Refer people to on or off campus resources listed in this document for support in health, counseling, or with
legal assistance.
Risk Reduction
With no intent to victim blame and recognizing that only abusers are responsible for their abuse, the following are
some strategies to reduce one’s risk of sexual assault or harassment (taken from Rape, Abuse, & Incest National
Network, rainn.org)
• Be aware of your surroundings. Knowing where you are and who is around you may help you to find a
way to get out of a bad situation.
• Try to avoid isolated areas. It is more difficult to get help if no one is around.
• Walk with purpose. Even if you don’t know where you are going, act like you do
• Trust your instincts. If a situation or location feels unsafe or uncomfortable, it probably
isn’t the best place to be.
• Try not to load yourself down with packages or bags as this can make you appear more vulnerable.
• Make sure your cell phone is with you and charged and that you have cab money.
• Don’t allow yourself to be isolated with someone you don’t trust or someone you don’t know.
• Avoid putting music headphones in both ears so that you can be more aware of your surroundings,
especially if you are walking alone.
• When you go to a social gathering, go with a group of friends. Arrive together, check in with each
other throughout the evening, and leave together. Knowing where you are and who is around you may help
you to find a way out of a bad situation.
• Trust your instincts. If you feel unsafe in any situation, go with your gut. If you see something suspicious,
contact law enforcement immediately, Brown University Department of Public Safety 401-863-4111, (local
authorities can be reached by calling 911).
• Don’t leave your drink unattended while talking, dancing, using the restroom, or making a phone call. If
you’ve le your drink alone, just get a new one.
• Don’t accept drinks from people you don’t know or trust. If you choose to accept a drink, go with
a person to the bar to order it, watch it being poured and carry it yourself. At parties, don’t drink from the
punch bowls or other large, common open containers.
• Watch out for your friends, and vice versa. If a friend seems out of it, is way too intoxicated for the
amount of alcohol they’ve had, or is acting out of character, get them to a safe place immediately.
• If you suspect you or a friend has been drugged, contact law enforcement immediately Brown
University Department of Public Safety 401-863-4111, (local authorities can be reached by calling 911).
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• If you need to get out of an uncomfortable or scary situation here are some things
that you can try:
− Remember that being in this situation in not your fault. You did not do anything wrong, it is the person
who is making you uncomfortable that is to blame.
− Be true to yourself. Don’t feel obligated to do anything you don’t want to do. “I don’t want to” is always a
good reason. Do what feels right to you and what you are comfortable with.
− Have a code word with your friends or family so that if you don’t feel comfortable you can call them and
communicate your discomfort without the person you are with knowing. Your friends or family can then
come to get you or make up an excuse for you to leave.
− Lie. If you don’t want to hurt the person’s feelings it is better to lie and make up a reason to leave than to
stay and be uncomfortable, scared or worse. Some excuses you could use are: needing to take care of a
friend or family member, not feeling well, having somewhere else that you need to be, etc.).
• Try to think of an escape route. How would you try to get out of the room? Where are the doors?
Windows? Are there people around who might be able to help you? Is there an emergency phone nearby?
• If you and/or the other person have been drinking, you can say that you would rather wait until you
both have your full judgment before doing anything you may regret later.
STUDENT VIOLATIONS OF THE CODE OF STUDENT CONDUCT
Student violations of University non-academic rules and regulations should be reported by filing an online
Campus Incident Complaint Form (CICF.brown.edu) with the Office of Student Conduct & Community
Standards, 42 Charlesfield Street, 4th floor. Once an incident is reported through a CICF, the matter will proceed
in accordance with student conduct procedures as appropriate. Both the respondent and the complainant are given
the opportunity to have an advisor during a formal Investigative Review, a hearing before the Student Conduct
Board, an Administrative Hearing, or a Restorative Board. Outcomes that may result from a Student Conduct
Board Hearing or an Administrative Hearing include no community status assigned, or a community status of
probation, suspension, or expulsion along with any Terms deemed appropriate. Outcomes that may result from
an Administrative Review Meeting include no community status assigned, or a community status of probation
and any Terms deemed appropriate. Outcomes that result from a Letter Resolution include no community status
assigned along with any Terms deemed appropriate. .
Violations of Brown’s Code of Student Conduct may or may not constitute a violation of criminal laws, thus the
filing of a CICF is not synonymous with the filing of a criminal report with DPS. If you believe a criminal act has
occurred and you wish to proceed through the Rhode Island criminal courts, you must file a criminal report with
DPS or the Providence Police Department.
e University will, upon written request, disclose to the alleged victim of a crime of violence (as that term is
defined in section 16 of title 18, United States Code), or a non-forcible sex offense, the report on the results of any
disciplinary proceeding conducted by the University against a student who is the alleged perpetrator of such crime
or offense. If the alleged victim is deceased as a result of such crime or offense, the next of kin of such victim shall
be treated as the alleged victim.
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ALCOHOL AND DRUG POLICIES AND DISCLOSURES
In accordance with the “Drug-Free Schools and Communities Act of 1989”, this Annual Security Report includes
the following statements regarding Brown University programs to prevent the unlawful possession, use, or
distribution of illicit drugs and alcohol by students and employees on its property or as part of any of its activities.
Alcohol Use and Underage Drinking
In accordance with the federal Drug-Free Schools and Communities Act of 1989, the University’s policies prohibit
the unlawful possession, use or distribution of alcohol by Brown University students, faculty, and staff on its
property or as part of any of its activities. Students, faculty, and staff are expected to fulfill their obligations and
responsibilities pursuant to institutional policy and federal, state and local laws and regulations.
It is unlawful for individuals who have not attained the age of 21 to purchase, possess, or consume alcoholic
beverages. It is also unlawful to deliver alcoholic beverages to a person under the age of 21, or misrepresent
oneself as having attained the age of 21 to procure alcoholic beverages. ere are no exceptions to these laws
that are applicable to members of the Brown University community.
For Students:
Brown University students are expected to comply with all federal, state and local laws pertaining to alcohol. e
illegal possession, use, manufacture, distribution, provision, sale or possession with the intent to sell alcohol is
prohibited by University policies. Students seeking to sponsor activities where alcohol beverages are to be served
must have all required University approvals and abide by established University procedures.
Students violating University policies with respect to alcohol will be disciplined in accordance with Brown
University’s Code of Student Conduct and a discipline may include the completion of an appropriate rehabilitation
program.
A student who is in violation of Brown University’s policies on alcohol, shall be subject to sanctions in accordance
with Brown University policies and procedures. Disciplinary action involving alcohol violations by students may
result in the imposition of a range of terms as specified in Brown University’s Code of Student Conduct, up to and
including expulsion.
Any disciplinary action imposed by the University may be in addition to any penalty imposed by an off-campus
authority. Students are subject to prosecution under applicable local, state or federal laws.
For Faculty, Staff, and Student Employees:
Brown University employees (faculty, staff, and student employees) are expected to comply with all federal, state
and local laws pertaining to alcohol. All Brown employees are prohibited from unlawful manufacture, distribution,
possession or use of alcohol (except as is lawful, and permissible under Rhode Island Law and University policies),
on the property of Brown University, or as part of any of its activities.
Employees violating University policies with respect to alcohol will be disciplined in accordance with procedures
outlined in Brown University’s policies and/or the faculty rules and regulations.
An employee, who is in violation of Brown University’s policies on alcohol, shall be subject to disciplinary actions in
accordance with Brown University policies and procedures; additionally, this discipline may include the completion
of an appropriate rehabilitation program. Disciplinary action involving alcohol violations by employees will
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result in disciplinary actions up to and including termination of employment. Any disciplinary action imposed
by the University may be in addition to any penalty imposed by an off-campus authority. Employees are subject to
prosecution under applicable local, state or federal laws.
With respect to students employed by the University, nothing in Brown policy shall be construed as precluding
the University from disciplining students pursuant to the University’s Code of Student Conduct/policies, or from
taking appropriate action against students pursuant to the University’s emergency powers.
Prohibition of Illegal Drugs
In accordance with the federal Drug-Free Schools and Communities Act of 1989, Brown University policies prohibit
the unlawful possession, use or distribution of controlled substances/illicit drugs by Brown University students,
faculty and staff on its property or as part of any of its activities. Students, faculty and staff are expected to fulfill
their obligations and responsibilities pursuant to institutional policy, and federal, state and local laws and regulations.
Under state and federal law, it is unlawful, except as expressly authorized by law, to manufacture, distribute, dispense,
or possess with intent to manufacture, distribute or dispense a controlled substance/illicit drug. More severe criminal
sanctions are assessed in instances where a person 18 years of age or older unlawfully distributes a controlled
substance/illicit drug to a person under 21 years of age (federal law) or under 18 years of age (state law).
For Students:
Brown University students are expected to comply with all federal, state and local laws pertaining to drugs. e
illegal possession, use, distribution, provision, sale, or possession with the intent to sell, of drugs and/or drug
paraphernalia, is prohibited by University regulations on Brown property or as part of any of its activities. Students
violating University policies with respect to drugs will be disciplined in accordance with Brown University’s Code
of Student Conduct and a discipline may include the completion of an appropriate rehabilitation program. A
student who is in violation of Brown University’s policies on drugs shall be subject to sanctions in accordance with
Brown University policies and procedures. Any disciplinary action imposed by the University may be in addition to
any penalty imposed by an off-campus authority. Students are subject to prosecution under applicable local, state or
federal laws.
For Faculty, Staff and Student Employees:
As a term and condition of employment with Brown University, all employees (faculty, staff and student employees)
are prohibited from the unlawful manufacture, dispensing, possession or use of a controlled substance upon the
property of Brown University or as part of any of its activities. All employees of the University must abide by the
terms of Brown’s policy and notify their immediate supervisor and University Human Resources of their conviction
for a criminal drug statute violation occurring in the workplace no later than five days aer such conviction.
Any violations of Brown’s policy by an employee will result in the University taking appropriate personnel action
against such an employee, up to and including termination of employment, and/or requiring the employee to
participate satisfactorily in an approved drug assistance or rehabilitation program. Any disciplinary action
imposed by the University may be in addition to any penalty imposed by an off-campus authority. Employees are
subject to prosecution under applicable local, state or federal laws.
With respect to students employed by the University, nothing in Brown’s policy shall be construed as precluding
the University from disciplining students pursuant to the University’s Code of Student Conduct/policies, or from
taking appropriate action against students pursuant to the University’s emergency powers.
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Federal, State and Local Laws and Sanctions
Controlled Substances
Any person who manufacturers, delivers, or possesses with the intent to manufacture or deliver a Schedule I or II
controlled substance may be imprisoned to a term up to life, and/or fined $10,000 to $500,000. For Schedule III or
IV controlled substances, such person may be imprisoned for up to twenty (20) years and/or fined up to $40,000. For
Schedule V controlled substances, such person may be imprisoned up to one (1) year and/or fined up to $10,000. Any
person who knowingly or intentionally possesses a Schedule I, II, III, IV, or V controlled substance in the absence of a
valid prescription may be imprisoned for up to three (3) years, and/or fined $500 to $5,000. R.I.G.L. § 21-28-4.01.
Alcoholic Beverages
Sanctions for misrepresentation of age include (i) a mandatory fine of $100 to $500, thirty (30) hours of community
service, and suspension of driving privileges for thirty (30) days for the first offense; (ii) a mandatory fine of $500
to $750, forty (40) hours of community service, and suspension of driving privileges for three (3) months for the
second offense; and (iii) a mandatory fine of $750 to $1,000, fiy (50) hours of community service, and suspension
of driving privileges for one (1) year for the third and subsequent offenses. R.I.G.L. § 3-8-6.
Sanctions for possession of alcoholic beverages by underage persons include thirty (30) hours of community service,
minimum sixty (60) day suspension of driving privileges, and (i) fines of $150 to $750 for the first offense, (ii) fines
of $300 to $750 for the second offense, and (iii) fines of $450 to $950 for the third and subsequent offenses. R.I.G.L.
§ 3-8-10.
Sanctions for furnishing or procuring alcoholic beverages for underage persons include (i) fines of $350 to $1,000
and/or imprisonment up to six (6) months for the first offense, (ii) fines of $750 to $1,000 and/or imprisonment up
to one (1) year for the second offense, and (iii) fines of $1,000 to $2,500 and/or imprisonment up to three (3) years
for the third or subsequent offenses. R.I.G.L. §§ 3-8-11.1 – 3-8-11.2.
In addition to the examples above, additional criminal penalties for violations of federal, state, and local drug and
alcohol laws may be found on websites below. ere may be other provisions of federal, state, and local laws related
to drugs and alcohol that are not included in this list.
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Federal Drug Trafficking Penalties
DRUG/SCHEDULE QUANTITY PENALTIES QUANTITY PENALTIES
Cocaine (Schedule II)
500–4999 grams
mixture
First Offense: Not less
than 5 yrs, and not more
than 40 yrs. If death or
serious injury, not less than
20 or more than life. Fine of
not more than $5 million if
an individual, $25 million if
not an individual.
Second Offense: Not less
than 10 yrs, and not more
than life. If death or serious
injury, life imprisonment.
Fine of not more than $8
million if an individual, $50
million if not an individual.
5 kgs or more
mixture
First Offense: Not less than 10
yrs, and not more than life.
If death or serious injury, not
less than 20 or more than life.
Fine of not more than $10
million if an individual, $50
million if not an individual.
Second Offense: Not less than
15 yrs, and not more than life.
If death or serious injury, life
imprisonment. Fine of not more
than $20 million if an individual,
$75 million if not an individual.
2 or More Prior Offenses:
Not less than 25 years. Fine of
not more than $20 million if an
individual, $75 million if not an
individual.
Cocaine Base (Schedule II)
28–279 grams
mixture
280 grams or
more mixture
Fentanyl (Schedule II)
40–399 grams
mixture
400 grams or
more mixture
Fentanyl Analogue
(Schedule I)
10–99 grams
mixture
100 grams or
more mixture
Heroin (Schedule I)
100–999 grams
mixture
1 kg or more
mixture
LSD (Schedule I)
1–9 grams mixture
10 grams or more
mixture
Methamphetamine
(Schedule II)
5–49 grams pure or
50–499 grams
mixture
50 grams or
more pure or 500
grams or more
mixture
PCP (Schedule II)
10–99 grams pure
or 100–999 grams
mixture
100 gm or more
pure or 1 kg or
more mixture
PENALTIES
Other Schedule I & II drugs (and any
drug product containing Gamma
Hydroxybutyric Acid) Flunitrazepam
(Schedule IV)
Any amount
1 gram
First Offense:
Not more than 20 yrs. If death or serious injury, not less
than 20 yrs, or more than life. Fine $1 million if an individual, $5 million if
not an individual.
Second Offense:
Not more than 30 yrs. If death or serious bodily injury,
life imprisonment. Fine $2 million if an individual, $10 million if not an
individual
Other Schedule III drugs
Any amount
First Offense:
Not more than 10 years. If death or serious injury, not
more than 15 yrs. Fine not more than $500,000 if an individual, $2.5
million if not an individual.
Second Offense:
Not more than 20 yrs. If death or serious injury, not
more than 30 yrs. Fine not more than $1 million if an individual, $5 million
if not an individual.
All other Schedule IV drugs
Any amount
First Offense:
Not more than 5 yrs. Fine not more than $250,000 if an
individual, $1 million if not an individual.
Second Offense:
Not more than 10 yrs. Fine not more than $500,000 if
an individual, $2 million if other than an individual.
Flunitrazepam (Schedule IV)
Other than 1 gram
or more
Heroin (Schedule I)
Any amount
First Offense:
Not more than 1 yr. Fine not more than $100,000 if an
individual, $250,000 if not an individual.
Second Offense:
Not more than 4 yrs. Fine not more than $200,000 if an
individual, $500,000 if not an individual.
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Federal Trafficking Penalties- Marijuana
DRUG QUANTITY 1st OFFENSE 2nd OFFENSE *
Marijuana (Schedule I)
1,000 kg or more marijuana
mixture;
or 1,000 or more marijuana
plants
Not less than 10 yrs. or more
than life. If death or serious
bodily injury, not less than 20
yrs., or more than life. Fine not
more than life. Fine not more
than $10 million if an individual,
$50 million if other than an
individual.
Not less than 15 yrs. or more than
life. If death or serious bodily injury,
life imprisonment. Fine not more
than $20 million if an individual, $75
million if other than an individual.
Marijuana (Schedule I)
100 kg to 999 kg marijuana
mixture;
or 100 to 999 marijuana
plants
Not less than 5 yrs. or more
than 40 yrs. If death or serious
bodily injury, not less than 20
yrs., or more than life. Fine not
more than life. Fine not more
than $5 million if an individual,
$25 million if other than an
individual.
Not less than 10 yrs. or more than
life. If death or serious bodily injury,
life imprisonment. Fine not more
than $8 million if an individual, $50
million if other than an individual.
Marijuana (Schedule I)
More than 10 kgs hashish; 50
to 99 kg marijuana mixture
More than 1 kg of hashish oil;
50 to 99 marijuana plants
Not less than 20 yrs. If death or
serious bodily injury, not less
than 20 yrs., or more than life.
Fine $1 million if an individual,
$5 million if other than an
individual.
Not less than 30 yrs. If death
or serious bodily injury, life
imprisonment. Fine $2 million if an
individual, $10 million if other than
an individual.
Marijuana (Schedule I)
Less than 50 kg marijuana
(except 50 or more marijuana
plants regardless of weight); 1
to 49 marijuana plants;
Not more than 5 yrs. Fine not
more than $250,000, $1 million
if other than an individual
Not more than 10 yrs. Fine
$500,000 if an individual, $2 million
if other than individual
Hashish (Schedule I)
10 kg or less
Not more than 5 yrs. Fine not
more than $250,000, $1 million
if other than an individual.
Not more than 10 yrs. Fine
$500,000 if an individual, $2 million
if other than individual
Hashish Oil (Schedule I)
1 kg or less
Not more than 5 yrs. Fine not
more than $250,000, $1 million
if other than an individual.
Not more than 10 yrs. Fine
$500,000 if an individual, $2 million
if other than individual
*The minimum sentence for a violation after two or more prior convictions for a felony drug offense have become final is not less than 25 years
imprisonment and a fine up to $20 million if an individual and $75 million if other than an individual.
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Penalties for Violations of Rhode Island’s Drug and Alcohol Laws
rilin.state.ri.us/Statutes/TITLE3/INDEX.HTM (alcoholic beverages);
rilin.state.ri.us/Statutes/TITLE11/INDEX.HTM (criminal offenses);
rilin.state.ri.us/Statutes/TITLE21/INDEX.HTM (food and drugs);
and rilin.state.ri.us/Statutes/TITLE31/INDEX.HTM (motor and other vehicles).
Penalties for Violations of the City of Providence’s Drug and Alcohol Ordinances
municode.com/resources/gateway.asp?pid=11458&sid=39
Health Risks Associated with Alcohol and Drug Use
From the National Institute on Alcohol Abuse and Alcoholism:
niaaa.nih.gov/alcohols-effects-health/alcohols-effects-body
Drinking too much — on a single occasion or over time — can take a serious toll on your health. Here’s how
alcohol can affect your body:
Brain: Alcohol interferes with the brain’s communication pathways, and can affect the way the brain looks
and works. ese disruptions can change mood and behavior, and make it harder to think clearly and move
with coordination.
Heart: Drinking a lot over a long time or too much on a single occasion can damage the heart, causing
problems including:
• Cardiomyopathy – Stretching and drooping of heart muscle
• Arrhythmias – Irregular heart beat
• Stroke
• High blood pressure
Liver: Heavy drinking takes a toll on the liver, and can lead to a variety of problems and liver inflammations including:
• Steatosis, or fatty liver
• Alcoholic hepatitis
• Fibrosis
• Cirrhosis
Pancreas: Alcohol causes the pancreas to produce toxic substances that can eventually lead to pancreatitis, a
dangerous inflammation and swelling of the blood vessels in the pancreas that prevents proper digestion.
Cancer: According to the National Cancer Institute: “ere is a strong scientific consensus that alcohol drinking can
cause several types of cancer. In its Report on Carcinogens, the National Toxicology Program of the US Department
of Health and Human Services lists consumption of alcoholic beverages as a known human carcinogen.
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e evidence indicates that the more alcohol a person drinks—particularly the more alcohol a person drinks
regularly over time—the higher their risk of developing an alcohol-associated cancer. Even those who have no more
than one drink per day and binge drinkers (those who consume 4 or more drinks for women and 5 or more drinks
for men in one sitting) have a modestly increased risk of some cancers. Based on data from 2009, an estimated 3.5%
of cancer deaths in the United States (about 19,500 deaths) were alcohol related.”
For more information regarding specific types of cancer, please visit the National Cancer Institute page “Alcohol
and Cancer” at cancer.gov/about-cancer/causes-prevention/risk/alcohol/alcohol-fact-sheet (last accessed August
20, 2021).
Immune System: Drinking too much can weaken your immune system, making your body a much easier target
for disease. People who drink chronically are more liable to contract diseases like pneumonia and tuberculosis
than people who do not drink too much. Drinking a lot on a single occasion slows your body’s ability to ward off
infections – even up to 24 hours aer getting drunk.
From the National Institute on Drug Abuse:
Many drugs can alter a person’s thinking and judgment, and can lead to health risks, including addiction, drugged
driving, infectious disease, and adverse effects on pregnancy. Information on commonly used drugs with the
potential for misuse or addiction can be found here: drugabuse.gov/drug-topics/commonly-used-drugs-charts
Resources for Students, Faculty and Staff
On Campus Resources for Alcohol and Other Drugs
For Students:
e following services are available to all Brown students for individual care related to substance use or abuse:
BWell Health Promotion 401-863-2794
Meet with a Health Educator for a confidential appointment to explore your relationship with substances and
collaborate on developing a schema about the effects of substance use. ese conversations can be a powerful
tool in helping to make informed decisions, reduce harm, prevent relapse or connect with additional resources.
Call 401-863-9593 or request an appointment online at brown.edu/bwell.
Brown Emergency Medical Services (EMS) 401-863-4111
Counseling and Psychological Services (CAPS) 401-863-3476
Provides treatment for a range of psychological concerns, including drug and alcohol use issues, in a
confidential setting, and a goal-focused, collaborative framework.
The Dean for Recovery and Substance-Free Student Initiatives
Brown University is committed to the maintenance of a campus environment that supports all students in
achieving their academic goals. To that end, the University dedicates resources to support students in recovery
from addiction
Health Services 401-863-3953
Confidential health care for Brown students. 450 Brook St, across from the Nelson Fitness Center.
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Nursing Services 401-863-1330
Nurses are available for phone consultation during business hours
Student Support Deans, Dean of the Day available at 401-863-3145
Seeks to support students who encounter a wide range of issues, connects them to resources that fit their
situation, and serves as a sounding board to explore options and develop plans to help them manage the issue
and its impact on their time at Brown and substance use disorders. e Dean for Recovery hosts the Early
Sobriety at Brown group for students who are committed to abstinence.
e following proactive education and prevention programs are available for all students for alcohol and other drugs:
e Campus Life Advisory Board for Alcohol and Other Drugs collaborates to oversee best practices within a
comprehensive ecological framework to address alcohol and other drug use at Brown. Below is an overview of
the programming offered, which is in addition to the individual appointments available to all students.
Pre-arrival
All incoming undergraduate students complete the online Everfi course Alcohol EDU. is course addresses
alcohol use with a diverse and comprehensive opportunity for health and wellness educational empowerment. is
course was reviewed and selected for implementation by a team of faculty, staff and students.
Orientation
e Culture of Consent and Community Care class meeting, required for all incoming undergraduate students,
includes video content and several student testimonials addressing alcohol use and highlighting positive actions
students can take to care for themselves and each other, as well as speaking to the experiences of students who are
substance free and/or in recovery. is class meeting lays a foundation of what Brown students expect from one
another in a caring community. e BWell Orientation Committee comprised of student and staff reviews this
programming and makes suggestions for improvements each year.
Ongoing
• BWell Health Promotion uses population-based health behavior interventions that empower students
with information and access to pro-health skills through in person and social media outreach as well as
curriculum-based workshops.
• Public health messaging via print and social media with alcohol education and information on campus
resources are distributed regularly throughout campus with a focus on residence halls and program houses.
• Educational, evidence-based workshops covering alcohol physiology led by a BWell facilitator are conducted
throughout the year within community settings on campus.
• Campus Life Advisory Board on Alcohol and Other Drugs is comprised of staff, faculty and students who
come together to compile and analyze relevant data and emerging research to ensure Brown is using evidence
informed practices and aligning policy and educational interventions with outcomes that can be measured
through a variety of data inputs.
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For Faculty and Staff:
e following services are available to Brown Faculty and Staff related to substance use or abuse:
Brown University Faculty/Staff Assistance Plan
Sometimes personal problems arise and you need to seek outside professional advice, but you are not sure
where to turn. e Faculty and Staff Assistance Program (FSAP) is a benefit that is designed to help employees
and their families handle personal problems. Oen referred to as an Employee Assistance Program, or EAP,
this program provides confidential problem assessment and, in many cases, referral for a specific course of
treatment. To access the program directly, employees or their immediate family members may call the FSAP,
e4health 1-800-828-6025 and indicate that they are covered by the Brown contract.
Local and National Resources for Alcohol and Other Drugs
For Students, Faculty and Staff:
e following local and national resources are available to everyone including students, faculty and staff:
Alcoholics Anonymous 401-438-8860
Anonymous twelve-step recovery program.
Butler Hospital 1-800-433-6888 (inside RI) or 1-800-272-9699 (outside RI)
When you or someone you know is ready to commit or re-commit to recovery the patient assessment team at
Butler can assist in finding the right program.
Narcotics Anonymous 866-624-3578
12 step recovery program that focuses on the disease of addiction rather than any particular drug.
The Rhode Island Department of Behavioral Health Care, Developmental Disabilities and Hospitals
(BHDDH)
is site offers a listing of licensed substance use treatment agencies throughout Rhode Island. List includes
agencies licensed to provide detox, residential, outpatient, and medication-assisted treatment services.
Rhode Island’s Hope & Recovery Support Line, 401-942-STOP (7867)
is support line connects people to treatment and recovery services 24 hours/day, 7 days/week, 365 days/year.
SAMHSA’s National Helpline 1-800-662-HELP (4357) TTY: 1-800-487-4889
is Helpline provides 24-hour, free and confidential treatment referral and information about mental and/or
substance use disorders, prevention, and recovery in English and Spanish.
ZenCare
Allows you to review local (Providence and Boston area) therapists. You can filter options by selecting alcohol,
substance use or recovery focuses. You can also filter by insurance accepted and schedule a phone consultation
to see if it is a right fit.
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CAMPUS SAFETY
e Brown DPS Crime Prevention Unit and Community Engagement Team is responsible for coordinating
programming, communications, outreach events, and other informational sessions as it relates to the safety and
security of the Brown Community. e bureau also monitors crime trends nationwide and locally and will gear
programing accordingly. For example, members of the department participate in University orientation programs,
residential unit presentations, distribute a monthly newsletter, provide personal safety sessions, workplace safety and
keep the community informed about recent crime trends through social media, morning mail, campus postings and
tailored safety sessions. DPS representatives also participate as requested by University students, staff and faculty in
numerous events throughout the academic year. Other programming offered by the department includes Community
Policing Initiatives that facilitate interaction between DPS officers and various members of the community and
is geared toward safety and problem solving. For information regarding the department’s community policing
initiatives, please go to our website or contact our Community Policing Office at 401-863-9637.
Personal Safety and Crime Prevention Programs Information and Education: Full-time crime prevention and
community policing staff is available to present crime prevention presentations and discussions to groups of any size.
e bureau also hosts several crime prevention programs such as Operation I.D. which can be found across campus
on a weekly basis. Brown DPS also offers programs to inform as well as encourage students and employees to be
knowledgeable and proactive about safety procedures and practices, risk reduction strategies, crime awareness, and
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the security of the Brown Campus. A comprehensive list of programs is provided on our website and listed below. e
Brown DPS website also contains our Calendar of Events, and Weekly Incident Summary and Interactive Crime Map.
Our website has safety tips, videos, support phone numbers and up to date crime map.
Information on the Crime Map is compiled from the Department of Public Safety’s Campus Police Incident
Reports. ese summary reports do not include general service, medical assist, or alarm calls. e previous months’
maps are also listed. Please note, a Daily Crime Log can be reviewed on DPS’ website or during normal business
hours at the Department of Public Safety Headquarters, 75 Charlesfield Street.
Personal Safety and Crime Prevention Programs
Operation ID: Operation Identification is a nationally recognized property identification program open to all
members of the Brown University community. As a Crime Prevention Program, its goal is to deter the thes and
aid in the recovery of stolen property. is is accomplished by applying decals to mark valuable property and
tracking important identifying information about such property. Marked items are difficult for a thief to resell,
and these items can be traced to the rightful owner. Laptops, tablets, cell phones, bikes and other items of value
may be registered with DPS. A numbered decal will be applied to each item for easy identification. To make an
appointment to have your items registered, please contact our Crime Prevention Offices at 401-863-9593 and
401-863-9637 during normal business hours. A list of events can be found on our website calendar and published in
Today@Brown.
Safewalk: Safewalk was formed at DPS in 1988 in response to women’s safety concerns on campus. Over time, we
have come to realize that safety is an important issue for all members of the community. Safewalk is a DPS program
staffed by student employees who provide point-to-point walking escorts for their fellow community members.
Each two-person team patrols the campus, along the Brown OnCall Shuttle route, acting as additional “eyes and ears”
for community safety. SW stations a team at the Rockefeller Library and the CIT, to accommodate those who study
late. e teams can be identified by their distinctive Safewalk vests with reflective strips, and photo IDs. Each SW team
is equipped with a two-way portable radio to communicate to DPS dispatch at any time. If you see a Safewalk team
on campus, feel free to ask them to walk with you if you are feeling unsafe. Safewalk phone number (401) 863-1079.
Service Hours: Academic year, Weekdays 9 p.m. to 2:15 a.m. and Weekends 10:15 p.m. to 2:15 a.m.
Be the Help Until Help Arrives: You Are the Help Until Help Arrives is a program designed to educate and
empower the public to take action in emergency situations and provide lifesaving care before professional
help arrives.
Life-threatening emergencies can happen fast and emergency responders aren’t always nearby. You may be able to
save a life by taking simple actions immediately. At the end of this course, participants will be able to:
• Use simple and effective skills to save lives.
• Communicate with 9-1-1 operators effectively.
• Act to protect the injured from further harm.
• Position the injured.
• Stop life-threatening bleeding.
• Provide emotional support.
Be the Help until Help Arrives is offered throughout the year and upon request. You can call 401-863-9637 or email
campus_safety@brown.edu for more information.
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The Brown Building Security Initiative (BBSI): BBSI is a campus security program that seeks to promote
voluntary efforts to enhance workplace security by developing and maintaining collaborative partnerships with
various academic and non-academic department chairs. It is our hope that through these partnerships we can
enhance our ability to assess the security of university buildings, and address possible factors that may compromise
the safety of the Brown community and our facilities.
e objectives we have identified for this initiative include:
• Promote the assessment of the security of academic departments and physical spaces.
• Offer a mechanism to efficiently address issues that may potentially compromise the security of
university facilities.
• Develop and enhance partnerships within the community and further advance the department’s community
policing and crime prevention efforts into various academic and non-academic spaces across campus.
• Streamline communications with staff and faculty about safety awareness and security issues.
DPS firmly believes that success in achieving greater safety and security on campus is dependent upon the
involvement and active participation of many individuals and departments.
We also offer general BBSI Information Sessions for staff and faculty, as well as for academic and administrative
departments. General information sessions provide an overview of the program’s objectives, introduce participants
to the general concepts of hostile intruder awareness, and provide guidelines for how individuals can play an active
role in enhancing building security at Brown. Department sessions are typically offered following the completion
of a security assessment.
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If you would like to discuss a security assessment for your department/building,
please call 401-863-9593 for additional information.
U-Lock or U-Lose Bike Registration and U-Lock Upgrade: is campaign was developed in response to a
bicycle the crime trend on campus. Crime data and analysis shows that the contributing factor to thes are that
bikes stolen were locked with a cable lock or not locked at all. e U-Lock or U-Lose program was designed to
inform the community members about the crime trend, get members to register their bikes to show ownership and
by registering their bikes they could upgrade their cable lock to a new U-Lock. e department purchases a number
of U-Locks and are available on a first come first serve basis to all Brown students. If you have questions regarding
the crime trend or would like to participate in the program check our website calendar or call 401-863-9593.
Residential Vulnerability and Security Assessments (RSVA): e Department of Public Safety, Crime
Prevention Unit provides free RSVAs for all Brown students that live within the On-Call shuttle service area.
e program proposes to reduce off-campus risks and hazards by providing students and home-owners with
information and strategies that enhance personal safety and home security. Recommendations are not full proof
but will certainly maximize residential safety.
• Improve the quality of life for students and neighboring communities by applying CPTED (Crime Prevention
rough Design) principles during an assessment.
• Develop residential environments where crime cannot flourish.
• Upon receiving a written request by e-mail or letter and upon completion of Pre-Assessment Questionnaire, the
Brown Crime Prevention Unit will schedule a vulnerability assessment with any Brown student or staff member
living within the jurisdiction of Brown DPS and the On-Call shuttle service.
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For more information, check our website or call 401-863-9637
Listening Session Initiative for Students: e Department of Public Safety (DPS) offers informal opportunities
for an intimate conversation with department leadership through our new Listening Session Initiative. Our intent is
to be fully present and to listen; no cameras, no media, no agenda.
Within the listening session format, students are encouraged to attend to share thoughts and recommendations into
matters that have the potential to impact police-community relations and campus safety programming on Brown’s
campus. Nationally, we are faced with many issues that are deeply concerning to us all and we are striving to be a
department that takes an active role in discussions and programming that promotes partnerships, understanding, and
trust with the community we serve at Brown. We know the work will be challenging, but we understand it is vital to
building community relationships. Students will also have the opportunity to learn about the department’s Diversity
and Inclusion Action Plan and to provide feedback. We encourage student organizations and groups to take full
advantage of this unique opportunity. Small group discussions are preferred.
For more information and/or to schedule a session for your student constituency, please call, 401-863-2542
Transaction Safe Space: Brown DPS welcomes Brown students and staff to utilize the front lobby for processing
exchanges from online transactions. ere is a phone in the lobby that auto-dials to the DPS Communications Center
in case of an emergency.
“If the sale is legitimate, why would anyone not agree to meet at a police station lobby to complete the sale? Consider
our location as a safe alternative. It is there if you need it.” Sergeant Kelly Mitchell.
Personal Safety Alarms (PAL): Any student, faculty or staff member may obtain a Personal Safety Alarm (PAL)
device to carry and use for alerting individuals nearby that they are in danger. e personal alarm can be carried in a
purse, pocket, or attached to a keychain. It can be used in an emergency situation to call for help, draw attention to an
unsafe situation, or to scare off an attacker.
For your free alarm, please email: campus_safety@brown.edu or call 401-863-9593.
Brown Guardian: Rave Mobile Safety, contracted by the university, offers a new and improved version of the mobile
Guardian application. e Brown Guardian Mobile Safety App is available to all University students, staff, and faculty
for free. All existing Rave Alert Users have access to Rave Guardian — all you need to do I provide either your phone
number or brown email address to register. It can be downloaded as Rave Guardian by Rave Mobile Safety from
Google Play or iTunes or by navigating to getrave.com/forwardToGuardianAppStore.do from your phone’s browser.
New Features Effective June 27, 2018:
• A new Call Directory which now includes the 24-hour Sexual Assault Response Line and Counseling and
Psychological Services (CAPS) quick call options
• A new University Resource button featuring direct links to important campus resources
• Instant location sharing and streaming option even while in anonymous mode
• An enhanced two-way text option allowing users to send anonymous tips to Public Safety
• A content portal that may be populated with University Campus Safety Information
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Important Note: is service does not replace the standard practice of dialing 401-863-4111 or 3-4111 from
any campus phone to report campus-based police, fire, or medical emergencies to the Brown Department of
Public Safety.
Safety-Related Workshops: e Department of Public Safety provides the community with the resources
and education necessary to make informed choices about their safety. Department personnel participate in a wide
range of campus events to include University orientations, resource fairs, Community Coordinators trainings and
other special campus events in an effort to provide all members of the community with valuable and practical safety
information. is information is also imparted thought workshops geared towards relevant national awareness and
emergency campaigns. Some of the programs offered:
• Cyber Stalking
• Stalking Awareness
• Identity Fraud
• Stop the Bleed, Save a Life
• Emergency Preparedness Training table-top exercises
• Run, Hide, Fight
“Be Safe Brown!” and “National Night Out” are two annual campus and community safety resource campaigns
featuring a wide range of offices and resources that promote campus, personal, environmental and public safety.
“Be Safe Brown!” is offered annually in October to kick off Crime Prevention Month activities. “National Night Out”
is an annual community-building campaign that promotes police-community partnerships and neighborhood
camaraderie to make neighborhoods safer, more caring places to live. is family-friendly night of entertainment is
held in August and is free and open to the public.
PRIMARY PREVENTION AND AWARENESS PROGRAMS
FOR ALL INCOMING STUDENTS
Overview
According to the American College Health Association, prevention of sexual violence on college campuses should
take a holistic approach incorporating all levels of the socioecological system. BWell uses a public health framework
to provide orientation programming on both the individual and community levels.
BWell’s Orientation programs, Culture of Consent and Community Care, takes a holistic approach with multiple
opportunities for students to engage in content, with each component building upon the previous interventions and
interactions. is scaffolding approach allows students to interact with the material as they are ready and develop
knowledge and skills over time. All three layers of the scaffolded program is required for all incoming students.
All BWell Orientation components are designed with the following core principles:
1. Research based and evidence informed with utilization of best practices in the field of Health Promotion
that maximize the potential for knowledge gain, attitude shi and behavior change.
2. Recognizes social justice and the social determinants of health as foundational to individual and
community wellbeing.
3. Honor students’ lived experiences, making space for incorporating these into Orientation programming
and empowering them to change Brown for the better.
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Online Courses
Students complete two online courses before they arrive at Brown. e courses introduce students to the global
concepts of consent, sexual violence prevention, and health and safety and substance use.
Alcohol Edu Course Objectives:
1. Understand what to expect and how the course works
2. Define standard drink measurements for beer, wine, and liquor
3. Describe the negative physical, mental, and social consequences associated with high-risk drinking
4. List the negative effects that drinking can have on a college community
5. Agree: Most college students abstain or avoid drinking heavily
6. Demonstrate non-confrontational responses to turn down a drink or invitation to attend an
alcohol-focused event
7. Understand how AOD use can affect relationships and impact other students’ college experience
8. Respect and support non-drinkers
9. List strategies for managing stress
10. Explain the factors that affect BAC
11. Explain the implications of alcohol’s biphasic properties
12. List the strategies that drinkers can use to keep BAC in a safer range
13. Understand the risks posed by polysubstance use
14. Explain how heavy drinking impacts information processing and memory
15. Understand the risks of vaping
16. Understand incapacitation, impairment, and consent
17. Cite the laws and campus policies relevant to underage AOD use
18. Understand that almost all institutions of higher education must follow federal law regarding cannabis use,
regardless of state legalization status
19. Itemize the legal, financial, academic, and social consequences that can result from a DUI
20. Describe a range of active bystander strategies to prevent incapacitation, impaired driving, and overdose
21. Describe the symptoms and health and safety risks of AOD overdose
22. Demonstrate how to reach out to a friend who may have a problem with alcohol or other drugs
23. Agree: My decision not to drink heavily will help me accomplish my personal goals and be more successful
24. Describe a system for setting personal goals, monitoring progress, and tracking their completion
25. Outline a personal plan for keeping BAC at a safer level (drinkers)
26. Outline a personal plan for continuing to not drink (abstainers)
27. Demonstrate mastery of course topics
28. Reflect on custom messaging
29. Explore additional material available online
Sexual Assault Prevention Course Objectives:
1. Understand that sexual violence/assault is everyone’s responsibility; everyone on campus can do something
to intervene and stop it
2. Understand how learning about sexual assault, healthy relationships, and consent contributes to a safe/
supportive campus community
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3. Identify key elements of their personal identities, including their core values
4. Describe how their identities and values influence how they view relationships and sexual violence
5. Recognize that crimes related to sexual violence (sexual assault, sexual harassment, intimate partner
violence, stalking) all point to abuse of power and control
6. Describe the key elements of healthy and unhealthy relationships
7. Explain ways to be supportive to someone who is in an abusive relationship
8. How to seek assistance if you are questioning if your relationship is abusive
9. Explain the concept of gender stereotyping and how it relates to the issue of sexual violence
10. Describe the impact of gender stereotypes on both male victims and non-binary individuals
11. Illustrate the impact of sexist language
12. Describe ways to intervene to stop others from using sexist language; awareness of the negative impacts of
this kind of language
13. Describe how laws, such as Title IX are meant to protect individuals from sex- or gender-based harassment
14. Recognize different forms of sexual harassment in campus environment
15. Understand the emotional impacts of these kinds of behaviors
16. Recognize examples of stalking behavior common in a campus environment
17. Know how to intervene in a situation where someone may be engaging in sexual harassment/stalking-types
of behaviors
18. Define consent and its importance in relationships
19. Indicate when an individual is incapable of giving consent
20. Describe ways to ask for consent and to get clarification if the presence of consent is unclear
21. Define and give examples of coercion
22. Describe the role than alcohol plays in consent and coercion
23. Evaluate different ways to intervene and/or get help if you witness a situation where consent is not present
24. Describe when to call on others, including emergency professionals to a situation
25. Identify ways to respond when a friend discloses a sexual assault
26. Help a survivor identify counseling and reporting services, if he or she chooses to use them
27. Describe the options for reporting a sexual assault to campus or police officials
28. Describe what typically happens during the reporting process
Class Meeting
e Culture of Consent and Community Care Class Meetings are held during Orientation. rough personal
narratives and a series of videos, returning students orient the incoming class to Brown’s commitments and values
and the expectations of them as the newest members of Brown’s community.
Objectives:
First year students will be able to:
1. Describe 2 ways that consent and bodily autonomy are cultural norms for the Brown community in
everyday interactions.
1. Describe 2 ways to articulate, recognize, and respect boundaries within sexual interactions.
2. Identify 2 resources for interpersonal violence response on campus.
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3. Describe 2 ways that help-seeking behaviors are valued within the Brown community.
4. Identify 2 resources for seeking help with substance abuse.
5. Articulate 2 ways to make informed decisions around Alcohol and Other Drug use.
6. Describe 2 ways that alcohol and other drug use may positively and/or negatively contribute to social
wellbeing (sense of belonging and making connections).
7. Identify 2 ways to support and demonstrate respect for students who choose to be substance free.
Structure + Methodology:
e class meeting includes content delivered through live student testimonials, videos of consent scenarios and
campus resources. A cast of 5-7 returning students write and deliver testimonials about personal experiences that
illustrate the class meeting’s objectives, discuss and frame the videos, and welcome the new class.
It is structured as follows:
• Opening
• Sophomore — Importance of Meeting Testimonial (Objectives 1, 4)
• Consent Videos and Debrief (Objectives 1, 2)
• Culture of Consent Testimonial (Objectives 1, 2, 4)
• Resources Video (Objectives 3 + 5)
• Alcohol and Being True to Self Testimonial (Objectives 6, 7)
• Sub Free at Brown Testimonial (Objectives 4, 5, 6, 7, 8)
• Alcohol and Community Care Testimonial (Objectives 6, 7)
• Closing
Neighborhood Meetings
Unit meetings are held the day aer the Class Meeting in smaller groups within students’ residential communities.
e unit meetings build students’ skills — around consent, bystander intervention and support for survivors — for
application in their residential communities, friend groups, and in their intimate relationships.
Objectives:
First year students will be able to:
1. Identify the following five elements of consent: that consent is: 1) freely given, 2) reversible, 3) informed,
4) engaged, and 5) specific.
2. Identify language for clear communication about consent during a sexual interaction.
3. Discuss indicators of harmful situations that require intervention and brainstorm safe and effective
methods to intervene.
4. Name four best practices for supporting a survivor of sexual violence.
Structure + Methodology:
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e neighborhood meetings are held a day aer the class meeting. Residential communities gather and are led in
activities and discussion by a facilitation team of one Bruno Leader and one BWell student leader. e facilitation
teams are trained by BWell professional staff to deliver the 1 hour curriculum.
e neighborhood meetings are structured as follows, with interactive learning activities and guided discussion for
each section:
• Communication and Consent (Objectives 1, 2)
• Bystander Intervention (Objective 3)
• Supporting Survivors (Objective 4)
BWell Health Promotion supports the development of skills for lifelong, holistic health and wellbeing for
all Brown students by offering interventions that are both community- and evidence-informed, and rooted in
social justice to empower growth and the ability to thrive, prevent health disparities, and respond to emergent
needs. BWell actively contributes to creating a University that fosters a safe, supportive and inclusive learning
and living environment, empowering students’ growth and ability to thrive. is is achieved through theory-
driven and evidence-informed educational interventions which identify the interplay of power, privilege
and oppression and seek to address the roots of interpersonal violence and increase positive relationships
for students.
A central focus of the work of the Department is to design, implement and evaluate empowerment and prevention
education through programming and awareness campaigns for Brown students as well through our peer education
programs; Sexual Assault Prevention Education (SAPE), Sexual Health Awareness Group (SHAG), and the
B-TEAM (Brown Transforming, Exploring, and Affirming Masculinities).
Type of Intervention:
• Support Groups: weekly harm and healing group for survivors
• Trainings: Trainings for student leaders and para-professionals at Brown (Community Counselors, EMTs,
Peer Advisors and Educators) addressing consent, sexual violence prevention and/or response, bystander
intervention, trauma-informed practices, fulfilling relationships, masculinity and gender roles.
• Workshops: BWell staff and peer-led workshops and Culture of Consent Orientation program addressing
consent, sexual violence prevention and/or response, fulfilling relationships, masculinity and gender
• Peer Education Advising and Development: professional development, supervision and mentorship of peer
educators providing primary and secondary prevention roles.
• Awareness Passive Outreach Campaigns: include print and digital social marketing campaigns on the
elements of consent, where to get support and to report, bystander intervention skills, and dynamics of
coercive and healthy relationships
In 2021, Brown joined NASPA’s (National Association of Student Personnel Administrators) Culture of Respect’s
Collective, a two-year program that brings together institutions of higher education that are dedicated to
addressing sexual and gender based violence, guiding them through rigorous self-assessment, collaborative
strategic planning, and targeted organizational change. e self-assessment is organized around six key pillars
(Survivor Support, Clear Policies, Multitiered Education for the entire campus, Public Disclosures of Statistics,
Schoolwide Mobilization with students, groups and leaders and Ongoing Self-Assessment). ese pillars outline a
holistic framework to building infrastructure around interpersonal violence prevention and response. In alignment
with the tradition of grassroots engagement at Brown, this initiative brings together campus organizers and
practitioners who are engaged in advocacy, scholarship and support services university-wide. Leading Brown’s
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participation in the Culture of Respect Collective is Tanya Purdy, Director BWell Health Promotion, Jeana Horton,
Institutional Equity Investigator, and Ebony Manning, Title IX Coordinator. Together, they engage a Campus
Leadership Team composed of stakeholders, practitioners and scholars from across the university, along with staff
and students currently engaged in existing prevention and intervention efforts. Information about Brown’s Culture
of Respect efforts can be found at here.
Emergency Blue Light Phones
ere are approximately 150 outdoor emergency phones located on or near the exterior of all residence halls and
most university buildings. ey are also located on the campus walkways, at the parking garage, and additionally,
there are 45 elevator phones in various campus buildings.
Outdoor emergency phones are housed in gray or yellow Lexan cases, are mounted directly to buildings
or stanchions, and have a blue light above them. ese phones can be used for calling within the university
phone system and have a direct speed calling button (marked in red) with an automatic identifier so that the
Communications Officer will know your locations when the call is answered. When getting acquainted with the
campus, try to note the locations of these phones.
How to Use the Blue Light Emergency Phone:
1. To activate Emergency Blue Light Phone: Press the RED emergency button and phone will automatically dial
Public Safety. Wait for the dispatcher to answer and explain the problem. A blue light will flash above the
phone so that responding personnel can more easily locate you.
2. To activate keypad: Press the black button and wait for a dial tone, dial extension number, press the black
button when completed.
To view a campus map with the locations of our emergency brown.edu/facilities/campus-maps.
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Public Safety Technology
Public Safety Technology within the Office of Information Technology (OIT) provides strategic planning, system
development, and support for the Public Safety Systems and the Department of Public Safety at Brown University. OIT
Public Safety Technology provides oversight and coordination for Public Safety Systems and Projects including major
Public Safety initiatives as it relates to Public Safety Technology. e team plays a critical role in administering and
physically supporting all Public Safety Technology. e functional areas of this team include but are not limited to:
• Oversight of University Access Control System, CCTV Video Security System, and other Building
Security Systems
• Strategic planning and establishing roadmaps for Public Safety Technology
• Administration of Public Safety Applications
• Physical Support & Maintenance of Access Control and CCTV Video Security System
• Strategic partnership with Public Safety Management on enhancements of Public Safety systems, computing,
and networking.
Access to most University facilities is intended to be restricted to students, staff, and faculty of Brown or those
with legitimate business with the University. Any person on University property must be able to show proper
identification upon request. During evening and weekend hours, most University facilities are kept locked, and both
key and card access are restricted to individuals who obtain authorization through proper administrative channels.
Security of both personal and property in residence halls relies greatly on the precautions taken by student
residents. Room doors, exterior doors, basement, adjacent fire escapes and fire doors on every floor should be
kept locked at all times. Fire doors should be closed. Alarms will be generated within the security systems for any
exterior doors propped open where the door is controlled by card access. Do not prop doors open. Close any doors
you find propped open. Report immediately to DPS any thes, or attempted thes, as well as suspicious activity, so
that officers may be dispatched to investigate.
A campus-wide access control system has been installed in all residential dorms and in administrative buildings
on campus. ere is twenty-four-hour monitoring of the system and an officer is dispatched if a door is propped, or
held open too long, or forced open. As with all technology, the system is not infallible and all students are advised
to remain vigilant with regard to security matters.
CAMPUS CRIME REPORT
Definition of Categories
Aggravated Assault is an unlawful attack by one person upon another for the purpose of inflicting severe or
aggravated bodily injury. is type of assault usually is accompanied by the use of a weapon or by means likely to
produce death or great bodily harm.
Arson is any willful or malicious burning or attempt to burn, with or without intent to defraud, a dwelling house,
public building, motor vehicle or aircra, personal property of another, etc.
Burglary is the unlawful entry of a structure to commit a felony or a the.
Dating Violence is defined as violence committed by a person who is or has been in a social relationship of a
romantic or intimate nature with the victim. e existence of such a relationship shall be determined based on the
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reporting party’s statement and with consideration of the length of the relationship, the type of relationship, and
the frequency of interaction between the persons involved in the relationship. Dating Violence includes, but is not
limited to, sexual or physical abuse or the threat of abuse. Dating Violence does not include acts covered under the
definition of domestic violence.
Domestic Violence is defined as a felony or misdemeanor crime of violence committed by a current or former
spouse or intimate partner of the victim; by a person with whom the victim shares a child in common; by a person
who is cohabitating with, or has cohabitated with, the victim as a spouse or intimate partner; by a person similarly
situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction in which the crime
of violence occurred; by any other person against an adult or youth victim who is protected from that person’s acts
under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred.
Motor Vehicle Theft is the the or attempted the of a motor vehicle.
Murder and Non-negligent Manslaughter is defined as the willful (non-negligent) killing of one human being
by another.
Manslaughter by Negligence is defined as the killing of another person through gross negligence.
Robbery is the taking or attempting to take anything of value from the care, custody, or control of a person or
persons by force or threat of force or violence and/or by putting the victim in fear.
Stalking is engaging in a course of conduct directed at a specific person that would cause a reasonable person to
fear for the person’s safety or the safety of others; or suffer substantial emotional distress. Course of conduct means
two or more acts, including, but not limited to, acts in which the stalker directly, indirectly, or through third parties,
by any action, method, device, or means, follows, monitors, observes, surveils, threatens, or communicates to or
about a person, or interferes with a person’s property. Reasonable person means a reasonable person under similar
circumstances and with similar identities to the victim. Substantial emotional distress means significant mental
suffering or anguish that may, but does not necessarily require medical or other professional treatment or counseling.
Sexual Assault (Sex Offenses) is any sexual act directed against another person, without consent of the victim,
including instances where the victim is incapable of giving consent.
Rape is the penetration, no matter how slight, of the vagina or anus, with any body part or object, or oral
penetration by a sex organ of another person, without the consent of the victim. is offense includes the rape
of both males and females.
Fondling is the touching of the private body parts of another person for the purpose of sexual gratification,
without the consent of the victim, including instances where the victim is incapable of giving consent because
of their age or because of their temporary or permanent mental incapacity.
Incest is sexual intercourse between persons who are related to each other within the degrees wherein
marriage is prohibited by law.
Statutory Rape is sexual intercourse with a person who is under the statutory age of consent.
Hate Crime is a criminal offense that manifests evidence that the victim was intentionally selected because of the
perpetrator’s bias against the victim. Under the Clery Act, the following categories are reported: race, religion, sexual
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orientation, gender, gender identity, ethnicity, national origin and disability. Hate crimes include any of the following
offenses that are motivated by bias: murder and non-negligent manslaughter, rape, fondling, incest, statutory rape,
robbery, aggravated assault, burglary, motor vehicle the, arson, larceny-the, simple assault, intimidation, and
destruction/damage/vandalism of property.
Destruction/Damage/Vandalism of Property is to willfully or maliciously destroy, damage, deface, or otherwise
injure real or personal property without the consent of the owner or the person having custody or control of it.
Larceny-Theft is the unlawful taking, carrying, leading or riding away of property from the possession or
constructive possession of another.
Simple Assault is an unlawful physical attack by one person upon another where neither the offender displays a
weapon, nor the victim suffers obvious severe or aggravated bodily injury involving apparent broken bones, loss of
teeth, possible internal injury, severe laceration, or loss of consciousness.
Intimidation is to unlawfully place another person in reasonable fear of bodily harm through the use of threatening
words and/or other conduct, but without displaying a weapon or subjecting the victim to actual physical attack.
Arrest is defined as persons processed by arrest, citation or summons.
Referred for disciplinary action is defined as the referral of any person to any official who initiates a
disciplinary action of which a record is established and which may result in the imposition of a sanction.
Weapons carrying, Possessing, Etc., is defined as the violation of laws or ordinances prohibiting the manufacture,
sale, purchase, transportation, possession, concealment, or use of firearms, cutting instruments, explosives, incendiary
devices or other deadly weapons. is classification encompasses weapons offenses that are regulatory in nature.
Drug Abuse Violations are defined as the violation of laws prohibiting the production, distribution and/or
use of certain controlled substances and the equipment or devices utilized in their preparation and/or use. e
unlawful cultivation, manufacture, distribution, sale, purchase, use, possession, transportation or importation of
any controlled drug or narcotic substance. Arrests for violations of state and local laws, specifically those relating
to the unlawful possession, sale, use, growing, manufacturing and making of narcotic drugs.
Liquor Law Violations are defined as the violation of state or local laws or ordinances prohibiting the manufacture,
sale, purchase, transportation, possession or use of alcoholic beverages, not including driving under the influence and
drunkenness.
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Clery Geographic Definitions
On-campus includes the following: Any building or property owned or controlled by an institution within the
same reasonably contiguous geographic area and used by the institution in direct support of, or in a manner related
to, the institution’s educational purposes, including residence halls; and any building or property that is within or
reasonably contiguous to the area identified above, that is owned by the institution but controlled by another person,
is frequently used by students, and supports institutional purposes.
On-Campus Student Housing facilities is any student housing facility that is owned or controlled by the
institution, or is located on property that is owned or controlled by the institution, and is within the reasonably
contiguous geographic area that makes up the campus.
Public Property encompasses the following: All public property, including thoroughfares, streets, sidewalks, and
parking facilities, that is within the campus, or immediately adjacent to and accessible from the campus.
Non-campus are any building or property owned or controlled by a student organization that is officially recognized
by the institution; or any building or property owned or controlled by an institution that is used in direct support of, or
in relation to, the institution’s educational purposes, is frequently used by students, and is not within the same reasonably
contiguous geographic area of the institution.
Brown’s Approach to Reporting Sexual and Gender-Based Violence Statistics
Brown University takes a proactive approach to addressing the serious national issue of sexual- and gender-based
harassment and violence on college campuses.
In October 2019 — four years aer playing a key role in the nation’s first comprehensive climate survey of college
students on sexual assault and misconduct — the University released the results of a follow-up study in which Brown
students reported increased trust in the University and knowledge of resources related to sexual- and gender-based
misconduct. In the years prior to the study, Brown transformed its approach to prevention; adopted a unified policy
that applies to the entire campus community; implemented a new approach to investigating and resolving complaints
in a prompt, fair and impartial manner; and created a Title IX and Gender Equity Office to oversee efforts.
As part of this work, Brown has proactively encouraged a culture in which students report incidents of sexual assault
and misconduct and seek support and assistance from the University. In addition, while some confidential resources
are not required by the Clery Act to report Clery crimes, at Brown they are encouraged to inform persons being
counseled/treated of procedures to report crimes on a voluntary, confidential basis to a Campus Security Authority.
e University provides statistics on reported incidents through both an annual Title IX and Gender Equity Office
report and through this Annual Security Report. Brown expects that in some years, its number of reports of sex
offenses may exceed those of other institutions, given encouragement of reporting of these types of incidents.
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STATISTICS
UNFOUNDED REPORTS
2022 - zero 2021 - zero 2020 - zero
BROWN UNIVERSITY CRIMINAL OFFENSE STATISTICS
January 1, 2020 to December 31, 2022
2022 2021 2020
Student Housing Facility
Included with On Campus
Criminal
Offenses
On
Campus
Non
Campus
Public
Property
Total On
Campus
Non
Campus
Public
Property
Total On
Campus
Non
Campus
Public
Property
Total 2022 2021 2020
Murder/Non-
Negligent
Manslaughter
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Manslaughter
by Negligence
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Rape
21 0 0 21
11 0 1 12 6 0 0 6 17 9 5
Fondling
11 0 1 12
6 0 0 6 2 0 1 3 8 4 1
Incest 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Statutory
Rape
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Robbery
0 0 2 2
0 0 1 1 0 0 0 0 0 0 0
Aggravated
Assault
0 0 28 28 1 0 0 1 0 0 0 0 0 0 0
Burglary
9 0 0 9
6 0 0 6 9 0 0 9 4 2 3
Motor Vehicle
Theft
17
0 1 18* 10 0 6 16* 0 0 1 1 0 0 0
Arson 1 0 0 1 0 0 0 0 0 0 0 0 1 0 0
Domestic
Violence
1 0 0 1 0 0 0 0 1 0 0 1 1 0 1
Dating
Violence
6
0 0
6 3 0 0 3 4 0 0 4 4 2 4
Stalking
12 0 0 12
2 0 0 2 2 0 0 2 4 0 2
*2022 and 2021 Motor Vehicle Theft statistics included electric bicycles and electric scooters.
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2022 1-Public Property/Aggravated
Assault/Sexual Orientation
1-Public Property/Vandalism/Religion
1-On Campus/Vandalism/Religion
1-Public Property/Intimidation/
Religion
2021 1-student housing/Vandalism/Religion
1-public property/Intimindation/Race
1-public property/Intimindation/
Sexual Orientation
1-on campus/intimindation/Religion
1-student housing/Larceny/Religion
1-student housing/Intimindation/Race
2020 2-student housing facility/Vandalism/
Sexual Orientation
1-student housing facility/Vandalism/
Religion
1-on campus/Vandalism/Religion
1-on campus/Simple Assault/Gender
Identity
BROWN UNIVERSITY HATE CRIME STATISTICS
Reportable hate crimes are: murder and non-negligent manslaughter, sexual assault, robbery, aggravated assault,
burglary, motor vehicle the, arson, larceny-the, simple assault, intimidation, destruction/damage/vandalism
ofproperty
The categories are: race, religion, sexual orientation, gender, gender identity, ethnicity
ARRESTS FOR WEAPONS, DRUG ABUSE, AND LIQUOR LAW VIOLATIONS
January 1, 2020 to December 31, 2022
2022 2021 2020
Student Housing Facility
Included with On Campus
On
Campus
Non
Campus
Public
Property
Total On
Campus
Non
Campus
Public
Property
Total On
Campus
Non
Campus
Public
Property
Total 2022 2021 2020
Weapons 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Drug Abuse 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Liquor Law 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
DISCIPLINARY REFERRALS FOR WEAPONS, DRUG ABUSE, AND LIQUOR LAW VIOLATIONS
January 1, 2020 to December 31, 2022
2022 2021 2020
Student Housing Facility
Included with On Campus
On
Campus
Non
Campus
Public
Property
Total On
Campus
Non
Campus
Public
Property
Total On
Campus
Non
Campus
Public
Property
Total 2022 2021 2020
Weapons
1 0 0 1
0 0 0 0 0 0 0 0
1
0 0
Drug Abuse 8
0 0
8 27 0 0 27 5 0 1 6 6 25 4
Liquor Law 153
0 0
153 118 0 1 119 84 0 3 87 129 111 82
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see map on page 38 for district areas
PROVIDENCE POLICE DEPARTMENT – CRIMINAL OFFENSE STATISTICS
East Side of Providence
District 8-1 District 8-2 District 8-3 District 9-1 District 9-2 District 9-3
2022 2021 2020 2022 2021 2020 2022 2021 2020 2021 2020 2022 2021 2020 2022 2021 2020
Homicide
0
1 1
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Rape
0
2 1
1
0 1
3
2 1
0
2 1
1
1 0
0
2 0
Fondling
0
2 0
1
2 1
0
0 1
0
0 0
0
1 0
1
2 0
Incest
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Statutory Rape
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Robbery
2
4 3
2
1 2
3
0 2
0
2 4
0
0 3
4
0 4
Aggravated
Assault
5
9 10
3
3 4
6
10 13
6
7 4 0 2 1
6
1 4
Burglary
12
9 11
10
10 11
11
1 10
34
42 38
25
69 32
30
43 26
Motor Vehicle
Theft
13
16 14
9
16 3
13
8 5
15
9 5 14 9 6
22
17 12
Arson
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Weapons
Violation
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Drug Abuse
Violation
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Liquor Law
Violations
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Hate Crimes
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Domestic
Violence
0
4 0
0
1 0
0
2 0 0 1 0
0
1 0 0 0 0
Dating Violence
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
Stalking
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
0
0 0
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PROVIDENCE POLICE DEPARTMENT CRIMINAL OFFENSE STATISTICS
EAST SIDE OF PROVIDENCE - DISTRICT MAP
Visit Providence Police Department’s website for further information.
1. Providence statistics are referenced by the specific district servicing the indicated area.
2. Providence Police Department statistics may include reports also counted by the
Brown University Department of Public Safety.
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Police Districts Police Posts
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District 9
46
Brown University 2023 Annual Security Report
RETURN TO TABLE OF CONTENTS
‹
2022 *includes 2 rape and 1 fondling offense **includes 2 rape offenses
2021 * includes 4 rape and 1 fondling offenses **includes 1 rape offense ***2 fondling offenses
2020 * includes 1 rape and 1 fondling offenses *includes 1 rape and 2 fondling offenses
LOCAL POLICE CRIMINAL STATISTICS FOR
OFF CAMPUS HOSPITAL RESEARCH AND TRAINING SITES
RI Hospital/Woman &
Infants (Providence)
Roger Williams
Hospital (Providence)
Bradley Hospital
(East Providence)
Miriam Hospital
(Providence)
Butler Hospital
(Providence)
2022 2021 2020 2022 2021 2020 2022 2021 2020 2022 2021 2020 2022 2021 2020
Homicide 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0
Sex Offenses *3 *5 *2 **2 0 0 0 0 0 0 **1 0 0 ***2 0
Robbery 0 3 0 0 0 0 0 0 0 0 0 0 0 0 0
Aggravated
Assault
12 11 0 4 14 0 0 0 0 0 7 0 0 0 0
Burglary 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Motor Vehicle
Theft
5 5 1 0 0 0 0 0 0 0 0 0 0 0 0
Arson 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Weapons
Violation
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Drug Abuse
Violation
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Liquor Law
Violation
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Hate Crimes 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Domestic
Violence
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Dating
Violence
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Stalking 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
47
Brown University 2023 Annual Security Report
RETURN TO TABLE OF CONTENTS
‹
APPENDIX A
Sexual and Gender-based Misconduct Policy
1.0 Policy Purpose
This policy prohibits Sexual Harassment, Gender-Based Harassment, Sexual Assault, Dating Violence,
Domestic Violence, and Stalking, in addition to Sexual Exploitation and Provision of Alcohol and/or Other
Drugs for Purposes of Prohibited Conduct. This policy also prohibits Retaliation against an individual for
making a report of conduct prohibited under this policy or for participating in an investigation of an alleged
violation of this policy.
This policy is in accordance with relevant provisions of the Violence Against Women Reauthorization Act
of 2013; Title VII of the Civil Rights Act of 1964; the Jeanne Clery Disclosure of Campus Security Policy and
Campus Crime Statistics Act; their implementing regulations; and other applicable federal and Rhode Island
state laws and regulations.
2.0 To Whom the Policy Applies
This policy applies broadly to employees and students collectively known as “Covered Persons.” This policy
pertains to acts of Prohibited Conduct committed by or against Covered Persons when:
(i.) the conduct occurs on property owned, leased, used or controlled by Brown University,
(ii.) the conduct that occurs in University programs or activities abroad; and/or
(iii.) the conduct occurs off-campus, in the United States, outside of the context of a program, activity,
or location of Brown when Brown exercises substantial control over both Complainant and the
Respondent, and the effects of the Prohibited Conduct have a continuing discriminatory effect
at Brown.
Note: Complaints involving student Respondents who are participants in Summer@Brown or Pre-College
Programs should refer to the policies and procedures governing students enrolled in those programs.
3.0 Policy Statement
The purpose of this policy is to establish and maintain an inclusive learning, living, and working environment
where healthy, respectful, and consensual conduct represents a campus cultural norm that is free from
discrimination and harassment. To that end, this policy requires Covered Persons to act in a manner that
does not intentionally or unintentionally discriminate against or create a hostile environment for another on
the basis of their actual or perceived gender, gender-identity and gender-expression, and sexual orientation
(Sexual and Gender-Based Harassment). Sexual Assault, Dating Violence, Domestic Violence, and Stalking as
defined in the Violence Against Women’s Act (VAWA) is prohibited by this policy. This policy also addresses
actions that purposefully takes sexual advantage of another person (Sexual Exploitation) and instances
in which someone purposefully uses alcohol or other drugs to engage in sexual activity with other person
(Provision of Alcohol and/or Other Drugs for Purposes of Prohibited Conduct). Finally, this policy prohibits
adverse actions taken against an individual for making a report of conduct prohibited under this policy or for
participating in an investigation of an alleged violation of this policy (Retaliation). These behaviors will be
collectively known as Prohibited Conduct and are actions that undermine the character and purpose of Brown
University, and will not be tolerated.
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It is the responsibility of every member of the Brown University community to foster an environment free
from discrimination and harassment. Covered Persons must be respectful of power-dynamics and privilege
associated with their role, position, rank, or identity and avoid actions that would leverage that power to
compel others to consent to unwanted behavior or deny others equal access to the programs and activities of
Brown. Abusing or taking advantage of one’s power, supervision, or authority over another is unacceptable
and may create a hostile environment for the individuals involved and the community at large that seriously
undermines the atmosphere of trust essential to the academic enterprise.
All members of the University community are encouraged to take reasonable and prudent actions to prevent or
stop the conduct prohibited by this policy. This may include direct intervention when safe to do so, enlisting the
assistance of others, contacting law enforcement, or seeking assistance from a person in authority. University
community members who choose to exercise this positive responsibility will be protected from retaliation.
3.1 Reporting
3.1.1 Designated Reporting Locations
The University encourages individuals who are harmed or targeted by or witnesses of
Prohibited Conduct to report incidents to Ebony Manning, Title IX Coordinator. The Title
IX Coordinator oversees the University’s response to these reports. Individuals can report
incidents directly to the:
Title IX and Gender Equity Office
Horace Mann House
47 George Street
(401) 863-2026
(401) 863-5140
Online reporting form: brown.edu/go/online-reporting
Reports that involve an imminent safety risk should go to the:
Department of Public Safety
75 Charlesfield Street
Emergency Line (401) 863-4111
Non-emergency Line (401) 863-3322
Note: In all cases in this process, when the term “Title IX Program Officer” or other University official is
referenced, the term shall also mean a designee.
3.1.2 Confidential Support Services
Individuals may also speak with a confidential resource to learn of the support measures and
complaint options available. The following offices are confidential resources and are under no
obligation to disclose the content of conversations with the Title IX and Gender Equity Office.
A disclosure to a confidential resource does not constitute a report or actual knowledge to the
University. Confidential resources are:
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Counseling and Psychological Services (CAPS)
(401) 863-3476
Page-Robinson Hall 512
brown.edu/go/counseling-and-psychological-services
Brown Emergency Medical Services (EMS)
401-863-4111
brown.edu/campus-life/health/ems
Faculty and Staff Assistance Program
(800) 624-5544
brown.edu/go/facultystaff-assistance-program
The Chaplains
Office of the Chaplains and Religious Life
(401) 863-2344
Page-Robinson Hall 410
brown.edu/go/chaplains
Sexual Assault Response Line
(401) 863-6000
brown.edu/go/sexual-assault-response-line
Sexual Harm Acute Response & Empowerment Advocates
(401) 863-2794
450 Brook Street
brown.edu/go/share-advocates
University Health Services
(401) 863-3953
450 Brook Street
brown.edu/campus-life/health/services
3.1.3 Community Resources
Brown University also strongly encourages anyone who becomes aware of an alleged incident
of Prohibited Conduct which may constitute a violation of Rhode Island State Law to report the
incident to local law enforcement, and will provide support, resources, and assistance to those
who do so.
Providence Police Department
Emergency: 911
Non-Emergency: (401) 272-3121
Day One (The Sexual Assault & Trauma Center)
Helpline: 1-800-494-8100
dayoneri.org
3.1.4 Mandatory Reporters
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Taking meaningful action when conduct prohibited by this policy occurs is a critical
component to Brown’s commitment to a campus that is free from discrimination and
harassment. Brown asks faculty and staff in varying leadership roles who oversee the welfare
of faculty, staff, students, and University programs to assist us in these efforts by reporting
all disclosures or knowledge of Prohibited Conduct to the Title IX Program Officer. Such
reports amplify the University’s ability to know what is occurring within its programs and
activities and to respond accordingly. The Title IX Program Officer will conduct an initial
assessment of these reports and will do so in a manner consistent with the privacy choices of
the Complainant or reporting party.
Community members who are mandated to report allegations of Prohibited Conduct to the
Title IX Program Officer are:
• Academic department chairs and directors of University institutes (i.e. Watson, ICERM, etc.)
• Athletic Team Head Coaches and Assistant Coaches including Strength and
Conditioning Coaches
• Deans and Directors in Campus Life
• Deans and Directors in The College
• Deans and Directors in the Graduate School
• Deans and Directors in the Office of the Dean of the Faculty, Schools of Engineering,
Public Health, and Professional Studies
• Deans and Directors in the Warren Alpert Medical School
• Deputy Title IX Coordinators
• Director of Athletics and Assistant and Associate Directors of Athletics
• Directors, Assistant Directors, and Area Coordinators in University Residential Life and
Housing Programs
• Directors of Undergraduate Studies
• Directors of Graduate Studies
Any questions about the status of an employee as a ‘Mandatory Reporter’ should be addressed
to the Title IX Program Officer.
All other faculty, staff, and students not designated as a Mandatory Reporter are strongly
encouraged to report allegations of Prohibited Conduct to the Title IX Program Officer or a
Deputy Title IX Coordinator. Before making this disclosure, employees should confer with the
individual harmed or targeted by the Prohibited Conduct to make sure they are aware of the
requirement to make this referral.
Upon receipt of a report or other knowledge of alleged Prohibited Conduct, the Title IX
Program Officer will contact the individual(s) alleged to be harmed by or subjected to the
Prohibited Conduct to inform them of the (i.) available support measures (ii.) confidential
resources and support services on-campus, (iii.) the importance of preserving evidence related
to the Prohibited Conduct alleged, (iv.) the process of filing a formal complaint, (v.) the option
to file a civil or criminal complaint, and (vi) a written explanation of their rights.
3.1.5 Time Frame for Reporting
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The University will accept a report of Prohibited Conduct at any time, although the University’s
ability to investigate may be limited with the passage of time. There is no time limit on
submitting a Formal Complaint; however, a Complainant pursuing a complaint resolution
process associated with this policy must have been participating in or attempting to participate
in an educational program, employment, or other activity of Brown at the time in which the
alleged Prohibited Conduct occurred.
If the Complainant and/or Respondent is no longer affiliated with Brown (e.g., a report is made
after a student is no longer enrolled or has graduated, or an employee is no longer employed
by Brown), the University will provide reasonably available and appropriate support measures,
assist the Complainant in identifying external reporting options, and may take appropriate
action to address the Prohibited Conduct.
3.1.6 Amnesty
3.1.6.1 Personal Ingestion of Alcohol and Other Drugs
Brown University generally will offer amnesty to Complainants, Respondents,
reporting parties, and witnesses who disclose the personal ingestion of alcohol
or other drugs, in violation of Brown University Code of Student Conduct, when
making a report of Prohibited Conduct and/or participating in a complaint
procedure associated with this policy. Although amnesty safeguards the individual
from a disciplinary notation or finding of responsible for a policy violation for
drugs or alcohol, it does not exempt the University from taking appropriate action
to address the conduct and/or mitigate future violations.
3.1.6.2 Violation of Healthy Brown Public Health Protocols
Brown University generally will offer amnesty to Complainants, Respondents,
reporting parties, and witnesses who disclose participating in activities that do
not adhere to required COVID-19 requirements such as social distancing, use of
face coverings, and other practices to reduce the spread of infectious disease when
making a report of Prohibited Conduct or participating in a complaint procedure
associated with this policy unless the University determines that there was
malicious intent. Although amnesty safeguards the individual from a disciplinary
notation or finding of responsible for a policy violation, it does not exempt the
University from taking appropriate action to address the conduct and/or mitigate
future violations.
3.2 Academic Freedom
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Brown University is committed to the principles of free inquiry and expression. Vigorous discussion and
debate are fundamental to this commitment, and this policy is not intended to restrict teaching methods.
Offensiveness of inquiry or expression, standing alone, is not sufficient to constitute Prohibited Conduct.
The action must be sufficiently severe, pervasive, and objectively offensive to unreasonably interfere
with an individual’s ability to participate in employment or educational programs and activities. Such
behavior that violates this policy compromises Brown University’s integrity and tradition of intellectual
freedom and will not be tolerated.
3.3 Confidentiality and Privacy
3.3.1 Confidentiality
Confidentiality is a legal concept prohibiting designated campus or community professionals
from revealing identifiable information shared by an individual to any other person without
express permission of the individual, or as otherwise permitted or required by law. Those
campus and community professionals who maintain information confidentially are:
• Health care providers in Brown University Health Services including EMTs,
• Clinicians in Counseling and Psychological Services (CAPS),
• the Sexual Harm Acute Response & Empowerment Advocates,
• Ordained clergy who have privileged confidentiality that is recognized by Rhode Island
state law.
These individuals are prohibited from breaking confidentiality unless (i.) given permission to
do so by the person who disclosed the information; (ii.) there is an imminent threat of harm to
self or others; (iii.) the conduct involves suspected abuse of a minor under the age of 18; or (iv.)
as otherwise required or permitted by law or court order.
3.3.2 Privacy
Privacy means that information related to a report of Prohibited Conduct will be treated with
the utmost discretion and will be shared only with a limited circle of individuals who “need to
know” in order to assist in the review, investigation, and resolution of the report, and/or other
disclosures necessary to fulfill University operations.
3.4 Conflict of Interest
The Brown University Conflict of Interest and Commitment Policy and its related guidelines apply to
all members of the Brown community and to all processes and procedures, including all investigative
and disciplinary procedures in place to support and implement this policy. A conflict of interest may
arise when a member of the Brown community may be able to use the authority of their position to
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influence a University decision, action, or outcome with regard to the implementation and enforcement
of this policy, including associated investigative and disciplinary procedures. It is the responsibility of all
members of the Brown community involved in any aspect of a report of Prohibited Conduct to read the
University’s Conflict of Interest and Commitment Policy and to disclose potential or actual conflicts as
they arise to Title IX Program Officer or University Human Resources for employees.
3.5 Training and Education
As part of its commitment to the prevention of Prohibited Conduct, Brown University offers education
and awareness programs to bring awareness to and reduce the occurrence of Prohibited Conduct.
Incoming Students and new Faculty and Staff receive prevention and awareness programming as a
requirement of their orientation.
The Title IX Program Officer and investigators receive annual training on identifying and mitigating
implicit and explicit bias, the definitions of Prohibited Conduct, the scope of a recipients education
program and activities, how to conduct investigations, and managing a complaint resolution process
including hearings, appeals, and informal resolution processes.
The Title IX Council, Hearing Panelist, and Hearing Officers receives annual training from the Title IX
and Gender Equity Office to hear cases on conduct prohibited by this policy. The training provides an
overview of identifying and mitigating implicit and explicit bias, applying the preponderance of evidence
standard, the definition of Prohibited Conduct and understanding key concepts such as consent,
incapacitation, and hostile environment. The training also strengthens panelist skills in asking questions,
reviewing the investigation report, and determining discipline.
4.0 Definitions
For the purpose of this policy, the terms below have the following definitions:
Advisor: An adviser is an individual of the Complainant’s or Respondent’s choosing, including an attorney, to
provide support during the complaint process. More on the role and responsibility of an adviser can be found
in the Sexual and Gender-based Misconduct Complaint Procedure.
Administrative Leave: Administrative leave is the process where the institution places an Employee on an
interim work, supervision, leadership, or teaching suspension after the filing of a Formal Complaint against
the Employee.
Coercion: Coercion is verbal and/or physical conduct, including intimidation, unwanted contact, and express
or implied threats of physical, emotional, or other harm, that would reasonably place an individual in fear of
immediate harm and that is employed to compel someone to engage in sexual contact.
Complainant: A Complainant is the individual(s) who is alleged to be the victim of behavior that could
constitute Prohibited Conduct. A Complainant seeking to use the Sexual and Gender-based Misconduct
Complaint Procedure associated with this policy must have been participating in or attempting to participate
in an educational program, employment, or activity of Brown at the time in which the alleged prohibited
conduct occurred.
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Consent: Consent is an affirmative and willing agreement to engage in specific forms of sexual contact with
another person. Consent requires an outward demonstration, through mutually understandable words or
actions, indicating that an individual has freely and affirmatively chosen to engage in sexual contact. Consent
cannot be obtained through: (1) the use of coercion or force or (2) by taking advantage of the incapacitation of
another individual.
Silence, passivity, incapacitation from alcohol or drugs, or the absence of resistance does not imply consent.
It is important not to make assumptions; if confusion or ambiguity arises during a sexual interaction, it is
essential that each participant stops and clarifies the other’s willingness to continue.
Consent can be withdrawn at any time. When consent is withdrawn, sexual activity must cease. Prior consent
does not imply current or future consent; even in the context of an ongoing relationship, consent must be
sought and freely given for each instance of sexual contact. An essential element of consent is that it be freely
given. Freely given consent might not be present, or may not even be possible, in relationships of a sexual or
intimate nature between individuals where one individual has power, supervision, or authority over another.
In evaluating whether consent was given, consideration will be given to the totality of the facts and
circumstances, including but not limited to the extent to which a Complainant or reporting party affirmatively
uses words or actions indicating a willingness to engage in sexual contact, free from coercion; whether a
reasonable person in the Respondent’s position would have understood such person’s words and acts as
an expression of consent; and whether there are any circumstances, known or reasonably apparent to the
Respondent, demonstrating incapacitation.
Covered Persons:
• Employees: Individuals employed by Brown University, including faculty, affiliates, visiting faculty,
postdoctoral fellows, and all staff (including all exempt and non-exempt, bargaining unit, and senior
administrative positions), as well as those physicians and health scientists who are not employed by Brown
University but have Brown University faculty, affiliate, postdoctoral, or house staff appointments for the
purpose of teaching and/or research in the Division of Biology and Medicine.
• Students: Individuals enrolled in the College, the Graduate School, the Warren Alpert Medical School, the
School of Public Health, the School of Engineering, and/or the School of Professional Studies.
Discipline: Discipline is a consequence, punishment, or penalty rendered as a result of a finding of
responsibility for a policy violation.
Emergency Removal: Emergency removal is the process where the institution places a Respondent on an
interim suspension, interim leave of absence, and/or interim removal from campus. The Title IX Program
Officer will bring reports that may necessitate an emergency removal to the Threat Assessment Team in
the case involving Student Respondents, or convene a risk assessment group for cases involving Employee
Respondents to determine whether there is reasonable cause to believe that the Prohibited Conduct is likely to
continue and/or the Respondent poses a significant threat of harm to the health, safety, and welfare of others
or the University community.
If the Threat Assessment Team determines that an emergency removal of a student is warranted, it will
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recommend that action to the Associate Vice President for Campus Life and Dean of Students who will
decide whether to implement the emergency removal. Emergency removals of a student can be appealed to
the Vice President of Campus Life. Brown may remove a student on an emergency basis with or without the
completion of a complaint resolution process.
Force: Force is the use or threat of physical violence to overcome an individual’s freedom of will to choose
whether or not to participate in sexual contact.
Formal Complaint: A written and signed document submitted by a Complainant (or the Title IX Program
Officer in lieu of a Complainant) alleging that a Covered Person has engaged in conduct prohibited by this
policy. A Formal Complaint should include identities of the parties involved (if known), the Prohibited
Conduct alleged, the date and location of the alleged incident (if known), and the details of the incident. The
Formal Complaint will be shared the Respondent and the investigator upon the initiation of an investigation.
Incapacitation: An individual who is incapacitated lacks the ability to make informed judgments and
cannot consent to sexual contact. Incapacitation is the inability, temporarily or permanently, to give consent
because an individual is mentally and/or physically helpless, asleep, unconscious, or unaware that sexual
activity is occurring. Mentally helpless means a person is rendered temporarily incapable of appraising or
controlling one’s own conduct. Physically helpless means a person is physically unable to verbally or otherwise
communicate consent or unwillingness to an act.
Where alcohol or other drugs are involved, incapacitation is a state beyond impairment or intoxication.
Where alcohol or other drugs are involved, evaluating incapacitation requires an assessment of how the
consumption of alcohol and/or drugs affects a person’s: decision-making ability; awareness of consequences;
ability to make informed, rational judgments; capacity to appreciate the nature and quality of the act; or level
of consciousness. The assessment is based on objectively and reasonably apparent indications of incapacitation
when viewed from the perspective of a sober, reasonable person.
Interim Action: A course of action taken by the University in response to a report of Prohibited Conduct.
These measures may be both restorative (designed to address a Complainant’s safety and well-being and
continued access to educational opportunities) and remedial (involving action against a Respondent without
unreasonably burdening a Respondent.) Interim actions may include housing relocation, on-campus housing
restriction, change in work location or modification of work hours, restricted access to certain buildings or
locations of campus, course reassignment or shift to remote course access, interim suspension and/or interim
removal from campus, or interim administrative leave of absence. Interim action may be taken with or without
a formal complaint or the implementation of a complaint resolution process and are individualized to protect
the safety of all parties, the broader campus community, and/or prevent future Prohibited Conduct.
Prohibited Conduct: Includes Dating Violence, Domestic Violence, Gender-Based Harassment, Provision of
Alcohol and/or Other Drugs for Purposes of Prohibited Conduct, Retaliation, Sexual Assault (Rape, Fondling,
Incest, Statutory Rape), Sexual Exploitation, Sexual Harassment, and Stalking.
• Dating Violence: Dating violence is violence committed by a person who is or has been in a social relationship
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of a romantic or intimate nature with the victim. Dating violence includes, but is not limited to, sexual or
physical abuse or the threat of such abuse. Dating violence does not include acts covered under the definition
of domestic violence. This definition is prescribed by the 2014 Violence Against Women’s Act as defined in
the Uniform Crime Reporting (UCR) Program’s National Incident-Based Reporting System (NIBRS).
• Domestic Violence: Domestic violence is violence committed (i.) by a current or former spouse or
intimate partner of the victim; (ii.) by a person with whom the victim shares a child in common; (iii.) by
a person who is cohabitating with, or has cohabitated with, the victim as a spouse or intimate partner;
(iv.) by a person similarly situated to a spouse of the victim under the domestic or family violence laws of
the jurisdiction in which the crime of violence occurred, or (v.) by any other person against an adult or
youth victim who is protected from that person’s acts under the domestic or family violence laws of the
jurisdiction in which the crime of violence occurred.
Domestic violence includes, but is not limited to, physical, sexual, emotional, economic, and/or
psychological actions or threats of action, including threatening to reveal personal or confidential
information (including, but not limited, to information regarding one’s gender identity and/or sexual
orientation), that are intimidating, frightening, terrorizing, or threatening. Prohibited Conduct under this
definition includes threats of violence or harm to one’s self, one’s family member(s) or friends, and/or one’s
pet. This definition is prescribed by the 2014 Violence Against Women’s Act as defined in the Uniform
Crime Reporting (UCR) Program’s National Incident-Based Reporting System (NIBRS).
• Gender-Based Harassment: Unwelcome action based on actual or perceived sex or gender, gender identity,
gender expression, or sexual orientation, whether verbal or non-verbal, graphic, physical, or otherwise that
has the purpose of unreasonably interfering with the learning, working, or living environment; in other
words, the behavior is sufficiently severe or pervasive and objectively offensive that it denies the target(s)
equal access to the programs and activities of Brown (Hostile Environment).
• Hostile Environment: A hostile environment is one that denies or interferes with an individual or group’s
access to the programs and activities of Brown. A hostile environment is created when (i.) enduring the
hostile conduct based on gender, gender identity, or sexual orientation that becomes a condition of the
continued living, working, or social environment, or (ii.) the conduct is sufficiently severe or pervasive,
and objectively offensive to create an environment that a reasonable person would consider intimidating,
hostile, or abusive.
Slights, offensive comments, and isolated incidents (unless extremely serious) typically do not rise to
the level of a policy violation unless the effects associated with the offensive comment go beyond being
uncomfortable, embarrassed, or offended.
In evaluating whether a hostile environment exists, the University will consider the totality of known
circumstances, including but not limited to:
• The frequency, nature, and severity of the conduct;
• Public nature of the conduct;
• Whether the conduct was physically threatening;
• The effect of the conduct on the Complainant’s mental and emotional state;
• Whether the conduct was directed at more than one person;
• Whether the conduct arose in the context of other unlawful discriminatory conduct; and
• Whether the conduct implicates concerns related to academic freedom or protected speech.
• Provision of Alcohol and/or Other Drugs for Purposes of Prohibited Conduct: The provision of alcohol
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and/or other drugs to an individual for the purpose of committing or facilitating Prohibited Conduct under
this policy is also Prohibited Conduct. Such behavior may include provision of a drink or food which
contains alcohol and/or other drugs without the knowledge of the individual to whom it is being provided
or other actions taken with the intention of impairing the senses, judgment, and/or physical and mental
ability of another person in order to engage in other forms of Prohibited Conduct. An individual does not
have to engage in sexual activity with another person to be found responsible for the prohibited provision
of alcohol and/or other drugs.
• Retaliation: Retaliation is any action, statement, or behavior meant as reprisal or retribution against an
individual in response to the individual’s good-faith report or participation in a proceeding related to this
policy. Any retaliatory action taken directly or indirectly against a person who has made a report, filed a
complaint, or participated in an investigation is prohibited.
Retaliation includes, but is not limited to, intimidation, threats, harassment, and other conduct that would
discourage a reasonable person from engaging in activity protected under this policy, such as seeking
services, receiving protective measures and accommodations, and/or reporting Prohibited Conduct. This
prohibition against retaliation protects Complainants, Respondents, reporting parties, witnesses, hearing
panelists, decision-makers, advisors, investigators, and other individuals who provide information relating
to a Title IX investigation or participate in a complaint process associated with this policy.
• Sexual Assault: Sexual assault is defined as a sexual act directed against another person, without the
consent of the other person, including instances where the target is incapable of giving consent due to age
or temporary or permanent mental or physical incapacity. Sexual Assault is the umbrella term for actions
that constitute rape, fondling, incest, and statutory rape. This definition is prescribed by the 2014 Violence
Against Women’s Act as defined in the Uniform Crime Reporting (UCR) Program’s National Incident-
Based Reporting System (NIBRS).
• Incest: Sexual intercourse between persons who are related to each other within the degrees
wherein marriage is prohibited by law.
• Fondling: Forcible or non-forcible touching of the private body part (breast, buttocks, groin, genital,
or other intimate part) of another person for the purpose of sexual gratification without consent.
• Rape: Attempted or completed anal or vaginal penetration of another person, no matter how
slight, by a body part or object without consent and/or completed or attempted oral penetration by
a sex organ of another person.
• Statutory Rape: Non-forcible sexual intercourse with a person who is under the statutory age
of consent.
• Sexual Exploitation: Sexual Exploitation is purposefully taking sexual advantage of another person without
consent. It may involve use of one’s own or another individual’s nudity or sexuality.
Examples of Sexual Exploitation include, but are not limited to:
• Voyeurism (such as watching or taking pictures, videos, or audio recordings of another person in a
state of undress or of another person engaging in a sexual act without the consent of all parties);
• Disseminating, streaming, or posting pictures or video of another in a state of undress or of a
sexual nature without the person’s consent;
• Exposing one’s genitals to another person without consent;
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• Prostituting another individual; or
• Knowingly exposing another individual to a sexually transmitted infection without the other
individual’s knowledge and consent.
• Sexual Harassment: Conduct on the basis of sex that satisfies one or more of the following:
(i.) An employee conditions the provision of an aid, benefit, or service on an individual’s participation
in unwelcome sexual conduct (quid pro quo); and/or
(ii.) Unwelcome conduct determined by a reasonable person to be so severe or pervasive and
objectively offensive that it effectively denies a person equal access to the programs and activities
of Brown (Hostile Environment).
• Stalking: Stalking is a course of conduct on the basis of sex or gender directed at a specific person that
would cause a reasonable person to (i.) fear for the person’s safety or the safety of others; or (ii.) suffer
substantial emotional distress.
For the purposes of this policy, Stalking refers to actions “on the basis of sex or gender” that would
constitute Sexual or Gender-Based Harassment such as surveillance of a former intimate partner.
Course of conduct means two or more acts, including, but not limited to, acts in which the stalker directly,
indirectly, or through third parties, by any action, method, device, or means, follows, monitors, observes,
surveils, threatens, or communicates to or about a person, or interferes with a person’s property. Substantial
emotional distress means significant mental suffering or anguish that may, but does not necessarily require,
medical or other professional treatment or counseling.
Stalking includes the concepts of cyber-stalking, a form of stalking through electronic media such as
the internet, social networks, blogs, cell phones, texts, or other similar devices or forms of contact. This
definition is prescribed by the 2014 Violence Against Women’s Act as defined in the Uniform Crime
Reporting (UCR) Program’s National Incident-Based Reporting System (NIBRS).
Respondent: An individual(s) who has been reported to be the perpetrator of behavior that could constitute
Prohibited Conduct.
Report: Information shared with the Title IX Office that includes details of alleged Prohibited Conduct. A
report is made when a Complainant, reporting party, or third party seeks information, support measures, or
informs the University of Prohibited Conduct, but such party is not making a Formal Complaint or pursuing a
complaint resolution process to address the alleged Prohibited Conduct.
Support Measures: Non-disciplinary, non-punitive measures provided to a Complainant or Respondent
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designed to restore or preserve equal access to Brown’s programs and activities without unreasonably
burdening the other party, including measures designed to protect the safety of all parties and deter future
prohibited conduct. The Title IX Program Officer will oversee the implementation of support measures that
are individualized to respond to the effects of the Prohibited Conduct, and that are appropriate, reasonably
available, and free of charge. Support measures may include a no-contact order, counseling, extensions of
deadlines or other course-related adjustments, modifications of work or class schedules, campus escort
services, changes in work or housing locations, leave of absence, increased security and monitoring of certain
areas of the campus, and other similar measures. Use of support measures is private and is available with or
without a Formal Complaint.
Brown will also provide reasonably available support measures for third-party reporters, provided that the
accommodations are within the scope of that individual’s relationship to Brown University.
5.0 Responsibilities
All individuals to whom this policy applies are responsible for becoming familiar with and following this
policy. University supervisors are responsible for promoting the understanding of this policy and for taking
appropriate steps to help ensure compliance with it.
Title IX Program Officer: The Title IX Program Officer is the Title IX Coordinator for the University and
oversees the review of reports and Formal Complaints associated with this policy. The Title IX Program
Officer oversees the implementation of interim actions, support measures, the investigation process, and
administration of the hearings associated with alleged violations of this policy. The Title IX Program Officer is
also charged with providing education and training as well as tracking and reporting annually on all incidents
in violation of this policy. More on the Title IX Program Officer can be found here.
6.0 Consequences for Violating this Policy
Failure to comply with this and related policies is subject to disciplinary action, up to and including suspension
without pay, or termination of employment or association with the University, in accordance with applicable
(e.g., staff, faculty, student) disciplinary procedures.
The University has developed the Sexual and Gender-based Misconduct Complaint Procedure to investigate
an allegation that a Covered Person has committed an act of Prohibited Conduct in this policy.
A Student or Employee determined to be responsible for an act of Prohibited Conduct in violation of this
policy is subject to disciplinary action. Disciplinary action may include, but not be limited to, one or more of
the following:
• reprimand (written or verbal)
• mandated training
• restitution
• permanent or temporary academic or work related reassignments
• change in academic or social status or standing, limiting ability to serve in leadership roles, access
funding, or serve as a representative for the University on or off-campus
• probation with or without restrictions
• administrative leave without pay
• temporary (suspension or administrative leave) or permanent (expulsion or termination)
separation from Brown University.
Applicants, Affiliates, Contractors, or Invitees who violate this policy may have their relationship with Brown
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University terminated and/or their privilege of being on Brown University premises withdrawn.
Academic Transcripts: Discipline of suspension and expulsion include a permanent notation on the student’s
official academic transcript that is maintained by the Office of the Registrar. A Respondent’s access to a copy
of their academic transcript will be suspended and the University will not release a copy of the Respondent’s
academic transcript to any other institution or third party during an investigation and adjudication of a Formal
Complaint. Requests to release an academic transcript must be submitted to the Title IX Program Officer, who
will determine (i.) whether to release the academic transcript; and (ii.) whether a notation indicating that serious
disciplinary investigation and/or charges are pending should be included on the academic transcript.
Leave of absence with a formal complaint pending: If a Complainant or Respondent takes a leave of absence
from Brown after the University has given notice to the Respondent but prior to a finding or final resolution, the
complaint resolution process may be put on hold or continue as appropriate. The Title IX Program Officer will
make an individualized assessment to determine whether to hold or continue with the complaint resolution process.
If the process is held due to the leave of absence of a Student Respondent, their transcript will be held in
accordance with the process provided for in Section 6.1 above and a temporary entry may be made on
their academic transcript indicating that the Student has taken a leave of absence with serious disciplinary
investigation or charges pending.
If the process is held due to the leave of absence of an Employee Respondent, a temporary entry will be made in
their personnel file that indicates that the employee has taken a leave of absence with disciplinary charges pending.
Withdrawal/Permanent separation with a formal complaint pending: The University will assess the
allegations and make an individualized assessment to determine whether to continue or end the complaint
resolution process upon the separation from the University of the Complainant and/or Respondent. A
Complainant or Respondent may appeal a decision to dismiss (close) a Formal Complaint. The Director of
Equal Opportunity and Diversity will hear appeals of dismissal decisions.
• If a Complainant withdraws or separates from Brown after the University has given notice to the
Respondent but prior to a finding, the University may dismiss the Formal Complaint or continue
on as the Complainant.
• If a Student Respondent withdraws from Brown after the University has given notice to the
Respondent but prior to a finding or final resolution, the Formal Complaint may be dismissed and
an entry will be made on their academic transcript maintained by the Office of the Registrar that
indicates the Student has withdrawn with a disciplinary investigation and/or charges pending.
• If an Employee Respondent separates or is terminated from Brown after the University has
given notice to the Respondent but prior to disciplinary a finding or final resolution, the Formal
Complaint may be dismissed and an entry will be made in their personnel file that indicates that
the employee separated with disciplinary investigation and/or charges pending or employment
terminated with a disciplinary investigation and/or charges pending.
• If a Complainant or Respondent withdraws or permanently separates from the University after
submitting an appeal on the finding and/or sanction of a hearing panel but before the appeal
is decided, the University will dismiss the appeal and uphold the finding of the hearing panel
as the final resolution to the complaint. The University may make a retroactive entry on the
Respondent’s academic transcript or the employee’s personnel file indicating the original sanction
issued by the hearing panel (if applicable).
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7.0 Related Information
Brown University is a community in which employees are encouraged to share workplace concerns with
University leadership. Additionally, Brown’s Anonymous Reporting Hotline allows anonymous and
confidential reporting on matters of concern online or by phone (877-318-9184).
The following information complements and supplements this document. The information is intended to help
explain this policy and is not an all-inclusive list of policies, procedures, laws and requirements.
7.1 Related Policies:
• Corporation Policy Statement on Equal Opportunity, Non-Discrimination and Affirmative Action
• Nondiscrimination and Anti-Harassment Policy
7.2 Related Procedures:
• Title IX Grievance Procedure
• Sexual and Gender-Based Misconduct Complaint Procedure
• Discrimination and Harassment Complaint Resolution SOP
7.3 Related Forms: N/A
7.4 Frequently Asked Questions (FAQs): N/A
7.5 Other Related Information: Rhode Island State Law
Behavior that violates this policy also may violate the laws of the local jurisdiction in which the incident
occurred and subject a Respondent to criminal prosecution by the applicable jurisdiction. An individual
can choose to make a report to external law enforcement at any time, and doing so does not preclude
the individual from making a report to the University. Both processes can be pursued if an individual
chooses to do so. Brown University encourages individuals to report an incident which may be a
violation of Rhode Island State Law to external law enforcement. Prompt reporting to external law
enforcement is important in a criminal prosecution.
• First degree Sexual Assault (RIGL § 11-37-2)
• Second degree Sexual Assault (RIGL § 11-37-4)
• Third Degree Sexual Assault (RIGL § 11-37-6)
• Stalking (RIGL § 11-59-2)
• Cyberstalking and Cyberharassment (RIGL § 11-52-4.2)
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APPENDIX B
Sexual and Gender-Based Misconduct Complaint Procedure
1.0 Standard Operating Procedure (SOP) Purpose
The purpose of the Sexual and Gender-based Misconduct Complaint Procedure is to provide a prompt,
impartial, and unbiased response to Formal Complaints made pursuant to the Sexual and Gender-Based
Misconduct Policy (Policy). Specifically, this process will address Formal Complaints of Sexual Harassment,
Gender-based Harassment, Sexual Assault, Dating Violence, Domestic Violence, Stalking, Sexual
Exploitation, Provision of Alcohol and/or Other Drugs for Purposes of Prohibited Conduct and Retaliation
(together Prohibited Conduct).
This procedure is grounded in fairness and support for all parties, and includes procedural protections that
ensure nondiscrimination, adequate notice, and meaningful opportunities to participate. The University makes
the presumption that reports and formal complaints are made in good faith and presumes that the Respondent
is not responsible for the alleged Prohibited conduct until a determination is made at the conclusion of this
procedure. This procedure is also in compliance with relevant provisions of the Violence Against Women
Reauthorization Act of 2013; Title VII of the Civil Rights Act of 1964; the Jeanne Clery Disclosure of Campus
Security Policy and Campus Crime Statistics Act; and other applicable federal and Rhode Island state laws.
2.0 SOP
This procedure applies to Students and Employees as defined in the Policy when:
• the conduct occurs on property owned, leased, used, or controlled by Brown University
• the conduct that occurs in University programs and activities abroad; and/or
• the conduct occurs off-campus, in the United States, outside of the context of a program, activity, or
location when Brown exercises substantial control over both the Complainant and Respondent, and the
effects of the Prohibited Conduct have a continuing discriminatory effect at Brown.
Exempt from these procedures is Prohibited Conduct defined in the Sexual and Gender-Based Harassment,
Sexual Assault, Interpersonal Violence, and Stalking Policy.
Note: Complaints involving student Respondents who are participants in Summer@Brown or Pre-College
Programs should refer to the policies and procedures governing students enrolled in those programs.
2.1 Initial Assessment
When the Title IX Program Officer receives a report or Formal Complaint of alleged Prohibited
Conduct, they will conduct an initial assessment to gain a basic understanding of the nature and
circumstances of the allegation. This is ordinarily a meeting, which may be held virtually, with the
reporting party or Complainant, if different, where the Title IX Program Officer will provide the
reporting party verbal and written information about campus resources and response options. Such
information will include, but not be limited to, a written explanation of their rights, disciplinary options
on campus, how to report to local law enforcement, the importance of the preservation of evidence,
confidentiality parameters, and remedial interim protective and support measures available.
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The Title IX Program Officer will use the report and knowledge gathered in this meeting to assess if
further risk of harm exists for the reporting party, Complainant, or the campus community; or if the
report demonstrates a pattern of Prohibited Conduct involving the same Respondent. If any of these
conditions exist, the Title IX Program Officer will take the appropriate interim action.
Note: In all cases in this process when the term “Title IX Program Officer or other University official is
used, the term shall also mean a designee.
2.2 Filing a Complaint
A Complainant may submit a Formal Complaint at any time while the Respondent is enrolled or
employed at Brown. A Formal Complaint is a request for an investigation and initiation of this
complaint procedure. Only a Complainant or the Title IX Program Officer can submit a Formal
Complaint. A Complainant who wishes to proceed with this procedure must submit a written and
signed document (in hard copy or electronically) against a Respondent that details the incident in which
the Prohibited Conduct by the Respondent is alleged. A Formal Complaint must be submitted to the
Title IX Program Officer.
Initial Assessment of the Formal Complaint
Upon receipt of the Formal Complaint, the Title IX Program Officer will make the following
determinations to decide upon the applicability of policies:
• Could the facts set forth by the Formal Complaint, if substantiated, constitute conduct prohibited
by the Policy?;
• Was the Complainant a Covered Persons as defined in the Policy when the alleged Prohibited
Conduct occurred?;
• Is the Respondent currently enrolled or employed?
• Did Brown University exercise substantial control over both the Complainant and Respondent at
the time in which the alleged Prohibited Conduct occurred?
If the answer to any question is “NO” then the Policy and this procedure do not apply to the Formal
Complaint. The Formal Complaint will be referred to the appropriate policy, Code, or University Office.
If the answer to each question is “YES” then the Policy and this procedure applies, and the Title IX
Office has the authority to investigate and resolve the Formal Complaint.
2.3 Standard of Evidence
In all stages of the process, Brown University applies the preponderance of the evidence standard (more
likely than not) when determining whether the Policy has been violated.
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2.4 Use of an Advisor
Complainants and Respondents are entitled to be accompanied and assisted by an adviser at meetings,
investigation interviews, and, if applicable, a subsequent hearing. An adviser is an individual of the
Complainant’s or Respondent’s choosing, including an attorney, to provide support during the
complaint process. The parties are not limited to one adviser throughout the process; however, only
one adviser may be present at each meeting or interview. Accommodations, including scheduling of
interviews or hearings, will not be made for advisers if the accommodation creates an unduly delay in
the process, which is considered to be a delay of three (3) or more business days.
During meetings, interviews, the investigation process, and hearing, advisers may not speak for or answer
questions on behalf of their party, although they may ask to take a break briefly to provide consultation.
2.5 Time Frame for Reporting
The University will accept a report of Prohibited Conduct at any time, although the University’s ability
to investigate may be limited by the passage of time. There is no time limit on submitting a Report;
however, a Complainant seeking to use this procedure must submit a formal complaint while the
Respondent is enrolled or employed at the time in which the Formal Complaint is received.
If the Respondent is no longer affiliated with Brown (e.g., a Formal Complaint is made after a student is
no longer enrolled or has graduated, or an employee is no longer employed by Brown), the University will
provide reasonably available remedial measures as appropriate, will assist the Complainant in identifying
external reporting options, and may take appropriate action to address the Prohibited Conduct.
2.6 Amnesty
Brown University may offer amnesty to Complainants, Respondents, reporting parties, and witnesses
who disclose the personal ingestion of alcohol or other drugs in violation of the University Alcohol and
Drug Policy, and/or disclose a violation of COVID-19 requirements when making a report of Prohibited
Conduct or participating in an investigation unless the University determines there is malicious intent.
Although amnesty safeguards the individual from a disciplinary notation or finding of responsible
for a policy violation, it does not exempt the University from taking appropriate action to address the
conduct and/or mitigate future violations.
2.7 Conflict of Interest
The Title IX Program Officer, investigator, hearing panel and other decision makers will be free from
conflicts and receive training on identifying and mitigating explicit and implicit bias. The Title IX
Office checks for conflict of interest with the parties, investigator, hearing officer, and decision makers.
Individuals can disclose potential or actual conflicts as they arise to Title IX Program Officer.
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2.8 Informal Resolution
An informal resolution is an alternative to the investigation and adjudication model and generally
involves a facilitated resolution that is acceptable to the Complainant and Respondent. A full
investigation of the allegation is not conducted in the informal resolution process; however, the details
of the allegation will be gathered to allow the University to engage in an assessment of risk. An informal
resolution can be the full and final resolution to a Formal Complaint.
An informal resolution can be requested by a Complainant or Respondent at any time after a Formal
Complaint has been submitted up to the start of a Title IX hearing. Generally, informal resolutions are
pursued when the Complainant and Respondent, having been fully informed of all available options,
have explicitly and voluntarily made that choice. An informal resolution process is voluntary for the
both Complainant and the Respondent. Engaging in the informal resolution process is not an admission
of responsibility for the allegation or an admission of the falsehood of the allegations. The existence of
an informal resolution is not viewed as a finding against the Respondent.
The Complainant or Respondent may withdraw from an informal resolution process at any time before
its completion. If an informal resolution process is ended prior to its completion, any information
obtained will not be used in a subsequent investigation of the Formal Complaint.
Once a Formal Complaint has been resolved through an informal resolution process, the matter will
be closed. This means allegations resolved through an informal resolution will not advance through
the formal resolution process unless the terms of the informal resolution are broken or incomplete. If a
term of the informal resolution is broken or incomplete, the information obtained may be submitted as
evidence in a subsequent investigation involving the Complainant and/or Respondent.
For some limited types of Prohibited Conduct, an informal resolution may include mediation.
Mediation may not be an appropriate option for cases involving a report of sexual assault and/or
relationship and interpersonal violence, nor for circumstances involving severe misconduct.
In all cases, the Title IX Program Officer will have the discretion to determine whether an informal
resolution or mediation is appropriate to the circumstances. The University will generally allow only
one informal resolution per Respondent.
• Notice of the Formal Complaint for the Informal Resolution Process
The Title IX Program Officer will provide the Complainant or Respondent written notice of the
other party’s interest in resolving a Formal Complaint through the informal resolution process.
Written notice will include a copy of the Formal Complaint, the Prohibited Conduct at issue, and a
summary of the guidelines to an informal resolution and the participant’s rights in the process. The
Complainant or Respondent will have five (5) business days to respond to the informal resolution
request, indicating their interest in participating in the informal process. In the instance when a
party does not reply to the notice or a party does not voluntarily agree to participate in the informal
resolution process, the informal resolution process will end, and the University will begin an
investigation into the Formal Complaint.
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• Privacy of Informal Resolution
The existence of an informal resolution and/or the agreed upon terms is considered private
information maintained in the Title IX Office. The existence of an informal resolution and/or the
agreed upon terms may be shared with a limited circle of individuals in the University who “need to
know” in order to (i.) assist in implementing the agreed upon terms, (ii.) monitor the agreed upon
terms, (iii.) engage in a risk assessment involving the Complainant or Respondent, (iv.) implement
support or protective measures, or (v.) perform University operations.
The Title IX Program Officer may use the information obtained during an informal resolution
process as evidence when investigating the Formal Complaint when the terms of an informal
resolution are broken or not completed.
The Title IX Program Officer may also use the information obtained during an informal
resolution as evidence when investigating a Formal Complaint if a subsequent allegation of
Prohibited Conduct involving the same Respondent is made and the alleged Prohibited Conduct
is distinctively similar to the conduct alleged in the informal resolution process. If this occurs, the
relevant portion of the Formal Complaint may be shared with an investigator and the Complainant
may be called as a witness.
• Acceptance of Responsibility for Impact
As a component of the informal resolution process involving Students as the Complainant and
Respondent, the Student Respondent must accept responsibility for the harm or impact caused by the
Prohibited Conduct alleged in the Formal Complaint. Accepting responsibility for the harm or impact
does not mean the Student Respondent accepts responsibility for violating of University policy.
A Student Respondent who is interested in accepting responsibility for a policy violation is welcome
to do so and should note accepting responsibility for Prohibited Conduct may be considered
evidence in a Formal Complaint investigation when an informal resolution is not reach or the terms
are breached or not completed.
• Developing Terms of the Informal Resolution
The Complainant and Respondent may propose terms for the informal resolution. The terms
should be designed to remedy the adverse effects the Prohibited Conduct alleged has on the
Complainant and/or to restore the Complainant’s equal access to the programs and activities of
Brown. Informal resolutions involving faculty and staff will include a supervisor, Senior Dean,
Office of the Provost, or University Human Resources who may also suggest proposed terms.
The Title IX Program Officer will review the proposed and final terms and will remove those terms
that are not permissible under University policy or practice and/or federal or state law. The Title IX
Program Officer may consult with the relevant University officials such as a supervisor, Department
Chair, Senior Dean, Office of the Provost, Campus Life, or University Human Resources when
determining the permissibility of a proposed term(s).
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After the Title IX Program Officer’s review, the parties will have five (5) business days from the date
of delivery of the informal agreement to review the terms. They should indicate their willingness
to accept all, some, or none of the proposed terms. They may also propose alternative strategies to
meet a specific term they reject.
The Title IX Program Officer will send the Complainant and/or Respondent a copy of the other party’s
response to the proposed terms. The Complainant or Respondent will have a subsequent five (5)
business days from the date of delivery of the new terms to consider and respond to the revised terms.
The informal agreement is reached when both parties independently and voluntarily come to
agreement on terms. Upon agreement and signature (in hard copy or electronically) by both the
Complainant and Respondent, the Formal Complaint is considered resolved and closed.
• Violations of the Informal Resolution
The Complainant and Respondent will be asked to identify and agree upon the consequences for
violating the terms of the informal resolution. The Title IX Program Officer will consult with the
relevant University officials such as a supervisor, Department Chair, Senior Dean, Office of the
Provost, or University Human Resources when determining the permissibility or appropriateness
of the proposed consequences. If the consequences for violating the informal resolution are not
determined, the matter the matter will continue in the Formal Resolution Process.
• Right of Appeal
The informal resolution is grounded in the voluntary participation of the Complainant and
Respondent. For this reason, there is no right of appeal associated with the informal resolution process.
• Time Frame for the Informal Resolution Process
The University cannot promise a definitive timeframe for an informal resolution process as
the time to complete the agreement is unique to each set of Complainant and Respondent.
The informal resolution will ordinarily take an average of 20 business days to complete.
Below is an overview of the approximate time associated with the major stages of the informal
resolution process after the Title IX Program Officer receives a Formal Complaint. All timeframes
set forth in this process may be adjusted at the discretion of the Title IX Program Officer. The
Complainant and Respondent will be notified of any delays or extensions of these timeframes and
will be provided with a revised timeline to resolve the complaint.
• Written notice of Formal Complaint – Two (2) business days from receipt of the Formal
Complaint
• Written notice of a request for informal resolution – Two (2) business days from receipt of the
request from either the Complainant or Respondent
• Drafting of terms – Five (5) business days (this step may be repeated as necessary)
• Review of proposed terms – Five (5) business days (this step may be repeated as necessary)
• Review and sign off on the final terms – Five (5) business days.
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• Recordkeeping
The Formal Complaint and final informal resolution agreement will be maintained for a period
of seven (7) years in accordance with the records retention schedule of the University. Records of
supportive measures will be maintained for a minimum period of seven (7) years.
2.9 Formal Resolution
A formal resolution process will occur when (i.) a Complainant submits a Formal Complaint and requests
to begin the formal resolution process, (ii.) the University engages in an assessment of threat and determines
that the Title IX Program Officer should proceed with the formal resolution process because there is
reasonable cause to believe that the Respondent poses a threat of harm to the health, safety, and welfare of
the Complainant or Brown community, or (iii.) the Title IX Program Officer identifies a pattern of alleged
Prohibited Conduct involving the same Respondent.
In the event of (ii.) or (iii.), the Title IX Program Officer will draft and sign a Formal Complaint in lieu of a
Complainant, and the formal resolution process will proceed as indicated below.
2.9.1 Notice to the Respondent(s)
The Title IX Program Officer will provide the Respondent written notice of the Formal Complaint.
Written notice will include a copy of the Formal Complaint, the Prohibited Conduct alleged, and a
summary of the participant’s rights and guidelines to the formal resolution process.
The Respondent will have five (5) business days following the date of delivery of the written notice to
respond to the Formal Complaint but is not required to respond. A response to the Formal Complaint
is at minimum the acceptance or denial of responsibility for the alleged Prohibited Conduct. The
response may also, but is not required to, address the factual allegations within the Formal Complaint.
Any response submitted will be provided to the Complainant and the investigator.
• No Response to Written Notice
In instances when the Respondent does not reply to the written notice, the formal resolution
process and investigation will continue. The Title IX Office will make a good faith effort to contact
the Respondent to notify them of the Formal Complaint and ensuing formal complaint process.
A Respondent’s silence in response to a Formal Complaint will not be viewed as an admission of
responsibility but may leave the allegations undisputed. If the Respondent chooses to participate in
the resolution process after the investigation report is finalized, they will be given the opportunity
to participate in the subsequent steps of the process.
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2.9.2 Investigation
The Title IX Program Officer will appoint one or more investigators to conduct the fact finding for
the case. The Title IX Program Officer will have the discretion to determine whether the investigator
will be internal (an employee at Brown) or external (a qualified individual outside of the Brown
community), or a combination of both internal and external investigators. The role of the investigator
will be to gather, assess, and synthesize the relevant evidence in a report that sets forth the facts
determined to have occurred. The investigator has the discretion to determine the relevance of any
witness or other evidence and may exclude information in preparing the investigation report if the
information is irrelevant, immaterial, or more prejudicial than informative.
The investigator will prepare an initial (draft) investigation report. A redacted version of the draft
investigation report and a redacted copy of all of the physical evidence submitted or obtained is shared
electronically with both parties who will have ten (10) business days from the date of delivery of the
draft report to review and comment before the investigation report is finalized. The investigator does
not make a final determination to whether a policy violation has occurred.
Complainants and Respondents should be aware that the allegations and Prohibited Conduct in the draft
investigation report may be different from allegations in the Formal Complaint. If an additional allegation is
identified during the investigation, the Title IX Program Officer will send the Complainant and Respondent
notice of the new allegation and amend the Formal Complaint. The Respondent will be provided five (5)
business days from the date of delivery of the notice of the new allegation to respond to the new charge.
The investigator’s report may include credibility assessments, where appropriate, based on their interviews
with the Complainant, Respondent, witnesses, and review of the material evidence, as well as the basis of
those assessments. The credibility assessment may include direct observations and reasonable inferences
drawn from the facts and any consistencies or inconsistencies between the various sources of information.
To ensure that the investigator is complying with their role as outlined in these procedures, the Title
IX Program Officer will review the investigation report in advance of the parties for thoroughness and
accuracy and may return the investigation report to the investigator in instances where the investigator
does not comply with their role, the Title IX Program Officer questions an initial decision of relevance
of evidence, clarification is needed, or the potential policy violation is not addressed in a manner
consistent with the Policy definition.
To protect the privacy of the parties and safeguard the contents of the investigation report, the draft
and final investigation report will be sent through an encrypted email that limits the parties’ ability
to edit, download, or print the investigation report. These limitations will be amended as needed to
adhere to reasonable accommodation related to a disability that is documented with the University.
• Extensions A Complainant and/or Respondent may ask for an extension to a deadline or to pause
the investigation. Pauses and/or extensions are only provided for good cause and are normally
a three- to five-day extension. Good cause is considered to be extraordinary or extenuating
circumstances outside of the control of the party such as an unanticipated health issue or exam
or deadline associated with an academic assignment. Extensions to accommodate an adviser’s
schedule, including scheduling of interviews or hearings, will be considered if they do not unduly
delay the process, which is considered to be a delay of three (3) or more business days.
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• Witnesses The Complainant, Respondent, and witnesses are permitted to provide names of potential
witnesses to the investigator. The investigator will determine which of those potential witnesses, or
other persons, may have relevant evidence about the alleged conduct and may request statements,
either orally or in writing. Witnesses may include individuals outside the Brown community.
• Evidence: Complainants, Respondents, and witnesses are permitted to provide evidence to
the investigator. Evidence may include text messages, email exchanges, timelines, receipts,
photographs, videos, etc. The investigator may also gather and consider additional documents,
items, or other relevant information.
The investigator will determine whether the evidence is relevant. Information that does not
directly relate to the facts at issue may be considered irrelevant to the determination of whether the
conduct alleged violates the Policy.
• Pattern Evidence: A report of Prohibited Conduct that is so distinctively similar and closely
resembling the behavior in the Formal Complaint may be considered as factual evidence. The
investigator may consider this as pattern evidence regardless of whether there has been a prior
finding of a Policy violation. Pattern evidence may occur before or after the conduct in question.
This information may be deemed relevant to determine whether the conduct alleged violates the
Policy and/or to assign appropriate discipline.
• Character Evidence: Information that does not directly relate to the facts at issue, but instead
reflects upon the reputation, personality, qualities, or habits of an individual is character evidence
and will be given lesser weight than information that directly relates to the facts of the case when
determining whether the conduct alleged violates the Policy.
• Prior Sexual History: An individual’s character or reputation with respect to sexual activity is not
typically relevant and is not ordinarily considered as evidence. Similarly, an individual’s prior or
subsequent sexual activity is typically not relevant and will only be considered as evidence when
offered to prove that someone other than the Respondent committed the offense or if the sexual
history evidence concerns specific sexual incidents between the Complainant and Respondent
and is offered to prove consent. For example, prior sexual history may be relevant to explain the
presence of a physical injury or to help resolve other questions raised by the investigation report.
The investigator will determine the relevance of this information.
Even in the context of a relationship, consent to one sexual act does not, by itself, constitute
consent to another sexual act, and consent on one occasion does not, by itself, constitute consent
on a subsequent occasion. Where the parties have a sexual relationship prior to or after the
incident in question and the existence of consent is at issue, the sexual history between the parties
may be relevant to help understand the manner and nature of communications between the parties
and the context of the relationship, which may have bearing on whether consent was sought and
given during the incident in question. However, this does not assume that the prior sexual history
was consensual, and this should be a factor in considering relevance.
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• Other Disciplinary Case
Information about prior, concurrent, or pending campus disciplinary or criminal charges
involving the Complainant or Respondent is typically viewed as irrelevant to the investigation
unless determined to be so distinctly similar or to be contemporaneous such that the other
conduct may be related that it will be considered pattern evidence.
2.9.3 Investigation Report Review
Within ten (10) business days following the date of delivery of a redacted draft investigation report,
both parties may provide a written response. The Complainant and Respondent may offer additional
comments, clarify information previously shared, suggest additional witnesses, question relevance
determinations, or identify any other relevant information or evidence to assure the thoroughness and
sufficiency of the investigation.
The parties should contact the Title IX Program Officer if the redactions create a barrier to their review
of the investigation report. The Title IX Program Officer will set up a meeting, which may be held
virtually, to review the redacted information verbally, including the identity of the witnesses.
The Title IX Program Officer will review the investigation report in advance of the parties for
thoroughness and accuracy and may return the investigation report to the investigator in instances
where the investigator does not comply with their role, the Title IX Program Officer questions an
initial decision of relevance of evidence, clarification is needed, or the potential policy violation is not
addressed in a manner consistent with the Policy definition.
The investigator will review the responses submitted by the parties to finalize the investigation report,
but is not obligated to change the report. The investigator may request additional information or
interview additional witnesses to finalize the document. Once the investigation report is finalized, it
is provided to the Title IX Program Officer, who will send it to the parties, the Chair of the Title IX
Council and the Hearing Panel.
2.9.4 Hearing
The University conducts a live virtual hearing in which the parties can simultaneously see and/or hear
each other. The hearing is recorded, and subject to a proctored review by the parties after the hearing
upon request during the pendency of an appeal.
The Title IX Program Officer will select a date for the hearing based on the availability of the
Hearing Panel and will consider a participants’ academic and work schedules when identifying the
hearing date.
Note: The University requires the party to be on camera during their cross examination and verbal
statement only. The parties will be muted and off camera during the other phases of the hearing.
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• Chair of the Title IX Council
The Chair of the Title IX Council presides over the Hearing Panel as a non-voting member. The
Chair is responsible for the administration of the hearing process and conduct of the deliberations
process, including procedural matters and decisions leading up to the hearing. The Chair is also
responsible for the overall decorum and conduct of the parties, panelist, investigator, and advisors
during the hearing. The Chair will also draft the determination letter that summarizes the finding,
rationale, and outcomes.
• Hearing Panel
The Hearing Panel is comprised of one to three individuals who receive training to hear Formal
Complaints investigated under the Policy. The Title IX Program Officer will send the Hearing
Panel a redacted copy of the final investigation report at least ten (10) business days before the date
of the hearing. The Hearing Panel will convene to deliberate and render a decision, by majority
vote, regarding whether or not the Respondent has violated the Policy by a preponderance of the
evidence. No member may abstain from voting.
The number and composition of the Hearing Panel is determined by the affiliation of the
Respondent (i.e., Faculty, Staff, or Student). When a respondent holds multiple relationships to
the University, the Respondent’s affiliation will be determined by the role they were in when the
alleged Prohibited Conduct occurred.
• Hearing Panel for Faculty Respondent: A Hearing Panel where both the Complainant and
Respondent are faculty will consist of three (3) faculty members drawn from the Title IX Council.
If the Complainant is a student or staff member, the Hearing Panel will consist of two faculty (2)
and one (1) student or staff member respectively drawn from the Title IX Council. The Hearing
Panel will deliberate and make a determination on the finding and Discipline (if applicable). The
Senior Academic Dean of the Respondent or Senior Director of Employee and Labor Relations
may be substituted for a three (3) person Hearing Panel in instances in which the Title IX Office is
unable to populate a panel due to urgency, time of year, or conflict of interest.
• Hearing Panel for Staff Respondent: A Hearing Panel where both the Complainant and
Respondent are staff will consist of three (3) staff members drawn from the Title IX Council. If
the Complainant is a student or faculty member, the Hearing Panel will consist of two (2) staff
members and one (1) student or faculty member respectively drawn from the Title IX Council.
The Hearing Panel will deliberate and make a determination on the finding and Discipline (if
applicable). The Senior Director of Employee and Labor Relations may be substituted for a three
(3) person Hearing Panel in instances in which the Title IX Office is unable to populate a panel
due to urgency, time of year, or conflict of interest.
• Hearing Panel for Student Respondent: A Hearing Panel for student Respondent complaints will
consist of three (3) individuals drawn from the Title IX Council. The Hearing Panel will deliberate
and make a finding and determine a Discipline (if applicable).
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• Direct Questionings
The Hearing Panel may pose questions to the parties, investigator, and witnesses (if applicable) to
elicit relevant factual information missing from the final investigation report. The presumption
is that the investigator has identified and interviewed all relevant witnesses and supplied the
information necessary for the Hearing Panel to render its decision and determine sanctions. It is
rare for witnesses to appear before the Hearing Panel. The Chair has the discretion to approve or
deny requests from the Hearing Panel to gather additional evidence or question a witness during
the hearing.
During direct questioning, the Hearing Panel will ask questions (if any) of the investigator first
followed by the Complainant and then the Respondent.
The Chair will make determinations of relevance. The hearing process does not allow the
Complainant or Respondent to challenge the relevance decision of the Chair during the hearing or
of the investigator’s relevance decisions in the final investigation report. Challenges to relevance
decisions may be addressed through the appeals process as a material procedural error.
• Verbal Statement
The Complainant and Respondent will be granted the opportunity to appear before the Hearing
Panel if they wish to make a verbal statement regarding the facts. Verbal statements must be no
more than seven (7) minutes in length. The Chair will intervene should a verbal statement exceed
seven (7) minutes.
The Chair will instruct the Hearing Panel to disregard verbal statements made that are more
prejudicial than probative, introduce new allegations, or introduce evidence deemed irrelevant
or immaterial by the investigator or Chair of the Title IX Council. If both the Complainant and
Respondent choose to make a verbal statement, the Complainant shall appear first, and the
Respondent shall appear second. Verbal statements should focus on the facts and relevant evidence
and limit references to character.
• Impact Statements
The Complainant and Respondent may submit an impact statement to be considered by the
Hearing Panel. Impact statements will be shared with the Hearing Panel after it has made a
determination of responsibility for the Prohibited Conduct and is considering Discipline if
applicable. The impact statement must be submitted one (1) business day before the scheduled
hearing. The impact statements should be no more than three (3) 8 ½ by 11 pages, double
spaced, 12-point font, one inch margins and should not include new allegations or information
determined by the investigator or Chair to be irrelevant or immaterial to the allegations or
information that is more prejudicial than probative. Information deemed inappropriate or
irrelevant, as stated above, included in an impact statement will be redacted or removed before the
statement is shared with the Hearing Panel.
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• Outcome
The Chair of the Title IX Council will prepare a written decision within five (5) business days from
the date of the hearing. The written decision will include a finding for each charge, rationale for
each decision, and appropriate Discipline for each allegation as applicable. The Chair may ask for
additional time for deliberation or request to pause the Hearing Panel deliberation in the instance
in which the Hearing Panel requires additional information in order to render a decision. The Title
IX Program Officer will notify the parties if additional time or information is needed.
The Hearing Panel shall consider prior violations when determining an appropriate sanction.
If the Hearing Panel determines that there is adequate cause for the termination of a term
appointment or revocation of tenure of a Faculty respondent, the Hearing Panel will make this
recommendation to the Provost and President who will consider the recommendation and follow
the appropriate procedure as stated by the Faculty Rules and Regulations.
If the Hearing Panel determines there is adequate cause for the separation or termination of an
employee, the Hearing Panel will make this recommendation to the Senior Director of Employee
and Labor Relations who will follow the appropriate procedure as stated by employee policy or
applicable collective bargaining agreement, if any.
In all cases, the Complainant and Respondent will be notified of the outcome and determination
simultaneously in writing. The appropriate campus officials such as the Senior Academic Dean,
Deans in the Graduate or Medical School, Department Chair, University Human Resources
and supervisory personnel, or Deans in The College and Campus Life will receive a copy of the
outcome as appropriate.
• Determining the Appropriate Discipline
If the Hearing Panel determines that a Respondent is responsible for one or more violations of
the Policy, it will then impose an appropriate Discipline. The Hearing Panel will be permitted
to consider prior unrelated Policy and Code violations in determining an appropriate sanction.
The Hearing Panel shall consider, but is not limited to, the following factors in determining an
appropriate discipline.
• Whether or not the circumstances suggest there is an increased risk of the Respondent
committing additional acts of sexual violence or other violence (whether there have been
other sexual violence Complaints about the same Respondent, whether the Respondent has
a history of violence, whether the Respondent threatened further sexual violence or other
violence against the Complainant or others);
• Whether or not the circumstances suggest there is an increased risk of future acts of
Prohibited Conduct under similar circumstances (whether the circumstances reveal a pattern
of perpetration, for instance via illicit use of drugs or alcohol, at a given location, or by a
particular group);
• Whether or not the Prohibited Conduct was perpetrated with a weapon or had other
aggravating considerations;
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• Whether the Respondent upon return to campus would be likely to pose a threat to the safety
and/or well-being of the Complainant and/or the Brown University community generally, and
if so, the nature and extent of the threat and steps to effectively mitigate the impact;
• The impact statements submitted by the Complainant and Respondent;
• The impact of the conduct on the Brown University community, and the need for any
Discipline or remedies to eliminate, prevent, or address the existence of any hostile
environment caused in the Brown University community or to maintain a safe and respectful
environment conducive to learning, working and living; and
• Any other mitigating, aggravating, or compelling circumstances in order to reach a just and
appropriate resolution in the case.
If a student Respondent is found responsible and the Discipline includes suspension or expulsion,
the Threat Assessment Team will meet to determine if the Respondent must be immediately
removed from campus housing, restricted in their movements on campus (e.g., only able to
attend classes and labs), or barred completely from campus during the entirety of the appeal
process. Such removal or restriction will only be imposed if there is reasonable cause to believe
that the Respondent poses a significant threat of harm to the health, safety, and welfare of the
Complainant or others.
In cases of expulsion or termination: Once the appeal deadline has passed or an expulsion or
termination is upheld by an appeal panel, the Respondent’s enrollment or employment will end
and the Respondent must vacate campus immediately.
In cases of suspension of a student Respondent: Once the appeal deadline has passed or a
suspension is upheld by an appeal panel, the start of the Respondent’s suspension will be
determined by the date in which the final decision is made. Suspensions imposed before the
end of the sixth week of classes will begin immediately and apply to the current semester.
Suspensions imposed after the sixth week of classes will apply to the next semester. The
University may impose interim actions, as appropriate, on the student respondents whose
suspension will begin in the upcoming semester.
• Right of Appeal
The Complainant and Respondent both have the right to appeal a determination of
responsibility on the limited grounds of (i.) material procedural error that materially affected
the outcome; (ii.) material, new evidence not reasonably available at the time of the hearing;
(iii.) a decision and/or Discipline that is clearly contrary to the weight of the evidence; and/
or (iv.) conflict of interest or bias on the part of the Title IX Program Officer, investigator, or
Hearing Panelist that affected the outcome.
Written requests for appeal must be submitted within five (5) business days following delivery
of the notice of the outcome. Written requests for appeal submitted by one party will be
shared with the other party. Each party may respond in writing to any appeal submitted by the
other party. Written responses to an appeal must be submitted within five (5) business days
following delivery of the notice of the written appeal.
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Appeals are heard by the Provost in cases with a faculty Respondent, Vice President of Human
Resources in cases with a staff Respondent, and a three (3) member appeal panel drawn
from the Title IX Council when the case involves a Student Respondent. The appeal officer/
appeal panel’s responsibility will be strictly limited to determining if the written appeal meets
the limited grounds in which an appeal is submitted. If the appeal officer/appeal panel finds
that the grounds for appeal are met, the appeal will be granted. Otherwise, the appeal will be
denied. If the appeal is denied, the matter is closed, and the Hearing Panel’s decision stands as
the final decision.
There are two possibilities in the event that an appeal is granted. The appeal officer or
appeal panel may, in its discretion: (i.) Remand the case to the original or new Hearing
Panel and provide instructions regarding the nature and extent of its reconsideration.
The Hearing Panel will act promptly to reconsider the matter consistent with those
instructions. Following reconsideration, the finding of the Hearing Panel or the
sanction imposed by the decision-maker will be final and not subject to further appeal,
or (ii.) Modify the decision and/or sanction consistent with its decision. Following
reconsideration, the finding of the appeal officer/appeal panel or the sanction imposed
will be final and not subject to further appeal.
2.9.5 Time Frame of the Formal Resolution
The University seeks to complete its investigation and disciplinary process, if any, as promptly
as possible. A formal resolution process will take an average of 75 business days. The length of
investigations may vary with the complexity and unique factors in each case. Examples of such factors
include, but are not limited to, circumstances in which critical witnesses are unavailable, or if law
enforcement requests the University temporarily halt its investigation for a brief period of time.
Below is an overview of the approximate time associated with the major stages of the formal resolution
process after the Title IX Program Officer receives a Formal Complaint. All timeframes set forth in
this process may be adjusted by the discretion of the Title IX Program Officer. The Complainant and
Respondent will be notified of any delays or extensions of these timeframes and will be provided with a
revised timeline to resolve the complaint.
• Notice to the Respondent – Two (2) business days from receipt of the Formal Complaint
• Response to the Formal Complaint – Five (5) business days from delivery of written notice of the
Formal Complaint
• Investigation – Thirty (30) business days
• Draft Report Review – Ten (10) business days from delivery of the draft investigation report
• Finalize the Investigation Report – Five (5) business days
• Hearing Panel Report Review – Ten (10) business days
• Hearing Panel Deliberation – Five (5) business days
• Right of Appeal – Five (5) business days from the delivery of the written outcome
• Appeal Review – Five (5) business days
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2.9.6 Information Sharing
Throughout the investigation, the parties should only share documentation and information they
receive or learn of from the Title IX Office, including the investigator, for the purpose of advice and
counsel. Information shared, publicly posted, or distributed for other purposes may be considered
Retaliation under the Policy and could constitute a violation of federal or state privacy laws.
The University may share the Formal Complaint, investigation report, and Finding with a limited
circle of individuals within the University who “need to know” in order to assist in (i.) the review,
investigation, and resolution of the report or Formal Complaint, (ii.) the implementation of support
or protective measures, (iii.) the implementation of the Finding and/or Discipline, or (iv.) other
disclosures necessary to fulfill University operations.
2.9.7 Withdrawal or Dismissal of Formal Complaint or Allegations
The University may dismiss a Formal Complaint or allegation in the instance when the investigation
proves that the charge falls outside of the jurisdictional scope of the Sexual and Gender-Based
Misconduct Policy. The Formal Complaint or allegation may be dismissed even if the investigation
proves that the Prohibited Conduct occurred. The University may refer the Formal Complaint and the
investigation report to an alternative policy, Code of Conduct, or University official.
The Complainant may request to withdraw the Formal Complaint or allegations within a Formal
Complaint at any time before the determination made by the Hearing Panel. Either request must be
made in writing to the Title IX Program Officer. The Title IX Program Officer will consider whether to
approve or deny these requests, and will strongly consider the Complainant’s request.
Similarly, the University may withdraw or dismiss an allegation or Formal Complaint at any time
before a hearing when the Complainant or witness refuses to participate in the investigation or
hearing, the Respondent permanently separates from the University, or the investigation uncovers
that the University does not have control over the Respondent and is unable to issue impose discipline
on the Respondent.
Written notice of a decision to dismiss some or all of the Formal Complaint will be sent to the parties
in writing. The Complainant and/or the Respondent have the right to appeal a decision to dismiss
on the limited grounds of (i.) material procedural error that materially affected the outcome; (ii.)
material, new evidence not reasonably available at the time of the determination to dismiss; and/or
(iii.) conflict of interest or bias on the part of the Title IX Program Officer, investigator, or hearing
panelist that affected the outcome. The Director of Equal Opportunity and Diversity will hear appeals
of dismissal. An appeal of a mandatory or discretionary dismissal must be submitted to the Director of
Equal Opportunity and Diversity within 5 (five) business days from notice of the decision to dismiss.
Written requests for appeal submitted by one party will be shared with the other party. Each party may
respond in writing to any appeal submitted by the other party. Written responses to an appeal must
be submitted within five (5) business days following delivery of the notice of the written appeal. The
outcome of the appeal must be in writing, and must include the rationale. The written decision must be
provided simultaneously to both parties.
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2.9.8 Recordkeeping
The Formal Complaint, final investigation report, and final determination letters, including appeal
outcomes, will be maintained for a minimum period of seven (7) years in accordance with the records
retention schedule of the University. The Formal Complaint, final investigation report, and final
determination letters, including appeal outcomes for cases involving suspensions and expulsions will
be maintained by the University in perpetuity. Records of supportive measures will be maintained for a
minimum period of seven (7) years.
3.0 Definitions
For the purpose of this SOP, the terms below have the following definitions:
Advisor: An adviser is an individual of the Complainant’s or Respondent’s choosing, including an attorney, to
provide support during the complaint process. More on the role and responsibility of an adviser can be found
in the Sexual and Gender-based Misconduct Policy.
Administrative Leave: Administrative leave is the process where the institution places an Employee on an
interim work, supervision, leadership, or teaching suspension after the filing of a Formal Complaint against
the Employee.
Coercion: Coercion is verbal and/or physical conduct, including intimidation, unwanted contact, and express
or implied threats of physical, emotional, or other harm, that would reasonably place an individual in fear of
immediate harm and that is employed to compel someone to engage in sexual contact.
Complainant: A Complainant is the individual(s) who is alleged to be the victim of behavior that could constitute
Prohibited Conduct. A Complainant seeking to use the Sexual and Gender-based Misconduct Complaint
Procedure associated with this policy must have been participating in or attempting to participate in an educational
program, employment, or activity of Brown at the time in which the alleged prohibited conduct occurred.
Consent: Consent is an affirmative and willing agreement to engage in specific forms of sexual contact with
another person. Consent requires an outward demonstration, through mutually understandable words or
actions, indicating that an individual has freely and affirmatively chosen to engage in sexual contact. Consent
cannot be obtained through: (1) the use of coercion or force or (2) by taking advantage of the incapacitation
of another individual.
Silence, passivity, incapacitation from alcohol or drugs, or the absence of resistance does not imply consent.
It is important not to make assumptions; if confusion or ambiguity arises during a sexual interaction, it is
essential that each participant stops and clarifies the other’s willingness to continue.
Consent can be withdrawn at any time. When consent is withdrawn, sexual activity must cease. Prior consent
does not imply current or future consent; even in the context of an ongoing relationship, consent must be
sought and freely given for each instance of sexual contact. An essential element of consent is that it be freely
given. Freely given consent might not be present, or may not even be possible, in relationships of a sexual or
intimate nature between individuals where one individual has power, supervision, or authority over another.
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In evaluating whether consent was given, consideration will be given to the totality of the facts and
circumstances, including but not limited to the extent to which a Complainant or reporting party
affirmatively uses words or actions indicating a willingness to engage in sexual contact, free from coercion;
whether a reasonable person in the Respondent’s position would have understood such person’s words and
acts as an expression of consent; and whether there are any circumstances, known or reasonably apparent to
the Respondent, demonstrating incapacitation.
Covered Persons:
• Employees: Individuals employed by Brown University, including faculty, affiliates, visiting faculty,
postdoctoral fellows, and all staff (including all exempt and non-exempt, bargaining unit, and senior
administrative positions), as well as those physicians and health scientists who are not employed
by Brown University but have Brown University faculty, affiliate, postdoctoral, or house staff
appointments for the purpose of teaching and/or research in the Division of Biology and Medicine.
• Students: Individuals enrolled in the College, the Graduate School, the Warren Alpert
Medical School, the School of Public Health, the School of Engineering, and/or the School of
Professional Studies.
Dating Violence: Dating violence is violence committed by a person who is or has been in a social
relationship of a romantic or intimate nature with the victim. Dating violence includes, but is not limited
to, sexual or physical abuse or the threat of such abuse. Dating violence does not include acts covered under
the definition of domestic violence. This definition is prescribed by the 2014 Violence Against Women’s
Act as defined in the Uniform Crime Reporting (UCR) Program’s National Incident-Based Reporting
System (NIBRS).
Discipline: Discipline is a consequence, punishment, or penalty rendered as a result of a finding of
responsibility for a policy violation.
Domestic Violence: Domestic violence is violence committed (i.) by a current or former spouse or intimate
partner of the victim; (ii.) by a person with whom the victim shares a child in common; (iii.) by a person who
is cohabitating with, or has cohabitated with, the victim as a spouse or intimate partner; (iv.) by a person
similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction in
which the crime of violence occurred, or (v.) by any other person against an adult or youth victim who is
protected from that person’s acts under the domestic or family violence laws of the jurisdiction in which the
crime of violence occurred.
This definition includes, but is not limited to, physical, sexual, emotional, economic, and/or psychological
actions or threats of action, including threatening to reveal personal or confidential information (including,
but not limited, to information regarding one’s gender identity and/or sexual orientation), that are
intimidating, frightening, terrorizing, or threatening. Prohibited Conduct under this definition includes
threats of violence or harm to one’s self, one’s family member(s) or friends, and/or one’s pet. This definition
is prescribed by the 2014 Violence Against Women’s Act as defined in the Uniform Crime Reporting (UCR)
Program’s National Incident-Based Reporting System (NIBRS).
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Emergency Removal: Emergency removal is the process where the institution places a Respondent on an
interim suspension, interim leave of absence, and/or interim removal from campus. The Title IX Program
Officer will bring reports that may necessitate an emergency removal to the Threat Assessment Team in
the case involving Student Respondents, or convene a risk assessment group for cases involving Employee
Respondents to determine whether there is reasonable cause to believe that the Prohibited Conduct is likely to
continue and/or the Respondent poses a significant threat of harm to the health, safety, and welfare of others
or the University community.
If the Threat Assessment Team determines that an emergency removal of a student is warranted, it will
recommend that action to the Associate Vice President for Campus Life and Dean of Students who will
decide whether to implement the emergency removal. Emergency removals of a student can be appealed to
the Vice President of Campus Life. Brown may remove a student on an emergency basis with or without the
completion of a complaint resolution process.
Fondling: Forcible or non-forcible touching of the private body part (breast, buttocks, groin, genital, or other
intimate part) of another person for the purpose of sexual gratification without consent.
Force: Force is the use or threat of physical violence to overcome an individual’s freedom of will to choose
whether or not to participate in sexual contact.
Formal Complaint: A written and signed document submitted by a Complainant (or the Title IX
Program Officer in lieu of a Complainant) alleging that a Covered Person has engaged in conduct
prohibited by this policy. A Formal Complaint should include identities of the parties involved (if
known), the Prohibited Conduct alleged, the date and location of the alleged incident (if known), and the
details of the incident. The Formal Complaint will be shared the Respondent and the investigator upon
the initiation of an investigation.
Gender-Based Harassment: Unwelcome action based on actual or perceived sex or gender, gender identity,
gender expression, or sexual orientation, whether verbal or non-verbal, graphic, physical, or otherwise that
has the purpose of unreasonably interfering with the learning, working, or living environment; in other
words, the behavior is sufficiently severe or pervasive and objectively offensive that it denies the target(s)
equal access to the programs and activities of Brown (Hostile Environment).
Hostile Environment: A hostile environment is one that denies or interferes with an individual or group’s
access to the programs and activities of Brown. A hostile environment is created when (i.) enduring the
hostile conduct based on gender, gender identity, or sexual orientation that becomes a condition of the
continued living, working, or social environment, or (ii.) the conduct is sufficiently severe or pervasive,
and objectively offensive to create an environment that a reasonable person would consider intimidating,
hostile, or abusive.
Slights, offensive comments, and isolated incidents (unless extremely serious) typically do not rise to the level
of a policy violation unless the effects associated with the offensive comment go beyond being uncomfortable,
embarrassed, or offended.
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In evaluating whether a hostile environment exists, the University will consider the totality of known
circumstances, including but not limited to:
• The frequency, nature, and severity of the conduct;
• Public nature of the conduct;
• Whether the conduct was physically threatening;
• The effect of the conduct on the Complainant’s mental and emotional state;
• Whether the conduct was directed at more than one person;
• Whether the conduct arose in the context of other unlawful discriminatory conduct; and
• Whether the conduct implicates concerns related to academic freedom or protected speech.
Incapacitation: An individual who is incapacitated lacks the ability to make informed judgments and cannot
consent to sexual contact. Incapacitation is the inability, temporarily or permanently, to give consent because
an individual is mentally and/or physically helpless, asleep, unconscious, or unaware that sexual activity is
occurring. Mentally helpless means a person is rendered temporarily incapable of appraising or controlling
one’s own conduct. Physically helpless means a person is physically unable to verbally or otherwise
communicate consent or unwillingness to an act.
Where alcohol or other drugs are involved, incapacitation is a state beyond impairment or intoxication.
Where alcohol or other drugs are involved, evaluating incapacitation requires an assessment of how the
consumption of alcohol and/or drugs affects a person’s: decision-making ability; awareness of consequences;
ability to make informed, rational judgments; capacity to appreciate the nature and quality of the act; or
level of consciousness. The assessment is based on objectively and reasonably apparent indications of
incapacitation when viewed from the perspective of a sober, reasonable person.
Incest: Sexual intercourse between persons who are related to each other within the degrees wherein marriage
is prohibited by law.
Interim Action: A course of action taken by the University in response to a report of Prohibited Conduct.
These measures may be both restorative (designed to address a Complainant’s safety and well-being and
continued access to educational opportunities) and remedial (involving action against a Respondent
without unreasonably burdening a Respondent.) Interim actions may include housing relocation, on-
campus housing restriction, change in work location or modification of work hours, restricted access to
certain buildings or locations of campus, course reassignment or shift to remote course access, interim
suspension and/or interim removal from campus, or interim administrative leave of absence. Interim
action may be taken with or without a formal complaint or the implementation of a complaint resolution
process and are individualized to protect the safety of all parties, the broader campus community, and/or
prevent future Prohibited Conduct.
Prohibited Conduct: Includes Sexual Harassment, Gender-Based Harassment, Sexual Assault (Rape,
Fondling, Incest, Statutory Rape), Dating Violence, Domestic Violence, Stalking), Sexual Exploitation,
Provision of Alcohol and/or Other Drugs for Purposes of Prohibited Conduct, and Retaliation. See the Sexual
and Gender Misconduct Policy for definitions.
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Provision of Alcohol and/or Other Drugs for Purposes of Prohibited Conduct: The provision of alcohol
and/or other drugs to an individual for the purpose of committing or facilitating Prohibited Conduct under
this policy is also Prohibited Conduct. Such behavior may include provision of a drink or food which contains
alcohol and/or other drugs without the knowledge of the individual to whom it is being provided or other
actions taken with the intention of impairing the senses, judgment, and/or physical and mental ability of
another person in order to engage in other forms of Prohibited Conduct. An individual does not have to
engage in sexual activity with another person to be found responsible for the prohibited provision of alcohol
and/or other drugs.
Rape: Attempted or completed anal or vaginal penetration of another person, no matter how slight, by a body
part or object without consent and/or completed or attempted oral penetration by a sex organ of another person.
Respondent: An individual(s) who has been reported to be the perpetrator of behavior that could constitute
Prohibited Conduct.
Report: Information shared with the Title IX Office that includes details of alleged Prohibited Conduct. A
report is made when a Complainant, reporting party, or third party seeks information, support measures, or
informs the University of Prohibited Conduct, but such party is not making a Formal Complaint or pursuing
a complaint resolution process to address the alleged Prohibited Conduct.
Retaliation: Retaliation is any action, statement, or behavior meant as reprisal or retribution against an
individual in response to the individual’s good-faith report or participation in a proceeding related to this
policy. Any retaliatory action taken directly or indirectly against a person who has made a report, filed a
complaint, or participated in an investigation is prohibited.
Retaliation includes, but is not limited to, intimidation, threats, harassment, and other conduct that would
discourage a reasonable person from engaging in activity protected under this policy, such as seeking services,
receiving protective measures and accommodations, and/or reporting Prohibited Conduct. This prohibition
against retaliation protects Complainants, Respondents, reporting parties, witnesses, hearing panelists,
decision-makers, advisors, investigators, and other individuals who provide information relating to a Title IX
investigation or participate in a complaint process associated with this policy.
Sexual Assault: Sexual assault is defined as a sexual act directed against another person, without the
consent of the other person, including instances where the target is incapable of giving consent due to age
or temporary or permanent mental or physical incapacity. Sexual Assault is the umbrella term for actions
that constitute rape, fondling, incest, and statutory rape. This definition is prescribed by the 2014 Violence
Against Women’s Act as defined in the Uniform Crime Reporting (UCR) Program’s National Incident-Based
Reporting System (NIBRS).
Sexual Exploitation: Sexual Exploitation is purposefully taking sexual advantage of another person without
consent. It may involve use of one’s own or another individual’s nudity or sexuality.
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Examples of Sexual Exploitation include, but are not limited to:
• Voyeurism (such as watching or taking pictures, videos, or audio recordings of another person in a state
of undress or of another person engaging in a sexual act without the consent of all parties);
• Disseminating, streaming, or posting pictures or video of another in a state of undress or of a sexual
nature without the person’s consent;
• Exposing one’s genitals to another person without consent;
• Prostituting another individual; or
• Knowingly exposing another individual to a sexually transmitted infection without the other individual’s
knowledge and consent.
Sexual Harassment: Conduct on the basis of sex that satisfies one or more of the following:
(i.) An employee conditions the provision of an aid, benefit, or service on an individual’s participation in
unwelcome sexual conduct (quid pro quo); and/or
(ii.) Unwelcome conduct determined by a reasonable person to be so severe or pervasive and objectively
offensive that it effectively denies a person equal access to the programs and activities of Brown
(hostile environment).
Stalking: Stalking is a course of conduct on the basis of sex or gender directed at a specific person that would
cause a reasonable person to (i.) fear for the person’s safety or the safety of others; or (ii.) suffer substantial
emotional distress.
For the purposes of this policy, Stalking refers to actions “on the basis of sex or gender” that would constitute
Sexual or Gender-Based Harassment such as surveillance of a former intimate partner.
Course of conduct means two or more acts, including, but not limited to, acts in which the stalker directly,
indirectly, or through third parties, by any action, method, device, or means, follows, monitors, observes,
surveils, threatens, or communicates to or about a person, or interferes with a person’s property. Substantial
emotional distress means significant mental suffering or anguish that may, but does not necessarily require,
medical or other professional treatment or counseling.
Stalking includes the concepts of cyber-stalking, a form of stalking through electronic media such as the
internet, social networks, blogs, cell phones, texts, or other similar devices or forms of contact. This definition
is prescribed by the 2014 Violence Against Women’s Act as defined in the Uniform Crime Reporting (UCR)
Program’s National Incident-Based Reporting System (NIBRS).
Statutory Rape: Non-forcible sexual intercourse with a person who is under the statutory age of consent.
Support Measures: Non-disciplinary, non-punitive measures provided to a Complainant or Respondent
designed to restore or preserve equal access to Brown’s programs and activities without unreasonably
burdening the other party, including measures designed to protect the safety of all parties and deter future
prohibited conduct. The Title IX Program Officer will oversee the implementation of support measures that are
individualized to respond to the effects of the Prohibited Conduct, and that are appropriate, reasonably available,
and free of charge. Support measures may include a no-contact order, counseling, extensions of deadlines or other
course-related adjustments, modifications of work or class schedules, campus escort services, changes in work or
housing locations, leave of absence, increased security and monitoring of certain areas of the campus, and other
similar measures. Use of support measures is private and is available with or without a Formal Complaint.
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Brown will also provide reasonably available support measures for third-party reporters, provided that the
accommodations are within the scope of that individual’s relationship to Brown University.
4.0 Responsibilities
All individuals to whom this Sexual and Gender-based Complaint Procedure applies are responsible for
becoming familiar with and following this Procedures. University supervisors are responsible for promoting
the understanding of this Procedure and for taking appropriate steps to help ensure compliance with it.
Office of Institutional Equity and Diversity (OIED): Oversees the response to reports, submission of a
formal complaint, and the implementation of the formal or informal resolution procedures. The University’s
response is coordinated by the following individuals:
• The Title IX Program Officer will coordinate the response to reports, review and respond to formal
complaints, convene the appropriate officials to assess threats, train the responsible employees,
mandatory reporters, Hearing Panelists, and others involved in operationalizing these procedures.
• The Institutional Equity Officers and Institutional Equity Investigator: Serve as internal neutral
fact finders.
• The Director of Equal Opportunity and Diversity: Hears appeals of dismissal decisions.
5.0 Related Information
The following information compliments and supplements this document. The information is intended to help
explain this SOP and is not an all-inclusive list of policies, procedures, laws and requirements.
5.1 Related University Policies:
Sexual and Gender-Based Misconduct Policy
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APPENDIX C
Sexual and Gender-based Harassment, Sexual Assault, Intimate Partner Violence, and Stalking Policy
1.0 Policy Purpose
This policy prohibits Sexual Harassment, Gender-Based Harassment, Sexual Assault, Dating Violence,
Domestic Violence, and Stalking, in addition to Retaliation against an individual for making a report of
conduct prohibited under this policy or for participating in an investigation of an alleged violation of this
policy. It also defines Prohibited Intimate Relationships between individuals where one individual has power
or authority over another which could create a hostile environment.
This policy is in accordance with Title IX of the Education Amendments of 1972; relevant provisions of the
Violence Against Women Reauthorization Act of 2013; Title VII of the Civil Rights Act of 1964; the Jeanne
Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act; their implementing regulations;
and other applicable federal and Rhode Island state laws and regulations.
Concerns about Brown’s application of this policy may also be addressed to the United States Department of
Education, Office for Civil Rights, at [email protected] or (800) 421-3481 or the Rhode Island Commission for
Human Rights.
2.0 To Whom the Policy Applies
This policy applies broadly to the entire Brown University (“Brown” or “the University”) community
including applicants, employees, invitees, students, and contractors collectively together known as Covered
Persons. This policy pertains to acts of Prohibited Conduct committed by or against Covered Persons when:
(i.) the conduct that occurs, in the United States, on property owned, leased or controlled by Brown
University; and/or
(ii.) the conduct occurs off-campus, in the United States, in the context of a program, activity, or
location in which Brown exercises substantial control over both the Respondent and the context in which
the alleged Prohibited Conduct occurred, including but not limited to off-campus research, internships,
mentorships, summer sessions, clerkships, graduate student fellowships, or other affiliated programs.
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3.0 Policy Statement
The purpose of this policy is to establish and maintain an inclusive learning, living, and working environment
where healthy, respectful, and consensual conduct represents a campus cultural norm that is free from
discrimination and harassment. To that end, this policy requires Covered Persons to act in a manner that
does not intentionally or unintentionally discriminate against or create a hostile environment for another on
the basis of their actual or perceived gender, gender-identity and gender-expression, and sexual orientation
(Sexual and Gender-Based Harassment). It also prohibits certain relationships of a sexual or intimate nature
between Students and Employees (Prohibited Intimate Relationships). Sexual Assault, Dating Violence,
Domestic Violence, and Stalking as defined in the Violence Against Women’s Act (VAWA) is prohibited
by this policy. Additionally, this policy prohibits retaliation against an individual for making a report of
conduct prohibited under this policy or for participating in an investigation of an alleged violation of this
policy (Retaliation). These behaviors will be collectively known as Prohibited Conduct and are actions that
undermine the character and purpose of Brown University and will not be tolerated.
It is the responsibility of every member of the Brown University community to foster an environment free
from discrimination and harassment. Covered Persons must be respectful of power-dynamics and privilege
associated with their role, position, rank, or identity and avoid actions that would leverage that power to
compel others to consent to unwanted behavior or deny others equal access to the programs and activities of
Brown. Abusing or taking advantage of one’s power, supervision, or authority over another is unacceptable
and may create a hostile environment for the individuals involved and the community at large that seriously
undermines the atmosphere of trust essential to the academic enterprise.
All members of the University community are encouraged to take reasonable and prudent actions to prevent
or stop the conduct prohibited by this policy. This may include direct intervention when safe to do so,
enlisting the assistance of others, contacting law enforcement, or seeking assistance from a person in authority.
University community members who choose to exercise this positive responsibility will be supported by
Brown University and protected from retaliation.
3.1 Reporting
3.1.1 Designated Reporting Locations
The University encourages individuals who are harmed or targeted by or witnesses of
Prohibited Conduct to report incidents to Ebony Manning, Title IX Coordinator. The Title
IX Coordinator oversees the University’s response to these reports. Individuals can report
incidents directly to the:
Title IX and Gender Equity Office
Horace Mann House
47 George Street
(401) 863-2026
(401) 863-5140
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Online reporting form: brown.edu/about/administration/title-ix/online-reporting
Reports that involve an imminent safety risk should go to the:
Department of Public Safety
75 Charlesfield Street
Emergency Line (401) 863-4111
Non-emergency Line (401) 863-3322
In all cases in this process, when the term “Title IX Program Officer” or other University official is referenced, the
term shall also mean a designee.
3.1.2 Confidential Support Services
Individuals may also speak with a confidential resource to learn of the support measures and
complaint options available. The following offices are confidential resources and are under no
obligation to disclose the content of conversations with the Title IX and Gender Equity Office.
A disclosure to a confidential resource does not constitute a report or actual knowledge to the
University. Confidential resources are:
Counseling and Psychological Services (CAPS)
(401) 863-3476
Page-Robinson Hall 512
brown.edu/campus-life/support/counseling-and-psychological-services
Brown Emergency Medical Services (EMS)
401-863-4111
brown.edu/campus-life/health/ems
Faculty and Staff Assistance Program
(800) 624-5544
brown.edu/about/administration/human-resources/benefits/health-and-wellbeing/
facultystaff-assistance-program
The Chaplains
Office of the Chaplains and Religious Life
(401) 863-2344
Page-Robinson Hall 410
brown.edu/campus-life/spiritual-life/chaplains/about/people
Sexual Assault Response Line
(401) 863-6000
brown.edu/campus-life/health/services/promotion/sexual-assault-dating-violence-get-help/
sexual-assault-response-line
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Sexual Harm Acute Response & Empowerment Advocates
(401) 863-2794
450 Brook Street
brown.edu/campus-life/health/services/promotion/sexual-assault-dating-violence-get-help-
help-friend/share-advocates
University Health Services
(401) 863-3953
450 Brook Street
brown.edu/campus-life/health/services
3.1.3 Community Resources
Brown University also strongly encourages anyone who becomes aware of an alleged incident
of Prohibited Conduct which may constitute a violation of Rhode Island State Law to report the
incident to local law enforcement, and will provide support, resources, and assistance to those
who do so.
Providence Police Department
Emergency: 911
Non-Emergency: (401) 272-3121
Day One (The Sexual Assault & Trauma Center)
Helpline: 1-800-494-8100
dayoneri.org
3.1.4 Mandatory Reporters
Taking meaningful action when conduct prohibited by this policy occurs is a critical component
to Brown’s commitment to a campus that is free from discrimination and harassment. Brown
asks faculty and staff in varying leadership roles who oversee the welfare of faculty, staff,
students, and University programs to assist us in these efforts by reporting all disclosures or
knowledge of Prohibited Conduct to the Title IX Program Officer. Such reports amplify the
University’s ability to know what is occurring within its programs and activities and to respond
accordingly. The Title IX Program Officer will conduct an initial assessment of these reports and
will do so in a manner consistent with the privacy choices of the Complainant or reporting party.
Community members who are mandated to report allegations of Prohibited Conduct to the
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Title IX Program Officer are:
• Academic department chairs and directors of University institutes
(i.e., Watson, ICERM, etc.)
• Athletic Team Head Coaches and Assistant Coaches including Strength and
Conditioning Coaches
• Deans and Directors in Campus Life
• Deans and Directors in The College
• Deans and Directors in the Graduate School
• Deans and Directors in the Office of the Dean of the Faculty, Schools of Engineering,
Public Health, and Professional Studies
• Deans and Directors in the Warren Alpert Medical School
• Deputy Title IX Coordinators
• Director of Athletics and Assistant and Associate Directors of Athletics
• Directors, Assistant Directors, and Area Coordinators in University Residential Life and
Housing Programs
• Directors of Undergraduate Studies
• Directors of Graduate Studies
Any questions about the status of an employee as a ‘Mandatory Reporter’ should be addressed
to the Title IX Program Officer.
All other faculty, staff, and students not designated as a Mandatory Reporter are strongly
encouraged to report allegations of Prohibited Conduct to the Title IX Program Officer or a
Deputy Title IX Coordinator. Before making this disclosure, employees should confer with the
individual harmed or targeted by the Prohibited Conduct to make sure they are aware of the
requirement to make this referral.
Upon receipt of a report or other knowledge of alleged Prohibited Conduct, the Title IX
Program Officer will contact the individual(s) alleged to be harmed by or subjected to the
Prohibited Conduct to inform them of the (i.) available support measures (ii.) confidential
resources and support services on-campus, (iii.) the importance of preserving evidence related
to the Prohibited Conduct alleged, (iv.) the process of filing a formal complaint, (v.) the option
to file a civil or criminal complaint, and (vi) a written explanation of their rights.
3.1.5 Time Frame for Reporting
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The University will accept a report of Prohibited Conduct at any time, although the University’s
ability to investigate may be limited with the passage of time. There is no time limit on submitting
a Formal Complaint; however, a Complainant pursuing a complaint resolution process associated
with this policy must be participating in or attempting to participate in an educational program,
employment, or other activity of Brown at the time of filing a Formal Complaint.
If the Complainant and/or Respondent is no longer affiliated with Brown (e.g., a report is made
after a student is no longer enrolled or graduated or an employee is no longer employed by
Brown), the University will provide reasonably available and appropriate support measures, assist
the Complainant in identifying external reporting options, and may take appropriate action to
address the Prohibited Conduct.
3.1.6 Amnesty
3.1.6.1 Personal Ingestion of Alcohol and Other Drugs
Brown University generally will offer amnesty to Complainants, Respondents,
reporting parties, and witnesses who disclose the personal ingestion of alcohol
or other drugs, in violation of Brown University Code of Student Conduct, when
making a report of Prohibited Conduct and/or participating in a complaint
procedure associated with this policy. Although amnesty safeguards the individual
from a disciplinary notation or finding of responsible for a policy violation for
drugs or alcohol, it does not exempt the University from taking appropriate action
to address the conduct and/or mitigate future violations.
3.1.6.2 Violation of Healthy Brown Public Health Protocols
Brown University generally will offer amnesty to Complainants, Respondents,
reporting parties, and witnesses who disclose participating in activities that do
not adhere to required COVID-19 requirements such as social distancing, use of
face coverings, and other practices to reduce the spread of infectious disease when
making a report of Prohibited Conduct or participating in an complaint procedure
associated with this policy unless the University determines that there was malicious
intent. Although amnesty safeguards the individual from a disciplinary notation or
finding of responsible for a policy violation, it does not exempt the University from
taking appropriate action to address the conduct and/or mitigate future violations.
3.2 Academic Freedom
Brown University is committed to the principles of free inquiry and expression. Vigorous
discussion and debate are fundamental to this commitment, and this policy is not intended to
restrict teaching methods. Offensiveness of inquiry or expression, standing alone, is not sufficient
to constitute Prohibited Conduct. The action must be sufficiently severe, pervasive, and objectively
offensive to unreasonably interfere with an individual’s ability to participate in employment or
educational programs and activities. Such behavior that violates this policy compromises Brown
University’s integrity and tradition of intellectual freedom and will not be tolerated.
3.3 Confidentiality and Privacy
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3.3.1 Confidentiality
Confidentiality is a legal concept prohibiting designated campus or community
professionals from revealing identifiable information shared by an individual to
any other person without express permission of the individual, or as otherwise
permitted or required by law. Those campus and community professionals who
maintain information confidentially are:
• Health care providers in Brown University Health Services including EMTs,
• Clinicians in Counseling and Psychological Services (CAPS),
• the Sexual Harm Acute Response & Empowerment Advocates,
• Ordained clergy who have privileged confidentiality that is recognized by
Rhode Island state law.
These individuals are prohibited from breaking confidentiality unless (i.) given
permission to do so by the person who disclosed the information; (ii.) there is an
imminent threat of harm to self or others; (iii.) the conduct involves suspected
abuse of a minor under the age of 18; or (iv.) as otherwise required or permitted by
law or court order.
3.3.2 Privacy
Privacy means that information related to a report of Prohibited Conduct will be
treated with the utmost discretion and will be shared only with a limited circle of
individuals who “need to know” in order to assist in the review, investigation,
and resolution of the report, and/or other disclosures necessary to fulfill
University operations.
3.4 Conflict of Interest
The Brown University Conflict of Interest and Commitment Policy and its related guidelines
apply to all members of the Brown community and to all processes and procedures, including
all investigative and disciplinary procedures in place to support and implement this policy. A
conflict of interest may arise when a member of the Brown community may be able to use the
authority of their position to influence a University decision, action, or outcome with regard
to the implementation and enforcement of this policy, including associated investigative
and disciplinary procedures. It is the responsibility of all members of the Brown community
involved in any aspect of a report of Prohibited Conduct to read the University’s Conflict of
Interest and Commitment Policy and to disclose potential or actual conflicts as they arise to
Title IX Program Officer or University Human Resources for employees.
3.5 Training and Education
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As part of its commitment to the prevention of Prohibited Conduct, Brown University offers
education and awareness programs to bring awareness to and reduce the occurrence of
Prohibited Conduct. Incoming Students and new Faculty and Staff receive prevention and
awareness programming as a requirement of their orientation.
The Title IX Program Officer and investigators receive annual training on identifying and
mitigating implicit and explicit bias, the definitions of Prohibited Conduct, the scope of a
recipients education program and activities, how to conduct investigations, and managing a
complaint resolution process including hearings, appeals, and informal resolution processes.
The Title IX Council, Hearing Panelist, and Hearing Officers receives annual training from
the Title IX and Gender Equity Office to hear cases on conduct prohibited by this policy.
The training provides an overview of identifying and mitigating implicit and explicit bias,
applying the preponderance of evidence standard, the definition of Prohibited Conduct and
understanding key concepts such as consent, incapacitation, and hostile environment. The
training also strengthens panelist skills in asking questions, reviewing the investigation report,
and determining discipline.
4.0 Definitions
For the purpose of this policy, the terms below have the following definitions:
Advisor: An adviser is an individual of the Complainant’s or Respondent’s choosing, including an
attorney, to provide support during the complaint process. More on the role and responsibility of an
adviser can be found in the Title IX Grievance Procedure.
Administrative Leave: Administrative leave is the process where the institution places an Employee on
an interim work, supervision, leadership, or teaching suspension after the filing of a Formal Complaint
against the Employee.
Coercion: Coercion is verbal and/or physical conduct, including intimidation, unwanted contact,
and express or implied threats of physical, emotional, or other harm, that would reasonably place an
individual in fear of immediate harm and that is employed to compel someone to engage in sexual
contact.
Complainant: A Complainant is the individual(s) who is alleged to be the victim of behavior that
could constitute Prohibited Conduct. A Complainant seeking to use the Title IX Complaint Procedure
associated with this policy must have been participating in or attempting to participate in an educational
program, employment, or activity of Brown at the time in which the formal complaint is submitted.
Consent: Consent is an affirmative and willing agreement to engage in specific forms of sexual contact
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with another person. Consent requires an outward demonstration, through mutually understandable
words or actions, indicating that an individual has freely and affirmatively chosen to engage in sexual
contact. Consent cannot be obtained through: (1) the use of coercion or force or (2) by taking advantage
of the incapacitation of another individual.
Silence, passivity, incapacitation from alcohol or drugs, or the absence of resistance does not imply consent.
It is important not to make assumptions; if confusion or ambiguity arises during a sexual interaction, it is
essential that each participant stops and clarifies the other’s willingness to continue.
Consent can be withdrawn at any time. When consent is withdrawn, sexual activity must cease. Prior
consent does not imply current or future consent; even in the context of an ongoing relationship,
consent must be sought and freely given for each instance of sexual contact. An essential element of
consent is that it be freely given. Freely given consent might not be present, or may not even be possible,
in relationships of a sexual or intimate nature between individuals where one individual has power,
supervision, or authority over another.
In evaluating whether consent was given, consideration will be given to the totality of the facts and
circumstances, including but not limited to the extent to which a Complainant or reporting party
affirmatively uses words or actions indicating a willingness to engage in sexual contact, free from
coercion; whether a reasonable person in the Respondent’s position would have understood such
person’s words and acts as an expression of consent; and whether there are any circumstances, known or
reasonably apparent to the Respondent, demonstrating incapacitation.
Covered Persons:
• Applicants: Individuals who have expressed an interest in applying or have submitted an
application for employment or enrollment as a student.
• Contractors: Independent contractors, vendors, or other third parties contractually obligated to
perform services for Brown University.
• Employees: Individuals employed by Brown University, including faculty, affiliates, visiting
faculty, postdoctoral fellows, and all staff (including all exempt and non-exempt, bargaining unit,
and senior administrative positions), as well as those physicians and health scientists who are not
employed by Brown University but have Brown University faculty, affiliate, postdoctoral, or house
staff appointments for the purpose of teaching and/or research in the Division of Biology and
Medicine.
• Invitees: Visitors or guests of Brown University.
• Students: Individuals enrolled in the College, the Graduate School, the Warren Alpert
Medical School, the School of Public Health, the School of Engineering, and/or the School of
Professional Studies.
Discipline: Discipline is a consequence, punishment, or penalty rendered as a result of a finding of
responsibility for a policy violation.
Emergency Removal: Emergency removal is the process where the institution places a Respondent on
an interim suspension, interim leave of absence, and/or interim removal from campus. The Title IX
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Program Officer will bring reports that may necessitate an emergency removal to the Threat Assessment
Team in the case involving Student Respondents, or convene a risk assessment group for cases involving
Employee Respondents to determine whether there is reasonable cause to believe that the Prohibited
Conduct is likely to continue and/or the Respondent poses a significant threat of harm to the health,
safety, and welfare of others or the University community.
If the Threat Assessment Team determines that an emergency removal of a student is warranted, it will
recommend that action to the Associate Vice President for Campus Life and Dean of Students who will
decide whether to implement the emergency removal. Emergency removals of a student can be appealed
to the Vice President of Campus Life. Brown may remove a student on an emergency basis with or
without the completion of a complaint resolution process.
Force: Force is the use or threat of physical violence to overcome an individual’s freedom of will to
choose whether or not to participate in sexual contact.
Formal Complaint: A written and signed document submitted by a Complainant (or the Title IX
Program Officer in lieu of a Complainant) alleging that a Covered Person has engaged in conduct
prohibited by this policy. A Formal Complaint should include identities of the parties involved (if
known), the Prohibited Conduct alleged, the date and location of the alleged incident (if known), and the
details of the incident. The Formal Complaint will be shared the Respondent and the investigator upon
the initiation of an investigation.
Incapacitation: An individual who is incapacitated lacks the ability to make informed judgments and
cannot consent to sexual contact. Incapacitation is the inability, temporarily or permanently, to give
consent because an individual is mentally and/or physically helpless, asleep, unconscious, or unaware
that sexual activity is occurring. Mentally helpless means a person is rendered temporarily incapable of
appraising or controlling one’s own conduct. Physically helpless means a person is physically unable to
verbally or otherwise communicate consent or unwillingness to an act.
Where alcohol or other drugs are involved, incapacitation is a state beyond impairment or intoxication.
Where alcohol or other drugs are involved, evaluating incapacitation requires an assessment of how
the consumption of alcohol and/or drugs affects a person’s: decision-making ability; awareness of
consequences; ability to make informed, rational judgments; capacity to appreciate the nature and
quality of the act; or level of consciousness. The assessment is based on objectively and reasonably
apparent indications of incapacitation when viewed from the perspective of a sober, reasonable person.
Interim Action: A course of action taken by the University in response to a report of Prohibited
Conduct. These measures may be both restorative (designed to address a Complainant’s safety and
well-being and continued access to educational opportunities) and remedial (involving action against
a Respondent without unreasonably burdening a Respondent.) Interim actions may include housing
relocation, on-campus housing restriction, change in work location or modification of work hours,
restricted access to certain buildings or locations of campus, course reassignment or shift to remote
course access, interim suspension and/or interim removal from campus, or interim administrative leave
of absence. Interim action may be taken with or without a formal complaint or the implementation of
a complaint resolution process and are individualized to protect the safety of all parties, the broader
campus community, and/or prevent future Prohibited Conduct.
Prohibited Conduct: Includes Dating Violence, Domestic Violence, Gender-Based Harassment,
Prohibited Intimate Relationships, Sexual Assault (Rape, Fondling, Incest, Statutory Rape), Sexual
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Harassment, Retaliation and Stalking.
• Dating Violence: Dating violence is violence committed by a person who is or has been in a social
relationship of a romantic or intimate nature with the victim. Dating violence includes, but is not
limited to, sexual or physical abuse or the threat of such abuse. Dating violence does not include
acts covered under the definition of domestic violence. This definition is prescribed by the 2014
Violence Against Women’s Act as defined in the Uniform Crime Reporting (UCR) Program’s
National Incident-Based Reporting System (NIBRS).
• Domestic Violence: Domestic violence is violence committed (i.) by a current or former spouse or
intimate partner of the victim; (ii.) by a person with whom the victim shares a child in common;
(iii.) by a person who is cohabitating with, or has cohabitated with, the victim as a spouse or
intimate partner; (iv.) by a person similarly situated to a spouse of the victim under the domestic
or family violence laws of the jurisdiction in which the crime of violence occurred, or (v.) by any
other person against an adult or youth victim who is protected from that person’s acts under the
domestic or family violence laws of the jurisdiction in which the crime of violence occurred.
Domestic violence includes, but is not limited to, physical, sexual, emotional, economic, and/or
psychological actions or threats of action, including threatening to reveal personal or confidential
information (including, but not limited, to information regarding one’s gender identity and/
or sexual orientation), that are intimidating, frightening, terrorizing, or threatening. Prohibited
Conduct under this definition includes threats of violence or harm to one’s self, one’s family
member(s) or friends, and/or one’s pet. This definition is prescribed by the 2014 Violence Against
Women’s Act as defined in the Uniform Crime Reporting (UCR) Program’s National Incident-
Based Reporting System (NIBRS).
• Gender-Based Harassment: Unwelcome action based on actual or perceived sex or gender,
gender identity, gender expression, or sexual orientation, whether verbal or non-verbal, graphic,
physical, or otherwise that has the purpose of unreasonably interfering with the learning,
working, or living environment; in other words, the behavior is sufficiently severe or pervasive
and objectively offensive that it denies the target(s) equal access to the programs and activities of
Brown (Hostile Environment).
• Hostile Environment: A hostile environment is one that denies or interferes with
an individual or group’s access to the programs and activities of Brown. A hostile
environment is created when (i.) enduring the hostile conduct based on gender, gender
identity, or sexual orientation that becomes a condition of the continued living, working,
or social environment, or (ii.) the conduct is sufficiently severe and pervasive, and
objectively offensive to create an environment that a reasonable person would consider
intimidating, hostile, or abusive.
Slights, offensive comments, and isolated incidents (unless extremely serious) typically
do not rise to the level of a policy violation unless the effects associated with the offensive
comment go beyond being uncomfortable, embarrassed, or offended.
In evaluating whether a hostile environment exists, the University will consider the totality of
known circumstances, including but not limited to:
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• The frequency, nature, and severity of the conduct;
• Public nature of the conduct;
• Whether the conduct was physically threatening;
• The effect of the conduct on the Complainant’s mental and emotional state;
• Whether the conduct was directed at more than one person;
• Whether the conduct arose in the context of other unlawful discriminatory conduct; and
• Whether the conduct implicates concerns related to academic freedom or protected speech.
• Prohibited Intimate Relationships: No Employee shall request or accept sexual favors from or
engage in a romantic, sexual, or intimate relationship with any Brown University undergraduate
Student. This prohibition includes intimate relationships between student supervisors and
supervisees, and undergraduate, graduate, or medical student teaching or research assistant,
teaching fellow, or proctor and any undergraduate student who is enrolled in a course or section
taught by that individual or otherwise subject to that individual’s academic supervision.
Relationships of a sexual or intimate nature between Employees and graduate and medical
Students where the Employee has power, supervision, or authority over the student is prohibited.
No faculty, graduate or medical Student, medical resident or fellow, postdoctoral fellow or
associate, teaching or research assistant or fellow, proctor shall request or accept sexual favors from
or engage in a romantic, sexual, or intimate relationship with any graduate or medical Student who
is enrolled in a course or section taught by that individual or otherwise subject to that individual’s
academic supervision.
Academic supervision includes teaching, advising, supervising research, serving on a dissertation
or other academic committee, grading, and/or having influence upon funding and/or academic
progress, and/or otherwise occupying a position of influence or power over a Student’s academic
program.
Even when both parties have consented at the outset to the development of such a relationship,
it is the person in the position of greater authority who may be investigated for or charged with
Prohibited Conduct.
Pre-existing relationships of a sexual or intimate nature with a Student or relationships between
individuals who are faculty and staff must be disclosed on the Conflict of Interest Form and may
require a Management Plan.
• Retaliation: Retaliation is any action, statement, or behavior meant as reprisal or retribution
against an individual in response to the individual’s good-faith report or participation in a
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proceeding related to this policy. Any retaliatory action taken directly or indirectly against a
person who has made a report, filed a complaint, or participated in an investigation is prohibited.
Retaliation includes, but is not limited to, intimidation, threats, harassment, and other conduct
that would discourage a reasonable person from engaging in activity protected under this policy,
such as seeking services, receiving protective measures and accommodations, and/or reporting
Prohibited Conduct. This prohibition against retaliation protects Complainants, Respondents,
reporting parties, witnesses, hearing panelists, decision-makers, advisors, investigators, and
other individuals who provide information relating to a Title IX investigation or participate in a
complaint process associated with this policy.
• Sexual Assault: Sexual assault is defined as a sexual act directed against another person, without
the consent of the other person, including instances where the target is incapable of giving
consent due to age or temporary or permanent mental or physical incapacity. Sexual Assault is the
umbrella term for actions that constitute rape, fondling, incest, and statutory rape. This definition
is prescribed by the 2014 Violence Against Women’s Act as defined in the Uniform Crime
Reporting (UCR) Program’s National Incident-Based Reporting System (NIBRS).
• Fondling: Forcible or non-forcible touching of the private body part (breast, buttocks,
groin, genital, or other intimate part) of another person for the purpose of sexual
gratification without consent.
• Incest: Sexual intercourse between persons who are related to each other within the
degrees wherein marriage is prohibited by law. This definition is prescribed by the 2014
Violence Against Women’s Act as defined in the Uniform Crime Reporting (UCR)
Program’s National Incident-Based Reporting System (NIBRS).
• Rape: Attempted or completed anal or vaginal penetration of another person, no matter
how slight, by a body part or object without consent and/or completed or attempted oral
penetration by a sex organ of another person.
• Statutory Rape: Non-forcible sexual intercourse with a person who is under the statutory
age of consent.
• Sexual Harassment: Conduct on the basis of sex that satisfies one or more of the following:
(i.) An employee conditions the provision of an aid, benefit, or service on an individual’s
participation in unwelcome sexual conduct (quid pro quo); and/or
(ii.) Unwelcome conduct determined by a reasonable person to be so severe and pervasive
and objectively offensive that it effectively denies a person equal access to the programs and
activities of Brown (Hostile Environment).
• Stalking: Stalking is a course of conduct on the basis of sex or gender directed at a specific person
that would cause a reasonable person to (i.) fear for the person’s safety or the safety of others; or
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(ii.) suffer substantial emotional distress.
For the purposes of this policy, Stalking refers to actions “on the basis of sex or gender” that would
constitute Sexual or Gender-Based Harassment such as surveillance of a former intimate partner.
Course of conduct means two or more acts, including, but not limited to, acts in which the stalker
directly, indirectly, or through third parties, by any action, method, device, or means, follows,
monitors, observes, surveils, threatens, or communicates to or about a person, or interferes with
a person’s property. Substantial emotional distress means significant mental suffering or anguish
that may, but does not necessarily require, medical or other professional treatment or counseling.
Stalking includes the concepts of cyber-stalking, a form of stalking through electronic media
such as the internet, social networks, blogs, cell phones, texts, or other similar devices or forms of
contact. This definition is prescribed by the 2014 Violence Against Women’s Act as defined in the
Uniform Crime Reporting (UCR) Program’s National Incident-Based Reporting System (NIBRS).
Respondent: An individual(s) who has been reported to be the perpetrator of behavior that could
constitute Prohibited Conduct.
Report: Information shared with the Title IX Office that includes details of alleged Prohibited Conduct.
A report is made when a Complainant, reporting party, or third party seeks information, support
measures, or informs the University of Prohibited Conduct, but such party is not making a Formal
Complaint or pursuing a complaint resolution process to address the alleged Prohibited Conduct.
Support Measures: Non-disciplinary, non-punitive measures provided to a Complainant or Respondent
designed to restore or preserve equal access to Brown’s programs and activities without unreasonably
burdening the other party, including measures designed to protect the safety of all parties and deter
future prohibited conduct. The Title IX Program Officer will oversee the implementation of support
measures that are individualized to respond to the effects of the Prohibited Conduct, and that are
appropriate, reasonably available, and free of charge. Support measures may include a no-contact order,
counseling, extensions of deadlines or other course-related adjustments, modifications of work or class
schedules, campus escort services, changes in work or housing locations, leave of absence, increased
security and monitoring of certain areas of the campus, and other similar measures. Use of support
measures is private and is available with or without a Formal Complaint.
Brown will also provide reasonably available support measures for third-party reporters, provided that
the accommodations are within the scope of that individual’s relationship to Brown University.
5.0 Responsibilities
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All individuals to whom this policy applies are responsible for becoming familiar with and following this
policy. University supervisors are responsible for promoting the understanding of this policy and for taking
appropriate steps to help ensure compliance with it.
Title IX Program Officer: The Title IX Program Officer is the Title IX Coordinator for the University and
oversees the review of reports and Formal Complaints associated with this policy. The Title IX Program
Officer also oversees the implementation of interim actions, support measures, the investigation process, and
administration of the hearings associated with alleged violations of this policy. The Title IX Program Officer is
also charged with monitoring compliance with Title IX; providing education and training; tracking and reporting
annually on all incidents in violation of this policy. More on the Title IX Program Officer can be found here.
6.0 Consequences for Violating this Policy
Failure to comply with this and related policies is subject to disciplinary action, up to and including suspension
without pay, or termination of employment or association with the University, in accordance with applicable
(e.g., staff, faculty, student) disciplinary procedures.
The University has developed the Title IX Grievance Procedure to investigate an allegation that a Covered
Person has committed an act of Prohibited Conduct in this policy.
A Student or Employee determined to be responsible for an act of Prohibited Conduct in violation of this
policy is subject to disciplinary action. Disciplinary action may include, but not be limited to, one or more of
the following:
• reprimand (written or verbal)
• mandated training
• restitution
• permanent or temporary academic or work related reassignments
• change in academic or social status or standing, limiting ability to serve in leadership roles, access funding,
or serve as a representative for the University on or off-campus
• probation with or without restrictions
• administrative leave without pay
• temporary (suspension or administrative leave) or permanent (expulsion or termination) separation from
Brown University.
Applicants, Affiliates, Contractors, or Invitees who violate this policy may have their relationship with Brown
University terminated and/or their privilege of being on Brown University premises withdrawn.
Academic Transcripts: Discipline of suspension and expulsion include a permanent notation on the student’s
official academic transcript that is maintained by the Office of the Registrar. A Respondent’s access to a copy
of their academic transcript will be suspended and the University will not release a copy of the Respondent’s
academic transcript to any other institution or third party during an investigation and adjudication of a Formal
Complaint. Requests to release an academic transcript must be submitted to the Title IX Program Officer, who
will determine (i.) whether to release the academic transcript; and (ii.) whether a notation indicating that serious
disciplinary investigation and/or charges are pending should be included on the academic transcript.
Leave of absence with a formal complaint pending: If a Complainant or Respondent takes a leave of absence
from Brown after the University has given notice to the Respondent but prior to a finding or final resolution,
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the complaint resolution process may be put on hold or continue as appropriate. The Title IX Program
Officer will make an individualized assessment to determine whether to hold or continue with the complaint
resolution process.
If the process is held due to the leave of absence of a Student Respondent, their transcript will be held in
accordance with the process provided for in Section 6.1 above and a temporary entry may be made on
their academic transcript indicating that the Student has taken a leave of absence with serious disciplinary
investigation or charges pending.
If the process is held due to the leave of absence of an Employee Respondent, a temporary entry will be
made in their personnel file that indicates that the employee has taken a leave of absence with disciplinary
charges pending.
Withdrawal/Permanent separation with a formal complaint pending: The University will assess the
allegations and make an individualized assessment to determine whether to continue or end the complaint
resolution process upon the separation from the University of the Complainant and/or Respondent. A
Complainant or Respondent may appeal a decision to dismiss (close) a Formal Complaint. The Director of
Equal Opportunity and Diversity will hear appeals of dismissal decisions.
• If a Complainant withdraws or separates from Brown after the University has given notice to the
Respondent but prior to a finding, the University may dismiss the Formal Complaint or continue on as the
Complainant.
• If a Student Respondent withdraws from Brown after the University has given notice to the Respondent but
prior to a finding or final resolution, the Formal Complaint may be dismissed and an entry will be made on
their academic transcript maintained by the Office of the Registrar that indicates the Student has withdrawn
with a disciplinary investigation and/or charges pending.
• If an Employee Respondent separates or is terminated from Brown after the University has given notice
to the Respondent but prior to disciplinary a finding or final resolution, the Formal Complaint may be
dismissed and an entry will be made in their personnel file that indicates that the employee separated
with disciplinary investigation and/or charges pending or employment terminated with a disciplinary
investigation and/or charges pending.
• If a Complainant or Respondent withdraws or permanently separates from the University after submitting
an appeal on the finding and/or sanction of a hearing panel but before the appeal is decided, the University
will dismiss the appeal and uphold the finding of the hearing panel as the final resolution to the complaint.
The University may make a retroactive entry on the Respondent’s academic transcript or the employee’s
personnel file indicating the original sanction issued by the hearing panel (if applicable).
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7.0 Related Information
Brown University is a community in which employees are encouraged to share workplace concerns with
University leadership. Additionally, Brown’s Anonymous Reporting Hotline allows anonymous and
confidential reporting on matters of concern online or by phone (877-318-9184).
The following information complements and supplements this document. The information is intended to help
explain this policy and is not an all-inclusive list of policies, procedures, laws and requirements.
7.1 Related Policies:
• Corporation Policy Statement on Equal Opportunity, Non-Discrimination and Affirmative Action
• Nondiscrimination and Anti-Harassment Policy
7.2 Related Procedures:
• Title IX Grievance Procedure
• Sexual and Gender-Based Misconduct Complaint Procedure
• Discrimination and Harassment Complaint Resolution SOP
7.3 Related Forms: N/A
7.4 Frequently Asked Questions (FAQs): N/A
7.5 Other Related Information: Rhode Island State Law
Behavior that violates this policy also may violate the laws of the local jurisdiction in which the incident
occurred and subject a Respondent to criminal prosecution by the applicable jurisdiction. An individual
can choose to make a report to external law enforcement at any time, and doing so does not preclude the
individual from making a report to the University. Both processes can be pursued if an individual chooses
to do so. Brown University encourages individuals to report an incident which may be a violation of Rhode
Island State Law to external law enforcement. Prompt reporting to external law enforcement is important in a
criminal prosecution.
• First degree Sexual Assault (RIGL § 11-37-2)
• Second degree Sexual Assault (RIGL § 11-37-4)
• Third Degree Sexual Assault (RIGL § 11-37-6)
• Stalking (RIGL § 11-59-2)
• Cyberstalking and Cyberharassment (RIGL § 11-52-4.2)
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APPENDIX D
Title IX Grievance Procedure
1.0 Standard Operating Procedure (SOP) Purpose
The purpose of the Title IX Grievance Procedure is to provide a prompt, impartial, and unbiased response
to Formal Complaints made pursuant to the Sexual and Gender-Based Harassment, Sexual Assault,
Interpersonal Violence, and Stalking policy (Policy). Specifically, this process will address Formal Complaints
of Sexual Harassment, Gender-based Harassment, Prohibited Intimate Relationships, Sexual Assault, Dating
Violence, Domestic Violence, Stalking and Retaliation (together Prohibited Conduct).
This procedure is grounded in fairness and support for all parties, and includes procedural protections
that ensure nondiscrimination, adequate notice and meaningful opportunities to participate. The
University makes the presumption that reports and formal complaints are made in good faith and
presumes that the Respondent is not responsible for the alleged Prohibited conduct until a determination
is made at the conclusion of this procedure. This procedure is also in compliance with applicable legal
requirements including Title IX of the Education Amendments of 1972; relevant provisions of the
Violence Against Women Reauthorization Act of 2013; Title VII of the Civil Rights Act of 1964; the
Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act; and other applicable
federal and Rhode Island state laws.
2.0 SOP
This procedure applies to Students and Employees as defined in the Policy when:
• the conduct that occurs, in the United States, on property owned, leased, used, or controlled by Brown
University; and/or
• the conduct occurs off-campus, in the United States, in the context of a program, activity, or location in
which Brown exercises substantial control over both the Respondent and the context in which the alleged
Prohibited Conduct occurred, including but not limited to off-campus research, internship, mentorship,
summer session, clerkship, graduate student fellowship or other affiliated programs.
Exempt from these procedures is Prohibited Conduct engaged in by an individual unaffiliated with the
University or outside of the University’s control and/or conduct that occurs (a.) abroad, or (b.) outside the
context of a Brown University employment, education, or research program or activity. Formal Complaints
related to the aforementioned conduct (a. & b.) will be addressed through the appropriate Code of Conduct
and/or policy.
Note: Complaints involving student Respondents who are participants in Summer@Brown or Pre-College
Programs should refer to the policies and procedures governing students enrolled in those programs.
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2.1 Initial Assessment
When the Title IX Program Officer receives a report or Formal Complaint of alleged Prohibited Conduct,
they will conduct an initial assessment to gain a basic understanding of the nature and circumstances
of the allegation. This is ordinarily a meeting, which may be held virtually, with the reporting party or
Complainant, if different, where the Title IX Program Officer will provide the reporting party written
information about campus resources and response options whether the offense occurred on or off campus.
Such information will include, but not be limited to, a written explanation of their rights, disciplinary
options on campus, how to report to local law enforcement, the importance of the preservation of evidence,
confidentiality parameters, and remedial interim protective and support measures available.
The Title IX Program Officer will use the report and knowledge gathered in this meeting to assess if
further risk of harm exists for the reporting party, Complainant, or the campus community; or if the
report demonstrates a pattern of Prohibited Conduct involving the same Respondent. If any of these
conditions exist, the Title IX Program Officer will take the appropriate interim action.
Note: In all cases in this process when the term “Title IX Program Officer or other University official” is
used, the term shall also mean a designee.
2.2 Filing a Complaint
A Complainant may submit a Formal Complaint at any time while they are enrolled or employed
at Brown or attempting to participate in Brown’s programs and activities. A Formal Complaint is a
request for an investigation and initiation of this grievance procedure. Only a Complainant or the
Title IX Program Officer can submit a Formal Complaint. A Complainant who wishes to proceed with
this procedure must submit a written and signed document (in hard copy or electronically) against a
Respondent that details the incident in which the Prohibited Conduct by the Respondent is alleged. A
Formal Complaint must be submitted to the Title IX Program Officer.
2.2.1 Initial Assessment of the Formal Complaint
Upon receipt of the Formal Complaint, the Title IX Program Officer will make the following
determinations to decide upon the applicability of policies:
• Could the facts set forth by the Formal Complaint, if substantiated, constitute conduct
prohibited by the Policy?;
• Is the Complainant participating in or attempting to participate in an educational
program, employment, or other activity of Brown University?;
• Is the Respondent a Covered Person as defined in the Policy?;
• Did the alleged Prohibited Conduct occur against a person in the United States?; and
• Did Brown University exercise substantial control over both the Respondent and the
context in which the alleged Prohibited Conduct?
If the answer to any question is “NO”, then the Policy and this procedure do not apply to the
Formal Complaint. The Formal Complaint will be referred to the appropriate policy, Code, or
University Office.
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If the answer to each question is “YES”, then the Policy and this procedure applies, and the
Title IX Office has the authority to investigate and resolve the Formal Complaint.
2.3 Standard of Evidence
In all stages of the process, Brown University applies the preponderance of the evidence standard
(more likely than not) when determining whether the Policy has been violated.
2.4 Use of an Advisor
Complainants and Respondents are entitled to be accompanied and assisted by an adviser at meetings,
investigation interviews, and, if applicable, a subsequent hearing. An adviser is an individual of the
Complainant’s or Respondent’s choosing, including an attorney, to provide support during the
complaint process. The parties are not limited to one adviser throughout the process; however, only
one adviser may be present at each meeting or interview. Accommodations, including scheduling of
interviews or hearings, will not be made for advisers if the accommodation creates an unduly delay in
the process, which is considered to be a delay of three (3) or more business days.
During meetings, interviews, and the investigation process, advisers may not speak for or answer
questions on behalf of their party, although they may ask to take a break briefly to provide
consultation.
During a hearing, advisers may ask questions on behalf of party during the cross-examination phase of
the hearing. An adviser’s active role is limited to the questioning during the cross-examination phase
only. An adviser cannot speak to the hearing panel or other participants in the hearing or ask questions
in any other step of the hearing unless it is to request a brief break to provide private consultation to
their party.
A pool of Brown University faculty and staff are trained as process advisers. Process advisers are
available to the Complainant or Respondent upon request, subject to the process adviser’s availability.
There is no requirement that the adviser is chosen from this pool or be an individual from the Brown
University community.
2.5 Time Frame for Reporting
The University will accept a report of Prohibited Conduct at any time, although the University’s
ability to investigate may be limited by the passage of time. There is no time limit on submitting a
Formal Complaint; however, a Complainant seeking to use this procedure must be participating in or
attempting to participate in an educational program, employment, or other activity of Brown at the time
of filing a Formal Complaint. The Respondent must also be participating in an educational program,
employment, or other activity of Brown at the time in which the Formal Complaint is received.
If the Complainant and/or Respondent is no longer affiliated with Brown (e.g., a report is made
after a student is no longer enrolled or graduated or an employee is no longer employed by Brown),
the University will provide reasonably available remedial measures as appropriate, will assist the
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Complainant in identifying external reporting options, and may take appropriate action to address the
Prohibited Conduct.
2.6 Amnesty
Brown University may offer amnesty to Complainants, Respondents, reporting parties, and witnesses
who disclose the personal ingestion of alcohol or other drugs in violation of the University Alcohol
and Drug Policy and/or disclose a violation of COVID-19 requirements when making a report of
Prohibited Conduct or participating in an investigation unless the University determines there is
malicious intent. Although amnesty safeguards the individual from a disciplinary notation or finding
of responsible for a policy violation, it does not exempt the University from taking appropriate action
to address the conduct and/or mitigate future violations.
2.7 Conflict of Interest
The Title IX Program Officer, investigator, hearing panel, and other decision makers will be free from
conflicts of interest and receive training on identifying and mitigating explicit and implicit bias. The
Title IX Office checks for conflict of interest with the parties, investigator, hearing officer, and decision
makers. Individuals can disclose potential or actual conflicts as they arise to Title IX Program Officer.
2.8 Informal Resolution
An informal resolution is an alternative to the investigation and adjudication model and generally
involves a facilitated resolution that is acceptable to the Complainant and Respondent. A full
investigation of the allegation is not conducted in the informal resolution process; however, the
details of the allegation will be gathered to allow the University to engage in an assessment of risk. An
informal resolution can be the full and final resolution to a Formal Complaint.
An informal resolution can be requested by a Complainant or Respondent at any time after a Formal
Complaint has been submitted up to the start of a Title IX hearing. Generally, informal resolutions are
pursued when the Complainant and Respondent, having been fully informed of all available options,
has explicitly and voluntarily made that choice. An informal resolution process is voluntary for the both
Complainant and the Respondent. Engaging in the informal resolution process is not an admission of
responsibility for the allegation or an admission of the falsehood of the allegations. The existence of an
informal resolution is not viewed as a finding against the Respondent. If an informal resolution process
is ended, any information obtained may be used in a subsequent investigation of the Formal Complaint.
The Complainant or Respondent may withdraw from an informal resolution process at any time
before its completion. If an informal resolution process is ended prior to its completion, any
information obtained will not be used in a subsequent investigation of the Formal Complaint.
Once a Formal Complaint has been resolved through an informal resolution process, the matter will
be closed. This means allegations resolved through an informal resolution will not advance through
the formal resolution process unless the terms of the informal resolution are broken or incomplete. If a
term of the informal resolution is broken or incomplete, the information obtained may be submitted as
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evidence in a subsequent investigation involving the Complainant and/or Respondent.
For some limited types of Prohibited Conduct, an informal resolution may include mediation.
Mediation may not be an appropriate option for cases involving a report of sexual assault and/or
relationship and interpersonal violence, nor for circumstances involving severe misconduct.
In all cases, the Title IX Program Officer will have the discretion to determine whether an informal
resolution or mediation is appropriate to the circumstances. The University will generally allow only
one informal resolution per Respondent. Informal resolutions are not permitted between student
Complainants and Employee Respondents.
2.8.1 Notice of the Formal Complaint
The Title IX Program Officer will provide the Complainant or Respondent written notice of the
other party’s interest in resolving a Formal Complaint through the informal resolution process.
Written notice will include a copy of the Formal Complaint, the Prohibited Conduct at issue,
and a summary of the guidelines to an informal resolution and the participant’s rights in the
process. The Complainant or Respondent will have five (5) business days to respond to the
informal resolution request, indicating their interest in participating in the informal process. In
the instance when a party does not reply to the notice or a party does not voluntarily agree to
participate in the informal resolution process, the informal resolution process will end and the
University will begin an investigation into the Formal Complaint.
2.8.2 Privacy of Informal Resolution
The existence of an informal resolution and/or the agreed upon terms is considered private
information maintained in the Title IX Office. The existence of an informal resolution and/or
the agreed upon terms may be shared with a limited circle of individuals in the University who
“need to know” in order to (i.) assist in implementing the agreed upon terms, (ii.) monitor the
agreed upon terms, (iii.) engage in a risk assessment involving the Complainant or Respondent,
(iv.) implement support or protective measures, or (v.) perform University operations.
The Title IX Program Officer may use the information obtained during an informal resolution
process as evidence when investigating the Formal Complaint when the terms of an informal
resolution are broken or not complete.
The Title IX Program Officer may also use the information obtained during an informal
resolution as evidence when investigating a Formal Complaint if a subsequent allegation
of Prohibited Conduct involving the same Respondent is made and the alleged Prohibited
Conduct is distinctively similar to the conduct alleged in the informal resolution process. If this
occurs, the relevant portion of the Formal Complaint may be shared with an investigator and
the Complainant may be called as a witness.
2.8.3 Acceptance of Responsibility for Impact
As a component of the informal resolution process involving Students as the Complainant and
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Respondent, the Student Respondent must accept responsibility for the harm or impact caused
by the Prohibited Conduct alleged in the Formal Complaint. Accepting responsibility for the
harm or impact does not mean the Student Respondent accepts responsibility for violating of
University policy.
A Student Respondent who is interested in accepting responsibility for a policy violation is
welcome to do so and should note accepting responsibility for Prohibited Conduct may be
considered factual evidence in a Formal Complaint investigation when an informal resolution
is not reached or the terms are not completed or breached.
2.8.4 Developing Terms of the Informal Resolution
The Complainant and Respondent may propose terms for the informal resolution. The terms
should be designed to remedy the adverse effects the Prohibited Conduct alleged has on the
Complainant and/or to restore the Complainant’s equal access to the programs and activities of
Brown. Informal resolutions involving faculty and staff will include a supervisor, Senior Dean,
Office of the Provost, or University Human Resources who may also suggest proposed terms.
The Title IX Program Officer will review the proposed and final terms and will remove those
terms that are not permissible under University policy or practice and/or federal or state law.
The Title IX Program Officer may consult with the relevant University officials such as a
supervisor, Department Chair, Senior Dean, Office of the Provost, Campus Life or University
Human Resources when determining the permissibility of a proposed term(s).
After the Title IX Program Officer’s review, the parties will have five (5) business days from
the date of delivery of the informal agreement to review the terms. They should indicate
their willingness to accept all, some, or none of the proposed terms. They may also propose
alternative strategies to meet a specific term they reject.
The Title IX Program Officer will send the Complainant and/or Respondent a copy of the
other party’s response to the proposed terms. The Complainant or Respondent will have a
subsequent five (5) business days from the date of delivery of the new terms to consider and
respond to the revised terms.
The informal agreement is reached when both parties independently and voluntarily come to
agreement on terms. Upon agreement and signature (in hard copy or electronically) by both
the Complainant and Respondent, the Formal Complaint is considered resolved and closed.
2.8.5 Violations of the Informal Resolution
The Complainant and Respondent will be asked to identify and agree upon the consequences
for violating the terms of the informal resolution. The Title IX Program Officer will consult
with the relevant University officials such as a supervisor, Department Chair, Senior Dean,
Office of the Provost, or University Human Resources when determining the permissibility or
appropriateness of the proposed consequences. If the consequences for violating the informal
resolution are not determined, the matter the matter will continue in the Formal Resolution
Process.
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2.8.6 Right of Appeal
The informal resolution is grounded in the voluntary participation of the Complainant
and Respondent. For this reason, there is no right of appeal associated with the informal
resolution process.
2.8.7 Time Frame for the Informal Resolution Process
The University cannot promise a definitive timeframe for an informal resolution process as
the time to complete the agreement is unique to each set of Complainant and Respondent. The
informal resolution will ordinarily take an average of 20 business days to complete.
Below is an overview of the approximate time associated with the major stages of the informal
resolution process after the Title IX Program Officer receives a Formal Complaint. All
timeframes set forth in this process may be adjusted at the discretion of the Title IX Program
Officer. The Complainant and Respondent will be notified of any delays or extensions of these
timeframes and will be provided with a revised timeline to resolve the complaint.
• Written notice of Formal Complaint – Two (2) business days from receipt of the Formal
Complaint
• Written notice of a request for informal resolution – Two (2) business days from receipt of
the request from either the Complainant or Respondent
• Drafting of terms – Five (5) business days (this step may be repeated as necessary)
• Review of proposed terms – Five (5) business days (this step may be repeated as necessary)
• Review and sign off on the final terms – Five (5) business days.
2.8.8 Recordkeeping
The Formal Complaint and final informal resolution agreement will be maintained for a period
of seven (7) years in accordance with the records retention schedule of the University. Records
of supportive measures will be maintained for a minimum period of seven (7) years.
2.9 Formal Resolution
A formal resolution process will occur when (i.) a Complainant submits a Formal Complaint
and requests to begin the formal resolution process, (ii.) the University engages in an
assessment of threat and determines that the Title IX Program Officer should proceed with
the formal resolution process because there is reasonable cause to believe that the Respondent
poses a significant threat of harm to the health, safety, and welfare of the Complainant
or Brown community, or (iii.) the Title IX Program Officer identifies a pattern of alleged
Prohibited Conduct involving the same Respondent.
In the event of (ii.) or (iii.), the Title IX Program Officer will draft and sign a Formal Complaint
in lieu of a Complainant, and the formal resolution process will proceed as indicated below.
2.9.1 Notice to the Respondent(s)
The Title IX Program Officer will provide the Respondent written notice of the Formal
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Complaint. Written notice will include a copy of the Formal Complaint, the Prohibited
Conduct at issue, and a summary of the participant’s rights and guidelines to the formal
resolution process.
The Respondent will have five (5) business days following the date of delivery of the written
notice to respond to the Formal Complaint but is not required to respond. A response to the
Formal Complaint is at minimum the acceptance or denial of responsibility for the alleged
Prohibited Conduct. The response may also, but is not required to, address the factual
allegations within the Formal Complaint. Any response submitted will be provided to the
Complainant and the investigator.
2.9.1.1 No Response to Written Notice
In instances when the Respondent does not reply to the written notice, the formal
resolution process and investigation will continue. The Title IX Office will make a
good faith effort to contact the Respondent to notify them of the Formal Complaint
and ensuing formal complaint process.
A Respondent’s silence in response to a Formal Complaint will not be viewed as
an admission of responsibility but may leave the allegations undisputed. If the
Respondent chooses to participate in the resolution process after the investigation
report is finalized, they will be given the opportunity to participate in the
subsequent steps of the process.
2.9.2 Investigation
The Title IX Program Officer will appoint one or more investigators to conduct the fact finding
for the case. The Title IX Program Officer will have the discretion to determine whether the
investigator will be internal (an employee at Brown) or external (a qualified individual outside
of the Brown community), or a combination of both internal and external investigators. The
role of the investigator will be to gather, assess and synthesize the relevant evidence in a report
that sets forth the facts determined to have occurred. The investigator has the discretion
to determine the relevance of any witness or other evidence and may exclude information
in preparing the investigation report if the information is irrelevant, immaterial, or more
prejudicial than informative.
The investigator will prepare an initial (draft) investigation report. A redacted version of the draft
investigation report and a redacted copy of all of the physical evidence submitted or obtained
is shared electronically with both parties who will have ten (10) business days from the date of
delivery of the draft report to review and comment before the investigation report is finalized.
The investigator does not make a final determination to whether a policy violation has occurred.
Complainants and Respondents should be aware that the allegations and Prohibited Conduct
in the draft investigation report may be different from allegations in the Formal Complaint.
If an additional allegation is identified during the investigation, the Title IX Program Officer
will send the Complainant and Respondent notice of the new allegation and amend the Formal
Complaint. The Respondent will be provided five (5) business days from the date of delivery of
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the notice of the new allegation to respond to the new charge.
The investigator’s report may include credibility assessments, where appropriate, based on
their interviews with the Complainant, Respondent, witnesses, and review of the material
evidence, as well as the basis of those assessments. The credibility assessment may include
direct observations and reasonable inferences drawn from the facts and any consistencies or
inconsistencies between the various sources of information.
To ensure that the investigator is complying with their role as outlined in these procedures,
the Title IX Program Officer will review the investigation report in advance of the parties for
thoroughness and accuracy and may return the investigation report to the investigator in
instances where the investigator does not comply with their role, the Title IX Program Officer
questions an initial decision of relevance of evidence, clarification is needed or the potential
policy violation is not addressed in a manner consistent with the Policy definition.
Note: To protect the privacy of the parties and safeguard the contents of the investigation report,
the draft and final investigation report will be sent through an encrypted email that limits
the parties’ ability to edit, download, or print the investigation report. These limitations will
be amended as needed to adhere to reasonable accommodation related to a disability that is
documented with the University.
2.9.2.1 Extensions
A Complainant and/or Respondent may ask for an extension to a deadline or
to pause the investigation. Pauses and/or extensions are only provided for good
cause and are normally a three- to five-day extension. Good cause is considered
to be extraordinary or extenuating circumstances outside of the control of the
party such as an unanticipated health issue or exam or deadline associated with an
academic assignment. Extensions to accommodate an adviser’s schedule, including
scheduling of interviews or hearings, will be considered if they do not unduly delay
the process, which is considered to be a delay of three (3) or more business days.
2.9.2.2 Witnesses
The Complainant, Respondent, and witnesses are permitted to provide names of
potential witnesses to the investigator. The investigator will determine which of
those potential witnesses, or other persons, may have relevant evidence about the
alleged conduct and may request statements, either orally or in writing. Witnesses
may include individuals outside the Brown community.
2.9.2.3 Evidence
• Complainants, Respondents, and witnesses are permitted to provide evidence
to the investigator. Evidence may include text messages, email exchanges,
timelines, receipts, photographs, videos, etc. The investigator may also gather
and consider additional documents, items, or other relevant information.
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The investigator will determine whether the evidence is relevant. Information
that does not directly relate to the facts at issue may be considered irrelevant to
the determination of whether the conduct alleged violates the Policy.
• Pattern Evidence: A report of Prohibited Conduct that is so distinctively
similar and closely resembling the behavior in the Formal Complaint may be
considered as factual evidence. The investigator may consider this as pattern
evidence regardless of whether there has been a prior finding of a Policy
violation. Pattern evidence may occur before or after the conduct in question.
This information may be deemed relevant to determine whether the conduct
alleged violates the Policy and/or to assign appropriate discipline.
• Character Evidence: Information that does not directly relate to the facts at
issue, but instead reflects upon the reputation, personality, qualities, or habits
of an individual is character evidence and will be given lesser weight than
information that directly relates to the facts of the case when determining
whether the conduct alleged violates the Policy.
• Prior Sexual History: An individual’s character or reputation with respect
to sexual activity is not typically relevant and is not ordinarily considered
as evidence. Similarly, an individual’s prior or subsequent sexual activity is
typically not relevant and will only be considered as evidence when offered
to prove that someone other than the Respondent committed the offense or
if the sexual history evidence concerns specific sexual incidents between the
Complainant and Respondent and is offered to prove consent. For example,
prior sexual history may be relevant to explain the presence of a physical
injury or to help resolve other questions raised by the investigation report.
The investigator will determine the relevance of this information.
Even in the context of a relationship, consent to one sexual act does not,
by itself, constitute consent to another sexual act, and consent on one
occasion does not, by itself, constitute consent on a subsequent occasion.
Where the parties have a sexual relationship prior to or after the incident in
question and the existence of consent is at issue, the sexual history between
the parties may be relevant to help understand the manner and nature of
communications between the parties and the context of the relationship,
which may have bearing on whether consent was sought and given during
the incident in question. However, this does not assume that the prior sexual
history was consensual, and this should be a factor in considering relevance.
• Other Disciplinary Case
Information about prior, concurrent, or pending campus disciplinary or
criminal charges involving the Complainant or Respondent is typically viewed
as irrelevant to the investigation unless determined to be so distinctly similar or
to be contemporaneous such that the other conduct may be related that it will
be considered pattern evidence.
2.9.3 Investigation Report Review
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Within ten (10) business days following the date of delivery of a redacted draft investigation
report, both parties may provide a written response. The Complainant and Respondent may
offer additional comment, clarify information previously shared, suggest additional witnesses,
question relevance determinations, or identify any other relevant information or evidence to
assure the thoroughness and sufficiency of the investigation.
The parties should contact the Title IX Program Officer if the redactions create a barrier to
their review of the investigation report. The Title IX Program Officer will set up a meeting,
which may be held virtually, to review the redacted information verbally, including the
identity of the witnesses.
The Title IX Program Officer will review the investigation report in advance of the parties
for thoroughness and accuracy and may return the investigation report to the investigator in
instances where the investigator does not comply with their role, the Title IX Program Officer
questions an initial decision of relevance of evidence, clarification is needed or the potential
policy violation is not addressed in a manner consistent with the Policy definition.
The investigator will review the responses submitted by the parties to finalize the investigation
report but is not obligated to change the report. The investigator may request additional
information or interview additional witnesses to finalize the document. Once the investigation
report is finalized, it is provided to the Title IX Program Officer, who will send it to the
parties, the Chair of the Title IX Council, Hearing Officer, and the hearing panel.
2.9.4 Hearing
The University conducts a live virtual hearing in which the parties can simultaneously see
and/or hear each other. The hearing is recorded, and subject to a proctored review by the
parties after the hearing upon request during the pendency of an appeal.
The Title IX Program Officer will select a date for the hearing based on the availability of the
hearing panel, and will consider a participants’ academic and work schedules when identifying
the hearing date.
The University requires the party to be on camera during their cross examination and verbal
statement only. The parties will be muted and off camera during the other phases of the hearing.
2.9.4.1 Chair of the Title IX Council
The Chair of the Title IX Council presides over the hearing panel as a non-voting
member. The Chair is responsible for the administration of the hearing process
and conduct of the deliberations process, including procedural matters and
decisions leading up to the hearing. The Chair is also responsible for drafting the
determination letter that summarizes the finding, rationale, and outcomes.
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2.9.4.2 Hearing Officer
The Hearing Officer presides over the hearing as a trained non-voting member.
The Hearing Officer is responsible for making determinations of relevance
about information that will be considered or not during the hearing including
appropriate and inappropriate lines of questioning. The Hearing Officer is
responsible and has the authority for the overall decorum and conduct of the
parties, panelist, investigator, and advisers during cross-examination.
2.9.4.3 Hearing Panel
The Hearing Panel is comprised of one to three individuals who receive
training to hear Formal Complaints investigated under the Policy. The Title
IX Program Officer will send the hearing panel a redacted copy of the final
investigation report at least ten (10) business days before the date of the hearing.
The hearing panel will convene to deliberate and render a decision, by majority
vote, regarding whether or not the Respondent has violated the Policy by a
preponderance of the evidence. No member may abstain from voting.
The number and composition of the hearing panel is determined by the affiliation
of the Respondent (i.e. Faculty, Staff, or Student). When a respondent holds
multiple relationships to the University, the Respondent’s affiliation will be
determined by the role they were in when the alleged Prohibited Conduct occurred.
• Hearing Panel for Faculty Respondent: A hearing panel where both the
Complainant and Respondent are faculty will consist of three (3) faculty
members drawn from the Title IX Council. If the Complainant is a student
or staff member, the hearing panel will consist of two faculty (2) and one
(1) student or staff member respectively drawn from the Title IX Council.
The hearing panel will deliberate and make a determination on the
finding and Discipline (if applicable). The Senior Academic Dean of the
Respondent or Senior Director of Employee and Labor Relations may be
substituted for a three (3) person hearing panel in instances in which the
Title IX Office is unable to populate a panel due to urgency, time of year,
or conflict of interest.
• Hearing Panel for Staff Respondent: A hearing panel where both the
Complainant and Respondent are staff will consist of three (3) staff
members drawn from the Title IX Council. If the Complainant is a student
or faculty member, the hearing panel will consist of two (2) staff members
and one (1) student or faculty member respectively drawn from the Title IX
Council. The hearing panel will deliberate and make a determination on the
finding and Discipline (if applicable). The Senior Director of Employee and
Labor Relations may be substituted for a three (3) person hearing panel in
instances in which the Title IX Office is unable to populate a panel due to
urgency, time of year, or conflict of interest.
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• Hearing Panel for Student Respondent: A hearing panel for student
Respondent complaints will consist of three (3) individuals drawn from the
Title IX Council. The hearing panel will deliberate and make a finding and
determine a Discipline (if applicable).
2.9.4.4 Cross-Examination
The hearing provides the Complainant and Respondent the opportunity to pose
questions to the other party, investigator, and witnesses to elicit relevant factual
information missing from the final investigation report. The Complainant and
Respondent must pose questions through their advisor and are prohibited from
communicating directly with the other party.
The Complainant and Respondent are responsible for developing their specific
questions. The University will provide each party a hearing process advisor
who can fulfill the function of asking their questions in the event that the
party does not have an advisor or their advisor of choice cannot attend the
hearing. The process advisor’s role is limited to asking the questions identified
by their party, and may, but is not required, to assist their party in developing
additional questions.
During cross examination, the Respondent will ask questions first and the
Complainant ask questions second. Questioning for the participants will be
timed as follows:
• 15 minutes for each party to question specific witnesses
• 15 minutes for each party to question the investigator
• 45 minutes to question the Respondent
• 45 minutes to question the Complainant
The Hearing Officer will manage the time allotted for questioning and will
extend these timeframes in their discretion.
The Complainant and Respondent must send their anticipated questions and the
names of the specific witnesses they would like to cross-examine to the Title IX
Office two (2) business days before the hearing. The questions will be provided
to the Hearing Officer to prepare for relevancy determinations. The questions
will not be shared with witnesses, the other party, or the hearing panel.
Submitting questions in advance of the hearing does not obligate the party to
ask the submitted questions nor does it preclude the party from identifying and
asking additional questions at the hearing. The Hearing Officer will make a brief
determination of relevance before the subject of cross examination answers.
The hearing process does not allow the Complainant or Respondent to challenge
the relevance decision of the Hearing Officer during the hearing or of the
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investigators relevance decisions in the final investigation report. Challenges to
relevance decisions may be addressed through the appeals process as a material
procedural error.
2.9.4.5 Verbal Statement
The Complainant and Respondent will be granted the opportunity to appear
before the Hearing Panel if they wish to make a verbal statement regarding the
facts. Verbal statements must be no more than seven (7) minutes in length. The
Hearing Officer will intervene should a verbal statement exceed seven (7) minutes.
The Hearing Officer will instruct the Hearing Panel to disregard verbal statements
made that are more prejudicial than probative, introduce new allegations, or
introduce evidence deemed irrelevant or immaterial by the investigator, Chair of
the Title IX Council or Hearing Officer. If both the Complainant and Respondent
choose to make a verbal statement, the Complainant shall appear first, and the
Respondent shall appear second. Verbal statements should focus on the facts and
relevant evidence and limit references to character.
2.9.4.6 Impact Statement
The Complainant and Respondent may submit an impact statement to be
considered by the hearing panel. Impact statements will be shared with the
hearing panel after it has made a determination of responsibility for the
Prohibited Conduct and is considering Discipline if applicable. The impact
statement must be submitted one (1) business days before the scheduled hearing.
The impact statements should be no more than three (3) 8 ½ by 11 pages, double
spaced, 12 point font, one inch margins and should not include new allegations
or information determined by the investigator or Hearing Officer to be
irrelevant or immaterial to the allegations or information that is more prejudicial
than probative. Information deemed inappropriate or irrelevant, as stated
above, included in an impact statement will be redacted or removed before the
statement is shared with the hearing panel.
2.9.4.7 Outcome
The Chair of the Title IX Council will prepare a written decision within five (5)
business days from the date of the hearing. The written decision will include a
finding for each charge, rationale for each decision, and appropriate Discipline
for each allegation as applicable. The Chair may ask for additional time for
deliberation or request to pause the hearing panel deliberation in the instance
in which the hearing panel requires additional information in order to render a
decision. The Title IX Program Officer will notify the parties if additional time
or information is needed.
The hearing panel shall consider prior violations when determining an
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appropriate sanction.
If the Hearing Panel determines that there is adequate cause for the termination
of a term appointment or revocation of tenure of a Faculty respondent, the
Hearing Panel will make this recommendation to the Provost and President
who will consider the recommendation and follow the appropriate procedure as
stated by the Faculty Rules and Regulations.
If the Hearing Panel determines there is adequate cause for the separation or
termination of an employee, the Hearing Panel will make this recommendation
to the Senior Director of Employee and Labor Relations who will follow the
appropriate procedure as stated by employee policy or applicable collective
bargaining agreement.
In all cases, the Complainant and Respondent will be notified of the outcome
and determination simultaneously in writing. The appropriate campus officials
such as the Senior Academic Dean, Deans in the Graduate or Medical School,
Department Chair, University Human Resources and supervisory personnel, or
Deans in The College and Campus Life will receive a copy of the outcome
as appropriate.
2.9.4.8 Determining the Appropriate Discipline
If the hearing panel determines that a Respondent is responsible for one or
more violations of the Policy, it will then impose an appropriate Discipline. The
hearing panel will be permitted to consider prior unrelated Policy and Code
violations in determining an appropriate sanction.
The hearing panel shall consider, but is not limited to, the following factors in
determining an appropriate discipline:
• Whether or not the circumstances suggest there is an increased risk of the
Respondent committing additional acts of sexual violence or other violence
(whether there have been other sexual violence Complaints about the same
Respondent, whether the Respondent has a history of violence, whether the
Respondent threatened further sexual violence or other violence against the
student or others);
• Whether or not the circumstances suggest there is an increased risk of
future acts of Prohibited Conduct under similar circumstances (whether the
circumstances reveal a pattern of perpetration, for instance via illicit use of
drugs or alcohol, at a given location, or by a particular group);
• Whether or not the Prohibited Conduct was perpetrated with a weapon or
had other aggravating considerations;
• Whether the Respondent upon return to campus would be likely to pose a
threat to the safety and/or well-being of the Complainant and/or the Brown
University community generally, and if so, the nature and extent of the
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threat and steps to effectively mitigate the impact;
• The impact statements submitted by the Complainant and Respondent;
• The impact of the conduct on the Brown University community, and
the need for any Discipline or remedies to eliminate, prevent, or address
the existence of any hostile environment caused in the Brown University
community or to maintain a safe and respectful environment conducive to
learning, working and living; and
• Any other mitigating, aggravating, or compelling circumstances in order to
reach a just and appropriate resolution in the case.
If a student Respondent is found responsible and the Discipline includes
suspension or expulsion, the Threat Assessment Team will meet to determine if
the Respondent must be immediately removed from campus housing, restricted
in their movements on campus (e.g., only able to attend classes and labs), or
barred completely from campus during the entirety of the appeal process. Such
removal or restriction will only be imposed if there is reasonable cause to believe
that the Respondent poses a significant threat of harm to the health, safety, and
welfare of the complainant or others.
In cases of expulsion or termination: Once the appeal deadline has passed
or an expulsion or termination is upheld by an appeal panel, the Respondent’s
enrollment or employment will end and the Respondent must vacate
campus immediately.
In cases of suspension of a student Respondent: Once the appeal deadline
has passed or a suspension is upheld by an appeal panel, the start of the
Respondent’s suspension will be determined by the date in which the final
decision is made. Suspensions imposed before the end of the sixth week of
classes will begin immediately and apply to the current semester. Suspensions
imposed after the sixth week of classes will apply to the next semester. The
University may impose interim actions, as appropriate, on the student
respondents whose suspension will begin in the upcoming semester.
2.9.4.9 Right of Appeal
The Complainant and Respondent both have the right to appeal a determination
of responsibility on the limited grounds of (i.) material procedural error that
materially affected the outcome; (ii.) material, new evidence not reasonably
available at the time of the hearing; (iii.) a decision and/or Discipline that is
clearly contrary to the weight of the evidence; and/or (iv.) conflict of interest or
bias on the part of the Title IX Program Officer, investigator, or hearing panelist
that affected the outcome.
Written requests for appeal must be submitted within five (5) business days
following delivery of the notice of the outcome. Written requests for appeal
submitted by one party will be shared with the other party. Each party may
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respond in writing to any appeal submitted by the other party. Written responses
to an appeal must be submitted within five (5) business days following delivery
of the notice of the written appeal.
Appeals are heard by the Provost in cases with a faculty Respondent, Vice
President of Human Resources in cases with a staff Respondent, and a three
(3) member appeal panel drawn from the Title IX Council when the case
involves a student Respondent. The appeal panel’s responsibility will be
strictly limited to determining if the written appeal meets the limited grounds
in which an appeal is submitted. If the appeal panel finds that the grounds
for appeal are met, the appeal will be granted. Otherwise, the appeal will be
denied. If the appeal is denied, the matter is closed, and the hearing panel’s
decision stands as the final decision.
There are two possibilities in the event that an appeal is granted, the appeal
officer or appeal panel may, in its discretion: (i.) Remand the case to the
original or new hearing panel and provide instructions regarding the nature
and extent of its reconsideration. The hearing panel will act promptly
to reconsider the matter consistent with those instructions. Following
reconsideration, the finding of the hearing panel or the sanction imposed
by the decision-maker will be final and not subject to further appeal, or (ii.)
Modify the decision and/or sanction consistent with its decision. Following
reconsideration, the finding of the appeal panel or the sanction imposed will
be final and not subject to further appeal.
2.9.5 Time Frame of the Formal Resolution
The University seeks to complete its investigation and disciplinary process, if
any, as promptly as possible. A formal resolution process will take an average
of 75 business days. The length of investigations may vary with the complexity
and unique factors in each case. Examples of such factors include, but are not
limited to, circumstances in which critical witnesses are unavailable, or if law
enforcement requests the University temporarily halt its investigation for a brief
period of time.
Below is an overview of the approximate time associated with the major stages
of the formal resolution process after the Title IX Program Officer receives a
Formal Complaint. All timeframes set forth in this process may be adjusted
in the discretion of the Title IX Program Officer. The Complainant and
Respondent will be notified of any delays or extensions of these timeframes
and will be provided with a revised timeline to resolve the complaint.
• Notice to the Respondent – Two (2) business days from receipt of the
Formal Complaint
• Response to the Formal Complaint – Five (5) business days from delivery of
written notice of the Formal Complaint
• Investigation – Thirty (30) business days
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• Draft Report Review – Ten (10) business days from delivery of the draft
investigation report
• Finalize the Investigation Report – Five (5) business days
• Hearing Panel Report Review – Ten (10) business days
• Hearing Panel Deliberation – Five (5) business days
• Right of Appeal – Five (5) business days from the delivery of the
written outcome
• Appeal Review – Five (5) business days
2.9.6 Information Sharing
Throughout the investigation, the parties should only share documentation and information
they receive or learn of from the Title IX Office, including the investigator, for the purpose
of advice and counsel. Information shared, publicly posted, or distributed for other purposes
may be considered Retaliation under the Policy and could constitute a violation of federal or
state privacy laws.
The University may share the Formal Complaint, investigation report, and Finding with
a limited circle of individuals within the University who “need to know” in order to assist
in (i.) the review, investigation, and resolution of the report or Formal Complaint, (ii.) the
implementation of support or protective measures, (iii.) the implementation of the Finding
and/or Discipline, or (iv.) other disclosures necessary to fulfill University operations.
2.9.7 Withdrawal or Dismissal of Formal Complaint or Allegations
The Title IX regulations require the University to dismiss a Formal Complaint or allegation in
the instance when the investigation proves that the charge falls outside of the jurisdictional scope
of Title IX. The Formal Complaint or allegation must be dismissed even if the investigation
proves that the Prohibited Conduct occurred. The University may refer the Formal Complaint
and the investigation report to an alternative policy, Code of Conduct, or University official.
The Complainant may request to withdraw the Formal Complaint or allegations within a
Formal Complaint at any time before the determination made by the hearing panel. Either
request must be made in writing to the Title IX Program Officer. The Title IX Program
Officer will consider whether to approve or deny these requests, and will strongly consider the
Complainant’s request.
Similarly, the University may withdraw or dismiss an allegation or Formal Complaint at
any time before a hearing when the Complainant or witness refuses to participate in the
investigation or hearing, the Respondent permanently separates from the University, or the
investigation uncovers that the University does not have control over the Respondent and is
unable to issue impose discipline on the Respondent.
Written notice of a decision to dismiss some or all of the Formal Complaint will be sent to
the parties in writing. The Complainant and/or the Respondent have the right to appeal a
decision to dismiss on the limited grounds of (i.) material procedural error that materially
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affected the outcome; (ii.) material, new evidence not reasonably available at the time of the
determination to dismiss; and/or (iii.) conflict of interest or bias on the part of the Title IX
Program Officer, investigator, or hearing panelist that affected the outcome. The Director of
Equal Opportunity and Diversity will hear appeals of dismissal. An appeal of a mandatory or
discretionary dismissal must be submitted to the Director of Equal Opportunity and Diversity
within 5 (five) business days from notice of the decision to dismiss. Written requests for
appeal submitted by one party will be shared with the other party. Each party may respond in
writing to any appeal submitted by the other party. Written responses to an appeal must be
submitted within five (5) business days following delivery of the notice of the written appeal.
The outcome of the appeal must be in writing, and must include the rationale. The written
decision must be provided simultaneously to both parties.
The University must dismiss a formal complaint or allegation for behavior that does not meet
the definition of prohibited Conduct as defined in the policy, behavior that occurs outside of
Brown locations, programs or activities of Brown, or behavior that did not occur in the United
States. Behavior dismissed under Title IX may be addressed through another University Code
of Conduct or Policy.
2.9.8 Recordkeeping
The Formal Complaint, final investigation report, and final determination letters, including
appeal outcomes, will be maintained for a minimum period of seven (7) years in accordance
with the records retention schedule of the University. The Formal Complaint, final
investigation report, and final determination letters, including appeal outcomes for cases
involving suspensions and expulsions will be maintained by the University in perpetuity.
Records of supportive measures will be maintained for a minimum period of seven (7) years.
3.0 Definitions
For the purpose of this SOP, the terms below have the following definitions:
Adviser: An adviser is an individual of the Complainant’s or Respondent’s choosing, including an attorney, to
provide support during the complaint process. More on the role and responsibility of an adviser can be found
in the Sexual and Gender-based Harassment, Sexual Assault, Intimate Partner Violence, and Stalking Policy.
Administrative Leave: Administrative leave is the process where the institution places an Employee on an
interim work, supervision, leadership, or teaching suspension after the filing of a Formal Complaint against
the Employee.
Coercion: Coercion is verbal and/or physical conduct, including intimidation, unwanted contact, and express
or implied threats of physical, emotional, or other harm, that would reasonably place an individual in fear of
immediate harm and that is employed to compel someone to engage in sexual contact.
Complainant: A Complainant is the individual(s) who is alleged to be the victim of behavior that could
constitute Prohibited Conduct. A Complainant seeking to use the Title IX grievance procedure associated
with this policy must be participating in or attempting to participate in an educational program, employment,
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or activity of Brown at the time of filing a formal complaint.
Consent: Consent is an affirmative and willing agreement to engage in specific forms of sexual contact with
another person. Consent requires an outward demonstration, through mutually understandable words or
actions, indicating that an individual has freely and affirmatively chosen to engage in sexual contact. Consent
cannot be obtained through: (1) the use of coercion or force, or (2) by taking advantage of the incapacitation
of another individual.
Silence, passivity, incapacitation from alcohol or drugs, or the absence of resistance does not imply consent.
It is important not to make assumptions; if confusion or ambiguity arises during a sexual interaction, it is
essential that each participant stops and clarifies the other’s willingness to continue.
Consent can be withdrawn at any time. When consent is withdrawn, sexual activity must cease. Prior consent
does not imply current or future consent; even in the context of an ongoing relationship, consent must be
sought and freely given for each instance of sexual contact. An essential element of consent is that it be freely
given. Freely given consent might not be present, or may not even be possible, in relationships of a sexual or
intimate nature between individuals where one individual has power, supervision, or authority over another.
In evaluating whether consent was given, consideration will be given to the totality of the facts and
circumstances, including but not limited to the extent to which a Complainant or reporting party
affirmatively uses words or actions indicating a willingness to engage in sexual contact, free from coercion;
whether a reasonable person in the Respondent’s position would have understood such person’s words and
acts as an expression of consent; and whether there are any circumstances, known or reasonably apparent to
the Respondent, demonstrating incapacitation.
Covered Persons:
• Applicants: Individuals who have expressed an interest in applying or have submitted an application for
employment or enrollment as a student.
• Contractors: Independent contractors, vendors, or other third parties contractually obligated to perform
services for Brown University.
• Employees: Individuals employed by Brown University, including faculty, affiliates, visiting faculty,
postdoctoral fellows, and all staff (including all exempt and non-exempt, bargaining unit, and senior
administrative positions), as well as those physicians and health scientists who are not employed by
Brown University but have Brown University faculty, affiliate, postdoctoral, or house staff appointments
for the purpose of teaching and/or research in the Division of Biology and Medicine.
• Invitees: Visitors or guests of Brown University.
• Students: Individuals enrolled in the College, the Graduate School, the Warren Alpert Medical School,
the School of Public Health, the School of Engineering, and/or the School of Professional Studies.
Discipline: Discipline is a consequence, punishment, or penalty rendered as a result of a finding of
responsibility for a policy violation.
Emergency Removal: Emergency removal is the process where the institution places a Respondent on an
interim academic suspension, interim leave of absence and/or interim removal from campus. The Title IX
Program Officer will bring reports that may necessitate an emergency removal to the Threat Assessment
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Team in the case involving Student Respondents or convene a risk assessment group for cases involving
Employee Respondents to determine whether there is reasonable cause to believe that the alleged Prohibited
Conduct is likely to continue and/or the student Respondent poses a significant threat of harm to the health,
safety, and welfare of others or the University community.
If the Threat Assessment Team determines that an emergency removal is warranted, it will recommend that
action to the Associate Vice President for Campus Life and Dean of Students who will decide whether to
implement the emergency removal. Emergency removals can be appealed to the Vice President of Campus
Life. Brown may remove a student on an emergency basis with or without the completion of a complaint
resolution process.
Force: Force is the use or threat of physical violence to overcome an individual’s freedom of will to choose
whether or not to participate in sexual contact.
Formal Complaint: A written and signed document submitted by a Complainant (or the Title IX Program
Officer in lieu of a Complainant) alleging that a Covered Person has engaged in conduct prohibited by this
policy. A Formal Complaint should include identities of the parties involved (if known), the Prohibited Conduct
alleged, the date and location of the alleged incident (if known), and the details of the incident. The Formal
Complaint will be shared with the Respondent and the investigator upon the initiation of an investigation.
Incapacitation: An individual who is incapacitated lacks the ability to make informed judgments and cannot
consent to sexual contact. Incapacitation is the inability, temporarily or permanently, to give consent because
an individual is mentally and/or physically helpless, asleep, unconscious, or unaware that sexual activity is
occurring. Mentally helpless means a person is rendered temporarily incapable of appraising or controlling
one’s own conduct. Physically helpless means a person is physically unable to verbally or otherwise
communicate consent or unwillingness to an act.
Where alcohol or other drugs are involved, incapacitation is a state beyond impairment or intoxication.
Where alcohol or other drugs are involved, evaluating incapacitation requires an assessment of how the
consumption of alcohol and/or drugs affects a person’s: decision-making ability; awareness of consequences;
ability to make informed, rational judgments; capacity to appreciate the nature and quality of the act; or
level of consciousness. The assessment is based on objectively and reasonably apparent indications of
incapacitation when viewed from the perspective of a sober, reasonable person.
Prohibited Conduct: Includes Sexual Harassment, Gender-Based Harassment, Sexual Assault (Rape,
Fondling, Incest, Statutory Rape), Dating Violence, Domestic Violence, Stalking), Prohibited Intimate
Relationships, Retaliation and Stalking. See the Sexual and Gender-based Harassment, Sexual Assault,
Intimate Partner Violence, and Stalking Policy for definitions.
Respondent: An individual(s) who has been reported to be the perpetrator of behavior that could constitute
Prohibited Conduct.
Report: Information shared with the Title IX Office that includes details of alleged Prohibited Conduct. A
report is made when a Complainant, reporting party, or third party seeks information, support measures, or
informs the University of alleged Prohibited Conduct, but such party is not making a Formal Complaint or
pursuing a complaint resolution process to address the alleged Prohibited Conduct.
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Support Measures: Non-disciplinary, non-punitive measures provided to a Complainant or Respondent
designed to restore or preserve equal access to Brown’s programs and activities without unreasonably
burdening the other party, including measures designed to protect the safety of all parties and deter future
Prohibited Conduct. The Title IX Program Officer will oversee the implementation of support measures
that are individualized to respond to the effects of the alleged Prohibited Conduct, and that are appropriate,
reasonably available, and free of charge. Support measures may include a no contact order, counseling,
extensions of deadlines or other course-related adjustments, modifications of work or class schedules, campus
escort services, changes in work or housing locations, leave of absence, increased security and monitoring of
certain areas of the campus, and other similar measures. Use of support measures is private and is available
with or without a Formal Complaint.
Brown will also provide reasonably available support measures for third-party reporters, provided that the
accommodations are within the scope of that individual’s relationship to Brown.
4.0 Responsibilities
All individuals to whom this SOP applies are responsible for becoming familiar with and following this
SOP. University supervisors are responsible for promoting the understanding of this SOP and for taking
appropriate steps to help ensure compliance with it.
Office of Institutional Equity and Diversity (OIED): Oversees the response to reports, submission of a
formal complaint, and the implementation of the formal or informal resolution procedures. The University’s
response is coordinated by the following individuals:
• The Title IX Program Officer will coordinate the response to reports, review and respond to formal
complaints, convene the appropriate officials to assess threats, train the responsible employees,
mandatory reporters, hearing panelists, and others involved in operationalizing these procedures.
• The Institutional Equity Officers: Serves as a neutral fact finder.
• The Director of Equal Opportunity and Diversity: Hears appeals of dismissal decisions.
5.0 Related Information
The following information compliments and supplements this document. The information is intended to
help explain this SOP and is not an all-inclusive list of policies, procedures, laws and requirements.
5.1 Related University Policies:
Sexual and Gender-Based Harassment, Sexual Violence, Relationship and Interpersonal Violence and
Stalking Policy
Last Updated: 8/14/2020 - Approved 2/23/2021
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2023 Annual Fire
Safety Report
In accordance with the Higher Education Opportunity Act, as amended in August
2008, Brown University, through this publication, is making available information
regarding fire safety policies and procedures at Brown University, as well as
firestatistics.
In accordance with the Clery Act, Brown University is providing fire statistics for
fires occurring inside Residential Housing for the last three (3) years. Information
concerning fire incidents in Residence Halls within the past sixty days is available in
the Clery Log or by sending an email request to fire saf[email protected]du.
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STUDENT RESIDENT HOUSING FIRE SAFETY SYSTEMS
All residence halls (dormitories) and program houses (fraternities/sororities, etc.) have full coverage sprinkler
systems. In addition, each has a supervised fire alarm system that will automatically notify the Providence Fire
Department and Brown Public Safety upon activation. Within the individual living units, in addition to the
sprinkler heads, there are smoke alarms that sound only in that unit (referred to as local alarms). e fire alarm
notification appliances installed in each building include combination horn/strobes in all common areas and mini-
horn sounders in each sleeping space. Fire alarm pull stations installed near stairways and at building exits are
provided to allow manual activation of the fire alarm. Carbon monoxide detection is provided outside mechanical
spaces and laundry areas, as required. Fire extinguishers are provided in all residence halls.
ere are 23 other small apartment buildings (Auxiliary Housing) that have a variety of life safety systems as noted
in the spreadsheet at the end of this report.
FIRE DRILLS AND STUDENT EVACUATION LOCATIONS
Fire drills were conducted four times in 2022 in each residence hall and twice for all of the occupied
apartmentbuildings.
e purpose of a fire drill is to raise fire safety awareness in the Brown community. Building occupants are trained
in their responsibilities in the event of a fire alarm in their building. When the evacuation drill is conducted,
the fire alarm is activated. Occupants evacuate the building proceeding to the assigned evacuation location as
designated in the Emergency Action Plan (EAP) specific to each building. Students can access and print the EAP
from the Environmental Health and Safety website. e emergency egress plan for each residence hall is posted on
the back of each residence hall door.
If a fire occurs in a residence hall, displaced students will be provided with alternative housing by the Office
of Residential Life. Personnel from that office are on call 24 hours a day to ensure quick re-housing of
displacedstudents.
FUTURE FIRE SAFETY IMPROVEMENTS
Our department is going to expand fire safety education during the month of October to better educate students,
staff and faculty and to showcase Fire prevention Week for the entire month. Media will include safety messages on
campus shuttles, in dining halls and at sporting events.
FIRE PREVENTION
e following is a list of prohibited items/practices in the Residence Halls:
• Paper, posters and wall hangings are prohibited in hallways and stairways. Glass-covered bulletin boards are
provided for this purpose.
• Flammable liquids such as lighter fluid or gasoline are prohibited in all Residence Halls.
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• e use of any extension cord without a built-in surge protector, such as U/L listed 15-amp power strip
equipped with a circuit breaker, is prohibited.
• Halogen lamps are prohibited in all Residence Halls.
• Candles and all open flames are strictly prohibited. ere is a $100 fine per candle if discovered.
• e use of incense is prohibited.
• e following portable electrical devices are prohibited in Residence Halls: toasters, toaster ovens, grills, rice
cookers and any other cooking device with an open element or open flame, unless stored/used in the building
kitchen area(s).
• Space heaters and hot plates are prohibited in all areas.
• Gas grills with propane tanks are not allowed inside any Residence Halls.
• Smoking is prohibited in all Residence Halls. is is consistent with university policy and Rhode Island
statelaw.
• Tapestries and canopies cannot be larger than 40 x 40 inches and must be at least 12 inches from an electrical
outlet. Tapestries cannot cover sprinkler heads, smoke detectors, or lights.
FIRE SAFETY EDUCATION & TRAINING:
FIRE SAFETY POLICIES
Information and Education
Brown University Fire Safety personnel, provides fire and life safety information on the EHS website. Fire Safety
personnel attend the annual Orientation Resource Fair where they provide written fire safety information and
speak with students and parents. In conjunction with Brown Public Safety and other departments, Fire Safety
personnel participate in the Safety Fair for all students held within the first 45 days aer Orientation. In addition,
Fire Safety personnel take any opportunity offered to reach out and to encourage students to be knowledgeable
about fire safety procedures and practices.
Brown University’s Fire Safety staff offer the following training programs to inform and train students, faculty and
staff on risk-reduction strategies.
Emergency Action Plan Training
Staff, including residential peer leaders, area coordinators and summer residential directors are required to take
this training, which consists of a single 30-45 minute session presented by Environmental Health & Safety staff.
is training is tailored to the audience and focuses on topics related to emergencies both inside and outside of
buildings.
e topics include:
• Emergency evacuation procedures
• Reporting emergencies
• Emergency evacuation locations
• Personnel accountability
• Fire prevention awareness
• Fire extinguishers and their use
• Emergency medical procedures
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• Shelter-in-place procedures
• Hostile Intruder procedures
• Emergency communications
• Building-specific information
An on-line version of this training is also available for the entire Brown community.
Hands on Fire Extinguishing Training
Using the Bullex® digital, live fire training simulator, Fire Safety staff present hands-on fire extinguisher training.
is training is offered to faculty, staff and students. Aer a short lecture on the proper use of fire extinguishers,
trainees extinguish a simulated fire with a laser activated extinguisher. is training was offered twice in 2022 for
students and additional times for specific buildings.
REPORTING A FIRE
Policy on Discovering a Fire
All Brown employees and students are to adhere to the following policy upon the discovery of a fire:
1. Close door, if possible.
2. Activate the nearest fire alarm pull station to alert and evacuate building occupants. Proceed out of the
building to the building’s evacuation location using stairwells, not elevators.
3. Call the Brown Public Safety emergency line by cell phone (401-863-4111) or use one of the strategically placed
Emergency Phones (pedestal phone yellow in color with a blue light above) to report location of fire directly to
the Brown Department of Public Safety.
Policy upon discovery of a fire that self-extinguished
All Brown faculty, staff and students should immediately call Brown Public Safety (401-863- 4111) when they
discover a fire that has self-extinguished. e responding Officer will take a report and notify the Fire Safety Officer
on call.
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CAMPUS FIRE SAFETY: AUTHORITY AND JURISDICTION
e Brown Fire Safety staff is not certified by the State of Rhode Island Fire Marshal’s Office to enforce the Rhode
Island Fire Code. is is in accordance with state policy. e Providence Fire Department Fire Prevention Bureau
has the responsibility for inspecting all property within the City of Providence, including Brown owned buildings.
e Brown Fire Safety staff has extensive knowledge of fire safety regulations. ey conduct monthly inspections
of all Residence Halls on campus, annual inspections of all Brown owned Auxiliary Housing, and annual
inspections of University owned buildings. Fire Safety personnel, as well as qualified third-party fire protection
engineering firm, also review construction plans to ensure compliance with all applicable life and fire safety codes
and ordinances. e office personnel work in tandem with the Providence Fire Inspectors, insurance providers and
other outside agencies when they are on campus inspecting our buildings. Students are subject to discipline and
fines for violations of fire safety rules through the Brown’s Code of Student Conduct system.
BROWN UNIVERSITY ENVIRONMENTAL HEALTH &
SAFETY: FIRE SAFETY OFFICE
Brown University Fire Safety personnel are on duty during the usual five (5) day administrative work schedule. A
Fire Safety Officer is on call 24 hours a day, seven days a week. e fire safety staff is comprised of two (2) full time
members who have extensive backgrounds in the fire service. ey are assisted by three (3) part time members who
handle specialized tasks including inspections. e Fire Safety staff is part of the Office of Environmental Health
&Safety.
e Fire Safety staff can be contacted by phone at (401) 863-3462 and by email at fire_safety@brown.edu. e
Department of Public Safety Communication Division handles emergency dispatching for all campus emergencies.
e emergency phone number is (401) 863-4111.
EVENT SAFETY
e Office of Environmental Health & Safety has developed an Event Safety Program and Event Safety Checklist
which both students and staff are required to follow for any gatherings of 50 or more persons on campus. e
purpose of this program is to define policies and procedures that will ensure compliance with Rhode Island
Uniform Fire Code requirements and enhance fire safety for events that occur inside Brown University buildings.
e individual sponsor, or a representative of the sponsoring organization, must review this policy prior to the
event and assure compliance with the specified procedures before and during the event. e procedures require
familiarity with the University’s Emergency Action Plan and use of the Event Safety Program Checklist. ese two
(2) documents assist in the planning of the event, describe the use of safe decorations, detail the required steps
that must be taken to ensure building safety prior to the start of the event and actions that will help to prevent
overcrowding and other unsafe conditions during the event. e use of pyrotechnic devices is prohibited. Fire
Safety staff arrange with the State of Rhode Island Fire Marshal’s Office to provide R.I. certified Crowd Manager
Training each academic year at Brown University.
Additional information can be found on the EHS Fire Safety Website under the Resources tab at:
brown.edu/health-safety/topics/fire-safety
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HEOA FIRE INCIDENT LOG 2022
Building Name Address
Date and
Time of Fire
Date
Reported
Nature of Fire
Location
of Fire
Injuries
Requiring
Treatment
Fire Related
Death
Property Value
ANDREWS HALL 211 BOWEN ST N/A N/A N/A N/A N/A N/A N/A
ANGELL127 ANGELL ST 127 N/A N/A N/A N/A N/A N/A N/A
ANGELL129 ANGELL ST 129 N/A N/A N/A N/A N/A N/A N/A
ANGELL ST 165 165 ANGELL ST N/A N/A N/A N/A N/A N/A N/A
ARCHIBALD
BRONSON
17 BENEVOLENT ST N/A N/A N/A N/A N/A N/A N/A
BARBOUR HALL
100 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
BENE074-80
BENEVOLENT ST
074-080
N/A N/A N/A N/A N/A N/A N/A
BENE084
BENEVOLENT ST
084
N/A N/A N/A N/A N/A N/A N/A
BENE086
BENEVOLENT ST
086
N/A N/A N/A N/A N/A N/A N/A
STERNLICHT
COMMONS
450 BROOK ST N/A N/A N/A N/A N/A N/A N/A
BOWEN STREET
219
219 BOWEN
STREET
N/A N/A N/A N/A N/A N/A N/A
BOWEN247 BOWEN ST 247 N/A N/A N/A N/A N/A N/A N/A
BOWEN251 BOWEN ST 251 N/A N/A N/A N/A N/A N/A N/A
BROOK245-7 BROOK ST 245-247 N/A N/A N/A N/A N/A N/A N/A
BROOK281-3 BROOK ST 281-283 N/A N/A N/A N/A N/A N/A N/A
BROOK456 BROOK ST 456 N/A N/A N/A N/A N/A N/A N/A
BROWN STREET
111
111 BROWN
STREET
N/A N/A N/A N/A N/A N/A N/A
BUXTON HOUSE 27 BROWN ST N/A N/A N/A N/A N/A N/A N/A
CASWELL HALL 168 THAYER ST N/A N/A N/A N/A N/A N/A N/A
CHAMPLIN HALL 208 MEETING ST N/A N/A N/A N/A N/A N/A N/A
CHAPIN HOUSE 116 THAYER ST N/A N/A N/A N/A N/A N/A N/A
CHAR070-72
CHARLESFIELD ST
070-072
N/A N/A N/A N/A N/A N/A N/A
CHAR071-73
CHARLESFIELD ST
071-073
N/A N/A N/A N/A N/A N/A N/A
CUSH084-86
CUSHING ST 084-
086
N/A N/A N/A N/A N/A N/A N/A
CUSH154 CUSHING ST 154 N/A N/A N/A N/A N/A N/A N/A
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CUSH166 CUSHING ST 166 N/A N/A N/A N/A N/A N/A N/A
DIMAN HOUSE
41 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
EMERY HALL 200 MEETING ST N/A N/A N/A N/A N/A N/A N/A
EVERETT
POLAND
13 BENEVOLENT
ST
N/A N/A N/A N/A N/A N/A N/A
GODDARD HOUSE
39 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER A
40 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER B
44 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER C 82 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER D 90 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GREGORIAN
QUAD A
103 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GREGORIAN
QUAD B
101 THAYER ST N/A N/A N/A N/A N/A N/A N/A
HARKNESS
HOUSE
47 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
HEGEMAN A 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN B 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN C 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN D 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN E 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HOPE COLLEGE 71 WATERMAN ST N/A N/A N/A N/A N/A N/A N/A
HOPE ST 200 200 HOPE ST N/A N/A N/A N/A N/A N/A N/A
JAMESON MEAD
11 BENEVOLENT
ST
4/8/22 @ 23:30 SAME STOVE TOP
KITCHEN/
LOUNGE
0 0 0-99
KING HOUSE 154 HOPE ST N/A N/A N/A N/A N/A N/A N/A
LITTLEFIELD
HALL
102 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
LLOYD165-7 LLOYD AVE 165-167 N/A N/A N/A N/A N/A N/A N/A
MACHADO
HOUSE
87 PROSPECT ST N/A N/A N/A N/A N/A N/A N/A
MARCY HOUSE 115 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
METCALF HALL 98 CUSHING ST N/A N/A N/A N/A N/A N/A N/A
HEOA FIRE INCIDENT LOG 2022, continued
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MILLER HALL 118 CUSHING ST N/A N/A N/A N/A N/A N/A N/A
MINDEN HALL 121 WATERMAN ST N/A N/A N/A N/A N/A N/A N/A
MORRISS HALL 206 MEETING ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE 1 302 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE 2 306 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE 3 308 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE
4
300 THAYER ST N/A N/A N/A N/A N/A N/A N/A
OLIVE020 OLIVE ST 020 N/A N/A N/A N/A N/A N/A N/A
OLNEY HOUSE 29 BROWN ST N/A N/A N/A N/A N/A N/A N/A
PERKINS HALL 154 POWER ST N/A N/A N/A N/A N/A N/A N/A
SEARS HOUSE 113 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
SLATER HALL 70 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
THAYER 315 315 THAYER N/A N/A N/A N/A N/A N/A N/A
WATER086
WATERMAN ST
086
N/A N/A N/A N/A N/A N/A N/A
WATER125-7
WATERMAN ST
125-127
N/A N/A N/A N/A N/A N/A N/A
WATER129
WATERMAN ST
129
N/A N/A N/A N/A N/A N/A N/A
WAYLAND HOUSE 31 BROWN ST N/A N/A N/A N/A N/A N/A N/A
WEST HOUSE 91 BROWN ST N/A N/A N/A N/A N/A N/A N/A
WOOLLEY HALL 202 MEETING ST
3/11/22 @ 21:57 SAME
INTENTIONAL
PAPER FIRE
2ND FLOOR
CORRIDOR
0 0 0-99
YOUNG ORCHARD
10
10 YOUNG
ORCHARD AVE
N/A N/A N/A N/A N/A N/A N/A
YOUNG ORCHARD
2
2 YOUNG
ORCHARD AVE
5/4/22 @ 12:27 SAME STOVE TOP 1ST FLOOR 0 0 0-99
YOUNG ORCHARD
4
4 YOUNG
ORCHARD AVE
N/A N/A N/A N/A N/A N/A N/A
HEOA FIRE INCIDENT LOG 2022, continued
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HEOA FIRE INCIDENT LOG 2021
Building Name Address
Date and
Time of Fire
Date
Reported
Nature of Fire
Location
of Fire
Injuries
Requiring
Treatment
Fire Related
Death
Property Value
ANDREWS HALL 211 BOWEN ST N/A N/A N/A N/A N/A N/A N/A
ANGELL127 ANGELL ST 127 N/A N/A N/A N/A N/A N/A N/A
ANGELL129 ANGELL ST 129 N/A N/A N/A N/A N/A N/A N/A
ARCHIBALD
BRONSON
17 BENEVOLENT
ST
N/A N/A N/A N/A N/A N/A N/A
BARBOUR HALL
100
CHARLESFIELD ST
N/A N/A N/A N/A N/A N/A N/A
BENE074-80
BENEVOLENT ST
074-080
N/A N/A N/A N/A N/A N/A N/A
BENE084
BENEVOLENT ST
084
N/A N/A N/A N/A N/A N/A N/A
BENE086
BENEVOLENT ST
086
N/A N/A N/A N/A N/A N/A N/A
STERNLICHT
COMMONS
450 BROOK ST N/A N/A N/A N/A N/A N/A N/A
BOWEN STREET
219
219 BOWEN
STREET
N/A N/A N/A N/A N/A N/A N/A
BOWEN247 BOWEN ST 247 N/A N/A N/A N/A N/A N/A N/A
BOWEN251 BOWEN ST 251 N/A N/A N/A N/A N/A N/A N/A
BROOK245-7 BROOK ST 245-247 N/A N/A N/A N/A N/A N/A N/A
BROOK281-3 BROOK ST 281-283 N/A N/A N/A N/A N/A N/A N/A
BROOK456 BROOK ST 456 N/A N/A N/A N/A N/A N/A N/A
BROWN STREET
111
111 BROWN
STREET
N/A N/A N/A N/A N/A N/A N/A
BUXTON HOUSE 27 BROWN ST N/A N/A N/A N/A N/A N/A N/A
CASWELL HALL 168 THAYER ST N/A N/A N/A N/A N/A N/A N/A
CHAMPLIN HALL 208 MEETING ST N/A N/A N/A N/A N/A N/A N/A
CHAPIN HOUSE 116 THAYER ST N/A N/A N/A N/A N/A N/A N/A
CHAR070-72
CHARLESFIELD ST
070-072
N/A N/A N/A N/A N/A N/A N/A
CHAR071-73
CHARLESFIELD ST
071-073
N/A N/A N/A N/A N/A N/A N/A
CUSH084-86
CUSHING ST 084-
086
N/A N/A N/A N/A N/A N/A N/A
CUSH154 CUSHING ST 154 N/A N/A N/A N/A N/A N/A N/A
CUSH166 CUSHING ST 166 N/A N/A N/A N/A N/A N/A N/A
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DIMAN HOUSE
41 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
EMERY HALL 200 MEETING ST N/A N/A N/A N/A N/A N/A N/A
EVERETT
POLAND
13 BENEVOLENT
ST
N/A N/A N/A N/A N/A N/A N/A
GODDARD
HOUSE
39 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER A
40 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER B
44 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER C 82 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER D 90 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GREGORIAN
QUAD A
103 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GREGORIAN
QUAD B
101 THAYER ST N/A N/A N/A N/A N/A N/A N/A
HARKNESS
HOUSE
47 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
HEGEMAN A 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN B 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN C 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN D 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN E 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HOPE ST 200 200 HOPE ST N/A N/A N/A N/A N/A N/A N/A
HOPE COLLEGE 71 WATERMAN ST N/A N/A N/A N/A N/A N/A N/A
JAMESON MEAD
11 BENEVOLENT
ST
N/A N/A N/A N/A N/A N/A N/A
KING HOUSE 154 HOPE ST N/A N/A N/A N/A N/A N/A N/A
LITTLEFIELD
HALL
102 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
LLOYD165-7 LLOYD AVE 165-167 N/A N/A N/A N/A N/A N/A N/A
MACHADO
HOUSE
87 PROSPECT ST N/A N/A N/A N/A N/A N/A N/A
MARCY HOUSE 115 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
METCALF HALL 98 CUSHING ST N/A N/A N/A N/A N/A N/A N/A
MILLER HALL 118 CUSHING ST N/A N/A N/A N/A N/A N/A N/A
HEOA FIRE INCIDENT LOG 2021, continued
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MINDEN HALL 121 WATERMAN ST N/A N/A N/A N/A N/A N/A N/A
MORRISS HALL 206 MEETING ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE
1
302 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE
2
306 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE
3
308 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE
4
300 THAYER ST N/A N/A N/A N/A N/A N/A N/A
OLIVE020 OLIVE ST 020 N/A N/A N/A N/A N/A N/A N/A
OLNEY HOUSE 29 BROWN ST 10/27/21, 19:38 Same
Intentional
Paper Fire
4th Floor
Bathroom
0 0 $0-99
PERKINS HALL 154 POWER ST N/A N/A N/A N/A N/A N/A N/A
SEARS HOUSE 113 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
SLATER HALL 70 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
THAYER 315 315 THAYER N/A N/A N/A N/A N/A N/A N/A
WATER086
WATERMAN ST
086
N/A N/A N/A N/A N/A N/A N/A
WATER125-7
WATERMAN ST
125-127
N/A N/A N/A N/A N/A N/A N/A
WATER129
WATERMAN ST
129
N/A N/A N/A N/A N/A N/A N/A
WAYLAND
HOUSE
31 BROWN ST N/A N/A N/A N/A N/A N/A N/A
WEST HOUSE 91 BROWN ST N/A N/A N/A N/A N/A N/A N/A
WOOLLEY HALL 202 MEETING ST N/A N/A N/A N/A N/A N/A N/A
YOUNG
ORCHARD 10
10 YOUNG
ORCHARD AVE
N/A N/A N/A N/A N/A N/A N/A
YOUNG
ORCHARD 2
2 YOUNG
ORCHARD AVE
N/A N/A N/A N/A N/A N/A N/A
YOUNG
ORCHARD 4
4 YOUNG
ORCHARD AVE
N/A N/A N/A N/A N/A N/A N/A
HEOA FIRE INCIDENT LOG 2021, continued
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‹
HEOA FIRE INCIDENT LOG 2020
Building Name Address
Date and
Time of Fire
Date
Reported
Nature of Fire
Location
of Fire
Injuries
Requiring
Treatment
Fire Related
Death
Property Value
ANDREWS HALL 211 BOWEN ST N/A N/A N/A N/A N/A N/A N/A
ANGELL127 ANGELL ST 127 N/A N/A N/A N/A N/A N/A N/A
ANGELL129 ANGELL ST 129 N/A N/A N/A N/A N/A N/A N/A
ARCHIBALD
BRONSON
17 BENEVOLENT
ST
N/A N/A N/A N/A N/A N/A N/A
BARBOUR HALL
100
CHARLESFIELD ST
N/A N/A N/A N/A N/A N/A N/A
BENE074-80
BENEVOLENT ST
074-080
N/A N/A N/A N/A N/A N/A N/A
BENE084
BENEVOLENT ST
084
N/A N/A N/A N/A N/A N/A N/A
BENE086
BENEVOLENT ST
086
N/A N/A N/A N/A N/A N/A N/A
BOWEN STREET
219
219 BOWEN
STREET
N/A N/A N/A N/A N/A N/A N/A
BOWEN247 BOWEN ST 247 N/A N/A N/A N/A N/A N/A N/A
BOWEN251 BOWEN ST 251 N/A N/A N/A N/A N/A N/A N/A
BROOK245-7 BROOK ST 245-247 N/A N/A N/A N/A N/A N/A N/A
BROOK281-3 BROOK ST 281-283 N/A N/A N/A N/A N/A N/A N/A
BROOK456 BROOK ST 456 N/A N/A N/A N/A N/A N/A N/A
BROWN STREET
111
111 BROWN
STREET
N/A N/A N/A N/A N/A N/A N/A
BUXTON HOUSE 27 BROWN ST N/A N/A N/A N/A N/A N/A N/A
CASWELL HALL 168 THAYER ST N/A N/A N/A N/A N/A N/A N/A
CHAMPLIN HALL 208 MEETING ST N/A N/A N/A N/A N/A N/A N/A
CHAPIN HOUSE 116 THAYER ST N/A N/A N/A N/A N/A N/A N/A
CHAR070-72
CHARLESFIELD ST
070-072
N/A N/A N/A N/A N/A N/A N/A
CHAR071-73
CHARLESFIELD ST
071-073
N/A N/A N/A N/A N/A N/A N/A
CUSH084-86
CUSHING ST 084-
086
N/A N/A N/A N/A N/A N/A N/A
CUSH154 CUSHING ST 154 N/A N/A N/A N/A N/A N/A N/A
CUSH166 CUSHING ST 166 N/A N/A N/A N/A N/A N/A N/A
DIMAN HOUSE
41 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
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‹
EMERY HALL 200 MEETING ST N/A N/A N/A N/A N/A N/A N/A
EVERETT
POLAND
13 BENEVOLENT
ST
N/A N/A N/A N/A N/A N/A N/A
GODDARD
HOUSE
39 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER A
40 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER B
44 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER C 82 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GRAD CENTER D 90 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GREGORIAN
QUAD A
103 THAYER ST N/A N/A N/A N/A N/A N/A N/A
GREGORIAN
QUAD B
101 THAYER ST N/A N/A N/A N/A N/A N/A N/A
HARKNESS
HOUSE
47 CHARLESFIELD
ST
N/A N/A N/A N/A N/A N/A N/A
HEGEMAN A 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN B 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN C 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN D 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HEGEMAN E 128 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
HOPE COLLEGE 71 WATERMAN ST N/A N/A N/A N/A N/A N/A N/A
JAMESON MEAD
11 BENEVOLENT
ST
N/A N/A N/A N/A N/A N/A N/A
KING HOUSE 154 HOPE ST N/A N/A N/A N/A N/A N/A N/A
LITTLEFIELD
HALL
102 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
LLOYD165-7 LLOYD AVE 165-167 N/A N/A N/A N/A N/A N/A N/A
MACHADO
HOUSE
87 PROSPECT ST N/A N/A N/A N/A N/A N/A N/A
MARCY HOUSE 115 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
METCALF HALL 98 CUSHING ST
2/21/2020, 7:15
PM
Same Cooking/ Oven 1st floor 0 0 $100-999
MILLER HALL 118 CUSHING ST N/A N/A N/A N/A N/A N/A N/A
MINDEN HALL 121 WATERMAN ST
1/13/2020, 3:18
AM
Same
Unauthorized
space heater
3rd floor 0 0 $0-99
MORRISS HALL 206 MEETING ST 2/17/20
2/20/20 @
11:00
Cooking/
Microwave
4th floor 0 0 $100-999
HEOA FIRE INCIDENT LOG 2020, continued
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‹
NEW PEMBROKE
1
302 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE
2
306 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE
3
308 THAYER ST N/A N/A N/A N/A N/A N/A N/A
NEW PEMBROKE
4
300 THAYER ST N/A N/A N/A N/A N/A N/A N/A
OLIVE020 OLIVE ST 020 N/A N/A N/A N/A N/A N/A N/A
OLNEY HOUSE 29 BROWN ST N/A N/A N/A N/A N/A N/A N/A
PERKINS HALL 154 POWER ST N/A N/A N/A N/A N/A N/A N/A
SEARS HOUSE 113 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
SLATER HALL 70 GEORGE ST N/A N/A N/A N/A N/A N/A N/A
THAYER 315 315 THAYER N/A N/A N/A N/A N/A N/A N/A
WATER086
WATERMAN ST
086
N/A N/A N/A N/A N/A N/A N/A
WATER125-7
WATERMAN ST
125-127
N/A N/A N/A N/A N/A N/A N/A
WATER129
WATERMAN ST
129
N/A N/A N/A N/A N/A N/A N/A
WAYLAND
HOUSE
31 BROWN ST N/A N/A N/A N/A N/A N/A N/A
WEST HOUSE 91 BROWN ST N/A N/A N/A N/A N/A N/A N/A
WOOLLEY HALL 202 MEETING ST N/A N/A N/A N/A N/A N/A N/A
YOUNG
ORCHARD 10
10 YOUNG
ORCHARD AVE
11/27/20, 10:47
PM
Same Grease/oven 3rd Floor 0 0 $0-99
YOUNG
ORCHARD 2
2 YOUNG
ORCHARD AVE
N/A N/A N/A N/A N/A N/A N/A
YOUNG
ORCHARD 4
4 YOUNG
ORCHARD AVE
N/A N/A N/A N/A N/A N/A N/A
HEOA FIRE INCIDENT LOG 2020, continued
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‹
BROWN UNIVERSITY FIRE PROTECTION
IN RESIDENTIAL HOUSING 2022
Building Name Address
Sprinkler
Protection
Fire Alarm
Protection
Connected
to Fire Dept
Connected to
Brow n Public
Safety
Smoke Alarms
in Sleeping
Areas
Fire
Extinguishers
Fire Drills
ANDREWS HALL 211 BOWEN ST full full yes yes yes yes 4
ARCHIBALD BRONSON 17 BENEVOLENT ST full full yes yes yes yes 4
BARBOUR HALL 100 CHARLESFIELD ST full full yes yes yes yes 4
BOWEN STREET 219 219 BOWEN STREET full full yes yes yes yes 4
BROWN STREET 111 111 BROWN STREET full full yes yes yes yes 4
BUXTON HOUSE 27 BROWN ST full full yes yes yes yes 4
CASWELL HALL 168 THAYER ST full full yes yes yes yes 4
CHAMPLIN HALL 208 MEETING ST full full yes yes yes yes 4
CHAPIN HOUSE 116 THAYER ST full full yes yes yes yes 4
DIMAN HOUSE 41 CHARLESFIELD ST full full yes yes yes yes 4
EMERY HALL 200 MEETING ST full full yes yes yes yes 4
EVERETT POLAND 13 BENEVOLENT ST full full yes yes yes yes 4
GODDARD HOUSE 39 CHARLESFIELD ST full full yes yes yes yes 4
GRAD CENTER A 40 CHARLESFIELD ST full full yes yes yes yes 4
GRAD CENTER B 44 CHARLESFIELD ST full full yes yes yes yes 4
GRAD CENTER C 82 THAYER ST full full yes yes yes yes 4
GRAD CENTER D 90 THAYER ST full full yes yes yes yes 4
GREGORIAN QUAD A 103 THAYER ST full full yes yes yes yes 4
GREGORIAN QUAD B 101 THAYER ST full full yes yes yes yes 4
HARKNESS HOUSE 47 CHARLESFIELD ST full full yes yes yes yes 4
HEGEMAN HALL 128 GEORGE ST full full yes yes yes yes 4
HOPE COLLEGE 71 WATERMAN ST full full yes yes yes yes 4
JAMESON MEAD 11 BENEVOLENT ST full full yes yes yes yes 4
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‹
KING HOUSE 154 HOPE ST full full yes yes yes yes 4
LITTLEFIELD HALL 102 GEORGE ST full full yes yes yes yes 4
MACHADO HOUSE 87 PROSPECT ST full full yes yes yes yes 4
MARCY HOUSE 115 GEORGE ST full full yes yes yes yes 4
METCALF HALL 98 CUSHING ST full full yes yes yes yes 4
MILLER HALL 118 CUSHING ST full full yes yes yes yes 4
MINDEN HALL 121 WATERMAN ST full full yes yes yes yes 4
MORRISS HALL 206 MEETING ST full full yes yes yes yes 4
NEW PEMBROKE 1 302 THAYER ST full full yes yes yes yes 4
NEW PEMBROKE 2 306 THAYER ST full full yes yes yes yes 4
NEW PEMBROKE 3 308 THAYER ST full full yes yes yes yes 4
NEW PEMBROKE 4 300 THAYER ST full full yes yes yes yes 4
OLNEY HOUSE 29 BROWN ST full full yes yes yes yes 4
PERKINS HALL 154 POWER ST full full yes yes yes yes 4
SEARS HOUSE 113 GEORGE ST full full yes yes yes yes 4
SLATER HALL 70 GEORGE ST full full yes yes yes yes 4
STERNLICHT
COMMONS
450 BROOK ST full full yes yes yes yes 4
THAYER 315 315 THAYER full full yes yes yes yes 4
WAYLAND HOUSE 31 BROWN ST full full yes yes yes yes 4
WEST HOUSE 91 BROWN ST full full yes yes yes yes 4
WOOLLEY HALL 202 MEETING ST full full yes yes yes yes 4
YOUNG ORCHARD 10
10 YOUNG ORCHARD
AVE
full full yes yes yes yes 4
YOUNG ORCHARD 2
2 YOUNG ORCHARD
AVE
full full yes yes yes yes 4
YOUNG ORCHARD 4
4 YOUNG ORCHARD
AVE
full full yes yes yes yes 4
RESIDENTIAL HOUSING 2022, continued
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‹
BROWN UNIVERSITY FIRE PROTECTION IN
APARTMENT BUILDINGS - AUXILIARY HOUSING 2022
Building Name Address
Sprinkler
Protection
Fire Alarm
Protection
Connected
to Fire Dept
Connected to
Brow n Public
Safety
Smoke Alarms
in Sleeping
Areas
Fire
Extinguishers
Fire Drills
ANGELL ST 127 127 ANGELL ST no full yes yes yes yes 2
ANGELL ST 129 129 ANGELL ST no full yes yes yes yes 2
ANGELL ST 165 165 ANGELL ST full full yes yes yes yes 0 (New)
BENEVOLENT ST
074-080
074-080 BENEVOLENT
ST
no full no yes yes yes 2
BENEVOLENT ST 084 084 BENEVOLENT ST no full no yes yes yes 2
BENEVOLENT ST 086 086 BENEVOLENT ST no full no yes yes yes 2
BOWEN ST 247 247 BOWEN ST no full yes yes yes yes 2
BOWEN ST 251 251 BOWEN ST no no no no yes yes 0 (Vacant)
BROOK ST 281-283 281-283 BROOK ST no no no no yes yes 2
BROOK ST 456 456 BROOK ST no no no no yes yes 2
CHARLESFIELD ST
071-073
071-073 CHARLESFIELD
ST
full full yes yes yes yes 2
CHARLESFIELD ST
108-110
108-110 CHARLESFIELD
ST
no no no no yes yes
1 (Vacant
Fall)
CUSHING 172 172 CUSHING no full yes yes yes yes 2
CUSHING ST 084-086 084-086 CUSHING ST no full no yes yes yes 2
CUSHING ST 154 154 CUSHING ST no no no no yes yes 2
CUSHING ST 166 166 CUSHING ST no no no no yes yes 2
HOPE ST 200 200 HOPE ST no full yes yes yes yes
1 (Vacant
Fall)
OLIVE ST 020 020 OLIVE ST no full no yes yes yes 2
POWER ST 089 089 POWER ST no no no no yes yes 0 (Vacant)
POWER ST 126 126 POWER ST no no no no yes yes 0 (Vacant)
WATERMAN ST 086 086 WATERMAN ST no full yes yes yes yes 2
WATERMAN ST 125-127 WATERMAN ST 125-127 full full yes yes yes yes 2
WATERMAN ST 129 129 WATERMAN ST full full yes yes yes yes 2
DEPARTMENT OF PUBLIC SAFETY HEADQUARTERS
75 Charlesfield Street
Providence, Rhode Island 02912
Hours:
Monday - Friday, 8:30 a.m. – 5 p.m.
Summer Hours, 8 a.m. – 4 p.m.
Oce of University Communications | MP-2076DPS23
