File a Report
Confidentiality, Privacy and ReportingClick to Open
Any person who reports that they are a victim of Sexual Misconduct has the right to confidential support on and off campus. The following lists include confidential resources.
RWU Confidential Resources
- RWU Center for Counseling and Student Development (2nd floor):
- RWU Health Services, Center for Student Development (2nd floor):
- RWU Multifaith Chaplain, Rev. Nancy Soukup, Center for Student Development (1st floor):
401-254-3433 | email@example.com
Off-Campus Confidential Resources
- Day One (formerly RI Rape Crisis):
- Rape, Abuse, and Incest National Network (RAINN) crisis hotline:
- Rape, Abuse, and Incest National Network (RAINN) online hotline:
Dating and domestic violence services (including criminal justice and protective order advocacy, emergency shelter, transitional housing, safety plans, counseling, education and/or policy) are available at the following member agencies of the RI Coalition Against Domestic Violence:
- Sojourner House
- Women’s Center of Rhode Island
- Elizabeth Buffum Chace Center
- Blackstone Valley Advocacy Center
- Domestic Violence Resource Center of South County
- Women’s Resource Center of Newport & Bristol Counties
- Sisters Overcoming Abusive Relationships a victim task force
- National Sexual Assault Hotline
1−800−656-HOPE (4673) (24 hour)
- National Domestic Violence Hotline
1−800−799−SAFE (7233) (24 hour)
Reporting to “Responsible Employees”Click to Open
A responsible employee is a University employee who has the authority to address sexual misconduct, who has the duty to report incidents of sexual misconduct or other student misconduct, or who a student could reasonably believe has this authority or duty.
When a victim tells a responsible employee about an incident of sexual violence, the victim has the right to expect the University to take immediate and appropriate steps to investigate what happened and to resolve the matter promptly and equitably.
A responsible employee must report to the Title IX Coordinator or other Deputies, all relevant details about the alleged sexual misconduct shared by the victim and that the University will need to determine what happened – including the names of the victim and alleged perpetrator(s), any witnesses, and any other relevant facts, including the date, time and specific location of the alleged incident.
To the extent possible, information reported to a responsible employee will be shared only with people responsible for handling the University’s response to the report. A responsible employee should not share information with law enforcement without the victim’s consent or unless the victim has also reported the incident to law enforcement.
Students who report sexual misconduct will be offered support from a variety of services, including the Sexual Misconduct Advisor Support Program (SMASP) via the Title IX Coordinator, Dr.Jen Stanley.
Filing a report helps to:
- Protect you and others from victimization
- Apprehend the alleged assailant
- Maintain future options regarding criminal prosecution
- Alerts RWU of a possible predator
A student may pursue any or all of these options:
- RWU Office of Student Conduct and Conflict Resolution
- RWU Public Safety
401-254-3333 (available 24/7)
- RWU Title IX Coordinator, Dr. Jen Stanley
401-254-3123 | firstname.lastname@example.org
- Bristol Police Department
- Portsmouth Police Department
- Providence Police Department
DefinitionsClick to Open
1. Effective Consent: RWU strongly encourages students who choose to engage in sexual behavior to verbally communicate their intentions and consent as clearly as possible. Effective consent is informed, knowing and voluntary. Consent can be given by words or actions, as long as those words or actions create mutually understandable willingness regarding engaging in mutually agreed upon sexual activity.
Consent may never be given by minors, mentally disabled persons, and those who are incapacitated as a result of alcohol or drug consumption or those who are unconscious, unaware or otherwise physically helpless. Incapacitation means being in a state where a person cannot understand the nature and/or extent of the situation. For example, when alcohol or other drugs are used, a person will be considered unable to give effective consent if the person cannot appreciate the who, what, when, where, why, or how of a sexual interaction. Slurred speech, bloodshot eyes, dilated pupils, smell of alcohol, shaky equilibrium, unsteady gait, vomiting, outrageous or unusual behavior, unconsciousness (short or long periods), elevated blood alcohol level, sleeping, blackout and loss of memory are some indicators of alcohol-related incapacitation. A person’s state of incapacity is a subjective determination. Indications of consent are irrelevant if the initiator knows or should have reasonably known of the incapacity of another person. Intentional use of alcohol or other drugs does not excuse perpetration of a violation of the Sexual Misconduct/Gender-Based Misconduct policy.
Consent as a result of coercion, intimidation, threat of force or force is not effective consent. Coercion is unreasonable pressure for sexual activity. Whensomeone makes it clear to you that they do not want sex, that they want tostop, or that they do not want to go past a certain point of sexual interaction,continued pressure beyond that point can be coercive. A person who knowsor should have reasonably known that another person is incapacitated maynot engage in sexual activity with that person.
In the absence of mutually understandable words or actions, it is the responsibility of the initiator, or the person who wants to engage in the specific sexual activity, to make sure that they have consent from their partner. Consent to some form of sexual activity doesn’t automatically mean consent to other forms of sexual activity. It is the responsibility of the initiator to re-confirm consent during each step of sexual activity. Consent is mutually understandable when a reasonable person would consider the words and/or actions of the parties to have expressed a mutually understandable agreement between them to do the same thing, in the same way, at the same time, with one another. Silence, previous sexual relationships, and/or a current relationship with the initiator (or anyone else) may not, in themselves, imply consent. Consent to sexual activity may be withdrawn at any time, as long as withdrawal is communicated between the engaging parties.
2. Non-consensual sexual intercourse: Non-consensual sexual intercourse is a form of sexual assault which includes any sexual intercourse, however slight, with any object or body part by a person against another person that is without consent and/or by force. Examples of non-consensual sexual intercourse include, but are not limited to: vaginal penetration by a penis, object, tongue, or finger; anal penetration by a penis, object, tongue or finger; oral copulation (mouth to genital contact or genital to mouth contact).
3. Non-consensual sexual contact: Non-consensual sexual contact is a form of sexual assault which includes any intentional touching, however slight, whether clothed or unclothed, with any object or body part by a person against another person that is without consent and/or by force. Examples of non-consensual sexual contact include, but are not limited to: intentional contact with the breasts, buttocks, groin, or genitals; intentional touching of another with breast, buttocks, groin or genitals; making another person touch someone or themselves in a sexual manner; and/or any intentional bodily contact in a sexual manner.
4. Sexual harassment: Sexual harassment is a form of gender-based discrimination involving quid pro quo or hostile environment harassment. Quid pro quo harassment is an intentional, intolerable exploitation of a position of power and authority such as unwelcome sexual advances, requests or demands for sexually-based favors, or other gender-based verbal or physical conduct where submission to or rejection of such conduct by an individual is used by a person(s) in a position of power or authority, as a basis for employment, academic or institutional environment decisions affecting such individual. Hostile environment harassment arises where one or more members of the University community engage in gender-based conduct that unreasonably creates an intimidating, hostile or offensive working and/or living/study environment that has the effect of altering one’s work or educational experience and the conditions of employment or living/study at the University. Examples of sexual harassment include but are not limited to: subtle or persistent pressure for sexual activity or favors; unnecessary touching or brushing up against a person; unwelcome communication (verbal, written, electronic, etc.) of a sexual nature; and/or failure to accept the end of a consensual relationship with repeated and persistent requests and behavior. Sexual harassment need not be intentional. The intent of the person who is alleged to have committed such behavior may not be relevant to determining whether a violation has occurred.
5. Sexual exploitation: An act attempted or committed by a person for sexual gratification, financial gain or other advancement through the abuse or exploitation of another person’s sexuality. Sexual exploitation includes but it not limited to: invasion of sexual privacy; voyeurism (in-person or through audio or video recording); recording any person engaged in sexual or intimate activity in a private space without that person’s full knowledge and consent; distributing sexual or intimate information, images or recordings about another person without that person’s full knowledge and consent; exposing of a person’s body or genitals; and/or knowingly or recklessly exposing another person to a significant risk of sexually transmitted infection, including HIV.
6. Relationship Violence (Domestic Violence/Dating Violence): Relationship violence is behavior by a person who is or has been in a social relationship of a romantic or intimate nature that is used to establish power and control over another person through fear and intimidation. The existence of such a relationship shall be determined with consideration of the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship. This behavior can be verbal, emotional and/or physical.
7. Stalking/Intimidation: Stalking is a course of conduct directed at a specific person that would cause a reasonable person to feel fearful, intimidated, threatened, or cause substantial emotional distress. Stalking includes ‘cyber stalking’, a particular form of stalking in which a person uses electronic media, such as the internet, social networks, cell phones, texts, blogs, or other similar devices or forms of contact.
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.
Intimidation is defined as implied threats or acts that cause an unreasonable fear or harm in another. It also includes when the knowledge of prior violent behavior is used to threaten or menace another.
Substantial emotional distress means significant mental suffering or anguish that may, but does not necessarily, require medical or other professional treatment or counseling.
Reasonable person means a reasonable person under similar circumstances and with similar identities to the victim.
8. Retaliation: Retaliation is any adverse action taken against a person because of the person’s participation in a complaint or investigation of discrimination or sexual misconduct. The University will take seriously any allegation of retaliation.