The Alabama College of Osteopathic Medicine (ACOM) does not discriminate on the basis of age, race, color, gender, gender identity, sex, sexual orientation, religion or creed, national or ethnic origin, or disability in its programs, activities, hiring or the admission of students.

It is the policy of the Alabama College of Osteopathic Medicine to comply with Title IX of the Education Amendments of 1972 and its implementing regulations, which prohibit discrimination based on sex in the College’s programs and activities.

ACOM’s Division of Student Services and Institutional Effectiveness oversees the institution’s compliance with Title IX of the Education Amendments of 1972. ACOM administration, faculty, staff, campus security, and other support services to ensure that policies and programs foster a campus community free of illegal gender discrimination and from all forms of violence, including sexual misconduct (examples of which can include acts of sexual assault, domestic violence, dating violence, and stalking).

Title IX Policies and Procedures

ACOM is committed to maintaining study and work environments that are free from discriminatory harassment based on age, race, color, sex, gender, sexual orientation, religion or creed, national or ethnic origin, or disability. Sexual or other discriminatory harassment of its students is strictly prohibited, whether by non-employees (such as contractors or vendors), other students, or by its employees, and ACOM will take immediate and appropriate action to prevent and to correct behavior that violates this policy. Likewise, students are strictly prohibited from engaging in harassing behavior directed at ACOM’s employees, its visitors, vendors and contractors. All students and employees must comply with this policy and take appropriate measures to create an atmosphere free of harassment and discrimination. Appropriate disciplinary action, up to and including, suspension, expulsion, termination from employment or being banned from ACOM properties, will be taken against individuals who violate this policy.

It is the policy of the Alabama College of Osteopathic Medicine to comply with Title IX of the Education Amendments of 1972 and its implementing regulations, which prohibit discrimination based on sex in the College’s programs and activities. Title IX and its implementing regulations also prohibit retaliation for asserting claims of sex discrimination. ACOM has designated Student Services Representative Karen Loftin to coordinate its compliance with Title IX and to receive inquiries regarding Title IX, including complaints of sex discrimination, sex-based harassment or sexual misconduct. The Title IX Coordinator may be contacted as follows:

Karen Loftin
Title IX Coordinator
445 Health Sciences Blvd. Dothan, AL 36303
Tel: (334) 699-2266 ext. 4005
Email: kloftin@acomedu.org

It is the responsibility of the Title IX coordinator to coordinate dissemination of information and education and training programs to: (1) assist members of the College community in understanding that sex discrimination and sexual harassment are prohibited by the policy; (2) ensure that investigators are trained to respond to and investigate complaints of sex discrimination and sexual harassment; (3) ensure that employees and students are aware of the procedures for reporting and addressing complaints of sex discrimination and sexual harassment; and (4) to implement the Complaint Resolution Procedures or to designate appropriate persons for implementing the Complaint Resolution Procedures.

Administrators, Deans, Department Chairs, and Other Managers

It is the responsibility of administrators, deans, department chairs and other managers (i.e., those that formally supervise other employees) to:

  • Inform employees under their direction or supervision of this policy
  • Work with the Title IX coordinator to implement education and training programs for employees and students
  • Implement any corrective actions that are imposed as a result of findings of a violation of this policy

All Employees

It is the responsibility of all employees to review this policy and comply with it.

Students

It is the responsibility of all students to review this policy and comply with it.

The College

When the College is aware that a member of the College community may have been subjected to or affected by conduct that violates this policy, the College will take prompt action, including a review of the matter and, if necessary, an investigation and appropriate steps to stop and remedy the sex discrimination or sexual harassment. The College will act in accordance with its Complaint Resolution Procedures.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors or other verbal or physical contact of a sexual nature. This conduct constitutes unlawful sexual harassment when:

  1. Submission to this conduct is explicitly or implicitly made a term or condition of an individual’s employment or academic success;
  2. Submission to or rejection of this conduct is used as the basis for an employment or academic decision; or
  3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile or offensive work

Sexual harassment refers to behavior that is not welcome, is personally offensive, is debilitating to morale and interferes with academic or work effectiveness. It frequently (though not necessarily) occurs as an abuse of authority where the parties are in an unequal power relationship. Sexual harassment may take different forms. One specific form is the demand for sexual favors. Other forms of harassment can include:

Verbal: Sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, implied or explicit threats, and offensive or obscene language.

Non-Verbal: Sexually suggestive objects, graffiti, cartoons, posters, calendars, writings, pictures, graphic commentaries, suggestive or insulting sounds, leering, whistling, stalking, staring and making obscene gestures.

Physical: Unwanted or unwelcome physical contact, including touching, pinching, grabbing, holding, hugging, kissing, brushing the body, assault and rape.

While sexual harassment usually involves members of the opposite sex, it also includes “same sex harassment,” (i.e., males harassing males and females harassing females).

Sexual harassment may be subtle or overt. Some behavior that is appropriate in a social setting is not appropriate in the workplace or in an academic environment. Regardless of the form it takes, verbal, non- verbal or physical, sexual harassment is inherently destructive, insulting and demeaning to the recipient and will not be tolerated at ACOM.

Making a Complaint

Employees: All ACOM employees have a duty to report sex discrimination and sexual harassment to the Title IX Coordinator.

Students and Other Persons: Students who wish to report sex discrimination or sexual harassment should file a complaint with the Associate Dean for Student Services/Title IX coordinator.

Students and other persons may also file a complaint with the United States Department of Education’s Office for Civil Rights by visiting www2.ed.gov/about/offices/list/ocr/complaintintro.html or by calling 1-800-421-3481.

Content of the Complaint

So that ACOM has sufficient information to investigate a complaint, the complaint should include: (1) the date(s) and time(s) of the alleged conduct; (2) the names of all person(s) involved in the alleged conduct, including possible witnesses; (3) all details outlining what happened; and (4) contact information for the complainant so that ACOM may follow up appropriately.

Conduct that Constitutes a Crime

Any person who wishes to make a complaint of sex discrimination or sexual harassment that also constitutes a crime— including sexual violence—is encouraged to make a complaint to local law enforcement. If requested, ACOM will assist the complainant in notifying the appropriate law enforcement authorities.

In the event of an emergency, please contact 911.

Special Guidance Concerning Complaints of Sexual Violence

If you are the victim of sexual violence, do not blame yourself. Sexual violence is never the victim’s fault. The ACOM recommends that you immediately go to the emergency room of a local hospital and contact local law enforcement, in addition to making a prompt complaint under this policy. You also should do everything possible to preserve evidence by making certain that the crime scene is not disturbed. Victims of sexual violence should not bathe, urinate, douche, brush teeth, or drink liquids until after they are examined and, if necessary, a rape examination is completed. Clothes should not be changed. When necessary, seek immediate medical attention at an area hospital and take a full change of clothing, including shoes, for use after a medical examination.

Once a complaint of sexual violence is made, the complainant has several options such as, but not limited to:

  • contacting parents or a relative
  • seeking legal advice
  • seeking personal counseling (always recommended)
  • pursuing legal action against the perpetrator
  • pursing disciplinary action
  • requesting that no further action be taken

Vendors, Contractors, and Third Parties

This policy applies to the conduct of vendors, contractors, and third parties. Persons who believe they have been discriminated against or harassed in violation of this policy should make a complaint in the manner set forth in this section.

Retaliation

It is a violation of this policy to retaliate against any member of the ACOM Community who reports or assists in making a complaint of discrimination or harassment or who participates in the investigation of a complaint in any way. Persons who believe they have been retaliated against in violation of this policy should make a complaint in the manner set forth in this section.

Protecting the Complainant

Pending final outcome of an investigation in accordance with the Complaint Resolution Procedures, the ACOM will take steps to protect the complainant from further discrimination or harassment. This may include allowing the complainant to change his or her academic situation if options to do so are reasonably available.

  1. Timing of Complaints: ACOM encourages persons to make complaints of sex discrimination and sexual harassment as soon as possible because late reporting may limit ACOM’s ability to investigate and respond to the conduct complained of.
  2. Investigation and Confidentiality: All complaints of sex discrimination and sexual harassment will be promptly and thoroughly investigated in accordance with the Complaint Resolution Procedures, and ACOM will take disciplinary action where ACOM will make reasonable and appropriate efforts to preserve an individual’s privacy and protect the confidentiality of information when investigating and resolving a complaint. However, because of laws relating to reporting and other state and federal laws, ACOM cannot guarantee confidentiality to those who make complaints. In the event a complainant requests confidentiality or asks that a complaint not be investigated, the ACOM will take all reasonable steps to investigate and respond to the complaint consistent with the request for confidentiality or request not to pursue an investigation. If a complainant insists that his or her name not be disclosed to the alleged perpetrator, ACOM’s ability to respond may be limited. ACOM reserves the right to initiate an investigation despite a complainant’s request for confidentiality in limited circumstances involving serious or repeated conduct or where the alleged perpetrator may pose a continuing threat to the ACOM Community.
  3. Resolution: If a complaint of sex discrimination or sexual harassment is found to be substantiated, ACOM will take appropriate corrective and remedial action. Students, faculty, and employees found to be in violation of this policy will be subject to discipline up to and including written reprimand, suspension, demotion, termination, or expulsion. Affiliates and program participants may be removed from ACOM programs and/or prevented from returning to campus. Remedial steps may also include counseling for the complainant, academic, work, or living accommodations for the complainant, separation of the parties, and training for the respondent and other persons.
  4. Bad Faith Complaints: While ACOM encourages all good faith complaints of sex discrimination and sexual harassment, ACOM has the responsibility to balance the rights of all. Therefore, if ACOM’s investigation reveals that a complaint was knowingly false, the complaint will be dismissed and the person who filed the knowingly false complaint may be subject to discipline.

Academic Freedom

While ACOM is committed to the principles of free inquiry and free expression, sex discrimination and sexual harassment are neither legally protected expression nor the proper exercise of academic freedom.

Education

Because ACOM recognizes sex discrimination and sexual harassment as important issues, it offers educational programming to a variety of groups such as: campus personnel, incoming students participating in orientation, and members of student organizations. To learn more about education resources, please contact the Title IX coordinator.

The following complaint resolution procedures are the exclusive means of resolving complaints alleging violations of the Title IX: Non-Discrimination and Anti-Harassment Policy. To the extent there are any inconsistencies between these complaint resolution procedures and other ACOM grievance, complaint, or discipline procedures, these complaint resolution procedures will control the resolution of complaints alleging violations of the Title IX: Non-Discrimination and Anti-Harassment Policy.

General Purposes

For purposes of these complaint resolution procedures, “investigating officer” means the Title IX coordinator or his/her designee. The investigating officer shall have responsibility for administering these complaint resolution procedures.

The investigating officer shall discharge his or her obligations under these complaint resolution procedures fairly and impartially. If the investigating officer determines that he or she cannot apply these procedures fairly and impartially because of the identity of a complainant, respondent, or witness, or due to any other conflict of interest, the investigating officer shall designate another appropriate individual to administer these procedures.

Investigation and Resolution of the Complaint

Commencement of the Investigation

Once a complaint is made, the investigating officer will commence an investigation of it as soon as practicable, but not later than seven (7) days after the complaint is made. The purpose of the investigation is to determine whether it is more likely than not that the alleged behavior occurred and, if so, whether it constitutes sex discrimination or sexual harassment. During the course of the investigation, the investigating officer may receive counsel from ACOM administrators, ACOM’s attorneys or other parties as needed.

In certain narrow circumstances, the investigating officer may commence an investigation even if the complainant requests that the matter not be pursued. In such a circumstance, the investigating officer will take all reasonable steps to investigate and respond to the matter in a manner that is informed by the complainant’s articulated concerns.

Content of the Investigation

During the investigation, the complainant will have the opportunity to describe his or her allegations and present supporting witnesses or other evidence. The respondent will have the opportunity to respond to the allegations and present supporting witnesses or other evidence. The investigating officer will review the statements and evidence presented and may, depending on the circumstances, interview others with relevant knowledge, review documentary materials, and take any other appropriate action to gather and consider information relevant to the complaint. All parties and witnesses involved in the investigation are expected to cooperate and provide complete and truthful information.

Non-Attorney Support Person for Cases Involving Students

During the investigation process, both a student complainant and a student respondent may ask a non- attorney support person from the ACOM community to accompany him or her to meetings with the investigating officer. The support person must be an administrator, faculty member or fellow student. In cases involving multiple student complainants or student respondents, the non-attorney support person cannot be another complainant or respondent. The non-attorney support person does not serve as an advocate on behalf of the complainant or respondent, and he or she must agree to maintain the confidentiality of the process. Non-student complainants, and non-student respondents, are not entitled to have a support person present during the investigatory process.

Interim Measures

At any time during the investigation, the investigating officer may determine that interim remedies or protections for the parties involved or witnesses are appropriate. These interim remedies may include separating the parties, placing limitations on contact between the parties, suspension, or making alternative class-placement or workplace arrangements. Failure to comply with the terms of these interim remedies or protections may constitute a separate violation of the Title IX: Non-Discrimination and Anti-Harassment Policy.

Pending Criminal Investigation

Some instances of sexual harassment or sexual violence may also constitute criminal conduct. In such instances, the complainant is also encouraged to file a report with the appropriate law enforcement authorities and, if requested, ACOM will assist the complainant in doing so. The pendency of a criminal investigation, however, does not relieve ACOM of its responsibilities under Title IX. Therefore, to the extent doing so does not interfere with any criminal investigation, ACOM will proceed with its own investigation and resolution of the complaint.

Resolution

At the conclusion of the investigation, the investigating officer will prepare a written report. The written report will explain the scope of the investigation, identify findings of fact, and state whether any allegations in the complaint were found to be substantiated by a preponderance of the evidence.

If the written report determines that sex discrimination or sexual harassment occurred, the investigating officer shall set forth in an addendum to the written report those steps necessary to maintain an environment free from discrimination and harassment and to protect the safety and well-being of the complainant and other members of the ACOM community. Such actions will also include reasonable steps to correct the effects of such conduct on the complainant and others and to prevent the recurrence of discrimination, harassment, and retaliation. Examples of such action include: no- contact orders, classroom reassignment, the provision of counseling or other support services, training, and discipline for the perpetrator, including up to termination, expulsion or other appropriate institutional sanctions.

The complainant and the respondent will receive a copy of the written report and any addendum within three (3) days of its completion. If necessary, the version of the addendum provided to the complainant and/or respondent will be redacted to ensure that information concerning any remedial and/or disciplinary measures is disclosed in a manner consistent with Title IX, the Family Educational Rights and Privacy Act (“FERPA”), and the Clery Act, as explained by the April 4, 2011 Dear Colleague Letter issued by the U.S. Department of Education, available at  http://www2.ed.gov/about/offices/list/ocr/letters/colleague-201104.pdf.

The written report of the investigating officer shall be final subject only to the right of appeal set forth below.

If a complaint involves alleged conduct on the part of the College president or dean, the ACOM Board of Directors will designate the investigating officer. Based on the information gathered by the investigation, Board of Directors will prepare and issue the written report determining the complaint. The determination of the Board of Directors is final and not subject to appeal.

Informal Resolution

Informal means of resolution, such as mediation, may be used in lieu of the formal investigation and determination procedure. However, informal means may only be used with the complainant’s voluntary cooperation and the involvement of the Title IX coordinator. The complainant, however, will not be required to work out the problem directly with the respondent. Moreover, the complainant may terminate any such informal means at any time. In any event, informal means, even on a voluntary basis, will not be used to resolve complaints alleging any form of sexual assault.

Timing of the Investigation

ACOM will make every attempt to conclude its investigation and resolution of the complaint within sixty (60) calendar days of receiving it. Both the complainant and the respondent will be given periodic updates regarding the status of the investigation. If either the complainant or respondent needs additional time to prepare or to gather their witnesses or information, they shall notify the investigating officer in writing explaining how much additional time is needed and why it is needed. The investigating officer shall respond to any such request within three (3) days.

During the investigation and resolution of a complaint, the complainant and respondent shall have equal rights. They include:

  • Equal opportunity to identify and have considered witnesses and other relevant evidence
  • Similar and timely access to all information considered by the investigating officer
  • Equal opportunity to review any statements or evidence provided by the other party

Equal access to review and comment upon any information independently developed by the investigating officer

Appeals

Grounds of Appeal

The complainant or respondent may appeal the determination of a complaint only on the following grounds:

  • The decision was contrary to the substantial weight of the evidence;
  • There is a substantial likelihood that newly discovered information, not available at the time evidence was presented to the investigating officer, would result in a different decision;
  • Bias or prejudice on the part of the investigating officer; or
  • The punishment or the corrective action imposed is disproportionate to the offense.

Method of the Appeal

Appeals must be filed with the dean within ten (10) days of receipt of the written report determining the outcome of the complaint. The appeal must be in writing and contain the following:

  • Name of the complainant;
  • Name of the respondent;
  • A statement of the determination of the complaint, including corrective action if any;
  • A detailed statement of the basis for the appeal including the specific facts, circumstances, and argument in support of it, and
  • Requested action, if

The appellant may request a meeting with the dean, but the decision to grant a meeting is within the dean’s discretion. However, if a meeting is granted, then the other party will be granted a similar opportunity.

Resolution of the Appeal

The dean will resolve the appeal within fifteen (15) days of receiving it and may take any and all actions that he/she determines to be in the interest of a fair and just decision. The decision of the dean is final. The dean shall issue a short and plain, written statement of the resolution of the appeal. The written statement shall be provided to the complainant, respondent, and the Title IX coordinator within three (3) days of the resolution.

Documentation

Throughout all stages of the investigation, resolution, and appeal, the investigating officer, the Title IX coordinator, and the dean as the case may be, are responsible for maintaining documentation of the investigation and appeal, including documentation of all proceedings conducted under these complaint resolution procedures, which may include written findings of fact, transcripts, and audio recordings.

Your Rights

ACOM strives to provide members of the campus community with fair and equitable resolution processes that include both formal and informal options.

  • Reporting parties have the right to notify law enforcement of incidents and to receive assistance from campus personnel in doing so.
  • Reporting parties may decline to report to law enforcement if they so wish.
  • Reporting parties have the right to have their allegations investigated and resolved internally.
  • All members of the campus community have the right to have reported incidents addressed according to the published procedures.
  • All parties have equal opportunities to have a support person of their choosing or offered by the institution present throughout all resolution proceedings (including intake, interviews, hearings, etc.). This person can be an advisor, advocate, attorney, family member, friend, faculty member, etc.
  • All parties have the right to written notice of the outcome of sexual misconduct resolution proceedings.
  • Reporting parties and witnesses will receive amnesty for minor infractions (e.g., alcohol and drug violations) that are secondary to incidents of sexual misconduct.
  • Reporting parties, their supporters, and witnesses have a right to be free from retaliation.
  • Students have a right to be notified of their ability to access campus counseling and health services.
  • Students and employees have a right to be notified of on and off-campus supportive resources.
  • All parties involved in sexual misconduct allegations will receive the information and assistance needed to effectively participate in all proceedings.
  • Reporting parties have the right to seek orders of protection, no-contact orders, restraining orders, or similar lawful orders issues by criminal, civil, or tribal courts, and may seek the help of ACOM Security in requesting and/or enforcing.
  • The right to investigation and appropriate resolution of all credible complaints of sexual misconduct or discriminatory misconduct made in good faith to College administrators.
  • The right to be treated with respect by College officials.
  • The right to have others present (in support or advisory roles) during an interview or hearing.
  • The right not to be pressure to or discouraged by College officials from reporting an assault to both on-campus and off-campus authorities.
  • The right to be promptly informed of the outcome and sanctions of any disciplinary hearing involving sexual misconduct or discrimination.
  • The right to be informed by College officials of options to notify proper law enforcement authorities, including Department of Security and local law enforcement resources, and the option to be assisted by campus administrators in notifying such authorities, if the student so chooses.  This also includes the qualified right not to report, if this is the victim’s desire.
  • The right not to be retaliated against by the College for reporting a Title IX violation or for participating in the Title IX grievance resolution process.
  • The right to be notified of available counseling, mental health or student services for victims of sexual misconduct or discrimination, both on campus and in the community.
  • The right to notification of and options for, and available assistance in, changing academic situations after an alleged incident, if so requested by the victim and if such changes are reasonably available.  Accommodations may include:
    • Exam and assignment rescheduling;
    • Taking an incomplete in a class;
    • Temporary withdrawal;
    • Transferring clinical assignments; and/or
    • Alternative course completion options.
  • The right not to have irrelevant prior sexual history admitted as evidence in a campus hearing.
  • The right not to have any complaint of sexual misconduct mediated as opposed to adjudicated.
  • The right to make a victim impact statement at the hearing and to have that statement considered in determining sanction(s).
  • The right to a campus no contact order against another student who has engaged in or threatens to engage in stalking, threatening, harassing or other improper behavior that presents a danger to the welfare of the complaining student or others.
  • The right to have complaints of sexual misconduct responded to quickly and with sensitivity by College officials.
  • The right to appeal the sanctions, in accordance with the standards for appeal established in the sexual and discrimination misconduct policy.
  • The right to review all documentary evidence available regarding the complaint, subject to the privacy limitations imposed by state and federal law, at least forty-eight (48) hours prior to a disciplinary hearing.
  • The right to be informed of the names of all witnesses who will be called to give testimony, within forty-eight (48) hours of the hearing, except in cases where a witness’ identity will not be revealed to the accused individual for compelling safety reasons (this does not include the name of the alleged victim/complainant, which will always be revealed).
  • The right to preservation of privacy, to the extent possible and allowed by law.
  • The right to a hearing closed to the public.
  • The right to petition that any member of the College administration/staff, including the Title IX Coordinator, or members of any hearing committee, be removed on the basis of demonstrated bias.
  • The right to bring a victim’s advocate or advisor to all phases of the investigation and hearing.
  • The qualified right to give testimony in the hearing by means other than being in the same room with the accused individual/Respondent.
  • The right to ask the Title IX Coordinator or Investigator to identify and question witnesses, including expert witnesses.
  • The right to be fully informed of the sexual misconduct and discrimination policy and procedures.
  • The right to have the College arrange the presence of student, faculty and staff witnesses, and the opportunity to ask questions, directly or indirectly, of witnesses present (including the accused individual/Respondent), and the right to challenge documentary evidence.
  • The right to be present for all testimony given and evidence presented at the hearing.
  • The right to have complaints heard by conduct committee members who have received annual sexual misconduct training.
  • The right to a hearing committee comprised of representatives of both genders.
  • The right to have College policies and procedures followed without material deviation.
  • The right to be informed in advance, when possible, of any non-confidential release of information regarding the complaint.
  • The right not to have released to the public any personally identifiable information about the complainant, without his or her consent.
  • The right to investigation and appropriate resolution of all credible complaints of sexual misconduct made in good faith to College administrators against the Accused/Respondent;
  • The right to be treated with respect by College officials;
  • The right to be informed of and have access to campus resources for medical, counseling, and advisory services;
  • The right to be fully informed of the nature, rules and procedures of the campus conduct process and to timely written notice of all alleged violations within the complaint, including the nature of the violation and possible sanctions;
  • The right to a hearing on the complaint, including timely notice of the hearing date, and adequate time for preparation;
  • The right not to have irrelevant prior sexual history admitted as evidence in a campus hearing;
  • The right to make an impact statement at the campus conduct proceeding and to have that statement considered by the board in determining its sanction;
  • The right to appeal the finding and sanction of the conduct body, in accordance with the standards for appeal established by the institution;
  • The right to review all documentary evidence available regarding the complaint, subject to the privacy limitations imposed by state and federal law, at least 48 hours prior to the hearing;
  • The right to be informed of the names of all witnesses who will be called to give testimony, within 48 hours of the hearing, except in cases where a witness’ identity will not be revealed to the Accused/Respondent for compelling safety reasons (this does not include the name of the alleged Victim/Complainant, which will always be revealed);
  • The right to a hearing closed to the public;
  • The right to petition that any member of the conduct body be removed on the basis of bias;
  • The right to have the College request the presence of student, faculty and staff witnesses, and the opportunity to ask questions, directly or indirectly, of witnesses, and the right to challenge documentary evidence;
  • The right to have complaints heard by conduct and appeals officers who have received annual sexual misconduct adjudication training;
  • The right to have university policies and procedures followed without material deviation;
  • The right to have an advisor or advocate to accompany and assist in the campus hearing This advisor can be anyone, but the advisor may not take part directly in the hearing itself, though they may communicate with the Accused/Respondent as necessary;
  • The right to a fundamentally fair hearing, as defined in these procedures;
  • The right to a campus conduct outcome based solely on evidence presented during the conduct process. Such evidence shall be credible, relevant, based in fact, and without prejudice;
  • The right to written notice of the outcome and sanction of the hearing;
  • The right to a conduct panel comprised of representatives of both genders; and
  • The right to be informed in advance, when possible, of any public release of information regarding the complaint.

Guide for Sexual Assault Victims

Evidence of a sexual assault and the attackers identity may be left on the victim’s body.  Therefore, do not wash in any way until you have been examined.  Victims of sexual assault should go in for the exam as quickly as possible because the evidence deteriorates quickly and may be important should you choose to press criminal charges.  (Refer to SAMC emergency room and SANE)

Consent is knowing, voluntary, and clear permission by word or action to engage in mutually agreed upon sexual activity or contact.

Silence or the absence of resistance alone is not consent.

A person can withdraw consent at any time during sexual activity.

Consent to some sexual contact (such as kissing or fondling) cannot be presumed to be consent for other sexual activity (intercourse).

A current or previous dating relationship is not sufficient to constitute consent.

Consent must be “knowing”.  A person cannot consent if he or she is unable to understand what is happening or is disoriented, helpless, asleep, or unconscious for any reason, including due to voluntary or involuntary use of alcohol or other drugs.

Sexual Misconduct is any non-consensual behavior of a sexual nature that is committed by force, intimidation, or is otherwise unwelcome that is sufficiently severe, persistent, or pervasive so as to limit a student’s ability to participate in or benefit from a ACOM program or activity.

NOTE: 

Retaliation against anyone who reports sexual misconduct is strictly prohibited . Anyone responsible for retaliation, including the accused party or someone affiliated with the accused, will be subject to disciplinary action by ACOM.

  • Get to a safe place
  • Seek immediate medical attention
  • Preserve physical evidence
  • Talk to someone you trust
  • Seek counseling
  • Report the incident

ACOM Campus Security
(334) 944-4044

ACOM Title IX Coordinator
(334) 944-4005

Dothan Police Department
(334) 615-3000

House of Ruth 24-Hour Hotline
(800) 650-6522

National Domestic Violence Hotline

(800) 799-7233

RAINN (Rape, Abuse & Incest National Network)

(800) 656-4673

Karen Loftin
Phone: (334) 944-4005
Email: kloftin@acom.edu

Title IX Anonymous Reporting

ACOM has established a confidential portal through which individuals can share information anonymously.  The information submitted will be received by the Title IX Coordinator but the reporter will not be identified.  ACOM will investigate anonymous claims to the best of our ability on the basis of information received.

Submit an Anonymous Title IX Complaint

School Closed Wednesday, November 22

All ACOM facilities will be closed due to inclement weather.

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Alumni Life Events

  • (Who, what, where, when)

Below is a list of required financial forms for ACOM’s SGA-sanctioned clubs, interest groups and organizations.

Pre-Approval Form

Travel Fund Application

Organization Checking Accounts Policy

Organization Budget Template