When allegations of discrimination, harassment, or sexual misconduct are brought against a member of the campus community and an investigation is opened, the College is committed to providing a prompt, fair, impartial and equitable investigation and resolution of the incident.

In an investigation of alleged discrimination, harassment, sexual misconduct or crime of violence, Respondents shall be afforded the following Rights:

  • To be treated with respect and dignity by the College
  • To be presumed not responsible for the alleged conduct
  • To a fair, thorough, neutral, and impartial investigation of the incident
  • To be informed about campus and community resources for counseling, support, and other assistance
  • To be afforded supportive measures which may include, but is not limited to, assistance in changes to academic situations, matters of transportation, working arrangements, placing limitations on contact between the parties, making alternate class placement or workplace schedules, increased security or monitoring of certain areas of campus, or other assistance, if requested and reasonably available. Supportive measures will be kept confidential to the extent that they can be without impairing the ability to provide them
  • To be informed about the College’s grievance procedures
  • To be informed of possible sanctions that could be imposed, if found responsible. A list of sanctions that could be imposed, based on the severity of the incident (ranking low to high) include: verbal warning, written warning, College No Contact Order, classroom/work reassignment, probation, social probation (limiting or removal from student group’s social activities, sports, etc.), community service, restitution, recommendation for external counseling, implementation of a behavioral/improvement contract, program attendance/interview, internal professional development, loss of college computer use and/or network, suspension, revocation of degree, expulsion or termination
  • To have the investigation and proceedings conducted by officials who receive yearly sexual violence and misconduct training, when there are allegations of sexual misconduct
  • To petition for the removal of any member of the investigation or judicial proceeding, based on demonstrated bias
  • To be provided with information on the allegation of misconduct under investigation which constituted a potential violation of Mid Policies; this includes the specific section of the Policy that has been allegedly violated; the names of all involved parties, the alleged incident date(s) and location(s), and the precise conduct that allegedly created the potential violation
  • To present witnesses during the investigation and have those witnesses interviewed
  • To be accompanied to any related meeting or proceeding by an Advisor; the Advisor may be anyone, including a union representative from the Respondent’s collective bargaining unit or an attorney; the Advisor cannot be a person with relevant information to the allegations whom may be interviewed by the Investigator during the investigation; the Advisor may not answer questions for the Respondent regarding the subject matter of the investigation; the Advisor may observe and consult with the Respondent and take appropriate action to ensure that the investigation does not violate policies or collective bargaining agreements
  • To understand the standard of evidence that the College uses when making a determination, which is by “preponderance of evidence” or “more likely than not”
  • To receive simultaneous written notification (along with the Complainant) regarding the outcome of any College investigation or proceeding
  • To be given information (along with Complainant) on: the right to file an appeal of the proceeding, any changes that should result from an appeal, and when results/findings become final
  • To be free from retaliation by the College, the Complainant, and/or their friends, family and acquaintances within the jurisdiction of the College
  • To receive information explaining the College’s responsibility of submitting a confidential report (required by the Clery Act) for the purposes of tracking campus crime statistics
  • To be provided with a paper copy of the College’s Non-Discrimination, Harassment and Sexual Misconduct Policy

To have these Rights and options reviewed in more detail, individuals are encouraged to contact the College’s Title IX Coordinator:

Martricia (Tricia) Farrell

Director of College Compliance and Ethics
Title IX/Civil Rights Coordinator

1375 S. Clare Ave, Harrison, MI 48625
Office: Harrison Campus Main Building, Business Office Suite, Room 205

2600 S. Summerton Rd., Mt. Pleasant, MI 48858
Office: Center for Liberal Arts & Business, Room 168C (located inside Library and Learning Services)

(989) 386-6622 x394 | mfarrell@midmich.edu

(updated JULY 2022)