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Title IX and Sexual Misconduct


Any student or employee who believes that he or she has been subjected to sex discrimination, sexual misconduct or any other violation of PM-73 (Title IX and Sexual Misconduct Policy) has a right to report the conduct to the LSUS Title IX Coordinator or to any other responsible party.

Amnesty Policy
LSUS encourages reporting of sexual misconduct and seeks to remove barriers to an individual or group reporting such conduct. An individual or group who, in good faith, reports sexual misconduct, either as a complainant or a third party witness, shall not be sanctioned for a nonviolent student conduct violation, such as underage drinking, at or near the time of the complained incident, provided that any such violation did not and does not place the health and safety of any other person at risk.

Interim Measures
At any time after becoming aware of a complaint, the Title IX Coordinator or other responsible party may recommend that interim protections or remedies impacting parties involved be provided by appropriate LSUS officials. These protections or remedies for the parties involved or witnesses will be provided by appropriate University officials. Remedies may include issuing a timely warning to the campus community, separating the parties, placing limitations on contact between the parties, interim suspension from campus, or making alternative workplace/classroom/course scheduling or student housing arrangements. Interim measures may vary depending on the nature of the complaint, status of respondent, or other criteria. All parties shall be notified of the availability of these measures as well as the fact that such measures are put into effect.


  1. PM-73 shall apply to conduct that occurs on the LSUS campus, at LSUS sponsored activities, and/or when the student or employee is representing LSUS. LSUS shall have discretion to extend jurisdiction over conduct that occurs off campus when the conduct adversely and significantly affects the learning environment or LSUS community and would be a violation of PM-73 and/or any applicable campus policy or code of conduct, if the conduct had occurred on campus. In determining whether or not to extend jurisdiction, LSUS may consider, among other factors, its ability to gather information and effect a resolution. LSUS may extend jurisdiction (over off-campus conduct) if the alleged conduct by the student or employee:
    1. Involved violence or produced a reasonable fear of physical harm; and/or
    2. Involved any other members of the LSUS community or any academic work, records, documents, or property of LSUS.
  2. Each student shall be responsible for his/her conduct from the time of acceptance for admission through the awarding of a degree.
  3. Employees are responsible for their conduct during work hours, on campus, at LSUS-sponsored activities, and/or when the employee is representing LSUS, or when their conduct would adversely affect LSUS's image, regardless of whether such conduct occurs on-campus or off-campus.
  4. PM-73 also applies to any person who is both a student and an employee at LSUS, arising out of, or in connection with, conduct in either or both of those capacities. Any violation of PM-73 may subject such person to disciplinary action, as applicable, in either or both of those capacities.

Retaliation against a person who has been subjected to sexual discrimination or sexual misconduct, or against one, who in good faith brings a complaint of sexual discrimination or sexual misconduct or who, in good faith, participates in the investigation of a sexual discrimination or sexual misconduct complaint, is prohibited and shall be a violation of PM-73 and shall constitute misconduct subject to disciplinary or other action, as described above. LSUS will take steps to prevent recurrence and remedy the effects of any violation of PM-73.

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