Interim Measures and Possible Outcomes
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Interim Protective Measures
Interim protective measures are actions taken by the college to ensure equal access to its education programs and activities, and foster a more stable and safe environment during the process of reporting, investigation, and/or resolution.
Interim protective measures are initiated based on information gathered during a report. They may be requested by the parties involved or be imposed by the college at any time, regardless of whether any particular course of action is sought by the reporting party.
Interim protective measures may include but are not limited to:
- Assistance in setting up initial appointments off campus.
- Imposition of a trespass warning or a campus “No-Contact Order.”
- Rescheduling of exam and/or assignments.
- Providing alternative course completion options.
- Change in class schedule, including the ability to drop a course without penalty, or to transfer sections.
- Change in work schedule, work location or job assignment.
- College-imposed leave, suspension or separation.
Interim Protective Measures
Learn more about interim protective measures and possible outcomes.
For more information and to report allegations of discrimination, harassment, or Title IX sexual misconduct, employees and students can contact the following individuals:
1768 Park Center Drive
Orlando, Florida 32835
Director, Equal Opportunity
Assistant Vice President, Human Resources,
Title IX Coordinator
Section 504 Coordinator
Supportive measures are non-disciplinary, non-punitive individualized services, offered as appropriate in Title IX Sexual Misconduct circumstances, and reasonably available, free of charge, and offered to a Complainant or Respondent before or after a formal complaint of Title IX Sexual Misconduct has been filed. These supportive measures offered to a Complainant or Respondent will remain confidential to the extent that maintaining confidentiality would not impair the College’s ability to provide these measures.
In addition to similar measures as listed above, Supportive Measures may include but are not limited to:
- Referrals to on-campus resources to the extent available, and/or off-campus confidential resources,
- Academic or other modifications to allow a Complainant to continue with their educational or work experience while addressing the immediate effects of the reported alleged misconduct.
- Mutual “no contact orders” between parties
After receiving a report and completing an initial assessment, one possible outcome for non Title IX Sexual Misconduct situations may be a remedies-based resolution. A remedies-based resolution is not disciplinary in nature and does not include a sanction. Another potential outcome is an investigation which may lead to no finding, or a finding of responsibility.
In responding to reports of Title IX Sexual Misconduct, after determining if the allegations fall within the scope of misconduct as outlined in the policy, the College will meet with both the complainant and respondent to determine the facts surrounding the allegations and to discuss possible options. These may include an investigation, a live Title IX Hearing, and other informal resolution options that would need to be agreed upon by both parties. Findings of responsibility as a result of a Title IX Hearing may result in disciplinary action against a student or employee respondent.
Potential consequences after a finding of responsibility may include, but are not limited to:
- Removal from specific courses or activities
- Referral to counseling
- Warning or reprimand
- Withholding of a promotion or pay increase
- Temporary suspension without pay
In non Title IX Sexual Misconduct circumstances, the respondent may appeal the finding by the investigator or decision maker, may be appealed by both the responding and reporting parties to a designated appeals officer. A review of the matter will be prompt and narrowly tailored to stated appeal grounds.
In Title IX Sexual Misconduct circumstances, both the complainant and respondent may appeal the decision of the Title IX Hearing Officer. The limited grounds for appeals are found in College Policy 6Hx28:2-01, Discrimination, Harassment and Related Misconduct and include
- New information that could affect the finding of the Title IX Hearing Officer and that was not reasonably available through the exercise of due diligence at the time of the investigation or hearing; and/or
- Material deviation(s) from written procedures that significantly affected the outcome; and/or
- Information to suggest that the individual(s) involved in the investigation or hearing possessed a conflict of interest or bias that affected the outcome.
The limited grounds for appeal are:
- New information that could affect the finding of the disciplinary resolution officer that was not reasonably available through the exercise of due diligence at the time of the investigation; and/or
- Material deviation(s) from written procedures that significantly affected the outcome.
- Information to suggest that the individual involved in the investigation possessed a conflict of interest or bias that affected the outcome.
The appeal should consist of a plain, concise and complete written statement outlining the grounds for the appeal.