any Party requesting Supportive Measures under this Policy. UNA will determine a reasonable timeframe for application of Supportive Measures, which in most cases will be time bound.
VII. Emergency Removal and Administrative Leave Emergency Removal of a Student Respondent. Where there is an imminent and serious threat to the health or safety of any students, employees, or other individuals arising from a report of Prohibited Conduct, UNA can remove a Student Respondent from part or all of UNA’s programs or activities and issue any necessary related no-trespass and no-contact orders. In addition, UNA may take reasonable and appropriate interim steps to protect the safety and well-being of members of the UNA community, maintain the integrity of the resolution process, and deter retaliation. Such steps may include limiting or removing a Respondent from UNA programs and activities. Administrative Leave of an Employee/Faculty Respondent. UNA may place an Employee/Faculty Respondent on administrative leave (or a student employee on leave from their employment including graduate students on leave from their appointment) upon a report of Prohibited Conduct and/or during the pendency of the grievance process. UNA, in its discretion and based on the circumstances, will determine whether any administrative leave is imposed with or without pay or benefits. In addition, UNA retains the authority to change schedules, limit access to certain areas, or otherwise adjust working conditions during the process of investigating and resolving an allegation of Prohibited Conduct under this Policy. VIII. Timelines To maintain and support a community that is respectful and free from discrimination, harassment, and related misconduct, and to maximize UNA’s ability to respond promptly and effectively, UNA urges individuals to come forward with reports of Prohibited Conduct as soon as possible. Complainants and other reporting individuals are encouraged to seek assistance and utilize available resources if they feel they have been subjected to or have witnessed Prohibited Conduct. IX. Privacy and Confidentiality UNA will protect the confidentiality and privacy of the complaint process to the extent reasonably possible. Investigators, advisors, decision-makers, facilitators, and any others participating in the process on behalf of UNA shall preserve the privacy of information obtained through the process except as required to implement the Policy and/or its procedures. However, because of legal requirements, UNA cannot guarantee confidentiality relating to incidents of Prohibited Conduct except where those reports are privileged communications to Confidential Resources. Privacy means that information related to a report will be shared with a limited number of UNA employees who “need to know” in order to assist in the assessment, investigation, and resolution of the report, including the provision of Supportive Measures. The privacy of student education records will be protected in accordance with the Family Educational Rights and Privacy Act (“FERPA”), and the privacy of employee records will be protected in accordance with state law and UNA policy. Confidentiality exists in the context of laws that protect certain relationships, including those who provide services related to medical and clinical care, mental health providers, counselors, and ordained clergy. The law creates a privilege between certain health care providers, mental health care providers, attorneys, clergy, spouses, and others, with their patients, clients, parishioners, and spouses. UNA has designated individuals who have the ability to have privileged communications as Confidential Resources.
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