University Policy Manual

Sexual Misconduct & Reporting Policy

Policy Category Issuing Authority Responsibility Publication Date Next Review Date
Equity & Access President Office of Equity & Access 06/29/2026 06/29/2029

 

Policy Statement & Background:

Stony Brook University is committed to creating and maintaining workplace, educational, healthcare, and recreational environments that are safe, accessible, and free from all forms of discrimination.

 

Discrimination on the basis of sex, gender and/or gender identity or expression includes discriminatory harassment and sexual harassment, nonconsensual sexual contact, sexual violence/assault, domestic violence, dating violence, and stalking. Such behavior is prohibited and will not be tolerated, as it violates University Policy, Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972 and New York State Law.

 

Scope

This policy applies to all University students and employees, regardless of sexual orientation, gender and/or gender identity or expression, as well as other individuals who work with, visit, or receive services from the University, including but not limited to patients, guests, visitors, vendors, and volunteers.

 

Policy:

Discrimination on the Basis of Sex, Gender and/or Gender Identity is Prohibited.

The University is responsible for and fully committed to preventing and eliminating discrimination on the basis of sex, gender and/or gender identity or expression. All members of the campus community are responsible for fostering an atmosphere that promotes equity, civility, caring, responsibility, accountability, and respect.

 

The University does not tolerate discrimination on the basis of sex, gender and/or gender identity or expression, and treats it as a form of misconduct, which is handled in accordance with the University's discrimination complaint procedures (provided below). Sanctions enforced against individuals found to have engaged in such behavior shall be in accordance with the Code of Student Responsibility (for students) and/or disciplinary procedures pursuant to applicable collective bargaining agreements and applicable policies and procedures (for employees).

 

Patient Protection and Mandatory Reporting

 Stony Brook University strictly prohibits and does not tolerate discrimination toward a patient by faculty, staff, trainees, or affiliated personnel; such conduct will result in disciplinary action, up to and including termination.

 

The University will fulfill all obligations to report such conduct to law enforcement and/or appropriate regulatory and licensing bodies (e.g., NYS
Office of Professional Discipline) where required, and workforce members must promptly report known or suspected violations.

 

The University will coordinate a prompt and appropriate response involving clinical leadership, Human Resources, Patient Advocacy, Compliance, and University leadership to ensure patient safety, assess the allegation, and meet all legal and regulatory requirements.

 

Examples

Examples of sexual misconduct include, but are not limited to:

  • An individual persistently messaging a co-worker on social media with explicit sexual images, which the recipient ignores but begins to dread going to work.
  • Employees in the break room tell sexually explicit jokes regularly making the other employees uncomfortable.
  • A faculty/instructor offers to give a student/intern an improved grade in exchange for sex.
  • An overtly flirtatious supervisor gives year-end bonuses only to employees who flirt back.
  • An employee’s overtime hours are reduced after that employee rebuffs the sexual advances of the Director.
  • A co-worker leaves sexually charged material around their workstation that offends other employees.

 

Retaliation

 Retaliation is prohibited. The University is committed to protecting individuals who report or participate in the investigation of any alleged incident of discrimination and/or discriminatory harassment on the basis of any protected class under Stony Brook University policy or federal or state law.

 

  • Retaliation includes any materially adverse action(s) or treatment taken against any individual who has reported or has participated in the investigation of a report of an alleged incident of discrimination as a party, a witness, or in any other capacity. An action is materially adverse if such action could have dissuaded a reasonable person from supporting or participating in the discrimination investigation. Depending on the facts, these are examples of "materially adverse" actions:
    • work-related threats, warnings, or reprimands
    • negative or lowered evaluations
    • transfers to less favorable or desirable work or work locations
    • making false reports to government authorities or in the media
    • removing supervisory duties
    • threatening reassignment; scrutinizing work or attendance more closely than that of other employees without justification
    • reducing or denying playing time

 

  • Retaliation occurs when a party to an investigation or someone acting on their behalf or in their interests, engages in:
    • Conduct designed to interfere with, impact, obstruct, or disrupt an investigation into an alleged incident of discrimination;
    • punitive actions, harassment, or any other form of adverse treatment that is intended to deter or punish an individual who has reported or participated in an investigation of a report of an alleged incident of discrimination; or
    • actions designed to deter individuals from reporting or participating in the investigation of ongoing or future incidents of discrimination.

 

  • Retaliation is an act of discrimination and violates Stony Brook University policies, including the Equal Opportunity and Discriminatory Misconduct Policy and Sexual Misconduct & Reporting Policy. Individuals who experience retaliation should report the incident to OEA as they would any other alleged incident of discrimination.

 

Any substantiated act of discrimination, including retaliation, may result in sanctions or other disciplinary action.

 

Reporting: All Members of the Community

The police should be contacted immediately for reports that present an immediate danger by calling 911. University Police may be reached directly
by dialing 333 from a campus phone or (631) 632-3333 from a non-campus phone.

 

All members of the Stony Brook community are encouraged to report discrimination on the basis of sex, gender and/or gender identity to the Office of Equity and Access. (Responsible Employees, discussed below, are required to report discrimination.) Reporting individuals may also give reports by:

  • Contacting the Office of Student Conduct and Community Standards: (631) 632-6705 / communitystandards@stonybrook.edu
  • Contacting Employee and Labor Relations
    • Stony Brook Medicine: (631) 444-3780
    • Stony Brook West Campus and HSC: (631) 632-6140
    • Long Island State Veterans Home: (631) 444-8617
  • Submitting an Electronic Reporting Form (this is not anonymous): stonybrook.edu/reportit
  • Submitting an OEA Complaint Intake form (see Complaint Procedure for Allegations of Discrimination): stonybrook.edu/reportit

 

Title IX Coordinator: the University has designated a Title IX Coordinator who oversees the University's overall Title IX compliance efforts, which includes, but is not limited to: investigating/responding to Title IX reports, inquiries and complaints, identifying and addressing patterns or systemic problems, ensuring appropriate policies and procedures are in place, and conducting appropriate trainings for students and employees.

 

Reports made via the resources listed above cannot be guaranteed confidentiality, but privacy will be maintained to the greatest extent possible. Information reported to a non-confidential resource will be provided to the Title IX Coordinator. Proper authorities, including Labor Relations, Student Conduct, and Patient Advocacy, will be notified when appropriate.

 

Reports made to the following resources will be kept confidential and individually identifiable information will not be reported to the Title IX Coordinator. Confidential reports may be made to the Stony Brook resources listed below:

 

  • Survivor Advocate & Prevention Associate: Stony Brook Union, Suite 108, Stony Brook, NY 11794, telephone: (631) 457-9981 (mobile); (631) 632-1091 (office)
  • Counseling and Psychological Services (CAPS): Student Health Center, Second Floor, 1 Stadium Road, Stony Brook, NY 11794, telephone: (631) 632-6720 (student resource)
  • Student Health Services at Stony Brook University: Student Health Center, 1 Stadium Road, Stony Brook, NY 11794, telephone: (631) 632-6740 (student resource)
  • Center for Prevention and Outreach (CPO): Stony Brook Union, Suite 108, Stony Brook, NY 11794, telephone: (631) 632-2748 (student resource)
  • Interfaith Center: Stony Brook Union, Lower Level L10, telephone: (631) 632-6565 (student resource)
  • Victims Information Bureau of Suffolk County (VIBES) Family Violence and Rape Crisis Center: telephone: (631) 360-3606
  • Sexual Assault Nurse Examiner (SANE): Center at Stony Brook University Hospital, telephone: (631) 632-6740

 

 

 

Reporting: Deputy Title IX Coordinators

Deputy Title IX Coordinators do not investigate, adjudicate, or issue sanctions (unless such functions are within their normal job duties/responsibilities). Deputy Title IX Coordinators report to the Title IX Coordinator any and all information they receive about an incident of sexual misconduct, including:

  • Names of individuals involved or present
  • Date
  • Time
  • Location

 

Responsible Employees Requirement to Report

Responsible Employees are not confidential resources and are required to report allegations of discrimination to the Office of Equity and Access. Before an individual reveals information they may wish to keep confidential, a Responsible Employee will make every effort to ensure that the reporting individual understands:

  • The Responsible Employee's obligation to report to the Title IX Coordinator
  • The reporting individual's option to request that the University maintain their confidentiality (which the Title IX Coordinator will consider).
  • The reporting individual's ability to share information with confidential resources.

 

All Responsible Employees must immediately report any allegation or complaint of discrimination, and all relevant details to the Office of Equity and Access, regardless of whether the information is complete or verified.  Information that must be reported includes, but is not limited to:

  • Names of individuals involved or present
  • Date
  • Time
  • Location

 

Responsible Employees do not investigate, adjudicate, or issue sanctions (unless such functions are within their normal job duties/responsibilities).

All Responsible Employees will receive training on a periodic basis.

Questions about whether any alleged incident, conversation, or information is reportable should be directed to the Office of Equity and Access.

 

Definitions:

  • Discrimination on the basis of sex, gender and/or gender identity or expression includes, but is not limited to: discriminatory harassment and sexual harassment, non-consensual sexual contact, sexual violence or assault, domestic violence, dating violence and stalking.

 

  • Sexual Harassment is: unwelcome sexual advances, unwelcome requests for sexual favors, or requests for sexual favors in exchange for some benefit and/or unwelcome verbal, physical or communicative (verbal, non-verbal and electronic) conduct of an abusive sexual nature which interferes with an individual's work or academic performance, or creates an intimidating, hostile, or offensive work or academic environment. Sexual violence is a form of sexual harassment. Sexual harassment is a form of sexual discrimination. Sexual harassment occurs when:
    • Submission to such conduct is made either explicitly or implicitly a term of or condition of any individual's employment or education; or 
    • Submission to or rejection of such behavior by an individual is used as the basis for employment of educational decisions affecting the individual; or
    • A behavior is sufficiently severe or pervasive to interfere with any individual's work or educational performance, or create an intimidating, hostile, or offensive work or educational environment. Such prohibited conduct includes, but is not limited to, unwelcome sexual communication, touching, and non-consensual sexual contact, including but not limited to sexual touching, intercourse, and violence. Examples of sexual harassment include, but are not limited to:
      • Comments
      • Derogatory statements or other verbal abuse
      • Exploitation
      • Graphic or sexually suggestive comments about an individual's attire or body
      • Graphic or sexually suggestive gestures
      • Exposing one's genitals
      • Inquiries or discussions about sexual activities
      • Profanities
      • Sexually suggestive letters or other written materials
      • Slurs
      • Teasing
      • Touching

 

  • Responsible Employee: any employee who has the authority to take action to redress discrimination, including sexual misconduct and violence; who has been given the duty of reporting incidents of discrimination or any other misconduct to the Office of Equity and Access, Title IX Coordinator or other appropriate school designee; or whom a community member could reasonably believe has this authority or duty. The following employees are Responsible Employees and must report any incident of discrimination they become aware of to the Title IX Coordinator:
    • Senior Administrators (for purposes of this policy a senior administrator is defined as any employee equivalent to a Director and above and in the hospital, Nurse Managers and above)
    • Chairs of Academic Department
    • Supervisors
    • Ombudsmen
    • Academic Faculty Members
    • Professional Staff In:
      • Academic Advisement
      • Career Services
      • Continuing Education
      • Financial Aid
      • Instructional Support
      • Athletics
      • Residential Life
      • Student Activities or Affairs
    • University Recognized Sport Club Coaches
    • Deputy Title IX Coordinators (outlined below)

 

This policy applies to Stony Brook University, Stony Brook Hospital and the Long Island State Veterans Home.

 

  • Deputy Title IX Coordinators: serve as University-wide points of contact for those seeking information or wanting to report sexual harassment, misconduct or violence. Their role is to inform complainants of their rights and options. The deputies communicate all Title IX related information to the Title IX Coordinator. The deputies do not investigate, adjudicate or sanction (unless that function is within their normal job duties and/or responsibilities). The University's Deputy Title IX Coordinators are listed on the OEA Contact Us website.

 

  • Survivor Advocate & Prevention Associate: provides confidential support and resource options to students who experience sexual or interpersonal violence and assists complainants who choose to report.

 

Contact:

Additional information about this policy is available here:

 Office of Equity and Access
201 Administration Building

Stony Brook, NY 11794

(631) 632-6280

oea@stonybrook.edu

www.stonybrook.edu/oea

Marjolie Leonard

Title IX and ADA Coordinator

201 Administration Building

Stony Brook, NY 11794

(631) 632-6280
TitleIX@stonybrook.edu

 

Human Resource Services:


West Campus, Health Sciences, and School of Medicine
390 Administration Building

Stony Brook, NY 11794

(631) 632-6161

 

Stony Brook University Hospital
31 Research Way, Suite 200

East Setauket, NY 11733

(631) 444-4700


Long Island State Veterans Home (LISVH)
100 Patriots Road

Stony Brook, NY 11790
(631) 444-8617

 

Employee and Labor Relations:


West Campus, Health Sciences, and School of Medicine
291A Administration Building

Stony Brook, NY 11794

(631) 632-6140

 

Stony Brook University Hospital
HSC Level 3, Room 040
Stony Brook, NY 11794
(631) 444-3780

 

Long Island State Veterans Home (LISVH)
100 Patriots Road

Stony Brook, NY 11790
(631) 444-8617

 

Office of Student Conduct and Community Standards
Stony Brook Union, Suite 209
Stony Brook, NY 11794

(631) 632-6705
https://www.stonybrook.edu/commcms/studentaffairs/sccs/

 

University Ombuds Office
137 Psychology B Building

Stony Brook, NY 11794
(631) 632-9200

 

External Agencies

Many federal and state agencies and localities enforce laws protecting individuals from sexual harassment and discrimination, and may offer external forums for adjudicating complaints. Contact information for several federal and state agencies is included in the Complaint Procedure for Allegations of Discrimination (available below).

 

Relevant Standards, Codes, Rules, Regulations, Statutes and Policies: