Title IX

The Title IX Office and Executive Committee coordinates University compliance with laws and policies in order to foster a community free from sexual harassment, violence, and discrimination.

We do this by:

• Supporting fair, equitable, and impartial practices and policies

• Responding and monitoring all reports of dating/domestic violence, stalking, and sexual assault/harassment/discrimination

• Educating community members about available resources, rights and options

• Training employees on responding to disclosures and reporting responsibilities

• Informing practice by identifying patterns and trends

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The roles of the Title IX Coordinator include:

• Receiving reports

• Coordinating campus response

• Ensuring training/education is provided to the campus community

• Providing reporting individuals with accommodations and services during an investigation

SUNY Ulster’s Title IX Coordinators are:

Megan Carlson (she/her/hers)
Affirmative Action Officer & Title IX Coordinator
TitleIX@sunyulster.edu, 845-687-5108, CLI212 

Douglas McNabb
Associate Vice President of Enrollment Management &; Student Affairs and Deputy TitleIX Coordinator for Students
TitleIX@sunyulster.edu, 845-687-1946, VAN 128E

Reports of sexual harassment including sexual violence on campus should be made to the Title IX Coordinators by employees, students, guests and vendors who are victims of sexual harassment including sexual violence or who receive reports of sexual harassment including sexual violence by other employees, students, guests and vendors of the college. Employees, students, guests and vendors who believe they are being sexually harassed, or retaliated against, and college officials who receive reports of sexual harassment, discrimination or retaliation should contact: Megan Carlson at 845-687-5108

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Ideally, students would bring Title IX complaints directly to the Title IX Coordinator or other high-level administrators with the power to address Title IX complaints. In reality, students often start with people they know and trust, including coaches, professors, advisors, and residence hall staff.

Because of this, any employee* who receives information about a Title IX complaint must report it.  This report is helpful in that it ensures that a student receives outreach, support and appropriate referrals (which students have the choice whether or not to engage with/respond to upon receiving).  

*Exceptions: employees who are confidential, such as SUNY Ulster’s Crisis Counselor
Disclosures often happen in conversations with trusted individuals and/or during times when relevant topics are being discussed (such as trauma, abuse, etc).  We often think that a student may share with us an incident that just occurred; however, oftentimes a student may disclose an incident that happened several months or years ago.

Once an incident has been reported to you, the following is required:

SUNY Ulster representatives shall ensure that, at a minimum, at the first instance of disclosure that the following information is provided: “You have the right to make a report to Public Safety, local law enforcement, and/or state police or choose not to report; to report the incident to SUNY Ulster; to be protected by SUNY Ulster from Retaliation for reporting an incident; and to receive assistance and resources from SUNY Ulster.”

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Where and how to report:  

• Megan Carlson (she/her/hers)
  Affirmative Action Officer & Title IX Coordinator
  TitleIX@sunyulster.edu, 845-687-5108, CLI212  (this phone number has a private voicemail)
• Douglas McNabb
  Associate Vice President of Enrollment Management &; Student Affairs
  and Deputy TitleIX Coordinator for Students
  TitleIX@sunyulster.edu, 845-687-1946, VAN 128E (this phone number has a private voicemail)

• CARE Team Referral:  Online Form  or call 845-687-5221

• If known, the following must be reported:  students’ names involved, date of incident, location, and a description of what was shared with you.

If you are not sure if an incident meets the threshold for reporting obligations please consult with the Title IX Office for further assistance. 

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 SUNY Ulster’s policy is in accordance with federal and state laws and regulations prohibiting discrimination and harassment. These laws include the::

• Americans with Disabilities Act (ADA)

• Section 504 of the Rehabilitation Act of 1973

• Title IX of the Education Amendments of 1972

• Title VII of the Civil Rights Act of 1964 as Amended by the Equal Employment Opportunity Act of 1972, and the 

• New York State Human Rights Law. These laws prohibit discrimination and harassment, including sexual harassment and sexual violence.

Inquiries regarding the application of Title IX and other laws, regulations and policies prohibiting discrimination may be directed to:

Megan Carlson:  845-687-5108 or Douglas McNabb at 845-687-1946 or email at TitleIX@sunyulster.edu 

Inquiries may also be directed to the United States Department of Education’s Office for Civil Rights, 32 Old Slip 26th Floor, New York, NY 10005-2500; Tel. 646-428-3800; Email OCR.NewYork@ed.gov.

 

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It is the policy of SUNY Ulster to provide an educational and employment environment free from all forms of intimidation, hostility, offensive behavior and discrimination, including sexual harassment. Such discrimination or harassment may take the form of unwarranted/offensive verbal or physical conduct or verbal or written derogatory or discriminatory statements that may result in decisions affecting status, promotions, raises, favorable work assignments, recommendations, class assignments or grades. Such behavior, or tolerance of such behavior, on the part of an administrator, supervisor, or faculty or staff member violates the policy of SUNY Ulster and may result in disciplinary action including termination. The conduct herein described is contrary to SUNY Ulster policy and may be illegal under both state and federal law.

The United States Equal Employment Opportunity Commission has defined sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;

2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or

3. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

The state of New York has defined sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communication of a sexual nature when:

1. submission to such conduct or communication is made a term or condition either explicitly or implicitly to obtain employment, public accommodations, or public services, education or housing;

2. submission to or rejection of such conduct or communication by an individual is used as a factor in decisions affecting such individual’ s employment, public accommodations or public services, education or housing;

3. such conduct or communication has the purpose or effect of substantially interfering with an individual’s employment, public accommodations or public services, education or housing or creating an intimidating, hostile or offensive employment, public accommodations, public services, educational or housing environment.

An employee and or student who believes he or she has been subject to illegal discrimination or harassment should report the conduct to his or her immediate supervisor, and in the event the supervisor is the aggrieving party, to the next higher responsible party. If necessary, the discrimination complaint grievance procedure should be utilized. Complaints should be reported to the Affirmative Action Officer in the Office of Human Resources. The Affirmative Action Officer can be reached at 845-687-5108 and is located in the George Clinton Building, office suite 212.

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