The University of Richmond is governed by policy statements that guide individual members in their actions toward each other and toward the larger community. These policy statements support the University's educational mission while seeking to ensure that both individual and group rights are appropriately observed and maintained.
The legal age for the consumption and possession of beverage alcohol is 21 in the Commonwealth of Virginia; the law governs all sites within the Commonwealth and all persons including temporary visitors from other places. The University supports the laws of the Commonwealth and has policies to educate and regulate its campus constituencies regarding the consumption of alcohol. Similarly, statutes as well as University policies prohibit the possession, distribution, sale, or use of illegal drugs or narcotics, including marijuana and hallucinogens. Moreover, each person is responsible for his or her destructive, obstructive, or otherwise inappropriate behavior, whether under the influence of any substance or not. Persons in violation of the law are subject to prosecution by law enforcement agencies as well as disciplinary proceedings by the University.
More information about the University's alcohol and drug policy can be found online at wellness.richmond.edu/common/pdfs/factsheets/alcohol-drug-policy.pdf..
During an emergency, UR will distribute information to the campus community via:
- Audio–Tornado siren and PA system
- Web–This website, alert.richmond.edu
- Email–Blast email to '@richmond.edu' accounts
- Text/voice messages–UR Alert text messages and/or voice messages to faculty, staff, and students who register a cell or home phone through BannerWeb
- Campus phones–Telephone messages to campus telephones
- TV–UR TV channel 16 broadcasts
- People–Resident assistants and area coordinators
- Hotline–UR Emergency Hotline: (804) 289-8760 or toll free at (866) 386-0403
Shelter in Place: Choose an interior room or one with as few doors and windows as possible. Remain there until the danger has passed. Examples: Tornado or other severe weather, nuclear alert, or hazardous materials spill.
Seek Secure Shelter: Get into a lockable space, like an office or classroom, and remain there. Lock and barricade doors, turn off lights, and turn cell phones to silent or vibrate mode. Get under a desk or other surface to hide. Wait for further instruction from law enforcement. If the threat is in your building and you can safely flee, then do so. Examples: Active shooter or dangerous person immediately threatening the campus.
Evacuate: Immediately leave the building that you are in, exiting through the nearest and safest exit. If the fire alarm has not been activated, do so. Examples: Fire, smoke.
Avoid Area, Warn Others: In these types of incidents, the emergency is localized on campus. University officials do not want anyone near the area and want you to alert others of the emergency. Examples: Hazardous materials spill, flooded roads, aircraft accident, bomb threat, civil disturbance, fire, gas leak, or power lines down.
What to Do
- Listen for the tornado siren. A single siren blast will sound continuously until the danger has passed.
- Seek shelter inside a building until notified by University officials that it is safe to leave.
- Stay away from electrical lines and devices.
- There is no “all-clear.” The danger has passed when the siren silences.
- Activate the nearest fire alarm and call 289-8911 if possible to report the location and cause of the fire.
- Everyone must leave immediately when a fire alarm is activated, even if there are no obvious signs of an emergency.
- Do not use the elevator.
- Remain calm and assist others in safely getting out.
- Confine the fire by closing all doors and windows if possible. Follow directions given by emergency personnel and go to the location designated by your building coordinator to await further instructions.
- Stay inside the building until the shaking stops. Don’t run downstairs or rush outside while the building is shaking.
- Stay away from glass, windows, outside doors and walls, and anything that could fall.
- A sturdy table or desk can provide cover.
- Once the building stops shaking, exit the building calmly and check for others in need.
- Do not use elevators.
- If outdoors, stay in the open until the shaking stops, avoid any falling debris fields such as buildings, power lines, etc.
Active Shooter/Dangerous Person
- Remain calm, do not engage the intruder.
- A quick and quiet escape is suggested, if it can be done safely.
- If attempting to escape, keep your hands elevated with open palms visible, especially if encountering law enforcement officers. Follow all instructions officers may give you.
- If you cannot safely exit the building, seek secure shelter.
- Close and lock windows, lower blinds, remain out of sight, and turn off lights.
- Once secured inside, take cover behind concrete walls, thick desks, and filing cabinets that are away from windows and doors.
- Remain quiet, and turn off cell phone ringers.
- Only one person from the room should call police at 289-8911 and tell them where you are, where the dangerous person is, and the condition of others with you. Follow their instructions. If you cannot speak, leave the line open so the dispatcher can hear what is going on.
- Assist others if they are injured.
- Do not respond to any unfamiliar voice commands until you can be sure they are coming from a police officer.
Students who wish to file a complaint or grievance pertaining to University policies, procedures, or conditions may address their complaint in written form to the appropriate department head or official who oversees the area of concern. If in doubt as to whom to direct the complaint, the following officials may be contacted:
Student Life Concerns
Carolyn Bigler, Office of Undergraduate Student Housing
David Hale, Vice President for Business and Finance
All other concerns
Steve Bisese, Vice President for Student Development
Jepson School of Leadership Studies
Sandra Peart, Dean
School of Law
Kristine Henderson, Associate Dean for Student Services and Administration
School of Professional and Continuing Studies
Ellen Walk, Associate Dean for Administration
Every University employee and student has the right to work and study in an environment free from discrimination and harassment and should be treated with dignity and respect. The University prohibits discrimination and harassment against applicants, students, and employees on the basis of race, religion, national or ethnic origin, age, sex, sexual orientation, gender identity, gender expression, disability, status as a veteran or any classification protected by local, state or federal law.
The University's policy against discrimination and harassment (Policy) incorporates protections afforded by Title IX of the Educational Amendments of 1972, which prohibits discrimination in educational programs and activities based on gender. This Policy also incorporates all other local, state and federal laws, including Title VII of the Civil Rights Act of 1964. Any individual whose conduct violates the Policy will be subject to disciplinary action up to and including termination for employees and expulsion for students.
Harassment is the creation of a hostile or intimidating environment, in which verbal or physical conduct, because of its severity and/or persistence, is likely to interfere significantly with an individual's work or education, or affect adversely an individual's living conditions on campus.
Illegal and improper harassment based on any of the classifications in paragraph 1, may include:
- Any suggestion that sexual favors, race, religion, national or ethnic origin, age, sex, sexual orientation, gender identity, gender expression, disability, status as a veteran or any protected classification would affect one's job, promotion, performance evaluations, grades, working or educational conditions;
- Making unwelcome or offensive comments about a person's clothing, body or personal life;
- Offensive jokes or unwelcome innuendoes;
- Other conduct that creates a work or educational environment that may be considered offensive or hostile, even though some staff or students might not find them objectionable;
- Use of unwelcome or offensive nicknames or terms of endearment.
Sexual harassment, in particular, may consist of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when one or more of the following occur:
- Submission to or rejection of such conduct is made a term or condition of an individual's employment or academic success;
- Submission to or rejection of such conduct is used as the basis for employment or academic decisions;
- Such conduct has the purpose or effect of interfering with an individual's work or academic performance or creates a hostile, intimidating or offensive work or educational environment.
The University has designated the Associate Vice President for the Department of Human Resource Services (located in Weinstein Hall), as the University's representative to handle issues arising under the Policy, including Title IX. Individuals who need further information or clarification of the Policy should contact the Associate Vice President directly. employees and students who feel they have suffered discrimination or harassment in violation of the Policy should follow the Complaint Resolution Procedure described below.
The Policy also applies to complaints of harassment or discrimination involving applicants for admission or employment, or persons aggrieved by third parties such as contractors or vendors serving the University.
Complaint Resolution Procedure
For ease in identifying individuals, the person making the complaint is referred to as the Complainant, and the person for whom the complaint is being made is referred to as the Respondent.
The University will endeavor to respond to and resolve all complaints quickly and effectively. Individuals who believe they have been harassed or discriminated against in violation of the Policy are encouraged to take action in any of the ways described in the Complaint Resolution Procedure (Procedure).
Although none of the actions listed under the options for Informal Resolution, below, are required before an individual may file a Formal Complaint, the University favors informal resolution of these claims whenever possible. Except as expressly provided herein, the Procedure is the only grievance practice available to staff, faculty, students or other parties for violations of the Policy. No other grievance practices otherwise available at the University are applicable.
Through the Procedure, the University will take necessary steps to prevent recurrence of any harassment and/or discrimination determined to have occurred, and will take necessary steps to correct the discriminatory effects of the conduct on the Complainant and others, if appropriate. During all stages of the Procedure, every effort will be made to ensure fundamental fairness to all parties involved in the complaint process. The University will make good faith efforts to protect the confidentiality of those involved in the Procedure to the extent permitted by law and to the extent that continued protection does not interfere with the University's ability to investigate allegations or to take corrective action.
The University prohibits retaliation against any individual who files a complaint (informal or formal) in good faith or participates in a harassment or discrimination inquiry. Disciplinary action will be taken against any individual who retaliates against a Complainant or participant in a harassment or discrimination inquiry, or who files a discrimination or harassment complaint in bad faith, or who maliciously or knowingly files false charges.
A. Procedures for Informal Resolution
The Informal Resolution process provides an effective means of resolving most disputes. However, the Complainant may terminate the Informal Resolution process at any time and initiate a Formal Complaint without prejudice.
1. Informal Discussion with Respondent
Prior to the involvement of other parties or University officers, the Complainant may choose to discuss the concerns directly with the Respondent. The Respondent may not realize that his or her conduct is offensive or unwelcome. Many disputes can be resolved quickly and effectively with such direct communication. A complaint brought to the attention of the Respondent shortly after the alleged offensive behavior occurs (e.g.: immediately or in a few days) will usually result in more effective resolution.
2. Informal Discussion with University Officials
Understanding that a Complainant may discuss concerns with a friend, confidant, advisor or counselor in the Counseling and Psychological Services office, etc., it is nonetheless the case that to initiate an informal discussion with University officials, a Complainant should contact one of the following individuals in a timely manner, ordinarily within thirty (30) days of the offending conduct:
Students should contact the dean of their school or residential college as follows:
- Arts and Sciences, Business or Leadership Studies undergraduate students should contact the dean of their residential college
- Graduate School of Business: Senior Associate Dean, Richard Coughlan at (804) 289-8553
- Law School: Dean, Wendy Purdue at (804) 289-8183
- Richmond College: Dean, Joseph Boehman at (804) 289-8061
- School of Professional and Continuing Studies: Dean, Jamelle Wilson at (804) 287-6684
- Westhampton College: Dean, Mia Reinoso Genoni at (804) 289-8648
Staff should contact:
- Executive Assistant to the President: Carolyn Martin at (804) 289-8088
Faculty should contact the dean of their school:
- Arts and Sciences: Dean, Patrice Rankine
- Business: Dean, Nancy Bagranoff
- Professional and Continuing Studies: Dean, Jamelle Wilson
- Law: Dean, Wendy Perdue
- Leadership Studies: Dean, Sandra J Peart
If the complaint is against one of the designated University officials, the Complainant should contact the President of the University, who will designate a representative of the University to handle the matter. If the complaint is against the dean of a student's residential college, then the Complainant should contact the Associate Vice President for the Department of Human Resource Services.
The Informal Discussion can help with any or all of the following options:
- Assisting the Complainant to determine if the behavior violates the Policy, or to learn more about the Policy;
- Conducting an informal investigation with the effect and goal of ending the alleged behavior in an effective and expeditious manner;
- Contacting the supervisor of the alleged offender and requesting assistance to stop the behavior;
- Meeting with the individual whose behavior is alleged to be offensive or unwelcome, and discussing the situation to make it clear that the behavior is offensive or unwelcome and should cease.
Based on the Informal Discussion, the University official will determine what additional action, if any, is necessary.
The Informal Discussion process will last as long as the Complainant deems it desirable to continue to meet with University officials, but usually the University will try to resolve the problem at this early stage within ten (10) working days. Most complaints can be resolved at this stage. If not satisfied with the resolution from the Informal Discussion, then the Complainant may proceed to the Formal Complaint process described below.
B. Procedures for Formal Resolution
A Complainant may omit the Informal Discussion process entirely and file a Formal Complaint with the Associate Vice President for the Department of Human Resource Services (hereafter the Associate Vice President). Formal Complaints alleging violation of the Policy must be filed in the Associate Vice President's office in a timely manner, ordinarily within thirty (30) days of the offending conduct, or shortly after the conclusion of the Informal Discussion process, usually within ten (10) working days.
The Formal Complaint must be in writing and must set forth:
1. A statement that the Complainant intends that this document shall constitute a Formal Complaint;
2. Date or approximate date on which the alleged behavior occurred;
3. Identity of the person(s) purportedly responsible;
4. Specific descriptions of the alleged behavior;
5. All witnesses and evidence supporting the complaint, including attaching any tangible evidence or documentation;
6. Complainant's name and signature.
The Respondent will have ten (10) working days after receiving the Formal Complaint to file a written Response in the Associate Vice President's office.
The Associate Vice President, or her/his designee, will review the Formal Complaint and Response. An investigation, including relevant interviews, will be conducted. The Associate Vice President, or her/his designee, will prepare a written report of the Formal Complaint Findings (Findings) as expeditiously as possible, usually within forty-five (45) days from the date that the Formal Complaint was filed, and will deliver the Findings to the Complainant and Respondent. The written report will include the Associate Vice President's or her/his designee's conclusions with respect to the Formal Complaint and will make a final determination as to what action, if any, is necessary. Either party may appeal from the Findings within the time period and in the method described below.
All provisions in this Grievance Procedure for notifying all parties of Findings and recommendations will be followed so long as the University determines that there are no violations of state or federal privacy laws, including, but not limited to, the Family Educational Rights and Privacy Act.
If no appeal is filed within the designated time period, then the Findings will be final. The Associate Vice President will then work with other University officials to enforce the Findings. If no appeal is filed, then no party will have a right to pursue any other University grievance procedures.
C. Appeal from Formal Complaint Decision
Either the Complainant or the Respondent may initiate an appeal from the Formal Complaint Findings. The appeal must be filed with the Associate Vice President's office within ten (10) working days from the date of the Findings.
The appeal must be in writing and must set forth:
1. Substantive reason(s) for the appeal;
2. The identity of all witnesses;
3. Any new information.
The responding party must file a written response to the appeal with the Associate Vice President's office within five (5) working days after receiving the appeal, and must set forth:
1. A response to the appeal allegations;
2. The identity of all witnesses.
Within five working days after receiving the appeal, the Associate Vice President will assemble the Resolution Committee, which will be formed solely for the purpose of resolving disputes alleging violations of the Policy. The Resolution Committee members will be chosen by the President, who will select two students, two staff members and two faculty members from the Judicial Pool.
The Judicial Pool is constituted at the beginning of each year to provide a pool of faculty, staff and students to serve on the Resolution Committee (defined in this document for the purpose of this Policy) and Hearing Boards for matters of Policy violations. The faculty members are elected each year by their respective schools, two each from Arts and Sciences, Business, Leadership Studies, Law and Continuing Studies. Five staff members are designated by the Associate Vice President at the beginning of each year as part of the pool. Student members of the pool are the chairs of the Richmond College Judicial Council, the Westhampton College Judicial Council, and the chairs of the Honor Councils for Richmond and Westhampton Colleges, the Business and Law Schools and the School of Professional and Continuing Studies.
The Resolution Committee will be charged with the responsibility of conducting a fair and unbiased hearing within fifteen (15) working days after being assembled. It will have access to all available information pertaining to the complaint. The Resolution Committee will accept and review written statements submitted by the Complainant and Respondent and other relevant individuals. At its discretion, it may also entertain oral testimony from witnesses.
The general outline of the hearing, which will be tape recorded, will be as follows:
- The Resolution Committee will review the Formal Complaint, if applicable, Response, Written Appeal and all other available information;
- The Complainant will have the opportunity to present the complaint and any attending circumstances;
- The Respondent will have the opportunity to present a response and any attending circumstances;
- The Resolution Committee may request specific individuals to appear before it and may also implement additional procedures as it deems necessary for a fair and equitable process;
- Other than witnesses, only the Complainant, Respondent, Associate Vice President (or her/his designee) and members of the Resolution Committee may be present during the hearing; except that the Complainant and/or Respondent may be accompanied by a non-participating support person such as a member of the CAPS staff, but neither may be represented by legal counsel in these procedures;
- The Resolution Committee will deliberate, in private and outside the presence of any other individuals, and render its collective Recommendations in writing within ten (10) working days after the conclusion of the hearing.
The Resolution Committee's Recommendations will be forwarded to the Associate Vice President, who will notify the Complainant and Respondent of the Recommendations, subject to applicable privacy laws. Each party will have five (5) working days to submit to the Associate Vice President written comments on the Recommendations.
The Associate Vice President will then forward the Recommendations, the investigative materials, including the hearing evidence, and the comments by the Complainant and Respondent, if any, to the following (depending on whether the Resolution Committee recommended action against a student, staff member or faculty member):
Students: Vice President of Student Affairs, Dr. Stephen Bisese
Staff: Vice President for Business and Finance, Mr. David B. Hale
Faculty: President of the University, Dr. Ronald A. Crutcher
Determinations as to the action or inaction based on the Recommendations will be made by these University officers, as applicable. These officers may use their discretion in seeking any additional information or advice before rendering a final decision. The decision will be made within thirty (30) days from the date of the Recommendations. The decision made by each of these individuals is final; provided, however, that if the Resolution Committee recommends termination of a faculty member and the Recommendation is accepted by the President, the normal "termination for cause" procedures defined in the Faculty Handbook will be followed.
The purpose of this policy is to ensure that students at the University of Richmond are not subjected to any type of hazing when joining a fraternity, sorority, athletic team or any other University of Richmond sponsored student group.
Definition of Hazing
Hazing is defined as any action or situation, created intentionally or unintentionally and with or without the consent of the persons subjected to the action or situation that produces mental or physical harm, embarrassment, harassment, or ridicule.
University of Richmond Policy on Hazing
No student or any person affiliated with the University of Richmond shall engage in hazing, as defined above.
If, in the determination of the University's Code of Conduct and subsequent to a hearing conducted according to University procedure, any student or person affiliated with the University is found to have committed any act prohibited herein, then such student or person affiliated with the University of Richmond shall be subject to penalties in accordance with this policy and the University of Richmond’s Student Code of Conduct.
The penalties set forth below may be imposed for violations of this policy regardless of whether the violation occurred on or off campus, and shall be in addition to any other penalty to which the offending student(s) may be subject for violations of the State of Virginia’s criminal law and any other applicable law rule, or regulation.
- Individuals subject to the University of Richmond jurisdiction found guilty of hazing violations may be subject to suspension.
- Organizations subject to the University of Richmond jurisdiction that authorize hazing in disregard of this policy may be penalized by revocation of organization registration, revocation of permission to meet on campus or to use campus facilities, and/or revocation of the right to exist at the University of Richmond.
Examples of HazingExamples of forbidden hazing activities include, but are not limited to:
- Intimidation, threats and verbal hostility;
- Rough wrestling matches and football games;
- Hitting an individual with paddles, even in so-called fun exchanges, and other types of beatings;
- Sexually degrading activities, including stripping, simulation of sexual acts, improper touching, or sexually explicit chants and songs;
- Pressuring an individual to get a brand or tattoo or to shave his or her head;
- Dousing an individual with dangerous substances;
- Requiring an individual to eat unpleasant-tasting food;
- Requiring an individual to sleep in uncomfortable places or depriving them of sleep;
- Forcing an individual to do physical exercise;
- Forcing an individual to swim, which can result in drowning;
- Forcing an individual to wear unusual clothing;
- The keeping of pledge books and/or forcing an individual to get member's or alumni’s signatures;
- Requiring an individual to memorize non-essential information;
- Isolating an individual from other group members; or an activity that intentionally or unintentionally subjects an individual to mental or physical harm, embarrassment, harassment, or ridicule;
- Forcing an individual to do personal errands of any kind.
University of Richmond is committed to assisting all members of the university community in providing for their own safety and security. The annual security and fire safety compliance document is available on the University of Richmond website at police.richmond.edu/reporting/index.html.
If you would like to receive a copy of the security and fire safety report which contains this information, you can stop by the University Police Department at Special Programs Building, #31 UR Drive, University of Richmond, VA 23173 or you can request a copy be mailed to you be calling (804) 289-8722.
The website and document contain information regarding campus security and personal safety including topics such as: crime prevention, University police law enforcement authority, crime reporting policies, disciplinary procedures and other matters of importance related to security on campus. They also contain information about crime statistics for the three previous calendar years concerning reported crime that occurred on campus, in certain off-campus buildings or property owned or controlled by University of Richmond, and on public property within, or immediately adjacent to and accessible from the campus.
This information is required by law and is provided by the University of Richmond Police Department.
If immediate assistance is needed because of a threat to someone's safety, call the police:
On-campus situations: Call UR Police emergency (804-289-8911); or 911 from any campus phone
Off-campus situations: Call 911 to access local police responders
For all other types of mental health or safety concerns, please fill out an Incident Report Form, which will be routed to the appropriate office(s):
- Undergraduate women: Westhampton College Dean's Office (804) 289-8468
- Undergraduate men: Richmond College Dean's Office (804) 289-8061
- Law students: Kris Henderson (804) 289-8186
- MBA students: Richard Coughlan (804) 289-8553
- School of Professional and Continuing Studies students: John Zinn (804) 287-6378
- Counseling and Psychological Services (CAPS): (804) 289-8119.
- AFTER-HOURS: Contact University of Richmond Police: (804) 289-8715 (non-emergency), (804) 289-8911 (emergency).
Be alert to signs of difficulty:
- Deterioration in classroom performance or quality/quantity of work
- Missed assignments
- Repeated absences from class
- Disorganized or erratic performance
- Frequently falls asleep in class
- Comes to class bleary-eyed, hungover, or smelling of alcohol
- Continually seeks special provisions (late papers, extensions, postponed examinations); NOT including accommodations granted by a UR Disability Accommodation Notice
- Essays or creative work which indicate extremes of hopelessness, social isolation, rage, or despair
- Inappropriate or atypical behavior in class (e.g., hostile glances; highly argumentative; leaving class abruptly)
General behavioral indicators:
- Direct statements indicating distress, family problems or other difficulties
- Unprovoked or excessive anger or hostility
- Exaggerated personality traits (e.g., more withdrawn or more animated than usual)
- Excessive dependency
- Dramatic mood swings
- Flat affect (i.e., no display of emotion at all)
- Deterioration in physical appearance, or lack of personal hygiene
- Impaired speech; disjointed thoughts
- Social withdrawal
- Loss of interest in previously enjoyed activities
- Excessive fatigue
- Significant changes in weight
- Marked worries, fears, anxiety
- Marked restlessness, tension, or agitation
Safety risk indicators:
- Hints about not being around in the future, or saying goodbye
- Any statement, written or oral, which has a sense of finality or a suicidal tone to it
- Essays or papers which focus on despair, rage, suicide or death
- Gives away prized possessions
- Self-injurious or self-destructive behaviors
- Active substance abuse and/or increase in use of drugs or alcohol
- High degree of agitation, or impulsivity
- Any other behavior which seems out of control
- Has been a victim of bullying by others
- Enjoys hurting animals
- History of previous violent acts
- Frequently starts or participates in fights
- Extreme hostility toward peers or authority figures
- Loses temper and self-control easily
- Becomes easily frustrated and converts frustration into physical violence
- Access to or preoccupation with weapons
- Possesses or creates media depicting graphic images of death or violence
- Statements indicating harmful intentions toward others
- Detailed plans for committing acts of violence
Take these signs seriously
Don't disregard what you've observed. At the very least, convey your observations and concerns to the appropriate dean's office. The dean's office usually has the most holistic picture of each student, and is best able to gather information from a variety of sources. The dean's office can call a student in, express concern and make referrals to appropriate sources of help.
As an educational institution, the University of Richmond values a learning community in which all members feel secure, physically and intellectually. Behavior that harms others or threatens campus security challenges the institution's key mission to "sustain a collaborative learning and research community that supports the personal development of its members and the creation of new knowledge." Sexual misconduct is such behavior and is prohibited at the University of Richmond. Sexual misconduct is a broad range of behavior that includes but is not limited to non-consensual sexual intercourse, non-consensual sexual contact, sexual exploitation, sexual harassment, and stalking.
As a recipient of federal funds, the University of Richmond complies with Title IX of the Education Amendments of 1972 (Title IX). Title IX provides: "No person in the United States shall, on the basis of sex, be excluded from participation in, be denied benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance."
This sexual misconduct policy ("Policy") also applies to sexual misconduct complaints involving applicants for admission, or students aggrieved by third parties such as contractors or vendors serving the University.
For cases involving students, either as the victim or the accused, contact:Tracy Cassalia Interim Deputy Title IX Coordinator at (804) 289-6484
For cases involving faculty or staff as the victim, contact:
Carl Sorensen Title IX Coordinator and Associate Vice President of Human Resource at (804) 289-8166.
Further information about Title IX and sexual discrimination in education is available from the Office of Civil Rights, 400 Maryland Avenue, SW, Washington, DC, 20202-1100; 800-421-3481; OCR@ed.gov. Additional information is located at studentdevelopment.richmond.edu/student-concerns/sexual-misconduct/policy_overview.html.
The University of Richmond considers cultivation of self-discipline and resolution of issues through process of reason to be of primary importance in the educational process and essential to the development of responsible citizens. All members of the University community have a responsibility to comply with local, state, and federal laws and with all published University policies and regulations. In a community of learning, individual or group conduct that is unlawful disrupts or interferes with the educational processes, causes destruction of property, or otherwise infringes upon the rights of others or of the University itself cannot be tolerated.
The trustees of the University of Richmond have authorized a policy statement on standards of conduct, penalties, and disciplinary procedures to guide the conduct of students and their guests. This statement sets forth those standards of conduct that the University of Richmond deems essential for fulfilling its educational mission. Any person who violates the standards of conduct and regulations of the University of Richmond shall be subject to disciplinary action and, if need be, legal action. Disciplinary action may range from disciplinary warning up to and including suspension or expulsion from the University. Sanctions will be imposed after proper determination has been made in accordance with established disciplinary procedures of the University, with fair procedures observed and with appropriate appeal procedures available, as outlined in the policy statement and any approved revisions thereof.
A copy of this policy statement and/or any officially approved revisions thereof is readily available in the Student Handbook for each student who matriculates. All members of the University community should familiarize themselves with this policy statement and revisions and with any other official publications, handbooks, or announcements issued on occasion by the University of Richmond or by individual colleges and schools of the University.