Bethel University and the Bethel University Foundation (hereinafter referred to as Bethel) are committed to maintaining a Christ-centered community, free of discrimination, including sexual harassment, sexual violence, and sexual misconduct in all of its forms. Bethel prohibits domestic violence, dating violence, sexual assault, and stalking. Bethel will not tolerate sexual misconduct by or against its students, faculty, or staff. In addition, visitors, volunteers, vendors, consultants, third parties, or any person that provides services to Bethel are required to comply with the provisions of this policy. All community members must comply with this policy, whether on campus or off campus, when engaged in activities sponsored by Bethel, or otherwise related to Bethel or its business. Such activities include, but are not limited to classes, seminars, meetings, and study abroad programs.

All employees are required to report any instance of sexual harassment, sexual violence, and sexual misconduct to the Title IX Coordinator. The only exception to being a mandatory reporter is if one is a confidential resource. Confidential resources are licensed counselors in the Counseling Center or ordained/licensed ministers in Campus Ministrieslisted at the end of this policy.

The purposes of this policy include:

• Prohibiting all forms of sexual misconduct,
• Creating a work environment that is free from sexual misconduct,
• Encouraging good faith complaints when sexual misconduct has occurred, and
• Providing options for addressing and resolving complaints of sexual misconduct.

All incoming students and new employees are required to attend a program on primary prevention and awareness. Persons who believe that they have experienced sexual misconduct or have witnessed sexual misconduct of another community member are expected to bring the conduct to the attention of appropriate individuals so that Bethel can take prompt corrective action. Bethel will take prompt corrective action against any sexual misconduct by or against its community members. All Bethel community members are directed to implement and abide by the procedures outlined in this policy.

All complaints will be taken seriously and no one who acts in good faith to report sexual misconduct, including third parties (e.g., vendors), will suffer actual or threatened retaliation or reprisal. Complaints of sexual misconduct will be treated in confidence to the extent feasible, given the need to conduct a thorough investigation and take corrective action. If it is determined through an appropriate and prompt investigation that sexual misconduct has occurred, effective corrective action will be taken to eliminate the sexual misconduct, attempt to ensure that it does not recur, and appropriately care for those who may have been harmed. Depending on circumstances and the severity of the conduct, corrective action will vary. Resolution steps could include one or more of the following for students: counseling, advising or coaching from student life or campus ministry professionals, reflection paper, behavioral probation, suspension, dismissal, or expulsion. For employees resolution steps could include one or more of the following: counseling, training, advising or coaching from a professional, verbal or written warning, termination, or criminal prosecution. 

Definitions

Sexual Misconduct

Sexual misconduct is a broad and overarching term used to identify the conduct that constitutes a form of sex discrimination which violates federal and state law, including Title VII of the Civil Rights Act of 1964; Title IX, Education Amendments of 1972; the Minnesota Human Rights Act and Bethel policy. All sexual misconduct is prohibited and includes, but is not limited to sexual harassment, sexual violence, domestic violence, dating violence, actual or attempted sexual assault, stalking, sexual coercion, sexual exploitation, and going beyond the boundaries of consent.

Sexual Harassment

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, physical, electronic or digital conduct or communication of a sexual or gender-based nature, when submission to or rejection of the conduct explicitly or implicitly affects a person’s employment or education, unreasonably interferes with a person’s work or educational performance, or creates an intimidating, hostile or offensive working, learning, or living environment. Sexual violence is a form of sexual harassment which may also constitute criminal conduct.

There are two kinds of sexual harassment:

• Quid pro quo harassment, in which the harasser either provides or denies an employment or educational benefit in exchange for sexual favors, or makes an adverse employment or educational decision on the basis of rejection of sexual advances.
• Hostile environment harassment, in which the working or learning environment is made abusive. An abusive or hostile environment is one that is reasonably and actually perceived by the complaining party as abusive by making it more difficult to do one's job or pursue one's education. Any act of sexual violence creates a hostile environment in violation of this policy.

Examples of quid pro quo sexual harassment include, but are not limited to, the following: a supervisor granting a promotion to an employee because the employee unwillingly consents to have sexual relations with the supervisor; a supervisor firing an employee because the employee refuses to have sexual relations with the supervisor; a faculty member providing an undeserved failing grade to a student because the student refuses to have sexual relations with the faculty member; a faculty member giving an undeserved high grade to a student because the student consents to have unwanted sexual relations with the faculty member; or a supervisor providing positive references or evaluations for an employee or student in exchange for sexual favors.

Examples of hostile environment harassment include, but are not limited to, the following: requests for sexual favors, persistent sexual slurs, repeated requests for an unwelcome sexual relationship, continual sexually suggestive jokes, gestures or sounds, a pattern of widespread favoritism based on sexual relationships, pornographic or suggestive materials offensive to others, or unwelcome sexual touching. A hostile environment can exist by virtue of a combination of individual incidents that would not, individually, constitute sexual harassment. In order for these examples or other behaviors to constitute hostile environment harassment, the effect of the harassment must create an abusive or hostile environment, usually over a period of time. Even one serious incident may, however, constitute hostile environment harassment, such as an occurrence of sexual violence.

Both men and women are protected from sexual harassment, whether that harassment is perpetrated by a member of the same or opposite sex. Sexual harassment may be committed by a male or a female toward either a male or a female.

Sexual

Assault

Sexual violence assault is the most severe a form of sexual harassment. Safety is of primary concern in situations of sexual violence. Under this policy it is defined as any actual, attempted, or threatened physical sexual act with another person without that person’s consent. It includes, but is not limited to sexual acts perpetrated by force (expressed or implied), or duress, deception, or coercion upon the victim. It includes acts referred to as “date rape” or “acquaintance rape,” and specially includes sexual acts involving a victim who is incapable of giving consent due to age, disability, or intoxication by alcohol or drugs. Sexual violence generally will constitute a crime punishable under Minnesota statutes. The use of alcohol or drugs never makes the victim at fault for sexual violence.

Consent

Consent means conduct or words that indicate a person freely and voluntarily agrees to engage in a sexual act at the time of the act. A person must be of legal age to give consent. A person who is incapacitated cannot give consent. Consent to a prior sexual act does not imply ongoing future consent. Consent to engage in sexual activity with one person does not imply consent to engage in sexual activity with another. Silence, absence of resistance, or the failure to give a negative response does not imply consent. Consent can be withdrawn at any time.

The use of coercion, threat, or force takes away a person’s ability to give consent. Sexual coercion is unreasonable pressure for sexual activity through words or circumstances that cause a person to reasonably fear that the other will inflict bodily harm. Force is the use of physical violence to gain sexual access, including threats, intimidation, and actual physical imposition.

Incapacitated

An incapacitated person is a person unable to consent to sexual activities due to the use of alcohol or drugs impairing judgment, lack of consciousness, being asleep, developmental disabilities, or lacks full knowledge or information of what is happening. The use of drugs or alcohol by the accused is not a defense against allegations of sexual misconduct.

Consensual Relationships

Intimate or romantic relationships between employees, or between employees and students, even when within the bounds of acceptable Christian conduct, may nonetheless pose potentially serious moral, ethical, and legal concerns to the individuals and to the institution.

Where a power differential between the parties exists, even consensual relationships may constitute sexual misconduct if the effect of such a relationship interferes with an individual‘s academic or professional performance or if it creates an intimidating environment. Further, conflicts of interest or breaches of professional ethics may arise if one party to the relationship evaluates the work or academic performance of the other, during the relationship or even after it ends. This includes situations in which a faculty member teaches a student or employee with whom he or she has had a relationship.

Employees are cautioned that such relationships could potentially result in a sexual misconduct charge, and could result in the individual with the power in the relationship bearing the burden of responsibility.

violence and is sexual contact or intercourse without consent.Specifically, sexual assault is an offense that meets any of the following definitions: rape (the penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim), fondling (the touching of the private body parts including the genital area, groin, inner thigh, buttocks, or breast of another person for the purpose of sexual gratification, without the consent of the victim), incest (sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law), statutory rape (sexual intercourse with a person who is under the statutory age of consent; in Minnesota the age of consent is 16). Sexual assault is also prohibited by Minnesota law. See Minnesota Statutes Section 609.341

Sexual Exploitation

Sexual exploitation is defined as taking non-consensual, unjust, or abusive sexual advantage of another. Examples include, but are not limited to (1) prostituting another person; (2) non-consensual video or audio-taping of sexual activity; (3) going beyond the boundaries of consent, such as knowingly allowing another to surreptitiously watch otherwise consensual sexual activity; (4) engaging in non-consensual voyeurism; or (5) knowingly transmitting or exposing a sexually transmitted disease (STD) or HIV to another person without the knowledge of the other person.

Sexual Violence

Sexual violence is the most severe form of sexual harassment. Safety is of primary concern in situations of sexual violence. Under this policy it is defined as any actual, attempted, or threatened physical sexual act with another person without that person’s consent. It includes, but is not limited to sexual acts perpetrated by force (expressed or implied), or duress, deception, or coercion upon the victim. It includes acts referred to as “date rape” or “acquaintance rape,” and specially includes sexual acts involving a victim who is incapable of giving consent due to age, disability, or intoxication by alcohol or drugs. Sexual violence generally will constitute a crime punishable under Minnesota statutes. The use of alcohol or drugs never makes the victim at fault for sexual violence. 

Consent

Consent means conduct or words that indicate a person freely and voluntarily agrees to engage in a sexual act at the time of the act. A person must be of legal age to give consent. A person who is incapacitated cannot give consent. Consent to a prior sexual act does not imply ongoing future consent. Consent to engage in sexual activity with one person does not imply consent to engage in sexual activity with another. Silence, absence of resistance, or the failure to give a negative response does not imply consent. Consent can be withdrawn at any time.

The use of coercion, threat, or force takes away a person’s ability to give consent. Sexual coercion is unreasonable pressure for sexual activity through words or circumstances that cause a person to reasonably fear that the other will inflict bodily harm. Force is the use of physical violence to gain sexual access, including threats, intimidation, and actual physical imposition.

Consensual Relationships

Intimate or romantic relationships between employees, or between employees and students, even when within the bounds of acceptable Christian conduct, may nonetheless pose potentially serious moral, ethical, and legal concerns to the individuals and to the institution.

Where a power differential between the parties exists, even consensual relationships may constitute sexual misconduct if the effect of such a relationship interferes with an individual‘s academic or professional performance or if it creates an intimidating environment. Further, conflicts of interest or breaches of professional ethics may arise if one party to the relationship evaluates the work or academic performance of the other, during the relationship or even after it ends. This includes situations in which a faculty member teaches a student or employee The institution recommends that where such relationships develop, the individual in a position of authority notify his or her supervisor and that he or she surrenders responsibility for evaluation. Further, where an employee is called upon to supervise an individual with whom he or she has had a relationship.

Employees are cautioned that such relationships could potentially result in a sexual misconduct charge, and could result in the individual with the power in the relationship bearing the burden of responsibility.

The institution recommends that where such relationships develop, the individual in a position of authority notify his or her supervisor and that he or she surrenders responsibility for evaluation. Further, where an employee is called upon to supervise an individual with whom he or she has had a romantic relationship, he or she should discuss this with a supervisor. The institution romantic relationship, he or she should discuss this with a supervisor. The institution discourages romantic relationships between faculty members and students, and discourages faculty members teaching students with whom they have or have had an intimate or romantic relationship.

Sexual Exploitation

Dating Violence

Dating violence is a form of sexual violence and is violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. The relationship existence is determined based on a consideration of the following factors (1) the length of the relationship; (2) the type of relationship; and (3) the frequency of interaction between the persons involved in the relationship. Dating violence includes, but is not limited to, sexual or physical abuse or the threat of such abuseSexual exploitation is defined as taking non-consensual, unjust, or abusive sexual advantage of another. Examples include, but are not limited to (1) prostituting another person; (2) non-consensual video or audio-taping of sexual activity; (3) going beyond the boundaries of consent, such as knowingly allowing another to surreptitiously watch otherwise consensual sexual activity; (4) engaging in non-consensual voyeurism; or (5) knowingly transmitting or exposing a sexually transmitted disease (STD) or HIV to another person without the knowledge of the other person.

Domestic Violence

Domestic violence is a felony or misdemeanor crime of violence committed by the victim’s current or former spouse, current or former cohabitant, person similarly situated under Minnesota domestic or family violence laws, or anyone else protected under applicable domestic or family violence laws. See Minnesota Statutes Section 518B.01, www.revisor.leg.state.mn.us/statutes/?id=518B.01

Dating Violence

Incapacitated

An incapacitated person is a person unable to consent to sexual activities due to the use of alcohol or drugs impairing judgment, lack of consciousness, being asleep, developmental disabilities, or lacks full knowledge or information of what is happening. The use of drugs or alcohol by the accused is not a defense against allegations of sexual misconduct.

Stalking

Stalking means to engage in conduct which the actor knows or has reason to know would cause the victim under the circumstances to feel frightened, threatened, oppressed, persecuted, distressed, or intimidated, and causes this reaction on the part of the victim regardless of the relationship between the actor and victim. Stalking behavior Dating violence is a form of sexual violence and is violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. The relationship existence is determined based on a consideration of the following factors (1) the length of the relationship; (2) the type of relationship; and (3) the frequency of interaction between the persons involved in the relationship. Dating violence includes, but is not limited to , sexual or physical abuse or the threat of such abuse.

Sexual Assault

s-younkers@bethel.edu 
Office: 651.638.6992
Office Location: RC311

If any changes are made in the persons holding these positions, current information will be available on Bethel’s website.

Confidential Resources:

Ramsey County

Conflict of Interest

As soon as possible after a complaint has been initiated under this policy, the Title IX Coordinator will certify both to the complainant and to the respondent, that inquiry has been made concerning any potential conflict of interest and a written assurance will be issued to the parties that all persons involved in the investigation of the complaint have certified they are aware of no conflicts of interest that would prevent them from conducting an impartial investigation or consideration of the case. To the extent possible, grievance officers will not have supervisory oversight over a complainant or respondent. If the Title IX Coordinator has a conflict of interest, said officer will withdraw from the case and the duty to certify that there is no conflict of interest will be assumed by the appropriate responsible officer assigned to the case, or another person designated by the University President, such that both parties are assured that no person with a conflict of interest shall be involved in the investigation or consideration of the case.

Education, Prevention and Awareness

Sexual misconduct is a significant issue on college and university campuses. In order to educate and hopefully eliminate sexual misconduct on our campuses, Bethel provides mandatory training to all employees and students regarding sexual misconduct. In general, this training covers what sexual misconduct is, how to prevent it, and most importantly where those affected can go for help. For Bethel, we believe this training is important because of who we strive to be as a community of believers, one that is safe and thriving to all.  Some of this training is provided in an online format through training videos.

These training videos provide Awareness Programs and Primary Prevention Programs. Awareness Programs are specific programming for employees and students that contain initiatives and strategies to increase knowledge and share information and resources in order to prevent violence, promote safety and reduce perpetration. Primary Prevention Programs include Bethel’s training videos that contain information on how to stop dating violence, domestic violence, sexual assault and stalking through promotion of positive and healthy behaviors that foster healthy, mutually respectful relationships and sexuality, encourage safe bystander intervention, and seek to change behavior and social norms in healthy and safe directions.

The mandatory training videos also provide information on Bystander Intervention and Risk Reduction. With respect to Bystander Intervention, it is important to understand safe and positive options for individuals to prevent harm or intervene when there is a risk of dating violence, domestic violence, sexual assault or stalking. Some options include: recognizing situations of potential harm; understanding institutional structures and cultural conditions that facilitate violence; overcoming barriers to intervene; identifying safe and effective intervention options; and, taking action to intervene. Risk Reduction serves to educate employees and students on options to decrease perpetration and bystander inaction and to increase empowerment for victims in order to promote safety and to help individuals and communities address conditions that facilitate violence.

Bethel provides this training in an online format through links to four separate training videos: (1) Minnesota students, (2) Minnesota employees, (3) California students, and (4) California employees. Students should take the training for the state they reside in during the academic year. Employees and students living in a state other than Minnesota or California should take the Minnesota training and use the “Reference” tab for their state-specific information. Employees who are also students only need to take the employee training.

To access the training, visit the Office of Human Resources website.

In addition to the mandatory online training video, Bethel provides ongoing prevention and awareness campaigns regarding sexual misconduct. Ongoing Prevention and Awareness Campaigns are programming, initiatives and strategies sustained over time, focused on increasing understanding of topics, relevant to, and skills for addressing dating violence, domestic violence, sexual assault and stalking through a range of strategies. More specifically, Bethel distributes educational pamphlets on sexual misconduct and regularly trains study abroad leaders, confidential resources, first responders, campus security personnel, student life deans and resident directors on how to report, handle and respond to incidents involving sexual misconduct.  

As employees and students, we all play an important role in this process. It is all of our responsibility to report sexual misconduct so those involved can get the help they need.

Reporting Sexual Misconduct

If you have personally experienced any form of sexual misconduct, tell someone as soon as possible. Bethel understands that this is a difficult situation. All persons involved will be treated with dignity. Immediate notification, ideally within the first 24 hours after any sexual misconduct occurs, helps assure the preservation of evidence. Campus Security, at the discretion of law enforcement authorities, shall assist with the preservation of evidence which may be necessary for the proof of criminal sexual misconduct or to obtain a protection order. In an emergency, call 911 or call the Office of Security and Safety at 651.638.6400.

Reporting to Law Enforcement and Victim’s Crime Bill of Rights

In addition to and separate from addressing sexual misconduct concerns within the institution, complainants may notify or decline to notify local law enforcement. Bethel will give assistance to any complainant who requests help notifying law enforcement. For additional information about your rights when reporting a crime, visit the Minnesota Department of Public Safety for the Crime Victim’s Bill of Rights. A report to law enforcement is not necessary for Bethel to proceed with interim measures, informal procedures, or formal procedures.

How do I initiate Bethel’s response and resolution process?

In order to initiate Bethel’s response and resolution process under this Policy, you or another person must notify the Title IX Coordinator. If a member of the Bethel community has a concern or has become aware of an instance of possible sexual misconduct involving a student, faculty or staff member, the Title IX Coordinator must be contacted immediately. You may also choose to remain anonymous and submit an online anonymous report: https://www.bethel.edu/human-resources/complaints-concerns/submit-anonymous-report/. This report is separate from initiating an informal or formal complaint through Bethel University.

What happens when reporting sexual misconduct also means reporting violation(s) of Bethel’s standards for student conduct or other campus policies?

When instances of sexual misconduct have been reported, Bethel’s concern is focused solely on learning all that is possible about what happened. In order to have a full and thorough investigation, it is important that all facts are shared with the Grievance Officers, even if some of those facts involve disclosing violations of Bethel’s standards for student conduct or other campus policies. It is important for complainants, respondents, and witnesses to know that they will not be disciplined in any manner, during or after the investigation, for reporting facts about the events that include violations of Bethel’s standards for student conduct or other campus policies. Bethel’s sole focus is learning everything possible about what happened during the incident so that a finding and resolutions can be reached.

Resources

Sexual Assault Nurse Examination (SANE)

Following a sexual assault, the most important concern is for the health, safety, and care of the person who has experienced sexual assault. As difficult as it can be, we strongly encourage students to seek medical assistance at the nearest hospital emergency room immediately following a sexual assault. A medical examination is vital for the health and well-being of the person who has experienced the assault and also serves to collect and preserve evidence. This specific type of medical examination is called a Sexual Assault Nurse Examination or SANE.

Individuals may go to the nearest hospital emergency room by themselves or with a friend. This will allow for confidentiality in the event the individual chooses not to make a report to the university or to the law enforcement. With the occasional exception of a few preventative medications, there is no charge for care related to sexual assault.

While the first inclination of an individual may be to take a shower, it's important to not wash, shower, bathe, douche, brush teeth; or to change, destroy or clean the clothes worn during the assault before having the exam. There is a limited window of time following an incident of sexual assault to preserve physical and other forms of evidence. It is important to bring a change of clothing if the individual goes to the hospital. It may be necessary for the nurse or law enforcement to keep the clothes worn during the assault. If an individual has already changed clothes, the articles of clothing that were worn can be brought in a paper bag.

These exams are completely confidential. The results are not given to the law enforcement unless the individual consents. Individuals are not required to report the assault to the law enforcement or to the university through this process, but if they choose to do so, the support staff at the nearest hospital emergency room will assist them in the reporting process.

Support Services

It is strongly recommended that any individual involved in the resolution of a sexual misconduct complaint seek personal support through relationships with a few trusted family members or friends. Additional support is available through Counseling Services, Human Resources, or Campus Ministries. Bethel reserves the right to provide accommodations during the investigation process to create a safe and thriving environment.

Interim Measures

Interim protective measures, such as changing the work, transportation, living or academic environment, will be considered immediately, regardless of whether the complainant chooses to report the crime to local law enforcement. Bethel will make information available to complainants on the right to seek orders for protection, no contact orders, or restraining orders.

Bethel will meet with the complainant and respondent to discuss any interim measures that are needed. Examples of interim measures are: referring the student or employee to appropriate resources for developing a safety plan, seeking medical attention or counseling, or seeking legal assistance; providing alternative housing, academic, or workplace arrangements; providing safety escorts to and from campus; modifying workplace or academic schedules or responsibilities; assisting with a leave of absence from work or school; screening phone calls; transferring harassing calls to Safety and Security; and removing the employee’s or student’s name from all directories.

At any time, the complainant or respondent can request an interim measure by contacting the Title IX Coordinator. At the request of the complainant, Bethel will provide a complainant who transfers to another postsecondary institution with information about resources for victims of sexual assault at the institution to which the complainant is transferring.

Requests For Reasonable Accommodations

Individuals who need a reasonable accommodation should contact the Title IX Coordinator. Bethel University will consider requests for reasonable accommodations submitted to the Title IX Coordinator on a case-by-case basis. Accommodations Bethel University may provide include:

• Providing reasonable accommodations as required by law to an individual with a disability who requests an accommodation necessary to participate in the complaint resolution process.
• Providing an interpreter for individuals who are limited English-language proficient.

Support Persons

The complainant and respondent are entitled to the same opportunities to have others present during a Bethel complaint proceeding, including the opportunity to be accompanied to any related meeting or proceeding by a support person of their choice. Any support person that accompanies the complainant or respondent to a meeting must sign a Support Person Agreement (See Addendum B), which stipulates the role of the support person.

Counseling Services            Campus Ministries               Health Services

651.635.8540                       651.638.6372                       651.638.6215

San Diego County

Sexual Assault Response Team (SART)

• Center for Community Solutions (CCS) Rape Crisis Hotline: 888.385.4657
• Women's Resource Center (WRC): 760.757.3500

http://www.sdcounty.ca.gov/hhsa/programs/phs/emergency_medical_services/sexual_assault_response_team.html 

Anonymous Report Option:

An online anonymous report can be made at any time. This report is separate from initiating an informal or formal complaint through Bethel University. The online anonymous report may be accessed at: https://www.bethel.edu/human-resources/complaints-concerns/submit-anonymous-report/.

Addendum B

Support Person Agreement

The purpose of the support person is to support an individual during the complaint process. A support person may be any person who is not a witness, such as a Bethel faculty or staff member, a family member, a close friend, an attorney or any other person.  Support persons who are attorneys are subject to the same limitation on participation in the response and resolution process as other support persons. If a support person is an attorney, Bethel has the right to have its own legal counsel present for any meeting at which the attorney support person is present. As a support person, an individual must agree to the following provisions:

• A support person may accompany the individual to in-person interviews or other meetings during the complaint resolution process.
• Bethel University will not as a general matter, unnecessarily delay its processes to accommodate the schedules of support persons.
• A support person may not interrupt or otherwise delay the complaint process.
• A support person may not appear in lieu of the complainant or respondent or speak on their behalf either in-person or in written communication to Bethel University. A support person’s only ability to communicate with the Grievance Officers would be if the complainant or respondent communicated their wish that the support person be added to the investigation as a witness.
• A support person may not communicate directly with the Title IX Coordinator, Title IX and Compliance Specialist, Grievance Officers, decision makers or any other school official involved in the complaint process.
• A support person may confer with the complainant or respondent, but must do so outside of the meeting area. The complainant or respondent must notify the interviewing Grievance Officers that they would like to confer with their support person and then step outside of the room to confer.
• A support person may have access to information concerning a case only when accompanying the complainant or respondent (for in-person access to information) or only when the complainant or respondent has given permission for the support person to be copied on emails or other correspondence. A support person’s access to such information is subject to the same limitations as those placed upon the parties and conditioned upon the support person’s agreement to maintain the confidentiality of any student education records or other confidential information.
• A support person may not use, copy, disclose, duplicate, redistribute, share, or provide access to any confidential information supplied during the complaint process whether the information is presented in hard copy, electronically or verbally., now or in the future. These confidentiality requirements will be in effect indefinitely.
• A support person may be disqualified or dismissed from the process by Bethel University for violations of confidentiality or other forms of interference with the complaint process.

I have read the above Support Person Agreement and agree to abide by all provisions.

____________________________                                                                                                                                                      

Name Printed                                                                       Signature                                                               Date

Revised 10/2017

If any changes are made in the persons holding these positions, current information will be available on Bethel’s website.

Confidential Resources:

Bethel Counseling Services
651.635.8540

Campus Ministries
651.638.6372