Policy Glossary

An individual’s physical or social attributes that connect them to categories generally viewed by society as distinct.

Registered Student Organizations are defined as student groups organized and supported by currently enrolled SUNY Geneseo students in their pursuit to meet a need or fill a niche for the college’s diverse student population.

“Relevant” evidence and questions refer to any questions and evidence that tends to make an allegation of sexual harassment more or less likely to be true.

“Relevant” evidence and questions do not include the following types of evidence and questions, which are deemed “irrelevant” at all stages of the Title IX Grievance Process:

• Evidence and questions about the complainant’s sexual predisposition or prior sexual behavior unless:
  • They are offered to prove that someone other than the respondent committed the conduct alleged by the complainant, or
  • They concern specific incidents of the complainant’s prior sexual behavior with respect to the respondent and are offered to prove consent. 34 C.F.R. § 106.45(6)(i).
• Evidence and questions that constitute, or seek disclosure of, information protected under a legally-recognized privilege. Legally recognized privileges include but are not limited to attorney-client privilege, physician-patient privilege, and spousal (marital) privilege.
• Any party’s medical, psychological, and similar records unless the party has given voluntary, written consent. 85 Fed. Reg. 30026, 30294 (May 19, 2020).
• The results of tests or investigative techniques that are deemed by the Title IX coordinator (in consultation with legal counsel) to lack scientific or evidentiary merit or which are likely to cause damage (including harassment) to any party or the College community.  

An individual’s adopted belief and practice in a particular system of faith.

For the purposes of this Title IX Grievance policy, Respondent means any individual who has been reported to be the perpetrator of conduct that could constitute covered sexual harassment as defined under this policy.

The employee of the College or College-affiliated organization, who has been designated by the Campus under Section G, Campus Responsibilities.

The Responsible Officer is the appropriate Cabinet member under whose purview a policy is covered.

An adverse action taken against an individual as a result of complaining about discrimination or harassment, exercising a legal right such as obtaining a reasonable accommodation, opposing discriminatory practices or harassment, or participating in or assisting a complaint investigation. Adverse actions may include, but are not limited to:  termination or dismissal, failure to promote or assign salary increases, the assignment of lower grades or performance evaluations than other individuals who perform similarly, attempts to intimidate or harass the individual, the assignment of less desirable work to the individual, or the provision of negative references with respect to academic work or employment.

A rifle as defined in Section 265.00 (11) of the Penal Law.