{"@context":"https://schema.org","@type":"DigitalDocument","altText":"EXHIBIT(S) - 1\r\n            \u00a0(Motion #1) Policy 6.4","alternateName":"NYSCEF-case-4c779433507a-000030.pdf","caption":"NYSCEF document #30 | Filed: 2026-07-17 | Filed by: PENCE, ADAM G Filed:  Received: | Docket status: Processed Confirmation Notice | Case: Jane Doe v. Cornell Univeristy (Tompkins County) | Source: NYSCEF","contentUrl":"https://lucycraig.blog/media/499/raw","datePublished":"2026-10-19T12:20:29+00:00","description":"NYSCEF document #30 | Filed: 2026-07-17 | Filed by: PENCE, ADAM G Filed:  Received: | Docket status: Processed Confirmation Notice | Case: Jane Doe v. Cornell Univeristy (Tompkins County) | Source: NYSCEF","encodingFormat":"application/pdf","identifier":"499","isAccessibleForFree":true,"machineReadable":{"json":"https://lucycraig.blog/media/499/index.json","markdown":"https://lucycraig.blog/media/499/index.md"},"name":"EXHIBIT(S) - 1\r\n            \u00a0(Motion #1) Policy 6.4","ocrStatus":"ready","ocrText":"--- Page 1 ---\nEXHIBIT  \n1 \n \nCI2026-16155\nIndex # : EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 2 ---\nCornell University Policy Office \npolicy.cornell.edu \n \nPolicy 6.4 \nProhibited Bias, Discrimination, Harassment, and Sexual and \nRelated Misconduct \n \n1 Policy Introduction  \n \nCornell University is committed to providing a safe, inclusive, and respectful learning, living, and \nworking environment for its students, faculty, and staff. The university does not discriminate on the \nbasis of protected status in the education programs and activities it operates, including admission \nand employment. To this end, the university provides means through this policy to address bias, \ndiscrimination, harassment, and sexual and related misconduct (which is considered a form of sex-\nbased discrimination). \n \nIdentities protected under this policy are those protected under federal, state, and local equal \neducation and employment laws and regulations. These include race, ethnic or national origin, \ncitizenship and immigration status, color, sex/gender, pregnancy or pregnancy-related conditions, \nage, creed, religion, actual or perceived disability (including persons associated with such a \nperson), arrest and/or conviction record, military or veteran status, sexual orientation, gender \nexpression and/or identity, an individual\u2019s genetic information, domestic violence victim status, \nfamilial status, marital status, caregiver status, height, weight, and any other legally protected \nclass.1 \n \n2 To Whom This Policy Applies  \n \nPolicy 6.4 applies to every Cornell University staff member, faculty, and student, as well as all \nactivities undertaken by or on behalf of the university. Cornell University includes Weill Cornell \nMedicine (WCM) as well as all other Cornell locations.  \n \n3 Policy 6.4 Procedures \n \nThere are several distinct procedures and other mechanisms for reporting, investigating, and \nresolving matters under this policy, with each procedure designed to correspond best with different \ntypes of conduct and the university\u2019s different constituencies and legal obligations. In any given \ncase, the applicable procedure depends upon both the conduct alleged, and the respondent\u2019s \nrelationship with the university (student, faculty, staff, or third party). \n \n \n \n \n \n \n1 These identities are interpreted consistent with the definitions set forth in the applicable federal, state, and local equal \neducation and employment laws and regulations.  \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 3 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n2 \n \nCornell University Policy Office \npolicy.cornell.edu \nFor All Units and Colleges Except Weill Cornell Medicine \nProcedures for Resolution of Reports Against Students Under Cornell University Policy 6.4 \nProcedures for Resolution of Reports Against Employees Under Cornell University Policy 6.4 \n(Title IX Prohibited Conduct) \nProcedures for Resolution of Reports Against Employees Under Cornell University Policy 6.4 \n(Non-Title IX Prohibited Conduct) \n \n \nFor All Weill Cornell Medicine Units \nProcedures for Resolution of Reports Against Students (WCM) Under Cornell University Policy \n6.4 \nProcedures for Resolution of Reports Against Employees (WCM) Under Cornell University \nPolicy 6.4 (formerly included in WCM Interim Policy 206) \n \n4 Policy Principles \n \nThe following principles are expected to be adhered to by all individuals to whom this policy applies: \n \n4.1 Nondiscrimination: The university is committed to preventing, responding to, and remedying \nthe effects of bias, discrimination, harassment, and sexual and related misconduct. \n4.2 Protection Against Retaliation: The university is committed to protecting individuals from \nretaliation arising from engaging in protected activity under this policy. \n4.2 Process: The university is also committed to providing prompt, fair, and impartial processes for \nall parties when prohibited conduct is alleged. \n4.3 Privacy: To ensure the integrity of this policy and its applicable procedures (see Procedures), \nand to encourage parties and witnesses to participate in matters under this policy, the university \nrecognizes that participants should be protected from unreasonable disclosure of their involvement \nin processes under any of the applicable procedures, and of any information they reveal during their \nparticipation. However, the university also recognizes that there are legal mandates that govern \ndisclosure and afford participants certain rights to disclose information related to matters under this \npolicy.  \nThe university will take reasonable measures to protect the privacy of proceedings and records; \nhowever, the university cannot and does not guarantee that privacy will be maintained. Privacy \ndoes not mean that the university is constrained from divulging facts of proceedings in appropriate \ncircumstances. Additionally, the university may publicly divulge details of an outcome if one of the \nparties discloses selective portions of the proceedings, or if the matter is involved in litigation. \n4.4 Reporting: With the exception of Designated Reporters and supervisors and managers with a \nduty to report or respond per this policy, faculty or staff are not subject to a reporting obligation \nunder this policy. (However, they may have reporting obligations under other policies or state or \nfederal law.) Regardless, all employees (excluding confidential resources) are encouraged to report \ninstances of violations of this policy to the Office of Institutional Equity and Title IX (\u201cOIETIX\u201d) or \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 4 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n3 \n \nCornell University Policy Office \npolicy.cornell.edu \nWCM\u2019s Office of Institutional Equity (\u201cOIE\u201d). A report should include relevant known information \nincluding who was involved in an incident, what happened, and when and where it occurred.  \n \nWhen OIETIX or OIE receive a report of prohibited conduct, they will contact the complainant, if \nknown, or another individual reporting the prohibited conduct to offer supportive measures.2 The \nindividual will also be advised of the option to pursue a formal complaint, if such an option is \navailable, and any other available reporting options and resources. \n \n4.5 Supervisor\u2019s and Manager\u2019s Duty to Respond to Harassment and Discrimination in the \nWorkplace: Supervisory and managerial personnel must take all reasonable actions to report and \nrespond immediately to any reports or observations of sexual harassment and/or discrimination that \nmay impact an employee\u2019s working environment.  \n \n4.6 Designated Reporter\u2019s Duty to Report Sexual and Related Misconduct Involving \nStudents: When Designated Reporters become aware of an alleged incident of sexual harassment \n(which includes sexual assault, dating violence, domestic violence, and stalking) that involves a \nstudent as either the complainant or respondent, they are obligated to report information they have \nto the Title IX Coordinator and to provide their contact information when making the report. \nDesignated Reporters should report the name, date, time, location, and description of the incident \n(if known). They otherwise will maintain an individual\u2019s privacy to the greatest extent possible, \nrelaying information only as necessary for the Title IX Coordinator to respond and seek resolution \nas described in the Procedures.  \n \nThe university has identified certain offices and employee positions as Designated Reporters. See \nthe List of Cornell Designated Reporters.  \n \nWCM\u2019s Designated Reporters are all employees holding the following titles: Practice Managers, \nDivision or Department Administrators, Deans, Senior Associate Deans, Associate or Assistant \nDeans, Executive Vice Provost, Assistant Vice Provost, Assistant Deans, Chief Administrative \nOfficers, Directors, Senior Directors, and any person who serves as the head of a department, unit, \ncenter, and/or institute. \n \n4.7 How to Report a Concern \n \nConcerns can be reported through the University Guardian Reporting form.  \n \nConcerns can also be reported in person in Day Hall, Suite 500, via phone (607) 255-2242 or fax \n(607) 255-7481, or by email to titleix@cornell.edu for concerns related to sexual and related \nmisconduct or equity@cornell.edu for concerns related to bias, discrimination, or harassment.  \n \nConcerns arising out of WCM can be reported directly to OIE in person at 575 Lexington Ave., 6th \nFloor, New York, NY 10022, via phone (718) 619-5527, by email at equity@med.cornell.edu, or via \nthe Complaint of Discrimination, Harassment, and/or Retaliation Form. \n \n \n2 In this policy, various university officials, such as the Title IX Coordinator, are assigned responsibility for performing \nspecific functions. Named officials are authorized to delegate responsibility to other appropriate university officials except \nwhere such delegation contravenes university policy. Additionally, named officials and their designees may consult with \nappropriate university officials, the Office of General Counsel, and subject-matter experts. \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 5 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n4 \n \nCornell University Policy Office \npolicy.cornell.edu \nThe Cornell Ethics and Compliance Hotline is the primary mechanism to confidentially or \nanonymously report ethics, integrity, or compliance concerns to the University.  \n \nOther reporting options are also available if a report implicates multiple concerns including those \noutside of Policy 6.4. \n \n4.8 Reporting to Law Enforcement \n \nAll individuals are urged to report immediately to law enforcement any conduct that may constitute a \ncrime. An individual who believes they have experienced sexual or related misconduct prohibited \nunder this policy may choose to report to the university and/or to law enforcement. An individual \nmay pursue either, both, or neither of these options. Reports to the university and law enforcement \nmay be made simultaneously. To make a report to law enforcement, contact one of the following:  \n \n\u2022 911 (for emergencies)  \n\u2022 Cornell University Police Department: (607) 255-1111  \n\u2022 Ithaca Police Department: (607) 272-9933  \n\u2022 New York Police Department (19th Precinct): (212) 452-0600 \n\u2022 New York Presbyterian Hospital Security: (212) 746-0911 \n\u2022 New York State Police dedicated 24-hour hotline to report a sexual assault, dating  \n  violence, domestic violence, and stalking on campus: (844) 845-7269 \n \n4.9 Confidential Resources \n \nThe university offers a number of confidential resources for individuals who are unsure whether to \nreport misconduct or who seek counseling or other emotional support in addition to, or without, \nmaking a report to the university.  \n \nConversations with the university\u2019s \u201cconfidential resources\u201d are kept strictly confidential and, except \nin rare circumstances, will not be shared without explicit permission, as explained below:  \n \n\u2022 \nCornell Health, Faculty and Staff Assistance Program, and Cornell United Religious Work \nChaplains will not share with OIETIX or any other university officials any information \ndisclosed to them in the course of providing medical and/or mental health services or \npastoral counseling. These conversations may also be legally privileged in the event of a \ncourt proceeding.  \n\u2022 \nAt Weill, the Student Mental Health Program, Employee Assistance Program, Student \nOmbudsman, and Faculty Ombudsman will not convey any personally identifiable \ninformation to OIE or any other university officials; however, they may share de-identified \nstatistical or other information regarding prohibited conduct under this policy. \n\u2022 \nThe Cornell Victim Advocates, the professional staff of the Office of Spirituality and Meaning \nMaking, Gender Equity Resource Center, LGBT Resource Center, and the Ombudsman will \nnot convey any personally identifiable information to OIETIX or any other university officials; \nhowever, they may share de-identified statistical or other information regarding prohibited \nconduct under this policy.  \n \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 6 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n5 \n \nCornell University Policy Office \npolicy.cornell.edu \n\u2022 \nThe Advocacy Center of Tompkins County is independent of Cornell and has no duty to \nconsult with the university. \n\u2022 \nThe NYP Victim Intervention Program is independent of Cornell and has no duty to consult \nwith the university.  \n \nFor information about confidential resources and support for individuals who have experienced or \nbeen accused of harm, please see the complete list of resources for support. \n \n5 Responsibilities \n \n5.1 Responsible Offices and Officials: \n \nOffice of Institutional Equity and Title IX: OIETIX is responsible for enforcing the university\u2019s civil \nrights obligations to prevent, address, and remedy bias, prohibited discrimination and protected-\nstatus harassment, including sexual and related misconduct, by administering this policy and \naccompanying procedures, which includes conducting investigations of formal complaints against \nstudents, faculty, and staff. \n \nTitle IX Coordinator: The Title IX Coordinator is authorized by the university to coordinate \ninstitutional efforts to comply with its Title IX responsibilities and to institute corrective measures on \nbehalf of the university. \n \nWeill Cornell Medicine Office of Institutional Equity: OIE is responsible for enforcing the university\u2019s \ncivil rights obligations to prevent, address, and remedy bias, prohibited discrimination and \nprotected-status harassment, including sexual and related misconduct, by administering this policy \nand accompanying procedures, which includes conducting investigations of formal complaints \nagainst students, faculty, and staff for Weill Cornell Medicine. \n \nWeill Cornell Medicine Title IX Coordinator: The Title IX Coordinator is authorized by the university \nto coordinate institutional efforts to comply with its Title IX responsibilities and to institute corrective \nmeasures on behalf of the university for Weill Cornell Medicine. \n \n5.2 Other Relevant University Offices and Officials (University Management): \n \nOffice of Student Conduct and Community Standards (\u201cOSCCS\u201d): OSCCS is responsible for \neducating Ithaca-based students (including Cornell Tech) students about behavioral expectations \nand for maintaining disciplinary records of all Policy 6.4 matters under the Procedures for \nResolution of Reports Against Students. \n \nDepartment of Athletics and Physical Education: The Department of Athletics and Physical \nEducation is responsible for receiving questions and concerns about, and reports of, discrimination \nin participation in intercollegiate athletics.  \n \nBias Assessment and Review Team (\u201cBART\u201d): BART is responsible for receiving and reviewing \nreports of bias. \n \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 7 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n6 \n \nCornell University Policy Office \npolicy.cornell.edu \nSenior Woman Administrator: The Senior Woman Administrator is responsible for receiving \ncomplaints, reports, and concerns regarding Participation in Intercollegiate Athletics Title IX Claims. \n \nTeacher-Learner Committee at WCM: The Teacher-Learner Committee is the body charged with \nmonitoring, reviewing, investigating, and aiding in the resolution of student mistreatment issues at \nthe Medical College. \n \n5.3 Individuals: Each Cornell University staff member, faculty, and student, is responsible for \nreading and abiding by this policy and the processes and procedures set forth in the Procedures for \nResolutions of Reports Against Students, Employees (Title IX Prohibited Conduct), and Employees \n(Non-Title IX Prohibited Conduct), any related procedures or programs, consulting OIETIX or OIE at \nWCM when questions arise, and completing required trainings. Supervisors, managers, and those \nwho are Designated Reporters have enhanced reporting responsibilities. See Section 4. \n \n6 Record Retention \n \nRecords associated with this policy shall be maintained by the Unit engaging in the activity. \nRecords shall be retained or disposed of in accordance with University Policy 4.7, Retention of \nUniversity Records.  \n \n7 Compliance \n \nThis policy furthers the university\u2019s commitment to creating a learning, living, and working \nenvironment free of bias, discrimination, harassment, and sexual and related misconduct, and to \nmeeting applicable legal requirements. Such applicable legal requirements include, but are not \nlimited to Title VII of the Civil Rights Act of 1964 (Title VII), Title IX of the Education Amendments of \n1972 (Title IX) including the 2020 amendments to the Title IX regulations (34 CFR Part 106), Title \nVI of the Civil Rights Act of 1964 (Title VI), Section 504 of the Rehabilitation Act (Section 504), the \nAmericans with Disability Act, the Violence Against Women Reauthorization Act of 2013 (VAWA), \nthe Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (the Clery \nAct), the New York State Education Law Article 129-B (NYS 129-B), the New York State Human \nRights Law, New York City Administrative Code \u00a7 8-101 et seq., and the Tompkins County Human \nRights Law. The requirement not to discriminate on the basis of sex in the education program or \nactivity that Cornell University operates is required by Title IX The requirement not to discriminate \non the basis of race, color, or national origin in the education program or activity that Cornell \nUniversity operates is required by Title VI The requirement not to discriminate on the basis of \ndisability in the education program or activity that Cornell operates is required by Section 504. \nInquiries about the application of Title IX to students may be referred to the university\u2019s Title IX \nCoordinator, the Assistant Secretary of the U.S. Department of Education, or both. Inquiries about \nthe application of Title VI and Section 504 to students may be referred to the OIETIX, the Assistant \nSecretary of the U.S. Department of Education, or both. \n \n8 Special Provisions Related to Students \n \n8.1 Drug and Alcohol Amnesty: The health and safety of every student at the university is of \nutmost importance. The university recognizes that students who have been drinking and/or using \ndrugs (whether such use is voluntary or involuntary) at the time that prohibited conduct under the \napplicable procedures occurs may be hesitant to report incidents due to fear of potential \nconsequences for their own conduct. The university strongly encourages students to report such \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 8 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n7 \n \nCornell University Policy Office \npolicy.cornell.edu \nprohibited conduct. A student bystander or complainant acting in good faith who discloses any \nincident of prohibited conduct under the applicable procedures to a Cornell official or to law \nenforcement shall not be subject to action under the university\u2019s Student Code of Conduct (or under \napplicable provisions of WCM\u2019s student handbooks) for violation of alcohol and/or drug use \noccurring at or near the time of the commission of the prohibited conduct. While no disciplinary \naction will be taken, Cornell reserves the right to take steps necessary to address health and safety \nconcerns for the individual and the community, as well as the right to report truthfully to licensing \nbodies. \n \n8.2 New York State Student Bill of Rights:  \nWith respect to sexual assault, dating violence, domestic violence and stalking as defined in the \napplicable Procedures, all students have the right to: \n1. Make a report to local law enforcement and/or state police; \n2. Have disclosures of domestic violence, dating violence, stalking, and sexual assault treated \nseriously; \n3. Make a decision about whether or not to disclose a crime or violation and participate in the \njudicial or conduct process and/or criminal justice process free from pressure by Cornell; \n4. Participate in a process that is fair, impartial, and provides adequate notice and a \nmeaningful opportunity to be heard; \n5. Be treated with dignity and to receive from Cornell courteous, fair, and respectful health care \nand counseling services, where available; \n6. Be free from any suggestion that a complainant is at fault when these crimes and violations \nare committed, or should have acted in a different manner to avoid such crimes or \nviolations; \n7. Describe the incident to as few Cornell representatives as practicable and not be required to \nunnecessarily repeat a description of the incident; \n8. Be protected from retaliation by Cornell, any student, the accused and/or the respondent, \nand/or their friends, family and acquaintances within the jurisdiction of Cornell; \n9. Access to at least one level of appeal of a determination; \n10. Be accompanied by an adviser of choice who may assist and advise a complainant, \naccused, or respondent throughout the judicial or conduct process including during all \nmeetings and hearings related to such process; and \n11. Exercise civil rights and practice of religion without interference by the investigative, criminal \njustice, or Cornell University process. \n9 Related Resources  \n \n9.1: Resources for Support: For individuals who have experienced or been accused of harm, \nplease see the complete list of resources for support.  \n \n \n \n \n \n \n \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 9 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n8 \n \nCornell University Policy Office \npolicy.cornell.edu \n9.2: Relevant University Policies and Information: \n \nUniversity Policy 4.7, Retention of University Records \nUniversity Policy 5.1, Responsible Use of Information Technology Resources \nUniversity Policy 6.2.10, Establishment of College-Level Academic Employee Grievance \nProcedures \nUniversity Policy 6.3, Consensual Relationships \nUniversity Policy 6.11.3, Employee Discipline (Excluding Academic and Bargaining-Unit Staff) \nUniversity Policy 6.13, Disability Accommodation Process for Faculty and Staff \nUniversity Policy 6.13.8, Religious Accommodation \nUniversity Policy 8.8, Children and Youth Safety \nEqual Opportunity and Affirmative Action  \nFaculty Grievance Policies \nStudent Code of Conduct \nCollective Bargaining Unit Contracts \nFaculty Handbook \nGraduate School Code of Legislation \nHuman Resources Policy 6.11.4, Staff Complaint and Grievance Procedure \nOffice of Institutional Equity and Title IX \nOpen Doors, Open Hearts, and Open Minds: Cornell\u2019s Statement on Diversity and Inclusiveness \nSexual Harassment and Assault Response and Education (SHARE) \nStudent Disability Services \nWeill Cornell Medicine Student Disability Services \nStudent Employment Policies of the Office of Financial Aid and Student Employment \nWeill Cornell Medicine Office of Institutional Equity \n \n10 Definitions \n \nTerm  \nDefinition  \nBias Activity  \nAction taken that one could reasonably and prudently conclude is \nmotivated, in whole or in part, by the alleged offender\u2019s bias against an \nactual or perceived aspect of diversity, including, but not limited to \nmembership in an Equal Education and Employment Opportunity (EEEO) \nprotected class (e.g., disability, race, sex, gender identity). \nComplainant  \nPerson who is the subject of a report or initiates a formal complaint of \nprohibited conduct under this policy. A complainant may be a single \nperson or several individuals. (Compare Respondent).  \nEducation Program or \nActivity \nLocations, events or circumstances over which the university exercised \nsubstantial control over both the respondent and the context in which the \nprohibited conduct occurs, and also includes any building owned or \ncontrolled by a student organization that is officially recognized by the \nuniversity.  \nEqual Education and \nEmployment \nIdentities protected under federal, state, and local equal education and \nemployment laws and regulations. These include race, ethnic or national \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 10 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n9 \n \nCornell University Policy Office \npolicy.cornell.edu \nOpportunity (EEEO) - \nProtected Status  \norigin, citizenship and immigration status, color, sex/gender, pregnancy or \npregnancy-related conditions, age, creed, religion, actual or perceived \ndisability (including persons associated with such a person), arrest and/or \nconviction record, military or veteran status, sexual orientation, gender \nexpression and/or identity, an individual\u2019s genetic information, domestic \nviolence victim status, familial status, marital status, and any other legally \nprotected status. These identities are interpreted consistent with the \ndefinitions set forth in the applicable federal, state, and local equal \neducation and employment laws and regulations.  \nFaculty   \nPerson who holds appointment to an academic title (as specified in the \nBylaws of Cornell University, Article XVII).  \nFormal Complaint  \nSigned, written document from a complainant alleging specific prohibited \nconduct by a respondent and initiating the applicable resolution \nprocedures under this policy, or a similar written document on behalf of \nthe university, signed by a university official.  \nInvestigation  \nSystematic inquiry into a formal complaint.  \nPreponderance of \nEvidence  \nStandard of proof required to make a finding of responsibility for prohibited \nconduct under this policy, defined as \u201cmore likely than not\u201d that the \nrespondent engaged in the alleged prohibited conduct.  \nProcedural Advisor  \nPerson chosen by a party to accompany the party to meetings related to \nmatters under this policy, to advise the party on the procedures, and, as \napplicable, to conduct cross-examination for the party at the hearing. \nComplainants\u2019 and Respondents\u2019 Codes Counselors are Cornell Law and \ngraduate students who serve as procedural advisors under this policy and \nwithin the campus disciplinary system for, respectively, student \ncomplainants and respondents.  \nProhibited Conduct  \nConduct that constitutes a violation of this policy, including discrimination, \nprotected status harassment, retaliation, and sexual misconduct. See the \nProcedures section for the different types of prohibited conduct \ncorresponding with the university\u2019s different constituencies and legal \nrequirements. \nReport \nAn account of an incident of prohibited conduct made to the university. \nIdeally, a report should include information about who was involved in an \nincident, what happened, and when and where it occurred.  \nRespondent  \nPerson against whom a report or formal complaint of prohibited conduct \nunder this policy is made. (Compare Complainant).  \nSanction  \nDisciplinary action imposed on an individual after a finding of \nresponsibility. Sanctions are set forth in the applicable procedures.  \nStaff  \nEmployee of Cornell University on any campus who does not meet the \ndefinition of faculty. A student who has an employment role who is acting \nin the scope of their employment will be considered a staff member under \nthis policy.  \nStudent  \nUndergraduate, graduate, medical, veterinary, or professional student \nupon their commencement of attendance, defined as the earliest of: the \nfirst day of the term for which they were admitted; their first day residing in \na university residence hall; the first day of a university-sponsored pre-\nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 11 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n10 \n \nCornell University Policy Office \npolicy.cornell.edu \norientation trip, activity, or academic program in which they are \nparticipating; or the first day of a graduate assistantship in the first \nsemester/term for which they were admitted. Status as a student ends \nwhen the student withdraws or is withdrawn from the university, is \ndismissed (expelled) from the university, or graduates.  \n  \nAn individual participating in a non-credit-bearing program or attending \nclass(es) at the university on a non-credit basis, or an individual attending \nclass(es) at the university on a for-credit basis while still an elementary, \nmiddle, or high school student, or foreign equivalent, is not a student for \nthe purposes of this policy.  \nSupportive Measures  \nNon-disciplinary, non-punitive individualized services offered as \nappropriate, as reasonably available, and without fee or charge to the \ncomplainant or respondent before or after the filing of a formal complaint \nor where no formal complaint has been filed.  \n \n \n11 Responsible Office and Policy Administration \n \nPolicy Clarification and \nInterpretation \nContact \nPhone \nEmail/Web Address \nCornell University \nOffice of Institutional \nEquity and Title IX \n(607) 255-2242 \ntitleix@cornell.edu   \nequity@cornell.edu  \nWeill Cornell Medicine \nOffice of Institutional \nEquity \n(718) 619-5527 \nequity@med.cornell.edu \nUnit \nTitle \nHuman Resources  \nVice President and Chief Human Resources Officer \nOffice of the Provost \nProvost \nStudent & Campus Life \nVice President for Student & Campus Life \n \n \n12 Revision History \n \nDate \nSummary of Revisions  \nOriginally Issued: \nJuly 8, 1996 \nCurrent Version \nApproved: \nOctober 16, 2023 \nLast Updated:  \n \nDecember 20, 2023 \nRevision notes: \nUpdated the University Guardian Reporting Form link on page 3 in \nSection 4.7. \n \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026","text":"--- Page 1 ---\nEXHIBIT  \n1 \n \nCI2026-16155\nIndex # : EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 2 ---\nCornell University Policy Office \npolicy.cornell.edu \n \nPolicy 6.4 \nProhibited Bias, Discrimination, Harassment, and Sexual and \nRelated Misconduct \n \n1 Policy Introduction  \n \nCornell University is committed to providing a safe, inclusive, and respectful learning, living, and \nworking environment for its students, faculty, and staff. The university does not discriminate on the \nbasis of protected status in the education programs and activities it operates, including admission \nand employment. To this end, the university provides means through this policy to address bias, \ndiscrimination, harassment, and sexual and related misconduct (which is considered a form of sex-\nbased discrimination). \n \nIdentities protected under this policy are those protected under federal, state, and local equal \neducation and employment laws and regulations. These include race, ethnic or national origin, \ncitizenship and immigration status, color, sex/gender, pregnancy or pregnancy-related conditions, \nage, creed, religion, actual or perceived disability (including persons associated with such a \nperson), arrest and/or conviction record, military or veteran status, sexual orientation, gender \nexpression and/or identity, an individual\u2019s genetic information, domestic violence victim status, \nfamilial status, marital status, caregiver status, height, weight, and any other legally protected \nclass.1 \n \n2 To Whom This Policy Applies  \n \nPolicy 6.4 applies to every Cornell University staff member, faculty, and student, as well as all \nactivities undertaken by or on behalf of the university. Cornell University includes Weill Cornell \nMedicine (WCM) as well as all other Cornell locations.  \n \n3 Policy 6.4 Procedures \n \nThere are several distinct procedures and other mechanisms for reporting, investigating, and \nresolving matters under this policy, with each procedure designed to correspond best with different \ntypes of conduct and the university\u2019s different constituencies and legal obligations. In any given \ncase, the applicable procedure depends upon both the conduct alleged, and the respondent\u2019s \nrelationship with the university (student, faculty, staff, or third party). \n \n \n \n \n \n \n1 These identities are interpreted consistent with the definitions set forth in the applicable federal, state, and local equal \neducation and employment laws and regulations.  \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 3 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n2 \n \nCornell University Policy Office \npolicy.cornell.edu \nFor All Units and Colleges Except Weill Cornell Medicine \nProcedures for Resolution of Reports Against Students Under Cornell University Policy 6.4 \nProcedures for Resolution of Reports Against Employees Under Cornell University Policy 6.4 \n(Title IX Prohibited Conduct) \nProcedures for Resolution of Reports Against Employees Under Cornell University Policy 6.4 \n(Non-Title IX Prohibited Conduct) \n \n \nFor All Weill Cornell Medicine Units \nProcedures for Resolution of Reports Against Students (WCM) Under Cornell University Policy \n6.4 \nProcedures for Resolution of Reports Against Employees (WCM) Under Cornell University \nPolicy 6.4 (formerly included in WCM Interim Policy 206) \n \n4 Policy Principles \n \nThe following principles are expected to be adhered to by all individuals to whom this policy applies: \n \n4.1 Nondiscrimination: The university is committed to preventing, responding to, and remedying \nthe effects of bias, discrimination, harassment, and sexual and related misconduct. \n4.2 Protection Against Retaliation: The university is committed to protecting individuals from \nretaliation arising from engaging in protected activity under this policy. \n4.2 Process: The university is also committed to providing prompt, fair, and impartial processes for \nall parties when prohibited conduct is alleged. \n4.3 Privacy: To ensure the integrity of this policy and its applicable procedures (see Procedures), \nand to encourage parties and witnesses to participate in matters under this policy, the university \nrecognizes that participants should be protected from unreasonable disclosure of their involvement \nin processes under any of the applicable procedures, and of any information they reveal during their \nparticipation. However, the university also recognizes that there are legal mandates that govern \ndisclosure and afford participants certain rights to disclose information related to matters under this \npolicy.  \nThe university will take reasonable measures to protect the privacy of proceedings and records; \nhowever, the university cannot and does not guarantee that privacy will be maintained. Privacy \ndoes not mean that the university is constrained from divulging facts of proceedings in appropriate \ncircumstances. Additionally, the university may publicly divulge details of an outcome if one of the \nparties discloses selective portions of the proceedings, or if the matter is involved in litigation. \n4.4 Reporting: With the exception of Designated Reporters and supervisors and managers with a \nduty to report or respond per this policy, faculty or staff are not subject to a reporting obligation \nunder this policy. (However, they may have reporting obligations under other policies or state or \nfederal law.) Regardless, all employees (excluding confidential resources) are encouraged to report \ninstances of violations of this policy to the Office of Institutional Equity and Title IX (\u201cOIETIX\u201d) or \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 4 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n3 \n \nCornell University Policy Office \npolicy.cornell.edu \nWCM\u2019s Office of Institutional Equity (\u201cOIE\u201d). A report should include relevant known information \nincluding who was involved in an incident, what happened, and when and where it occurred.  \n \nWhen OIETIX or OIE receive a report of prohibited conduct, they will contact the complainant, if \nknown, or another individual reporting the prohibited conduct to offer supportive measures.2 The \nindividual will also be advised of the option to pursue a formal complaint, if such an option is \navailable, and any other available reporting options and resources. \n \n4.5 Supervisor\u2019s and Manager\u2019s Duty to Respond to Harassment and Discrimination in the \nWorkplace: Supervisory and managerial personnel must take all reasonable actions to report and \nrespond immediately to any reports or observations of sexual harassment and/or discrimination that \nmay impact an employee\u2019s working environment.  \n \n4.6 Designated Reporter\u2019s Duty to Report Sexual and Related Misconduct Involving \nStudents: When Designated Reporters become aware of an alleged incident of sexual harassment \n(which includes sexual assault, dating violence, domestic violence, and stalking) that involves a \nstudent as either the complainant or respondent, they are obligated to report information they have \nto the Title IX Coordinator and to provide their contact information when making the report. \nDesignated Reporters should report the name, date, time, location, and description of the incident \n(if known). They otherwise will maintain an individual\u2019s privacy to the greatest extent possible, \nrelaying information only as necessary for the Title IX Coordinator to respond and seek resolution \nas described in the Procedures.  \n \nThe university has identified certain offices and employee positions as Designated Reporters. See \nthe List of Cornell Designated Reporters.  \n \nWCM\u2019s Designated Reporters are all employees holding the following titles: Practice Managers, \nDivision or Department Administrators, Deans, Senior Associate Deans, Associate or Assistant \nDeans, Executive Vice Provost, Assistant Vice Provost, Assistant Deans, Chief Administrative \nOfficers, Directors, Senior Directors, and any person who serves as the head of a department, unit, \ncenter, and/or institute. \n \n4.7 How to Report a Concern \n \nConcerns can be reported through the University Guardian Reporting form.  \n \nConcerns can also be reported in person in Day Hall, Suite 500, via phone (607) 255-2242 or fax \n(607) 255-7481, or by email to titleix@cornell.edu for concerns related to sexual and related \nmisconduct or equity@cornell.edu for concerns related to bias, discrimination, or harassment.  \n \nConcerns arising out of WCM can be reported directly to OIE in person at 575 Lexington Ave., 6th \nFloor, New York, NY 10022, via phone (718) 619-5527, by email at equity@med.cornell.edu, or via \nthe Complaint of Discrimination, Harassment, and/or Retaliation Form. \n \n \n2 In this policy, various university officials, such as the Title IX Coordinator, are assigned responsibility for performing \nspecific functions. Named officials are authorized to delegate responsibility to other appropriate university officials except \nwhere such delegation contravenes university policy. Additionally, named officials and their designees may consult with \nappropriate university officials, the Office of General Counsel, and subject-matter experts. \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 5 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n4 \n \nCornell University Policy Office \npolicy.cornell.edu \nThe Cornell Ethics and Compliance Hotline is the primary mechanism to confidentially or \nanonymously report ethics, integrity, or compliance concerns to the University.  \n \nOther reporting options are also available if a report implicates multiple concerns including those \noutside of Policy 6.4. \n \n4.8 Reporting to Law Enforcement \n \nAll individuals are urged to report immediately to law enforcement any conduct that may constitute a \ncrime. An individual who believes they have experienced sexual or related misconduct prohibited \nunder this policy may choose to report to the university and/or to law enforcement. An individual \nmay pursue either, both, or neither of these options. Reports to the university and law enforcement \nmay be made simultaneously. To make a report to law enforcement, contact one of the following:  \n \n\u2022 911 (for emergencies)  \n\u2022 Cornell University Police Department: (607) 255-1111  \n\u2022 Ithaca Police Department: (607) 272-9933  \n\u2022 New York Police Department (19th Precinct): (212) 452-0600 \n\u2022 New York Presbyterian Hospital Security: (212) 746-0911 \n\u2022 New York State Police dedicated 24-hour hotline to report a sexual assault, dating  \n  violence, domestic violence, and stalking on campus: (844) 845-7269 \n \n4.9 Confidential Resources \n \nThe university offers a number of confidential resources for individuals who are unsure whether to \nreport misconduct or who seek counseling or other emotional support in addition to, or without, \nmaking a report to the university.  \n \nConversations with the university\u2019s \u201cconfidential resources\u201d are kept strictly confidential and, except \nin rare circumstances, will not be shared without explicit permission, as explained below:  \n \n\u2022 \nCornell Health, Faculty and Staff Assistance Program, and Cornell United Religious Work \nChaplains will not share with OIETIX or any other university officials any information \ndisclosed to them in the course of providing medical and/or mental health services or \npastoral counseling. These conversations may also be legally privileged in the event of a \ncourt proceeding.  \n\u2022 \nAt Weill, the Student Mental Health Program, Employee Assistance Program, Student \nOmbudsman, and Faculty Ombudsman will not convey any personally identifiable \ninformation to OIE or any other university officials; however, they may share de-identified \nstatistical or other information regarding prohibited conduct under this policy. \n\u2022 \nThe Cornell Victim Advocates, the professional staff of the Office of Spirituality and Meaning \nMaking, Gender Equity Resource Center, LGBT Resource Center, and the Ombudsman will \nnot convey any personally identifiable information to OIETIX or any other university officials; \nhowever, they may share de-identified statistical or other information regarding prohibited \nconduct under this policy.  \n \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 6 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n5 \n \nCornell University Policy Office \npolicy.cornell.edu \n\u2022 \nThe Advocacy Center of Tompkins County is independent of Cornell and has no duty to \nconsult with the university. \n\u2022 \nThe NYP Victim Intervention Program is independent of Cornell and has no duty to consult \nwith the university.  \n \nFor information about confidential resources and support for individuals who have experienced or \nbeen accused of harm, please see the complete list of resources for support. \n \n5 Responsibilities \n \n5.1 Responsible Offices and Officials: \n \nOffice of Institutional Equity and Title IX: OIETIX is responsible for enforcing the university\u2019s civil \nrights obligations to prevent, address, and remedy bias, prohibited discrimination and protected-\nstatus harassment, including sexual and related misconduct, by administering this policy and \naccompanying procedures, which includes conducting investigations of formal complaints against \nstudents, faculty, and staff. \n \nTitle IX Coordinator: The Title IX Coordinator is authorized by the university to coordinate \ninstitutional efforts to comply with its Title IX responsibilities and to institute corrective measures on \nbehalf of the university. \n \nWeill Cornell Medicine Office of Institutional Equity: OIE is responsible for enforcing the university\u2019s \ncivil rights obligations to prevent, address, and remedy bias, prohibited discrimination and \nprotected-status harassment, including sexual and related misconduct, by administering this policy \nand accompanying procedures, which includes conducting investigations of formal complaints \nagainst students, faculty, and staff for Weill Cornell Medicine. \n \nWeill Cornell Medicine Title IX Coordinator: The Title IX Coordinator is authorized by the university \nto coordinate institutional efforts to comply with its Title IX responsibilities and to institute corrective \nmeasures on behalf of the university for Weill Cornell Medicine. \n \n5.2 Other Relevant University Offices and Officials (University Management): \n \nOffice of Student Conduct and Community Standards (\u201cOSCCS\u201d): OSCCS is responsible for \neducating Ithaca-based students (including Cornell Tech) students about behavioral expectations \nand for maintaining disciplinary records of all Policy 6.4 matters under the Procedures for \nResolution of Reports Against Students. \n \nDepartment of Athletics and Physical Education: The Department of Athletics and Physical \nEducation is responsible for receiving questions and concerns about, and reports of, discrimination \nin participation in intercollegiate athletics.  \n \nBias Assessment and Review Team (\u201cBART\u201d): BART is responsible for receiving and reviewing \nreports of bias. \n \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 7 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n6 \n \nCornell University Policy Office \npolicy.cornell.edu \nSenior Woman Administrator: The Senior Woman Administrator is responsible for receiving \ncomplaints, reports, and concerns regarding Participation in Intercollegiate Athletics Title IX Claims. \n \nTeacher-Learner Committee at WCM: The Teacher-Learner Committee is the body charged with \nmonitoring, reviewing, investigating, and aiding in the resolution of student mistreatment issues at \nthe Medical College. \n \n5.3 Individuals: Each Cornell University staff member, faculty, and student, is responsible for \nreading and abiding by this policy and the processes and procedures set forth in the Procedures for \nResolutions of Reports Against Students, Employees (Title IX Prohibited Conduct), and Employees \n(Non-Title IX Prohibited Conduct), any related procedures or programs, consulting OIETIX or OIE at \nWCM when questions arise, and completing required trainings. Supervisors, managers, and those \nwho are Designated Reporters have enhanced reporting responsibilities. See Section 4. \n \n6 Record Retention \n \nRecords associated with this policy shall be maintained by the Unit engaging in the activity. \nRecords shall be retained or disposed of in accordance with University Policy 4.7, Retention of \nUniversity Records.  \n \n7 Compliance \n \nThis policy furthers the university\u2019s commitment to creating a learning, living, and working \nenvironment free of bias, discrimination, harassment, and sexual and related misconduct, and to \nmeeting applicable legal requirements. Such applicable legal requirements include, but are not \nlimited to Title VII of the Civil Rights Act of 1964 (Title VII), Title IX of the Education Amendments of \n1972 (Title IX) including the 2020 amendments to the Title IX regulations (34 CFR Part 106), Title \nVI of the Civil Rights Act of 1964 (Title VI), Section 504 of the Rehabilitation Act (Section 504), the \nAmericans with Disability Act, the Violence Against Women Reauthorization Act of 2013 (VAWA), \nthe Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (the Clery \nAct), the New York State Education Law Article 129-B (NYS 129-B), the New York State Human \nRights Law, New York City Administrative Code \u00a7 8-101 et seq., and the Tompkins County Human \nRights Law. The requirement not to discriminate on the basis of sex in the education program or \nactivity that Cornell University operates is required by Title IX The requirement not to discriminate \non the basis of race, color, or national origin in the education program or activity that Cornell \nUniversity operates is required by Title VI The requirement not to discriminate on the basis of \ndisability in the education program or activity that Cornell operates is required by Section 504. \nInquiries about the application of Title IX to students may be referred to the university\u2019s Title IX \nCoordinator, the Assistant Secretary of the U.S. Department of Education, or both. Inquiries about \nthe application of Title VI and Section 504 to students may be referred to the OIETIX, the Assistant \nSecretary of the U.S. Department of Education, or both. \n \n8 Special Provisions Related to Students \n \n8.1 Drug and Alcohol Amnesty: The health and safety of every student at the university is of \nutmost importance. The university recognizes that students who have been drinking and/or using \ndrugs (whether such use is voluntary or involuntary) at the time that prohibited conduct under the \napplicable procedures occurs may be hesitant to report incidents due to fear of potential \nconsequences for their own conduct. The university strongly encourages students to report such \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 8 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n7 \n \nCornell University Policy Office \npolicy.cornell.edu \nprohibited conduct. A student bystander or complainant acting in good faith who discloses any \nincident of prohibited conduct under the applicable procedures to a Cornell official or to law \nenforcement shall not be subject to action under the university\u2019s Student Code of Conduct (or under \napplicable provisions of WCM\u2019s student handbooks) for violation of alcohol and/or drug use \noccurring at or near the time of the commission of the prohibited conduct. While no disciplinary \naction will be taken, Cornell reserves the right to take steps necessary to address health and safety \nconcerns for the individual and the community, as well as the right to report truthfully to licensing \nbodies. \n \n8.2 New York State Student Bill of Rights:  \nWith respect to sexual assault, dating violence, domestic violence and stalking as defined in the \napplicable Procedures, all students have the right to: \n1. Make a report to local law enforcement and/or state police; \n2. Have disclosures of domestic violence, dating violence, stalking, and sexual assault treated \nseriously; \n3. Make a decision about whether or not to disclose a crime or violation and participate in the \njudicial or conduct process and/or criminal justice process free from pressure by Cornell; \n4. Participate in a process that is fair, impartial, and provides adequate notice and a \nmeaningful opportunity to be heard; \n5. Be treated with dignity and to receive from Cornell courteous, fair, and respectful health care \nand counseling services, where available; \n6. Be free from any suggestion that a complainant is at fault when these crimes and violations \nare committed, or should have acted in a different manner to avoid such crimes or \nviolations; \n7. Describe the incident to as few Cornell representatives as practicable and not be required to \nunnecessarily repeat a description of the incident; \n8. Be protected from retaliation by Cornell, any student, the accused and/or the respondent, \nand/or their friends, family and acquaintances within the jurisdiction of Cornell; \n9. Access to at least one level of appeal of a determination; \n10. Be accompanied by an adviser of choice who may assist and advise a complainant, \naccused, or respondent throughout the judicial or conduct process including during all \nmeetings and hearings related to such process; and \n11. Exercise civil rights and practice of religion without interference by the investigative, criminal \njustice, or Cornell University process. \n9 Related Resources  \n \n9.1: Resources for Support: For individuals who have experienced or been accused of harm, \nplease see the complete list of resources for support.  \n \n \n \n \n \n \n \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 9 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n8 \n \nCornell University Policy Office \npolicy.cornell.edu \n9.2: Relevant University Policies and Information: \n \nUniversity Policy 4.7, Retention of University Records \nUniversity Policy 5.1, Responsible Use of Information Technology Resources \nUniversity Policy 6.2.10, Establishment of College-Level Academic Employee Grievance \nProcedures \nUniversity Policy 6.3, Consensual Relationships \nUniversity Policy 6.11.3, Employee Discipline (Excluding Academic and Bargaining-Unit Staff) \nUniversity Policy 6.13, Disability Accommodation Process for Faculty and Staff \nUniversity Policy 6.13.8, Religious Accommodation \nUniversity Policy 8.8, Children and Youth Safety \nEqual Opportunity and Affirmative Action  \nFaculty Grievance Policies \nStudent Code of Conduct \nCollective Bargaining Unit Contracts \nFaculty Handbook \nGraduate School Code of Legislation \nHuman Resources Policy 6.11.4, Staff Complaint and Grievance Procedure \nOffice of Institutional Equity and Title IX \nOpen Doors, Open Hearts, and Open Minds: Cornell\u2019s Statement on Diversity and Inclusiveness \nSexual Harassment and Assault Response and Education (SHARE) \nStudent Disability Services \nWeill Cornell Medicine Student Disability Services \nStudent Employment Policies of the Office of Financial Aid and Student Employment \nWeill Cornell Medicine Office of Institutional Equity \n \n10 Definitions \n \nTerm  \nDefinition  \nBias Activity  \nAction taken that one could reasonably and prudently conclude is \nmotivated, in whole or in part, by the alleged offender\u2019s bias against an \nactual or perceived aspect of diversity, including, but not limited to \nmembership in an Equal Education and Employment Opportunity (EEEO) \nprotected class (e.g., disability, race, sex, gender identity). \nComplainant  \nPerson who is the subject of a report or initiates a formal complaint of \nprohibited conduct under this policy. A complainant may be a single \nperson or several individuals. (Compare Respondent).  \nEducation Program or \nActivity \nLocations, events or circumstances over which the university exercised \nsubstantial control over both the respondent and the context in which the \nprohibited conduct occurs, and also includes any building owned or \ncontrolled by a student organization that is officially recognized by the \nuniversity.  \nEqual Education and \nEmployment \nIdentities protected under federal, state, and local equal education and \nemployment laws and regulations. These include race, ethnic or national \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 10 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n9 \n \nCornell University Policy Office \npolicy.cornell.edu \nOpportunity (EEEO) - \nProtected Status  \norigin, citizenship and immigration status, color, sex/gender, pregnancy or \npregnancy-related conditions, age, creed, religion, actual or perceived \ndisability (including persons associated with such a person), arrest and/or \nconviction record, military or veteran status, sexual orientation, gender \nexpression and/or identity, an individual\u2019s genetic information, domestic \nviolence victim status, familial status, marital status, and any other legally \nprotected status. These identities are interpreted consistent with the \ndefinitions set forth in the applicable federal, state, and local equal \neducation and employment laws and regulations.  \nFaculty   \nPerson who holds appointment to an academic title (as specified in the \nBylaws of Cornell University, Article XVII).  \nFormal Complaint  \nSigned, written document from a complainant alleging specific prohibited \nconduct by a respondent and initiating the applicable resolution \nprocedures under this policy, or a similar written document on behalf of \nthe university, signed by a university official.  \nInvestigation  \nSystematic inquiry into a formal complaint.  \nPreponderance of \nEvidence  \nStandard of proof required to make a finding of responsibility for prohibited \nconduct under this policy, defined as \u201cmore likely than not\u201d that the \nrespondent engaged in the alleged prohibited conduct.  \nProcedural Advisor  \nPerson chosen by a party to accompany the party to meetings related to \nmatters under this policy, to advise the party on the procedures, and, as \napplicable, to conduct cross-examination for the party at the hearing. \nComplainants\u2019 and Respondents\u2019 Codes Counselors are Cornell Law and \ngraduate students who serve as procedural advisors under this policy and \nwithin the campus disciplinary system for, respectively, student \ncomplainants and respondents.  \nProhibited Conduct  \nConduct that constitutes a violation of this policy, including discrimination, \nprotected status harassment, retaliation, and sexual misconduct. See the \nProcedures section for the different types of prohibited conduct \ncorresponding with the university\u2019s different constituencies and legal \nrequirements. \nReport \nAn account of an incident of prohibited conduct made to the university. \nIdeally, a report should include information about who was involved in an \nincident, what happened, and when and where it occurred.  \nRespondent  \nPerson against whom a report or formal complaint of prohibited conduct \nunder this policy is made. (Compare Complainant).  \nSanction  \nDisciplinary action imposed on an individual after a finding of \nresponsibility. Sanctions are set forth in the applicable procedures.  \nStaff  \nEmployee of Cornell University on any campus who does not meet the \ndefinition of faculty. A student who has an employment role who is acting \nin the scope of their employment will be considered a staff member under \nthis policy.  \nStudent  \nUndergraduate, graduate, medical, veterinary, or professional student \nupon their commencement of attendance, defined as the earliest of: the \nfirst day of the term for which they were admitted; their first day residing in \na university residence hall; the first day of a university-sponsored pre-\nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026\n\n--- Page 11 ---\nCornell University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related \nMisconduct \nLast updated: December 20, 2023 \n \n10 \n \nCornell University Policy Office \npolicy.cornell.edu \norientation trip, activity, or academic program in which they are \nparticipating; or the first day of a graduate assistantship in the first \nsemester/term for which they were admitted. Status as a student ends \nwhen the student withdraws or is withdrawn from the university, is \ndismissed (expelled) from the university, or graduates.  \n  \nAn individual participating in a non-credit-bearing program or attending \nclass(es) at the university on a non-credit basis, or an individual attending \nclass(es) at the university on a for-credit basis while still an elementary, \nmiddle, or high school student, or foreign equivalent, is not a student for \nthe purposes of this policy.  \nSupportive Measures  \nNon-disciplinary, non-punitive individualized services offered as \nappropriate, as reasonably available, and without fee or charge to the \ncomplainant or respondent before or after the filing of a formal complaint \nor where no formal complaint has been filed.  \n \n \n11 Responsible Office and Policy Administration \n \nPolicy Clarification and \nInterpretation \nContact \nPhone \nEmail/Web Address \nCornell University \nOffice of Institutional \nEquity and Title IX \n(607) 255-2242 \ntitleix@cornell.edu   \nequity@cornell.edu  \nWeill Cornell Medicine \nOffice of Institutional \nEquity \n(718) 619-5527 \nequity@med.cornell.edu \nUnit \nTitle \nHuman Resources  \nVice President and Chief Human Resources Officer \nOffice of the Provost \nProvost \nStudent & Campus Life \nVice President for Student & Campus Life \n \n \n12 Revision History \n \nDate \nSummary of Revisions  \nOriginally Issued: \nJuly 8, 1996 \nCurrent Version \nApproved: \nOctober 16, 2023 \nLast Updated:  \n \nDecember 20, 2023 \nRevision notes: \nUpdated the University Guardian Reporting Form link on page 3 in \nSection 4.7. \n \nCI2026-16155\nIndex #: EF2026-0292\nFILED: TOMPKINS COUNTY CLERK 07/17/2026 04:17 PM\nINDEX NO. EF2026-0292\nNYSCEF DOC. NO. 30\nRECEIVED NYSCEF: 07/17/2026","thumbnailUrl":"https://lucycraig.blog/media/499/thumb.webp","transcriptStatus":"not_applicable","transcriptText":"","url":"https://lucycraig.blog/media/499"}