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Guide for Mandatory Reporters

Title IX, Non-Discrimination, and Anti-Harassment

​​​​​​​​​​​​​​​​​​​​​​​​​​​​AUB is committed to providing a safe, respectful, and inclusive environment for YOU. As a member of the AUB community, you have the right to an educational en​​​​vironment free​​​​​​ of discrimination, including harassment. AUB policy specifically protects you against adverse actions based on your:​​​



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AUB prohibits discrimination, including discriminatory harassment based on any of the personal characteristics above. Other forms of harassment are also prohibited; if you think you have experienced discrimination or harassment, or that you have seen it happen to someone else, you have the right to report it and get help. These policies apply to all programs and activities of AUB and AUB Medical Center (AUBMC), on campus and off-campus, and online.

What are my rights?

  • You have the right to report discrimination and harassment to AUB and to seek help.
  • You have the right to submit an informal or formal complaint to AUB, and to file a complaint with local law enforcement if criminal conduct has occured.
  • You have the right to raise concerns and ask questions about AUB’s policies and processes.

AUB policy prohibits retaliation against a reporting party for filing a complaint of discrimination or discriminatory harassment, or against others involved in the investigation of the complaint.


Title IX of the U.S. Education Amendments of 1972 is a gender equity law that prohibits discrimination on the basis of sex in all U.S. federally-funded educational programs and activities. AUB participates in Title IX financial aid and other programs sponsored by the U.S. government, and thus must follow this law. Title IX guidelines provide high standards and best practices for universities to follow in responding to sex/gender discrimination including harassment.

Title IX states: No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity receiving Federal financial assistance.

AUB’s Title IX Coordinator is based in the Office of the President, which is responsible for the overall administration of the University’s Title IX programs and compliance efforts. The Title IX Coordinator is a resource for all members of the community — students, faculty, staff, patients, and visitors. The Title IX office receives informal and formal complaints, and works with colleagues across the University to raise awareness and educate the AUB community on rights, resources, and obligations related to sex and gender-based discrimination. Faculty and professional managerial-level staff are obligated to report actual or suspected sex-based discrimination or harassment (including sexual violence) to the Title IX Coordinator.

You also have the right to raise concerns to the US Department of Education’s Office for Civil Rights ( that oversees compliance with Title IX.

Office for Civil Rights, U.S. Department of Education: 32 Old Slip, 26th Floor, New York, NY 10005-2500. Telephone: +1 646-428-3900, Hotline: 1-800-421-3481. Email:


When: These policies apply to all programs and activities of AUB and AUB Medical Center (AUBMC), on campus and off-campus, and online.

Who: AUB policies and procedures that address discrimination, harassment, and other forms of misconduct and harassment apply to all persons enrolled at or employed by AUB and AUBMC — as both victims of sexual harassment and discrimination, and as perpetrators. The policies also protect patients and visitors to campus.


Seek assistance as soon as possible by contacting the Title IX Coordinator or one of the other resources on the Get Help page.

Title IX Coordinator
Trudi Hodges
Office of the President
College Hall, 5th Fl.
Office: 01-350000 ext. 2514
Mobile: 03-595525

Discrimination is adverse treatment or action taken to deny, deprive, or limit the educational or employment access, benefits, and/or opportunities of any member of the community. It is based on actual or perceived membership in one or more of the protected classes in the graphic on this page. AUB policy prohibits discrimination and discriminatory harassment, including sex/gender-based discrimination that is also prohibited by Title IX. Prohibited sex-based discrimination includes sexual harassment, non-consensual sexual contact, sexual exploitation, and sexual violence including rape.


AUB prohibits discriminatory harassment on the basis of “race, color, religion, age, national or ethnic identity, gender or gender identity, marital status, disability, genetic predisposition or carrier status, alienage or citizenship status, political affiliation, or any other characteristic protected by law" (AUB Non-Discrimination Policy).

Discrimination can be based on real or perceived membership in a protected category.

Age discrimination refers to treating someone less favorably because of age.
Carrier status means that a recessive trait or disease-causing gene is inherited, and can be passed on, but that the trait or disease symptom(s) are not manifest.
Citizenship status or alienage is the legal status as a citizen, non-citizen, citizen of more than one country, permanent resident, non-permanent resident, refugee, or undocumented person.
Disability refers to a physical or mental impairment that substantially limits a major life activity.
Ethnic identity is the fact or state of belonging to a social group that has a common national or cultural tradition.
Gender refers to the attitudes, feelings, and behaviors that a given culture associates with a person’s biological sex. Behavior that is compatible with cultural expectations is referred to as gender normative; behavior that is viewed as incompatible with these expectations constitute gender nonconformity.
Gender identity refers to “one’s sense of oneself as male, female, or transgender” (APA, 2006). When one’s gender identity and biological sex are not congruent, the individual may identify as transsexual or as another transgender category (cf. Gainor, 2000).
Genetic predisposition means an increased likelihood of developing a disease based on genetic makeup.
Marital status is the status of being married, single, widowed, divorced, or separated.
Political affiliation includes membership in a political party or advocacy group, and participation in political activities such as campaigning for a candidate or in fundraising.
Race/Color - Race is a social construct based on physical characteristics such as hair texture, skin color, or certain facial features. Color is skin color complexion.
Religion refers to faith, beliefs, and observances, and includes membership in traditional, organized religions as well as sincerely held religious, ethical, or moral beliefs.
National identity is the fact or feeling of belonging to a state or nation, or solidarity with that group. It may or may not be the same as one’s citizenship status.
Sex refers to a person’s biological status, typically assigned at birth, and is categorized as male, female, or intersex. Gender identity may differ from a person’s sex assigned at birth.

Sexual misconduct is a broad term that encompasses different categories of sex/gender discrimination that may be policy violations. These include sexual harassment, non-consensual sexual intercourse, non-consensual sexual contact, sexual exploitation, and sexual violence including rape.


Sexual harassment is a specific form of discrimination prohibited by AUB policy and by Title IX. It includes unwelcome conduct that is sexual, sex-based, and/or gender-based in nature. It can be verbal, written, online, graphic, and/or physical. It may be quid pro quo harassment or unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature by a person with power over another. It could be hostile environment harassment, which occurs when the conduct is severe or persistent, and objectively offensive, such that it interferes with, denies, or limits someone’s ability to participate in or benefit from educational programs/activities or from employment access, benefits, or opportunities.

Some examples of possible sexual harassment include:

  • A professor suggests that a higher grade will be given to a student if the student "is nice to him/her" implying submission to sexual advances.
  • A manager agrees to reconsider the performance review of an employee “over drinks."
  • A student repeatedly sends sexually oriented jokes on an email list he created even when asked to stop, causing one recipient to avoid him on campus and in the residence hall in which they both live.
  • A student or professor repeatedly makes unwelcome comments about a student’s body in person, during class, online, or otherwise.
  • A professor engages students in a class discussion about their past sexual experiences, though it is not relevant to the subject, and demands explicit details although students are clearly uncomfortable and hesitant.
  • An ex-girlfriend spreads false stories about her sex life with her former boyfriend, causing him to become a social outcast on campus.
  • Two supervisors frequently "rate" several employees’ bodies and sex appeal, commenting openly and suggestively about their clothing and appearance.
  • Someone texts unwanted graphic sexual pictures of themselves, or solicits intimate photos from others.
  • An attending physician subjects a medical resident to unwelcome daily hugs, kisses on the cheek, and comments about her “sexy style."
  • Students in a residence hall repeatedly draw sexually explicit graffiti on the door of another student’s room.

Non-consensual sexual intercourse is any sexual intercourse, however slight, with any object by a person upon another person that is without consent and/or by force. It includes sexual assault such as rape. Violent and/or non-consensual sexual acts may also be crimes under Lebanese law.
Non-consensual sexual contact is any intentional sexual touching, however slight, with any object, by a person upon another person, which is without consent and/or by force. This includes:

  • Intentional contact with the breasts, groin or genitals, or mouth;
  • Intentional touching another person with any of these body parts, or making another person touch you or themselves with or on any of these body parts; and
  • Any other bodily contact in a sexual manner.

Consent is knowing, voluntary, and clear permission by word or action to engage in mutually-agreed upon sexual activity. Since individuals may experience the same interaction in different ways, it is the responsibility of each party to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be a clear expression in words or actions that the other individual consented to that specific sexual conduct. Consent can be withdrawn once given, as long as the withdrawal is clearly communicated.

  • Consent to some sexual contact (such as kissing or fondling) cannot be presumed to be consent for other sexual activity (such as intercourse). A current or previous dating relationship is not sufficient to constitute consent.
  • An individual who is incapacitated by alcohol, other drugs, or sleep cannot give valid consent. Incapacitation is when someone lacks the ability to make rational, reasonable judgments as a result of alcohol or other drug consumption, or sleep. In order to consent effectively to sexual activity, you must be able to understand the “Who, What, When, Where, Why, and How” with respect to that sexual activity.

Asking for consent may look like this:

  • You ask the person you are dating if you can kiss them – before you do – and they say yes.
  • You and your boyfriend/girlfriend/partner talked about trying a specific sexual act and you both decided you are ready. A week later, you ask again, and your partner says no. This is no longer consent.

THIS: Silence or the absence of resistance alone is not consent. There is no requirement on a party to resist the sexual advance or request, but resistance is a clear demonstration of non-consent. Not resisting does not mean a person consents. Sexual activity that is forced is non-consensual, but non-consensual sexual activity is not necessarily forced.


Sexual exploitation includes taking non-consensual or abusive sexual advantage of another person. It may occur online and/or involve the use of social media. Examples of possible sexual exploitation include:

  • Sexual voyeurism (watching someone involved in sexual activity or in a state of undress without the consent of the person observed;
  • Photographing or recording (audio or video) another in a sexual or private activity without consent;
  • Distributing sexual photographs/recordings without the person’s consent;
  • Attempted sexual contact with a person without consent, after providing alcohol or drugs (such as “date rape drugs”); or
  • Sexually-based stalking and/or bullying.

Other inappropriate conduct that may be in violation of policy includes:

  • Hazing is defined as acts likely to cause physical or psychological harm or social ostracism to any person within the University community, when related to the admission, initiation, pledging, or joining of a group.
  • Bullying is defined as repeated and/or severe aggressive behavior that is likely to intimidate or intentionally hurt, control, or diminish another person, physically or mentally.
  • Intimate Partner Violence is defined as violence or abuse between those in an intimate relationship to each other. It may be physical or psychological, such as:
    • A boyfriend shoves his girlfriend into a wall after seeing her talking to a male friend.
    • An ex-girlfriend shames her female partner, threatening to out her as a lesbian if she doesn’t give the ex another chance.
    • A graduate student refuses to wear a condom and coerces his girlfriend into taking hormonal birth control, even though it makes her ill, in order to prevent pregnancy.
  • Stalking is defined as conduct directed at a specific person that is unwelcome AND would cause a reasonable person to feel fear. It may be repetitive and menacing, and include pursuing, following, harassing, and/or interfering with the peace and/or safety of this person. Examples include:
    • A student repeatedly shows up uninvited at another student's on-campus residence, waits outside of his/her classes, and contacts them by cellphone and on social media asking to go out.
    • A graduate student working as an on-campus tutor receives flowers and gifts delivered to their office. After learning the gifts are from a student they recently tutored, the graduate student thanks the student stating that it was not necessary and they would appreciate if the gift deliveries stop. The student then started leaving love notes on the graduate assistant's car, both on-campus and at home, and by email.

AUB’s policies that address discrimination, harassment, and other forms of misconduct and harassment apply to online conduct by students, faculty, and staff, using social media (Facebook, Twitter, Instagram, Periscope, etc.) or other electronic means (such as a cellphone)— even if the messages, etc. were not sent while on campus. Examples of prohibited conduct include:

  • Posting on Facebook about a graduate teaching assistant’s failure to conform to stereotypical notions of femininity or masculinity in order to “out” them as gay, lesbian, transgender, or queer.
  • Sending repeated private messages on Twitter to a student, taunting or threatening them because of their political affiliation.
  • Repeatedly calling and/or texting another student asking them to go out despite being told he/she isn’t interested.
  • Distributing a Photoshopped image of a student’s face on a sexually graphic torso to all members of a student club.

AUB policy prohibits retaliation against a reporting party for filing a complaint of discrimination or discriminatory harassment, or against others involved in the investigation of the complaint.

Retaliation is defined as any adverse action taken against a person for filing a complaint of discrimination/harassment or for otherwise participating in a complaint process. It is a serious violation of University policy and will be treated as another incident of alleged harassment or discrimination.

Retaliation could be against an individual for alleging harassment, against a friend or colleague for supporting the reporting party, or against someone who is a witness.
Acts of alleged retaliation should be reported immediately to the Title IX Coordinator and will be promptly investigated.

Examples of Retaliation:
  • A student-athlete files an allegation against a coach for sexual harassment. The coach then cuts the student-athlete’s playing time in half without a legitimate justification.
  • A faculty member complains of a hostile working climate for women in her Department. The Chair then revokes his prior approval for her to attend a national conference, citing the faculty member’s tendency to “ruffle feathers.”
  • A student participates in a sexual misconduct panel investigation against the responding individual – both are members of the same club. The first student is subsequently ostracized by other members of the club because he participated in the investigation.

When an incident is reported, AUB will take timely and appropriate steps to respond, and will offer interim remedies as warranted. The Title IX Coordinator can provide detailed information about informal and formal reporting options, policies and processes, and referrals to support services. Information reported will be controlled with the utmost sensitivity, and AUB will always be guided by the goals of empowering the victim and allowing the victim to retain as much control over the process as possible. However, no employee — other than counselors, health care providers, or others officially designated as “confidential resources” — can or should promise confidentiality.

  • On-campus “confidential resources” are counselors in the Counseling Center of the Office of Student Affairs and healthcare providers in the University Health Services (UHS) at AUB Medical Center (AUBMC).
  • If a reporting party does not wish for their name to be shared, does not wish for an investigation to take place, or does not want formal resolution to be pursued, the reporting party may make this request to the Title IX Coordinator.
  • In cases indicating pattern, predation, threat, weapons and/or violence, the University will likely be unable to honor a request for confidentiality.
  • In cases where circumstances allow confidentiality to be honored, the University will offer appropriate interim supports and remedies to the reporting party and to the community, but will otherwise not pursue formal action.

AUB has designated all faculty, professional managerial-level staff, supervisors, and Protection Officers as mandatory reporters obligated to report actual or suspected sex-based discrimination or harassment (including sexual violence) to the Title IX Coordinator, unless they are a “confidential” resource. On campus, “confidential resources” are counselors in the Counseling Center of the Office of Student Affairs and healthcare providers in the University Health Services (UHS) at AUB Medical Center (AUBMC). Faculty members are generally not required to report incidents communicated in climate surveys, classroom writing assignments or discussions, human subjects research, or focus groups, unless the reporting party clearly indicates they wish a report to be made. Even if a formal process is not initiated, remedial steps may be taken, as the result of such disclosures.

For more information, please see our guide for mandatory reporters.



Equity/​Title IX Coordinator
Trudi Hodges, Office of the President
College Hall, Room 425
01-350000 ext. 2514 | 03-595525 (cell)

Contact  a Title IX Deputy:​

Campus Security (24/7)
(Office of Protection)
Captain Saadallah Shalak, Main Gate Building
Direct line: 01-353080
Or: 01-350000 ext. 2400
Mobile: 03-334307

Local Law Enforcement (Lebanon)
Internal Security Forces (Police) 112
Fire 175 | Red Cross 140
The Office of Protection will assist if you need to contact local law enforcement.

On-Campus Emergency
Security: 2400 (from any campus phone)
Medical: 7777 (from any campus phone)
Fire: 5555 (from any campus phone)


File a online, confidential and anonymous report of discrimination or harassment.

Reports can also be submitted anonymously to AUB’s Internal Auditor at  


Counseling Center (Students)
Dr. Antoine Khabbaz, Director
Office of Student Affairs, West Hall, Room 210 C
01-350000 ext. 3178 or 3196

University Health Services (UHS) (Students, faculty, and staff)
AUB Medical Center 
Main Number:   01-350000 ext. 6360
Psychiatry Department: 01-350000 ext. 5650
Emergency Department:  01-350000 ext. 6600

Accessible Education Officer (Students)
Melissa Norton
Office of Student Affairs, West Hall, Room 314
01-350000 ext. 3246


Office for Civil Rights
U.S. Department of Education
32 Old Slip, 26th Floor
New York, NY 10005-2500
Telephone: +1 646-428-3900
Hotline: 1-800-421-3481

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