Student Alcohol, Drug and Sex Offense Policies

For a complete list of Seminary student policies and guidelines, please refer to the student handbook (.pdf).

Alcohol Policy

Students

The Denver Seminary Drug-Free Prevention policy prohibits the unlawful possession, use, or distribution of illicit drugs, and alcohol by employees and students in the workplace or on-campus. Public Law and financial aid regulations require that all Seminary faculty, employees and students have available the policy on providing a drug-free prevention program. The written policy is on file and available in the Human Resources Department.

Employees

The Drug-Free Workplace Policy in effect at Denver Seminary notifies all employees, faculty, and students that pursuant to the Federal Drug-Free Workplace Act of 1988 (Public Law 101-690) and the Denver Seminary prohibits the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance and alcohol in the workplace, or on school property.

For the purpose of this statement, the site for performance of work done in connection with grants, and thus the drug-free workplace, consists of all locations where Denver Seminary does business.  This includes, but is not limited to all lecture classrooms, computer labs, parking lots, all administrative offices, corridors, storage rooms, and any space to be added in the future.

Drug Policy

The Denver Seminary Drug-Free Prevention policy prohibits the unlawful possession, use, or distribution of illicit drugs and alcohol by employees and students. Public Law and financial aid regulations require that all Seminary faculty, employees and students have available the policy on providing a drug-free prevention program. The written policy is on file and available in the Human Resources department offices.

Drug Abuse & Addiction Information and Treatment Centers

Resources are available to students, faculty and staff and can be accessed through Human Resources or Student Life and Enrollment Management.

Alcohol Abuse Information and Treatment

Resources are available to students, faculty and staff and can be accessed through Human Resources or Student Life and Enrollment Management.

Drug Conviction Notification and Imposed Sanctions
  • Any employee, faculty, or student must notify the Denver Seminary of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such a conviction. 
  • Denver Seminary will then notify the government contracting office of the reported violation within 10 days after receiving notice from the employee, faculty, or student.
  • Within 30 days after receiving notice of an employee, faculty, or student conviction, Denver Seminary will impose corrective measures on the employee, faculty, or student convicted of drug abuse violations in the workplace by:
  1.     Taking appropriate action against the employee, faculty, or student up to and including expulsion or termination of employment and referral for prosecution and/or

    2.     Require such employee, faculty, or student to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purpose by a federal, state of local health, law enforcement, or other appropriate agency. 

Sex Offense Policy

General Philosophy

Denver Seminary (the Seminary) is committed to providing and maintaining a learning and working environment for all students, staff and faculty members characterized by the Biblical concept of koinonia. Koinonia refers to the quality or character of one’s association, communion, or fellowship with others in which truth and wisdom are valued. Equally important is a sense of Christian civility. Treating one another with mutual respect and care lies at the heart of being a part of a Christian community. Enhancing shared responsibility and mutual trust, and improving internal communications, are key to promoting justice and peace in the service of God’s beloved community, and in finding solutions to issues that may arise in seminary and Christian life.

The values and principles of koinonia are undermined by the existence of sexual harassment or other forms of unlawful sexual discrimination, and thus the Seminary is committed to eliminating such harassment and discrimination in the seminary life of our students. Sexual harassment is a form of discrimination that is particularly incompatible with the basic goals and values of the Seminary and has the effect of destroying the atmosphere of mutual respect and dignity which the Seminary believes is central to preparation of students for ministry. The Seminary is committed to taking action to prevent and eliminate all such behavior, and will hold individuals, whether they are students, faculty, employees, or other officials of the Seminary, who engage in sexual harassment responsible and subject to disciplinary or other corrective action by the Seminary. The Seminary also does not condone such behavior involving any third parties, including visitors and employees of contractors.

Scope of Policies and Procedures

These policies and procedures apply to students of the Seminary who feel they have experienced, in violation of the law or Seminary policy, sexual harassment or other unlawful discrimination on account of gender.

Sexual harassment includes direct and indirect sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, when:

  • Submission to such conduct is either explicitly or implicitly made a term or condition of an individual’s advancement or academic success; or
  • Submission to or rejection of such conduct is used or threatened to be used as a basis for academic decisions affecting the individual involved; or
  • The conduct has the purpose or the effect of creating a hostile, intimidating or offensive educational environment, or interferes with an individual’s academic performance or residential environment.

Examples: Examples of behavior which may constitute sexual harassment include, but are
not limited to, the following:

  • unwelcome verbal or physical sexual advances;
  • requests or subtle pressure for sexual favors, overt or implied;
  • remarks, jokes, comments or observations of a sexual nature which demean or offend individuals on the basis of their sex;
  • gestures or other nonverbal behavior of a sexual nature;
  • physical contact with another person that is unreasonable or inappropriate in the circumstances; or
  • abusive or threatening behavior directed at a person on the basis of sex

Whether specific behavior constitutes sexual harassment is ordinarily a function of the context and circumstances. Students who have questions about whether specific behavior constitutes sexual harassment, or other unlawful sex discrimination, may consult with the Dean of Students or his/her designee.

Although sexual harassment generally takes place in situations where there is a power differential between the persons involved, as between faculty and student or supervisor and employee, it is recognized that sexual harassment may also occur between persons of similar status. These situations are equally unacceptable and will not be tolerated.

It is also recognized that, between parties of unequal status, sexual harassment can occur within the context of a seemingly consensual relationship. The unequal status of the parties in such relationships draws into question whether the relationship is mutually consensual.

Definitions

“Day” refers to a calendar day; the calculation of days in complaint processing will exclude Saturdays, Sundays and holidays.

“Student” refers to a currently enrolled student, or a student on leave or inactive status, or an individual who has submitted an application for enrollment to the Seminary.

“Respondent” is a person identified in a complaint as having committed or engaged in sexual harassment, or unlawful sexual discrimination or retaliation, in violation of these policies and procedures or the law.

General Considerations

A student wishing to submit a complaint under this policy may be assisted by another person, selected by the student, who is a part of the Denver Seminary community, such as a faculty member or another student.

A respondent may be assisted in responding to the complaint by another person, selected by the respondent, who is a part of the Denver Seminary community, such as a faculty member or another student.

Every effort will be made to respect the confidentiality of all parties involved in the grievance process, although confidentiality cannot be guaranteed, and in some circumstances it may be necessary to disclose information concerning the allegations and the identity of such parties such as where this is necessary for investigation, attempting to resolve the matter, developing remedial or corrective action, or preventing future harassment or discrimination.

These policies and procedures can be modified by the Seminary at any time. They are not intended to be construed or interpreted as an express or implied contract, or a legally enforceable promise.

Complaint Procedure

Persons having questions about this complaint procedure should refer them to the Dean ofStudents or his/her designee.

Any student who feels that he or she has experienced or witnessed sexual harassment or unlawful sex discrimination may submit a complaint under these procedures.

Informal Resolution

A student may optionally seek informal resolution of a concern regarding sexual harassmentor sex discrimination. The student may speak directly with the person who has engaged in the offending behavior and seek resolution. In addition, the student may consult with the Dean of Students and request his/her assistance in communicating with an individual believed to have engaged in sexual harassment or other sex discrimination. A student should only engage in such informal efforts if he/she feels safe and comfortable in doing so. If these informal approaches are not successful in the opinion of the student, the student can pursue a formal complaint. There is no requirement that a student first engage in informal attempts to resolve a complaint or concern before proceeding to a formal complaint.

Formal Complaint

A student who wishes to submit a formal complaint alleging a violation of this policy must submit the complaint to the Dean of Students or his/her designee no later than 35 calendar days after the decision, action or behavior that gave rise to the complaint. If the Dean of Students or his/her designee is the respondent, or if the student otherwise feels uncomfortable making the complaint to the Dean of Students/designee, the student may submit the complaint to the Vice President of Student Life and Enrollment Management or his/her designee, who will coordinate any review or investigation and preparation of the decision on the complaint.

The complaint must be in writing and include the following information:

  • The student’s name, postal address, telephone number, and email address;
  • A complete description of the offending decision, action or behavior and all the student’s reasons for thinking that this constitutes sexual harassment or unlawful sex discrimination;
  • All relevant documentation supporting the student’s description and, in cases of harassment especially, names and contact information of all witnesses, if any, to the offending behavior;
  • Description of the requested remedy;
  • A description of any informal attempts at resolution and the results (there is no requirement that informal resolution be attempted, but it is often helpful to those reviewing the complaint to know about informal efforts, if they were attempted).

Upon receiving the complaint, the Dean of Students or his/her designee will review the complaint to determine whether it has been timely filed with complete information. The Dean of Students/designee will also consider whether an answer can be provided after initial review or whether additional information should be gathered by investigation. The Dean of Students may provide a response after initial review, in writing. If the Dean of Students/designee decides that an investigation is warranted, the Dean of Students/designee will determine the scope of the investigation, and may request further information from others, including the student, respondent(s), persons identified by the student and the respondent(s), if any, and other persons the Dean of Students/designee believes may have relevant information.

The Dean of Students/designee may appoint a committee to assist in evaluating complaints. This may be a standing committee, appointed for a specific period, such as an academic year, or it may be a committee appointed to evaluate a specific complaint or complaints.

The Dean of Students/designee will provide a written response to the complaint, which ordinarily will be delivered to the student within 30 calendar days after the filing of the complaint, although this period may be extended for a reasonable time by the Dean of Students/designee or by mutual consent of the student making the complaint and the Dean of Students/designee following request by the student. If the student feels there is a need for expedited review of the complaint, the student should make a request for expedited review explaining all reasons in writing at the time the complaint is filed.

No later than 10 calendar days following the Dean’s decision, the student may file an appeal, in writing, with the Vice President of Student Life and Enrollment Management or his/her designee. If the Vice President of Student Life and Enrollment Management or his/her designee is a respondent, or coordinated the review at the first level, the appeal should be submitted to the Provost/Dean.

The appeal must be limited to the matters raised in the initial complaint. New issues and concerns cannot be raised on appeal. The appeal should specifically point out the errors in the Dean of Students/designee’s decision, and all supporting reasons and evidence. A written decision concerning the appeal will be issued within 21 calendar days after the filing of the appeal. This period may be extended for a reasonable time in the discretion of the Vice President of Student Life and Enrollment/designee. The decision of the Vice President of Student Life and Enrollment/designee on the appeal is final.

The Seminary prohibits retaliation against those who submit complaints in good faith, even though the complaint may be mistaken or inaccurate. The Seminary also prohibits retaliation against persons for having cooperated in the Seminary’s review or investigation of the complaint. Persons who feel they have suffered retaliation in violation of this policy are encouraged to report such retaliation immediately to the Dean of Students/designee, and/or may make a complaint under this procedure.

If a complaint is found to be supported, either at the first level of review or on appeal, the Seminary will determine the action to be taken, which may include remedial action directed to the complaining student, and disciplinary or other action directed to any respondent or other person found to have violated this policy or any other policy or standard of the Seminary. The Seminary will communicate with the student making the complaint concerning the steps taken.

Rape and Sexual Abuse Support

Resources are available to students, faculty and staff and can be accessed through Human Resources or Student Life and Enrollment Management.

Registered Sex Offenders

Information provided by the State of Colorado concerning registered sex offenders can be obtained at: http://sor.state.co.us/

Notice Concerning Title IX

Denver Seminary does not discriminate on the basis of sex in admission to its educational programs and activities in violation of Title IX or its implementing regulations as they are applicable to its programs and decisions.

Denver Seminary has appointed a Title IX Coordinator, who is responsible for overseeing its efforts in complying with Title IX. Denver Seminary’s Title IX Coordinator is:

Robert Jones
VP of Student Life and Enrollment Management
Denver Seminary
6399 South Santa Fe Drive
Littleton, CO 80128
(303) 762-6982
Email:

Inquiries regarding the application of Title IX can be referred to the Title IX Coordinator. In addition, the Seminary provides complaint procedures for students and employees who feel they have been subjected to sexual harassment or other unlawful sex discrimination.

Any student who feels the Seminary has violated Title IX or its implementing regulations may optionally make a complaint to the Office of Civil Rights of the U.S. Department of Education.