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Procedure for Addressing Academic Complaints
Students with concerns about course requirements, class procedures, teaching styles or grades should whenever possible first approach the instructor for clarification/resolution. Concerns about final grades must be expressed by the end of the next regular semester. If, after contacting the instructor you still have concerns, you should address them to the appropriate program coordinator and/or department chair who will work with you and the instructor to resolve the matter. If the department is unable to remedy the situation, you should address your concerns to the division dean.
Individual departments may establish their own internal procedures for handling student concerns. If the division is unable to remedy the situation, you may then appeal in writing to the Office of Academic Affairs and Enrollment Management . Anonymous calls or unsigned letters will not be acknowledged. Only concerns expressed by the individual student involved will be dealt with.
Employees of the college may not legally discuss matters pertaining to non-minor students with parents, spouses, friends or classmates without a signed release from the student.
External Resolution Options
The Missouri Department of Higher Education serves as a clearinghouse for post-secondary student complaints. The MDHE complaint policy may be found at Policy On Complaint Resolution. This Web page contains information about the complaint process and includes instructions for how to file a formal complaint. Note that the policy provides that a student who wishes to file a complaint with the department must first exhaust all formal and informal avenues provided by the institution to resolve disputes.
Additionally, students may also contact:
Higher Learning Commission of the
North Central Association of Colleges and Schools
230 South LaSalle Street, Suite 7-500
Chicago, IL 60604-1411
800-621-7440; Fax: 312-263-7462
Non-Discrimination and Equal Opportunity
The College is committed to non-discrimination and equal opportunity regarding the treatment of students, faculty and staff. The College adheres to a strict non-discrimination policy in student admission, educational programs, activities, and employment regardless of race, color, sex, sexual orientation, religion, creed, national origin, ancestry, age, veteran status, disability, or genetic information. The College is an Equal Opportunity Employer.
The College maintains a complaint procedure for the purpose of investigating and providing prompt and equitable remedy.
Prohibition of Discrimination, Harassment, Sexual Harassment and Sexual Violence
All forms of discrimination and harassment degrade the quality of work and diminish the academic mission and will not be tolerated. Sexual harassment, because of its nature, has received special attention within Title IX of the Education Amendments of 1972 (Title IX) and Title VII of the Civil Rights Act. Further, because of the unique relationship between student and faculty member or supervisor and subordinate and the inequities in power, sexual harassment is especially troublesome in the academic environment. Sexual harassment not only violates the law and college policy, but also can damage personal and professional relationships, cause career or economic disadvantage and expose the college to legal liabilities and other financial consequences.
Sexual and other forms of harassment can be prevented through instilling knowledge and awareness. This policy is intended to increase awareness and provide practical information regarding sexual harassment by making available information, resources and the availability of guidance on the subject.
Even consensual sexual or romantic relationships may be perceived as or become occasions of sexual harassment. For more information, individuals should refer to Policy 434.1/534.1, Romantic or Sexual Relationships.
Sexual harassment is unwelcome conduct of sexual nature. Sexual harassment includes any unwelcome sexual advances, requests for sexual favors or other unwelcome written, electronic, verbal, or physical conduct of a sexual nature when:
- Submission to such conduct is made, explicitly or implicitly, a term or condition of an individual’s education, employment or participation in college activity;
- Submission to, or rejection of, such conduct by an individual is used as the basis for decisions affecting that individual’s academic standing, employment status or participation in a college program or activity;
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s academic or work performance or creating an intimidating, hostile or offensive environment for that individual’s employment, education or participation in a college program or activity. (This third situation is commonly known as hostile environment sexual harassment.)
Sexual harassment may occur between members of the same or opposite sex; sexual harassment may occur between persons of the same or different college status (faculty, staff, student, visitor, vendor, other). Groups may also be found to engage in sexual harassment.
Harassment based on a person’s sex is not limited to instances involving sexual behavior. Behavior that is based on sexual advances or overtones, as well as sex or gender harassment because of a person’s sex (for example, being denied equal treatment because a person is a female or male, or being treated differently because of gender stereotypes) may be considered sexual harassment.
Sexual harassment may include unwelcome sexually-oriented kidding or teasing, sexual innuendos, sexually-oriented jokes, jokes about gender-specific traits or which are gender-based or the display of obscene material.
Someone who is not the direct and immediate target of sexual harassment may still be a victim of sexual harassment. Harassing behavior toward others may be so offensive, demeaning or disruptive as to constitute a hostile work or academic environment, though not specifically directed at the observer or individual lodging a complaint.
Sexual assault is actual or attempted physical sexual contact with another person without that person’s consent. Sexual assault includes, but is not limited to:
- Intentional touching of another person’s intimate parts without that person’s consent;
- Other intentional sexual contact with another person without that person’s consent;
- Coercing, forcing, or attempting to coerce or force a person to touch another person’s intimate parts without that person’s consent;
- Penetration, no matter how slight, of (1) the vagina or anus of a person by any body part of another person or by an object, or (2) the mouth of a person by a sex organ of another person, without that person’s consent;
- Non-forcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law; or
- Non-forcible sexual intercourse with a person who is under the statutory age of consent.
In order for individuals to engage in sexual activity of any type with each other, there must be clear, knowing and voluntary consent prior to and during sexual activity. Consent can be given by word or action, but non-verbal consent is not as clear. Consent to some form of sexual activity cannot be automatically taken as consent to any other form of sexual activity. Consent must be freely given.
In order to give effective consent one must be of legal age and capable of making such decision. Assent does not constitute consent if:
- It is given by a person who lacks the mental capacity to authorize the conduct charged to constitute the offense and such mental incapacity is manifest or known to the actor; or
- It is given by a person who by reason of youth, mental disease or defect, incapacitation, a drug-induced state, or any other reason is manifestly unable or known by the actor to be unable to make a reasonable judgment as to the nature or harmfulness of the conduct charged to constitute the offense; or
- It is induced by force, duress, or deception.
Domestic violence is a felony or misdemeanor crime of violence committed:
- By a current or former spouse or intimate partner of the victim;
- By a person with whom the victim shares a child in common;
- By a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner;
- By a person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred; or
- By any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred.
Dating violence is violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. The existence of such a relationship shall be based on the reporting party’s statement and with consideration of the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship. Dating violence includes, but is not limited to, sexual or physical abuse or the threat of such abuse. Dating violence does not include acts covered under the definition of domestic violence.
Stalking is engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for her or his safety or the safety of others, or suffer substantial emotional distress.
For purposes of this definition:
- “Course of conduct” means two or more acts, including, but not limited to, acts which the stalker directly, indirectly, or through third parties, by any action, method, device, or means follows, monitors, observes, surveils, threatens, or communicates to or about, a person, or interferes with a person’s property;
- “Substantial emotional distress” means significant mental suffering or anguish that may, but does not necessarily, require medical or other professional treatment or counseling; and
- “Reasonable person” means a reasonable person under similar circumstances and with similar identities to the victim.
Sexual exploitation occurs when one person takes non-consensual or abusive sexual advantage of another for his/her own advantage or benefit, or to benefit or advantage anyone other than the one being exploited, and that behavior does not otherwise constitute one of the other sexual violence offenses. Examples of sexual exploitation include, but are not limited to:
- invasion of sexual privacy;
- prostituting another person;
- non-consensual digital, video, or audio recording of nudity or sexual activity;
- unauthorized sharing or distribution of digital, video, or audio recording of nudity or sexual activity;
- engaging in voyeurism;
- going beyond the boundaries of consent (such as allowing someone to hide in a closet to watch you having consensual sex);
- non-consensual removal of a condom during sex;
- knowingly exposing someone to or transmitting an STI, STD, or HIV to another person;
- intentionally or recklessly exposing one’s genitals in non-consensual circumstances;
- inducing another to expose their genitals;
- sexually based stalking and/or bullying.
For purposes of this policy, sexual violence collectively refers to the terms “sexual assault,” “domestic violence,” “dating violence,” “stalking,” and “sexual exploitation” as defined in this policy.
Students may report discrimination, harassment, sexual harassment, and sexual violence to Vice President of marketing and Student Life Heather McDorman, 636-922-8277 HMcDorman@stchas.edu, Room SSB 2108; or the deputy Title IX coordinator/Executive Dean of Student Life, 636-922-8238, Room ADM 1123.
Employees may report discrimination, harassment, sexual harassment, and sexual violence to the Title IX coordinator or the Deputy Title IX coordinator/Chief DIversity + Complience Officer Martha Kampen, 636-922-8654, MKampen@stchas.edu, Room Admin 1242; or the Vice President for Human Resources; Donna Davis, 636-922-8300,DDavis@stchas.edu, Room Admin 1242
Reports of discrimination or harassment may also be made to any administrative officer of the college listed below:
Vice President for Academic & Affairs and Enrollment Management: 636-922-8356
Vice President for Administrative Services: 636-922-8359
Vice President for Marketing and Student Life: 636-922-8277
Chief Information Officer: 636-922-8607
The Title IX coordinator and deputy Title IX coordinators will accept anonymous reports of discrimination, harassment, sexual harassment, and sexual violence and will take all reasonable steps to investigate and respond to such reports. However, the college’s ability to respond to anonymous reports may be limited.
Individuals may also report sexual violence to the Department of Public Safety (DPS) at 636-922-8545, CS 103. A report to DPS will be considered a report to law enforcement. Though DPS can assist victims of sexual violence in accessing services and/or contacting the Title IX coordinator or deputy Title IX coordinators, DPS may also proceed with pursuing a criminal investigation and/or criminal charges with or without the victim’s consent.
The college will respond in a prompt and equitable manner to allegations of discrimination, harassment, sexual harassment, and sexual violence and will respond appropriately to those who violate this policy, up to and including dismissal from employment or expulsion from the college, as applicable.
Though the college encourages all individuals to bring reports of discrimination, harassment, sexual harassment and sexual violence to the attention of the Title IX coordinator and/or deputy Title IX coordinators, credit-seeking students who wish to maintain confidentiality may contact the Student Support Case Manager, 636-922-8571, which is provided by the college free of charge for credit-seeking students, at 636-922-8571. Unlike reports of discrimination, harassment, sexual harassment or sexual violence made to other college officials (which must be reported to the Title IX coordinator or deputy Title IX coordinators), credit-seeking students can speak with the Student Support Case Manager, 636-922-8571 confidentially and absent the student’s consent, such reports or conversations will not be reported to the Title IX coordinator or deputy Title IX coordinators for further investigation pursuant to this policy. The Student Support Case Manager, 636-922-8571 can, however, assist the credit-seeking student in contacting the Title IX coordinator or the deputy Title IX coordinators to report discrimination, harassment, sexual harassment or sexual violence, at the student’s request.
Employees may contact the Employee Assistance Program at 800-356-0856 for confidential assistance.
Any individual who wishes to maintain confidentiality may speak with off-campus rape or domestic violence crisis counselors and off-campus members of the clergy and chaplains.
While the Title IX coordinators the Executive Dean of Student Life, and the Vice President for Human Resources and Marketing and Student Life are formally responsible for enforcing compliance with discrimination, harassment, sexual harassment, and sexual violence policies, ensuring that the campus is free of discrimination, harassment, sexual harassment, and sexual violence is a shared responsibility of all members of the college community. A person does not have to be the direct target or victim of the discrimination, harassment, sexual harassment, or sexual violence to report it. As mentioned above, this policy covers conduct occurring on property owned or operated by the college, at College-sanctioned functions, and may also apply to off-campus conduct that adversely affects the campus environment. Thus, conduct that occurs off-campus may violate this policy and should be reported to the Title IX coordinator or deputy Title IX coordinators.
If employee discrimination, harassment, sexual harassment, sexual violence, or retaliation is observed by, or reported to a college official (administrators, managers, and supervisors), then that official has the duty to immediately report the matter to the Title IX coordinator or the deputy Title IX coordinators. If student discrimination, harassment, sexual harassment, sexual violence, or retaliation is observed by, or reported to any employee who could be reasonably perceived to have authority or duty to report or address these issues (administrator, manager, supervisor, faculty member dean, coach, Athletic Director, academic counselor/advisor, club advisor, law enforcement or public safety officer, or student conduct administrator), then that official has the duty to immediately report the matter to the Title IX coordinator or the deputy Title IX coordinators. The fact that the alleged victim does not wish to file a complaint does not relieve the official of this responsibility.
If discrimination, harassment, sexual harassment, sexual violence, or retaliation of any kind is observed by or reported to an employee not listed above, that employee should report the matter to the Title IX coordinator or the deputy Title IX coordinators. The employee may initially be able to omit personally identifiable information. The Title IX coordinator, director of student life, and/or the vice president for human resources will guide the employee with regard to how much detail is needed in the initial report. Following the initial report, college officials may need additional information in order to fulfill the College’s obligations under Title IX. In taking these actions, the college will always be guided by the goals of empowering the victim and allowing the victim to retain as much control of the process as possible. No employee or representative of the college can or should promise confidentiality. However, the Student Support Case Manager, 636-922-8571 of the college will maintain confidentiality excluding threat of harm to oneself or another.
The method for reporting discrimination, harassment, sexual harassment, and sexual violence is also outlined in the St. Charles Community College Reporting Discrimination, Harassment, Sexual Harassment and Sexual Violence (Report Procedure). A copy of that document may be obtained from the following locations:
- Welcome Center, Administration Building
- Office of Human Resources
- Office of Academic and Student Affairs & Enrollment Management
- Office of Administrative Services
- Department of Marketing and Student Life
- Department of Enrollment Services
- Office of the Executive Dean of Student Life
The college recognizes that students who have been drinking and/or using drugs (whether such use is voluntary or involuntary) at the time an incident of sexual violence occurs may be hesitant to report such incidents due to fear of potential consequences for their own conduct. The College strongly encourages students to report incidents of sexual violence to campus officials. A bystander reporting in good faith or a victim reporting sexual violence to College officials or law enforcement will not be subject to campus conduct action for violations of alcohol and/or drug use policies occurring at or near the time of the sexual violence.
The college strictly prohibits retaliation of any kind against an individual for reporting discrimination, harassment, or sexual violence pursuant to this policy, assisting someone with a complaint of discrimination, harassment, or sexual violence, or participating in an investigation/disciplinary procedures following a complaint of discrimination, harassment, sexual harassment, or sexual violence. Examples of such prohibited retaliation include threats, intimidation, reprisals, adverse employment actions, or adverse educational actions. Any incidents of alleged retaliation should be immediately reported to the Title IX coordinator or the deputy Title IX coordinators. The college will take appropriate corrective action, including disciplinary action, up to and including dismissal or expulsion, if retaliation, which is prohibited by this policy occurs.
The college takes all reports of discrimination, harassment, sexual harassment, and sexual violence very seriously and responds to such reports in a prompt, equitable, and impartial manner. Investigations into allegations of discrimination, harassment, sexual harassment, or sexual violence will be completed as soon as practicable and typically take no longer than 60 days; however, extensions for good cause may be granted, with written notice to the parties of the delay and the reason for the delay. In determining whether allegations of discrimination, harassment, sexual harassment, or sexual violence constitute a violation of this policy, the college will consider the conduct alleged from the subjective and objective perspective of a reasonable person in the reporting party’s position, considering all circumstances.
Following a report of discrimination, harassment, sexual harassment, or sexual violence, the Title IX coordinator will designate an individual(s) to conduct an investigation. As part of the investigation, as appropriate, the investigator(s) will meet with the reporting party, meet with the responding party, conduct additional interviews with fact witnesses, and gather relevant documentation. All investigations will be thorough, reliable, and impartial. Upon completion of the investigation, the investigator will provide a written report to the Title IX coordinator who will then release the report to the deputy Title IX coordinator. It is the deputy Title IX coordinator (or designee) who will determine, in consultation with the Title IX coordinator, whether there has been a policy violation and what disciplinary action(s)/sanction(s) (if any) will be imposed. Any disciplinary action(s)/sanction(s) and appeals will be governed by the following policies:
- Students: Policy 410 Student Conduct, Discipline and Due Process
- Full-time Faculty: MOU Section VIII Grievance Procedures, beginning at Step 3 for disciplinary action(s) up to and including Written Warning; and MOU Section XVIII Misconduct and Other Violations for Dismissal
- Staff: Policy 793 Disciplinary Actions and Policy 790.2 Problem Solving and Appeals
In cases of sexual harassment or sexual violence, both the reporting party and the responding party have the right to appeal the outcome of the investigation/disciplinary procedures.
The responding party and other necessary parties will be notified in writing of the deputy Title IX coordinator’s finding of responsible/not responsible and any disciplinary action(s)/sanction(s) imposed, if any.
In addition to the procedures detailed above, the following rights, procedures, and guidelines apply in cases involving allegations of sexual harassment and sexual violence.
Following a report of sexual violence, the Title IX coordinator, deputy Title IX coordinators, or designee will:
- Provide the reporting party with referrals for medical care if appropriate;
- Assess the immediate safety needs of the reporting party;
- Provide the reporting party with contact information for DPS and/or the local police department and assist the reporting party with contacting DPS and/or the local police department if the reporting party requests;
- Inform the reporting party of the availability of counseling, health, mental health, victim advocacy, legal assistance, visa and immigration assistance, and other services on and/or off campus including crisis hotline phone numbers;
- Assess the need to implement interim interventions and long-term protective measures, such as academic, transportation, and working accommodations, and provide those accommodations if they are reasonably available and requested by the reporting party;
- Provide a “no trespass” directive to the accused if deemed appropriate;
- Provide the reporting party with written instructions on how to apply for a protective order; and
- Provide the reporting party with a copy of this policy and inform the reporting party regarding timeframes for inquiry, investigation, and resolution.
Following a report of sexual violence or sexual harassment, the Title IX coordinator, deputy Title IX coordinators, or designee will determine whether interim interventions and protective measures should be implemented and are reasonably available, and, if so, take steps to implement those interim interventions and protective measures as soon as possible. Examples of interim interventions and protective measures include, but are not limited to: a college order of no contact, adjustment of course schedules, a leave of absence, reassignment to a different supervisor or position, or interim/administrative suspension. These remedies may be applied to one, both, or multiple parties involved. Violations of directives and/or protective measures provided by the Title IX coordinator, deputy Title IX Coordinators, or their designee will constitute related violations that may lead to additional disciplinary action(s)/sanctions(s). Interim Interventions and protective measures imposed may be temporary pending the results of the investigation/disciplinary procedures or may become permanent as determined by the College.
Following a report of sexual violence or other alleged criminal behavior, the college will assist the reporting party in contacting DPS and/or the local police department to report the alleged criminal behavior if requested by the reporting party and will work collaboratively with DPS and/or the local police department unless otherwise prohibited by law. However, the College will not delay its investigation/disciplinary procedures pending the final results of a criminal investigation or proceeding.
Prior to proceeding with an investigation of a report of sexual harassment or sexual violence, the college will inform the reporting party that the investigation/disciplinary procedures are being pursued in accordance with this policy. If a reporting party does not wish to proceed with the investigation/disciplinary procedures or does not consent to the disclosure of his or her name or other identifiable information to the accused, the college’s ability to respond to the complaint may be limited. The college will take all reasonable steps to investigate and respond to the complaint consistent with the complainant’s request for confidentiality, but the College may not be able to comply with this request. The college will inform the reporting party if it cannot ensure confidentiality. Even if the reporting party does not wish to proceed with the investigation/disciplinary procedures, Title IX may nevertheless require that the college “take reasonable action” in response to the complaint. The Title IX coordinator must weigh the reporting party’s wish not to proceed/request for confidentiality with:
- The seriousness of the alleged conduct;
- Whether there have been other complaints of the nature against the same student and/or employee; and
- The responding party’s right to receive information regarding the allegations under FERPA
The Title IX coordinator, the Executive Dean if Student Life, the vice president for human resources, the vice president for marketing and student student life, the college president, and other individuals involved in investigation/disciplinary procedures related to reports of sexual violence receive training annually on the issues related to domestic violence, dating violence, sexual assault, and stalking and are taught how to conduct the investigation/disciplinary procedures in a way that protects the safety of the reporting party and promotes accountability. These individuals also receive training on handling complaints of sexual harassment, these policies and procedures, and the confidentiality requirements. The College’s investigation/disciplinary procedures will not be conducted by officials who have a conflict of interest or bias for or against the reporting party or the responding party. If the reporting party or the responding party believes the official investigating the complaint or handling an appeal (if available) has a conflict of interest or bias for or against the reporting party or responding party, he/she shall notify the Title IX coordinator as soon as reasonably possible. The Title IX coordinator will determine whether a conflict of interest or bias exists and will appoint an alternative official if appropriate.
During investigation/disciplinary procedures related to complaints of sexual violence or sexual harassment, both the reporting party and the responding party will have the following procedural rights:
- The opportunity to have an advisor of the individual’s choosing present during any investigative and/or disciplinary meetings. The role of the advisor is solely to support the individual. The advisor is not permitted to ask or answer questions, serve as a witness, or make a statement on behalf of the complainant or accused. The college is not responsible for providing the reporting party or the responding party with an advisor.
- The right of the reporting party or the responding party to receive timely notice of meetings in which they are a participant;
- Subject to applicable law, the right to receive timely and equal access to any information relied on as part of the investigation/disciplinary procedures; and
- Equal opportunity to provide information through the investigation/disciplinary procedures.
The reporting party and responding party will not be permitted to directly question each other.
Determinations of whether the responding party is deemed responsible for the alleged behavior will be based on the preponderance of evidence standard. A preponderance of the evidence exists when a reasonable person, after a careful balancing of available information, would conclude that it is more likely than not that a violation of this policy occurred and that the responding party is responsible for the violation. If a violation of this policy is found, the college will act to end the sexual violence or sexual harassment, prevent its recurrence, and remedy its effects on the individual and the campus community.
If the investigation/disciplinary procedures result from a report of sexual harassment, both the reporting party and the responding party will be notified in writing of the deputy Title IX coordinator’s finding of responsible/not responsible and the disciplinary action(s)/sanction(s) imposed (when appropriate). The reporting party will only be notified of those that directly relate to the reporting party, like an order that the responding party stay away from the reporting party, and the right to appeal.
If the investigation/disciplinary procedures result from a report of sexual violence, both the reporting party and the responding party will be simultaneously notified in writing of the deputy Title IX coordinator’s finding of responsible/not responsible and the disciplinary action(s)/sanction(s) imposed (when appropriate), the right to appeal, any changes to the result of investigation/disciplinary procedures, and when such results become final.
Though the college encourages all individuals to bring reports of discrimination, harassment, sexual harassment, and sexual violence to the attention of the Title IX coordinator and/or the deputy Title IX coordinators, credit-seeking students who wish to maintain confidentiality may contact the Student Support Case Manager, 636-922-8571. Unlike reports of discrimination, harassment, sexual harassment or sexual violence made to other college officials (which must be reported to the Title IX coordinator or deputy Title IX coordinators), credit-seeking students can speak with the Student Support Case Manager, 636-922-8571 confidentially and absent the student’s consent, such reports or conversations will not be reported to the Title IX coordinator or deputy Title IX coordinators for further investigation pursuant to this policy. The Student Support Case Manager, 636-922-8571 can, however, assist the student in contacting the Title IX coordinator or the deputy Title IX coordinators to report discrimination, harassment, sexual harassment or sexual violence, at the student’s request.
Employees may contact the Employee Assistance Program at 800-356-0856 for confidential assistance.
Individuals who wish to maintain confidentiality may speak with off-campus rape crisis or domestic violence counselors and off-campus members of the clergy and chaplains.
While all reports of discrimination, harassment, sexual harassment, and sexual violence, other than those made to the Student Support Case Manager, 636-922-8571, must be shared with the Title IX coordinator, such reports should be treated as confidential and shared only with persons who have a specific need to know due to their involvement in the investigation/disciplinary procedures related to the reporting party and/or their involvement in delivering resources or support services to the reporting party. If a reporting party requests confidentiality, the college will take all reasonable steps to investigate and respond to the complaint while respecting the reporting party’s request for confidentiality; however, complete confidentiality may not be possible. The college will maintain as confidential any interim interventions or protective measures provided to the reporting party to the extent that maintaining such confidentiality will not impair the ability of the college to provide the interim interventions or protective measures. Further, publicly available recordkeeping for purposes of Clery Act reporting and disclosures will be made without inclusion of identifying information about the victim, as defined in 42 USC 1395 (a) (20).