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2026 Annual Security Report & Fire Safety Report

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Table of Contents

Including 2023-2024-2025 Campus Crime Statistics

A MESSAGE FROM THE CHIEF OF PUBLIC SAFETY

Chad Carnegie
Chief of Public Safety

On behalf of the men and women of the Providence College Office of Public Safety, I want to welcome you to the Annual Security Report. The Office of Public Safety’s mission statement is to provide professional protective and support services that foster the safety and security of people and property throughout the College community.

Our priority is to safeguard the Providence College campus to ensure a safe space for all community members. Members of the community share this responsibility and are expected to help The Office of Public Safety identify and report behavior that constitutes a violation of College policy and/or criminal law, and to take reasonable safety precautions.

The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, 20 U.S.C. § 1092(f) (“Clery Act”), is a federal law requiring colleges and universities that receive federal financial assistance to disclose annually (by October 1) certain information about campus crime, and safety and security policies to current and prospective students and employees. This Annual Security and Fire Safety Report contains crime and fire statistics for the three previous calendar years and information on safety and security, campus law enforcement, crime prevention and reporting, fire safety, disciplinary procedures, and educational programs, services and resources. This Report is available here. Print copies of this Report are available in the Office of Public Safety, the Office of Undergraduate Admissions, and the Office of Human Resources.

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NOTICE OF NON-DISCRIMINATION

Providence College admits students of any race, color, national and ethnic origin, sex, gender, sexual orientation, gender identity, religion, disability, age, or veteran status, and without regard to genetic information, to all the rights, privileges, programs, and activities generally accorded or made available to students at the College. It does not discriminate on the basis of race, color, national and ethnic origin, sex, gender, sexual orientation, gender identity, religion, disability, age, veteran status, genetic information, or any other applicable legally protected basis, in the administration of its education policies, admission policies, scholarship and loan programs, athletic and other College-administered programs, and employment policies. In accordance with Title IX, it does not discriminate on the basis of sex and prohibits sex discrimination in its educational programs or activities. Nothing in this Notice shall require Providence College to act in a manner contrary to its Dominican mission and the teaching and tenets of the Catholic Church, and the College reserves the right to take actions designed to ensure and promote its Catholic and Dominican mission.

Inquiries regarding the application of this Notice of Non-Discrimination and Providence College’s non-discrimination policies may be directed as follows:

The Equal Employment Opportunity Coordinator, Coordinator of the Age Discrimination Act of 1975, and Americans with Disabilities Act/Section 504 of the Rehabilitation Act of 1973 Coordinator, is:

  • Senior Associate Vice President for Human Resources (Mirlen A. Mal, Harkins 302, 401-865-2430, mmal@providence.edu)

Inquiries regarding ADA/Section 504 issues for students may also be directed to:

  • Assistant Dean/Director of Accessibility Services (Jonathan A. Gomes, Library 216, 401-865-2470, jgomes3@providence.edu); and
  • Associate Vice President of Student Affairs/Associate Dean of Students (Tiffany D. Gaffney, Slavin 201, 401-865-2191, tgaffne1@providence.edu)

The Coordinator of Title IX of the Education Amendments of 1972 is:

  • Assistant Vice President for Equity Compliance (Simone N. Tubman, Harkins 302, 401-865-2878, stubman@providence.edu)

The Title IX Coordinator is assisted by deputy coordinators, including members of the faculty and the administration.

Concerns about the College’s application of Title IX can be made externally to:

  • Assistant Secretary for Civil Rights, U.S. Department of Education, Office for Civil Rights, 400 Maryland Avenue SW, Washington, DC 20202-1100, Telephone: 800-421-3481
  • Regional Office for Civil Rights, U.S. Department of Education, 400 Maryland Avenue, SW, Washington, D.C. 20202-1475; Telephone: 202-453-6020
  • Equal Employment Opportunity Commission (EEOC)

The Coordinator of the College’s Anti-Harassment and Discrimination Policy and Title VI of the Civil Rights Act is:

  • Assistant Vice President for Equity Compliance (Simone N. Tubman, Harkins 302, 401-865-2878, stubman@providence.edu)

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POLICY FOR REPORTING A CRIME OR EMERGENCY TO THE OFFICE OF PUBLIC SAFETY

The Providence College Office of Public Safety is on the first level of Raymond Hall, providing service to the campus community 24 hours a day, 7 days a week, 365 days a year. The office is staffed by the Chief of Public Safety, the Deputy Chief of Public Safety, the Patrol Captain, one (1) lieutenant, five (5) sergeants, twenty-three (23) officers, one (1) investigator, one (1) administrative coordinator, and six (6) dispatchers /switchboard operators. Under the auspices of the Sr. Vice President of Student Affairs, the Office of Public Safety works closely with the Providence College Safety and Emergency Response Committee and the Clery Act Compliance Committee, as well as with the Providence Police Department, to create a safe and secure campus environment. In an effort to accomplish this goal, Officers patrol the campus in patrol vehicles, on bicycles, and foot patrol.

The Providence College Annex, located at 231 Douglas Avenue, Providence, RI, is an off-campus property for which crime activity is monitored and reported. The Annex is intended to be a space for campus/community dialogue and collaboration. It supports immediate, short-term initiatives such as discussions, exhibitions, and meetings. It also supports courses, workshops, retreats for campus and community groups, and ongoing projects that serve the community. Off-campus College-owned property and housing is also monitored for crime activity and reporting. For purposes of the Clery Act, College-Owned, and/or, College-Leased, Student Housing is considered to be within the College’s campus geography. (Please see Maps in Appendix B).

Providence College strongly encourages the prompt and accurate reporting of all criminal or suspicious activities occurring on or near campus. Reports can be made by calling or visiting the Office of Public Safety, by speaking with an officer on patrol, or by communicating with a member of the residence life staff. Persons who prefer not to report alone may be supported by the presence of a friend. Once a report is received, it will be evaluated, and appropriate action will be taken. Reports to the Office of Public Safety may form the basis of criminal charges (violations of state and federal laws) or disciplinary matters (violations of College policy). As warranted, the Office of Public Safety will work and cooperate with the Providence Police Department and the Rhode Island State Police. Crime victims also may file criminal reports directly with the Providence Police Department at its office complex in Providence, R.I., or by calling (401) 272-3121. Complaints made to the Providence Police Department are investigated by the department and referred to the state attorney general’s office for prosecutorial decisions.

Anonymous Crime Reporting – Silent Witness Program

Reports of and/or information about crimes that occur on campus—including but not limited to assaults, vandalism and thefts—also may be reported to the Silent Witness Program via the Web page of the Office of Public Safety. Reporters may identify themselves or remain anonymous. When reporters who identify themselves request privacy (i.e., that the College refrain from disclosing their identity) during any investigation, the College will make every reasonable effort to honor that request and to maintain the level of privacy requested. When reporters remain anonymous, the ability of the College to respond to the report or to pursue appropriate action against the alleged perpetrator(s) may be impacted. Information about an incident may be disclosed (i.e., nature, date, and location of the incident) in the form of safety announcements, summary report updates, or as required by law. For an emergency needing an immediate response call 911 OR 401-865-2222.

Crime Reporting by Campus Security Authorities (“CSAs”)

A school official with significant responsibility for student and campus activities – referred to as a CSA – is required to report incidents of alleged campus crime to the College’s Office of Public Safety for review by the Clery Act Coordinator. CSAs include the following categories of employees: public safety; deans; student affairs and administration, including residence life, student conduct, student health; athletics administrators and team coaches; human resources; faculty advisors and moderators to clubs, organizations, and other types of College-sponsored student groups; and, faculty and staff who lead and/or supervise short- or long-term College-sponsored trips. Personally identifiable information is kept confidential (unless the victim agrees to release it); the type, date, time, and general location (on or immediately adjacent to campus, or on property owned or controlled by the College) of the incident is released for publication in the Annual Security Report and the Crime Log. Additionally, statistical campus crime data is reported to the federal government, specifically the U.S. Department of Education.

Confidential Crime Reporting – Pastoral and Professional Counselors

A pastoral counselor is defined as an employee who is associated with a religious order or denomination recognition as someone who provides confidential counseling and who is functioning within the scope of that recognition as a pastoral counselor. “A professional counselor is defined as an employee whose official responsibilities include providing psychological counseling to members of the institution’s community and who is functioning within the scope of his or her license or certification, including professional counselors who are under contract to provide counseling, and those who are not yet licensed but are acting as a professional counselor under the supervision of an individual who is licensed or certified. (An example is a Ph.D. counselor-trainee acting under the supervision of a professional counselor at the institution.)

Crimes reported to pastoral or professional counselors are not required to be reported by an institution under the Clery Act; however, as a matter of policy, these counselors are encouraged, if and when deemed appropriate, to inform persons being counseled of the procedures to report crimes on a voluntary and confidential basis so that incidents of crime that are reported exclusively to professional and pastoral counselors will be included in the annual crime statistics if they occurred within the Clery Act geography.

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CRIMINAL OFFENSES – Jurisdiction and Adjudication

Although the Providence College Office of Public Safety does not possess the power to arrest, Public Safety assists law enforcement in their investigations. When Providence Police are called to take a criminal report by the Providence College Office of Public Safety, the Providence Police has jurisdiction in the matter. If the Providence Police make an arrest and the suspect is a student or employee, he/she not only may be charged for the offense in the legal system, but also face discipline by the College via the applicable College disciplinary system.

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POLICY FOR REPORTING THE ANNUAL DISCLOSURE OF CRIME STATISTICS

The information contained in this Report is provided as an integral part of Providence College’s commitment to safety and is compliant with the federal Student Right-to-Know and Campus Security Act of 1990, Public Law 101-542, as amended into the Jeanne Clery Act of 1998. This publication, which is provided to all employees, and to students registered as of August 31, 2025, is available here. Additional copies are available upon request at the Office of Public Safety, the Office of Undergraduate Admission, and the Office of Human Resources. If you have any questions regarding the content of this publication, please contact Eric Croce, Deputy Chief of Public Safety, at 401-865-2391.

The Office of Public Safety compiles crime statistics, which are included in this Report, in compliance with the Jeanne Clery Act. Additionally, the Office of Public Safety maintains a daily crime log listing the case number, nature, date, time, and general location of each crime and the disposition of the complaint, if known.

Pursuant to the Jeanne Clery Act, the U.S. Department of Education requires all school officials with “significant responsibility for student and campus activities” – designated as Campus Security Authorities – to report incidents of alleged campus crime to the College’s Office of Public Safety.

Student-victims of crime have the option to seek confidential assistance from the Office of the Chaplain and the Personal Counseling Center. The College is not required to include crimes reported only to a pastoral or professional counselor in the crime statistics published in this report. Students who seek personal counseling or pastoral counseling on campus are advised that if they share information regarding the commission of an offense that the counselor believes poses a direct threat to a member of the community or others, information may be released to appropriate authorities and other persons. Appropriate authorities and other persons may include College administrators, a parent/guardian, medical personnel, and police officials. Whether or not, and to whom, to release information will depend on the particular circumstances of the incident.

The College compiles its crime statistics using the uniform crime reporting system of the Department of Justice, Federal Bureau of Investigation, including any modifications pursuant to the Hate Crime Statistics Act. Please note that crime statistics are based on incidents reported. A criminal incident is reported when it is brought to the attention of the Office of Public Safety or the local police by a victim, witness, campus security authority, or other third party. The primary source for statistics is reports received by the College’s Office of Public Safety. Crime statistics, for Jeanne Clery Act purposes, include all reports regardless of their investigative status or result.

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CRIME STATISTICS FOR INCLUSION IN THE ASR

Clery Act Geographic Definitions

The College’s crime statistics for the Annual Security Report (“ASR”) are compiled from reports of crimes from police, from CSAs, or from any credible source. Statistics for certain types of crimes, such as sexual offenses, may not be a true reflection of their occurrence due to underreporting. Statistics are included for reports of crimes that have occurred at any of the following locations:

On-Campus – A building or property owned or controlled by the College.

Residence Halls – A subset of “on-campus, any student housing facility that is owned or controlled by the College or is located on property that is owned or controlled by the College.

Public Property – Public property that is within the campus or immediately adjacent to and accessible from the campus.

Non-Campus – Any building or property owned or controlled by a student organization that is officially recognized by the College (Providence College does not have any officially recognized student organizations with non-campus locations). Any building or property owned or controlled by the College, used in direct support of the College’s educational purposes, and frequently used by students.

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TIMELY WARNING POLICY – Crime Alerts

In the event that campus public safety or local law enforcement authority receives a report of a crime (in accordance with the F.B.I. definitions of crime categories), and the commission of the crime within the Clery Act geography constitutes a serious or ongoing threat to the campus community, a campus-wide, timely warning in the form of a “Crime Alert” will be issued in an email message to students, faculty, and staff. The purposes of the timely warning are to alert the campus community to the occurrence of a crime that poses an ongoing threat and to heighten student and employee safety awareness in a manner that will aid in the prevention of similar crimes. The email will identify that a Crime Alert has been issued, provide pertinent information regarding the incident, and may provide information about safety-awareness tips. The email will not identify the name of the victim.

In accordance with the Jeanne Clery Act, determinations about whether and when to issue warnings will be made by the Chief of Public Safety, or his designee, on a case by case basis in light of all the facts surrounding a crime, including factors such as the nature of the crime, the continuing danger to the campus community, the availability of accurate information, and the possible risk of compromising law enforcement efforts. Depending on the particular circumstances of the crime, the Office of Public Safety may provide expanded notice in accordance with the College’s emergency notification policies and procedures. Anyone with information warranting a timely warning should report the circumstances to the Office of Public Safety.

Crimes that might constitute a continuing or serious threat include but are not limited to: serial crimes that target certain campus populations, such as sex-based or race-based crimes in which the offender has not been apprehended; and ongoing criminal activity in which there is no apparent connection between offender and victim. Crimes that would not constitute a continuing or serious threat include but are not limited to: crimes for which a threat has been eliminated because the offender has been apprehended or because the known offender has targeted specific persons to the exclusion of others (such as domestic violence). These vague scenarios are illustrative only; for purposes of determining whether to issue a Crime Alert, each report will be assessed based on relevant and reliable information available at the time.

Safety Advisories or Community Notifications (Non-Clery Act Notification to the Community)

The Office of Public Safety occasionally receives reports of crimes that are not Clery-Act crimes and/or that occurred at locations outside the Clery geography; thus, a Timely Warning-Crime Alert will not be issued. The Chief (or designee) may determine that there is a serious or continuing threat to students and employees and may issue a “Safety Advisory” or “Community Notification” to the College community or to particular populations within the community. Although safety advisories and notifications are not required under the Clery Act, they are consistent with the Office of Public Safety’s mission to promote awareness and prevention about known or suspected safety risks on or near campus.

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PREVENTING AND RESPONDING TO SEXUAL MISCONDUCT, SEXUAL ASSAULT, INTIMATE PARTNER VIOLENCE, AND STALKING

RHODE ISLAND CRIMINAL LAW DEFINITIONS

The following state definitions are informational and are not used to classify crime statistics in the Providence College Annual Security Report.

First degree sexual assault. A person is guilty of first-degree sexual assault if he or she engages in sexual penetration with another person, and if any of the following circumstances exist: (1) The accused knows or has reason to know that the victim is mentally incapacitated, mentally disabled, or physically helpless. (2) The accused uses force or coercion. (3) The accused, through concealment or by the element of surprise, is able to overcome the victim. (4) The accused engages in the medical treatment or examination of the victim for the purpose of sexual arousal, gratification, or stimulation. R.I.G.L. § 11-37-2

Second degree sexual assault. A person is guilty of a second-degree sexual assault if he or she engages in sexual contact with another person and if any of the following circumstances exist: (1) The accused knows or has reason to know that the victim is mentally incapacitated, mentally disabled or physically helpless. (2) The accused uses force, element of surprise, or coercion. (3) The accused engages in the medical treatment or examination of the victim for the purpose of sexual arousal, gratification, or stimulation. R.I.G.L. § 11-37-4

Third degree sexual assault. A person is guilty of third-degree sexual assault if he or she is over the age of 18 years and engaged in sexual penetration with another person over the age of 14 years and under the age of consent, 16 years of age or if he or she is over the age of 18 years and engaged in sexual penetration or sexual contact with another person over the age of 14 years and under the age of 18 years, under circumstances whereby the accused has supervisory or disciplinary power over the victim by virtue of the accused’s legal, professional, or occupational status; or the accused is otherwise acting in a position of authority with respect to the victim. R.I.G.L. § 11-37-6

Domestic abuse. The occurrence of one or more of the following acts between present or former family members, parents, stepparents, a plaintiff parent’s minor child(ren) to which the defendant is not a blood relative or relative by marriage, adult persons who are or have been in a substantive dating or engagement relationship within the past one year and who are (either individually or together) parents of minor children, or persons who are or have been in a substantive dating or engagement relationship within the past one year in which a least one of the persons is a minor:(i) Attempting to cause or causing physical harm; (ii) Placing another in fear of imminent serious physical harm; or (iii) Causing another to engage involuntarily in sexual relations by force, threat of force, or duress. (iv) Stalking or cyber-stalking. R.I.G.L. § 15-15-1(4)

Substantive dating or engagement relationship. A significant and personal/intimate relationship that shall be adjudged by the court’s consideration by the following factors: (i) The length of time of the relationship; (ii) The type of relationship; and (iii) The frequency of interaction between the parties. R.I.G.L. § 15-15-1 (10)

Stalking. (a) Any person who: (1) harasses another person; or (2) willfully, maliciously, and repeatedly follows another person with the intent to place that person in reasonable fear of bodily injury, is guilty of the crime of stalking. (b) Stalking shall be deemed a felony punishable by imprisonment for not more than 5 years, by a fine of not more than $10,000, or both. Definitions: (1) “Course of conduct” means a pattern of conduct composed of a series of acts over a period of time, evidencing a continuity of purpose. Constitutionally protected activity is not included within the meaning of “course of conduct.” (2) “Harasses” means a knowing and willful course of conduct directed at a specific person with the intent to seriously alarm, annoy, or bother the person, and which serves no legitimate purpose. The course of conduct must be such as would cause a reasonable person to suffer substantial emotional distress or be in fear of bodily injury. R.I.G.L. §§ 11-59-1, 2

Cyberstalking and Cyberharassment. Whoever transmits any communication by computer or other electronic device to any person or causes any person to be contacted for the sole purpose of harassing that person or his or her family is guilty of a misdemeanor and shall be punished by a fine of not more than five hundred dollars ($500), by imprisonment for not more than one year, or both. R.I.G.L. § 11-52-4.2

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POLICY STATEMENT ON SEXUAL MISCONDUCT

Anti-Discrimination, Harassment, Retaliation, and Title IX Policy (Effective August 17, 2026)

I. POLICY STATEMENT

Providence College (PC or College) is committed to maintaining an environment in which all Students and Employees are treated with dignity and respect, as created in the image and likeness of God. Discrimination, harassment, and retaliation, in all forms, violates the sanctity of the human body, mind, and spirit and will not be tolerated within our community.  Indeed, discrimination, harassment, and retaliation are some of the most serious violations of the College’s standards of conduct and some forms of discrimination, harassment, and/or retaliation also are violations of criminal law.

This Policy prohibits all forms of discrimination, harassment, and retaliation, individually or cumulatively, which includes all conduct specifically defined in the definitions Section VII. Prohibited Conduct.

This Policy is not meant to be used as a mechanism for restricting or suppressing academic freedom. The higher-education academic setting necessarily accommodates themes, topics, material, and speech that are relevant to the subject matter and that, in other settings, may not be appropriate. The essential purposes of the academic setting are free intellectual pursuit and the free exchange of ideas. Wide-open debate helps to foster the search for truth, and in that search, we allow speech that might not be tolerated in other settings. Policies forbidding discriminatory harassment do not threaten academic freedoms. 

This Policy is only applicable to alleged incidents that occur on or after August 17, 2026. For alleged incidents of sex discrimination or sexual harassment occurring prior to August 17, 2026, the policy and procedures in place at the time of the alleged incident apply. Applicable versions of those policies and procedures are available from the AVP of Equity Compliance, hereinafter referred to as Title IX Coordinator.

A. POLICY SCOPE

This Policy is applicable to all allegations of discrimination, harassment, retaliation, and sex-based discrimination, including allegations of sexual misconduct (hereinafter referred to as discrimination, harassment, and retaliation, collectively) arising under the College’s Notice of Non-Discrimination and Titles VI, VII and IX. Hardcopies of applicable versions of policies and procedures are available through the Assistant Vice President for Equity Compliance (hereinafter referred to as AVP, Title IX Coordinator, Title VI Coordinator, or Coordinator(s), collectively) and online here.

This Policy applies to all Employees, Students, third party contractors, and other individuals participating in or attempting to participate in the College’s program or activities, including education and employment.

B. JURISDICTION

This Policy applies to the College’s education programs, activities, and circumstances where the College has disciplinary authority, and to misconduct occurring within any building owned or controlled by the College and/or a College-recognized organization. A Complainant does not have to be a member of the Providence College community to file a Complaint.

This Policy may also apply where the College does not have disciplinary authority but the effects of misconduct limit or deny a person’s access to the College’s education program or activities. Disciplinary action, up to and including suspension and dismissal, may be taken whether or not the conduct occurred on- or off-campus, and whether or not the conduct was directed toward a Member of the College Community or someone outside the College Community. Depending on the circumstances, harassing behavior may not be severe or pervasive enough to create a hostile environment under College policy; yet it can cause unwarranted trauma and discomfort. Accordingly, the College may determine that such behavior is inappropriate and will take action as warranted. 

At its discretion, Providence College may also extend jurisdiction to off-campus and/or to online conduct when the conduct affects a substantial College interest. A substantial College interest includes but is not limited to:

  • Any action that may constitute a criminal offense as defined by law.
  • Any situation in which it is determined that the Respondent poses an imminent and serious threat to the health or safety of any Student, Employee, or other individual.
  • Any situation that substantially interferes with the College’s educational interests or mission or significantly breaches the peace.
  • Any College-sponsored field trips, study abroad programs, or athletic events.
  • Any off-campus housing controlled, owned, or operated by the College.
  • Any College-sponsored conferences, internships, or practicums.

For disciplinary action to be issued under this Policy, the Respondent must be a member of the College, Student and/or Employee, at the time of the alleged incident. Disciplinary action, up to and including suspension and dismissal, may be taken whether or not criminal charges are filed and without regard to whether the conduct occurred on- or off-campus.

All vendors serving Providence College through third-party contracts are subject to the policies and procedures of their employers and to these policies and procedures to which their employer has agreed to be bound by their contracts.

When the Respondent is not a Member of the College Community (third party), the College’s ability to take appropriate corrective action will be determined by the nature of the relationship of that third party with the College. The Coordinator will determine the appropriate action to take consistent with this Policy and with legal mandates and federal guidance. If the Respondent is enrolled in or employed by another institution, the Coordinator can assist the Complainant in contacting the appropriate individual at that institution, as it may be possible to pursue action under that institution’s policies.

Similarly, the Coordinator may be able to assist and support a Student or Employee Complainant who experiences discrimination, harassment, or retaliation in an externship, study abroad program, or other environment external to the College where sexual harassment or nondiscrimination policies and procedures of the facilitating or host organization may give the Complainant recourse. If there are effects of that external conduct that impact a Student or Employee’s work or educational environment, those effects can often be addressed remedially by the Coordinator if brought to their attention.

All Students and Employees are responsible for reading and abiding by the Policy’s standards of conduct.  Persons who believe they have been subjected to discrimination, harassment, or retaliation are encouraged to Report the incident to the Coordinator so that the College can respond in an equitable and reasonably prompt manner in accordance with this Policy.   

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II. NOTICE OF NON-DISCRIMINATION

Providence College admits Students of any race, color, national and ethnic origin, sex, gender, sexual orientation, gender identity, religion, disability, age, or veteran status, and without regard to genetic information, to all the rights, privileges, programs, and activities generally accorded or made available to Students at the College. It does not discriminate on the basis of race, color, national and ethnic origin, sex, gender, sexual orientation, gender identity, religion, disability, age, veteran status, genetic information, or any other applicable legally protected basis, in the administration of its education policies, admission policies, scholarship and loan programs, athletic and other College-administered programs, and employment policies. In accordance with Title IX, it does not discriminate on the basis of sex and prohibits sex discrimination in its educational programs or activities. Nothing in this Notice shall require Providence College to act in a manner contrary to its Dominican mission and the teaching and tenets of the Catholic Church, and the College reserves the right to take actions designed to ensure and promote its Catholic and Dominican mission. 

In addition to the College’s Notice of Non-Discrimination above, this Policy is designed to comply with Title VI of the Civil Rights Act of 1964, 42 U.S.C. § 2000d, Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e, Title IX of the Education Amendments of 1972, 20 U.S.C. §§ 1681 et seq., relevant sections of the Violence Against Women Reauthorization Act, as amended; it also addresses sexual misconduct not covered by Title IX.

This Policy and related procedures are overseen by the Office of Equity Compliance.  

The College’s Notice of Non-Discrimination, including contact information for inquiries is available here.

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III. REPORTING

Providence College has appointed Coordinators to coordinate the College’s compliance with federal, state, and local discrimination laws and ordinances.

As outlined in the College’s Non-discrimination Notice referenced above, responsibility for receiving and addressing reports is assigned to designated individuals and offices based on the nature of the concern.

All reports of discrimination, harassment, and retaliation may be submitted directly to the designated person and/or office or through the College’s centralized reporting form found here.

Providence College recognizes that allegations under this Policy may include multiple forms of discrimination, harassment, and retaliation as well as violations of other College policies; may involve various combinations of Students, Employees, and other members of the College community; and may require the simultaneous attention of multiple College departments. Accordingly, all Providence College departments will share information, combine efforts, and otherwise collaborate, to the maximum extent permitted by law and consistent with other applicable College policies, to provide uniform, consistent, efficient, and effective responses to alleged discrimination, harassment, or retaliation.

Persons who believe they have been subjected to discrimination, harassment, or retaliation are strongly encouraged to Report the incident so that the College can respond promptly, effectively, and equitably.  There is no time limit for filing a Report with the College; however, the more time that passes between the incident and the Report, the more difficult it may be to thoroughly investigate the Report because witnesses may not be available, memories may have faded, Respondents may no longer be affiliated with the College, and/or other key information is no longer obtainable.

Acting on Complaints significantly impacted by the passage of time (including, but not limited to, the rescission or revision of policy) is at the Coordinator’s discretion. The Coordinator may document allegations for future reference, offer supportive measures and/or Remedies, and/or engage in informal or formal resolution, as appropriate.

Anyone may file a complaint externally from the College. To file a Report with the Providence Police department, please see Section III. Reporting, subsection F. Reporting to the Police. Concerns about Providence College’s application of this Policy and compliance with certain federal civil rights laws may also be addressed to:

Assistant Secretary for Civil Rights
U.S. Department of Education, Office for Civil Rights
400 Maryland Avenue SW
Washington, DC 20202-1100
Telephone: 800-421-3481 
 
Regional Office for Civil Rights
U.S. Department of Education
400 Maryland Avenue, SW
Washington, D.C. 20202-1475
Telephone: 202-453-6020
 
Equal Employment Opportunity Commission (EEOC); Contact: https://www.eeoc.gov/fieldoffice/boston/location
 
Any individual participating in any Resolution Process related to the Policy is still fully entitled to pursue separate legal action in civil court or Report the matter to law enforcement for potential criminal charges, as any College process under this Policy does not preclude someone from exercising their right to pursue other legal avenues related to the same allegations.

A. Mandated Reporters
All Providence College Employees, other than those deemed Confidential Employees, are Mandated Reporters and are expected to promptly Report all known details of actual or suspected discrimination harassment, retaliation, and/or any conduct prohibited by this Policy to the Coordinator immediately, or at a minimum within 24 hours, although there are some limited exceptions.
 
Complainants may want to carefully consider whether they share personally identifiable details with Mandated Reporters, as those details must be shared with the Coordinator.

If a Complainant expects formal action in response to their allegations, Reporting to any Mandated Reporter will result in a connection with resources to Report alleged Policy violations, and these Employees will immediately pass Notice to the Coordinator who will act when an incident is Reported to them.

Failure of a Mandated Reporter, as described above in this section, to Report an incident of discrimination, harassment, or retaliation of which they become aware is a violation of College Policy and may result in disciplinary action for failure to Report.

A Mandated Reporter who is themselves a target of discrimination, harassment, or other misconduct under this Policy is not required to Report their own experience, though they are, of course, encouraged to do so.

The College strongly encourages anyone who has information regarding a possible violation of this Policy to Report it to the Coordinator, the Office of Equity Compliance, or the Office of Public Safety; generally, Employees must Report such information to the Coordinator. 
 
B. Confidential Employees
To enable Complainants to access support and resources without filing a Formal Complaint, the College has designated specific Employees as Confidential Resources. Those designated by the College as Confidential Resources are not required to Report actual or suspected discrimination, harassment, or retaliation in a way that identifies the Parties. They may, however, provide the Complainant with the Coordinator’s contact information and offer options and resources without any obligation to inform an outside agency or Providence College official unless a Complainant has requested the information be shared. Additionally, they may provide de-identified data to the Clery Compliance Coordinator annually for the Annual Security and Fire Safety Report.
 
In rare circumstances, including but not limited to, Reports involving minors, behavior that poses a direct threat to the Student or others, and receipt of a subpoena in a criminal or civil case, can trigger an Employee’s duty to timely disclose confidential information about an incident, including the identity of the Student involved, irrespective of the above categories.

If individuals disclose a situation through a public awareness event such as “Take Back the Night,” candlelight vigils, protests, or other public events, the information provided may still trigger a Report to the Coordinator, however, the College has no obligation to launch an investigation or Resolution Process. If determined that a risk of imminent or serious threat to the health or safety of an individual or to the campus community exists, the College may initiate a Resolution Process. The College may use the information Students provide to inform the need for additional education and prevention efforts.

For more information on Confidential Employees, please refer to Section V., Definitions of Key Terms.

C. Anonymous Reporting Options 
Any person, not serving in a capacity as a Mandated Reporter, may Report discrimination, harassment, or retaliation (i.e., any of the behaviors defined in this Policy) that occurs on, near, or off-campus, or as part of the College Educational Program or Activity, using the Office of Equity Compliance Intake Report Form.1 Reporters may identify themselves or remain anonymous. When Reporters who identify themselves request that their identity be protected as part of any investigation, the College will make every reasonable effort to honor that request and to maintain the level of privacy requested.  When Reporters remain anonymous, the ability of the College to respond to the Report, provide resources and support, or to pursue appropriate action against the Respondent may be negatively affected. 

D. Federal Statistical Reporting Obligations
College officials with significant responsibility for Student and campus activities are Campus Security Authorities (CSAs) who have a duty to Report offenses (primary crimes, VAWA crimes, and arrest and referrals for disciplinary action) as defined by the Clery Act to the Office of Public Safety. 

• All “primary crimes,” which include criminal homicide, sexual assault, robbery, aggravated assault, burglary, motor vehicle theft, arson, and hate crimes, which can include any bias-motivated primary crime as well as any bias-motivated larceny or theft, simple assault, intimidation, or destruction of property.
• Violence Against Women Act (VAWA) crimes inclusive of sexual assault, domestic violence, dating violence, and stalking.
• Arrest and referrals for disciplinary action for weapons law violations, liquor law violations, and drug law violations.

CSAs include the following categories of Employees: deans, Student affairs professionals, Student housing staff, athletic director/assistant directors, coaches, Student activities coordinators, equity compliance staff, and faculty/staff advisors to Student organizations. 
 
Personally identifiable information is kept confidential (unless a Party agrees to release it); the type, date, time, and general location (on or near campus) of the incident is released for publication in the College’s Annual Security and Fire Safety Report pursuant to the Jeanne Clery Act, as amended.  The Annual Security and Fire Safety Report helps to provide the community with information about the nature and extent of campus crime and about promoting safety.  Additionally, statistical crime data is Reported to the federal government.

E. Federal Timely Warning Reporting Obligations
When the College receives a credible Report of a crime constituting a sexual offense or hate crime from a member of the campus community, or a local police department, that occurred on campus or on public property immediately adjacent to campus (as defined by the Clery Act), and the circumstances surrounding that Report pose a serious or ongoing threat to the campus community, the College will issue a Timely Warning-Crime Alert to heighten safety awareness to aid in the prevention of similar crimes.  Personally identifiable information about the alleged victim will not be released in the Timely Warning-Crime Alert.

F. Reporting to the Police
Individuals are encouraged (or required based on the circumstances) to Report discrimination, harassment, retaliation, and sex-based crimes, including sexual assault, intimate partner violence, and stalking; not only to the Coordinator and/or the Office of Public Safety, but also to law enforcement authorities. Some prohibited conduct under this Policy may also constitute a crime and may also be Reported to law enforcement (e.g. assault, vandalism, etc.).  The decision to file a criminal complaint is a deeply personal choice.  Individuals often make this decision based on the circumstances surrounding the incident and the circumstances in their life at the time of the incident.
 
There are trained professionals on and off campus who can explain criminal proceedings and support Students and Employees through the process.  The Office of Public Safety and/or a Title IX Confidential Advocate (Students) will assist anyone wishing to file a criminal complaint.  Individuals do not need to file a criminal complaint in order to file a Formal Complaint of discrimination, harassment, or retaliation with the College, and the College may find a Respondent responsible for violating this Policy regardless of the status or outcome of criminal proceedings, if any.

The Office of Public Safety can be reached 24 hours a day, 7 days a week at 401-865-2222.

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IV. OTHER RECOMMENDED ACTIONS FOLLOWING AN INCIDENT

PC community members who experience discrimination, harassment, or retaliation have several options after an incident.  For applicable incidents, including incidents of sexual assault, individuals are encouraged to seek medical attention immediately.  Medical attention is critical so that any injuries (including internal injuries) or infections that may have resulted from the incident can be treated. 

For incidents of sexual assault, any hospital emergency room is able to care for the immediate needs of all victims of sexual assault; however, whenever possible, victims are encouraged to go to a hospital with a Sexual Assault Nurse Examiner (SANE) Program. 

SANE Programs have specially trained nurses who conduct examinations and collect and preserve evidence.  In Rhode Island, Women & Infants Hospital has a SANE Program.  Other RI hospitals may have SANE-trained nurses on staff or available to them. Individuals do not have to provide health insurance information to the hospital, and the hospital cannot refuse treatment for lack of insurance.  Individuals who do not want their insurance company to be billed should indicate to the hospital receptionist that they are “self-paid” and do not want to use insurance for the visit.  There is no charge for sexual assault evidence collection (informally referred to as a “Rape Kit”)2.

In some circumstances, Students and Employees may need safety-related assistance.  The Office of Public Safety and/or local police are available as needed. Residence Life staff are available 24/7 for Students.  After normal hours of operation, when the Student Health Center, Personal Counseling Center and Chaplain’s Office are closed, Students may still reach confidential and non-confidential resources utilizing the contact information found in Section XIX. Resource Contact Information. 
 

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V. DEFINITIONS OF KEY TERMS

1. Confidential Employee:
a. An Employee whose communications are privileged or confidential under federal or state law and/or whom PC has designated as confidential under this Policy for the purpose of providing services to persons related to discrimination, harassment, retaliation, or other prohibited conduct. If the Employee also has a duty not associated with providing those services, the Employee’s confidential status only applies with respect to information received while the Employee is functioning within the scope of their duties to which privilege and/or confidentiality applies or only applies with respect to information received about discrimination, harassment, retaliation, or other prohibited conduct in connection with providing those services; or

b. An Employee who is conducting an Institutional Review Board-approved human-subjects research study designed to gather information about discrimination, harassment, retaliation, or other prohibited conduct. The Employee’s confidential status only applies with respect to information received while conducting the study.

Confidential Employees

  • Counselors in the Personal Counseling Center, acting within their professional capacity (for Students).
  • Student Health Center staff, acting within their professional capacity (for Students).
  • Members of the Dominican religious order (priests, brothers, and sisters) and non-Dominican religious order Catholic priests who are employees of Providence College.

Designated Confidential Resources

  • On-campus Title IX Confidential Advocates (Students)[1]
  • The Employee Assistance Program (for Employees).

2. Collateral Misconduct:  Potential violations of other College policies that occur in conjunction with alleged violations of this Policy, or that arise through the course of the investigation, for which it is reasonable to provide one resolution for all allegations.

3. Formal Complaint: A written and signed request to the College that can objectively be understood as a request for the College to address, whether formally or informally, investigate, and/or make a determination about alleged discrimination, harassment, or retaliation under Title VI, Title VII, Title IX or its regulations and/or this Policy. Nothing in this definition limits the College’s authority to initiate an investigation or take appropriate action, under another applicable College policy, regardless of whether a formal complaint has been filled.

4. Formal Grievance Process: The College’s method for formal resolution to address discrimination, harassment, and/or retaliation allegations, including Title IX Sexual Harassment allegations, which comply with the requirements of the Title IX Regulations (34 C.F.R. § 106.45) and the Violence Against Women Act amendments to the Clery Act (34 C.F.R. § 668).

5. Day: A business day when PC is in normal operation. All references in the Policy to days refer to business days unless specifically noted as calendar days.

6. Education Program or Activity: Locations, events, or circumstances over which the College exercises substantial control over both the Respondent and the context in which the discrimination, harassment, or retaliation occurs.
 
7. Employee: An individual hired by the College to perform assigned duties. If there is a question as to the predominant category of either or both parties (e.g. Student or Employee), the Coordinator will determine the applicable classification, and which procedures apply based on the facts and circumstances.

8. Hearing: A Hearing is a live proceeding in the formal resolution Process wherein the Decision-maker(s) review evidence, determine relevance, ask questions, and make the determination of whether a Respondent violated using the preponderance of evidence standard of proof.

9. Knowledge: When the College receives a Notice of conduct that reasonably may constitute discrimination, harassment, or retaliation in its Education Program or Activity.

10. Member of the College Community or Applicant to become a member: A person who is a Student or Employee applicant, or a current Student or Employee.  A person’s status in the situation shall be determined by the Coordinator.

11. Notice: When an Employee, Student, or third Party informs the Coordinator of the alleged occurrence of discrimination, harassment, or retaliation.

12. Process A: The Title IX Sexual Harassment Resolution Process as defined in Appendix A.

13. Process B: The administrative Resolution Process as in Appendix B that only applies to incidents of discrimination, harassment, and/or retaliation when Process A does not, or as determined by the respective Coordinator.

14. Process C: The informal Resolution Process as defined in Appendix C that only applies to incidents of discrimination, harassment, and/or retaliation.

15. Protected Characteristic: Any characteristic for which a person is afforded protection against discrimination, harassment, and/or retaliation by law or College policy, including under the College’s Notice of Non-Discrimination which prohibits discrimination on the basis of race, color, national and ethnic origin, sex, gender, sexual orientation, gender identity, religion, disability, age, veteran status, and/or genetic information.
16. Relevant Evidence: Evidence that may aid a Decision-maker in determining whether the alleged discrimination, harassment, retaliation, or other prohibited conduct occurred, or in determining the credibility of the Parties or witnesses.

17. Remedies: Typically, post-resolution actions directed to the Complainant and/or the community as mechanisms to address safety, prevent recurrence, and restore or preserve equal access to the College’s Education Program and/or Activity.

18. Report: An oral or written Report to the Coordinator that can objectively be understood as a notification to the College regarding a concern or incident about alleged discrimination, harassment, or retaliation under Title VI, Title VII, Title IX or its regulations and/or this Policy.

19. Reporter: Any person who notifies the Coordinator of a suspected violation of this Policy.

20. Resolution Process: The investigation and resolution of allegations of prohibited conduct under this Policy, including those outlined in Appendix A, Appendix B, and Appendix C.

21. Sanction: A consequence imposed on a Respondent who is found Responsible in violation of this Policy.

22. Student: Any person who has gained admission to Providence College, who pays an acceptance fee, registers, or takes a course, whether or not for credit, either on a full-time or part-time basis, at the College.  Persons approved to study in a domestic or foreign program, are Students.  For purposes of this Policy, the following persons are Students: persons registered for courses but who withdraw after allegedly violating this Policy; persons who are not officially enrolled for a particular term/semester but have a continuing relationship with the College; and persons who have been accepted to the College and are participants in new/transfer Student orientation. If there is a question as to the predominant category of the Parties, the Coordinator will determine which procedures apply based on the facts and circumstances.


[1] In addition, Complainants or Respondents may wish to speak with a confidential resource not affiliated with the College. Individuals may disclose and/or receive confidential, trauma-informed counseling support from confidential resources of their choosing. For more information, please refer to Resources & Support.

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VI. ROLES WITHIN A RESOLUTION PROCESS

1. Advisor- An advisor is a person chosen by a Party or appointed by PC who supports and consults with a Party during meetings or proceedings related to this Policy. In matters other than Title IX or sexual misconduct, advisors must be members of the PC community (student or full-time employee), may not be an attorney, and must follow the College’s established guidelines for the advisor role. Advisors may not actively participate in meetings or hearings but may request brief pauses or procedural clarifications. In Title IX cases only, a Party may select any advisor of their choosing (including but not limited to non-PC community members and/or an attorney). If a Party does not have an advisor present at a Title IX hearing, the College will appoint an advisor for the limited purpose of conducting cross-examination. A Party who participates in any process pursuant to this Policy without an advisor is considered to have voluntarily waived their right to an advisor, except in Title IX hearing (for the limited purpose of cross-examination) where one will be provided as required.

2. Appeal Decision-maker- The person who accepts or rejects a submitted appeal request, determines whether any of the appeal grounds are met, and directs responsive action(s) accordingly. They may grant, deny, remand for further investigation, or modify the initial determination. An Appeal Decision-maker may also review and make a decision on an Appeal of a Dismissal of a Complaint.

3. Complainant- An individual or group of individuals who has allegedly been subjected to discrimination, harassment retaliation or other prohibited conduct under the policy.

4. Coordinator (referring to the Title VI, Title VII, or Title IX Coordinator individually or collectively) – The official designated by Providence College to ensure ultimate oversight of compliance with Title VI, VII, and IX. References to the Coordinator throughout this Policy may also encompass a designee of the Coordinator, such as a Deputy Coordinator. The Coordinator manages the College’s response to complaints. The Coordinator is responsible for coordinating the implementation of respective supportive measures and the implementation of respective Resolution Processes for all parties involved. The Coordinator reserves the right in his/her sole discretion and in accordance with legal mandates, to amend procedures as necessary to ensure an equitable process, and/or to protect the integrity of the process.

5. Decision Maker(s)- The person(s) who reviews evidence, determines relevance, asks questions at the Hearing, and/or makes the determination of whether Policy has been violated. The decision-maker(s) objectively evaluates relevant information and reaches a conclusion based on the preponderance of evidence standard of proof. The Decision-maker provides the determination and rationale to the Hearing Coordinator who disperses the outcome.

6. Hearing Coordinator(s)- The person(s) who coordinates all aspects of the Hearing. This role conducts pre-Hearing meetings, collects Witness lists and questions requested to be asked by the Parties, provides the outcome letter, and coordinates the logistics of the Hearing.

7. Investigator- The person assigned to gather evidence, conduct interviews, and draft an investigative Report that is used during the live Hearing and decision-making process.

8. Parties- The Complainant(s) and Respondent(s), collectively.

9. Respondent- A person (or Student club, organization, team, or group) who is alleged to have violated the College’s Policy.

10. Sanctioning Administrator(s)- The administrator(s) responsible for assigning Sanctions and remedial measures in the case of a finding of responsibility. Depending on the Party involved, the Sanctioning Administrator(s) may be the Director of Community Standards (Students), the Sr. Associate Vice President for Human Resources and the applicable Division Head (Employees), or designee. This individual, or respective designee, may also serve as the Hearing Coordinator.

11. Witness- A person identified by a Party or individual serving in an official capacity within the Resolution Process who may have first-hand Knowledge or information related to the Complaint that is being investigated.

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VII. PROHIBITED CONDUCT

A. Discrimination, Discriminatory Treatment or Harassment, and Hate Speech/Conduct

Includes any form of discrimination, harassment, including discriminatory harassment, or retaliation based on an individual’s actual or perceived Protected Characteristic, including but not limited to race, color, national or ethnic origin, sex (including pregnancy and related conditions), gender, sexual orientation, gender identity, religion, disability, age, veteran status, or genetic information. The following prohibited conduct may also be a violation of this Policy or other applicable College policies.

1. Discrimination: Any adverse treatment, exclusion, or denial of opportunity towards an individual or group of individuals, with respect to employment or participation in an education program or activity, based in whole or in part, on that individual’s actual or perceived protected characteristics that: (1) excludes an individual from participation; (2) denies the individual the benefits of; (3) treats the individual adversely; or (4) otherwise adversely affects a term or condition of an individual’s employment education, living environment or participation in a College program or activity.

Discrimination can also include allegations of a failure to provide or honor reasonable accommodations as required by law or policy as it relates to disability and sincerely held religious practices or beliefs; and allegations of a failure to make a good faith effort to provide reasonable modifications to College policy, practices or procedures consistent with state and federal law and College Policy related to pregnancy and related conditions.

2. Discriminatory Treatment or Harassment: Any unwelcome conduct (e.g. verbal, physical etc.) that is based in whole or in part on that individual’s actual or perceived protected characteristics, that is so severe or pervasive that it unreasonably interferes with that individual’s educational or employment opportunities, participation in College activity or program, or creates an intimidating, hostile or offensive College environment when viewed from the perspective of both the individual and a reasonable person under the same circumstances.

3. Hate Speech/Hate Conduct: Any unwelcome speech or conduct that is motivated by bias, is subjectively and objectively offensive, or is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the College’s education program or activity. Hate speech/ hate conduct does not need to be targeted at the Complainant or reporting party to create a hostile environment. Conduct may be directed at anyone and/or may be based on an individual’s perceived or actual protected characteristics or affiliation with an individual or group of individuals maintaining protected characteristics. 

Discrimination, Discriminatory Treatment or Harassment, and/or Hate Speech/Conduct may include, but is not limited to the following types of misconduct when such misconduct involves one or more allegations of the conduct listed above:

  • The use of verbal abuse, slurs, derogatory comments. (e.g. comments related to sexual orientation or gender identity, including but not limited to LGBTQ+ identity), demeaning expressions, depictions, treatment or insults, objectionable epithets (e.g. use of racial or identify-based slurs), or nicknames involving or emphasizing stereotypes directed at an individual or group of individuals based on any protected characteristics pursuant to the College’s Notice of Non-discrimination;
  • The display or circulation of written or graphic materials or pictures that are degrading, offensive, or violent and that targets an individual or group of individuals based on any protected characteristics pursuant to the College’s Notice of Non-discrimination;
  • Any theft of, damage to, trespass on, or unauthorized use of property, such as spraying, scratching, etching or writing on another vehicle, building, College-owned or controlled materials/equipment, or personal property, when such conduct is motivated by or directed toward a targeted individual or group of individuals based on any protected characteristics pursuant to the College’s Notice of Non-discrimination;
  • Any physical contact or threatening language or behavior directed at one or more members of a targeted group based an individual or group of individuals’ protected characteristics pursuant to the College’s Notice of Non-discrimination; and/or
  • Other conduct that interferes with an individual’s performance limits participation in College programs/activities; or otherwise creates an intimidating, hostile, or offensive College environment based on an individual or group of individuals’ protected characteristics pursuant to the College’s Notice of Non-discrimination.

    The College policies are written and interpreted broadly to be inclusive of online manifestations of any of the prohibited behaviors referred to in this Policy, when those behaviors occur in or have an effect on PC’s educational programs or activity or when they involve the use of PC’s networks, technology, or equipment.

    Although the College may not control websites, social media, and other venues through which discriminatory, harassing, or retaliatory communications are made, when such communications are Reported to the College, it may warrant the College to engage in a variety of means to address and mitigate the effects.

    Members of the community are encouraged to be responsible digital citizens and to refrain from online misconduct, including but not limited to feeding anonymous gossip sites; sharing inappropriate content via social media; unwelcome sexual or sex-based messaging; distributing, or threatening to distribute, nude or semi-nude photos or recordings or otherwise using the ease of transmission and/or anonymity of the internet or other technology to harm another Member of the PC Community.

    B. Non-Title IX Prohibited Conduct

    In addition to the prohibited conduct below, non-Title IX prohibited conduct includes the prohibited conduct as defined in Section VII, Prohibited Conduct, subsection C, Title IX Prohibited Conduct, for allegations of sex-based discrimination, harassment, and/or retaliation when the allegations do not meet the specific definitions under Title IX, occur outside PC’s education program or activity, or take place outside the United States of America.

    1. Sexual Contact: Is sexual contact or any attempts to commit the intentional touching of another person’s intimate body parts, clothed or unclothed, if that intentional touching, or attempts to commit intentionally touching, can reasonably be construed as having the intent or purpose of obtaining sexual arousal or gratification.

    2. Sex Discrimination: Any adverse treatment or conduct that is either based on an individual’s or group’s sex, sexual orientation, gender, or gender identity, that limits, excludes, or denies an individual, or group of individuals, the benefits of participating in the College’s Educational Program or Activity from the perspective of both the individual and a reasonable person under similar circumstances.

    3. Sexual Exploitation: Is an attempted or committed nonconsensual act, which does not constitute sexual harassment, taken by a person for sexual gratification, financial gain, or other advancement through the abuse or exploitation of another person’s sexuality for their benefit or for the benefit of anyone other than the person being exploited.  Examples include, but are not limited to: non-consensual observation or photographing of individuals who are undressing or engaging in sexual acts; non-consensual use of electronic or other devices to make an audio or video record of sexual activity; prostituting another person; allowing others to observe a personal, consensual sexual act without the prior Knowledge and consent of all involved parties; and, knowingly exposing an individual to a sexually transmitted infection without his or her Knowledge.

    C. Title IX Prohibited Conduct
    Applies exclusively to prohibited conduct on the basis of sex, as defined by the 2020 Title IX regulations and in accordance with the January 20, 2025, Dear Colleague Letter, that occurs within PC’s education program or activity and against an individual in the United States of America.

    1. Sexual Harassment: A form of sex discrimination meaning sexual harassment and other harassment on the basis of sex, including on the basis of sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity, that is:  
    a. Quid Pro Quo Harassment: when an Employee, agent, or other person authorized by the College to provide an aid, benefit, or service under the College’s education program or activity explicitly or impliedly conditioning the provision of such an aid, benefit, or service on a person’s participation in unwelcome sexual conduct. 
    b. Hostile Environment Sexual Harassment: is unwelcome conduct that, based on the totality of the circumstances, is subjectively and objectively offensive and is so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the College’s education program or activity (“sexual exploitation” or “complicity” that meets this definition may constitute sexual harassment under Title IX). Whether a hostile environment has been created is a fact-specific inquiry that can include but is not limited to consideration of the following:

    a. The degree to which the conduct affected the Complainant’s ability to access the College’s education program or activity;
    b. The type, frequency, and duration of the conduct;
    c. The parties’ ages and roles within the College’s education program or activity, previous interactions, and other factors about each Party that may be relevant to evaluating the effects of the conduct; and
    d. The location of the conduct and the context in which the conduct occurred; and
    e. Other allegations or sex-based harassment in the College’s education program or activity.

    Providence College reserves the right to address allegations of offensive conduct and/or harassment that may not rise to the level of prohibited conduct under this Policy. Addressing such conduct will not result in the imposition of discipline under this Policy but may be addressed through other educational or conduct processes.

    c. Sexual-Based Crimes: as defined in 20 U.S.C. 1092(f)(6)(A)(v); “Dating Violence” as defined in 34 U.S.C. 12291(a)(10); “Domestic Violence” as defined in 34 U.S.C. 12291(a)(8); or “Stalking” as defined in 34 U.S.C. 12291(a)(30). Sexual Assault means an offense classified as a forcible or nonforcible sex offense under the uniform crime Reporting system of the Federal Bureau of Investigation, as defined below. 
    i. Sexual Assault includes sex offenses (rape, incest, statutory rape, fondling, and sodomy), a sex offense is any sexual act directed or engaged against or with another person, including instances where the person is incapable of giving consent.
    1. Rape (Except Statutory Rape): any sexual intercourse or penetration, no matter how slight, with any part of the body or object, of another individual without the consent of that individual, including instances where the victim is incapable of giving consent because of his/her age or because of his/her temporary or permanent mental or physical incapacity. This can also be referred to as non-consensual sexual intercourse. 
    2. Incest: Nonforcible sexual intercourse between individuals who are related to each other within the degrees wherein marriage is prohibited by law.
    3. Statutory Rape: Nonforcible sexual intercourse with a person who is under the statutory age of consent (Rhode Island’s statutory age of consent is 16 years old).
    4. Sodomy: Oral or anal sexual intercourse with another person, without the consent of the victim, including instances where the victim is incapable of giving consent because of his/her age or because of his/her temporary or permanent mental or physical incapacity.
    ii. Dating Violence: Violence committed by an individual who is or has been in a social relationship of a romantic or intimate nature with another individual, and where the existence of such a relationship is determined based on consideration of the following factors: the length, type, and frequency of interaction between the individuals involved in the relationship.  Dating Violence may involve a pattern of behavior[1] used to establish power and control over another person through fear, intimidation, or may involve-one-time conduct. This behavior can be verbal, emotional, and/or physical.

    For the purposes of this definition, dating violence includes, but is not limited to, sexual or physical abuse or the threat of such abuse and does not include acts covered under the definition of domestic violence.
    iii. Domestic Violence: Includes felony or misdemeanor crimes of violence committed by a current or former spouse or intimate partner of the individual, by a person with whom the individual shares a child in common, by a person who is cohabitating with the individual as a spouse or intimate partner, by a person similarly situated to a spouse of the individual, or by any other person against an adult or youth individual who is protected from that person’s acts under the domestic or family violence laws of Rhode Island.  
    iv. Criminal Sexual Contact (formally known as fondling): The intentional or forced touching of the clothed or unclothed body parts without consent of the individual, without the consent of the individual, including instances where the individual is incapable of giving consent because of his/her age, or because of his/her temporary or permanent mental or physical incapacity, for the purpose of sexual degradation, sexual gratification, or sexual humiliation. For purposes of this definition, private body parts may include (e.g., genitals, buttocks, and/or breasts).
    v. Stalking: Engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for his or her safety or the safety of others; or suffer substantial emotional distress. (“Cyberstalking” may constitute Stalking as defined in this Policy.)
    For the purposes of this definition:
  • Course of conduct means two or more acts, including, but not limited to, acts in which the Respondent 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.
  • A reasonable person means a reasonable person under similar circumstances and with similar identities to the Complainant.
  • Substantial emotional distress means significant mental suffering or anguish that may but does not necessarily require medical or other professional treatment or counseling.

    D. Other Prohibited Conduct
    Applies to all conduct and allegations arising under Section XII. Prohibited Conduct.

    I. Complicity: Means assisting, facilitating, or encouraging the commission of a violation of this Policy.

    II. Making a Materially False Statement: Means members of the College Community are expected to provide truthful information in any Report, meeting, or proceeding under this Policy. Providing or submitting false or misleading information in bad faith, with reckless disregard, with a motive to obtain personal advantage, or to cause intentional harm to another person in connection with an incident of sexual misconduct, is prohibited, and the individual is subject to disciplinary Sanctions under the relevant disciplinary system. This provision does not apply to Reports made or information provided in good faith, even if the facts claimed in the Report are not ultimately substantiated. A determination regarding responsibility alone is not sufficient to conclude that any party violated this provision.

    Making a Materially False Statement includes providing or submitting false or misleading information in bad faith, with a motive to obtain personal advantage or to cause intentional harm to another person in connection with an incident of sexual misconduct. It is also not retaliation for the College to pursue Policy violations against those who make materially false statements, in bad faith, in the course of a Resolution Process under this Policy. However, the determination of responsibility, by itself, is not sufficient to conclude that any Party has made a materially false statement in bad faith.

    III. Retaliation: An adverse action, including intimidation, threats, harassment, coercion, or discrimination against any person, by the College, a Student, an Employee or other person authorized by the College to provide aid, benefit, or service under the College’s Education Program or Activity, for the purpose of interfering with any right or privilege secured by law or Policy, or because the person has Reported information, made a complaint (including Formal Complaints),  testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or Hearing under this Policy.

    The exercise of rights protected under academic freedom does not constitute retaliation.

    The College may disclose or compel a non-Party, (e.g. an Employee witness), to participate in a Resolution Process by providing information to the College’s Investigator and/or to a Decision-maker, and such action does not constitute retaliation.

    IV. Unauthorized Disclosure: The unauthorized distribution and/or publication of materials created or produced during an investigation or Resolution Process, except as required by law or as expressly permitted by PC is strictly prohibited.

    The Resolution Process and related meetings is private by federal law; in accordance with this, discretion is requested to minimize the sharing of information and to preserve the integrity of the process. Parties, advisors and related witnesses are prohibited from the unauthorized disclosure of information obtained through the Resolution Process and/or related meeting, to the extent that information is the work product of PC (meaning it has been produced, compiled, or written by PC for purposes of its investigation and resolution of a Formal Complaint). In the event of Unauthorized Disclosure, The Office of Equity Compliance reserves the right to collaborate with the appropriate office(s) to resolve the Reported incident(s) with the goals of stopping the behavior, remedying its effects, and preventing its recurrence. These may include the use of a Resolution Process under this Policy, or another related College policy.

    Nothing in this section is intended to restrict the ability of Parties to obtain and present evidence/information, including by speaking to Witnesses, for purposes of presenting their case, seeking support, resources, or Advisors; or otherwise preparing for or participating in the Resolution Process.
  • [1] A pattern of behavior is typically determined based on the repeated use of words and/or behaviors and inactions in order to demean, intimidate, threaten, and/or control another individual in the dating relationship.

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VIII. DEFINITIONS OF RELEVANT TERMS: CONSENT & INCAPACITATION

A. Consent: is demonstrated through mutually understandable words and/or actions that indicate a willingness to engage in specific sexual activity. 

a. Consent must be knowing and voluntary (freely given).
b. To give consent, a person must be awake, of legal age (16 in Rhode Island), and have the capacity to reasonably understand the nature of her/his actions.
c. A person may not use physical force, verbal threats, intimidation, or coercion[1] as a method for obtaining consent.
d. Prior consent does not imply current or future consent, even in the context of a relationship.
e. Consent may be withdrawn by either person at any time, and once withdrawal of consent is expressed, the sexual activity must stop.
f. A person who is physically or mentally incapacitated cannot give consent.
 
B. Incapacitation: means being in a state where a person lacks the capacity to appreciate the fact that the situation is sexual or cannot appreciate (rationally and reasonably) the nature and/or extent of the situation. 

a. Incapacity can be found based on someone’s physical or mental status, based on developmental disability, or based on alcohol or drug use. 
b. A person who knows or should reasonably have known that another person is incapacitated may not engage in sexual activity with that person. 
c. A person’s state of incapacity is a subjective determination that is based on all the facts available because people reach incapacitation at different points and as a result of different stimuli.  
 
Administering any substance to another person, without their Knowledge, for the purpose of inducing incapacity is a violation of this Policy. Use of alcohol or other drugs does not, in and of itself, negate a person’s ability to give consent.  Alcohol-related incapacity results from a level of alcohol consumption that is more severe than being under the influence, impairment, intoxication, inebriation, or drunkenness.  Common and obvious warning signs of possible incapacitation include consistently slurred or incomprehensible speech, unsteady gait, vomiting, unconsciousness, impaired motor skills, or incontinence. A person who is not incapacitated at the beginning of sexual activity may, by virtue of alcohol or drug ingestion prior to or during the activity, reach a state of incapacitation as the activity continues and progresses.  People who are sleeping or have completely passed out are incapacitated. 
 
Factors that can influence a person’s state include body composition; tolerance for alcohol and other drugs; amount and type of alcohol or other drugs consumed, and the mixture taken; amount of food intake prior to consumption; genetics; and propensity for blacking out. 

A memory lapse regarding an incident is not conclusive evidence of incapacitation.  Alcohol-induced memory lapses, sometimes called “blackouts,” are common.  Such memory lapses, or blackouts, do not involve a loss of consciousness.  An individual who is unable to form long-term memories of the incident has experienced a memory lapse; that individual may have been able to walk and talk and consent to sexual activity at the time of the incident.      
  
When there is a determination of incapacitation, two additional questions are relevant: First, did the person initiating sexual activity know that the other Party was incapacitated?  If the answer to the first question is “No,” ask: “Should a sober, reasonable person in the same situation have known that the other Party was incapacitated?” If the answer to either question is “Yes,” consent was absent, and the conduct may be a violation of this Policy.  


[1] For purposes of this Policy, coercion refers to the use of an unreasonable amount of pressure to initiate or continue sexual activity. Coercion is more than an effort to gain consent, persuade, entice or attract another person to engage in sexual activity. If coercion, including intimidation, threats, and/or physical force is used, to initiate and/or continue sexual activity, consent may not be present.

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IX. SUPPORTIVE MEASURES

Supportive measures are non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the Complainant or the Respondent before or after the filing of a Formal Complaint or when no Formal Complaint has been filed.  Supportive measures are designed to restore or preserve equal access to the College’s education program or activity without unreasonably burdening the other Party, including measures designed to protect the safety of all parties, the College’s educational environment, or deter discrimination, harassment, and/or retaliation. 

Providence College will promptly offer and implement appropriate and reasonable supportive measures to the Parties upon Notice of alleged discrimination, harassment, or retaliation. If a Complaint has not been filed, the College will inform the Complainant, in-writing, that they may file a Complaint at that time or in the future but are not required to do so. The Coordinator will work with the Parties to ensure that their wishes are considered with respect to any planned and implemented supportive measures. The College will act to ensure as minimal an academic/occupational impact on the Parties as possible and implement measures in a way that does not unreasonably burden any Party.

A disclosure of discrimination, harassment, or retaliation by a Party for the purpose of seeking supportive measures can be made to a Designated Confidential Resource or to the Coordinator/Deputy Coordinator. The Reporter does not have to file any type of complaint to speak with the Coordinator/Deputy Coordinator about the provision of supportive measures.  Supportive measures may be effective on an interim, temporary, or long-term basis and may be modified as appropriate.  The College will maintain the privacy of any supportive measures to the extent practicable. 

Supportive measures available to Students include, but are not limited to, medical and mental health services and referrals, disability-related accommodations, language or translation services, academic accommodations (such as extensions of deadlines, schedule modifications, or other course-related adjustments), campus safety escort services, mutual restrictions on contact between the Parties (referred to as a “No-Contact Directive”), changes in work or housing locations, leaves of absence (with a referral to the Office of Financial Aid to address any impact on federal aid), increased security and monitoring of certain areas of campus, and other similar measures.

Supportive measures available to Employees include, but are not limited to, reasonable workplace adjustments, referral to the Employee Assistance Program, and No Contact Directives.

Students and Employees may use the Violence Against Women Act (VAWA) Visa and Immigration Resources for visa and immigration information as the College does not provide these legal services. (More information is available from the U.S. Citizenship and Immigration Services at uscis.gov).  

The Parties are provided with a timely opportunity to seek modification or reversal of the College’s decision to provide, deny, modify, or terminate supportive measures applicable to them. A request to do so should be made in writing to the Coordinator.

A. Related Accommodations during Resolution Process

Providence College is committed to providing reasonable accommodations and support to qualified members of our community with disabilities to ensure equal access to the College’s Resolution Processes.

Any individual needing such accommodations, including language assistance or support should contact the Coordinator assigned to their case, who will work with the respective office to review the request and, in consultation with the individual requesting the accommodation(s), determine which accommodations are appropriate and necessary for full process participation.

The Coordinator will address reasonable requests for support for the Parties and Witnesses, including:

  • Language services and Interpreters;
  • Disability-related accommodations;
  • Access and training regarding use of technology throughout a Resolution Process; and
  • Other support as deemed reasonable and necessary to facilitate participation in a Resolution Process.

If possible, Parties/Witnesses should contact the Coordinator assigned to their respective case at least three (3) days prior to any meeting or Hearing to arrange any disability accommodations, language assistance, and/or interpretation services that may be needed.

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X. NOTICE OF INVESTIGATION AND ALLEGATIONS (NOIA)

Following the filing of a Formal Complaint and in advance of any investigation interview, the Parties will receive a written Notice of Investigation and Allegations (NOIA), if applicable, that includes the following:

  • A meaningful summary of all allegations, if applicable
  • The names of the involved Parties, if applicable
  • The prohibited conduct being alleged, if applicable
  • The Formal Complaint submitted regarding the alleged incident (if available and/or applicable), including the date and location of the alleged incident(s) (if known)
  • The policies/prohibited conduct implicated at the time of issuance of the NOIA, if applicable
  • A description of, link to, or copy of the applicable procedures
  • A statement that the College presumes the Respondent is not responsible for the Reported misconduct
  • The name(s) of the Investigator(s), along with a process to notify the Coordinator of any conflict of interest that the Investigator(s) may have in advance of the interview process
  • A statement of the potential Sanctions/responsive actions that could result
  • A statement about the College’s policy on Retaliation
  • Information about process privacy
  • Information on Advisors of a Party’s choosing
  • A statement informing the Parties that the College’s Policy prohibits knowingly making false statements, including knowingly submitting false information during the Formal Grievance Process
  • Information about how a Party may request disability accommodations or other support assistance during the Formal Grievance Process
  • An instruction to preserve any evidence that is directly related to the allegations

After a Formal Complaint has been filed, the College retains authority to investigate the Formal Complaint and bring conduct charges against Students and Employees who withdraw, resign, or are removed from the College. The Coordinator also has the discretion to withhold a Student’s diploma or transcript when a Formal Complaint is pending.

An Advisor Non-Disclosure Agreement (NDA) and Advisor Designation & FERPA Release Form will be issued with the Notice of Investigation and Allegations (NOIA) and should be completed and returned to the Office of Equity Compliance (OEC) before any Party or Advisor is permitted to access any Report or any information deemed by the College to be private or sensitive in nature. If the College determines that any agreement had been violated in any manner, the College will take all action deemed appropriate at that time, including but limited to disciplinary action against the offending Party.

When a Complainant does not wish to file a Formal Complaint, or when the Coordinator identifies multiple Reports or a pattern of concerning conduct, the Coordinator may, at their discretion, initiate a Formal Complaint on behalf of the College or refer the matter to another College office for appropriate action. In making this determination, the Coordinator may balance factors including but not limited to the Complainant’s autonomy with the College’s responsibility to address the reported concerns.

When the College decides to move forward with a Formal Complaint without the Complainant’s  participation, the College does not become the Complainant but rather moves forward on behalf of (o/b/o) the named Complainant. Under Appendix A only, a Party who chooses not to participate will still have the ability to review their statement, investigation report, and participate in the Formal Grievance Process.

When the College decides to move forward with a Formal Complaint made by a non-party, the non-party will be treated as a complaining witness and will only have access to their provided witness summary, for purposes of review, pursuant to the Formal Grievance Process.

The College does not coerce or retaliate against a reporting party to compel participation in the investigation.

A. EMERGENCY REMOVAL, INTERIM SUSPENSION, ADMINISTRATIVE LEAVE (hereinafter Temporary Removal)

The College may determine that a Respondent should be removed from the College, partially or entirely, on an emergency basis because their presence poses an immediate threat to the physical health or safety of any Student, Employee or other individual, arising from the claim of discrimination, harassment, and/or retaliation.

The College may temporarily remove a Party accused of discrimination, harassment, and/or retaliation upon receipt of a Formal Complaint or Knowledge, or at any time during the Resolution Process. Prior to a Temporary Removal, the College will conduct an individualized risk assessment and may remove the Party if that assessment determines that an imminent and serious threat to the health or safety of a Party or any Students, Employees, or other persons arising from the allegations of discrimination, harassment, and/or retaliation justifies such action.

When a Temporary Removal is imposed, wholly or partially, the affected Party will be notified of the action, which will include a written rationale, and the option to challenge the emergency removal within five (5) days of the notification. During this challenge period the temporary. removal remains in effect.

A Temporary Removal may be challenged, in writing, on the same appeal grounds pursuant to the applicable Process (see Appendix A or Appendix B). Upon receipt of a challenge, the Coordinator, the Dean of Students Office or Senior Associate Vice President for Human Resources along with the applicable Division Head, or their designees, may request to meet with either Party. Additionally, a Party (and their respective Advisor) may request to meet as soon as reasonably possible to allow them to show cause why the removal/action should not be implemented or should be modified. This meeting is not to determine the merits of the allegation(s), but rather is an administrative process intended to determine solely whether the temporary removal is appropriate, should be modified, or lifted. When a Party does not request to meet with the Coordinator, the Dean of Students Office or Senior Associate Vice President for Human Resources along with the applicable Division Head, or their designees within five (5) days, objections to the emergency removal will be deemed waived. A Party can later request a meeting to show why they are no longer an imminent and serious threat because conditions related to imminent or seriousness have changed. A Complainant and their Advisor may be permitted to participate in this meeting if the Coordinator, Dean of Students, Sr. Associate VP for Human Resources and applicable division head, or their designee(s) determines it is equitable for them to do so.

The Respondent may provide information, including expert reports, witness statements, communications, or other documentation for consideration prior to or during the meeting. When applicable, a Complainant may provide information as well.

A temporary removal may be affirmed, modified, or lifted as a result of a requested review or as new information becomes available. The Dean of Students Office or Sr. Associate VP of Human Resources will communicate the final decision in writing, typically within five (5) days of the review meeting, to the Party and the Coordinator. The Coordinator will notify the Complainant, as appropriate.

A violation of the terms and conditions associated with a Temporary Removal is grounds for dismissal from the College. The College will not reimburse a Student or Employee for any expenses incurred related to a temporary removal. The College may notify the College community of the incident (without disclosing the identities to preserve privacy) in a Timely Warning-Crime Alert or Safety Advisory.

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XI. COLLATERAL MISCONDUCT

The College reserves the right to consolidate potential violations of other College policies, otherwise known as Collateral Misconduct, that arise during the course of this investigation, and/or for which it makes sense to provide one resolution for all allegations.                     

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XII. AMNESTY

Providence College encourages the Reporting of allegations of prohibited conduct by all community members. Sometimes, individuals are hesitant to give Notice to College officials or participate in Resolution Processes because they fear that they themselves may be in violation of certain policies, such as underage drinking or use of illicit drugs at the time of the incident. It is in the best interests of the College community that all individuals choose to give Notice of misconduct to College officials, to share what they know, and that all Parties be forthcoming during the process.

To encourage Reporting and participation in the process, Providence College offers amnesty from policy violations, such as underage alcohol consumption or the use of illicit drugs, related to the incident for all individuals (Parties and Witnesses). Granting amnesty is a discretionary decision made by the College, and amnesty does not apply to more serious allegations, such as physical abuse of another or illicit drug distribution.

While amnesty may safeguard the individual from disciplinary action related to the use or ingestion of alcohol or other drugs, it does not exempt the College from taking appropriate action to address the conduct and/or mitigate future violations. 

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XIII. TIMEFRAMES AND “GOOD CAUSE” FOR DELAY

The College will make a good-faith effort to conclude the Resolution Process in a reasonably prompt manner following the filing of a Formal Complaint. All timeframes referenced in this section may be extended or requested for “good cause” with written notice, from a Party or the Coordinator, including the reason for the delay.

Although not all-inclusive, examples of circumstances that may support a “good-cause” extension determination are:

(a) law enforcement authorities are conducting a criminal investigation and gathering evidence regarding the incident, and they have formally asked the College to temporarily delay the College’s investigation;
(b) to ensure the integrity and completeness of the investigation;
(c) to accommodate the availability of witnesses;
(d) to account for College breaks or vacations;
(e) to account for complexities of a case (e.g., the number of witnesses and the volume of information provided by the parties);
(f) to pursue good-faith efforts to reach an alternative resolution;
(g) to account for the need for language assistance or accommodation of disabilities; or
(h) to account for other legitimate reasons.

In the event an extension of time is granted, the Coordinator will notify the Parties, in writing, and provide the reason(s) for such extension.

XIV. RIGHTS OF THE PARTIES

Under this Policy and related procedures, the Parties have the right:

1. To be treated with dignity and respect throughout the process.

2. To have the stated College procedures followed.

3. To have allegations of violations of this Policy responded to promptly and with sensitivity.

4. To be informed about reasonably available supportive measures and resources, including protective, residential, academic, and disability-related accommodations; and to request reasonable extensions regarding deadlines.

5. To receive timely written Notice of alleged violations, including sufficient details known at the time, including but not limited to the identities of the parties involved, the conduct allegedly constituting discrimination, harassment, or retaliation the potentially implicated policy sections, and the date and location of the alleged incident.

6. To challenge the appointment of any College personnel assigned to oversee a portion of this process, as outlined in the procedures, due to potential bias or conflict of interest.

7. To receive assistance from the Office of Public Safety (all) or Title IX Confidential Advocate (Students) to file a criminal Report.

8. To the protection of one’s privacy, with disclosures made on a need-to-know basis only or in accordance with legal requirements.

9. To privacy with respect to disclosures of, all or in part, records and related work-product, including but not limited to evidence that is shared or obtained through the Resolution Process for any purpose not explicitly authorized by the College.

10. To protection against retaliation for making a good-faith Report or participating in any proceeding under this Policy.

11. To have an Advisor of one’s own choosing and the opportunity to have the Advisor attend any meeting or proceeding in accordance with the applicable procedures.

12. To receive written, advanced Notice of meetings or proceedings at which the Party’s presence is expected; said Notice includes the date, time, location, and participants of all Hearings, investigative interviews, or other meetings, with sufficient time for the Party to prepare to participate.

13. To an equitable investigation and resolution of all credible allegations of prohibited discrimination, harassment, retaliation, and other prohibited conduct, when Reported in good faith.

14. To utilize the standard “not responsible” until a determination is made at the end of the Resolution Process. The burden to determine responsibility falls on the College.

15. To use and apply the preponderance of the evidence standard to make a final determination.

16. To be informed that information gathered by the College may be subpoenaed in criminal or civil proceedings and/or may be shared with law enforcement authorities.

17. To present witnesses, any inculpatory and exculpatory evidence, inspect, review, and respond to any evidence obtained as part of the investigation that is directly related to the allegations raised in a Formal Complaint.

18. To access and review the draft Investigative Report for at least ten days, if applicable.

19. To refrain from providing incriminating statements during the investigation and/or any proceeding, knowing that the process will continue without unreasonable delay with the information available.

20. To receive a written determination regarding responsibility, associated Sanctions if applicable, and the right to appeal the determination for specified grounds.

21. Be informed of the opportunity to appeal the written determination regarding responsibility and Sanctions(s) and procedures for doing so in accordance with the College’s appeal grounds.

XV. ROLE OF ADVISOR

Parties may each have one Advisor present with them for all meetings, interviews, and Hearings within the Resolution Process, including intake. Advisors are optional, and parties may select whomever they wish to serve as their Advisor so long as the Advisor is eligible, pursuant to Section VI,  Roles within the Resolution Process, subsection 1, Advisor, and available. A person asked to serve as an Advisor may decline to serve.

A Party should select an Advisor whose schedule allows attendance at the scheduled date and time of the meeting or proceeding.[1] Generally, lengthy or multiple delays will not be allowed due to persistent scheduling conflicts of an Advisor.

Parties are permitted to change Advisors at any time during the process but are expected to promptly notify the Coordinator of the change and provide the new Advisor’s contact information. Advisors are required to sign Non-Disclosure Agreements (NDA) prior to the start of the Resolution Process, before the College will share information with them. If a Party changes their Advisor, consent to share information with their previous Advisor is null and void and a release for the new Advisor must be submitted.
 
The College cannot guarantee equal advisory representation, meaning that if one Party selects an Advisor who is an attorney, but the other Party does not, or cannot afford an attorney, the College is not obligated to provide an attorney to advise that Party.

A. Advisor’s Role in the Resolution Process
Advisors should help the Parties to prepare for each meeting and are expected to advise ethically, with integrity, and in good faith. Advisors may not provide testimony or speak on behalf of their Advisee unless given specific permission to do so.
 
The Parties are expected to ask and respond to questions on their own behalf throughout the Resolution Process. Although the Advisor generally may not speak on behalf of their Advisee, the Advisor may consult with their Advisee, either privately as needed, or by conferring or passing notes during any Resolution Process meeting or interview. For longer or more involved discussions, the Parties and their Advisors should ask for breaks to allow for private consultation. Advisors may ask for procedural clarifications before, during, or after any meeting or proceeding.

For Title IX Hearings only, cross-examination will be conducted directly, orally, and in real time by the party’s advisor of choice and never by a party personally. Either party may ask that the Hearing be conducted with the parties located in separate rooms with technology enabling the Hearing panelist(s) and parties to simultaneously see and hear the party or witness answering questions. Before a party or witness answers a question, a decision-maker must first determine whether the question is relevant and explain any decision to exclude a question as not relevant. If a party does not have an advisor present at the live Hearing, the College will provide without fee or charge to that party, an advisor of the College’s choice, who may be, but is not required to be, an attorney, to ask cross-examination questions on behalf of that party.

B. Records Shared with Advisors
Advisors are expected to maintain the integrity of the resolution proceedings and are strictly prohibited from disclosing, all or in part, any records and related work-product, including but not limited to evidence that is shared or obtained through the resolution proceedings for any purpose not explicitly authorized by the College. Any alleged violation(s) of a Non-Disclosure Agreement (NDA) should be Reported to the Coordinator. The College may limit and/or prohibit the role of any Advisor who violates an NDA or fails to respect any confidentiality requirements.  
 
All information related to the Anti-Discrimination, Harassment, Title IX and Retaliation Resolution Process will be provided directly to the Party, who will determine what is shared with their respective Advisor.

C. Advisor Expectations
The College expects Advisors to adjust their schedule to allow them to attend meetings, interviews, and Hearings. The College may, at the Coordinator’s discretion, change scheduled meetings, interviews, and Hearings to accommodate an Advisor’s inability to attend, if doing so does not cause an unreasonable delay. The College may also make reasonable provisions to allow an Advisor who cannot be present in person to attend a meeting, interview, or Hearing by telephone, video conference, or other similar technologies.
 
All Advisors are subject to the same College policies and procedures, whether they are attorneys or not, and whether they are selected by a Party or appointed by the College. Advisors are expected to advise without disrupting proceedings and the College reserves the right to remove from a meeting or proceeding any individual whose actions do not meet the College’s expectations about decorum, including an Advisor.

D. Advisor Policy Violations
Any Advisor who oversteps their role as defined by the Policy, who shares information or evidence in a manner inconsistent with the Policy, or who refuses to comply with the College’s established advisor expectations referenced above will be warned. If the Advisor continues to disrupt or otherwise fails to respect the limits of the Advisor role, the meeting, interview, or Hearing may be ended, or other appropriate measures implemented, including the College requiring the Party to use a different Advisor or providing a different College-appointed Advisor. Subsequently, the Coordinator will determine how to address the Advisor’s non-compliance and future role.


[1] Knowledge of the Resolution Process is important to the Advisor’s role; therefore, Advisors will be offered the opportunity to participate in a Pre-Hearing meeting (where applicable) to discuss the College’s process and rules of decorum.

XVI. STANDARD OF PROOF

The standard of proof in the College’s grievance resolution proceedings, including its Title IX proceedings, is the preponderance of evidence standard, which requires proving that it is more likely than not that reported discrimination, harassment, or retaliation occurred, or that an appeal has merit.

XVII. PRIVACY, PRIVILEGE, AND CONFIDENTIALITY

The College makes every effort to protect the privacy of individuals involved in the Resolution Process and will disclose information related to the Formal, investigation, and Resolution Process, if any, on a need-to-know basis. The identity of persons with whom information has been disclosed by the College can be made available to the parties, upon request.

  • Privacy: Means that information related to a Formal Complaint will be shared with a limited number of College Employees who “need to know” in order to assist in providing supportive measures or evaluating, investigating, or resolving the Formal Complaint. All Employees who are involved in the College’s response to Notice under this Policy receive specific training and guidance about sharing and safeguarding private information in accordance with federal and state law.
  • Confidentiality: Exists in the context of laws or professional ethics (including Title IX) that protect certain relationships, including clinical care, mental health providers, and counselors. Confidentiality also applies to those designated by the College as Confidential Employees for purposes of Reports under this Policy, regardless of legal or ethical protections. When a Complainant shares information with a Confidential Employee, the Confidential Employee does not need to disclose that information to the Coordinator.

The Confidential Employee may, however, provide the Complainant with the Coordinator’s contact information, may assist the Complainant in Reporting, if desired, and can provide a Party with information on how the Coordinator can assist them. With respect to Confidential Employees, information may be disclosed when: (1) the Reporting person gives written consent for its disclosure; (2) there is a concern that the person will likely cause serious physical harm to self or others; or (3) the information concerns conduct involving suspected abuse or neglect of a minor under the age of 18, elders, or persons with disabilities. Non-identifiable information may be shared by Confidential Employees for statistical tracking purposes as required by the Clery Act/Violence Against Women Act (VAWA). Other information may be shared as required by law.

  • Privilege: Exists in the context of laws that protect certain relationships, including attorneys, spouses, and clergy. Privilege is maintained by a provider unless a court orders release or the holder of the privilege (e.g., a client, spouse, parishioner) waives the protections of the privilege. The College treats Employees who have the ability to have privileged communications as Confidential Employees.

The College reserves the right to determine which College officials have a legitimate educational interest in being informed about Student-related incidents that fall under this Policy, pursuant to the Family Educational Rights and Privacy Act (FERPA). Only a small group of officials who need to know will typically be told about the Formal Complaint. Information will be shared as necessary with Investigators, Decision-makers, Appeal Decision-makers, Witnesses, the Parties, and the Parties’ Advisors. The circle of people with this Knowledge will be as limited as possible to preserve the Parties’ rights and privacy.

The College may contact Students’ parents/guardians to inform them of situations in which there is a significant health and/or safety risk but will usually consult with the Student prior to doing so.

XVIII. UNAUTHORIZED DISCLOSURE OF INFORMATION

Parties and Advisors are prohibited from disclosing information obtained through the Resolution Process, to the extent that information is the work product of the College (meaning it has been produced, compiled, or written by the College for purposes of its investigation and resolution of a Formal Complaint), without authorization. It is also a violation of this Policy to publicly disclose institutional work product that contains a Party or Witness’s personally identifiable information without authorization or consent.

Disclosure of information about the case prior to resolution may not only interfere with the integrity of the Resolution Process but may also cause serious and lasting harm to persons who are directly involved in the process. At each stage in the process, the Complainant, the Respondent, Advisors, and any Witnesses will be asked to maintain confidentiality by refraining from making inappropriate disclosures, or disclosures in an imprudent or careless manner, that could compromise the integrity of the process and cause harm to the persons directly involved.

XIX. RESOURCE CONTACT INFORMATION

College Confidential Resources (as defined in this Policy):

  • Personal Counseling Center (Students): (401) 865-2343; After hours (401) 865-2343 – select option “2”
  • Office of the Chaplain: (401) 865-2216; After hours (401) 865-1333
  • Title IX Confidential Advocate (Students): kendra.marasco@providence.edu (Complainants); jgomes3@providence.edu (Respondents)
  • Student Health Center: (401) 865-2422

Community Resources:

  • Day One: The Sexual Assault & Trauma Resource Center – 1-800-494-8100 (24-hour helpline)
  • Sojourner House (401) 765-3232 (24-hour helpline)
  • Blackstone Valley Advocacy Center 1-800-494-8100 (24-hour helpline)
  • Rhode Island Coalition Against Domestic Violence – 1-800-494-8100 (24-hour helpline)
  • Women & Infants Hospital – (401) 274-1100 (General); 401-274-1750 (Emergency)
  • Rhode Island Hospital – (401) 444-4000 (General); (401) 444-5411 (Emergency)
  • Providence Police Department – Emergency: 911; General: (401) 272-312; Special Victims Unit: (401) 243-6331; Law Enforcement Advocate: (401) 243-6338
  • Lucet Employee Assistance Program – 1-800-624-5544; https://eap.lucethealth.com/ (login code (no space): providencecollege).

Additional Non-confidential Campus Resources:

  • Office of Public Safety – (401) 865-2222 (Emergency); (401) 865-2391; Public Safety Building
  • The Center at Moore Hall – (401) 865-1018; Moore Hall
  • Office of the Dean of Students – (401) 865-1782; Slavin 102
  • Office of Residence Life – (401) 865-2392; Slavin 105
  • Residence Life On-Call – (401) 639-9110
  • Office of Human Resources – (401) 865-2341; Harkins 302

XX. PREVENTION AND AWARENESS PROGRAMS AND TRAINING

The College’s awareness and prevention programs, initiatives, and strategies are community-wide or audience-specific and are aimed at stopping the behavior, remedying the effects, and preventing the recurrence of discrimination, harassment, and retaliation.

Educational efforts focused on prevention, risk minimization, and bystander intervention include primary prevention and awareness programs for incoming Students and new Employees, and ongoing training and related education for Students and Employees.

XXII. RECORDKEEPING

For a period of at least seven (7) years following the conclusion of the Resolution Process, Providence College will maintain records of:

  • Each discrimination, harassment, and/or retaliation Resolution Process, including any Final Determination regarding responsibility or appeal and any audio or audiovisual recording or transcript required under federal regulation. For Title IX cases only, a party has the right to request inspection and review of the hearing.
  • Any disciplinary Sanctions imposed on the Respondent.
  • Any supportive measures provided to the Parties and any Remedies provided to the Complainant or the community designed to restore or preserve equal access to the College’s education program or activity.
  • Any Appeal and the result therefrom.
  • Any Alternative Resolution Process and the result therefrom.
  • All materials used to provide training to the Coordinator and designees, Investigators, Decision-maker(s), Appeal Decision-makers, Sanctioning Administrators, Hearing Coordinators, Informal Resolution Facilitators, and any person who is responsible for implementing the College’s Resolution Process, or who has the authority to modify or terminate supportive measures. The College will make these training materials available for review upon request.

Providence College will also maintain any and all records in accordance with federal and state laws and applicable College policy.

XXIII. POLICY REVISIONS

The Office of Equity Compliance reviews and updates these policies and procedures regularly and reserves the right to make changes to this document as necessary and in compliance with state, federal, local laws or regulations, and College policy.

Date Effective: 2006. Effective Revision Date: 2026


 

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INFORMATION ON REGISTERED SEX OFFENDERS

The Adam Walsh Child Protection and Safety Act of 2006 creates a national sex offender registry and instructs each state to collect information about sex offenders and to make it available to members of the public. The Campus Sex Crimes Prevention Act requires sex offenders residing in Rhode Island who must register under state law to provide notice to authorities of enrollment or employment at any Rhode Island institution of higher education, as well as notice of each change of enrollment or employment status at that institution of higher education. In the State of Rhode Island, sex offenders are registered with the local police department in their respective municipalities. In Providence, sex offenders must register with the Providence Police Department. Persons seeking information related to the Sex Offender Registry and access to related information should contact the Providence Police Department at 272-3121, or the Sex offenders Community notification Unit with the Rhode Island Parole Board at 462-0905.

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CHILD ABUSE OR NEGLECT REPORTING POLICY AND CODE OF CONDUCT

The College’s Child Abuse or Neglect Reporting Policy requires all members of the College community to report suspected child abuse or neglect and suspected child-on-child abuse immediately to the Chief of Public Safety (401-865-2391). For purposes of this policy, and pursuant to Rhode Island state law, “child” means a person under the age of eighteen (18) An “Abused or Neglected Child” means a child whose physical or mental health or welfare is harmed, or threatened with harm, when his or her parent or other personal responsible for his or her welfare, which includes staff at day and overnight camps: (i) Inflicts, or allows to be inflicted, upon the child physical or mental injury, including excessive corporal punishment; or (ii) Creates, or allows to be created, a substantial risk of physical or mental injury to the child, including excessive corporal punishment; or” (iii) Commits, or allows to be committed, against the child an act of sexual abuse; or (iv) Fails to supply the child with adequate food, clothing, shelter, or medical care, though financially able to do so or offered financial or other reasonable means to do so; or (v) Fails to provide the child with a minimum degree of care or proper supervision or guardianship because of his or her unwillingness or inability to do so by situations or conditions such as, but not limited to: social problems, mental incompetency, or the use of a drug, drugs, or alcohol to the extent that the parent or other person responsible for the child’s welfare loses his or her ability or is unwilling to properly care for the child; or (vi) Abandons or deserts the child; or (vii) Sexually exploits the child in that the person allows, permits, or encourages the child to engage in prostitution; or (viii) Commits, or allows to be committed, any sexual offense against the child. “Child-on-Child abuse” means any child that has been a victim of sexual abuse by another child.

The College requires that all members of the College Community report the following situations to the Chief of Public Safety: (1) Any time a member of the College Community has probable cause to know or suspect that any child is an Abused or Neglected Child and such abuse has taken place on College property, at a College-sponsored program or event, and/or by a member of the College Community; (2) Any time a member of the College Community has probable cause to know or suspect that any child has been a victim of Child-on-Child Abuse and such abuse has taken place on College property, at a College-sponsored program or event, and/or by a member of the College Community; and (3) Any other instances of inappropriate conduct or abuse involving a child that takes place on College property, at a College-sponsored program or event, and/or by a member of the College Community. All reports must be made to the Chief of Public Safety at 501-865-2391 within twenty-four (24) hours.

If in doubt about whether there are grounds for making a report, ask: Would a reasonable person, in the particular circumstances, suspect that abuse or neglect is occurring or has occurred? The report should include all relevant information available to the reporter at the time, including: the date, time, and location of the incident; the date the incident was reported to you; and, the identities and ages of the victim and, if known, the alleged perpetrator(s). If a child is in imminent danger, the witness should call both the Police – 911, and on-campus Public Safety (401-865-2222) to obtain immediate protection for the child. Depending on the particular circumstances, the reporter may have additional reporting obligations pursuant to Rhode Island law. The Office of General Counsel and/or the Office of Public Safety can assist College community members with making such reports.

Willful failure to report a case of suspected child abuse will result in disciplinary action, up to and including dismissal from the College. Anyone making a good-faith report of suspected abuse pursuant to this Policy is immune from disciplinary action and should feel safe and empowered to make the report. Retaliation against a reporter or a witness in an investigation is prohibited. However, any person who knowingly and willfully makes, or causes to be made, a false report of child abuse or neglect shall be subject to disciplinary action, up to and including dismissal from the College. The Policy is available below.

To help guide persons working with minors either on-campus or in College-sponsored programs and activities that take place off-campus, the College created a Code of Conduct that establishes limits on personal behavior and describes appropriate interactions with children.

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HAZING POLICY STATEMENT

Definitions of Hazing and Prohibited Activity

Providence College is committed to maintaining an environment in which all students and employees are treated with dignity and respect. In compliance with the Federal Stop Campus Hazing Act of 2024 (“the Hazing Act”) and Rhode Island State Law, the College strictly prohibits hazing or any hazing-related activities. “Hazing” is defined under Rhode Island law as “any conduct or method of initiation into any student organization, whether on public or private property, which willfully or recklessly endangers the physical or mental health of any student or other person. This conduct shall include, but not be limited to, whipping, beating, branding, forced calisthenics, exposure to the weather, forced consumption of any food, liquor, beverage, drug, or other substance, or any brutal treatment or forced physical activity which is likely to adversely affect the physical health or safety of the student or any other person, or which subjects the student or other person to extreme mental stress, including extended deprivation of sleep or rest or extended isolation. See R.I.G.L. 1956 – 11-21-1. Similarly, “Hazing” is defined under the Hazing Act as “any intentional, knowing, or reckless act committed by a person (whether individually or in concert with other persons) against another person or persons regardless of the willingness of such other person or persons to participate that (i.) is committed in the course of an initiation into, an affiliation with, or the maintenance of membership in, a student organization; and (ii.) causes or creates a risk, above the reasonable risk encountered in the course of participation in the institution of higher education or the organization (such as the physical preparation necessary for participation in an athletic team), of physical or psychological injury. See 20 U.S.C. 1092 – 485(f)(6)(A)(vi). The Act further defines “Student Organization” as “any organization at an institution of higher education (club, society, association, athletic team, club sports team, intramural team, fraternity or sorority, band, student government etc.) in which two or more of the members are students enrolled at the institution, whether or not the organization is established or recognized by the institution. See 20 U.S.C. 1092 – 485(f)(6)(A) (vii).

Hazing in any form, as defined by both state and federal law, is strictly prohibited by the College. It is a violation of College policy for any member of the campus community to plan, participate in, encourage, or engage in the following activities both on and off campus: (i) Whipping, beating, striking, electronic shocking, placing of a harmful substance on someone’s body, or similar activity; (ii) Causing, coercing, or otherwise inducing sleep deprivation, exposure to the elements, confinement in a small space, extreme calisthenics, or other similar activity; (iii) Causing, coercing, or otherwise inducing another person to consume food, liquid, alcohol, drugs, or other substances; (iv) Causing, coercing, or otherwise inducing another person to perform sexual acts; (v) Any activity that places another person in reasonable fear of bodily harm through the use of threatening words or conduct; (vi) Any activity against another person that includes a criminal violation of local, State, Tribal, or Federal law, or a violation of any College policy or the College’s Mission; and (vii) Any activity that induces, causes, or requires another person to perform a duty or task that involves a criminal violation of local, State, Tribal, or Federal law, or a violation of any College policy or the College’s Mission. Assertions that the conduct or activity was not part of an official organization event or was not sanctioned or approved by the organization, express or implied consent of the victim, and lack of active participation while hazing is occurring are not considered by the College to be defenses to hazing.

Reporting Incidents of Hazing

Reports of hazing must be reported promptly. Any student or employee who becomes aware of a hazing incident must report the incident to the Office of Public Safety, either by calling the emergency line at 401-865-2222 or by completing the Office’s Anonymous Reporting Form. Reports can also be made through the College’s Anonymous Ethics Line or to the Division of Student Affairs/Dean of Students Office at 401-865-1782. In addition to reporting hazing activity to the College, reports may be filed with the Providence Police Department or by calling 911 in the case of an emergency. All reports of hazing will be reviewed and investigated promptly. Incidents of hazing involving only students will be investigated by the Office of Public Safety and reported to the Office of Community Standards. Students will be subject to the Office of Community Standards Student Conduct process and procedures as set forth in the Student Handbook. Allegations made against employees for involvement in hazing activity will be investigated by the Office of Public Safety and Human Resources. The Office of Public Safety will also work with law enforcement if criminal activity is suspected. Allegations of hazing that involve violations of the College’s Anti-Harassment and Discrimination Policy or Sexual Misconduct: Harassment and Discrimination Policy will also be referred to the Office of Equity Compliance.

Sanctions for Hazing Violations

In cases of individual student violators, appropriate student conduct action may be imposed as outlined in the Student Handbook and for student athletes, in the Student Athlete Handbook. As a result, students may face discipline up to and including suspension and/or expulsion. In cases where organizations have been involved in hazing activity, loss of privileges, loss of campus recognition, and loss of funding may be imposed. Employees involved in allegations of hazing may be subject to discipline by the College up to and including termination. In addition to discipline by the College, individuals who engage in hazing may be subject to penalties under Rhode Island law. Hazing is considered a misdemeanor in the State of Rhode Island and if convicted, individuals could face a fine of up to $500, imprisonment for thirty (30) days up to one (1) year, or both. See R.I.G.L. 1956 – 11-21-1. Further, any College employee that knowingly permits hazing may be convicted of a misdemeanor and fined anywhere from $10.00 to $100.000. See R.I.G.L. 1956 – 11-21-2.

Prevention and Awareness Programming

The College has developed a hazing prevention and awareness training program for its students and employees. All incoming freshman and transfer students receive an interactive anti-hazing training during the Fall “New Student Orientation” in connection with Bystander Intervention training. During this training, students learn the State and Federal definitions of hazing, are given an overview of the College’s Anti-Hazing policy (including how to report incidents of hazing, sanctions, etc.), watch a video illustrating examples of hazing, and participate in a discussion following the video example. Transfer students beginning in January are assigned an online anti-hazing program through Vector Solutions, similar to the College’s New Student Orientation training.

The College, in consultation with two of its sports psychologists, has also developed a customized hazing prevention and awareness training program tailored to its varsity athletes and varsity athletic coaches and staff members. This interactive, in-person training is presented to each varsity team and coaching staff at various sessions throughout the summer and academic year.

Hazing prevention and awareness training is also provided to the following groups on an annual basis: (1) Club sports student leaders, club sports coaches, and Intramural Athletic Board leadership; (2) Executive board leaders and advisors to College clubs, organizations, and academic fraternities; and (3) Orientation Leaders, Pre-Orientation Program Leaders, Resident Assistants, mentors in Horizons and PC1G (PC First Generation), Leadership Fellows Program Companions, and Friar Foundations student leaders. These trainings are also interactive and include group discussion of four different hazing scenarios. Additionally, all College students and employees are welcome to join any hazing training and prevention programming sessions offered throughout the year. Lastly, any student or employee may request online anti-hazing training and/or resources and materials through the Office of Student Affairs/Dean of Students Office at any time.

Please refer to the College’s full Hazing policy for more information.

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NEW AND ONGOING AWARENESS, PREVENTION, BYSTANDER INTERVENTION, AND RISK-REDUCTION PROGRAMS, TRAININGS, AND INITIATIVES ON POLICY AND CRIME – INCLUDING SEXUAL ASSAULT, INTIMATE PARTNER VIOLENCE, AND STALKING

Introduction. The College’s security awareness and prevention efforts include but are not limited to programs for the following groups: students who reside on campus and students who reside in the surrounding community; parents during orientation; international students during orientation; members of residence life staff and other groups within student affairs; members of key College committees and administrators; drivers of College vehicles and drivers who transport members of the community; and, leaders of College-sponsored or approved trips involving students.

The Office of Public Safety distributes crime prevention material to students, faculty, and staff, and participates in many programs and demonstrations to inform and educate the College community regarding security measures. Crime prevention is a major and ongoing priority. Public Safety officers” partner with local law enforcement officials to perform neighborhood and campus patrols and monitor local crime activity. The Office provides training courses for students and staff on key crime prevention measures, and self-defense. The Office participates in meetings and serves on committees to address crime and safety issues. The Office participates in all new student orientation programs, distributing educational and awareness materials to all new students and their families.

The Office engages in a liaison program with residence halls in order to foster regular communication with residence life staff. In collaboration with residence hall directors, officers routinely attend residence hall floor meetings to discuss with residents current safety and security issues on- and off-campus that may have an impact on students.

During the overnight and weekend hours, Providence College Emergency Medical Services (PCEMS), a State-licensed ambulance service, provides basic life support services to the Providence College community. Information about crime prevention and personal safety is available at the College’s Public Safety website.

Awareness and Prevention Programs. Sexual assault, dating violence, domestic violence, and stalking prevention programs are culturally relevant, inclusive of diverse communities and identities, responsive to community needs, and informed by research. They consider environmental risk and protective factors on multiple levels. Awareness programs, initiatives, and strategies are community-wide or audience-specific aimed at preventing violence, promoting safety, and reducing perpetration. These education programs include primary prevention and awareness programs for all incoming students and new employees. These education programs include: a statement that these crimes are prohibited at the College; definitions of consent, domestic violence, dating violence, sexual assault, and stalking in the College’s jurisdiction; safe and positive bystander intervention when there’s a risk of one of those incidents; information on risk reduction to recognize warning signs of abusive behavior; and information about the institutional disciplinary procedures.

All new freshmen and transfer students complete the online Vector Solutions “AlcoholEDU” and “Sexual Violence Prevention” programs before arriving on campus. During orientation, they attend an educational program called, “Community Begins Here: Title VI & Title IX at Providence College”, which addresses sex-based discrimination, harassment, retaliation, and discrimination on the basis of protected categories, and the “You’re Never Alone in Friartown” bystander intervention program. Small-group trainings are offered to all club sports, student groups and resident units.

At the beginning of each academic year, all intercollegiate athletic teams participate in NCAA-mandated Core Guarantee programming, which includes training on Title IX, hazing, sexual violence prevention, and other athletics-related topics. First-year and senior student-athletes complete the online module Sexual Violence Prevention Essentials for Athletes (Vector Solutions); sophomore student-athletes complete the online module Sexual Assault Prevention for Athletes (Vector Solutions); and junior and graduate student-athletes complete RespectEdu Ongoing: Athletes (Vector Solutions). All first year and transfer student-athletes are required to complete both online (summer) and in-person (fall orientation) sexual assault prevention, alcohol/drug abuse prevention and bystander intervention programming assigned and delivered by the Division of Student Affairs.

New employees undergo Sexual Assault Awareness and Prevention training during their onboarding process, which is aimed at identifying and discussing their responsibilities as mandatory reporters and also their resources and support options as community members.

Bystander Intervention Campaign. The Friar Family Step Up! Bystander Intervention Program seeks to build on, and substantially expand, the College’s efforts to reduce sexual violence, relationship abuse, and discrimination based on gender, race, ethnicity, or sexual orientation. Based on the Step Up! model developed at the University of Arizona, the program helps participants learn to recognize situations of potential harm, understand institutional structures and cultural conditions that facilitate violence, overcome barriers to intervention, identify safe and effective intervention options, and take action to intervene.

It encourages participants to use the following five-step decision-making model to intervene: 1) Notice the event; 2) Interpret the event as a problem – investigate!; 3) Assume personal responsibility; 4) Know how to help; and, 5) Implement the help: Step UP!. The Step Up! model is rooted in higher education and is based on well-established social psychology theory and research. It has received recognition and support by the NCAA and is a model well-received by student athletes and the general student population. More information regarding Step Up! can be found on their website. All new students participate in this program, and the program is also presented to student leaders, athletes, and other groups within the community.

Domestic Violence Awareness Month (DVAM): Each October, the Office of Equity Compliance leads campus-wide engagement related to domestic violence awareness, oftentimes in collaboration with other offices and student groups within the community. The focus of engagement is designed to educate the campus community about dating and domestic violence, healthy and unhealthy relationship dynamics, and bystander intervention. Examples of engagement efforts may include educational presentations on recognizing patterns of abuse, strategies for prevention and intervention, and facilitated discussions that examine contemporary or widely recognized cases to help students identify concerning behaviors in real-world contexts.  

Sexual Assault Awareness Month (SAAM): Each April, the Office of Equity Compliance leads campus-wide engagement related to sexual assault awareness, oftentimes in collaboration with other offices and student groups in the community. The focus of engagement during this time is to educate the community on sexual assault awareness, prevention education strategies, and effective ways to be a community bystander. Examples of engagement efforts have been Denim Day, Educational Sessions with a Sexual Assault Nurse Examiner (SANE), and collaboration with the College’s Dialogue for Inclusion and Democracy Lab (D.I.D. Lab) to design campus-wide engagement questions related to sexual violence awareness, education, and prevention strategies.

Students Promoting Equity, Education, and Compliance (SPEEC): is a student-centered initiative of the Office of Equity Compliance that engaged students as peer educators and campus partners in prevention education. Through peer-to-peer programming, micro-learning campaigns, dialogue, and professional development, SPEEC promotes awareness of discrimination, harassment, retaliation, healthy community practices, and available resources. SPEEC members are active participants in the Office of Equity Compliance’s prevention initiatives and also serve as liaisons between the student body and the Office of Equity Compliance, helping identify emerging student needs and opportunity for education while advancing campus culture that is grounded in dignity and bystander engagement.  

Take Back the Night. This program, led by the student group called Women Will, is a program aimed at drawing attention to sexual violence in the community. A large space on campus is converted into a safe space (lighting is minimal) where students can anonymously share their stories of sexual abuse or assault. Counselors from the Personal Counseling Center are present in the event that someone needs immediate support and attention that evening. The event takes place each April.

Resource Stickers. Resource sticker posters, designed to provide resource information for Sexual Assault, Relationship Violence, Discrimination, and Mental Health Concerns, have been placed on the backs of bathroom stall doors in all residence halls, academic buildings, student center, the library, recreation facilities, sports medicine facilities, campus ministry facilities, student health center, and the personal counseling center. Stickers are updated as needed based on changes in campus resources/staffing.

Campus Climate Survey: As part of the College’s ongoing efforts to ensure all students feel welcome, supported, and safe at Providence College, in April of 2025 we conducted a campus climate survey on the topics of sexual assault, dating violence, domestic violence, and stalking. The survey was distributed to all undergraduate students, graduate students and faculty/staff. The purpose of this survey was to identify the scope and nature of sexual violence experiences on our college campus; to measure the likelihood of student intervention in high-risk situations; and to capture attitudes with respect to gender and sexual violence. Providence College partnered with HEDS (The Higher Education Data Sharing Consortium) to administer the survey beginning in 2022. Surveys prior to 2022 were administered by EAB. Results of surveys from 2015, 2016, 2018 and 2022 can be viewed by members of the College community on the MyPC Portal. Results have helped the College to strengthen policies and prevention efforts aimed at eliminating sexual misconduct and relationship violence, and to enhance support systems for people who have experienced sexual misconduct or relationship violence. The next campus climate survey is scheduled for Spring 2027.

Title IX Advisory Group: Following the College’s participation in NASPA’s” Culture of Respect, this assessment drove the creation of the Sexual Violence Advisory & Implementation Task Force (now known as the Title IX Advisory Group) whose main purpose is to serve as an interdisciplinary group that collaborates to identify, outline, and implement key goals and objectives related to sexual violence prevention, education, policy and procedural excellence. This group is led by the Assistant Vice President for Equity Compliance (Title VI and Title IX Coordinator).

Training for Key Administrators/Staff. “Employees and others with key roles in the receipt, processing, and resolution of sexual misconduct reports receive training on at least an annual basis. The Title IX Coordinator and Deputy Title IX coordinators participate in additional sessions each academic year. New faculty and staff participate in a sexual harassment training program to increase their level of awareness, to learn about campus policies, to understand reporting obligations, to help prepare them to work effectively with campus violence prevention efforts, and to learn how to support students who may become involved in the grievance resolution process.

Training for Residence Life Staff. Members of the Residence Life staff participate in a number of training sessions focused on sex-based discrimination, sex-based harassment and discrimination and harassment related to protected. These sessions present critical information about sexual assault, dating violence, domestic violence, stalking, bystander intervention, and how to assist residential students and their peers. Additionally, staff participate in an annual exercise to prepare to respond to students who report sex-based discrimination and/or harassment and to support other affected students.

Risk Reduction – Avoiding Dangerous Situations (adapted from RAINN’s suggested risk-reduction strategies):

IMPORTANT NOTE: Perpetrators are always responsible for their behavior and victims are never responsible for the violent and abusive behavior of others. While you can never completely protect yourself from sexual assault, there are some things you can do to help reduce your risk of being assaulted.

Be aware of your surroundings as this may help you to find a way to get out of a bad situation. Try to avoid isolated areas as it is more difficult to get help if no one is around. Trust your instincts; if a situation or location feels unsafe or uncomfortable, it probably isn’t the best place to be. Try not to load yourself down with bags or other items, or to walk with music headphones in both ears, as this can make you appear more vulnerable. Make sure your cell phone is with you and charged, and that you have money for a cab.

In social settings, attend gatherings with a group of friends, arriving together, checking in with each other periodically, and leaving together. Don’t leave your drink unattended while talking, dancing, using the restroom, or making a phone call. If you’ve left your drink alone, just get a new one. Don’t accept drinks from people you don’t know or trust. Avoid drinking from punch bowls or other large, common-open containers. Watch out for your friends and ask them to keep an eye on you. Get friends to a safe place immediately if you suspect that something is not right with them or with how they are being treated by another person. Have a code word with your friends or family so that if you don’t feel comfortable you can call them and communicate your discomfort without alerting the person you are with that you are seeking help. Your friends or family then can come to get you, or you can create an excuse for why you need to leave.

Reducing Risk – Recognizing Warning Signs of Abusive Behavior

Intimate Partner Violence. The scope of behavior included under the umbrella of “relationship violence” is broader than that associated with “battered woman syndrome. Intimate partner violence follows a specific pattern of behavior, described as a “cycle of violence. It begins with a period of extreme tension. The abused partner may feel like she or he is “walking on eggshells.” This tension heightens and finally explodes in violence, emotional and/or physical, and may include rape. The violence often ends with a “honeymoon” period, when the batterer is remorseful, repentant and loving. This behavior entraps the victim even more, as she or he truly believes the abuser’s promises to change. Then the cycle begins again. Over time, the honeymoon periods can grow shorter and sometimes disappear entirely.

The following questions help to analyze the nature of a troubled relationship (pronouns used in this section reflect gender as more women are victims of relationship violence than are men):

Does one partner embarrass or ridicule the other in the presence of friends or family? …deny her feelings? …diminish her worth, accomplishments or goals? …call her derogatory names? …make her feel that she is unable to make decisions? …use intimidation or threats to gain compliance? …hit walls, throw things, try to scare her? …tell her that she is nothing without him? …treat her roughly (grab, push, pinch, shove, or hit)? …call, text, or show up repeatedly to make sure she is where she said she would be? …isolate her from friends or family? …use drugs or alcohol as an excuse for saying hurtful things or abusing her? …blame her for his feelings or actions? …pressure her to do things sexually that she doesn’t want to do? …make her feel that there is no viable way to get out of the relationship? …act jealous of others? …accuse her of cheating? …threaten to commit suicide if she leaves him?

Does one partner make excuses to others for the partner’s behavior? …believe that she can get the partner to change only if she changes something about herself? …try not to do anything that would cause conflict or make her partner angry? …stay with her partner because she is afraid of what the partner would do if they separated?

Sexual Victimization of Men. Men can be victims of sexual misconduct. Men who are sexually assaulted may feel rage, shame, guilt, powerlessness, helplessness, concern regarding their safety, and/or demonstrate symptoms of physical illness. This impact is similar to that for women. Due in part to the way men are socialized in our culture and sex-stereotypes, male victims may have doubts about sexuality or masculinity. Men may be reluctant to receive medical care. Men are often hesitant to report the sexual violence to law enforcement, and/or to friends and family, because they fear being ridiculed or deemed not credible. Gay and transgender men may fear for their safety or feel “survivor’s guilt” if they survived a hate crime. Men may be fearful because the assailant may be an acquaintance, friend, colleague, date, or partner. These fears often serve as access barriers to support and resources. Men need to know that strong or weak; outgoing or withdrawn; gay, straight, bisexual, or transgender; old or young; regardless of physicality; they have done nothing to justify violence against them and resources are available – both on- and off-campus – to assist them.

Alcohol and Drug-Related Initiatives. “All incoming students are required to attend training that includes vital information about the harmful connection between the use and misuse of alcohol and incidents of sexual assault. They also complete the Vector Solutions “AlcoholEDU” online education course.

Within the residential environment, the number and frequency of late-night and weekend programming events have increased; further, The SEAL Office and Recreational Sports offer a significant number of programs and activities on weekends, and during the late-night to early morning hours. Hard alcohol is banned within all residence halls and apartment complexes. Five residential halls (Aquinas, Raymond, McVinney, Guzman, and McDermott) are alcohol-free. Within the off-campus living environment, the Office of Public Safety collaborates with local police and neighborhood organizations to minimize alcohol misuse and to promote awareness regarding alcohol policies and state laws. A Personal Counseling Center and Recreational Sports collaboration offers mandatory Harm Reduction presentations with club sports teams.

McPhail’s staff receives Training for Intervention Procedures (“TIPS”). At McPhail’s, only certified bartenders serve alcohol. Additionally, Bystander Intervention Programming is provided at First Year Orientation. 

Evidence-based alcohol interventions have been implemented for students who have self-identified as at-risk for misuse of harmful substances and for students who have been found responsible for certain Code of Conduct violations. Regarding discipline, the Office of Community Standards has focused sanctions for alcohol involved incidents on educational objectives, including research and reflection papers/assignments, civic and community engagement opportunities, community mentoring program, alcohol and other substance use screening and alcohol intervention meetings, and counseling referrals. The College’s Caller Amnesty Policy encourages students to seek medical assistance on behalf of another person due to use or misuse of alcohol or drugs by removing the fear of judicial charges for the use, possession, or distribution of alcoholic beverages or drugs.

Intoxicated students are transported to a medical facility for treatment. Their parent/legal guardian may be notified of the transport. Once back on campus, they participate in a Substance Use Screening and Assessment with the Substance Use Clinical Counselor as well as complete the Brief Alcohol Screening and Intervention for College Students (B.A.S.I.C.S.) program. As appropriate, the PCC uses screening methods (Cage Aid, AUDIT, DAST). The Substance Use Counselors are able to see students with substance use concerns in ongoing therapy and facilitated peer to peer substance use support groups. The Substance Use Counselors also refer students to Community Groups such as Alcoholics Anonymous and Narcotics Anonymous. Students who require a higher level of care for Substance Use Disorders are recommended treatment with community providers including but not limited to: Brown University Health Recovery Center, Butler, and others and confer with those providers as needed.

In 2026, Providence College launched the Compass Collegiate Recovery Program (Compass CRP), a new campus-based initiative grounded in an all-recovery, all-pathways model that welcomes students regardless of how they define or pursue their recovery. Student self-determination sits at the center of program design, and participation remains anonymous, allowing students to engage without disclosing their recovery status. The program also welcomes student allies seeking a peer community connected to recovery, alongside students in recovery themselves, and is supported in part by a BHDDH-administered Collegiate Recovery Grant as Compass CRP works toward accreditation through the Association of Recovery in Higher Education (ARHE).

Also in 2026, Compass House, an off-campus recovery residence, launched in partnership with Herren Wellness. Located just steps from campus, this professionally staffed, 24/7 residence offers a substance-free living environment with structured mentorship and programming for students in recovery.

Parent Education. “The College seeks to collaborate with parents by asking for their help in proactively addressing the use and abuse of alcohol by students. An evidence-based intervention involves sending a Parent Handbook “Talking with College Students About Alcohol” to the parents of all incoming first year and transfer students. The content of this handbook is supported by years of research at colleges and universities across the United States.

The intervention is based on several assumptions:

  • The transition from high school to college provides parents with an ideal time to talk about alcohol to their students.
  • Research shows that having an authentic, personal conversation between parent and student just prior to starting college can have a positive effect on the student’s attitude towards alcohol.

The “Talking with College Students About Alcohol” Handbook is made available in both English and Spanish.

Personal Counseling Center Services. The College’s Personal Counseling Center (“PCC”) offers individual and group counseling, crisis intervention, substance use assistance, and educational workshops and outreach programs. Personal Counseling Center staff collaborate with on-campus staff (for example, public safety officers, Residence Life staff, Title IX Confidential Advocates, and student health-center professionals) and community-based service providers, in the service of students. When the office is closed, students are provided the option to speak with an after-hours crisis counselor by calling the PCC direct line and pressing option 2. The PCC offers and co-sponsors a wide range of programs and workshops designed to educate the PC community on many aspects of sexual assault, relationship violence, and personal safety. Personal counseling services are free of charge for students and are confidential within the limits of the law and ethical guidelines. The PCC does not employ undergraduate student workers; thus, undergraduate students seeking counseling from the PCC should feel comfortable making an appointment, visiting the Center, and accessing services without fear that their privacy might be compromised. The Personal Counseling website has more information.

In addition to informing students about the services they provide, Personal Counseling Center staff inform students about the services provided by the Student Health Center, the Chaplain’s Office, Title IX Confidential Advocates, the Office of Residence Life & Housing, the Title IX Coordinator, the Office of Public Safety, Women & Infants Hospital, and RI Hospital, and refers students as appropriate. The Personal Counseling Center works closely with various local community and mental health agencies. These long-standing relationships between the PCC and outside agencies, particularly with Sojourner House, Day One, Gateway Health Services, the Providence Center, and Butler Hospital, have been beneficial to students, including student victims of sexual assault seeking outpatient treatment.

In addition to individual counseling with a substance use counselor, the Personal Counseling Center continues to offer a group called Soberish for students who are struggling with alcohol and drug issues.

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EMERGENCY PROCEDURES GUIDE FOR RESPONDING TO ACTIVE THREATS

The Office of Public Safety and Emergency Management publishes an Emergency Procedures Quick Reference Guide for faculty, staff, and students. This guide outlines steps to take during an active shooter or other harmful incident on the Providence College (PC) campus. It is available on the College’s public-facing website and internal portal.

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EMERGENCY NOTIFICATION POLICY

The College’s emergency notification system is operationally tested at least once per semester, with system maintenance testing as required. The Director of Emergency Management, or designee, notifies the campus community of each test, including details on the system and procedures for updating personal contact information, Safety and Preparedness Resources, and to sign-up for the Code RED emergency notification system used by the City of Providence.

Any member of the Providence College community who becomes aware of a potential or actual emergency should immediately notify the Office of Public Safety. The Office of Public Safety maintains primary responsibility for monitoring emergency threats and events, operating 24/7/365 to receive communications from official and public sources.

If responsible authorities determine a confirmed significant emergency or dangerous situation poses an immediate threat to the health or safety of students or employees, the Chief of Public Safety or his or her designee will be notified promptly. The Chief will consult with relevant experts, including the Sr. Vice President for Student Affairs/Dean of Students and Director of Emergency Management, to assess the threat.

If deemed an imminent risk to the campus community, the emergency notification system will be activated without delay, prioritizing community safety, unless activation would compromise victim assistance, emergency containment, response, or mitigation. Such notifications may address safety-related incidents on or near campus, as well as health-related issues.

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EMERGENCY RESPONSE AND EVACUATION PROCEDURES AND DRILLS

In an emergency, Providence College employs multiple communication methods to reach community members. The FriarALERT Emergency Notification System delivers mass notifications via campus VoIP telephones, blue-light outdoor PA systems, SMS text messaging, email, desktop alerts, and social media. Messages provide safety instructions during critical incidents on campus or in surrounding areas and can be targeted to specific locations or populations based on risk assessments.

The broader community is informed through website updates, with the main College webpage redirecting to an emergency page during incidents. Additional channels include telephone hotlines, email, and local media outlets.

Over 60 blue-light emergency phones are located across campus, connecting directly to the Office of Public Safety. Most include audible messaging capabilities for campus-wide emergency instructions. The College may also use campus radio, television, and public address systems on Public Safety vehicles to broadcast alerts. Community members must immediately follow instructions provided through these channels.

To assess and evaluate emergency response and evacuation plans, the Director of Emergency Management facilitates annual emergency response activities, including working groups, tabletop exercises, practical drills, and full-scale exercises with procedures for faculty, staff, and students. Emergency response procedure information is published to the community alongside the operational system tests each semester, with records maintained in the Office of Public Safety. Residence hall fire drills are conducted five times annually by Public Safety and Residence Life staff, with fire safety and obstructed evacuation procedures discussed regularly with on-campus residents.

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EMERGENCY MANAGEMENT DRILLS

The Safety and Emergency Response Committee (SERC) meets annually to evaluate enterprise risks, prepare for emergencies, and plan system tests through simulated exercises. Preparations include building evacuations, active shooter responses, and shelter-in-place drills among others. These often involve local police, fire departments, and campus stakeholders to ensure campus familiarity and understanding of procedures in real-world scenarios.

The Office of Public Safety and Emergency Management conducts annual training and exercises, including campus-wide drills, tabletop exercises, and crisis response sessions with campus, local, state, and federal agencies. Participants include officers, dispatchers, EMS personnel, and stakeholders in scenario-based training.

These drills comply with the federal Higher Education Opportunity Act (HEOA) of 2008, which requires institutions with on-campus housing to:

  • Establish and disclose emergency response and evacuation procedures
  • Immediately notify the community of confirmed threats to health or safety
  • Conduct operational system tests each semester, including drills, exercises, and follow-ups to evaluate plans and capabilities

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MULTI-HAZARD EMERGENCY MANAGEMENT: SAFETY AND EMERGENCY RESPONSE COMMITTEE FOR POLICY, TRAINING, AND RESPONSE

The Safety and Emergency Response Committee’s Crisis Response Team and Policy Group (SERC-PG) oversee planning, reviewing, implementing, and exercising the all-hazards Emergency Operations Plan (EOP). These groups handle emergency management, crisis support, response, and recovery through intensive planning sessions, interactive tabletop exercises, train-the-trainer events, and practical exercises. Larger exercises focus on real-world scenarios, including consequence management and hurricane season preparations, reinforcing the EOP and supporting campus-wide business continuity.

Topics reviewed include:

  • Overview of emergency management drills and procedures
  • Identifying hazards and using a risk assessment process
  • Managing the Emergency Operations Center (EOC)
  • Collaboration with local, state, and federal first responders
  • Review and validation of the All-Hazards Emergency Operations Plan (EOP)
  • Geo-political effects on Providence College Study Abroad and other off-campus programs

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GENERAL SAFETY GUIDELINES

FriarALERT is the College’s emergency notification system, utilizing text, voice, email, and social media to alert and instruct the community. Students and employees are automatically enrolled upon providing emergency contact information during admission and orientation.

For more information:

The Office of Public Safety collaborates with offices including the Student Health Center, Personal Counseling, Residence Life, Dean of Students, VP for Student Affairs, Human Resources, Information Technology, Environmental Health and Safety, Academic Affairs, Mission and Ministry, Public Affairs, Community and Government Relations, and General Counsel/Risk Management. Contact these offices with concerns or visit their websites.

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OFF-CAMPUS TRANSPORTATION

To travel downtown and throughout the state of Rhode Island, students may utilize Rhode Island Public Transit Authority (RIPTA) service, free of charge. Students must present a valid Providence College ID when boarding the bus. This service is available seven days a week, 12 months of the year. Bus #55 has stops on Huxley Avenue, making downtown’s Kennedy Plaza, the Amtrak Station, and North Providence’s Shaw’s Plaza easily accessible to students. From Kennedy Plaza, students can transfer to lines serving the entire state, including T. F. Green Airport. For route and schedule information, please pick up a schedule at the Slavin Information Desk, call RIPTA at (401) 781-9400, or click here. Students may also utilize a fleet of Zipcars on Campus for a fee and subject to availability.

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OFF-CAMPUS SHUTTLE SERVICES

Friar Nite Shuttle

The Friar Nite Shuttles will make continuous loops throughout Providence College campus and through some streets in the area near the Eaton Street gate, including Oakland Ave., Chad Brown St., Pembroke Ave., Radcliffe Ave., Pinehurst Ave., Tyndall Ave., Pasteur St., and Huxley Ave.

The hours of operation for the Academic year are Thursday, Friday, and Saturdays from 7pm-3am.

Shopping Shuttle

The Shopping Shuttle operates on Fridays, Saturdays, and Sundays – when classes are in session – from 12 noon to 6 p.m. This shuttle transports riders from the Concannon Circle to Providence Place Mall and Whole Foods at the top of the hour. It will depart for Walmart at the bottom of the hour.

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ACCESS TO CAMPUS BUILDINGS POLICY

Except for the residential halls, the Office of Public Safety unlocks the administrative and academic campus buildings in the morning and secures them in the evening; most are open to the public during normal business hours. The Office of Public Safety monitors facilities when in use beyond normal business hours. Emergencies may necessitate changes to any posted schedules.

With regard to some facilities, such as the Concannon Fitness Center and the Phillips Memorial Library, the hours of operation vary depending on the time of year, student needs, and special events and activities. Security measures for such facilities are in accord with the schedules developed by schools and departments that occupy specific space.

Students residing on campus have controlled access to their assigned residence hall through an electronic card-access system that utilizes the student’s College identification card; otherwise, residence hall access is denied. All students have controlled access to shared, common-area lounge and study space in designated buildings. Students should review the Student Handbook and regulations promulgated by the Office of Residence Life for Guest Program policies and procedures.

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SECURITY OF AND ACCESS TO FACILITIES, INCLUDING RESIDENCE HALLS, FOR MAINTENANCE POLICY

As coordinated by the College’s Physical Plant Department or the Office of Public Safety, and with advance notice to the Office of Residence Life, contractors may access residential space for maintenance purposes; however, advance notice may not be practical in the event of an emergency. Contractors wear identification badges that are visible to students and staff.

During the academic year and at other times (summer, semester breaks) when residential halls are occupied by students (e.g., athletes, resident assistants), maintenance work in all residential space, whether performed by physical plant staff or contractors, is performed after 10:00 a.m., except for emergencies; maintenance work in the common areas of men’s residential halls may be performed prior to 10:00 a.m.

Upon entering a student’s living space, a worker should announce his/her presence and provide his/her name, explain the nature of the visit, and show proper identification. While in the living space, the worker should ensure that the entrance door is propped open. Workers may enter living space when the resident is not present if they have a work order (the worker should have a copy of the order) or in the case of an emergency; also, the worker should post a work tag on the entrance door to the living space describing the work completed. Depending on the nature of the work to be performed, residents may be contacted by telephone or email by residence life or physical plant staff to schedule the maintenance. If personal items must be moved or disturbed to complete the task, either the student or a member of residence life staff should be present for the work unless there is an emergency.

Card access for vendors is granted on a temporary basis through the Office of Business Services, which manages card distribution and access permissions. Site safety plans for contractors working on campus are submitted to the Office of Environmental Health and Safety for approval and are maintained on file in that office.

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SAFETY IN THE RESIDENCE HALLS

The Student Handbook includes policies and regulations governing on-campus living. Residence halls are staffed with a Complex or Hall Director and several resident assistants who regularly monitor compliance with safety and security requirements. These staff members also rely on the cooperation of residential students to enforce regulations and report violations that may compromise the safety and security of residents. The Office of Public Safety and residence hall directors must be notified immediately if students or other members of the community discover that any safety and security system, including doors and locks, appear to have been tampered with and/or are not in proper working order. In addition, students are prohibited from using objects to prop-open doors. Doors to living spaces should not be left ajar or unlocked.

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DAILY CRIME AND FIRE LOG

In addition to disclosing crime and fire statistics to the US Department of Education and in its Annual Security and Fire Safety Report, the Office of Public Safety maintains a combined Daily Crime and Fire Log that includes criminal incidents, alleged criminal incidents, and fire-related incidents that are reported to or identified by the Office. The Log includes the date the incident was reported, the date and time the incident occurred, the nature of the incident, the general location of the incident, and the disposition of the complaint, if known. The Office reserves the right to exclude certain reports or temporarily withhold information from the log under circumstances permitted by law. The Log for the most recent 60-day period is available for public inspection, upon request, during normal business hours at the Office of Public Safety.

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MISSING STUDENT POLICY

Pursuant to the federal Higher Education Opportunity Act, Section 485(j), Providence College students, faculty, and staff should be aware of the College’s policy regarding missing students. Providence College’s missing student notification policy applies to students who reside in on-campus, PC owned or PC leased off-campus student housing. In accordance with this Policy, each student who resides in such housing may identify an individual to be contacted by Providence College after such student is determined to be missing for more than twenty-four (24) hours, in accordance with procedures that have been established by the Office of Residence Life and the Office of Public Safety.

In the event that a student who resides in on-campus, or PC owned or PC-leased off-campus student housing is reported missing for more than twenty-four (24) hours, an official missing-person report should be filed with the Office of Public Safety in person or via telephone (865-2222). If, after investigation of the official report, the Office of Public Safety determines that the student has been missing for more than twenty-four (24) hours, the following action shall be taken:

  • If the missing student is age 18 or older, the person designated as the “emergency contact person, if any, by the missing student shall be contacted immediately.
  • If the missing student is under 18 years of age and not an emancipated individual, the custodial parent or legal guardian shall be contacted immediately.
  • If the missing student is age, 18 or older and has not designated an “emergency contact person, the appropriate law enforcement agency shall be contacted immediately.

An investigation into a report of a student, who, voluntarily, decides to be out of contact, decides not to attend classes, decides to leave campus on an impromptu trip, or declines to respond to emails and phone calls, is very serious. In order to prevent undue concern about students” safety and well-being, students living in on-campus or PC owned off-campus student housing bear the responsibility for communicating their whereabouts to those with whom they live (roommates, resident assistants, etc.) especially if and when they expect to be away from campus for a period of time.

Public Law 108-21, 117 Stat. 650 (2003), otherwise known as “Suzanne’s Law, (42 U.S.C. § 5779) amends Section 3701(a) of the Crime Control Act of 1990 and requires law enforcement to notify – without a waiting period – the National Crime Information Center of the Department of Justice when someone under the age of 21 is reported missing as part of the national “Amber Alert” Bill. This reporting requirement also is part of the Higher Education Opportunity Act of 2008, amending the Higher Education Act. This Federal law is named for Suzanne Lyall, a State University of New York at Albany student who has been missing since 1998.

Incoming first year and transfer students submit emergency contact information through the Admission process. Students are able to review and edit emergency contact information at any time through the Office of Residence Life. Rising sophomores, juniors, and seniors submit emergency contact information via the online housing information form. Students have the option to edit their emergency contact information at any time through the Office of Residence Life. Each student may designate a primary emergency contact person and a person to be notified if the College determines that the student is missing. This information should be updated as necessary (for example, when phone numbers change or to change the name of your emergency contact person). Students are advised that their contact information will be registered confidentially, that this information will be accessible only to authorized campus officials, and that it may not be disclosed, except to law enforcement personnel in furtherance of a missing person investigation.

If you, as a member of the College community, are concerned that another student might be missing or otherwise in danger, please immediately notify the Office of Public Safety by dialing (401) 865-2222 (or ext. 2222 from an on-campus telephone).

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POLICIES GOVERNING ALCOHOL AND OTHER DRUGS

Those who use alcoholic beverages or sponsor events serving alcohol are obliged to comply with state law and College policies and regulations. Under Rhode Island law, alcoholic beverages may be legally delivered, sold or served to persons 21 years of age or older only. State law forbids the misrepresentation of one’s age in order to purchase and consume alcoholic beverages. Students who consume alcohol are responsible for their behavior and may face sanctions if they violate College policy.

Providence College prohibits the unlawful possession, manufacture, use, abuse, or distribution of alcohol and controlled substances. Any violation of College policies and/or local, state, or federal laws will result in disciplinary action at the College and, when deemed appropriate, the involvement of law enforcement agencies. For more information, please see the Student Handbook.

Medical Amnesty Policy. A student who calls for medical assistance on behalf of another person, or for oneself, due to use or abuse of alcohol or drugs will not be subject to disciplinary action for the following conduct violation(s) only: use, possession, or distribution of alcoholic beverages and drugs. There is no limit to the number of times a student can call on behalf of someone else who needs medical attention and be immune from these specific Code violations. The College will not notify Providence Police of the incident as a result of a call for medical attention unless Providence Police assistance is needed to address other criminal activity; including the sale of an illegal drug and/or the possession of a large quantity of illegal drugs. In that event, the College’s caller amnesty policy does not preclude law enforcement authorities from making alcohol and drug related arrests or filing criminal charges.

If a student, or student group, calls on behalf of another student, that student/group is required to remain with the student experiencing the emergency until medical attention arrives. The Medical Amnesty Policy will not be granted to students who are confronted by College personnel prior to the request for medical assistance.

The student needing medical assistance will be required to meet with the dean of students, or designee, and may be expected to participate in an alcohol/drug education program and/or referral for assessment. This also does not preclude the College from contacting the student’s parent(s) or guardian(s). The student also will be responsible for the costs associated with a hospital transport, treatment, assessment, or property damages. In cases where extreme or repeat violations of the Code of Conduct occur, the dean of students will determine if interim measures and/or disciplinary action are required out of concern for the safety and welfare of the student and the College community.

Hospital Transports. In the event a College official in his/her official capacity and at his/her sole discretion believes a student requires medical assessment and/or transportation to a hospital due to alcohol consumption, or altered mental status, emergency medical technicians (EMTs) or other medical professional(s) will be summoned to evaluate the student. A student who is determined to need medical attention for intoxication by an EMT or other medical professional will be transported to an area hospital with or without that student’s consent.

Students transported due to substance use are required to meet with the substance use counselor from the Counseling Center for a one-time assessment/psychoeducational appointment. All information students share with the substance use counselor during the appointment is confidential. Students will receive documentation indicating that they attended this required appointment that they can share with the Office of Community Standards.

Alcohol and Drug-Free School and Workplace Policy.

In accordance with the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendments of 1989, Providence College has adopted the “Alcohol and Drug-Free School and Workplace Policy” for all members of the college community [includes all students and employees (permanent or temporary or full-time or part-time)]. Students are also responsible for abiding by additional policies regarding drugs and alcohol as communicated in the Student Handbook.

Providence College is committed to maintaining a drug-free environment for its employees and its students. Our Policy prohibits the unlawful manufacture, distribution, dispensing, possession, or use of illegal drugs and controlled substances on Providence College property or during the course of College business. Federal regulations require the annual distribution of Providence College’s Alcohol & Drug Free School & Workplace Policy.

All members of the Providence College community are prohibited from engaging in the unlawful manufacture, distribution, dispensation, possession or use of illegal drugs, controlled substances, or alcohol on any College premises, in vehicles provided by Providence College, or at any worksite or location at which the activity or event is sponsored by Providence College. Common examples of controlled substances, as defined by local, state, and/or federal law, are cocaine, marijuana, methamphetamines, and heroin. Other drugs and substances that may be used and abused include, among others, alcohol, opioids, sedatives, stimulants and tranquilizers.

All members of the Providence College community are expected to comply with local, state, and federal laws relating to the use of alcohol and other drugs. Rhode Island state law, applicable to all members of the Providence College community regardless of home state or country, makes it illegal for anyone under age 21 to purchase, arrange to have purchased, transport, possess, consume, or carry alcoholic beverages. The possession, use, distribution and/or sale of any illegal drug, and the misuse of prescription drugs, are violations of federal and state law. While Rhode Island has legalized the use of marijuana for adults 21 and older, marijuana remains illegal under federal law and the RI legislation includes an exception for institutions that receive federal funding. Because Providence College receives federal funding, marijuana remains prohibited in any form or amount on any College premises, in vehicles provided by Providence College, or at any worksite or location at which the activity or event is sponsored by Providence College. Additionally, every employee is required to notify the Office of Human Resources of any criminal drug statute conviction for a violation occurring on the campus no later than five days after the conviction.

The College (via Human Resources) distributes its annual written AOD notification to faculty and staff via email in January of each year. AOD notification is also incorporated into the Human Resources new hire onboard program. The Alcohol and Drug-Free School and Workplace Policy is embedded in the Student Handbook, which is distributed to all undergraduate, graduate and school of continuing education students via email from the Director of Community Standards at the beginning of the fall and spring semesters.

College personnel regularly review and revise the College’s alcohol and drug policies to reflect changes in the law. The most current copy of the Alcohol and Drug-Free School and Workplace Policy can be found on the Office of the General Counsel’s Policy Manual webpage in the “General Counsel & Risk Management” section.

The Department of Public Safety and Office of Residence Life & Housing are the two departments primarily responsible for documenting AOD policy violations on campus. The Office of Community Standards and the Office of Residence Life & Housing oversee the adjudication of AOD policy violation cases for students. The Office of Human Resources oversees employee violations of the AOD Policy (none were reported during the review period).

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WEAPONS POLICY

The College forbids the unauthorized use, distribution, manufacture, or possession of a dangerous weapon or material of any type or description, including but not limited to firearms, explosive devices, dangerous chemicals, compressed-air guns, slingshots, pellet guns, BB guns, knives, metal-dipped darts, laser pointers, incendiary devices, fireworks, ammunition, bow or crossbow designed to shoot arrows, or any other item deemed to be dangerous by College officials.

Please see the Student Handbook and Staff Handbook for additional information regarding the above policies.

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CLERY ACT CRIME DEFINITIONS

A. General Crimes

Aggravated Assault is an unlawful attack by one person upon another for the purpose of inflicting severe or aggravated bodily injury. This type of assault usually is accompanied by the use of a weapon or by means likely to produce death or great bodily harm. (Injury is not necessary because when a gun, knife, or other weapon is used, the aggravated assault could and probably would result in a serious personal injury if the crime were successfully completed.)

Arson is any willful or malicious burning or attempt to burn, with or without intent to defraud, a dwelling house, public building, motor vehicle or aircraft, personal property of another, etc.

Burglary is the unlawful entry of a structure to commit a felony or a theft. For reporting purposes, this definition includes unlawful entry with intent to commit a larceny or a felony; breaking and entering with intent to commit a larceny; housebreaking; safecracking; and all attempts to commit any of these acts.

Motor Vehicle Theft is the theft or attempted theft of a motor vehicle. (Classify as a theft all cases where automobiles are taken by persons not having lawful access even though the vehicles are later abandoned, including joyriding.)

Murder and Non-negligent Manslaughter is the willful (non-negligent) killing of one human being by another.

Negligent Manslaughter is the killing of another person through gross negligence. (Does not include traffic fatalities.)

Robbery is the taking or attempting to take anything of value from the care, custody, or control of a person or persons by force or threat of force or violence and/or by putting the victim in fear.

B. Sexual Assault: An offense that meets the definition of rape, fondling, incest, or statutory rape as used in the FBI’s Uniform Crime Report program.

  • Sex Offenses are defined as any sexual act directed against another person, without the consent of the victim, including instances where the victim is incapable of giving consent.
  • Rape is the penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim. This definition includes any gender of victim or perpetrator.
  • Fondling is the touching of the private body parts of another person for the purpose of sexual gratification, without the consent of the victim, including instances where the victim is incapable of giving consent because of his/her age or because of his/her temporary or permanent mental incapacity.
  • Incest is non-forcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law.
  • Statutory rape is non-forcible sexual intercourse with a person who is under the statutory age of consent. (Age of consent for intercourse in Rhode Island is sixteen (16).)

C. Dating Violence, Domestic Violence, and Stalking

Dating Violence is violence 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 determined based on a consideration of the following factors: the length of the relationship; the type of relationship; and, the frequency of interaction between the persons involved in the relationship. This includes, but is not limited to, sexual or physical abuse of the threat of such abuse. Dating violence does not include acts covered under the definition of domestic violence.

Domestic Violence is a felony or misdemeanor 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 the person’s acts under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred.

Stalking is engaging in a course of conduct directed at a specific person that would cause a reasonable person to: (a) fear for the person’s safety or the safety of others; or (b) suffer substantial emotional distress. Course of conduct means two or more acts, including but not limited to acts in 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. Reasonable person means a reasonable person under similar circumstances and with similar identities to the victim. Substantial emotional distress means significant mental suffering or anguish that may, but does not necessarily, require medical or other professional treatment or counseling.

D. Hate Crime: A criminal offense (one of the crimes listed above) committed against a person or property that is motivated, in whole or in part, by the offender’s bias. Bias is a pre-formed negative opinion or attitude toward a group of persons based on their race, gender, gender identity, religion, disability, sexual orientation, ethnicity, or national origin.

The following crimes should be reported only if they occurred as a Hate Crime:

Larceny-Theft is the unlawful taking, carrying, leading, or riding away of property from the possession or constructive possession of another. Constructive possession means that there is not physical custody or possession; rather, the person exercises dominion or control over a thing.

Simple Assault is an unlawful physical attack by one person upon another where neither the offender displays a weapon, nor the victim suffers obvious severe or aggravated bodily injury involving apparent broken bones, loss of teeth, possible internal injury, severe laceration, or loss of consciousness.

Intimidation is to unlawfully place another person in reasonable fear of bodily harm through the use of threatening words and/or other conduct, but without displaying a weapon or subjecting the victim to actual physical attack.

Destruction/Damage/Vandalism of Property means to willfully or maliciously destroy, damage, deface, or otherwise injure real or personal property without the consent of the owner or the person having custody or control of it.

E. Drug, Liquor, and Weapons Criminal Violations

Drug Law Violations are defined as the violation of state and local laws relating to the unlawful possession, sale, use, growing, manufacturing, and making of narcotic drugs. The relevant substances include: opium or cocaine and their derivatives (morphine, heroin, codeine); marijuana; synthetic narcotics (Demerol, methadone); and, dangerous non-narcotic drugs (barbiturates, Benzedrine).

Liquor Law Violations are defined as the violation of laws or ordinances prohibiting: the manufacture, sale, transporting, furnishing, possession of intoxicating liquor; maintaining unlawful drinking places; bootlegging; operating a still; furnishing liquor to minor or intemperate persons; using a vehicle for illegal transportation of liquor; drinking on a train or public conveyance; all attempts to commit any of the aforementioned. (Drunkenness and driving under the influence are not included in this definition.)

Weapons Violations are defined as the violation of laws or ordinances dealing with weapon offenses, regulatory in nature, such as: manufacture, sale, or possession of deadly weapons; carrying deadly weapons, concealed or openly; furnishing deadly weapons to minors; aliens possessing deadly weapons; all attempts to commit any of the aforementioned.

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CRIME STATISTICS

NOTE: Crime statistics are based on incidents reported within the Clery geography as described in the Annual Security Report. A criminal incident is reported when it is brought to the attention of the Office of Public Safety or the local police by a victim, witness, or other third party. Reports of alleged criminal incidents are counted if there is a reasonable basis for belief that the report was provided in good faith. Clery Act crime statistics include all reports regardless of their investigative status or result; i.e., it is not necessary for the reported crime to be investigated by police or campus public safety, nor must it result in a finding of guilty or responsible, in order for it to be included in the College’s crime statistics.

Crime Statistics Reporting Table

OffenseYearOn-Campus PropertyOn-Campus Student Housing FacilitiesNon-Campus PropertyPublic Property
Murder / Non-Negligent Manslaughter20230000
20240000
20250000
Negligent Manslaughter20230000
20240000
20250000
Robbery20230001
20240000
20250000
Aggravated Assault20230000
20240000
20251100
Burglary20231100
20243100
20251100
Motor Vehicle Theft20230001
20241010
20250000
Arson20230000
20240000
20250000
Sex Offenses
Rape20233200
20244400
20253300
Fondling20230000
20243300
20252200
Incest20230000
20240000
20250000
Statutory Rape20230000
20240000
20250000
Dating Violence, Domestic Violence, and Stalking
Stalking20230000
20243000
20252100
Domestic Violence20230000
20240000
20250000
Dating Violence20231000
20244200
20255300
ARRESTS AND DISCIPLINARY REFERRALS FOR CRIMINAL VIOLATIONS*YearOn-Campus PropertyOn-Campus Student Housing Facilities Non-Campus PropertyPublic Property
Arrests: Weapon Law Violations20230000
20240000
20250000
Arrests: Drug Law Violations20230000
20240000
20250000
Arrests: Liquor Law Violations20230000
20240000
202500016
Disciplinary Referrals: Weapon Law Violations20230000
20240000
20250000
Disciplinary Referrals: Drug Law Violations20231100
20241100
20251100
Disciplinary Referrals: Liquor Law Violations202329928300
202434033301
202538036800
HAZING INCIDENTSYearOn-Campus PropertyOn-Campus Student Housing FacilitiesNon-Campus PropertyPublic Property
Hazing 20250000

Note: Disciplinary referral data in this report reflect the number of violations of College policies that also were criminal law violations and/or criminal law violations only, in accordance with the Clery Act.

HATE CRIMES:

  • 2025: No hate crimes.
  • 2024: One act of vandalism motivated by sexual orientation on campus property.
  • 2024: One act of vandalism motivated by race on campus property.
  • 2023: One intimidation incident characterized by racial bias in an on-campus student housing facility.

FIRE SAFETY REPORT – REGULATIONS

Fire Reporting. ALL fires needing emergency response should be reported immediately to the Office of Public Safety at 401-865-2222 and/or by dialing 9-1-1. Fires occurring in a residence hall also should be reported to the Hall Director or Office of Residence Life & Housing at 401-865-2392.

Fire Safety Log/Statistics. The Fire Safety Log and statistics are maintained in the Office of Public Safety. Information is incorporated into the Annual Security and Fire Safety Report.

Fire Safety Systems. Providence College residence halls are compliant with local, state, and federal fire codes. All residence halls are equipped with smoke detectors, and sprinkler systems, and are monitored 365 days per year by the Office of Public Safety as well as Providence Fire Department. Fire systems in all residence halls are in compliance with local fire codes and tested regularly, in accordance with state and local requirements.

Fire-Safety Systems by Residence Hall:

Residence HallSupervised Fire AlarmSmoke DetectorsSprinkler System
AquinasYesYesWet/Dry
Bedford HallYesYesWet/Dry
CunninghamYesYesWet/Dry
DavisYesYesWet/Dry
DiTragliaYesYesWet/Dry
GuzmanYesYesWet
St. JosephYesYesWet/Dry
KofflerYesYesWet/Dry
Mal BrownYesYesWet/Dry
McCarthyYesYesWet/Dry
McDermottYesYesWet
McVinneyYesYesWet
MeagherYesYesWet
RaymondYesYesWet
ShanleyYesYesWet
SullivanYesYesWet/Dry

Residence Hall Rules. NO SMOKING – Smoking/Vaping is expressly prohibited in College-owned and operated buildings and vehicles, including but not limited to residence facilities, suites and apartments, workspaces and offices, auditoriums, classrooms, conference and meeting rooms, elevators, hallways and stairwells, cafeterias, lounges, and restrooms. The College updated its Smoking Policy in May 2023. “This policy applies to students, faculty, staff, contractors, and visitors. Evidence of indoor smoking/vaping, including the ashes of cigarettes, cigars, pipes, or other smoking equipment or products, or vaping paraphernalia (e.g. electronic cigarettes and “vape pens”) will result in disciplinary action.
The Rhode Island Public Health and Workplace Safety Act prohibits smoking in all enclosed public places within the state, including post-secondary education facilities (R.I.G.L. 23-20.10, et seq).

Walls and Windows. Posters and wall hangings of any size are allowed one foot from the ceiling and anchored on all four corners; they cannot cover windows. Duct tape is not allowed on any surface.

Doors. Room entrance doors are to remain free of all unauthorized materials, including wipe boards, decorations, and pictures. All rooms must have a fire exit chart provided by the College on the room facing side of the entrance door; nothing is allowed to cover this chart. Nothing should impede the complete opening of an entrance door; there should be full clearance into and out of any room.

Ceilings. Nothing can be hung on/from the ceiling at any time, including stickers, toys, posters, wind chimes, bed sheets, blankets, hooks, wires and/or curtain rods. Nothing can be hung from sprinkler heads or smoke detectors.

Room Access. Students cannot arrange furniture in a manner that fully or partially blocks physical access into a room. There must be 4.5 feet of entry space into each room; one should not have to turn sideways or squeeze to enter a room.

Furniture. Prohibited furniture includes: couches and love seats, PC lounge furniture, tables larger than 2” x 2”, cement blocks/bricks/pipes for raising beds (i.e., home-made bed raisers), hammocks, dressers.

Permissible furniture includes: adjustable wheeled desk chairs, bookshelves (must reasonably fit with other furniture in room), knee-high coffee tables, 1” x 1” eating trays, end table/bed stand (no bigger than 1” x 1”), “husband” bed pillows, bean bags, inflatable furniture, ottomans, collapsible beach/camping chairs, small entertainment centers, under-the-bed storage containers, small folding work tables (no larger than 2” x 2”), College-approved bed raisers, Attachments such as privacy or bed sheets, blankets, and/or curtains are not allowed on beds by any methods (tape, string, etc.).

Candles. Candles of any kind are NEVER PERMITTED. Incense, potpourri burners and/or any items that have the potential of an open flame are prohibited.

Lights/Decorations. One string light per person in the room.
Hallways. Hallways must remain clear of all items including but not limited to drying racks, welcome mats, clothing, shoes, and athletic equipment. Items left in the hallway are subject to confiscation and owners may be disciplined.

Pets. Pets are not permitted except for fish in small aquariums (10 gallons or less).

Electrical Appliances, Cords, and Items. Prohibited items include: halogen lamps, hot plates, broiler ovens, toasters and toaster ovens (except in apartment kitchens), air fryers, space heaters or immersion heaters, 2-prong extension cords (no ground available), Air-conditioning units are prohibited in the Residence halls unless authorized by the Director of Residence Life or his/her designee.

Permissible items in traditional rooms include: refrigerators (5.0 cubic or less), microwave ovens, must use 3-prong extension cords, surge protectors, lamps.
Items that can be used in bathrooms and kitchens ONLY include: popcorn makers, curling and flat irons,
coffee makers, clothing irons.

All extension cords must meet or exceed the following safety standards: UL-approved/listed only, grounded plug (possess the third prong) only, 14 gauge only, 15 amps only, three-prong multi plugs must have surge protection (limited to 1 per outlet).

Items Prohibited in Residence Hall Rooms. Providence College takes fire safety seriously; therefore, use of the following items in traditional hall student rooms is not permitted: clothing irons, coffee makers, and heated styling tools; however, these items can be used in common areas such as kitchens and bathrooms. Owners of the following prohibited items will be disciplined and items will be confiscated: electric blankets, popcorn poppers, hot plates/pots, rice cookers, waffle irons, griddles, broiler ovens, toasters, grill, propane, flammable liquid, charcoal, immersion heaters, halogen lamps, neon lights, paper lights, or Christmas/string lights, candles (including for decoration), incense, and items carrying a live flame, duct tape, pets (except fish in ten gallon tanks or less), weapons, projectile devices (includes dart boards, pellet guns, foam dart guns), etc., two-prong extension cords — Note: students are encouraged to bring extenders with surge protection or 3-prong extension cords (these items are available in the PC Bookstore).

Grilling. Students and guests are prohibited from indoor and outdoor grilling within any area deemed to be property of the College. This includes but is not limited to: residence halls, athletic/intramural fields, office/administrative buildings, and common areas. Students are not permitted to store any flammable or combustible items in any area of the residence halls, including individual rooms, common areas, and kitchens.

FIRE EVACUATION

In the event of a fire, call 911 (911 from a campus phone), then 401-865-2222 to notify the Office of Public Safety. Familiarize yourself with the College’s Emergency Evacuation Plan for your building. Be aware of the locations of emergency exits and building fire alarm pull stations. If you discover a fire, pull the nearest fire alarm. When a fire alarm sounds, always assume an emergency exists and evacuate the building immediately and report to the designated rally point. Failure to evacuate may result in disciplinary action. Assist persons with disabilities to exit. Do not attempt to extinguish the fire on your own. Do not use elevators. Alert others of the fire upon evacuating.
Smoke is the greatest danger in a fire. During evacuation, or if you are trapped, always stay low to the floor where the air is less toxic. If trapped, shout at regular intervals to alert rescue personnel of your location. Find a window and place an article of clothing outside as a marker for rescue personnel. Should your clothes catch on fire, cover your face with your hands and STOP, DROP, and ROLL to smother flames.

In classrooms, faculty should take the class roster with them when evacuating and get to a safe location at least 500 feet away from the building. If it is safe to do so, close the classroom door as you exit, but do not lock the door. Once at a safe location 500 feet away from the building, take attendance and await further instruction from the College’s Emergency Response Commander or his/her designee. Report any missing persons, or persons left behind and their location to emergency responders immediately.

GENERAL EVACUATION AND PROCEDURES

Although fire is the most likely cause for evacuation, malicious or terrorist attacks might also necessitate an evacuation of your building. Governmental authorities cannot reliably estimate the likelihood of a terrorist attack in any American community, and college campuses are just as vulnerable to attacks without warning as are other areas within their respective communities.

Those who perpetrate violent attacks use various weapons, including but not limited to explosions, bomb threats, or suspicious packages, and chemical or biological agents. If the response to a crisis on campus requires an emergency evacuation of your building, you will be notified via the College’s Emergency Notification System, which includes the fire alarm system. Whether the evacuation is due to a fire or some other circumstance, the College’s Emergency Evacuation Plan should be followed. The Plan is outlined at the “Fire” tab of the emergency response guide by clicking here.

When, via fire alarm or other methods of communication, people are directed to evacuate a building, evacuation must occur immediately. Assist people with disabilities to exit. Do not use elevators. Evacuate to at least 500 feet away from the affected building to a safe area. If it is safe to do so, close the doors as you exit, but do not lock the door. Once at a safe location, take attendance and await further instruction from the College’s Emergency Response Commander or his/her designee.

EVACUATION OF PERSONS WITH DISABILITIES

Visual Impairments – Inform the person of the nature of the emergency and offer to guide the person to the nearest exit.

Hearing Impairments – Alert the person that there is an emergency by using hand gestures or by turning the light switch on and off. Verbalize or mouth instructions or provide the person with a short note containing instructions.

Mobility Impairments – Since elevators should not be used, individuals who can walk may be able to evacuate themselves with some assistance. For individuals unable to walk: if there is no immediate danger, escort the individual to a safe place to await rescue personnel. Whenever possible, someone should remain with the person while another individual exits the building and notifies rescue personnel of the person’s exact location. Only in extreme situations should you try to evacuate a person in a wheelchair yourself. The mobility-impaired person is the best authority on how he/she should be moved. Ask before you move someone. While it is best to let rescue personnel conduct the evacuation, the person can be carried by two people who have interlocked their arms to form a “chair, or the person can be carried in a sturdy office chair. An evacuation chair is available via Office of Public Safety (extension 2222).

FIRE SAFETY EDUCATION

Fire safety training is provided to Residence Assistants (“RAs”) during orientation and training. This training includes evacuation procedures, rally point locations, fire extinguisher usage, as well as general fire safety tips. Residential floor meetings conducted by RAs and Hall Directors focus on fire and residence hall safety. Educational fire safety inspections of all residence hall rooms are conducted by Residence Life administrators. Students found in violation of the fire policies are required to receive counseling from Residence Life administrators. Fire safety literature and video information is provided to the students and available anytime from the Residence Life Office. As part of the educational process, the Office of Residence Life conducts 5 fire drills per year in each of the campus residential housing facilities.

PROVIDENCE COLLEGE ANNUAL DISCLOSURE AND SUMMARY OF FIRE STATISTICS:

ON-CAMPUS STUDENT HOUSING FACILITIES
One Cunningham Square, Providence, RI 02918

2023
Residence HallFireCauseInjuriesDeathDamage
Aquinas Hall00000
Bedford Hall00000
Cunningham Hall00000
Davis Hall1Electrical/Mechanical failure00$500.00
DiTraglia Hall00000
Fennell Hall00000
Guzman Hall00000
Koffler Hall00000
Mal Brown Hall00000
McCarthy Hall00000
McDermott Hall00000
McVinney Hall00000
Meagher Hall00000
Raymond Hall1Cooking00$1-99
Shanley Hall*00000
2024
Residence HallFireCauseInjuriesDeathDamage
Aquinas Hall00000
Bedford Hall00000
Cunningham Hall00000
Davis Hall00000
DiTraglia Hall00000
Guzman Hall00000
Koffler Hall00000
Mal Brown Hall00000
McCarthy Hall1ELECTRICAL00$100-999
McDermott Hall00000
McVinney Hall00000
Meagher Hall00000
Raymond Hall00000
Shanley Hall*00000
St. Joseph Hall00000
Sullivan Hall*00000
2025
Residence HallFireCauseInjuriesDeathDamage
Aquinas Hall00000
Bedford Hall00000
Davis Hall00000
DiTraglia Hall00000
Guzman Hall00000
Koffler Hall00000
Mal Brown Hall00000
McCarthy Hall00000
McDermott Hall00000
McVinney Hall00000
Meagher Hall00000
Raymond Hall00000
Shanley Hall*00000
St. Joseph Hall00000
Sullivan Hall*00000

*Fall semester of 2023, Shanley and Sullivan Hall became campus residential housing facilities and Fennel Hall was removed as a campus residential housing facility. 

APPENDIX A: Student Conduct Code – Disciplinary Sanctions

Formal Hearings or Board Hearings: Possible Findings with Respect to Each Charge

Not Responsible – The accused student is not responsible for a violation of one or more standards of the Code of Conduct.
Responsible – The accused student is responsible for a violation of one or more standards of the Code of Conduct.

Range of Sanctions

One or more of the following sanctions may be imposed upon any student found to have violated the Code of Conduct and Community Standards. Failure to complete an assigned sanction by the established deadline will result in a temporary disciplinary hold placed on the student’s account and possible referral to the Office of the Vice President for Student Affairs for further review.

Disciplinary Hold – Students with a disciplinary hold will be prevented from registering for courses until the hold is resolved.
Disciplinary Warning – A written notice to the student that the student is violating or has violated the Code of Conduct.
Deferred Disciplinary Probation – A more serious written notice that the student has violated the Code of Conduct.

Disciplinary Probation – A written reprimand for violation of the Code of Conduct. Probation is for a designated period of time and includes the probability of more severe disciplinary sanctions if the student is found responsible for violating the Code during the probationary period. Probationary status may include a loss of privileges.

Loss of Privileges – Denial of specified privileges for a designated period of time. Fines – Previously established and published fines may be imposed.

Restitution – Compensation for loss, damage, or injury. This may take the form of appropriate service and/or monetary or material replacement.

Community Mentor Referral – A one-on-one meeting with an appointed Providence College faculty or staff member to engage in meaningful dialogue, identify resources, and help plan the completion of assigned sanctions. The program provides an opportunity for students to connect with campus services and adds another form of support and guidance outside of a conduct hearing.

Community Service/Educational Project – Assignment of community service opportunities, research projects, educational program attendance, or other appropriate learning experiences. Alcohol/Drug Education – Participation in an alcohol/drug education program which may include BASICS, Brief Motivational Interview (BMI), CHOICES, referral for assessment, and/or any other appropriate program.
Discretionary Sanctions – Work assignments, reflection essay, no-contact directive, removal of guest privileges, activity privilege ban, parental notification, or other related discretionary assignments.

Residence Hall Probation/Room Relocation – A formal warning that further violations of the Code of Conduct will constitute grounds for loss of the privilege of living in a particular residence hall/room, or campus housing, for a specified period of time or until a specific condition or conditions are met. The student may be relocated from his/her assigned on- campus housing at the discretion of the Office of Residence Life.
Weekend(s) at Home- Requirement to spend weekends at home for a designated period of time.

Residence Hall Suspension – Temporary or Permanent – Separation of the student from the residence halls for a definite period of time. If the suspension is temporary, conditions for readmission may be specified.

Removal from Campus – A student that has been found responsible for any section of the Student Code of Conduct is subject to, removal from campus (while being allowed to attend classes remotely), and/or the denial of access to all or specified educational programs or activities on a temporary or permanent basis.

Deferred Suspension – Deferred suspension is a designated period of time during which a student is given the opportunity to demonstrate the ability to abide by the College’s expectations of behavior articulated in the Code of Conduct. Deferred suspension may include the loss of privileges and likely will result in suspension (or dismissal) if the student is found responsible for violating the Code during this period.
Suspension – Separation of the student from the College for a definite period of time. Conditions for readmission may be specified.

Dismissal – Permanent separation of the student from the College.

Withholding Degree – The College may withhold awarding a degree otherwise earned until the completion of the process set forth in the Code of Conduct Grievance Procedures, including the completion of all sanctions imposed, if any.

Revocation of Admission and/or Degree – Admission to, or a degree awarded from, the College may be revoked for fraud, misrepresentation, or other violation of College standards in obtaining the degree, or for other serious violations committed by a student prior to graduation.

Repeated Violations – A prior disciplinary record is not relevant in determining responsibility for a code violation; however, once a student is found responsible for a violation, such history is relevant in determining appropriate sanctions. In the case of repeated violations involving the same or similar type of behavior, a student may receive more severe sanctions than s/he otherwise would receive. In the case of multiple violations involving different or dissimilar types of behavior, a student may receive more severe sanctions than s/he otherwise would receive.

Sanctions for Alcohol and Drug Violations

The Office of Community Standards (OCS) and the Office of Residence Life (ORL) may employ whatever sanctions deemed appropriate by the hearing officer(s) as pertains to a particular alcohol or drug conduct violation. At a minimum, every student found responsible for an alcohol or drug conduct violation will be required to participate in an appropriate educational sanction and will receive a disciplinary warning. In addition, a student found responsible for an alcohol or drug violation will automatically have his/her housing assignment and privileges (including on- or off-campus eligibility and the ability to participate in housing selection) reviewed. The OCS has enunciated general and graduated guidelines for alcohol or drug conduct violations below; however, these guidelines are not absolute or exhaustive. Sanctions are applied as appropriate given all circumstances.

The following sanctions may be imposed for violation of the alcohol policy:

First Offense: Disciplinary warning, mandatory participation in an alcohol educational offering, civic engagement experience, reflection component, $60 fine, review of housing privileges. Referral to the Personal Counseling Center for assessment as appropriate. Students transported to the hospital due to alcohol use face additional requirements (see above).

Second Offense: Disciplinary probation (for an offense that occurs within one calendar year of the first offense), mandatory participation in an alcohol educational offering, civic engagement experience, reflection component, parental notification, $100 fine, and review of housing privileges. Referral to Personal Counseling Center for assessment as appropriate.

Third Offense: Possible deferred suspension, suspension or dismissal, $150 fine, mandatory participation in an appropriate alcohol intervention offering, civic engagement experience, parental notification, community mentor assignment, referral to the Personal Counseling Center for assessment and review of housing privileges.

The following sanctions may be imposed for violation of the drug policy regarding use or possession of marijuana and derivative(s):

First Offense: Disciplinary probation, mandatory participation in a drug educational offering, parental notification, civic engagement experience, reflection component, $100 fine, review of housing privileges. Referral to the Personal Counseling Center for assessment as appropriate.

Second Offense: Disciplinary probation and possible deferred suspension, suspension, mandatory participation in a drug educational offering, civic engagement experience, reflection component, parental notification, $150 fine, review of housing privileges, and referral to the Personal Counseling Center for assessment.

Third Offense: Suspension.

The following sanctions may be imposed for violation of the drug policy regarding distribution or sale of marijuana and derivative(s), or drug paraphernalia:

  • Providing marijuana to others, compensation not involved: $200 fine, disciplinary probation or possible suspension or dismissal, notification to parents/guardian, participation in drug educational offering.
  • Providing marijuana, compensation involved: Suspension or possible dismissal.
  • Possession of drug paraphernalia: $100 fine, disciplinary probation, notification to parents/guardian, confiscation of paraphernalia.

It should be noted that fines are used in part to support educational opportunities and alcohol- and drug-free social/recreational opportunities for students.

Possible Sanctions for Groups, Clubs, or Organizations

In addition to those sanctions listed above, one or more of the following additional sanctions may be imposed upon student groups, clubs, or organizations:

  1. Loss of Some Privileges – Loss of certain privileges for a specified period of time.
  2. Loss of Official Recognition – Loss of all privileges, including official recognition, for a specified period of time.

Other Fines

  • Violation Code Section 21J (Good Neighbor Policy) – $500 fine divided among members of the house when items are thrown but the Providence Police do not formally list an address as a “Public Nuisance Property”.

Other Possible Consequences of Conduct Violations

A history of findings that the Code of Conduct has been violated may have a negative impact on a student’s ability to assume leadership roles on campus, including but not limited to the following organizations or positions: Resident Assistant; Student Congress; Friars Club; Board of Programmers; Orientation Leader; Urban Action. Students placed on disciplinary probation may not be permitted to participate in international student programs during their probationary status. Students should be aware that they may be obligated to report academic and disciplinary sanctions, including pending disciplinary action, if they apply to attend or transfer to another undergraduate college or to attend graduate school; additionally, such disclosures may be necessary on some employment applications, particularly for governmental (federal, state, local) positions, and on some licensure applications.

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APPENDIX B: Maps – Clery Geography

Providence College, One Cunningham Square, Providence, RI 02918

Campus Map

Providence College campus map

Footnotes

  1. Individuals can also Report using the Silent Witness Form through the Office of Public Safety. Please note this form is for non-emergency Reporting. ↩︎
  2. Criminal charges are not required to have a SANE examination conducted; however, a medical exam will help to preserve evidence if charges are filed at some point.  Individuals are advised to preserve and record evidence, as follows:  do not wash anything (body, hair, clothing), comb hair, change clothes, douche, or use the toilet; bring an extra set of clothing to the hospital (or bring the clothing worn at the time of the incident to the hospital in a paper bag); and make notes to create a description of the assailant, when and where the assault occurred, who may have witnessed the incident, a description and direction of travel of any vehicle involved, and any other known details. ↩︎

1 Cunningham Square
Providence, RI 02918 USA
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