Rowan College at Burlington County (RCBC) seeks to provide an campus environment free from all forms of harassment and discrimination.

Students and staff are encouraged to report any incidents of gender-based misconduct, such as 

  • Sexual Harassment
  • Gender-based Harassment
  • Sexual Intimidation
  • Sexual Exploitation
  • Sexual Assault and Non-Consensual Sexual Contact
  • Relationship Violence
  • Stalking
  • Retaliation

The content on this site provides details regarding reporting options, support, contact information for the Title IX Coordinator, investigation steps and more.  After you review these resources and options, if you wish to file a report, please click here.

Title IX Overview

RCBC seeks to provide an campus environment free from all forms of harassment and discrimination.  Students and staff are encouraged to report any incidents of gender-based misconduct, such as Sexual Harassment, Gender-based Harassment, Sexual Intimidation, Sexual Exploitation, Sexual Assault and Non-Consensual Sexual Contact, Relationship Violence, Stalking and Retaliation.

These types of incidents have the potential to cause physical and / or emotional harm and can create hostile environments that impact learning and the pursuit of educational or professional goals.  Title IX law requires that the Title IX Coordinator receive notice of all reports of sexual misconduct. Any reported incident will be taken seriously, investigated thoroughly with campus resources, and resolved through appropriate administrative procedures, described in this procedure. 

While it is the college’s expectation that any RCBC staff member who learns of an incident that impacts another staff members or student’s safety should report it to Public Safety, there are specific staff members who are required to report the incident types detailed above to the Title IX Coordinator. 

Specifically, Responsible Reporters include 

  • Faculty members, instructors, and staff with administrative duties or student supervisory duties 
  • Any staff who serve as supervisors, managers, or coaches.  

All of the staff and faculty described above are responsible for taking action to prevent sexual misconduct, discrimination and harassment, to correct it when it occurs and MUST report it immediately to the Title IX Coordinator detailed below:

Catherine R. Briggs, Ed.D.
Dean of Student Success / Title IX Coordinator
(856) 242-5391

Reporting Options for Title IX Incidents

There are two options for reporting Title IX incidents: confidential and private but not confidential.  

  • Confidential reporting is only available through the college resources detailed below and can result in counseling only or result in both counseling and official reporting.  
  • Private, not confidential reporting is available for individuals seeking to report an incident for investigation by the college or other law enforcement office.  Students or staff reporting in this manner will also be offered support counseling as the report and investigation process is initiated. 

Confidential Reporting: 

Students or staff members can report incidents confidentially through college resources.

  • For students, on campus Confidential Resources are available through the Student Support Counselor.  Resources are available on the 2nd floor of the Student Success Center. Students can make an appointment online through the (Counseling Request Form) or call (856) 222-9311, ext. 1582. For more details about student support counseling, please visit
  • Confidential reporting resources for employees are available through Carebridge Resources.  Staff can request contact information for Carebridge services via Human Resources without initiating a report.

Private, Non-Confidential Reporting:

Students or Staff members can also report incidents through a private, but not confidential, process where a report and investigation can start.  The procedures detailed below are designed to allow for a prompt and equitable resolution of complaints. The procedures are compliant with existing, related college policies and procedures, including: 

Reporting Procedures for Victims of Sexual Assault

Victims of an emergent sexual assault on campus are advised to go to a safe place, contact the RCBC Public Safety at 856.222.9311 ext. 2100. Victims of an sexual assault off campus should go to a safe place, contact local law enforcement and / or state police. Students or employees can also contact the RCBC Public Safety Department at 856.222.9311, ext. 2100, to report the incident and get assistance from first responders in providing immediate assistance, including helping the individual get any medical attention that may be needed. 

Students and employees who have experienced a sexual assault can report an incident electronically through the Non-Confidential Reporting form. Responses to this form are sent directly to the Title IX Coordinator for reporting and investigation. 

  • For a student’s safety and well-bring, immediate medical attention is recommended and encouraged.  The following resources are available locally and utilize the Burlington County Sexual Assault Nurse Examiners (SANE):


Contact Information


Virtua Memorial Hospital

(609) 914-6000

175 Madison Ave.
Mt. Holly, NJ 08060

Virtua Marlton

(856) 355-6000

90 Brick Road
Marlton, NJ 08053

Lourdes Medical Center of Burlington County

(609) 835-2900

218 Sunset Road
Willingboro, NJ 08046

Deborah Heart and Lung Center

(609) 621-2080

200 Trenton Road
Browns Mills, NJ 08015

  • A student or employee who is sexually assaulted has the right to make a report to the RCBC Public Safety office, local law enforcement and / or state police, or choose not to report. Reports to RCBC Public Safety and law enforcement can be done simultaneously. 
  • A student or employee also has the right to report the incident to RCBC and, in doing so, to be offered assistance through the RCBC Crisis Intervention Team or a community resource.  
  • Assistance may include any interim measures that may be indicated for the student’s protection, as well as protection by the institution from retaliation for reporting the incident.  
Confidential Reporting Resources
  • While RCBC staff will provide privacy in reporting, most RCBC staff cannot provide confidentiality. For more specific definitions of privacy and confidentiality, please see the definition section of this procedure. 

    • On campus confidential reporting for students is only available through the Student Support Counselor. Students can make an appointment online through the Counseling Request Form or call (856) 222-9311, ext. 1582. For more details about student support counseling, please visit
    • Confidential reporting for employees is available by accessing Carebridge Resources, provided to all employees via Human Resources.
    • Off campus confidential reporting options are also available and include: 



Contact Information

Website Resources

CONTACT of Burlington County Sexual Assault Services

(856) 234-0634

Providence House Domestic Violence Services

(877) 871-7551

  • If you are reporting an incident to a non-confidential staff member, the RCBC staff will take every precaution to protect privacy in the reporting as detailed in the definition section of this procedure. 
Reporting Procedures for Employees or Students with Incident Information

Any non-confidential employee or any student who has received information from an employee or student about a sexual assault or other related activity as defined in these procedures must report the incident through the Non-Confidential Reporting form 

Incident Reporting Form Link

Non-Confidential Reporting Form

Students and employees who have experienced a sexual assault or other violation of Title IX may report an incident electronically through this form. Responses to this form are sent directly to the Title IX Coordinator for reporting and investigation. 

Students and employees can also initiate a report by contacting the Title IX Coordinator or the Public Safety office.  This option would result in a request for a written statement in conjunction with an interview/investigation based conversation that would initiate the investigation into the reported concerns, incident, or behavior.

Phase One: Reporting and Investigation Process

After a report is submitted, cases can fall into one of the following categories:


Next Step

Case reported to a non-confidential staff member that includes the identify of the complainant and / or accused individuals.

Investigation is initiated within RCBC. Victim’s Rights form completed with Complainant (Copy of form in appendix). Victim is offered the opportunity to report incident to law enforcement.

Case reported to non-confidential staff member that does not include identities of the complainant and accused individuals.

Incident is logged as a complaint with no additional details. Additional investigation will occur as any further details emerge.

Case is reported to a confidential staff member

No official reporting is conducted.  Counselor will provide student with a copy of the Victim’s Rights form for informational purposes.  A signed copy is not required in this instance. The Counselor will document the type of case in a Confidentially Reported Log that only indicates the type of incident reported with no additional details. 

  • Students or staff have the option to make legally confidential reports to a licenced counselor, health care professional, clergy or attorneys if they engage one of these professionals in a private capacity.  On campus, the only staff considered confidential for student reporting is the Student Support Counselor. Students can make an appointment online through the Counseling Request Form or call 856.222.9311, ext. 1582. For more details about student support counseling, please visit
    • Additional confidential reporting options are available within the community and provided above.
  • Once a case (with identities) is reported to a non-confidential staff member, an investigation begins.
    • All reports made to the any non-confidential college faculty and staff will be investigated.  The college’s ability to investigate and take action may be limited if a student or employee insists that his or her name not be disclosed to the alleged perpetrator.
      • In such cases, the college must weight the request for privacy against its duty to provide a safe and nondiscriminatory environment. 
      • Investigators and those staff involved in the investigation are charged with preserving privacy with regards to these proceedings.  Failure to maintain privacy may result in disciplinary action within the college.
Phase Two: Investigations, Outcome and Sanctions
  • Investigations will be initiated whenever a Title IX complaint is brought forward. These investigations are facilitated by the Title IX Coordinator with the assistance of appropriate staff, including but not limited to, the Director of Public Safety and Human Resources department leads. 
  • The process includes an initial interview with the complainant regarding the incident.  During this interview, the complainant will be asked to compose a written statement that includes all relevant details.  The interview is initiated by a trauma informed investigative officer within Public Safety.  
    • As part of the interview, the officer will review the individual’s rights including, but not limited to, the right to notify local law enforcement, receive a protective order from a local court, receive information about existing counseling services, discuss options to change college based situations, gain understanding of the college’s disciplinary process and sanctions, and receive assistance from college authorities where needed regarding these rights.  These rights are included on a victim’s rights form which is signed by the student and a copy is kept on file as part of the report.
  • Once the initial written statement is compiled and the victim’s rights form is signed, the officer conducting the interview will provide guidance on next steps, which include but are not limited to:
    • Identifying the individual(s) involved in the incident and determining their current RCBC status.  
    • If the accused individual(s) include a currently enrolled student or a current employee, the officer will notify the complainant that the college will contact the individual accused within the incident and conduct an interview to obtain the accused individuals statement regarding the reported incident.
    • If the accused individual is not identified as a currently enrolled student or current employee, the officer will notify the individual of any options to pursue the incident through off campus resources and assist with any available on campus services needed by the individual. 
  • Complainant Support. Identifying any assistance, resources or protective measures that can be put into place to support the complainant and take necessary steps to implement.  Assistance, resources and / or protective measures may include, but are not limited to, escorts to and from buildings to vehicle, changes in course schedule, and scheduling with on campus confidential resources. This support may be recommended by the investigating staff members or the student services staff assisting with the process.  Formal requests for services will be facilitated by the Title IX Coordinator. 
  • Interim Measures. Review of the case with the Title IX Coordinator may be initiated to determine if any interim measures are needed for the complainant or accused. Interim measures may include but are not limited to, transition from specific class to alternative section, independent study or other academic alternative or temporary removal from specific class and / or campus with notice to current faculty of absence and request for assignments via email. This process will follow the existing structure provided for students in the RCBC Code of Conduct and defined by Human Resources for employees. 
    • Students seeking to appeal an interim measure as a result of a Title IX complaint must submit a request in writing to the Vice President of Enrollment Management and Student Success.
    • Employees seeking to appeal an interim measure as a result of a Title IX complaint must submit a request in writing to the Senior Vice President for Administration and Finance.
  • Once the identity is confirmed as a current RCBC student or employee and the complainant is notified of the college’s planned outreach to the accused individual, the interviewing officer will initiate contact and schedule an interview with the accused individual and any individuals listed as witnesses.
  • The interviewing officer will attempt multiple points of contact with the information provided or in the college system (email, home phone, cell phone, etc). A minimum of three attempts will be made to schedule an interview.  If no response is received from either the accused or the witness, the report will still be filed by Public Safety for the Title IX Coordinators review. 
  • After interviews with the accused and all reported witnesses are completed, the report is filed with the Title IX Coordinator.  The Title IX Coordinator will review the report and determine next steps, to include but not limited to:
    • Students:
      • Informal resolution with all parties in agreement regarding future actions.
      • Formal adjudication through the student code of conduct hearing process. Range of sanctions for code of conduct hearings range from formal warnings through  expulsion from the college. 
    • Employee:
      • Coordination with Human Resources to determine the appropriate actions based on current procedures or collective bargaining agreements. 
    • Within all cases, the standard of evidence will be a preponderance of the evidence in resolving a case and determining sanctions. 
    • Within all cases, the resolution of the case and the outcomes / sanctions will be provided to both the accused and the complaint.
    • Once final resolution is determined, the Title IX Coordinator will log the result in a tracking document for inclusion in the annual case review. This document is maintained as a confidential file by the Title IX Coordinator.
Title IX Procedural Definitions and Prohibited Behaviors

The following definitions are offered to assist students and employees with the navigation of the Title IX process.  For prohibited behaviors, the college utilizes multiple behavioral definitions, rather than legal or criminal definitions, to explain expectations of student and employee behavior.  Expectations of student conduct, on and off campus, are defined in the Student Code of Conduct, available online at Expectation of employee conduct are further defined in the Employee Handbook available through the intranet or in the RCBC Human Resources Department. college policies also speak to behavioral expectations on campus. Specific definitions include: 

  • Consent: an agreement, between participants, to engage in an activity. The college offers this definition in connection to sexual consent, but it is not limited to this framework. Communication regarding sexual consent is required for every activity, every time and can be withdrawn at any point during the activity. Within this process, consent will be assessed objectively from the standpoint of a reasonable person. Any non-consensual sexual activity is prohibited by the college.
  • Bystander / Witness: a person who is not directly involved in an activity but observes the activities. This definition also includes individuals who witnessed circumstances leading up to the reported activity. Examples of potential observed activities include but are not limited to: sexual assault or abuse, criminal actions, conflict, and potentially violent or violent behavior.
  • Claimant / Complainant: terms used to identify the individual(s) directly impacted by the incident .  A bystander or other third party witness who reports information about a violation is not a complainant. This term is limited to the reporting individual(s) who is/are directly impacted by the violence as victim(s).
  • Confidentiality: this terms is used when a student or staff member is using one of the confidential reporting options for students or staff.  For students, the only on campus confidential reporting option is through the Student Support Counselor. For staff, the only college offered confidential resource is through Carebridge. Any reports made to individuals outside of these two options will be addressed with a concern for privacy for all involved.  In the event of confidential reporting, the identity of the reporting individual will be withheld from any official reporting, unless there is an imminent risk to the student and / or the campus community. Confidentiality and confidential reporting are considered different from Privacy (see definition below).
  • Privacy:  may be offered by an individual when such individual is unable to offer confidentiality under the law but shall still not disclose information learned from a reporting individual or bystander to a crime or incident more than necessary to comply with applicable laws, including informing appropriate college Officials. The college has identified the following positions as Responsible Persons under Title IX:
    • All supervisors, managers, coaches, faculty members, instructors, and staff with administrative duties or student supervisory duties.  These staff are responsible for taking appropriate action to prevent sexual misconduct, discrimination and harassment, to correct it when it occurs and MUST report it immediately to the Title IX Coordinator detailed below:
      Catherine R. Briggs, Ed.D.
      Dean of Student Success / Title IX Coordinator
      (856) 242-5391
    • Most RCBC employees are not confidential resources.  However, employees can offer “privacy” in the required reporting and sharing of information related to federal or state law and / or  college policy. They will limit re-disclosure whenever possible and will not share private information beyond what is required or needed to comply with law and policy.

Prohibited Behavior: 

  • Dating Violence: violence, whether physical, sexual, or the threat thereof, committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim.
  • Domestic Violence / Relationship Violence: an act of violence committed by a current or former spouse, intimate partner, cohabiting partner, or with whom the victim shares a child and/or as defined by the NJ Prevention of Domestic Violence Act.
  • Sexual Harassment: Conduct of a sexual nature that creates an intimidating, hostile or offensive campus, educational or working environment for another person. This includes, but is not limited to, unwelcome sexual advances or requests for sexual favors, inappropriate sexual or gender-based activities, comments or gestures, touching, gratifying, or exposing of one’s private parts in public, or other forms of verbal or physical conduct or communications constituting sexual harassment, including lewdness as defined by N.J.S.A 2C:14-4. 
  • Fondling: touching of the private body parts of another person for the purpose of sexual gratification, forcibly and/or without that person’s consent.
  • Gender- Based Harassment: harassment based on gender, sex, sexual orientation, gender identity, or gender expression.  The harassment may include acts of aggression, intimidation, or hostility, whether verbal, nonverbal, graphic, physical or otherwise, even if the acts do not involve conduct of a sexual nature.  
  • Harassment: any act, whether written or verbal, via online or in person, that abuses, intimidates, or threatens the safety of a member of the campus community or as additionally defined by N.J.S.A. 2C: 33-4 (harassment) and N.J.S.A. 2C: 33-41(Cyber-Harassment)
  • Physical Attack: causing, or intending to cause, physical harm to any person on college property or at college sponsored activities, or recklessly causing reasonable apprehension of such harm.
  • Sexual Assault/Rape and Non-Consensual Sexual Contact: an offense that meets the definition of rape, sexual assault with an object, incest, or statutory rape as used in the FBI’s UCR program and/or sexual assault as defined by New Jersey law.
  • Sexual Intimidation: includes any unreasonable behavior, verbal or nonverbal, which has the effect of subjecting an individual to humiliation or embarrassment because of their gender. 
  • Sexual Exploitation: Any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from sexual exploitation of another.
  • Stalking: any act, whether via phone, internet, or physical proximity, that, through unwanted and/or unsolicited viewing or communicating, repeatedly threatens an individual’s physical or emotional safety.
  • Retaliation: includes adverse actions taken against an individual for engaging in protected activity which includes opposing actions believed to constitute discrimination or violate college policy, filing a complaint about such practices or participating in investigations or proceedings related to a complaint of this nature. 
  • Title IX Coordinator: The RCBC Title IX Coordinator is Dr. Cathy Briggs.  She can be reached at or contacted at (856) 242-5391. The Title IX Coordinator is responsible for (1) reviewing, investigating and hearing all reported Title IX cases from students and employees in concert with relevant departments and designees, (2) facilitating the training and information sharing with all students and employees in concert with Human Resources and other designated offices, (3) participating in annual professional development on sexual assault, relationship violence, stalking, investigations of sexual violence, impact of trauma, rights of the respondent, college policies, processes and procedures related to these matters, and assisting with the plans for training for the any of the identified Title IX team members on these topics and other issues. 
Campus Assessment, Training and Annual Review
  • RCBC will provide annual required training for all employees.  Training will include details on prohibited behaviors, bystander awareness and intervention and reporting.  Additional trainings will be offered as needed or by request. 
  • RCBC will provide in person communication regarding the Title IX process, procedure, and expectations for student behavior. Title IX information is also published in the college catalog, on the college’s website and included in printed materials on campus.
  • Campus climate assessments will be conducted at least every three years, starting in Fall 2019. 
  • An annual review committee, including the Title IX Coordinator and representatives from Human Resources, Student Support, Student Conduct, Faculty and Students, meet at the end of each academic year to review the aggregate data from all reported cases to identify any areas of concern for intervention in the upcoming academic year.  The aggregate data will not include any references to specific individuals (staff or students). Feedback from the review committee will be included in an Annual Report provided to the Cabinet, Senior Leadership Team and made available to the campus community.