Hazing Policy

Gonzaga University is committed to providing for the safety, health, and welfare of the entire campus community by educating its members on the dangers of hazing and holding community members accountable. Gonzaga University strictly prohibits hazing and seeks to foster a supportive and respectful community for its members.

1. Hazing Prohibited: No Gonzaga University staff member, faculty member, student employee, or volunteer may conspire to engage in hazing or participate in hazing of another. Gonzaga University utilizes the “Stop Campus Hazing Act” definition of hazing for the purpose of Clery Act reporting and relies on RCW 28B.10.090 to determine if a student and/or organization has committed a violation.
2. Definitions
   1. Hazing. Pursuant to RCW 28B.10.900, the term “Hazing” includes any act committed as part of a person’s recruitment, initiation, pledging, admission into, or affiliation with a student organization, athletic team, or living group, or any pastime or amusement engaged in with the respect to such an organization, athletic team, or living group that causes, or is likely to cause, bodily danger or physical harm, or serious psychological or emotional harm, to any student or other person attending a public or private institution of higher education or other postsecondary educational institution in this state, including causing, directing, coercing, or forcing a person to consume any food, liquid, alcohol, drug, or other substance which subjects the person to risk of such harm, regardless of the person's willingness to participate. “Hazing” does not include customary athletic events or other similar contests or competitions.
      1. Hazing includes, but is not limited to:
         1. Acts that cause, or are likely to cause, bodily danger or physical harm, such as beating, bondage, branding, calisthenics (e.g., wall-sits, sit-ups, push-ups, and/or other forms of forced physical activity), exposure to the elements, kicking, paddling, pushing, shoving, striking, tackling, throwing items at or on individuals, whipping, and/or forced, excessive, or coerced consumption of food, alcohol, cannabis, drugs, or any other substance.
         2. Acts that cause, or are likely to cause, psychological or emotional harm, such as exclusion from social contact, isolation, kidnapping or abandonment, line-ups or berating, sleep deprivation, and/or food deprivation.
         3. Activities that a reasonable person would view to be frightening, humiliating, intimidating, or deceptive (including deception intended to convince the individual of impending pain, injury, or non-initiation) such as: blindfolding; having individuals yell when entering or departing a physical structure or in the presence of designated individuals; having individuals use designated entrances or exits and/or not permitting them to enter general use facilities or spaces; intentionally creating labor or clean-up work; not allowing individuals to wear certain garments or accessories; promoting servitude; requiring individuals to complete personal errands; requiring individuals to wear apparel that is conspicuous, lewd, or uncomfortable; and/or requiring individuals to wear scant clothing or to be nude.
         4. Participation in any act of a sexual or lewd nature.
         5. Activities that endanger or have the potential to endanger the academic performance or personal life of an individual such as: not allowing adequate time for or interfering with academics, employment, or other personal obligations.
         6. Any destruction or removal of public or private property.
         7. Activities that violate federal, state, or local laws.
         8. Activities that violate University policies.
   2. Athletic Team
      1. A group of students who are associated with each other through an organized athletic team. Teams may include intercollegiate teams, club sports teams, and intramural teams and may be organized by the Athletic Department or Student Affairs.
   3. Employee
      1. A person who is receiving wages from the University and is in a position with direct contact with students in a supervisory role or position of authority. “Employee” includes student employees. “Employee” does not include persons employed as medical staff with an affiliated organization, entity, or extension of Gonzaga University, unless the employee has a supervisory role or position of authority over students. “Employee” does not include confidential employees such as Lutheran Social Services Advocate, SAfeT, priests serving as a sacramental confessor, any ordained religious serving in a sacred confidence role.
   4. Living Group
      1. A group of students living in university owned, leased, or managed residential property or building in which an application or selection process for membership is required. Examples include Logan House and Living Learning Communities (LLC).
   5. Student
      1. A person enrolled or taking course(s) at Gonzaga University whose primary relationship with the University is a student and therefore, defined through the Student Code of Conduct. This includes a person enrolled at the University for the immediately preceding term and/or a person eligible for continued enrollment.
   6. Student Organization
      1. A group of students who are associated with each other and who have registered with the University as an organization through Student Affairs policies for recognized organizations. “Organizations” may also be groups who are recognized by an academic unit or University department.
   7. Volunteer
      1. A person who provides or offers to provide services without payment for a university sponsored activity or program.
   8. Reasonable cause
      1. A person witnesses hazing or receives a credible written or oral report alleging hazing or potential for a planned hazing activity.
3. Jurisdiction: This policy applies to behavior that occurs on or off-campus and includes University sponsored, or approved and non-University events, activities, and programs, as well as non-University events.
4. Reporting Hazing
   1. Mandatory Duty to Report
      1. Employees and Volunteers: All Gonzaga University Employees (staff, faculty, and student employees) and Volunteers are subject to a mandatory reporting obligation. If, as a result of observations or information received in the course of their employment or volunteer service, any Gonzaga University Employee or Volunteer has reasonable cause to believe that hazing has occurred, the Employee or Volunteer shall report the incident, or cause a report to be made. The Employee or Volunteer shall make the report at the first opportunity to do so.
      2. Other: Students, community members, parents, families, and others are encouraged to report any concerns regarding hazing to the University, to allow Gonzaga an opportunity to review the information and assess whether an organization or athletic team may have engaged in behavior in violation of this policy.
   2. Amnesty Policy:
      1. A person who witnesses hazing or has reasonable cause to believe hazing has occurred or will occur and makes a report in good faith may not be sanctioned for the violation of hazing unless the person is engaged in the planning, directing, participating, or the act of hazing reported.
   3. How to Report
      1. To report a violation under this policy or to file a complaint, contact:
         1. The Resolution Center for Student Conduct and Conflict or Human Resources.
            1. Any person may file a report using the Conduct Hazing Reporting Form
      2. Nothing in this policy shall preclude a person from independently reporting hazing or suspected hazing activity to law enforcement.
   4. Process Used to Investigate Hazing Incidents
      1. Resolution Center
         1. Report a Concern
         2. A hazing report is received by the university
         3. The Director of the Resolution Center (or designee) is assigned to the case
         4. The Director of the Resolution Center (or designee) completes intake meeting and/or fact gathering to determine next steps:
            1. Option A – Not moving forward due to insufficient information/evidence
            2. Option B – Moving forward to open an investigation (see below for Step 2)
         5. Investigative Interview of Impacted Parties
         6. Notice of investigation is sent to organization leadership
         7. Notice of interviews are sent to the impacted parties/witnesses/victims
         8. Interviews of impacted parties
         9. Following the interviews of impacted parties, the Director of the Resolution Center (or designee) will determine if there’s enough information to charge the organization for a violation of the Conduct Code regarding hazing
            1. Option A – No charge(s) towards the organization due insufficient information/evidence
            2. Option B – Charge(s) (see below for Step 3)
            3. Student Conduct Resolution Process
         10. Notice of charges/violations are sent to organization leadership
         11. Conduct officer conducts Student Conduct Resolution Process with appropriate student leadership and/or other involved students
         12. Following the Student Conduct Resolution Process, the conduct officer will determine whether the organization had violated the Student Code of Conduct by utilizing preponderance of evidence standard.
             1. Option A – Preponderance is not met thus the organization will be found not responsible for hazing
             2. Option B – Preponderance is met thus the organization will be found responsible for hazing and issued the appropriate sanction

      Each student organization is provided the opportunity to appeal against the decision of their case and will follow the appropriate appeal procedures.
      
      Throughout the entire process, the Resolution Center for Student Conduct and Conflict is engaged with campus partners and stakeholders on the status of the investigation.

      2. Human Resources
         1. Initial Intake
            1. Receive Report: Accept the report via official channels (e.g. online form, email, in-person) See Section D(c)(i)(2).
            2. Acknowledge Receipt: Confirm receipt with the reporting party and advise regarding confidentiality
         2. Preliminary Assessment
            1. Assess Urgency: Determine if there is an immediate threat to safety. If so, alert Campus Security and/or Law Enforcement
            2. Determine jurisdiction: Confirm whether the incident falls under HR’s scope or needs referral (e.g., Student Affairs, Title IX)
         3. Investigation Planning
            1. Assign Investigator: Designate and HR partner to lead the investigation
            2. Outline Scope: Define scope of investigation, including individuals involvement and relevant policies.
         4. Fact Finding
            1. Conduct Interviews: Speak with the complainant, respondent(s), and witnesses
            2. Collect Evidence: Review documents, communications, photos or videos related to the incident.
         5. Analysis & Findings
            1. Evaluate Evidence: Compare findings against university policies and hazing definitions.
            2. Determine Outcome: Decide if hazing occurred and identify any policy violations.
         6. Resolution and Action
            1. Take Action: Recommend disciplinary measures, training, or other corrective actions.
            2. Notify Parties: Communicate the outcome to involved parties, maintaining need to know confidentiality.
         7. Documentation and Follow Up
            1. Document process: Maintain detailed records of the investigation and outcome
            2. Monitor Compliance: Ensure any corrective actions are implemented and effective.
   5. Transparency Reports: Information related to findings of violations by student organizations, athletic teams, or living groups can be found on the Hazing Violations Report page.
5. Violations
   1. Sanctions for Violating the Hazing Policy
      1. In the event of an alleged violation of this policy, a Student will be referred to the Resolution Center for Student Conduct and Conflict for review. Individuals found to have violated this Policy, or any section of the Student Code of Conduct may be subject to disciplinary action and sanctions as outlined in the Code.
      2. Student Groups and individual student group members may be formally charged collectively and/or individually when student group members act in the capacity of membership in the group, including member(s) knowing or having reasonable cause to know of such actions.
      3. Employees, including student employees, who fail to comply with the mandatory reporting requirements of this policy may be subject to corrective action up to dismissal from employment in accordance with the procedures as articulated in the Faculty Handbook and Policy and Procedures Manual and/or Student Employment Manual.
      4. Washington State law (RCW 28B.10.901) also imposes the following sanctions on those responsible for hazing:
         1. Any person who violates state hazing laws, in addition to other sanctions that may be imposed, shall forfeit any entitlement to state-funded grants, scholarships, or awards for a time period determined by the University;
         2. Any organization, association, or group that knowingly permits hazing by its members or others subject to its direction or control shall be deprived of any official recognition or approval granted by the University;
         3. Certain violations of state hazing law can be misdemeanors punishable as provided under RCW 9A.20.021.
         4. Violations of Washington’s hazing laws subject an organization, association, academic cohort, or living group to strict liability for harm caused to persons or property resulting from hazing, and its individual members may be held individually liable for damages.
6. Prevention Education
   1. Pursuant to RCW 28B.10.904, Gonzaga University provides Hazing Prevention Education to all incoming students to complete during their orientation.
   2. RCW 28B.10.907 requires that Gonzaga University provide Hazing Prevention Education on the signs and dangers of hazing as well as the University’s prohibition on hazing annually to all employees with direct ongoing contact with students in a supervisory role or position of authority at the beginning of each academic year and for new employees at the beginning of each academic term.
      1. Although the law only mandates training for employees who are in “direct ongoing contact with students in a supervisory role or position of authority” Gonzaga University has broadened this requirement and requires all University employees to complete the training on an annual basis.