Article VI: Sexual Misconduct and Sexual Exploitation

The University of New Hampshire has an enduring commitment to support equality of education and employment opportunity by affirming the value of diversity and by promoting an environment free from discrimination. Central to the University’s commitment is the principle that each community member must treat other community members with respect and dignity. Though defined in their own way, interpersonal relationships and interactions, including those that are romantic and intimate in nature, must be grounded in open communication, clearly defined personal boundaries and trust.

UNH prohibits Sexual Misconduct and Sexual Exploitation in any form. Sexual Misconduct is a form of sex-based discrimination that includes Sexual Harassment, Non-Consensual Sexual Penetration, Non-Consensual Sexual Contact, Domestic Violence, Dating Violence, and Stalking defined later in this policy. To this end, the University has established this Sexual Misconduct and Sexual Exploitation Policy to provide means to take immediate and appropriate action to eliminate it, prevent its recurrence, and address its discriminatory effects. 

This policy is established with oversight of the Director of the Civil Rights & Equity Office and Title IX Coordinator. The Title IX Coordinator is authorized by the University to coordinate institutional efforts to comply with its Title IX responsibilities and to institute corrective measures on behalf of the University.

As used throughout this policy and the accompanying procedures, “Title IX Coordinator” includes designees who are identified as deputy Title IX coordinators or other university employees appropriately trained to carry out Title IX responsibilities under the direction and authority of the Title IX Coordinator.

I. Purpose

The Sexual Misconduct and Sexual Exploitation Policy, its accompanying procedures, and other mechanisms delineated in the policy set forth the University’s standards of conduct, investigation process and resolutions of claims of prohibited conduct.  State and federal laws also address conduct that may meet the University’s definitions of prohibited conduct, and criminal prosecution may take place independently of any disciplinary action instituted by the University. In tandem with this policy, to comply with applicable laws, and as a crucial part of its effort to prevent prohibited conduct, the university provides educational, preventative, and training programs for UNH community.

This policy complies with applicable legal requirements including Title IX of the Education Amendments of 1972, and its implementing regulations (“Title IX regulations”); relevant provisions of the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (“Clery Act”), as amended by the Violence Against Women Reauthorization Act of 2013 (“VAWA”); and, in New Hampshire, with the Sexual Misconduct at Higher Education Institutions statute (RSA 188-H). UNH has also established an Amorous Relationship Policy which is an additional and separate policy specific to consensual romantic or sexual relationships between students and employees.

II. Scope and Applicability

This policy covers all currently enrolled students, as defined under Article I of the Code of Conduct, at UNH.

The effective date of this policy is August 1, 2023, and addresses allegations of sexual misconduct and sexual exploitation which occurred on or after the policy’s published date. Allegations of sexual misconduct as defined by this policy include both sexual misconduct that falls within and outside the criteria described under Title IX Sexual Harassment set forth in regulations promulgated by the U.S. Department of Education under Title IX 34 CFR§106 of the Education Amendments Act of 1972 (eff. 2020).

The Formal Complaint, Investigation, and Resolution Procedures described in this policy apply to matters when the Respondent is a student. If the Respondent is an employee, the process will follow the Discrimination and Discriminatory Harassment policy. If the Respondent is a graduate assistant acting in their role as an instructor, the process will follow the Discrimination and Discriminatory Harassment policy, while complaints against them in their role as students follow the process as set forth in this policy.

Revocation by Operation of Law

Should any portion of the Title IX Final Rule, 85 Fed. Reg. 30026, be stayed or held invalid by a court of law, or should the Title IX Final Rule be withdrawn or modified to not require the elements of this policy, this policy, including its invalidated elements, will be deemed revoked as of the publication date of the opinion or order and for all reports after that date, as well as any elements of the process that occur after that date if a case is not complete by that date of opinion or order publication. To this end, should the rule be revoked in this manner, the University shall publish direction by which the investigation and adjudication process will follow.     

III. Definitions

Confidential Resource Advisor. New Hampshire State law § 188-H:7 permits UNH to establish Confidential Resource Advisors. These are privileged individuals designated by the University that are not required to notify the University’s Title IX Coordinator or a law enforcement agency when they learn about potential incidents of sexual misconduct or sexual exploitation. Confidential Resource Advisors receive training in the awareness and prevention of sexual misconduct and in trauma-informed response. The Confidential Resource Advisors at UNH are professional staff in SHARPP and the Aulbani J. Beauregard Center of Equity, Justice, and Freedom.

Confidentiality. A legal obligation not to disclose information without the express written permission of the individual who provided the information, with certain exceptions, such as if there is a continuing threat of serious harm to self or others or another legal obligation to reveal such information (e.g., where there is suspected sexual abuse or neglect of a minor). Conversations with confidential employees that occur outside of their professional role are not privileged, though most such conversation will be kept private. For example, counselors who teach didactic classes or clinical counseling coursework.

Absent extenuating circumstances, disclosures and conversations with mental health clinicians, lawyers providing advice to clients, crisis response centers and members of the clergy or those who provide pastoral counseling are privileged. They may not disclose or release your information without your explicit permission even as part of a civil, criminal, or administrative legal proceeding.

Consent. A voluntary, informed and freely given agreement, through words and/or actions, to participate in mutually agreed-upon acts and the communication between the parties would be interpreted by a reasonable person, as a willingness to engage in a particular act. Consent may be withdrawn at any time and the withdrawal must be communicated in mutually understandable words and/or actions; if so, the particular act must cease immediately.

Consent cannot be obtained through the presence of any force, threat of force, threats, or coercion. A person cannot consent to sexual activity if that person is unable to understand the nature, fact, or extent of the activity or give knowing consent if the person is incapacitated due to the consumption of alcohol or drugs, the person is asleep or unconscious, the person is under the legal age to provide consent, or the person has a disability that prevents such person from having the ability or capacity to give consent.

Formal Complaint. A written request by a Complainant (physical or digital signature) submitted to the Title IX Coordinator or signed by the Title IX Coordinator against a respondent and requesting the institution initiate its resolution procedures.

Incapacitation. The inability, temporarily or permanently, to make rational or reasonable decisions or lacking the capacity to give knowing consent because of mental or physical helplessness, the person is asleep, unconsciousness, or lacks awareness that sexual activity is taking place. Incapacitation due to the consumption of alcohol of drugs, is a state beyond drunkenness or intoxication.

Mandatory Reporter. Certain individuals at UNH who are required to report any information they receive indicating that a student has been subjected to sexual harassment or sexual violence to the Title IX Coordinator. Additional information and a complete list of mandatory reporters can be found on the Civil Rights & Equity Office website.

Privacy. Information related to a disclosure, report, or formal complaint will be shared only with those employees who “need to know” in order to assist in the review, investigation, or resolution of the report. While not bound by confidentiality, individuals who receive private information will be discreet and do their best to respect the privacy of all individuals involved in the process. If an investigation is required, the information may also be shared with the accused party or others, as required to conduct a complete and fair investigation. Although UNH manages private information with discretion, it is not possible to maintain confidentiality for any information other than information provided to the privileged confidential resources as noted in the definition of Confidentiality provided above.

UNH offices and employees who cannot guarantee confidentiality will maintain your privacy to the greatest extent possible and will take steps to prevent unreasonable disclosure. The information you provide to a nonconfidential resource will be relayed to the University’s Title IX Coordinator for care, support and assistance after an incident. In their judgement, the Title IX Coordinator may disclose information to a small group of administrators with a legitimate need to know who can respond with sensitivity.

Advisor, Complainant, Respondent and Witness, as used throughout this policy, are defined in Article I of the Code of Conduct.

IV. Prohibited Conduct

Sexual Harassment

  • Title IX Sexual Harassment
    • Title IX Quid Pro Quo Sexual Harassment. An employee or graduate student conditioning the provision of an aid, benefit, or service of the university on an individual’s participation in unwelcome sexual conduct;
    • Title IX Hostile Environment Sexual Harassment. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the university’s education program or activity.
  • Non-Title IX Sexual Harassment​
    • Non-Title IX Sexual Harassment: Any unwelcome sexual advance, requests for sexual favor, or other verbal or physical conduct of a sexual nature that does not meet the definitions of Title IX Sexual Harassment, but when one of the conditions outlined in (1), (2), or (3), below, is present.
    • Gender-Based Harassment: Unwelcome sexual advances or other verbal or physical conduct of a sexual nature, graffiti, jokes, pranks, slurs, insults, threats, remarks made in the person's presence, interference with the person's work or academic life, vandalism, assignment of unpleasant duties, or even physical assault directed against any member of a protected class. Behavior is considered to be harassment when:
      1. Submission to or rejection of such behavior by an individual is used as a basis for employment or academic decisions affecting that individual; or
      2. Submission to such behavior is made either explicitly or implicitly a term or condition of an individual's employment or academic work; or
      3. Such behavior has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile or offensive environment.

Dating Violence. Violence (actual physical injury to another) or threat to cause violence committed by a person: (1) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (2) where 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 people involved in the relationship.

Domestic Violence. An act of violence (actual or an attempt to cause physical injury to another) or threat to cause violence to another, committed by spouses, ex-spouses, other intimate partners, parents, other relatives, persons cohabiting with each other, and persons who cohabited with each other but who no longer share the same residence.

Non-Consensual Sexual Contact. Intentionally touching the intimate body parts, such as breasts, buttocks, groin, genitals, or the clothing covering them, of another person, or forcing or coercing another person to touch your intimate body parts or themselves without consent.

Non-Consensual Sexual Penetration. Oral, anal, or vaginal penetration, however slight, by an inanimate object, penis, or digitally without consent.

Stalking. Engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for their own safety or the safety of others or suffer substantial emotional distress. For the purposes of this definition, (i.) 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. (ii.) “Reasonable person”, as hypothetical or an idea, meaning under similar circumstances and with similar identities to the victim. (iii.) Substantial emotional distress means significant mental suffering or anguish that may, but does not necessarily, require medical or other professional treatment or counseling.

Sexual Exploitation. Taking non-consensual or abusive sexual advantage of another for their own benefit or for the benefit of anyone other than the person being exploited. Examples of Sexual Exploitation include: 

  • Using any device for the purpose of observing, recording, or streaming of the intimate parts of a person or their sexual activity when there is a reasonable expectation of privacy without the other person’s knowledge or consent
  • Making, sharing, posting, streaming, or otherwise distributing images, photographs, video or audio of another person’s sexual activity or intimate parts, if the individual distributing the content knows or should have known that the person depicted in the images or audio did not consent to the disclosure.
  • Observing, spying on or listening to a person(s) involved in sexual activity or in any state of undress, in a place where that other person would have a reasonable expectation of privacy, without that person’s consent. Voyeurism also occurs when an individual allows others to observe this behavior without the consent of all parties involved.
  • Knowingly transmitting a disease or infection to someone without their knowledge or consent by means of sexual contact.
  • The prostituting of another person or the trafficking of another person, defined as the inducement of a person to perform a commercial sex act, or labor or services, through force, fraud, or coercion.
  • Misappropriation of another person’s identity on apps, websites, or other venues designed for dating or sexual connections.

V. Options for Making a Disclosure

Every member of the UNH community affected by incidents of sexual misconduct and sexual exploitation has the right to report such incidents to the University, UNH Police Department, local law enforcement or choose not to report.

UNH provides a variety of options available to an individual, so that each person may choose a path for response best suited to their particular situation. When making a choice about how to get help, it is also important to understand how each resource will handle your information after it has been reported. A comprehensive list of reporting resources, including confidential resources, is available on the Civil Rights & Equity Office website. 

For UNH community members who wish to report to law enforcement, contact information for the UNH Police Department can be found on their website. UNH community members may also contact the UNH Police Department to notify the university that they have obtained a court-issued protective order. UNH Police Department will speak with the student about the order and safety measures available to them at the university.

VI. Timeline for Reporting

Individuals are encouraged to report sexual misconduct and sexual exploitation as soon as possible after the incident occurs to maximize the University’s ability to respond promptly and effectively. Prompt reporting allows the University to obtain the most reliable information, be able to contact relevant witnesses (if any) and provide reasonable assistance and supportive or interim measures for affected parties. The University does not limit the time for reporting these incidents or filing a complaint, however, and in all cases, a decision will be made on existing facts to determine if an investigation and conduct proceedings are necessary to comply with the law and to serve the university community. If the student accused of sexual misconduct or sexual exploitation is no longer a student at the time the complaint was received, either because the student graduated or left the University permanently, the University is unable to pursue resolution. The University will assess whether any remedial steps can be taken to address any prohibited conduct or its effects on the university community.

VII. Outreach, Intake, and Supportive Measures

When the Civil Rights & Equity Office receives a report or disclosure that a student experienced sexual misconduct or sexual exploitation, a staff member from that office will offer information to the student about the student’s rights, options, and resources available. UNH may provide support whether or not a Complainant chooses to file a Formal Complaint.

If the student wishes to meet with a staff member from the Civil Rights & Equity Office, the staff member will provide the student with information about their rights, responsibilities, resources, and options.

UNH will provide reasonably available supportive measures to an impacted student and typically after a Formal Complaint, to a Respondent.  Supportive measures are non-disciplinary, non-punitive, individualized support services that are offered as appropriate, as reasonably available, and without fee or charge to the parties when a report is received.    Supportive measures are designed to restore or preserve equal access to UNH’s education program or activities without unreasonably burdening the other party.

Supportive measures may include counseling, extensions of deadlines or other course related adjustments, modifications of work schedules, class schedules, or co-curricular activities, campus escort services, mutual restrictions on contact between the parties, changes in work or housing locations, leaves of absence, increased security and monitoring of certain areas of the campus and other similar measures.  Supportive measures are available to both the Complainant and Respondent at any point after an incident of sexual misconduct or sexual exploitation is disclosed.

VIII. Interim Exclusionary and Emergency Actions

In circumstances when a student’s behavior poses an immediate threat to the physical health or safety of a student or any other individual arising from alleged sexual misconduct or sexual exploitation the Title IX Coordinator or designee can fully or partially remove or exclude a Respondent from its education program or activity following the procedures described in the Interim Action policy within this Code of Conduct. The Title IX Coordinator or designee will make the decision to fully or partially remove or exclude a respondent from its education program or activity based on an individualized safety and risk analysis. 

If the University makes such a decision, the Respondent will be provided with notice and an opportunity to challenge the decision immediately following the removal.

IX. Formal Complaint and Investigation

If the Respondent is a student, the procedures described in Article IV of UNH’s Student Code of Conduct (“Conduct Resolution Process and Procedures”) will be utilized for the investigation, resolution, and any appeal, as enhanced by the sections below. If after an investigation the matter advances to a formal adjudication, the Office of Community Standards is responsible for executing the proceedings.

If the allegations constitute sexual misconduct, the “Formal Complaint and Investigation” and “University Hearing Procedures” sections below apply and enhance the Conduct Resolution Process and Procedures of the Code of Conduct.

If the allegations constitute sexual exploitation, only the “Formal Complaint and Investigation” sections apply and enhance the Conduct Resolution Process and Procedures of the Code of Conduct.

  • Receipt of Formal Complaint. The process to resolve the formal complaint will begin upon receipt of a formal complaint and conclude upon the issuance of a written determination. This process will be completed as soon as practicable but no more than 180 days after the receipt of a formal complaint. Deviations from this time frame will be made on a case-by-case basis and supported by good cause. Parties will be notified in writing regarding the length of time and justification for any such delays.
    • Mandatory Dismissal or Determination that Title IX Does not Apply
      • Pursuant to §106.45(b)(3)(i)), review of formal complaint of sexual misconduct: the Title IX Coordinator will review the formal complaint to determine whether the conduct alleged occurred within the university’s program or activities and within the United States. The Title IX Coordinator may contact the Complainant to clarify the allegations. If the alleged prohibited conduct meets those requirements, the complaint will be processed as provided in this policy. If the conduct does not constitute sexual misconduct under that regulation, but otherwise alleges sexual misconduct under the Code of Conduct, the complaint will also be processed as provided in this policy.
      • At any point after the receipt of a formal complaint, the Title IX Coordinator may determine that the alleged behavior, even if substantiated, would not constitute sexual misconduct or sexual exploitation and dismiss the formal complaint.
      • The Title IX Coordinator will notify the Complainant and the Respondent of the results of the review or any subsequent mandatory dismissal. If the formal complaint is dismissed under these requirements, either party may appeal that decision within five (5) business days of receipt of the decision.
    • Discretionary Dismissal
      • At any point after the receipt of a formal complaint, a Complainant may notify the Title IX Coordinator in writing that the complainant would like to withdraw the formal complaint or any allegations therein, the respondent may no longer be enrolled or employed, or specific circumstances prevent the Title IX Coordinator from gathering evidence sufficient to reach a determination as to the formal complaint or allegations therein.
      • If the formal complaint is dismissed by the Title IX Coordinator as a discretionary dismissal, either party may appeal that decision within five (5) business days of receipt of the decision.
  • Notice of Allegations and Complaint. The Title IX Coordinator will send a notice of allegations and the formal complaint to the Complainant and to the Respondent. Notice to the parties will state that the respondent is presumed not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the hearing process, notice of their right to an advisor of choice, a summary of available resources, the contact information for the Title IX Coordinator, a link to this Code, and a caution against retaliation.
  • Investigation. Investigator(s) will work under the direction of the Title IX Coordinator to complete a thorough, prompt, and equitable investigation.
    • In cases where there are parallel criminal and administrative investigations the Title IX Coordinator and investigator may cooperate with law enforcement to preserve the integrity of both investigations while striving to complete the investigation. 
    • Parties whose participation is invited or expected must be provided with written notice of the date, time, location, participants, and purpose of all meetings, investigative interviews, or hearings with sufficient time for the party to prepare to participate.
  • Reasonable Accommodation. This policy does not alter any institutional obligations under federal disability laws, including the Americans with Disabilities Act of 1990, and Section 504 of the Rehabilitation Act of 1973. Parties may request reasonable accommodations for disclosed disabilities to the Title IX Coordinator at any point before or during the resolution procedures, provided the accommodations will not fundamentally alter the process.  The Title IX Coordinator will facilitate the provision of requested accommodation in a timely manner.
  • Amnesty. The University recognizes the barrier created by a student’s perceived fear of disciplinary actions if at the time the alleged harm occurred, they engaged in the consumption of alcohol or drugs. As such, the University has adopted this provision as a mechanism to shield a student bystander, witness or complainant acting in good faith, who reports or discloses an allegation of sexual misconduct or sexual exploitation, from disciplinary action under these procedures if under any other circumstance, the behavior would constitute a violation under the Code of Conduct. Consistent with similar alternative pathways that do not involve allegations of sexual misconduct or sexual exploitation, amnesty does not forgive or cover criminal, civil, or other legal consequences for violations of federal, state, or local laws or ordinances, nor does this provision apply when the violation is directly related to the facilitation of the offense.
  • Investigative Report. The investigator will prepare a written report of the investigation that fairly summarizes relevant evidence.
    • The Title IX Coordinator will provide a comment draft of the report to both the reporting and responding persons and their advisors, and at the same time provide access to inspect and review any evidence obtained as part of the investigation that is directly related to the allegations raised in a formal complaint, providing them both with ten days to submit a written response containing suggestions to make the report more accurate. The investigator will consider the written response(s) but is not required to accept any proposed change from either party.
    • The investigator will prepare a final investigative report and submit it to the Title IX Coordinator. The Title IX Coordinator will convey the final report to the parties and their advisors.
  • Threshold Determination
    • Upon receipt of the final investigative report, the Title IX Coordinator will make a threshold determination as to whether the alleged behavior, even if substantiated, would constitute sexual misconduct or sexual exploitation or whether there is sufficient evidence to advance the Formal Complaint to a hearing.
    • If the threshold is not met for these criteria, the Title IX Coordinator may dismiss the case. If the Formal Complaint is dismissed, either party may appeal that decision within five (5) business days of receipt of the decision.

X. Informal Resolution

In lieu of a formal finding of responsibility or non-responsibility, the parties involved may agree to an informal resolution of the Formal Complaint, such as mediation or restorative justice, with the Title IX Coordinator or representative from the Civil Rights and Equity Office to resolve the allegations following the filing of a Formal Complaint and prior to a determination. An informal resolution is a voluntary, structured interaction which may only be requested after a Formal Complaint has been filed so that the parties understand what the grievance process entails and can decide whether to voluntarily attempt informal resolution as an alternative to the facts at issue.

XI. University Hearing Procedures

  • Notice of Hearing. The Director of Community Standards shall prepare the notice to be used to guide the parties to prepare for the hearing and to assist the hearing panel to understand the evidence presented at the hearing.
    • The notice shall provide fair notice of the alleged facts and shall specify the provisions of this Code that are alleged to have been violated.
    • The notice, together with a copy of the final investigative report, shall be conveyed to the parties at least 10 days before the hearing and to the hearing panel members at least 2 days before the hearing.
    • The notice will state that the respondent is presumed not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the hearing process.
  • General Proceeding Rules. The university will not issue a finding arising from an allegation of covered sexual misconduct or sexual exploitation without holding a live hearing with Complainants and Respondents physically present, in the same geographic location, unless otherwise resolved through an informal resolution process. At the institution’s discretion, any or all parties, witnesses, and other participants may appear at the live hearing virtually, with technology enabling participants simultaneously to see and hear each other. The hearing panel will be assembled with members free of conflicts of interest and bias and who have been trained in their responsibilities under the law and under this Code.
  • Adjustments in the Hearing Process. Proceedings involving allegations of sexual misconduct, stalking, and relationship abuse shall be processed as provided for other reports of violation under this Code, subject to the following adjustments:
    • The Complainant and the Respondent may be assisted by an advisor of their choosing and a support person. Both the Complainant and Respondent must have an advisor present at the hearing for the purposes of cross examination. Neither party is required to request permission for the presence of an advisor or support person. If a party does not have an advisor of choice present at the live hearing, the University must provide without fee or charge to that party, an advisor of the University’s choice, who may be, but is not required to be, an attorney, to conduct cross-examination on behalf of that party. Advisors and support persons may not represent or speak on behalf of either party in any meeting or proceeding.
    • The decision-maker must permit each party’s advisor to ask the other party and any witnesses all relevant questions and follow-up questions, including those challenging credibility. Such cross-examination at the live hearing must be conducted directly, orally, and in real time by the party’s advisor of choice and never by a party personally
    • Hearings will be conducted by individuals who receives not less than annual training on issues relating to sexual misconduct, investigatory procedures and hearing procedures to protect the safety and rights of students and promote accountability, objectivity, impartiality, and a trauma-informed response.

XII. Maintaining Student Records

The Civil Rights and Equity Office and Office of Community Standards are designated unit custodians responsible to maintain records in accordance with the Schedule for Record Retention and Disposal policies established.

The University will maintain a record of disciplinary records that include any sexual harassment investigation, including any responsibility determination, and any required recording or transcript, as well as any sanctions imposed on the respondent, and any remedies provided to the complainant; any appeal and its result; and all materials used to train adjudicators, with regard to sexual harassment, and any Informal Resolution Agreement and associated information, are retained for a period of seven years in adherence with recordkeeping requirements described under the Clery Act regulations, 24 CFR § 668.24(e)(92)(ii), the Title IX regulations described in 34 C.F.R. § 106.45(b)(10), state law and relevant university policies.

XIII. Healthcare and Support Resources

For questions and concerns regarding sexual misconduct, sexual exploitation, or the Title IX process, or for help coordinating support services related to academic, housing or other needs related to living, working or participating in University programs:

Title IX Coordinator
105 Main Street
Thompson Hall 305
Durham, NH 03824
(603) 862-2930
www.unh.edu/creo

Those who have experienced sexual misconduct or sexual exploitation have the option to seek treatment for injuries, preventative treatment for sexually transmitted diseases, and other health services. A medical exam is also an important way for a health provider to properly collect and preserve evidence, which could later be used in a civil or criminal case. In cases where necessary, rape kits are also available at local emergency rooms. Anyone seeking a medical forensic exam in NH will not be billed for it, with or without insurance.

Medical treatment in the area of the Durham campus includes the following:

Wentworth-Douglas Hospital
789 Central Avenue, Dover, NH 03820
(603) 742-5252

UNH Health and Wellness
4 Pettee Brook Lane
Durham, NH 03824
(603) 862-9355
health@unh.edu

Medical treatment in the area of the Manchester campus includes the following:

Elliot Hospital
4 Elliot Way, Manchester, NH 03013
(603) 669-5300

Catholic Medical Center
100 McGregor St, Manchester, NH 03102
(603) 668-3545

Medical treatment in the area of the UNH Law Concord campus includes the following:

Concord Hospital
250 Pleasant Street
Concord, NH 03301
(603) 225-2711

SEXUAL ASSAULT aND DOMESTIC VIOLENCE RESOURCES

Resource Phone Number
New Hampshire Sexual Assault and Domestic Violence Hotline 1-866-644-3574
National Sexual Assault Hotline 1-800-656-4673

Services for survivors of sexual assault, domestic violence, stalking, and sexual harassment in New Hampshire are available through the NH Coalition Against Domestic and Sexual Violence, which is comprised of thirteen member programs throughout the state. A community member does not need to be in crisis to call. Services are free, confidential, and available to everyone regardless of gender, age, health status (including HIV-positive), physical, mental or emotional ability, sexual orientation, gender identity/expression, socio-economic status, race, national origin, immigration status or religious or political affiliation.

Coalition member agencies serving the Durham campus area include:

Sexual Harassment and Rape Prevention Program (SHARPP)
Wolff House,
2 Pettee Brook Lane, Durham, NH 03824
(603) 862-3494
www.unh.edu/sharpp

HAVEN
20 International Drive #300, Portsmouth, NH 03801
(603) 436-4107

Coalition member agencies serving the Manchester campus area include:

YWCA Crisis Service
72 Concord Street, Manchester, NH 03101
Crisis Line: 603-668-2299
Manchester Office: 603-625-5785
www.ywcanh.org

Coalition member agencies serving the UNH Law Concord campus area include:

Crisis Center of Central New Hampshire
79 State Street, Concord, NH 03301
(603) 225-7376

Certain SHARPP services are also available to students at the Manchester and Law campuses. More information about these services can be found on the SHARPP website.

Coalition agencies provide the following services:

  • Support and information, available in person and through a 24-hour hotline
  • Accompaniment, support, and advocacy at local hospitals, courts, and police departments
  • Access to emergency shelter
  • Peer Support Groups
  • Assistance with protective/restraining orders and referrals to legal services
  • Information and referrals to community programs
  • Community and professional outreach and education.

FINANCIAL ASSISTANCE RESOURCES

Students who require assistance but have financial hardship or limited financial resources may apply for financial assistance through the UNH Basic Needs Program. The program includes the Student Emergency Financial Assistance Fund, which assists enrolled students who are unable to meet essential expenses due to a temporary or unexpected hardship with short-term financial assistance. Funds can be applied for through the website to meet the following needs:

  • Emergency travel expenses
  • Prescription and other costs related to medical, dental, or mental health
  • Essential utilities
  • Essential safety and security needs
  • Academic supplies and textbooks
  • Winter clothing needs like coats and boots
  • Auto repairs
  • Parking fee
  • Replacing essential belongings due to fire, theft, or natural disaster
  • Individually-recommended or required services that are considered critical to a student’s success, for example, diagnostic testing for Accessibility Resources.

Mental Health RESOURCES

Mental health services are available to UNH students either locally or through on-campus departments.

Mental health services in the area of the Durham campus includes the following:

UNH Psychological and Counseling Services (PACS)
Smith Hall, Third Floor
3 Garrison Avenue
Durham, NH 03824
(603) 862-2090
www.unh.edu/pacs

Emergency counseling services are available 24 hours a day.

Mental health services in the area of the Manchester campus includes the following:

The Mental Health Center of Greater Manchester (MHCGM)
(603) 668-4111
unhm.wellness@unh.edu
Manchester Student Wellness Website

Mental health services in the area of the UNH Law Concord campus includes the following:

Riverbend Community Mental Health
105 Loudon Road, Bldg 4
Concord, NH 03301
(603) 228-1600
Call or text psychiatric emergency services 24 hours a day: (833) 710-6477
Counselor on-campus once a week and can see students off-campus.

Mental health services for online students includes the following:

Kepro
844-205-3446

Additional Resources for Employees

Qualifying university employees have access to the Employee Assistance Program (EAP) offered through Kepro, which provides assessment and referral for a wide range of concerns facing employees. To speak with a consultant please call 1-800-424-1749 or visit the employee assistance program website for more information.