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Individuals at Toolik Field Station have multiple reporting avenues. No matter your home institution or affiliation, you can report an incident that you experienced, observed, or were told about, in the following ways (contact information listed under "Whom can I contact?"):

• Disclosure to the on-site Camp Manager or off-site Communication & DEI manager.
• Disclosure to any member of the Management Team.
• Disclosure to any on- or off-site staff member.
• Disclosure to the Scientific Liaisons.
• Disclosure to the ����Ӱ�� Title IX Office in the Office of Rights, Compliance and Accountability.
• Disclosure to police (911).
• Confidential reporting and support resources are listed under Important Contacts below.

Residents will not be penalized for violations of the Toolik Field Station alcohol or drug policy that are disclosed as part of a sexual misconduct report.

Reporting to any of the listed options above will result in disclosure to the Toolik Field Station Management Team and the ����Ӱ�� Office of Rights, Compliance and Accountability Title IX Office, who will work together alongside the individual who was harmed to determine a course of action. It is important to note that all Toolik Field Station staff and ����Ӱ�� employees are “responsible employees.” This means they are required to report anything they experience, see, or hear about to ����Ӱ��’s Office of Rights, Compliance and Accountability within 24 hours. The next step in the ����Ӱ�� Office of Rights, Compliance and Accountability process is that an investigator will conduct outreach to the individual (s) that experienced the behavior with information on rights, resources, and an invitation to speak with the investigator in the case they need more information about the behavior. At times, the behavior is referred to another office that is better situated to handle the conduct. In the case the behavior could rise under Title IX, the complainant is in control of whether or not they would like to engage in a grievance process, which could include investigation or informal resolution. If they do not want to move forward with the grievance process, it will not unless the following provisions are met:

1. The incident was part of substantially similar documented allegations that fall under UA Title IX policy. (One example is if multiple individuals reported the same person for comments that constituted sexual harassment or discrimination);
2. Predation which could include multiple respondents, incapacitation, or other signs of predatory behaviors;
3. Force where there is evidence of violence and/or coercion that suggests a broader risk to the University community;
4. The affected individual was a minor at the time the incident occurred and couldn’t consent according to AK state law.

In the event of an investigation, if the individual causing harm is from an institution other than ����Ӱ��, the ����Ӱ�� Title IX Office will coordinate with the Title IX Office at the individual’s home institution. Toolik Field Station is a grantee institution of the National Science Foundation (NSF). As such, information about any complaints and findings of sexual or other types of harassment and actions taken by Toolik Field Station will be provided to the NSF through TFS management or the Title IX coordinator and ����Ӱ�� administration. See for additional information.

The complainant will always be included and informed of the results of their disclosure, any action that is taken, referrals made, and the results of an investigation.

Participation in the grievance process is optional for both complainants and respondents. Once contacted by the ����Ӱ�� Office of Rights, Compliance and Accountability, parties should respond with whether or not they are participating. If a formal complaint is filed, but one or more parties decides not to participate, the grievance process will nevertheless proceed. Each party has a right to use an advisor of their choice or be appointed an advisor by the university at no expense to the party.

During the grievance process, respondents are presumed not responsible for alleged conduct until a determination is made.

Formal Grievance

In a formal grievance, certified investigators from ����Ӱ��’s Office of Rights, Compliance and Accountability will conduct interviews and reach out to witnesses to collect information related to the reported incident. After completing the initial investigation, they will reach out to complainants and respondents to overview and respond to initial findings before facilitating a live hearing (option to be virtual) where both parties answer questions. After the live hearing, a cross examination occurs where parties answer questions presented by the opposing party’s representatives. Upon conclusion of the hearing and cross-examination, the decision-maker will issue a written determination of whether university policy was violated using the preponderance of evidence standard (>50% chance that a violation occurred).

During a live hearing and cross examination, parties are allowed to request breaks. During the cross examination, questions surrounding the complainants sexual history or medical, psychological, and similar records are not permitted. Between cross-examination questions, pauses are required to allow the decision-maker to determine if a question is relevant and to ensure that the pace of examination does not place undue pressure on a party or witness.

The complainant and respondent have the right to appeal a decision-maker’s determination regarding responsibility.

Informal Resolution

Informal resolutions are possible in lieu of a formal grievance process. Although any party can request an informal resolution, both parties must agree to an informal resolution before stopping the formal grievance process. Potential informal resolution processes include restorative justice, mediation, training, developmental opportunities, or apologies. Informal resolution may not be used to resolved allegations of sexual harassment involving and employee respondent and a student complainant.

No investigation

At any time, a complainant can choose to withdraw from participation in an investigation.

The Toolik Management Team and Camp Manager have the ability to take immediate and long-term actions to ensure the safety of Toolik Field Station residents. Immediate actions are temporary changes that address pressing concerns or danger. Long-term actions occur once an investigation is completed. Depending on the findings of an investigation, Toolik Management Team and Camp Managers may choose to change the immediate action that was taken, and/or implement additional long-term actions and sanctions, including up to trespass from Toolik Field Station. An investigation may take significant time and additional necessary actions, such as a Title IX live hearing, to complete.

Within 48 hours after a report has been made, the Toolik Management Team or Camp Manager will reach out to the complainant and any person(s) affected by the reported behavior regarding their desired course of action to make the environment safe again. When requested or deemed necessary by the Toolik Management Team and Camp Manager, the Toolik Management Team and Communication & DEI manager—or in instances of discrimination or sexual misconduct, the ����Ӱ�� Office of Rights, Compliance and Accountability—will review the reported incident. If the person(s) targeted by reported behavior says they do not feel safe being at Toolik Field Station with another person, then the Toolik Management Team or Camp Manager will work with the target to find an acceptable solution. TFS staff and management will also seek guidance from ����Ӱ��’s Office of Rights, Compliance and Accountability, Behavioral Intervention Team, Office of Rights, Compliance and Accountability, or UA HR to determine an appropriate course of action. Multiple options are available, not limited to:

• Provide supportive resources
• Formal warning for minor infractions
• Mediation between persons involved
• Required training
• Lab and/or housing reassignments
• Sanctions on specific camp locations or activities, such as the sauna, driving TFS vehicles, or alcohol use
• Removal from camp
• Permanent expulsion from camp

Additionally, the ����Ӱ�� Title IX Office has the authority to assign additional supportive measures and sanctions for students and employees.

The complainant will always be included and informed of the results of their disclosure, any action that is taken, and the results of an investigation. 

It is important to the personal and professional growth of all Toolik Field Station residents that everyone feels safe at the field station. Please let us know if you do not feel safe and need accommodations.

Read more about each party’s rights and available resources in this document from the ����Ӱ�� Title IX Office.

If a friend discloses that they have been targeted by sexual misconduct, there are a number of ways in which you can support them:

• Tell them that you believe them, that you support them, that it is not their fault, that no one deserves to be targeted by such behavior;
• Provide them with the list of contact information and resources included in this document;
• Ask if they want your help in finding out what their options are;
• Ask what else you can do to help;
• Respect their decision not to talk with you if they don’t want to.

It is common for survivors of sexual assault not to initially name what happened to them as rape or abuse although they may recognize harmful behavior. Over time, as they feel safer, they may try to understand the experience through talking about it. The support of a friend can be extremely beneficial in the healing process.

Remember that the well-being of the person who was harmed must be prioritized. Reporting an incident to police or others without the support or knowledge of the person who was harmed could be more traumatic than helpful. If you are ����Ӱ�� staff or faculty, you are a “responsible employee” and must report to the ����Ӱ�� Title IX office. As described above, this means that the office will conduct outreach to the person harmed and then it is still their decision whether to have an investigation move forward, or not.

We support you. You have the right to:

• Talk to anyone about your experience;
• Not talk to anyone about your experience (silence can make the healing process more difficult, and we encourage you to reach out to a trusted friend or one of the resources listed below);
• Change your mind about talking to anyone about your experience at any time;
• Report to the TFS Camp Manager, the police, or any of the other reporting options listed above;
• Bring someone with you to provide support during reporting or any resulting discussions;
• Seek reasonable accommodations to minimize the impact of the experience on the success of your work at TFS;
• Seek medical assistance, including medical care and a medical forensic exam.

This is not intended to be a comprehensive list.

The most effective way we can prevent harm to any member of our community is by looking out for each other. All TFS community members are expected to share in the responsibility of creating a safe environment and to act when they witness behavior that could be harmful to others. In any potentially harmful situation there are often other individuals along the way who recognize there is a problem and have the ability to step in and help the targeted individual. Bystander intervention training programs provide tools to help bystanders act effectively in the way that works best for them. Active bystanders are individuals who take the responsibility to act when they see something or hear something that makes them uncomfortable. We regularly host bystander intervention training sessions and we welcome you to attend, but you do not need training in order to be an active bystander.

Here are some suggestions to take an active role in the safety of our community:

• Be aware of your surroundings and social situations;
• If a situation makes you or others uncomfortable, or it looks like someone is being targeted, recognize that this is a problem and that you can be part of the solution to help;
• Take action to diffuse the situation while staying safe. The non-profit organization (formerly Hollaback!) suggests using the :
• Distract—diffuse the situation by distracting those involved (“Look at that neat thing over there!”)
• Document—record the incident via your phone or by taking notes as supportive evidence in a future report or investigation
• Delay your intervention until the environment is safe—check in with the targeted individual afterward
• Delegate to an authority—tell the Toolik Camp Manager or Science Community Liaisons what is happening
• Direct—intervene directly in the situation, maybe after recruiting help from friends
• If you are uncertain if there is a problem, check in with the individuals involved to see if they are okay or need help.

Our Communication & DEI Manager, Haley Dunleavy, is primarily stationed off-site and our designated Title IX Contact. She will prioritize responding to reports and complaints and informing the ����Ӱ�� Office of Rights, Compliance and Accountability of reports. If the behavior is placing you or members of the community in immediate danger, contact the on-site Camp Manager as soon as possible. Members of the Toolik community can report to Haley, the on-site Camp Manager, or any of the following options:

Toolik Management Team

Management Team email address: uaf-iab-toolik@alaska.edu 

• Syndonia Bret-Harte, Principal Investigator, Science Co-Director, msbretharte@alaska.edu, 907-474-5434
• Brian Barnes, Science Co-Director, bmbarnes@alaska.edu, 907-474-7648 
• Marin Kuizenga, Program Administrator*, mckuizenga@alaska.edu, 907-474-7641
• Amanda Young, Spatial and Environmental Data Center Manager, ayoung55@alaska.edu, 907-474-6826
• Mike Reynolds, Station Supervisor, 907-474-7833, mjreynolds4@alaska.edu
• Off-site Communication and DEI Manager, Haley Dunleavy*, hdunleavy@alaska.edu, 907-474-6407

Toolik Staff

• On-site Station Manager(s), uaf-toolik-manager@alaska.edu, 907-455-2511
• Chad Diesinger
• Justin Johnson
• Any other on- or off-site staff*,  

Toolik Science Community Liaisons

On-site, posted on the Dining Hall bulletin board

Note: Liaisons are required to inform Toolik management about reports, which will result in a mandatory Title IX disclosure to ����Ӱ��’s Office of Rights, Compliance and Accountability.

University of ����Ӱ�� Fairbanks Office of Rights, Compliance and Accountability*

• ����Ӱ�� Title IX Office, 907-474-7300, uaf-tix@alaska.edu
• Learn more on the Title IX reporting website or
• Kaydee Van Flein, Interim Director, Title IX Coordinator, Director for Office of Rights, Compliance and Accountability, 907 474-7234, kmiller20@alaska.edu
• Heidi Mau, Report and Information Support Specialist, 907-474-7300,  hjmau@alaska.edu 

University of ����Ӱ�� Fairbanks Human Resources*

David Bishko, Acting Chief HR Officer, 907-450-8200, dbishko@alaska.edu

*Off-site/Fairbanks-based reporting options if you are concerned on-site reporting will result in retaliation

Regardless of to whom a report is made, all information will be shared with the Toolik Management Team. Please note, all Toolik employees are also required to notify ����Ӱ��’s Office of Rights, Compliance and Accountability of any incidences of discrimination and crime within 24 hours of becoming aware of the incident. Additionally, NSF will be notified of any complaints involving major infractions or sexual misconduct.

Fairbanks: Interior ����Ӱ�� Center for Nonviolent Living - 24/7 confidential support

Phone: 1-907-452-2293 or 1-800-478-7273

National: National Sexual Assault Hotline - Provides confidential, one-on-one, crisis support 24/7

Phone: 1-800-656-4673

The Fieldwork Initiative

THRIVE Lifeline

Please text “THRIVE” to begin your conversation with us 24/7/365, from anywhere: +1.313.662.8209

For more options: ����Ӱ�� Confidential Resources

Development of this policy was led by former TFS staff member, Brie Van Dam. Some sections of this policy were drawn from work by Aline Garcia Rubio at the Catlin Gabel School, Portland, OR. This Title IX policy was revised in January 2022 by TFS Communication and DEI manager, Haley Dunleavy under the guidance of ����Ӱ��’s Office of Rights, Compliance and Accountability Director and TItle IX Coordinator, Margo Griffith.

Additional resources in the development of this policy include:

• ����Ӱ�� Title IX Office
• The ADA Initiative,