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Employees:All nontenure track faculty and staff members of the College without term contracts are at-will employees who may be terminated at any time, with or without cause.With regard to such faculty and staff, nothing in this Policy shall create an expectation of continued employment with the Collegeor be construed to prevent or delay the College from taking any disciplinary action deemed appropriate (including suspension and immediate termination of employment) for any violation of state law, federal law or College policy.CERTIFICATION OF COMPLIANCEAt the conclusion of a hearing and appeal (if any), the Chancellor or Vice Chancellor for student affairs shall certify that the substantial rights of student complainants and respondents as established in the Arkansas Student Due Process and ProtectionAct, codified at Ark. Code Ann. %u00a7 6-60-1401 et seq., have been followed. The certification shall be maintained in the administrative file.TIME PERIODSThe College will make every reasonable effort to ensure that the investigation and resolution of a complaint occurs in as timely and efficient a manner as possible. Any party may request an extension of any deadline by providing the Title IX Coordinator or his or her respective deputies with a written request for an extension that includes reference to the duration of the proposed extension and the basis for the request. The Title IX Coordinator may also modify timelines in cases where information is not clear, judged to be incomplete, relevant parties are not available for interview, absence of an advisor, concurrent law enforcement activity, the need for language assistance or disability accommodation and/or other circumstances that may arise.RETALIATION PROHIBITEDNo person may intimidate, threaten, coerce, or discriminate against any individual for the purpose of interfering with any right or privilege secured by Title IX, 34 C.F.R. Part 106, or this policy, or because an individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under this part. Intimidation, threats, coercion, or discrimination, including changes against an individual for code of conduct violations that do not involve sex discrimination or sexual harassment, but arise out of the same facts or circumstances as a report or complaint of sex discrimination, or a report or formal complaint of sex discrimination of harassment, for the purpose of interfering with any right or privilege secured by Title IX, 34 C.F.R. Part 106, or thispolicy, constitutes retaliation. However, the exercise of rights protected under the First Amendment does not constitute retaliation.FALSE REPORTSWillfully making a false report of sexual harassment or submitting false information during these proceedings is a violation of College policy and is a serious offense.However, a determination regarding responsibility, alone, is not sufficient to conclude that any party made a materially false statement in bad faith.Any person who willfully makes or participates in making a false or frivolous report of discrimination, harassment, retaliation or sexual