Creating a Community of Respect

Toolik Field Station is committed to providing a respectful and inclusive environment for all who visit and work here. We believe that field experiences should be a positive, transformative experience and everyone should have equal access to the tools and resources necessary for fieldwork. However, we acknowledge that the geographically and socially isolated setting and the often times high pressure, “summer camp” culture of field stations like Toolik can serve as amplifying forces for the marginalization of under-represented groups while allowing for discrimination and harassment to go undetected and unchecked.

Because of this, Toolik strives to actively create a community of respect and prevent discrimination and harassment. Everyone at Toolik is required to adhere to our Code of Conduct (detailed below) and TFS policies surrounding Title IX and non-discrimination, COVID-19, alcohol and drugs, firearms, and unmanned aerial systems operations, extreme weather, and dependents at camp. Additionally, Toolik residents must also follow the National Science Foundation’s Polar Code of Conduct and University of Alaska and University of Alaska Fairbanks Nondiscrimination and Anti-harassment policies. The following Code of Conduct details expected and prohibited behaviors of our community members, reporting options, and disciplinary procedures. If you have any questions, comments, or concerns regarding the Toolik Code of Conduct, please contact the Communication & DEI Manager, Haley Dunleavy at hdunleavy@alaska.edu or (907) 474-6407.

Expected behavior

Toolik expects all visitors, staff, and users to:

Treat everyone with respect
Foster an inclusive, collaborative, and supportive community
Ethically conduct research
Be accountable
Promote physical and mental health and safety
Celebrate community members' similarities and differences
Adhere to federal, state, and local laws, including permitting regulations
Allow yourself and fellow community members to learn and grow
Be respectful of Toolik's and fellow residents' personal property
Acknowledge and learn about the Alaska Native Peoples of the past and present on whose lands Toolik is located

Prohibited behavior

The following actions are prohibited at Toolik and will result in severe sanctions from camp:

Physical or verbal abuse and assault
Sexual misconduct
Discrimination, harassment, or bullying based on age, color, disability, genetics, gender, gender identity and expression, marital status, nationality, parenthood, pregnancy, race, religion, sex, sexual orientation, or veteran status.
Intimidation, threats, retaliation, and coercion
Behavior that endangers the health and safety of oneself or others
Illegal activity, including possession or use of federally illegal substances
Repeated disregard for sauna hours

The following actions are considered minor infractions. Repeated occurrences will be considered major infractions and will not be tolerated:

Disregard for quiet hours
Smoking inside any building
Dangerous/reckless driving
Disregard for the physical property of others
Inconsiderate and offensive behavior
Entering restricted areas, such as the kitchen
Microaggressions based on age, color, disability, genetics, gender, gender identity and expression, marital status, nationality, parenthood, pregnancy, race, religion, sex, sexual orientation, or veteran status.

Title IX at Toolik

Reports of sexual misconduct at Toolik are handled in adherence to federal Title IX legislation. This includes sex and gender-based discrimination and harassment, rape, sexual assault, stalking, dating and domestic violence, retaliation, unwelcome sexual contact, requests for sexual favors, quid pro quo of a sexual nature. Please refer to the Toolik Title IX & Sexual Misconduct Policy regarding procedures following reports of sexual misconduct.

Reporting Options

Toolik takes the violation of our Code of Conduct and policies seriously and will take appropriate substantial action to ensure it stops. If you experience, witness, or hear about behavior that violates our Code of Conduct, we want to hear about it. Our Communication & DEI Manager, Haley Dunleavy, is primarily stationed off-site and is our designated Title IX Contact. She will prioritize responding to reports and complaints. Additionally, all TFS employees are UA responsible employees and are required by UA policy to report directly to the Title IX coordinator.

If the behavior is placing you or members of the community in immediate danger, contact the on-duty 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
Haley Dunleavy, Communication and DEI Manager, hdunleavy@alaska.edu, 907-474-6407
Mike Reynolds, Facilities Supervisor, mjreynolds4@alaska.edu, 907-474-7833

Toolik Staff

On-site Camp Manager(s), uaf-toolik-manager@alaska.edu, 907-455-2511

Chad Diesinger
Justin Johnson
Mike Reynolds

Off-site Communication and DEI Manager, Haley Dunleavy*, hdunleavy@alaska.edu, 907-474-6407
Any other on- or off-site staff*, bit.ly/ToolikContact

Toolik Science Community Liaisons

On-site, posted on camp bulletin board

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

Toolik’s Anonymous Online Reporting Form*

Form for reporting bias and microaggressions, with option to remain anonymous bit.ly/ToolikReporting

Form submissions are sent to the Toolik Management Team and the Communication & DEI Manager. If reporting behavior by a member of the management team, the form will not be sent to that member.

Note: this form is intended only to track TFS climate and spark community discussions on creating a culture of respect. To report of bullying, discrimination, harassment, assault, and other incidents, fill out the UAF Department of Equity and Compliance’s reporting form, found at Office of Rights, Compliance and Accountability.

University of Alaska Fairbanks Office of Rights, Compliance and Accountability*

All forms of discrimination, including Title IX, can be reported directly to: Office of Rights, Compliance and Accountability

Reports can be submitted anonymously, however, it can inhibit UAF’s ability to address the behavior.

University of Alaska Fairbanks Resource and Advocacy Center*

An on-campus program of the Interior Alaska Center for Nonviolent Living. This is a confidential resource to provide assistance with navigating support systems and reporting options.

Kara Carlson, MPA, 907-474-6360 (24 hr line), uafadvocate@iacnvl.org

University of Alaska 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. Major infractions and repeated minor infractions will be reported to UAF’s Office of Rights, Compliance and Accountability. Please note, all Toolik employees are also required to notify UAF’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.

If you experience retaliation or are treated differently by Toolik staff after making a report, please contact the Toolik Management Team, the Communication and DEI Manager, or the UAF Office of Rights, Compliance and Accountability. This is unacceptable behavior by Toolik staff and will result in further action to ensure it stops.

Responding to reports

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 UAF 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 UAF’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

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.

The targeted individuals will always be included and informed of the results of their disclosure, any action that is taken, and the results of an investigation. Additionally, if information about a report was gathered from people in camp, a discussion may be held to debrief the process. During the debrief, TFS will not disclose confidential information to anyone and will be done in consultation with appropriate offices, such as UAF’s Office of Rights, Compliance and Accountability, UA HR and/or Center for Student’s Rights and Responsibilities. This is intended to both respect the confidence and trust of those involved, and to let the camp community know that their concerns will be appropriately addressed. TFS will take steps to respect the privacy of those involved. Absolute confidentiality may not be maintained in all circumstances, especially in cases where the university must take action to protect the safety of others. Information will not be shared beyond those with a need to know. In rare cases, the Camp Manager and Science Community Liaisons may hold a debrief with the camp as a whole regarding safety issues.

As an exception to the above paragraph, TFS requires all residents to waive FERPA (if a student) or State of Alaska privacy rules (if not a student) so that complaints against TFS users can be reported to NSF.

A person who feels they have been unfairly accused of violating the Code of Conduct may contact members of the Toolik Management Team or appropriate University of Alaska officials. Toolik will respond to such grievances within 5 days. University of Alaska officials may take longer to respond. University of Alaska employees should also contact UA HR or Center for Student’s Rights and Responsibilities.

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.

Removal and Expulsion from Camp

The Toolik Camp Supervisor or Manager has the authority and responsibility to remove from camp any staff member, contractor, or member of the scientific community if that person’s behavior creates immediate danger for the community. Persons will be asked to leave camp immediately if they are actively engaging in major infractions. Repeated infractions of camp rules may also result in expulsion from camp if these behaviors are not corrected after being brought to the perpetrator’s attention. Before removing a person, TFS will consult with the UAF Behavioral Intervention Team, Office of Rights, Compliance and Accountability, and Title IX Coordinator to evaluate an incident as it arises and determine an appropriate course of action.

If a person engages in a minor infraction, the on-site Camp Manager, Science Community Liaisons, or member of the Toolik Management Team will issue a formal warning with the expectation that the infraction will cease. Related information or training may be provided to ensure the behavior stops. Persons that receive multiple formal warnings for minor infractions may be dismissed from camp. At least one formal warning for minor infractions will be issued before removing a person from camp. Additionally, the Toolik Management Team or Camp Manager will inform a person’s PI or project leader if they violate the Code of Conduct. Formal warnings are tracked by the Camp Managers.

When dismissing someone from camp, both the Science Community Liaisons and the Camp Manager and at least one member of the Toolik Management Team must agree on the decision. In cases of extreme immediate danger, whoever is on-site will make the decision.

A person who feels they have been unfairly dismissed from camp may contact members of the Toolik Management Team or appropriate University of Alaska officials. Toolik or the appropriate University of Alaska officials will respond to such grievances. When grievances are being handled under TFS guidance (e.g. actions not involving UA-affiliates, Title IX, or discrimination), Toolik will respond in 5 days. University of Alaska officials may take longer to respond.

Expectations

Everyone at Toolik Field Station has the right to be free from discrimination, unlawful harassment, sexual misconduct, and violence. Title IX is a federal law that gives everyone the right to equal access to education and employment in the absence of sexual harassment and sex and gender-based discrimination. During your stay at Toolik Field Station you are expected to follow the law as well as specific guidelines laid out in Toolik Field Station policies and the Code of Conduct. Residents and employees are expected to conduct themselves in a manner that does not infringe upon the rights of others. Violations will result in serious sanctions.

The full UAF Sex and Gender-Based Discrimination under Title IX policy can be found within this document.

sexual misconduct policy

Prohibited Behaviors

The following behaviors are prohibited conduct and may constitute violations of the Chapter 01.04 UA Sex and Gender-Based Discrimination under Title IX Policy:

Sexual harassment is a form of sex or gender-based discrimination that can be committed by individuals of any gender, can occur between individuals of the same or different genders, can occur between individuals involved in intimate or sexual relationships, or can occur between strangers or acquaintances. Sexual harassment can include, but is not limited to:

Sexual assault, dating and domestic violence, stalking
A university employee, agent, or contractor conditioning the provision of an aid, benefit, or service of the university on an individual’s participation in unwelcome sexual conduct ( aka “quid pro quo”).
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. Some, but not all, examples of “unwelcome conduct” include consensual sexual conduct and sexual exploitation.
Sex and gender-based discrimination when an individual is treated less favorably on the basis of that person’s sex or gender, which may also include on the basis of sexual orientation, gender identity or expression, pregnancy or pregnancy-related condition, or a sex stereotype.
Complicity: Any person who intentionally aids or facilitates an act of sexual harassment will be subject to disciplinary action under all applicable policies and/or regulations.

Retaliation occurs when a person intimidates, threatens, coerces, or discriminates against any person for the purpose of interfering with any right or privilege under Title IX, or because the person 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 chapter (including reporting to any Toolik Field Station staff member, Toolik Field Station management team member, police, or the UAF Title IX office).

Definitions under the UA Title IX Policy

Sexual Misconduct includes rape, fondling, incest, statutory rape, inappropriate touching, sexual battery, coercion, and other forms of non-consensual sexual activity.
Stalking means engaging in a course of conduct directed at a specific person that would cause a reasonable person to either fear for their safety or the safety of others; or suffer substantial emotional distress. This conduct can occur either in person or via telephone, mail, electronic communication, or social media.
Coercion is the use of pressure to compel another person to engage in any sexual activity against that person’s will. Coercion may include express or implied threats of physical, emotional, or other harm. Coercion invalidates consent.
Dating and Domestic Violence includes verbal or physical assault, violating a protective order, terroristic threatening, burglary, criminal trespass, criminal mischief, harassment, arson, criminally negligent burning committed by a current or former spouse or intimate partner of the complainant, by a respondent with whom the complainant shares a child in common, by a respondent who is cohabitating with or has cohabitated with the complainant as a spouse or intimate partner or as a roommate, by a respondent similarly situated to a spouse of the complainant, or by any other respondent against an adult or youth complainant who is protected from that respondent’s acts under the domestic or family violence laws of Alaska.
Consensual sexual conduct that unreasonably interferes with the work or studies of others or creates a hostile, intimidating, or offensive living, learning, and working environment
Sexual exploitation occurs when a person takes non-consensual or abusive sexual advantage of another for their or someone else’s benefit. This includes invasion of sexual privacy; knowingly transmitting an STI or STD to another individual without their consent; intentionally or recklessly exposing one’s genitals for the purpose of sexual gratification; or inducing another to expose their genitals
“Consent” is the voluntary, informed, un-coerced agreement through words or actions freely given, that a reasonable person would interpret as a willingness to participate in mutually agreed-upon sexual acts. Consensual sexual activity happens when each partner willingly and affirmatively chooses to participate. A person who is incapacitated cannot consent.
“Incapacitation” is when an individual is in a state or condition in which they are unable to make sound decisions. This can be due to sleep, age, unconsciousness, alcohol, drug use, or mental and/or other disability. For example, someone who is unable to articulate what, how, when, where, and/or with whom the person desires a sexual act to take place is incapacitated.

The following behaviors are considered violations of the Toolik Code of Conduct and may also classify as a Title IX violation:

Repeated unwelcome sexual advances
Offensive comments related to gender, gender identity and expression, sexual orientation, physical appearance, and body size
Patterns of inappropriate social contact, such as requesting/assuming inappropriate levels of intimacy with others.
Other verbal or physical conduct of a sexual nature
Deliberately mis-characterizing a person's gender identity, including through the use of a name or pronoun that the person has rejected.
Gratuitous or off-topic sexual images or behavior in spaces where they are not appropriate at the field station.
Violating the Ask Once policy, where a Toolik resident can ask a fellow resident out once, and if they do not say yes, the resident cannot ask them out again. See explanation in the graphic below.

Look out for your friends and labmates, but never put yourself at risk!

ask once policy

What are my reporting options?

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 UAF 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.

What happens after a report is made?

Reporting to any of the listed options above will result in disclosure to the Toolik Field Station Management Team and the UAF 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 UAF employees are “responsible employees.” This means they are required to report anything they experience, see, or hear about to UAF’s Office of Rights, Compliance and Accountability within 24 hours. The next step in the UAF 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:

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);
Predation which could include multiple respondents, incapacitation, or other signs of predatory behaviors;
Force where there is evidence of violence and/or coercion that suggests a broader risk to the University community;
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 UAF, the UAF 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 UAF administration. See NSF Important Notice No. 144 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.

What types of grievance processes are possible?

Participation in the grievance process is optional for both complainants and respondents. Once contacted by the UAF 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 UAF’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.

What actions may be taken?

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 UAF 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.

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

What to do if someone discloses to you and you are not an UAF-affiliated mandatory reporter (TFS Staff receive specific training)?

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 UAF staff or faculty, you are a “responsible employee” and must report to the UAF 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.

What to do if you have been sexually assaulted or targeted by sexual misconduct?

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.

What to do if you see something inappropriate?

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 Right to Be (formerly Hollaback!) suggests using the five D’s of bystander intervention:

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.

Whom can I contact?

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 UAF 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: