The document provides information about Title IX and how to report sex discrimination at colleges. It explains that Title IX prohibits sex-based discrimination in education programs that receive federal funding. It defines sexual harassment and violence and notes that all forms of sex discrimination should be reported to the Title IX Coordinator. The Title IX Coordinator is specially trained to help victims navigate the complaint process and seek remedies in a fair and organized manner.
This document summarizes UNE's Title IX and non-discrimination policies. It discusses the history and scope of Title IX, including its prohibition of discrimination based on sex in education programs receiving federal funding. It defines sexual harassment, discriminatory harassment, and the role of the Title IX Coordinator in handling complaints. The policy applies to all members of the UNE community, including in off-campus programs. While protecting academic freedom and free expression, discriminatory conduct is still prohibited. Reporting of any discrimination or harassment is required of all employees, including RAs as they are in a position of authority over residents.
Title IX prohibits sex discrimination in educational programs and activities that receive federal funding. It requires colleges to address sexual harassment and assault complaints promptly and prevent recurrence. The Title IX coordinator oversees compliance and helps victims access support and remedies. Reporting sex discrimination to the coordinator allows the college to address issues and protect the community from harm. Confidential resources are also available to discuss options without triggering an investigation.
Title IX Investigations: Best Practices for InvestigatorsJosh Carter
Sexual harassment investigations conducted in higher education institutions have requirements under Title IX, which prohibits sex discrimination in educational institutions that receive federal funding. Under Title IX, schools are legally required to address hostile educational environments or risk losing their federal funding.
This document outlines an agenda and schedule for a Title IX and Campus Security Authority training program. It discusses the key topics to be covered, including an overview of Title IX institutional obligations, understanding sexual and gender violence on campus, the duties of a Title IX coordinator, complaint intake and investigations, and conducting hearings. It also lists the faculty members leading the training and provides information on breaks and times for discussion exercises using a case study example.
The document provides information and policies regarding Title IX and the University's non-discrimination and anti-harassment policies. It defines sexual harassment, misconduct, and discriminatory harassment. It notes that Title IX prohibits discrimination on the basis of sex in education programs that receive federal funding. It also states that the University prohibits harassment and discrimination on various protected characteristics. It requires employees, including resident advisors, to familiarize themselves with these policies and report any violations.
This document provides information about Title IX and the college's policies regarding sex discrimination and sexual misconduct. It defines sexual harassment, assault and exploitation. It outlines the Title IX coordinator and investigator's roles and states that the college will respond to protect privacy while also limiting effects of harassment and preventing recurrence. Resources for filing complaints or getting help are provided, and it explains the judicial process, noting a preponderance of evidence standard and victim participation options. Confidentiality and mandatory reporting duties are also covered.
Title IX is a federal law that prohibits sex-based discrimination in any education program or activity receiving federal funding. It protects students and staff from sexual misconduct including harassment, assault, stalking, and intimate partner violence. The presentation provided an overview of Title IX and related laws like Clery Act, VAWA, and Campus SaVE Act. It discussed required reporting of incidents, definitions of prohibited conduct, consent standards, and support resources available to victims. As an MVC employee, the presenter noted they are required to report any disclosed sexual misconduct to the Title IX coordinator to ensure campus safety.
This document summarizes UNE's Title IX and non-discrimination policies. It discusses the history and scope of Title IX, including its prohibition of discrimination based on sex in education programs receiving federal funding. It defines sexual harassment, discriminatory harassment, and the role of the Title IX Coordinator in handling complaints. The policy applies to all members of the UNE community, including in off-campus programs. While protecting academic freedom and free expression, discriminatory conduct is still prohibited. Reporting of any discrimination or harassment is required of all employees, including RAs as they are in a position of authority over residents.
Title IX prohibits sex discrimination in educational programs and activities that receive federal funding. It requires colleges to address sexual harassment and assault complaints promptly and prevent recurrence. The Title IX coordinator oversees compliance and helps victims access support and remedies. Reporting sex discrimination to the coordinator allows the college to address issues and protect the community from harm. Confidential resources are also available to discuss options without triggering an investigation.
Title IX Investigations: Best Practices for InvestigatorsJosh Carter
Sexual harassment investigations conducted in higher education institutions have requirements under Title IX, which prohibits sex discrimination in educational institutions that receive federal funding. Under Title IX, schools are legally required to address hostile educational environments or risk losing their federal funding.
This document outlines an agenda and schedule for a Title IX and Campus Security Authority training program. It discusses the key topics to be covered, including an overview of Title IX institutional obligations, understanding sexual and gender violence on campus, the duties of a Title IX coordinator, complaint intake and investigations, and conducting hearings. It also lists the faculty members leading the training and provides information on breaks and times for discussion exercises using a case study example.
The document provides information and policies regarding Title IX and the University's non-discrimination and anti-harassment policies. It defines sexual harassment, misconduct, and discriminatory harassment. It notes that Title IX prohibits discrimination on the basis of sex in education programs that receive federal funding. It also states that the University prohibits harassment and discrimination on various protected characteristics. It requires employees, including resident advisors, to familiarize themselves with these policies and report any violations.
This document provides information about Title IX and the college's policies regarding sex discrimination and sexual misconduct. It defines sexual harassment, assault and exploitation. It outlines the Title IX coordinator and investigator's roles and states that the college will respond to protect privacy while also limiting effects of harassment and preventing recurrence. Resources for filing complaints or getting help are provided, and it explains the judicial process, noting a preponderance of evidence standard and victim participation options. Confidentiality and mandatory reporting duties are also covered.
Title IX is a federal law that prohibits sex-based discrimination in any education program or activity receiving federal funding. It protects students and staff from sexual misconduct including harassment, assault, stalking, and intimate partner violence. The presentation provided an overview of Title IX and related laws like Clery Act, VAWA, and Campus SaVE Act. It discussed required reporting of incidents, definitions of prohibited conduct, consent standards, and support resources available to victims. As an MVC employee, the presenter noted they are required to report any disclosed sexual misconduct to the Title IX coordinator to ensure campus safety.
Title IX Policy Training Fall 2016 UNE RA TrainingJennifer Budnar
The document discusses UNE's Title IX and non-discrimination policies. It defines sexual harassment, discriminatory harassment, and the roles of the Title IX coordinator. It explains that the policies apply to all university programs and activities, including off-campus programs. It notes that while academic freedom is important, it does not excuse discrimination or harassment. It also states that those in positions of authority, like RAs, cannot discriminate or harass others and must report any incidents they are aware of. Finally, it discourages romantic relationships where a power imbalance exists.
University Administrative Policy Fall 2016 UNE RA TrainingJennifer Budnar
The document provides an overview of several university policies for resident advisors, including policies around alcohol and drugs, hazing, non-discrimination, sexual misconduct, tobacco, weapons, and fireworks. It explains that the policies are intended to protect student and institutional rights and responsibilities. Resident advisors are expected to familiarize themselves with the policies so they can properly identify and document any potential issues that may arise.
Sexual assault cases regularly make headlines and can potentially cause serious reputational harm to law enforcement agencies and police departments for mishandling the cases or not pursuing them vigorously enough.
Title IX - Focusing on the Important SCCLEAMargolis Healy
This document discusses Title IX and the Dear Colleague Letter (DCL) on Title IX issued by the Department of Education. It provides an overview of key topics in 3 points:
1. It outlines what Title IX is and how it prohibits sex discrimination in education programs receiving federal funds.
2. It summarizes the important aspects of the DCL, including designating a Title IX coordinator, adopting grievance procedures, publishing a nondiscrimination policy, and conducting adequate investigations of sexual harassment complaints.
3. It advises institutions on next steps, including notifying their community of the Title IX coordinator, grievance procedures, and nondiscrimination policy in order to comply with Title IX requirements.
This document outlines an agenda for a presentation on addressing sexual assault and consent. It will discuss the current landscape of sexual assault on campus and worldwide statistics. It will define and explore sexual assault, consent, and cultural influences. Protections under US federal law like Title IX and the Clery Act will be overviewed. Best practices for prevention, support, reporting, and resources on campus will also be covered, with examples provided. There will be an opportunity for table discussion and questions. The goal is to educate on understanding and preventing sexual assault, particularly for international students.
This document outlines an agenda for a presentation on addressing sexual assault and consent for international students. It discusses the current landscape of sexual assault on college campuses worldwide and in the US. It defines sexual assault, consent, and common stigmas. It provides an overview of relevant US laws like the Clery Act, Title IX, and protections for victims. It discusses educating international students given cultural differences in norms around gender, sexuality, and discussing sexual assault. It proposes training staff and implementing prevention programs. A student panel discusses impressions of orientation presentations on this topic and how definitions and discussions differ in their home countries.
This document provides an introduction to understanding and preventing sexual misconduct at Wake Forest University. It defines various forms of sexual misconduct including sexual harassment, sexual assault, stalking, dating violence and domestic violence. It outlines behaviors that constitute unlawful sexual misconduct. It discusses consent and the responsibilities of faculty/staff for reporting sexual misconduct. The document provides information on bystander intervention, reporting options and resources for support.
This document outlines a presentation on addressing sexual assault and consent for international students. It discusses the current landscape of sexual assault on college campuses worldwide and for college-aged women. It explores understanding sexual assault, consent, and cultural influences on norms. The presentation covers protections under US federal laws like Title IX and the Clery Act. It provides prevention best practices for educating students, such as bystander intervention programs. The document discusses supporting and encouraging students who experience sexual assault, including reasons assaults often go unreported. It stresses having support systems and procedures in place to handle occurrences.
Identifying and Preventing Sexual Harassment in the Higher Education Workplac...debragreen
This document provides an overview of preventing sexual harassment in the workplace and on campus. It examines issues that can arise in both settings and the steps needed to help prevent problems and handle issues once they occur. It discusses identifying unwelcome sexual conduct, the difference between quid pro quo and hostile environment harassment under Title VII and Title IX, institutional responsibilities in prevention and response, and Sullivan University System policy regarding relationships and retaliation.
1) The document outlines a policy from Houston Community College prohibiting discrimination, harassment, and retaliation based on sex or gender.
2) It defines key terms such as sex discrimination and sexual harassment and provides examples of prohibited conduct.
3) The policy establishes procedures for reporting incidents of prohibited conduct and describes the investigation process.
This document summarizes a university's sexual harassment and discrimination policies. It outlines that Title IX prohibits sex discrimination in education and the university prohibits sexual violence, harassment, assault and stalking. It defines consent and provides examples of sexual harassment, misconduct and assault. Reporting procedures and consequences for violations are described, including sanctions up to suspension or expulsion.
This document summarizes a university's policies on sexual harassment, discrimination, and sexual misconduct. It outlines that Title IX prohibits sex-based discrimination in education, and the university prohibits sexual violence, harassment, and other behaviors. Key aspects of the student code of conduct are described, including how to define and report affirmative consent, sexual harassment, stalking, domestic violence, and dating violence. Procedures for reporting bias-related crimes are also mentioned.
Sexual Harassment of women at workplace (Prevention, Prohibition and Redressa...Urwi Keche
The document summarizes the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in India. It defines sexual harassment and outlines the rights established in the Vishakha case. It describes the complaint process and the roles of Internal Complaint Committees and Local Complaint Committees. It provides guidance on how to file a complaint, the inquiry process, interim relief for complainants, punishments, and protections of confidentiality. The goal of the act is to protect women from sexual harassment at work and provide a mechanism to file complaints and seek redressal.
The Campus Sexual Violence Elimination Act: What You Need to KnowJennifer Hill
This document summarizes information presented at a conference on the Campus Sexual Violence Elimination Act. It defines key terms like sexual assault, dating violence, and stalking. It discusses the prevalence and consequences of campus sexual violence and risk factors. It outlines recent federal policy requirements for colleges, including the White House Task Force report that provides guidance on complying with Title IX, the Clery Act, and the Campus SaVE Act regarding campus sexual assault. The document stresses the importance of regularly assessing sexual misconduct policies for legal and survivor needs compliance.
The Dear Colleague Letter of April 4, 2011 outlines how institutions must respond promptly to incidents of sexual harassment and violence, protect complainants through actions like no-contact directives and accommodations, conduct thorough investigations, and provide equitable and prompt resolutions to complaints. Institutions must also train investigators and disciplinary committees on issues of sexual harassment and violence. The letter aims to address underreporting of sexual assault on college campuses and reset the balance between individual rights and community responsibilities around this issue.
Region XII NAFSA Presentation Prevention and Response to Harm and Sexual AssaultIsela Pena-Rager
This document provides information on preventing harm, violence, and sexual assault. It discusses being an active bystander and strategies for intervention. The agenda includes discussing harm and violence, sexual assault, Title IX protections, and active bystander intervention. Presenters will provide an overview of these topics and engage participants in a discussion of case studies. The document establishes group agreements to promote respectful discussion. It also reviews campus climate survey results on peer-to-peer issues and provides statistics on sexual assault prevalence among college students. Barriers to bystander intervention and resources for prevention are addressed.
The document summarizes research on sexual harassment from a research and advocacy publication. It discusses various forms of sexual harassment including gender harassment, unwanted sexual attention, and sexual coercion. Several studies are highlighted that examine cultural and racial perspectives on sexual harassment, prevalence of harassment among students, and individual and situational factors related to harassment behaviors among college students. The document concludes by emphasizing the need for culturally sensitive policies and programs to address sexual harassment issues.
Mass incarceration and the cradle to prison pipelineTerri Stewart
A presentation on mass incarceration, the cradle to prison pipeline, and the prison industrial complex. With a special emphasis on Washington state and King County. And on juvenile justice.
Sexual misconduct for student employees 6.2015Jacob Puusalu
This document provides training for Florida Atlantic University student employees on their responsibilities under Title IX as "responsible employees." It explains that as responsible employees, they are required to report incidents of sexual misconduct, including the names of involved students, to the Deputy Title IX Coordinator. It stresses the importance of informing students that confidentiality cannot be promised due to investigatory requirements, while privacy will be maintained. Common questions are addressed, emphasizing the duty to report regardless of personal views and not to handle reports independently. Resources for victims are also listed.
This document outlines a presentation on addressing sexual assault and consent for international students. It discusses the current landscape of sexual assault on college campuses worldwide and for international students specifically, who face additional barriers. It explores definitions of sexual assault, consent and cultural influences. Protections under US federal laws like Title IX and the Clery Act are overviewed. Prevention best practices focus on collaboration, training staff, and orientation programs. Support for victims emphasizes empathetic listening without judgement and providing reporting options without pressure. Resources discussed include websites, videos and national hotlines.
Title IX Policy Training Fall 2016 UNE RA TrainingJennifer Budnar
The document discusses UNE's Title IX and non-discrimination policies. It defines sexual harassment, discriminatory harassment, and the roles of the Title IX coordinator. It explains that the policies apply to all university programs and activities, including off-campus programs. It notes that while academic freedom is important, it does not excuse discrimination or harassment. It also states that those in positions of authority, like RAs, cannot discriminate or harass others and must report any incidents they are aware of. Finally, it discourages romantic relationships where a power imbalance exists.
University Administrative Policy Fall 2016 UNE RA TrainingJennifer Budnar
The document provides an overview of several university policies for resident advisors, including policies around alcohol and drugs, hazing, non-discrimination, sexual misconduct, tobacco, weapons, and fireworks. It explains that the policies are intended to protect student and institutional rights and responsibilities. Resident advisors are expected to familiarize themselves with the policies so they can properly identify and document any potential issues that may arise.
Sexual assault cases regularly make headlines and can potentially cause serious reputational harm to law enforcement agencies and police departments for mishandling the cases or not pursuing them vigorously enough.
Title IX - Focusing on the Important SCCLEAMargolis Healy
This document discusses Title IX and the Dear Colleague Letter (DCL) on Title IX issued by the Department of Education. It provides an overview of key topics in 3 points:
1. It outlines what Title IX is and how it prohibits sex discrimination in education programs receiving federal funds.
2. It summarizes the important aspects of the DCL, including designating a Title IX coordinator, adopting grievance procedures, publishing a nondiscrimination policy, and conducting adequate investigations of sexual harassment complaints.
3. It advises institutions on next steps, including notifying their community of the Title IX coordinator, grievance procedures, and nondiscrimination policy in order to comply with Title IX requirements.
This document outlines an agenda for a presentation on addressing sexual assault and consent. It will discuss the current landscape of sexual assault on campus and worldwide statistics. It will define and explore sexual assault, consent, and cultural influences. Protections under US federal law like Title IX and the Clery Act will be overviewed. Best practices for prevention, support, reporting, and resources on campus will also be covered, with examples provided. There will be an opportunity for table discussion and questions. The goal is to educate on understanding and preventing sexual assault, particularly for international students.
This document outlines an agenda for a presentation on addressing sexual assault and consent for international students. It discusses the current landscape of sexual assault on college campuses worldwide and in the US. It defines sexual assault, consent, and common stigmas. It provides an overview of relevant US laws like the Clery Act, Title IX, and protections for victims. It discusses educating international students given cultural differences in norms around gender, sexuality, and discussing sexual assault. It proposes training staff and implementing prevention programs. A student panel discusses impressions of orientation presentations on this topic and how definitions and discussions differ in their home countries.
This document provides an introduction to understanding and preventing sexual misconduct at Wake Forest University. It defines various forms of sexual misconduct including sexual harassment, sexual assault, stalking, dating violence and domestic violence. It outlines behaviors that constitute unlawful sexual misconduct. It discusses consent and the responsibilities of faculty/staff for reporting sexual misconduct. The document provides information on bystander intervention, reporting options and resources for support.
This document outlines a presentation on addressing sexual assault and consent for international students. It discusses the current landscape of sexual assault on college campuses worldwide and for college-aged women. It explores understanding sexual assault, consent, and cultural influences on norms. The presentation covers protections under US federal laws like Title IX and the Clery Act. It provides prevention best practices for educating students, such as bystander intervention programs. The document discusses supporting and encouraging students who experience sexual assault, including reasons assaults often go unreported. It stresses having support systems and procedures in place to handle occurrences.
Identifying and Preventing Sexual Harassment in the Higher Education Workplac...debragreen
This document provides an overview of preventing sexual harassment in the workplace and on campus. It examines issues that can arise in both settings and the steps needed to help prevent problems and handle issues once they occur. It discusses identifying unwelcome sexual conduct, the difference between quid pro quo and hostile environment harassment under Title VII and Title IX, institutional responsibilities in prevention and response, and Sullivan University System policy regarding relationships and retaliation.
1) The document outlines a policy from Houston Community College prohibiting discrimination, harassment, and retaliation based on sex or gender.
2) It defines key terms such as sex discrimination and sexual harassment and provides examples of prohibited conduct.
3) The policy establishes procedures for reporting incidents of prohibited conduct and describes the investigation process.
This document summarizes a university's sexual harassment and discrimination policies. It outlines that Title IX prohibits sex discrimination in education and the university prohibits sexual violence, harassment, assault and stalking. It defines consent and provides examples of sexual harassment, misconduct and assault. Reporting procedures and consequences for violations are described, including sanctions up to suspension or expulsion.
This document summarizes a university's policies on sexual harassment, discrimination, and sexual misconduct. It outlines that Title IX prohibits sex-based discrimination in education, and the university prohibits sexual violence, harassment, and other behaviors. Key aspects of the student code of conduct are described, including how to define and report affirmative consent, sexual harassment, stalking, domestic violence, and dating violence. Procedures for reporting bias-related crimes are also mentioned.
Sexual Harassment of women at workplace (Prevention, Prohibition and Redressa...Urwi Keche
The document summarizes the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in India. It defines sexual harassment and outlines the rights established in the Vishakha case. It describes the complaint process and the roles of Internal Complaint Committees and Local Complaint Committees. It provides guidance on how to file a complaint, the inquiry process, interim relief for complainants, punishments, and protections of confidentiality. The goal of the act is to protect women from sexual harassment at work and provide a mechanism to file complaints and seek redressal.
The Campus Sexual Violence Elimination Act: What You Need to KnowJennifer Hill
This document summarizes information presented at a conference on the Campus Sexual Violence Elimination Act. It defines key terms like sexual assault, dating violence, and stalking. It discusses the prevalence and consequences of campus sexual violence and risk factors. It outlines recent federal policy requirements for colleges, including the White House Task Force report that provides guidance on complying with Title IX, the Clery Act, and the Campus SaVE Act regarding campus sexual assault. The document stresses the importance of regularly assessing sexual misconduct policies for legal and survivor needs compliance.
The Dear Colleague Letter of April 4, 2011 outlines how institutions must respond promptly to incidents of sexual harassment and violence, protect complainants through actions like no-contact directives and accommodations, conduct thorough investigations, and provide equitable and prompt resolutions to complaints. Institutions must also train investigators and disciplinary committees on issues of sexual harassment and violence. The letter aims to address underreporting of sexual assault on college campuses and reset the balance between individual rights and community responsibilities around this issue.
Region XII NAFSA Presentation Prevention and Response to Harm and Sexual AssaultIsela Pena-Rager
This document provides information on preventing harm, violence, and sexual assault. It discusses being an active bystander and strategies for intervention. The agenda includes discussing harm and violence, sexual assault, Title IX protections, and active bystander intervention. Presenters will provide an overview of these topics and engage participants in a discussion of case studies. The document establishes group agreements to promote respectful discussion. It also reviews campus climate survey results on peer-to-peer issues and provides statistics on sexual assault prevalence among college students. Barriers to bystander intervention and resources for prevention are addressed.
The document summarizes research on sexual harassment from a research and advocacy publication. It discusses various forms of sexual harassment including gender harassment, unwanted sexual attention, and sexual coercion. Several studies are highlighted that examine cultural and racial perspectives on sexual harassment, prevalence of harassment among students, and individual and situational factors related to harassment behaviors among college students. The document concludes by emphasizing the need for culturally sensitive policies and programs to address sexual harassment issues.
Mass incarceration and the cradle to prison pipelineTerri Stewart
A presentation on mass incarceration, the cradle to prison pipeline, and the prison industrial complex. With a special emphasis on Washington state and King County. And on juvenile justice.
Sexual misconduct for student employees 6.2015Jacob Puusalu
This document provides training for Florida Atlantic University student employees on their responsibilities under Title IX as "responsible employees." It explains that as responsible employees, they are required to report incidents of sexual misconduct, including the names of involved students, to the Deputy Title IX Coordinator. It stresses the importance of informing students that confidentiality cannot be promised due to investigatory requirements, while privacy will be maintained. Common questions are addressed, emphasizing the duty to report regardless of personal views and not to handle reports independently. Resources for victims are also listed.
This document outlines a presentation on addressing sexual assault and consent for international students. It discusses the current landscape of sexual assault on college campuses worldwide and for international students specifically, who face additional barriers. It explores definitions of sexual assault, consent and cultural influences. Protections under US federal laws like Title IX and the Clery Act are overviewed. Prevention best practices focus on collaboration, training staff, and orientation programs. Support for victims emphasizes empathetic listening without judgement and providing reporting options without pressure. Resources discussed include websites, videos and national hotlines.
This document provides training for Florida Atlantic University student employees on their responsibilities as "Responsible Employees" under Title IX. As Responsible Employees, student employees are required to report incidents of sexual misconduct, including the names of involved students, to the Deputy Title IX Coordinator. The training defines sexual misconduct, outlines reporting requirements and procedures, addresses how to speak with students about sensitive issues, and provides campus resources and answers to frequently asked questions about Responsible Employee obligations and the reporting process.
This document provides an agenda and overview for a training on sexual assault awareness for international students. It discusses the current landscape of sexual assault on campus, understanding sexual assault and consent, protections and legal overview under Title IX and the Clery Act, prevention strategies, and resources for support. Cultural influences on attitudes towards sexual assault are reviewed. High-risk periods for students and reasons for underreporting assaults are covered. The challenges international students face and ways to encourage reporting through support are addressed.
fall_2019_thayer_orientation life change.pptxchandan100088
The document provides information about Title IX and resources at Dartmouth for addressing gender-based harassment and sexual misconduct. It introduces the Title IX Coordinator and deputies and their roles in ensuring equal access to education, overseeing response and investigations, and coordinating prevention education. Confidential and private reporting options are outlined, including on- and off-campus resources for medical care, counseling, and advocacy. The Title IX process is described, including options for informal and formal resolutions and interim measures. The importance of bystander intervention and creating an inclusive community is also emphasized.
This document outlines the Occidental College Sexual Misconduct Policy, which prohibits sexual harassment, violence, stalking and intimate partner violence. It provides definitions for prohibited conduct and consent. The policy applies to all community members and covers conduct that occurs on or off campus. It establishes resources and reporting options for victims, as well as procedures for investigating and resolving complaints against students, staff or faculty. The college is committed to preventing discrimination, providing support for victims, and addressing safety concerns through this comprehensive policy.
The document outlines mandated annual staff training requirements for the Dracut Public Schools for the 2016-2017 school year. It covers areas like physical restraint, confidentiality, harassment, suspected child abuse reporting, universal health precautions, student records, anti-bullying legislation, and social media use. It also summarizes federal and state laws pertaining to student rights and protections from discrimination based on attributes like gender, race, disability status. Key policies around responding to reports of harassment and discrimination, and mandatory reporting of suspected child abuse are also highlighted.
UCF provides resources and support for students who experience sexual misconduct. This document outlines reporting options to the UCF police, Title IX office, or student conduct office. It also lists counseling, medical, and advocacy resources available, including Victim Services, Student Care Services, Student Health Services, and Counseling and Psychological Services. The purpose is to help victims understand their rights and options for safety planning, reporting, and long-term healing.
This presentation is part of the National Center for Campus Public Safety’s (NCCPS) free webinar series, Campus Public Safety Online. In this webinar, Jeffrey J. Nolan, J.D., a faculty member for the NCCPS Trauma-Informed Sexual Assault Investigation and Adjudication Institute and attorney with Dinse Knapp McAndrew, discusses why campuses should conduct trauma-informed sexual assault investigations and adjudications. While a trauma-informed approach naturally promotes access for complainants by encouraging their participation, it also promotes accuracy by enabling investigators and decision-makers to ask appropriate questions and better understand evidence that may be affected by trauma. A more accurate understanding of evidence, such as interviews, in turn promotes fairness to all parties. Promising practices strongly suggest that a trauma-informed approach benefits complainants, respondents, and institutions of higher education.
This document outlines a presentation on Title IX and best practices for addressing sexual misconduct on college campuses. The presentation covers the current landscape of sexual assault statistics, an explanation of Title IX and its requirements, how to handle incident reports, prevention strategies, and resources. It emphasizes collaborating across departments, educating students on consent and bystander intervention, and orienting international students to cultural norms and available support services.
Title IX protects students from harassment and discrimination in schools. It prohibits discrimination based on sex, including sexual harassment. Schools must have a Title IX coordinator to handle harassment complaints and investigate promptly. Students who experience or witness harassment should report it to a teacher, counselor, or administrator so the school can take steps to resolve the situation and ensure student safety.
Professor William Allan Kritsonis, PhD - Distinguished Alumnus, Central Washington University, College of Education and Professional Studies, Ellensburg, Washington.Dr. Kritsonis has traveled and lectured extensively throughout the United States and world-wide. Some international travels include Australia, New Zealand, Tasmania, Turkey, Italy, Greece, Monte Carlo, England, Holland, Denmark, Sweden, Finland, Russia, Estonia, Poland, Germany, Mexico, the Caribbean Islands, Mexico, Switzerland, Grand Cayman, Haiti, St. Maarten, St. John, St. Thomas, St. Croix, St. Lucia, Puerto Rico, Nassau, Freeport, Jamaica, Barbados, Martinique, Canada, Curacao, Costa Rico, Aruba, Venezuela, Panama, Bora Bora, Tahiti, Latvia, Spain, Honduras, and many more. He has been invited to lecture and serve as a guest professor at many universities across the nation and abroad.
Sexual harassment by school employees - Lecture Notes William Allan Kritsoni...William Kritsonis
This document discusses sexual harassment of students by school employees and a school's responsibilities under Title IX. It defines sexual harassment and notes that it can deny students equal access to education. Schools must address unwelcome conduct of a sexual nature, consider whether it limits students' ability to participate, and take immediate action in harassment cases. The guidance examines assessing harassment, evidence, employee violations of Title IX, grievance procedures, and protecting due process rights while preventing sexual misconduct.
1) The document outlines Houston Community College's policy prohibiting discrimination, harassment, sexual harassment, sexual assault, dating violence, stalking, and retaliation.
2) It defines key terms like employee, sex or gender, and sexual harassment. It also defines prohibited conduct covered by the policy.
3) The policy establishes reporting procedures, including mandatory reporting requirements for employees, and designates the Title IX Coordinator to handle reports of sex discrimination.
Dr. William Allan Kritsonis, Public School Law, School Law, School Legal Issues, Educational Laws & Policies
Professorial Roles
Dr. Kritsonis has served in professorial roles at Central Washington University, Washington; Salisbury State University, Maryland; Northwestern State University, Louisiana; McNeese State University, Louisiana; and Louisiana State University, Baton Rouge in the Department of Administrative and Foundational Services.
In 2006, Dr. Kritsonis published two articles in the Two-Volume Set of the Encyclopedia of Educational Leadership and Administration published by SAGE Publications, Thousand Oaks, California. He is a National Reviewer for the Journal of Research on Leadership, University Council for Educational Administration (UCEA).
In 2007, Dr. Kritsonis was invited to write a history and philosophy of education for the ABC-CLIO Encyclopedia of World History.
Currently, Dr. Kritsonis is Professor of Educational Leadership at Prairie View A&M University – Member of the Texas A&M University System. He teaches in the PhD Program in Educational Leadership. Dr. Kritsonis taught the Inaugural class session in the doctoral program at the start of the fall 2004 academic year. In October 2006, Dr. Kritsonis chaired the first doctoral student to earn a PhD in Educational Leadership at Prairie View A&M University. He has chaired over 18 doctoral dissertations. He lives in Houston, Texas.
Title IX prohibits sexual harassment of students in schools. Sexual harassment includes unwelcome sexual advances, requests for favors, and other verbal or physical harassment of a sexual nature that denies or limits a student's ability to participate in or benefit from a school program. Schools are responsible for addressing two types of sexual harassment - quid pro quo harassment, where a student faces retaliation for refusing sexual advances, and creating a hostile environment through severe or pervasive conduct of a sexual nature. When investigating complaints of sexual harassment, schools must consider factors such as the nature of the conduct, context, and credibility of students involved to determine if Title IX was violated.
Dr. William Allan Kritsonis, Public School Law, School Law, School Legal Issues, Educational Laws & Policies
Professorial Roles
Dr. Kritsonis has served in professorial roles at Central Washington University, Washington; Salisbury State University, Maryland; Northwestern State University, Louisiana; McNeese State University, Louisiana; and Louisiana State University, Baton Rouge in the Department of Administrative and Foundational Services.
In 2006, Dr. Kritsonis published two articles in the Two-Volume Set of the Encyclopedia of Educational Leadership and Administration published by SAGE Publications, Thousand Oaks, California. He is a National Reviewer for the Journal of Research on Leadership, University Council for Educational Administration (UCEA).
In 2007, Dr. Kritsonis was invited to write a history and philosophy of education for the ABC-CLIO Encyclopedia of World History.
Currently, Dr. Kritsonis is Professor of Educational Leadership at Prairie View A&M University – Member of the Texas A&M University System. He teaches in the PhD Program in Educational Leadership. Dr. Kritsonis taught the Inaugural class session in the doctoral program at the start of the fall 2004 academic year. In October 2006, Dr. Kritsonis chaired the first doctoral student to earn a PhD in Educational Leadership at Prairie View A&M University. He has chaired over 18 doctoral dissertations. He lives in Houston, Texas.
Title IX prohibits sex discrimination in schools and requires them to address sexual harassment against students. Sexual harassment includes unwelcome sexual advances, requests for favors, and other verbal or physical conduct of a sexual nature that denies or limits a student's ability to participate in or benefit from a school program. Schools must consider factors like the nature of the conduct and context to determine if it constitutes sexual harassment. Sexual harassment of a student by a teacher violates Title IX, and schools are obligated to take immediate action in such cases while respecting employees' due process rights and confidentiality standards for complainants.
Similar to Title IX Training at SUNY Oswego (2013 Edition) (20)
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
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বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
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at Integral University, Lucknow, 06.06.2024
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Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
2. • What is Title IX?
• What is sex discrimination, including sexual assault
and sexual harassment?
• How do I report it?
• How does my college /employer address complaints?
What are the procedures?
Objectives for Everyone
3. Title IX of the Education Amendments
of 1972 prohibits sex discrimination in
educational programs and activities.
What is Title IX?
4. No person in the United States shall, on the
basis of sex, be excluded from participation in,
be denied the benefits of, or be subjected to
discrimination under any education program
or activity receiving Federal financial
assistance.
Title IX of the Education Amendments of 1972
Title IX Text
5. The College has a duty to promptly respond
to complaints of sexual harassment and
sexual violence in a way that limits its effects
and prevents its recurrence.
What does this mean for SUNY Oswego?
6. Sex discrimination includes all forms of sexual
harassment, including verbal sexual harassment and
sexual violence by employees, students, or third
parties against employees, students, or third
parties.
Also? Unequal pay based on gender, discrimination
on the basis of pregnancy, unequal distribution of
athletic funds, unequal admissions and financial aid
practices.
What is “sex discrimination?”
8. Sexual violence: physical sexual acts
perpetrated without consent.
Consent is clear, unambiguous, and voluntary
agreement between the participants to engage in
specific sexual activity.
Examples:
-Conduct commonly known as rape
- Sexual assault
-Sexual coercion
What is Sexual Violence?
9. Sexual harassment is unwelcome conduct of a sexual
nature that is sufficiently severe, persistent or pervasive
that it unreasonable interferes with, denies, or limits
someone’s ability to participate in or benefit from a
program or activity.
Examples & Information:
- Requests for sexual favors
- Unwelcome advances
- Sexist comments
- May occur in a single episode or be persistent behavior
What is Sexual Harassment?
10. 43. D. Sexual Misconduct including all forms of sexual violence, including but not
limited to:
the imposition of sexual contact or physical exposure without consent;
nonconsensual sexual intercourse;
sexual profanity targeted toward an individual;
all forms of intimidation or coercion to exact sexual favors;
use of alcohol or other drugs to exact sexual contact;
nonconsensual verbal, non-verbal, or cyber communication of a sexual nature as
well as nonconsensual photography, video or audio taping or posting of sexual
activity;
sexual contact upon another who is reasonably unable to consent for any
reason, particularly due to their use of alcohol, or other substances, emotional
distress or sleep.
www.oswego.edu/student/handbook
Code Definitions
11. Victims of sexual harassment or sexual violence
might be faculty, staff, students, or third parties.
Similarly, the accused may be from any of those
groups.
Victims and alleged perpetrators can be male or
female. Harassment can take place between two
individuals of the same sex.
Who are the parties?
12. • What should I report?
• Who needs to report sexual
harassment or sexual violence?
•How do I report? When? To whom?
• Am I required to report?
Reporting Sex Discrimination
13. • Any observed, experienced, or known sex
discrimination, including sexual
harassment and sexual violence.
• Doesn’t matter if it occurred on-
campus, off-campus, on spring break in
Mexico, last week, or two years ago.
What should I report?
14. Anyone who experiences, observes, or hears
about an incident of sexual harassment or sex
discrimination should report it to the Title IX
Coordinator or another campus official as soon as
possible.
This includes deans, department
chairs, faculty, staff, students, and third parties.*
There are exceptions to mandatory
reporting, covered later.
Who needs to report?
15. Everyone should report.
Examples:
Coach who receives a report of sexual assault from a
student-athlete.
Residence Assistant who observes sexual harassment.
Employee who observes sexual assault in the
workplace.
Who needs to report?
16. A student approaches a faculty member to report sexual
harassment. The faculty member refers complainant to Title
IX Coordinator
THEN:
Faculty member reports to the Title IX Coordinator OR:
-University Police
- Department chair/Dean
- HR director (if accused is an employee)
- Student Conduct Officer (if accused is a student)
Department chairs, deans, HR, and student conduct should
all keep TIXC in the loop.
Title IX Coordinator reaches out to complainant/victim
What Reporting Looks Like
17. • Anyone likely to receive reports of sexual
harassment or sexual violence.
•Examples: Coaches, student-athletes, residence
life staff, law enforcement, health center
staff, student mentors, student
leaders, administrators, faculty members, staff
members.
• People with first-line access to the campus
community, lots of interaction.
Who is most likely to report?
18. • Report to the Title IX Coordinator or follow
your department procedure
•This may include reporting to your supervisor
or department chair
• Report as soon as possible
University Police: 315-312- 5555 or
the Title IX Coordinator
How do I report?
19. TITLE IX COORDINATOR
Inquiries concerning the application
of Title IX may be referred to:
Lisa Evaneski
Title IX Coordinator
501 Culkin Hall, 315-312-5604
Lisa.Evaneski@oswego.edu
20. TITLE IX INVESTIGATORS
Becky Nadzadi
315-312-5486
becky.nadzadi@oswego.edu
Amy Plotner
315-312-3702
amy.plotner@oswego.edu
Dr. Julie Pretzat
315-312-6612
julie.pretzat@oswego.edu
21. This college is obligated by law to
designate specific people who are
specially trained and experienced
address complaints of sex
discrimination, including helping victims
navigate the process and seek remedies.
Why report?
22. How does the TIXC help victims?
• Provides information about available remedies:
complaint processes on and off campus, filing a
police report
• Notifies the victim about resources: health
services, counseling, academic support, local
rape crisis center
• Offers reasonable interim measures, which
may include a change in housing, work
schedule, academic schedule, and a no-contact
order between the victim and accused
23. Why You Call The Title IX Coordinator
The law requires the college to
designate a Title IX Coordinator to
do this job.
24. Why can’t the supervisor/professor/RA just
“handle it”?
Penn State
•15 years of non-compliance with TIX
• Coaches and senior administrators knew of
long-time sexual misconduct (child sex abuse)
and failed to report it properly and remedy it.
•Title IX protects any person on campus or
w/a nexus, including visitors
• Fear of retaliation at PSU
25. Law enforcement involvement does not
relieve the institution from investigating
under Title IX.
Also: you may have a TIX violation
without a criminal violation (standard of
proof is different).
How about I just tell the police?
26. What else does the Coordinator do?
- Keeps track of reports and complaints: a
centralized and organized record for all
investigations of sex discrimination
- Identifies patterns of harassment among
certain groups, departments, geographic
locations, teams, clubs, etc.
-Provides training to the campus community
27. Victim A Victim B Victim C
Dean RA Police Officer
Available evidence is different in each case. A and B may
not want to file a criminal complaint. The Dean and RA
each intend to “handle” the situation however they can.
No one knows that there are three alleged victims naming
the same accused student.
Worst Case Scenario
28. What about confidentiality?
•The Title IX Coordinator is a professional—
information reported is never broadcast or
otherwise made public.
•The college will protect your privacy to the
extent possible under the law
•The college is required by law to
investigate, but that investigation will be limited
by the information provided by victims and the
victim’s interest in pursuing a formal complaint
29. Why isn’t confidentiality GUARANTEED?
The Coordinator has to balance
confidentiality with the safety of
other members of the college
community.
Examples: repeat offenders, accused poses an
imminent threat of danger to the complainant
or the community, accused has access to a
vulnerable community
30. Who can I talk to confidentially?
•Local off-campus rape crisis center
•Licensed mental health professionals
•Clergy
• If you’re not sure of someone’s ability to
keep information confidential, ask them.
31. What’s the point in reporting if a
complainant doesn’t want a hearing?
• The Title IX Coordinator can help victims by
providing remedies and resources, as well as
assessing training and safety needs on campus
based on whatever information is provided by
the victim.
• Victims might and can change their minds.
32. S/he was taking drugs or alcohol
at the time and is afraid to report.
Good Samaritan Policy
It is the intent of the College to encourage a witness or victim of
an alcohol or other drug overdose to seek emergency assistance.
The College aims to prevent future alcohol and drug related
emergencies by providing education to victims of such
emergencies and referring those victims to appropriate services.
To that end, the College expects students to report emergency
need for medical attention when they observe them.
33. Reluctant Victim
What if a complainant doesn’t want to file a
written complaint?
What if the complainant is reluctant to
cooperate at all?
34. The TIXC will inform you or the victim about:
•Available medical services, counseling, and academic
support services, whether on or off-campus
• Options, including Title IX grievance
procedure, filing a criminal complaint, using the
campus judicial procedure
• Available interim remedies before an investigation
or hearing takes place (housing, academic, other)
You’ve reported. What now?
35. Many campuses have an internal grievance
procedure that is administered by the Affirmative
Action Office. It is a complaint resolution process
with established timelines and procedures.
There are both informal and formal resolution
options. Cases of sexual violence may not be
resolved by mediation.
What is the grievance procedure?
36. The TIXC will investigate by reviewing relevant
information and interviewing pertinent
witnesses. S/he may bring the complainant
and accused together (except in cases of
sexual assault). All parties must mutually
agree to resolve the matter.
At any time, the complainant can elect to
proceed to the formal procedure.
What is informal resolution?
37. • Complainant completes intake form
• Interviews conducted with the complainant
and accused
• Witness interviews
• A review of written statements submitted
by the parties
• Determination is issued by the AAO to the
complainant and respondent
How is the complaint reviewed?
38. A. A determination that the complaint was
not substantiated. Complaint is dismissed
and the College does not take further
action.
B. A determination that the complaint was
substantiated. Complaint is forwarded to
the appropriate disciplinary process (for
students and union members) or President
can take action.
What are the outcomes of formal resolution?
39. • All parties will be treated equally and fairly
• Retaliation is prohibited (against ANY
participants in the process—
accused, victim, witnesses, reporting
individuals)
• Alternative arrangements during hearings
• Prompt investigations, published timelines
• Notice of outcome
What protections does Title IX Offer to Parties?
40. Retaliation against ANY participants
in the process—accused, victim,
witnesses, reporting individuals—is
prohibited.
Retaliation Focus
41. Two Sentence Wrap-Up
The college has a duty to promptly address
complaints of sex discrimination, including sexual
harassment and sexual violence, to limit the effects
of the discrimination, and to prevent its
recurrence.
The best way to meet this requirement efficiently is
to have a clear and functional reporting channel to
the Title IX coordinator and to train the campus
community about how to recognize sex
discrimination and how to report it.
42. Two Sentence Wrap-Up, Simply
College must (attempt) to:
•Promptly help the victim
•Eliminate future harm.
Always report observed or experienced
sex discrimination to the Title IX
Coordinator.
43. For more information
Counseling Center 315-312-4416
Dean of Students 315-312-3214
Health Center 315-312-4100
Human Resources 315-312-3702
Lifestyles Center 315-312-5648
Services to Aid Families 315-342-1600 (or x7777)
Student Conduct & Compliance 315-312-3378
Title IX Coordinator 315-312-5604
University Police 315-312-5555
47. UNIVERSITY POLICE
www.oswego.edu/administration/police
For more information about safety on campus read
the Annual Security and Fire Report:
-crime statistics for specific criminal offenses and
judicial referrals
-prevention programs and policies for sexual
assault, alcohol and other drug abuse, and other
safety concerns.
[By the time of this training SUNY will have updated its discrimination complaint procedures. Also, your campus may have adopted its own procedures. We also likely will have signed the OCR resolution agreement. At this time I’m included items that it would require and that make sense.]
We’re going to talk about what sex discrimination is, and what your obligation is when you experience it or receive a report of sex discrimination.
This is the text of Title IX of the Education Amendments of 1972. Over time the federal government has determined what it is that this sentence means. For many years it was considered only referring to equality in sports, but as you can see from the language, it does not mention athletics specifically. Any unequal treatment by an educational institution in any kind of program or activity may be improper sex discrimination under Title IX.
What does this mean? To start, a college has to have a published grievance process by which it addresses complaints. It must promptly address complaints by investigating, providing remedies and resources to complainants/victims in a timely fashion, and providing training for members of its community to educate everyone about sex discrimination so they can recognize and report it.
Title IX Guidance from OCR mandates training for the campus community—employees and students—because education will play a major role in making the campus grievance procedures effective. One key is being able to identify sex discrimination if you see it or experience it. Next you’ll need to know how to report it.
I want to be clear about how OCR considers these terms, and a visual helps me personally. Sexual violence, including types such as coercion, assault, and rape, are all forms of sexual harassment. Sexual harassment is discrimination on the basis of sex.
Sexual violence is the phrase OCR uses throughout the Dear Colleague letter to differentiate between verbal sexual harassment and physical sexual harassment. Sexual violence is a physical form sexual harassment that OCR calls “extreme form of sexual harassment.” Here you may want to use and include your definitions of types of sexual violence from your student code of conduct. On the next page I’ll use a campus example.
Sexual violence is the phrase OCR uses throughout the Dear Colleague letter to differentiate between verbal sexual harassment and physical sexual harassment. Sexual violence is a physical form sexual harassment that OCR calls “extreme form of sexual harassment.” Here you may want to use and include your definitions of types of sexual violence from your student code of conduct. On the next page I’ll use a campus example.
Take examples from your code of conduct for students for the definitions of Sexual assault, rape, consent, sexual harassment, sexual exploitation, or others that you may include.
Dispel assumptions about victims being only women and accused being only men. Explain that sexual harassment and sexual violence can take place between two people of the same sex. These facts are important when recognizing sex discrimination in the educational environment or workplace.
Go over how people can report on your campus. Include campus-specific contact information. If you want it to be interactive, ask people if they know where to report and see how well information has been absorbed previously.
Make clear especially to those folks who are Campus Security Authorities and used to Clery that Title IX does NOT share Clery’s geographic focus. Title IX doesn’t care where, but it does care who. There should be some nexus to the campus (so if it’s about an incident that occurred in Mexico, the accused or victim must have some nexus to campus; if it’s an incident on campus, then one or both of the parties might be third-parties).
Mention that there are exceptions that will be covered later, including licensed counselors acting in that capacity. Explain what a third party is – this may be someone who is NOT part of the campus community. Not a student or employee. But if this person reports a situation that occurred on or near campus, or accuses someone who is part of the campus community, the College cares and Title IX applies. For example, if a third party reports that s/he was sexually assaulted by a non-campus person but in a residence hall, the College has an issue and must investigate—what is the security like in this residence hall? Are the doors working properly, and any card reader? Is there an unsafe environment that the college needs to address through training or security?
This is why everyone needs training – so they know how and when to report.
TIXC is first and most obvious. Then everyone else: coaches, athletes, law enforcement, health center staff, student mentors, student leaders, resident assistants, hall directors, counseling center staff, administrators.If there’s an emergency number that all students know, or an information number (at my school it was 932-INFO, and I haven’t forgotten that yet), that information gets disseminated in lots of ways. It’s published everywhere, it’s on flyers, it’s on papers on bulletin boards and residence hall and classroom building bathrooms. Put your coordinator’s information everywhere you can.One way to find time to train people is to incorporate Title IX information into regularly scheduled trainings – most if not all of the groups I mentioned will undergo annual training.
Use new employee orientation and continuing training opportunities at regular meetings or town halls to publicize your procedures about reporting. Tailor this for your campus and let people know who your coordinator and deputy coordinators are, and list their contact information. If you do not have a procedure on reporting, create one and publicize it widely. Nothing is gained by waiting to report. However stress that victims that report later will not be turned away—the college will still investigate, provide available remedies and resources, of course. Sometimes physical evidence availability diminishes when reporting is delayed, and other times accused individuals depart the college; they might withdraw or graduate. The college has an obligation and will respond promptly when complaints are made, but parts of that response (charging the accused using student conduct or HR process) may be limited by a delay because of lack of evidence or enforceability.
We’re going to talk about what sex discrimination is, and what your obligation is when you experience it or receive a report of sex discrimination.
We’re going to talk about what sex discrimination is, and what your obligation is when you experience it or receive a report of sex discrimination.
We need the people with the knowledge and experience in this area to do this job. Investigating reports of sex discrimination is a serious task, and the law required colleges to have trained professionals doing this job. Not only are they required to have a Title IX coordinator, but colleges have to publicize their Coordinator by putting his or her title and contact information in many campus publications. Phone number, email address, office address, etc. [It may be best to ask that your college create a vague email like titleix@campus.edu so that if there is turnaround you don’t need to change every single publication. Name isn’t required by OCR, but title and lots of contact information is required.]
Everyone has heard of Penn State and the horrific reports of years of child sex abuse that occurred with the knowledge of the college president, athletics staff, and other administrators. What occurred was also a violation of Title IX.
Communication between the police and the campus to make sure they’ve got all the complaints. Campuses must promptly investigate a complaint, delaying only if required while police are collecting evidence. It is absolutely inappropriate to wait for a criminal case to conclude before taking action on campus. “Beyond a reasonable doubt” is the standard used in criminal court, which is a higher standard of proof; it is more difficult to prove. “Preponderance of the evidence” is our standard of proof, which is more likely than not, or 50% + 1.
This is why everyone should report to the Title IX Coordinator. Victims AB&C all experience sex discrimination from the same source. Each tells a different person. Those people don’t communicate or use a central reporting method that leads to the Title IX coordinator. This kind of decentralized, haphazard response serves no one.
List confidential resources on your campus and contact information
Academic support, a no contact order, housing changes, taking classes pass/fail, working out a leave of absence – any number of remedies may be available to a victim who reports. The Title IX Coordinator isn’t in charge of law enforcement. This person wants to keep the educational environment free of sexual harassment and sexual violence, and if it does occur, this person wants to investigate complaints, address them, and provide the necessary remedies to victims.
In situations where the victim is reluctant to report, it’s important to find a way to report the situation with the victim’s consent and understanding without making the complainant feel as though you are breaching their trust. Call, no matter what, and if possible, assist the complainant in talking with the TIXC. Some employees who receive reports may offer to accompany the student/complainant to a meeting, call (with the complainant) the TIXC for support and comfort, etc. It’s important to explain the difference between the obligation to report because of the college’s obligation to track, investigate, and address complaints of sex discrimination (which IS the case) versus broadcasting or publicizing a very private situation (which is NOT the case).
Some campuses are using a form to document that they have spoken to the victim, given them the relevant information about services, remedies, options, and gotten a sense of if and how the victim would like to move forward (if at all). This form is not a contract and is not binding. It is for the college’s benefit to document its actions and for our campus community’s benefit to provide consistent and complete information to victims who come forward. If a complainant doesn’t want to file a criminal complaint or go through the internal campus process, but wanted to make the report, the college still has a duty to investigate to an extent that it is on notice. Whether that leads to the campus holding more training sessions, or cracking down on campus parties in a certain residence hall, something can always be done. Additionally, the college must still offer the complainant available remedies and resources.
Ideal timeline is 60 days from OCR. Equal opportunity to call witnesses, have an advisor, appeal. Alternative arrangements can be made for victims hesitant to sit in a hearing across from an accused, but they must be balanced with due process.
Ideal timeline is 60 days from OCR. Equal opportunity to call witnesses, have an advisor, appeal. Alternative arrangements can be made for victims hesitant to sit in a hearing across from an accused, but they must be balanced with due process.
Ideal timeline is 60 days from OCR. Equal opportunity to call witnesses, have an advisor, appeal. Alternative arrangements can be made for victims hesitant to sit in a hearing across from an accused, but they must be balanced with due process.
Ideal timeline is 60 days from OCR. Equal opportunity to call witnesses, have an advisor, appeal. Alternative arrangements can be made for victims hesitant to sit in a hearing across from an accused, but they must be balanced with due process.
Ideal timeline is 60 days from OCR. Equal opportunity to call witnesses, have an advisor, appeal. Alternative arrangements can be made for victims hesitant to sit in a hearing across from an accused, but they must be balanced with due process.
Retaliation should be prohibited in your policies and treated like any other violation. Explain this proactively to participants in the process so they know (1) to report retaliation they experience, and (2) not to retaliate! Give examples so they know what may constitute retaliation.