Title IX

 

What is Title IX ?

 

Title IX of the Education Amendment of 1972

“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 program or activity receiving Federal financial assistance.”

 

Both Title IX and College Policy prohibit discrimination in services or benefits offered by the College based upon gender.

 

Sexual harassment is a form of gender discrimination and therefore prohibited under Title IX. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.

 

The following are examples of types of conduct that may constitute sexual harassment:

 

• Inappropriate touching, patting, or pinching.
• Physical assault or coerced sexual activity.
• Demands or subtle pressure for sexual favors.
• Obscene phone calls, texts, email, or gestures.

Any person (student, faculty, staff, or guest) who believes that discriminatory practices have been engaged in based upon gender may discuss these concerns and file informal or formal complaints of possible violations of Title IX with the Title IX Coordinator.

 

It is the policy of this college to provide equal employment and educational opportunity on the basis of merit without discrimination because of age, race, ethnicity, color, sex, religion, national origin, sexual orientation, veterans’ status, or disability.

 

• Title IX Coordinator Leslie Sewell, Athletic Services Coordinator Raymond Harbor Fieldhouse 405-382-9541

 

Title IX Applies To Everyone!

    Female, male, gender non-conforming students, faculty, staff, visitors, and, third parties.

 

To everything affiliated with SSC!

         Academics, co-curricular programs, social activities, field trips, study abroad, clinics, etc.

 

Everywhere!

     To incidents that happen on and off campus!

 

What is prohibited under Title IX?

• Sexual Harassment
• Sexual Violence
• Domestic Violence
• Dating Violence
• Sexual Exploitation
• Retaliation

What does this have to do with me?

 

Most SSC employees are required to report incidents of sexual and gender-based harassment, sexual violence, domestic violence, dating violence and stalking to the Title IX Coordinator.  The Department of Education refers to these individuals as Responsible Employees.

 

Why am I a Responsible Employee?

Responsible Employees are those with supervisory responsibilities, or the authority to address or remediate misconduct, or those whom an individual might reasonably believe have such supervisory responsibility or authority.

 

To whom does a Responsible Employee report an incident?

Title IX Coordinator

 

What is your actual reporting responsibility?

 

To promptly place incidents of sexual and gender based harassment, sexual violence, dating and domestic violence, stalking and related retaliation into the hands of Title IX Coordinator.

 

As a Responsible Employee you have two main duties:

1. To inform a survivor of their rights and the services available through SSC.

2. Report the incident to the Title IX Coordinator.

 

What is a Responsible Employee’s duty to inform?

 

Before a person reveals information that they may wish to keep confidential a Responsible Employee should make every effort to ensure that the survivor understands:

• the Responsible Employee’s obligation to report to the Title IX Coordinator (names and relevant facts such as the date, time, and location)
• the option to request that SSC maintain confidentiality and not start an investigation, which the college will consider; and
• inform the survivor that they entitled to support services
• inform the survivor that SSC prohibits retaliation

What if a survivor does request confidentiality or asks that SSC does not investigate?

 

1. If the survivor wants to tell the Responsible Employee what happened, but also maintain confidentiality or ask that no investigation occur, the Responsible Employee should tell the survivor that SSC will consider the request, but cannot guarantee that we will be able to honor it.

 

2. In reporting the details of the incident to the Title IX Coordinator, the Responsible Employee must inform the coordinator of the survivor’s request for confidentiality and/or no investigation.

 

How does SSC evaluate a survivor’s request for confidentiality or no investigation?

 

In consultation with Campus Police and other personnel necessary personnel, the Title IX Coordinator will evaluate a request for confidentiality or no investigation by considering factors, such as whether:

 

• there have been other similar complaints about the same accused;
• the accused has a history of arrests or records indicating a history of violence;
• the accused threatened any further violence against the survivor or others; • the misconduct was committed by multiple alleged perpetrators;
• the act was perpetrated with a weapon;
• the survivor is a minor; • there appears to be a pattern of perpetration (e.g., via illicit use of drugs or alcohol) at a given location or by a particular group

What must be included in the Responsible Employee’s report?

 

An Responsible Employee must report all known details about the alleged incident, including:

• the Responsible Employee’s name, position and contact information
• the date, time and location of incident (if known)
• the date the incident was reported to the Responsible Employee
• the name and contact information of the survivor or other party who reported the incident (if known)
• the name and contact information of the accused (if known) a description of the incident (as much factual detail as possible;
• names of witnesses (if available)
• whether complainant has requested confidentiality
• whether other offices are involved (has the survivor reported the incident to anyone else on campus, to the police, or to an outside agency?)

 

How can a Responsible Employee make sure the report is confidential?

 

• A Responsible Employee is obligated to inform the Title IX Coordinator ONLY.
• The information shared by the survivor is confidential and should not be disclosed to anyone else on campus.
• A Responsible Employee should not share information with law enforcement without the survivor’s consent. The Title IX Coordinator will make the determination as to whether or not Campus Police needs to be made aware of the incident.

 

What does SSC do with the report?

 

• The Title IX Coordinator will determine whether further action is necessary.
• If the Title IX Coordinator determines that additional action is necessary, the survivor will be informed and protected from any retaliation.
• The Title IX Coordinator, or a designee, will contact the survivor to answer any questions, discuss support options and address any safety concerns.
• The Title IX Coordinator will ensure that appropriate interim measures are implemented.

 

Please note that a survivor’s personal information will be shared only as necessary, and consistently with state and federal law:

 

• with investigators, witnesses, and the accused
• with other CCS officials to provide interim measures
• when required to be disclosed by law