Sexual Harassment and Title IX Regulations
What All Employees Need to
Know about Sexual Harassment
and the New Title IX Regulations
Title IX of the Education Amendments of 1972 prohibits
discrimination based on sex in educational institutions that
receive federal financial assistance.
Title IX has just 37 words.
“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.”
What is Title IX?
Harassment based on sex, or sexual harassment, is a form of
discrimination based on sex that violates Title IX. This has
been established in the law for a long time.
For employees, sexual harassment is also prohibited under Title VII of
the Civil Rights Act.
But specific federal guidance on compliance with that law has
been limited, until now.
Sexual Harassment and Title IX
New Title IX regulations from the US Department of Education became
effective on August 14, 2020.
These rules significantly expand and change the role and responsibilities
of all staff with respect to allegations of sexual harassment.
While the Title IX Coordinator coordinates the district’s efforts to comply
with Title IX, this session will outline the key provisions of the regulations
and emphasize the practical implications for all district employees.
4
2020 Title IX Regulations
Every district must have at least one, and that person must
be designated and identified as the “Title IX Coordinator.”
Must have authority to coordinate the school district’s compliance
efforts.
Must be referred to as the “Title IX Coordinator” in district policies
and publications, including website.
All potential reporters
of sexual misconduct must be notified of the
Title IX Coordinator’s contact information: name/title, office and
email addresses, and telephone number.
That is generally on a district’s website or in policy or both.
5
Role of Title IX Coordinator
Why Am I Required to Take This Training?
6
Because under the new Title IX regulations,
ANY
district employee
who knows that an employee or a student is being sexually harassed
MUST REPORT
or else the
District AND the Employee
face potential
legal liability.
Actual Knowledge
Sexual Harassment & Title IX:
Be Familiar With the New Terms
8
The Title IX regulations set out three types of conduct on the basis of sex that
constitutes sexual harassment:
Quid pro quo by an employee
Hostile environment: “Unwelcome conduct that is so severe, pervasive and
objectively offensive that it effectively denies the person access to an
education program or activity.”
Conduct that meets the definition for sexual assault, dating violence,
domestic violence, and stalking under federal law.
Not all Sexual Misconduct in Schools is
Sexual Harassment Under Title IX
Quid pro quo:
When an employee conditions favorable
treatment on the acceptance of unwelcome sexual attention.
This definition applies only to actions of employees.
Teacher offers good grades to student in exchange
for…..
Maintenance Director offers a promotion or better pay
in exchange for…..
Quid Pro Quo Sexual Harassment
Conduct that it is so severe, pervasive,
AND
objectively offensive that it
effectively denies a person equal access to the school’s programs.
This could be student-to-student conduct, employee-to-student
conduct, or employee-to-employee conduct.
You may not be sure if the conducted observed or reported to you
meets this standard, but err on the side of caution and report.
Hostile Environment Sexual Harassment
These are all criminal conduct that should be reported to law
enforcement or CYFD:
Sexual assault: Forcible or non-forcible sexual offenses under the
Uniform Crime Reporting System of the FBI.
Dating violence: Violence done by a person who is, or has been, in a
dating relationship with the other person.
Domestic violence: Violence by a current or former intimate partner.
Stalking: A course of conduct directed at a specific person that would
cause a reasonable person to fear for personal safety of self or others;
or to suffer emotional distress.
Four More Types of Sexual Harassment
Complainant
= individual who has been allegedly sexually harassed
Respondent
= person accused of sexual harassment
Other New Terms: Complainant and Respondent
13
14
Formal Complaint vs. Report
Report:
is verbal or written,
by
anyone
Formal Complaint:
written document and
process initiated by the
Complainant or the
Title IX Coordinator
VS.
The Report
15
ALL employees must report when they learn of or see potential sexual
misconduct. Not just the alleged victim.
A report can be verbal or written.
Reports can be made by mail, telephone, or email at any time (business or
non-business hours) to the Title IX Coordinator or any district administrator.
Your district may have established a reporting system.
The T9C may also receive a report from an employee of an elementary or
secondary school who receives notice of sexual harassment or alleged sexual
harassment: what we would consider
actual knowledge
.
If the district has “actual knowledge” of “sexual harassment” it “must respond
promptly in a manner that is not deliberately indifferent.
16
Reporting and Responding
Deliberate indifference means to act in a way that is clearly
unreasonable given the known circumstances.
This can include failure to report, failure to investigate and correct
known harassment, or failure to adequately discipline the harasser.
When any district employee has notice of sexual harassment or
alleged sexual harassment, that employee has what the law called
“actual knowledge.”
When the district has “actual knowledge” of sexual harassment it
“must respond promptly in a manner that is not deliberately
indifferent.
Failure to do so, can result in liability, both for the district and the
employee.
17
Deliberate Indifference & Actual Knowledge
Although reports of sexual harassment should be made in a timely manner,
unlike other district grievances, a sexual harassment complaint can be
made as long as the Complainant and Respondent are both still enrolled
in/employed by the district or are the beneficiaries of the district’s
programs.
So even if the events occurred months ago, the conduct must be reported
and investigated under the new Title IX rules, if it occurred after August
2020. (alleged sexual harassment prior to then must be investigated and
addressed, but not using the new procedures)
18
Timeliness
Retaliation is prohibited against any individual who wishes to or has
made a complaint or has been involved with a Title IX investigation.
19
Retaliation
This presentation is specific to Title IX, but do not forget about other
reporting requirements, including mandatory reporting requirements for
child abuse/neglect, other potential criminal conduct.
20
Other State Reporting Requirements
Scenarios
21
Scenario 1:
A paraprofessional tells a teacher that
she was offered a promotion by the
principal in return for a backrub during a
school-sponsored team building retreat.
22
This is quid pro quo sexual harassment
as defined by Title IX. The teacher
should report this to the Title IX
Coordinator who will promptly reach out
to the paraprofessional.
23
Scenario 2:
A senior high school student confides in his good friend, “the
lunch lady” as she’s affectionately known, that his girlfriend, a
fellow student at the same high school, punches him in the
groin at football games when he looks at the cheerleaders.
They have been to every football game this season and he
looks at the cheerleaders at least once a game (by accident).
It’s hard for him to watch the games after getting punched.
Student is adamant he does not want to file a complaint.
24
The food service employee must report this information to the Title IX
Coordinator who will reach out to the student. His wishes that it not be
reported will be addressed by the Title IX Coordinator, they do not mean the
reporting obligations are relieved.
25
Remember!
26
An employee who receives a report of information that might be sexual
harassment should report all known information to the Title IX Coordinator
or to a district administrator.
That employee does NOT attempt to investigate or take disciplinary
measures. Those responsibilities fall to the Title IX Coordinator.
27
Investigating Alleged Sexual Harassment
We have liability under the law when sexual misconduct is
unaddressed.
The way we keep things from getting really bad is to address minor
incidents that occur along the way.
Make sure that all staff – teachers, coaches, bus drivers, custodians,
food service staff – who have regular interaction with students are
setting the right tone, being good role models, and being attentive to
student conduct.
28
Set The Right Tone…
Explore the essentials of Title IX regulations, sexual harassment, and the critical role of the Title IX Coordinator. Learn about the new 2020 regulations, reporting requirements, and the significance of compliance training for all employees.
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Presentation Transcript
What All Employees Need to Know about Sexual Harassment and the New Title IX Regulations
What is Title IX? Title IX of the Education Amendments of 1972 prohibits discrimination based on sex in educational institutions that receive federal financial assistance. Title IX has just 37 words. 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.
Sexual Harassment and Title IX Harassment based on sex, or sexual harassment, is a form of discrimination based on sex that violates Title IX. This has been established in the law for a long time. For employees, sexual harassment is also prohibited under Title VII of the Civil Rights Act. But specific federal guidance on compliance with that law has been limited, until now.
2020 Title IX Regulations New Title IX regulations from the US Department of Education became effective on August 14, 2020. These rules significantly expand and change the role and responsibilities of all staff with respect to allegations of sexual harassment. While the Title IX Coordinator coordinates the district s efforts to comply with Title IX, this session will outline the key provisions of the regulations and emphasize the practical implications for all district employees. 4
Role of Title IX Coordinator Every district must have at least one, and that person must be designated and identified as the Title IX Coordinator. Must have authority to coordinate the school district s compliance efforts. Must be referred to as the Title IX Coordinator in district policies and publications, including website. All potential reporters of sexual misconduct must be notified of the Title IX Coordinator s contact information: name/title, office and email addresses, and telephone number. All potential reporters That is generally on a district s website or in policy or both. 5
Actual Knowledge Because under the new Title IX regulations, ANY who knows that an employee or a student is being sexually harassed MUST REPORT MUST REPORT or else the District AND the Employee District AND the Employee face potential legal liability. ANY district employee
Sexual Harassment & Title IX: Be Familiar With the New Terms 8
Not all Sexual Misconduct in Schools is Sexual Harassment Under Title IX The Title IX regulations set out three types of conduct on the basis of sex that constitutes sexual harassment: Quid pro quo by an employee Hostile environment: Unwelcome conduct that is so severe, pervasive and objectively offensive that it effectively denies the person access to an education program or activity. Conduct that meets the definition for sexual assault, dating violence, domestic violence, and stalking under federal law.
Quid Pro Quo Sexual Harassment Quid pro quo: When an employee conditions favorable treatment on the acceptance of unwelcome sexual attention. This definition applies only to actions of employees. Teacher offers good grades to student in exchange for .. Maintenance Director offers a promotion or better pay in exchange for ..
Hostile Environment Sexual Harassment Conduct that it is so severe, pervasive, AND effectively denies a person equal access to the school s programs. AND objectively offensive that it This could be student-to-student conduct, employee-to-student conduct, or employee-to-employee conduct. You may not be sure if the conducted observed or reported to you meets this standard, but err on the side of caution and report.
Four More Types of Sexual Harassment These are all criminal conduct that should be reported to law enforcement or CYFD: Sexual assault: Forcible or non-forcible sexual offenses under the Uniform Crime Reporting System of the FBI. Dating violence: Violence done by a person who is, or has been, in a dating relationship with the other person. Domestic violence: Violence by a current or former intimate partner. Stalking: A course of conduct directed at a specific person that would cause a reasonable person to fear for personal safety of self or others; or to suffer emotional distress.
Other New Terms: Complainant and Respondent Complainant Complainant = individual who has been allegedly sexually harassed Respondent Respondent = person accused of sexual harassment 13
Formal Complaint vs. Report Formal Complaint: Formal Complaint: written document and process initiated by the Complainant or the Title IX Coordinator Report: Report: is verbal or written, by anyone VS. VS. 14
The Report 15
Reporting and Responding ALL employees must report when they learn of or see potential sexual misconduct. Not just the alleged victim. A report can be verbal or written. Reports can be made by mail, telephone, or email at any time (business or non-business hours) to the Title IX Coordinator or any district administrator. Your district may have established a reporting system. The T9C may also receive a report from an employee of an elementary or secondary school who receives notice of sexual harassment or alleged sexual harassment: what we would consider actual knowledge actual knowledge. . If the district has actual knowledge of sexual harassment it must respond promptly in a manner that is not deliberately indifferent. 16
Deliberate Indifference & Actual Knowledge Deliberate indifference means to act in a way that is clearly unreasonable given the known circumstances. This can include failure to report, failure to investigate and correct known harassment, or failure to adequately discipline the harasser. When any district employee has notice of sexual harassment or alleged sexual harassment, that employee has what the law called alleged sexual harassment, that employee has what the law called actual knowledge. actual knowledge. When any district employee has notice of sexual harassment or When the district has actual knowledge of sexual harassment it must respond promptly in a manner that is not deliberately indifferent. Failure to do so, can result in liability, both for the district and the employee. 17
Timeliness Although reports of sexual harassment should be made in a timely manner, unlike other district grievances, a sexual harassment complaint can be made as long as the Complainant and Respondent are both still enrolled in/employed by the district or are the beneficiaries of the district s programs. So even if the events occurred months ago, the conduct must be reported and investigated under the new Title IX rules, if it occurred after August 2020. (alleged sexual harassment prior to then must be investigated and addressed, but not using the new procedures) 18
Retaliation Retaliation is prohibited against any individual who wishes to or has made a complaint or has been involved with a Title IX investigation. 19
Other State Reporting Requirements This presentation is specific to Title IX, but do not forget about other reporting requirements, including mandatory reporting requirements for child abuse/neglect, other potential criminal conduct. 20
Scenarios 21
Scenario 1: Scenario 1: A paraprofessional tells a teacher that she was offered a promotion by the principal in return for a backrub during a school-sponsored team building retreat. 22
This is quid pro quo sexual harassment This is quid pro quo sexual harassment as defined by Title IX. The teacher as defined by Title IX. The teacher should report this to the Title IX should report this to the Title IX Coordinator who will promptly reach out Coordinator who will promptly reach out to the paraprofessional. to the paraprofessional. 23
Scenario 2: Scenario 2: A senior high school student confides in his good friend, the lunch lady as she s affectionately known, that his girlfriend, a fellow student at the same high school, punches him in the groin at football games when he looks at the cheerleaders. They have been to every football game this season and he looks at the cheerleaders at least once a game (by accident). It s hard for him to watch the games after getting punched. Student is adamant he does not want to file a complaint. 24
The food service employee must report this information to the Title IX Coordinator who will reach out to the student. His wishes that it not be reported will be addressed by the Title IX Coordinator, they do not mean the reporting obligations are relieved. 25
Remember! 26
Investigating Alleged Sexual Harassment An employee who receives a report of information that might be sexual harassment should report all known information to the Title IX Coordinator or to a district administrator. That employee does NOT attempt to investigate or take disciplinary measures. Those responsibilities fall to the Title IX Coordinator. 27
Set The Right Tone We have liability under the law when sexual misconduct is unaddressed. The way we keep things from getting really bad is to address minor incidents that occur along the way. Make sure that all staff teachers, coaches, bus drivers, custodians, food service staff who have regular interaction with students are setting the right tone, being good role models, and being attentive to student conduct. 28
