"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..." 20 U.S.C. § 1681
Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681) is an all-encompassing federal law that prohibits discrimination based on the gender of students and employees of educational institutions which receive federal financial assistance.
Title IX applies to:
It prohibits sex discrimination in educational institutions, programs and activities. This includes:
If you experience sexual harassment, gender discrimination or sexual violence, we encourage you to reach out right away — we are here to help. Contact:
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|3P Office and
Bystander Training Coordinator
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Many of us know about Title IX as “the law that made school sports more equitable for girls and women.” Yet, there’s also a lot more to it.
Sexual harassment, which includes acts of sexual violence such as rape, sexual battery and sexual coercion, is a form of sex discrimination prohibited by Title IX. It creates a hostile environment that has no place on our campus. And it’s something we take very seriously as we work to keep you safe and to respond effectively and immediately when you’re in trouble.
Our campus Title IX Coordinator is available to you and is responsible for…
You can talk with any of us here on campus if you or someone you know is experiencing sexual harassment/sexual violence. We’ll provide support and put you in touch with the Title IX coordinator and other resources right away!
We’re all here to deter gender-based discrimination and make our campus a safer, more welcoming place to be.
Source: U.S. Department of Education, Office for Civil Rights, Dear Colleague Letter, Washington, D.C., 4/4/11
We don’t tolerate discrimination and here’s what it means regarding Title IX…
Source: U.S. Department of Education, Office for Civil Rights, Dear Colleague Letter, Washington, D.C., 4/4/11
If a case of alleged sexual harassment or sexual violence occurs, our school will promptly and equitably investigate under Title IX to determine what occurred. We’ll also take appropriate steps to resolve the situation.
A Title IX investigation is different from any law enforcement investigation.
You have the right to file a Title IX sex discrimination complaint with our institution in addition to filing a criminal complaint.
Our Title IX Coordinator and other supporters can help you decide the best course of action for you by describing our grievance procedures. Please ask!
Sexual harassment of a student can deny or limit, on the basis of sex, the student’s ability to participate in or to receive benefits, services or opportunities from the institution’s programs. Therefore, it’s a form of sex discrimination prohibited by Title IX.
What constitutes sexual harassment? According to the Department of Education’s Office for Civil Rights, it is conduct that:
See the box for examples of sexual conduct.
Here are some other key points:
Examples of sexual conduct include:
Some examples of sexual harassment on campus include…
Source: U.S. Department of Education, Office for Civil Rights, Sexual Harassment: It’s Not Academic, Washington, D.C., 2008, “Revised Sexual Harassment Guidance, 1/19/01 and “Frequently Asked Questions About Sexual Harassment,” updated 4/3/11
Quid Pro Quo Harassment. Occurs when a campus employee causes a student to believe he/she must submit to unwelcome sexual conduct in order to participate in a school program or activity, or causes a student to believe that the employee will make an educational decision based on whether or not the student submits to unwelcome sexual conduct. It doesn’t matter whether the student resists and suffers the threatened harm or submits to and avoids the threatened harm for it to be considered harassment.
For example: A faculty member threatens to fail a student unless the student agrees to date him/her.
Hostile Environment Harassment. Occurs when unwelcome conduct of a sexual nature is so severe, persistent or pervasive that it affects a student’s ability to participate in or benefit from an education program or activity, or creates an intimidating, threatening or abusive educational environment.
For example: Someone repeatedly makes sexually suggestive comments or sexually assaults a student.
Sexual violence is a form of sexual harassment, prohibited by Title IX, which includes conduct that is criminal in nature.
There are many types of sexual violence, not all of which include physical contact between the victim and the perpetrator. They include sexual harassment, threats and peeping.
Examples of sexual violence that include physical contact are:
Sexual violence refers to sexual acts perpetrated against a person’s will where consent is not obtained or where a person is incapable of giving consent due to his/her use of alcohol or other drugs.
Anyone can experience sexual violence, but most victims are female. And the majority of campus sexual assaults occur when women are incapacitated, primarily by alcohol.
The person responsible for the violence is typically male and is usually someone known to the victim (e.g. friend, coworker, neighbor, significant other, family member). This person is often called a “perpetrator” or someone who harms someone else.
An estimated 20% to 25% of college women and 6.1% of men in the U.S. have experienced an attempted or completed rape during their college career.
There is help available to you if you’re the victim of sexual violence – and there’s no reason to be embarrassed, ashamed or to think you won’t be believed. Let a trusted other know so you can get the assistance you need.
Sources: “Understanding Sexual Violence” Fact Sheet, CDC’s National Center for Injury Prevention and Control, Division of Violence Prevention, 2011; Basile, KC, Chen, J, Lynberg, MC & Saltzman, LE. Prevalence and characteristics of sexual violence victimization. Violence and Victims, 2007; The Campus Sexual Assault Study: Final Report, National Criminal Justice Reference Service, Oct. 2007; “Sexual Violence: Consequences,” CDC’s Injury Center: Violence Prevention, www.cdc.gov; U.S. Department of Education, Office of Postsecondary Education, Summary Crime Statistics from reports submitted in compliance with the Clery Act
On average, at least 50% of campus sexual assaults involve alcohol. It’s the main drug used by perpetrators of sexual violence.
Keep all of these things in mind when making choices about alcohol.
If someone you know has been sexually violatedDO:
Professionals at various colleges and universities suggest that students who have been sexually assaulted…
Sources: Wake Forest University, Sexual Assault Support, http://services.studentlife.wfu.edu/support/sexual-assault/; Southwestern University, Medical Issues and Immediate Safety, www.southwestern.edu/titleix/medicalissues.php; UCSC Title IX/Sexual Harassment Office, www2.ucsc.edu/title9-sh/sopolicy/assault.htm
Using pressure, force, alcohol or other drugs to have sexual contact with someone against his/her will is considered sexual coercion.
You may be experiencing it if…
Sexual coercion is not okay and is considered sexual violence.
Source: “Sexual Coercion Awareness and Prevention” by Kelsey McCoy, M.S. and James Oelschlager, Psy.D, Florida Institute of Technology’s Counseling and Psychological Services, www.fit.edu/caps
In order to eliminate a hostile environment, prevent the recurrence of a sexual harassment/violence incident and address its effects, you as a complainant and the accused are entitled to remedies that include, but are not limited to, the following…
You also have the right…
If you want to learn more about your rights or if you believe your institution is violating Federal law, you can contact the U.S. Department of Education, Office for Civil Rights, at firstname.lastname@example.org or (800) 421-3481. You can also fill out a complaint form online through the Department of Education www2.ed.gov/about/offices/list/ocr/complaintintro.html.
Sources: U.S. Department of Education, Office for Civil Rights, Dear Colleague Letter, Washington, D.C., 4/4/11 and “Know Your Rights: Title IX Prohibits Sexual Harassment and Sexual Violence Where You Go to School” fact sheet; The University of Oklahoma, Remedial Measures, www.ou.edu/content/eoo/remedial-measures.html
When it comes to confidentiality, we’ll be up front with you.
Source: “Not Alone” Report of the White House Task Force to Protect Students from Sexual Assault, April 2014
If you are a victim of sexual harassment or sexual violence, you can fully expect our support to meet your varied needs. Here are some of the ways that student advocates can help you…
And we’ll be sure to keep letting you know that you’re never alone. We can connect you with resources that you need – they are plentiful here within our campus community.
Sources: Student Advocates Office, Indiana University Bloomington, http://studentaffairs.iub.edu/advocates/assault-cases/; Loyola University's (LA) sexual Assault Response Advocacy Initiative, http://studentaffairs.loyno.edu; Sexual Assault Resources & education, College of William & Mary, http://web.wm.edu/sexualassault
Do you have a friend who has experienced sexual harassment or sexual violence? In order to help him/her in the best ways possible, you can …
Getting the appropriate, trained professionals involved is the best thing you can do to help a friend get the real help he or she may need.
Every campus has a population of bystanders who support sexual violence. They may not mean to do so, yet by not intervening when they see something happening, not reporting actions or dismissing certain behaviors, they are essentially sending a message to perpetrators that their actions are okay.
In order to be a proactive bystander who helps prevent cases of sexual harassment or sexual violence, you can…
In order to be a reactive bystander who positively intervenes in instances of sexual harassment or sexual violence, you can…
Sources: “What Can I Do?” Prevention Innovations, UNH, www.unh.edu/preventioninnovations; The Transformation Project/Green Dot, The University of Tennessee Chattanooga, www.utc.edu/Outreach/TransformationProject/greendot.php
Any person may bring a complaint against a student and an employee under these procedures based on Sexual violence, assault, domestic violence, dating violence, and stalking, Sexual Harassment and Discrimination. All such complaints shall be made to the Title IX Coordinator. Title IX Grievance Procedure PDF document
Title IX Coordinator and/or Deputy Investigator Procedures for the resolution of Title IX reports.
The Title IX Coordinator and/or Deputy Investigator shall attempt to resolve any Title IX reports by informing, educating, or negotiating voluntary agreements in accordance with College policy and procedures. If no resolution can be reached that is acceptable to both parties and to the College, the Title IX Coordinator and/or Deputy Investigator may, if appropriate, institute an investigation as outlined below in Section B.
The goal of early resolution is to resolve concerns at the earliest stage possible, with the cooperation of all parties involved. Early resolution may include an inquiry into the facts, but typically does not include a formal investigation. Means for resolution shall be flexible and encompass a full range of possible appropriate outcomes. Early resolution can include options such as discussions with the parties, making recommendations for resolution, implementing no contact orders, and conducting follow-up after a period of time to assure that the resolution has been implemented effectively. Early resolution may be appropriate for responding to anonymous reports and/or third party reports. Steps taken to encourage resolution and agreements reached through early resolution efforts will be documented. Any form of sexual violence will not be resolved in an informal investigation, but will be processed as outlined in Section B.
The Title IX Coordinator and/or Deputy Investigator shall investigate all written complaints of sexual violence or any reports that are not resolved informally as described in Section A, to determine reasonable cause. The Title IX Coordinator and/or Deputy Investigator may also determine that an investigation is warranted without a written complaint, either because of the severity of the allegations reported, or because of the frequency of allegations against the accused, or for any other reason.
Upon the initiation of a fact-finding investigation, the Title IX Coordinator and/or Deputy Investigator will send a letter of notification to both parties which:
The Title IX Coordinator and/or Deputy Investigator shall investigate the circumstances of the alleged offense to the extent necessary to make a determination as to whether the allegations contained in the complaint constitute a violation of the MCC Policy/Title IX Regulations. This investigation should normally be completed within sixty (60) working days. If the investigation cannot be completed within that time, the Title IX Coordinator and/or Deputy Investigator will so inform the complainant and the respondent via written letter.
The Title IX Coordinator and/or Deputy Investigator will interview anyone and examine any evidence deemed necessary to investigate the complaint fully. The investigation generally shall include interviews with both parties if available, interviews with other witnesses as needed and a review of relevant documents as appropriate. Disclosure of facts to parties and witnesses shall be limited to what is reasonably necessary to conduct a fair and thorough investigation. For incidents involving employees, the Title IX Coordinator will contact and consult the Office of Human Resources during the investigation.
All investigations involving employees will be handled through the Office of Human Resources and pursuant to relevant collective bargaining agreements.
Upon request, the complainant and the respondent may each have a representative present when he or she is interviewed. Other witnesses may have a representative present at the discretion of the Title IX Coordinator and/or Deputy Investigator.
At any time during the investigation, the Title IX Coordinator and/or Deputy Investigator may recommend that interim protections or remedies for the complainant, respondent, or witnesses be provided by appropriate College officials. These protections or remedies may include separating the parties, placing limitations on contact between the parties, or making alternative working arrangements. Failure to comply with the terms of interim protections may be considered a separate violation of the MCC Policy/Title IX Regulations. If a Title IX investigation concludes that a preponderance of the evidence exits which suggests that an employee engaged in sexual assault, domestic violence, dating violence, or stalking, the matter will be addressed through the Office of Human Resource and pursuant to relevant collective bargaining agreements. Employees who are found responsible for having committed such a violation could face discipline, up to and including, termination of employment. If the investigation concludes that a preponderance of the evidence exits which suggests a student engaged in sexual assault, domestic violence, dating violence, or stalking, the matter will be addressed through the Office of Student Services. Students who are found responsible for having committed such a violation may face disciplinary probation, suspension or dismissal from the College.
Generally, an investigation should result in a written report that, at minimum, includes: a statement of the allegations and issues; the positions of the parties; a summary of the evidence; findings of fact; and a determination by the Title IX Coordinator and/or Deputy Investigator as to whether it is more likely than not that the conduct occurred (preponderance of the evidence standard) which constitutes a violation of the MCC Policy/Title IX Regulations or that the facts do not support the allegations and the complaint shall be dismissed. The report also may contain a recommendation for actions to resolve the complaint, including educational programs, remedies for the complainant, appropriate discipline for the respondent and a referral to disciplinary procedures as appropriate. The report may be used as evidence in other related procedures, such as subsequent complaints, grievances and/or disciplinary actions. The report is not shared with either party unless requested in writing.
In cases where there has been a finding that the MCC Policy/Title IX Regulations have been violated, the Title IX Coordinator and/or Deputy Investigator, in cooperation with the relevant College officials, will ensure that the appropriate remedies are provided to the complainant, regardless of the outcome of the disciplinary process. In compliance with section 444 of the General Education Provisions Act (20 US.C. 1232G), commonly known as the Family Educational Rights and Privacy Act of 1974 (FERPA) the complainant and the respondent shall be informed simultaneously in writing when the investigation is completed.
The complainant shall be informed if there were findings made that the MCC Policy/Title IX Regulations was or was not violated and of actions taken to resolve the complaint, if any, that are directly related to the complainant, such as an order that the respondent not contact the complainant. In accordance with College policies protecting individuals' privacy, the complainant may be notified generally that the matter has been referred for disciplinary action, but shall not be informed of the details of the disciplinary action.
The complainant and the respondent may request a copy of the investigative report. However, the report shall be redacted to protect the privacy of personal and confidential information regarding all individuals other than the individual requesting the report in accordance with College policy.
Even if the Title IX Coordinator and/or Deputy Investigator does not make a finding of a violation of the MCC Policy/Title IX Regulation, but the Title IX Coordinator and/or Deputy Investigator believes the behavior complained of may constitute misconduct, the Title IX Coordinator and/or Deputy Investigator may refer the matter pursuant to the appropriate discipline process.
The Title IX Coordinator will notify both parties, simultaneously, that the Final Investigation Report is complete and available for review. Subject to the provisions below, the Investigative Summary (including the Investigative Findings and Determination) and recommended Corrective Action shall be final.
If the Complainant/Respondent contests one or more of the recommended finding(s), the Complainant/Respondent may submit to the Title IX Coordinator a written statement explaining why the Complainant/Respondent contests such finding(s).
The grounds for appeal are limited to:
In order to initiate an appeal, the Complainant or the Respondent(s) shall request a copy of the investigation report within five (5) days of receiving notice that the investigation has been completed. The Complainant or the Respondent(s) shall have ten (10) days from receipt of the investigation report to file an appeal with the Office of Student Services. The appeal shall state in writing the grounds for appeal and the specific reasons why the Investigative Findings, Determinations, and/or recommended Corrective Actions should be reversed or modified.
The Title IX Coordinator will ensure that both the Respondent and Complainant have an opportunity to review and to respond in writing to any appeal. The Title IX Coordinator will provide the Final Investigation Report, together with any statements by the parties, to the Review Panel for further proceedings.
Where disciplinary action is recommended and no appeal is received, the Title IX Coordinator will impose the appropriate sanctions or, if Respondent is an employee, refer the matter to Human Resources.
The Title IX Coordinator will appoint a standing pool of trained members of the Mott Community College community and, at the discretion of the Title IX Coordinator, external professionals with experience adjudicating cases of Prohibited Conduct. The Title IX Coordinator will select three members from this pool to serve on the Review Panel. One of the members will also serve as the Meeting Chair. All persons serving on any Review Panel must be impartial and free from actual bias or conflict of interest.
Standard of Review
The Review Panel will hold a hearing to determine: (1) whether the concerns stated by the contesting party raise substantial doubt about the thoroughness, fairness and/or impartiality of the investigation; and, if not, (2) whether there is sufficient evidence to support the Investigator’s recommended finding(s) by a Preponderance of the Evidence.
Both the Complainant and the Respondent have the right to be accompanied at the Hearing by a representative of their choosing. The representative may be anyone, including an attorney, who is not otherwise a party or witness. While the representative may provide support and advice to a party at the hearing, the representative may not speak on behalf of the party or otherwise participate in, or in any manner disrupt, the Hearing. The College reserves the right to remove any individual whose actions are disruptive to the proceedings.
Where either of the parties has contested the recommended finding(s) or responsibility, the members of the Review Panel will, at the conclusion of the Hearing, determine by majority vote: (1) whether the concern(s) stated by the contesting party raise substantial doubt about the thoroughness, fairness, and/or impartiality of the investigation; and, if not, (2) whether there is sufficient evidence to support the Investigator’s recommended finding(s) by a Preponderance of the Evidence.
If the Review Panel finds that concerns stated by the contesting party raise substantial doubt about the thoroughness, fairness, and/or impartiality of the investigation, it will remand the matter to the Title IX Coordinator with instructions for further investigation or other action.
If the Review Panel finds no cause for substantial doubt about the thoroughness, fairness, and/or impartiality of the investigation and affirms that there is sufficient evidence to support a recommended finding of responsibility by a Preponderance of the Evidence, the original recommended sanction(s) will be upheld and the matter will be considered resolved and closed.
Where disciplinary action is recommended and is upheld by the Review Panel, the Title IX Coordinator will impose the appropriate sanctions or, if Respondent is an employee, provide Human Resources with the necessary information to impose sanctions. Human Resources may consult with other administrators, as needed, including the Title IX Coordinator, pertinent administrators, and external professionals with experience adjudicating cases of prohibited conduct, to ensure that any disciplinary action is appropriate for the violation and consistent with disciplinary procedures and prior action for similar policy violations.
The U.S. Department of Education regulations concerning pregnancy and related conditions provide that a college that is a recipient of federal funding shall not discriminate against any student on the basis of pregnancy, childbirth, false pregnancy, termination of pregnancy or recovery from these conditions. In the event that the educational institution does not maintain a leave policy for its students (as in the case of MCC), or in the event that a student does not otherwise qualify for an institutional leave under the policy, the institution is required to treat such conditions as justification for a leave of absence for so long a period of time as is deemed medically necessary by the student’s physician.
This information is provided both to inform and remind the College community of the institution’s obligation not to discriminate against students on the basis of pregnancy, childbirth and related conditions.
Mott Community College does not discriminate against persons on the basis of sex in its educational programs and activities. Title IX prohibits discrimination on the basis of sex—including pregnancy and related conditions—in educational programs and activities that are eligible for federal funding.
Under Title IX, it is illegal for schools to exclude a pregnant student from participating in any part of an educational program. Schools may implement special instructional programs, but participation must be completely voluntary on the part of the student.
In addition, a school must excuse a student's absences because of pregnancy or childbirth for as long as the student's doctor deems the absences medically necessary.
Mott Community College must give all students who might be, are, or have been pregnant the same access to school programs and educational opportunities that other students have. Absences due to medical conditions relating to pregnancy must be excused for as long as medically necessary. The student must be given the opportunity to make up missed work, with the goal of having the student graduate on time; if possible, and if desired by the student. These rules supersede any classroom based attendance policy/practices regarding allowable numbers of absences.
A school may offer the student alternatives to making up missed work, such as retaking a semester, taking part in an online course credit recovery program, or allowing the student additional time in a program, or allowing the student additional time in a program to continue at the same pace and finish at a later date, especially after longer periods of leave.
Pregnant students who wish to voice their concern or file a complaint should contact the Title IX Coordinator in Prahl College Center, PCC2030 or call (810) 762-0024 for further assistance and information. Title IX Grievance Procedure PDF document
If you feel that the Grievance Process did not resolve your complaint or if you believe your institution is violating Federal law, you can contact the U.S. Department of Education, Office for Civil Rights, at email@example.com or (800) 421-3481. You can also fill out a complaint form online through the Department of Education www2.ed.gov/about/offices/list/ocr/complaintintro.html.
Mott Community College will not discriminate in any of its admissions, educational programs/activities or employment policies or practices on the basis of race, sex, age, color, national origin, religion, height, weight, marital status, physical, mental handicap, sexual orientation, or veteran’s status.
The college is committed to compliance with several laws and regulations. These include Executive Order 11246 (as amended 11375), Title VI of the Civil Rights Act of 1964, Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Equal Pay Act, Sections 503 and 504 of the Higher Education Amendments of 1965, Age Discrimination in Employment Act, the Vietnam (VA Veterans) Readjustment Act of 1974, Americans with Disabilities Act, and all other Federal and Michigan Civil Rights Laws.
Inquiries concerning programs and services as they relate to Title IX and Section 504, and the Americans with Disabilities Act should be directed to the Office of the Student Service, PCC1130 and Disability Services, PCC2280. Inquiries regarding compliance in employment should be directed to Ronda Brinch, Human Resources Supervisor in the Office of Human Resource Management, CM1024.
The reference materials for these guidelines are offered in the pamphlet Supporting the Academic Success of Pregnant and Parenting Students by the Department of Education, Office for Civil Rights, June 2013.