CIVIL RIGHTS POLICIES, REPORTING AND RESOURCES
NONDISCRIMINATION POLICY
Tiffin University is committed to a policy of nondiscrimination and equal opportunity for employees, applicant for employment, students or applicant for admission, access to educational opportunities on the basis of race, religion, personal appearance, color, sex, pregnancy, political affiliation, social-economic class, place of business, residence, religion, creed, ethnicity, national origin (including ancestry), citizenship status, physical or mental disability, age, marital status, family responsibilities, sexual orientation, gender identity, gender expression, veteran or military status (including special disabled veteran, Vietnam-era veteran, or recently separated veteran), predisposing genetic characteristics, domestic violence victim status or any other protected category under applicable local, state or federal law, including protections for those opposing discrimination or participating in any resolution process on campus or within the Equal Employment Opportunity Commission or other human rights agencies. All complaints of sexual harassment/misconduct, domestic violence, dating violence, bullying, cyber-bullying, stalking, or discrimination should be reported to Dr. Perry-Fantini, Vice Provost for Equity, Access, & Opportunity/Title IX & Section 504 Coordinator, perryfantinis@tiffin.edu 419.448.3504 or tiffin.edu/institutionaldiversity/
YOUR RIGHTS Tiffin University strives to provide members of the campus community with fair and equitable resolution processes that include both formal and informal options. For the most current policies and procedures, process, rights, etc. refer to the Civil Rights Equity Resolution Manual at tiffin.edu/ institutionaldiversity/titleix Reporting • Reporting parties have the right to notify law enforcement of incidents and to receive assistance from campus personnel in doing so. • Reporting parties may decline to report to law enforcement if they so wish. • Reporting parties have the right to have their allegations investigated and resolved internally by Tiffin University. Fairness • All members of the campus community have the right to have reported incidents addressed according to the published Tiffin University procedures. • All parties have equal opportunities to have a support person of their choosing or offered by the institution present throughout all resolution proceedings (including intake, interviews, final determination,
2
etc.) This person can be an advisor, advocate, attorney, family member, friend, faculty member, etc. • All parties have the right to written notice of the outcome of sexual misconduct resolution proceedings. • Reporting parties and witnesses will receive amnesty for minor infractions (e.g., alcohol and drug violations) that are secondary to incidents of sexual misconduct. • Reporting parties, their supporters, and witnesses have a right to be free from retaliation. Support • Students have a right to be notified of their ability to access campus counseling and health services. • Students and employees have a right to be notified of on-and off-campus supportive resources. • All parties involved in sexual misconduct allegations will receive the information and assistance needed to effectively participate in all proceedings. • Reporting parties have the right to seek orders of protection, no-contact orders, restraining orders, or similar lawful order issues by criminal, civil, and may seek the help of the Title IX office in requesting and/or enforcing.
Interim Measures Tiffin University may take whatever steps are deemed necessary to appropriately respond to allegations of sexual misconduct, protect students’ rights, and keep members of the campus community safe from further harm. Measures include, but are not limited to: • Issuing interim suspensions. • Reporting incidents to local police and/or prosecutors. • Referring to counseling and health services. • Referring to the Employee Assistance Program. • Providing education to the community. • Altering the housing situation of the reporting or responding party. • Altering work arrangements for employees. • Providing campus escorts. • Providing transportation assistance. • Implementing contact limitations between the parties. Offering adjustments to academic deadlines, course schedules, etc. *These measures are available regardless of whether a reporting party seeks formal resolution or makes a criminal report.
PROCEDURES Tiffin University’s procedures are detailed fully at tiffin.edu/ institutionaldiversity/titleix Intake A Tiffin University official will assist the reporting party with making choices and accessing resources. Assuming the reporting party chooses to move forward with a campus resolution, the next step is a preliminary inquiry. All resolutions will be conducted by campus officials who receive annual training on issues related to domestic violence, dating violence, sexual assault, and stalking, and on how to conduct an investigation and hearing process that protects the safety of victims and promotes accountability. The resolution process is confidential. The institution will protect the confidentiality of victims, consistent with federal law. Title IX-related resolutions are not subject to publicly available recordkeeping provisions. Any release of information about a resolution will be accomplished without the inclusion of identifying information about the victim, to the extent permissible by law. Preliminary Inquiry An initial determination is made about the allegations and whether to move them forward for formal investigations. This decision is made by the Title IX Coordinator or designee, taking into account the nature of the allegations
and/or the reporting party’s wishes. If the decision is made to move forward, the coordinator refers the allegations to Deputy Title IX Coordinator and/or Civil Rights Investigators. Investigations An investigative model is used to resolve allegations. Trained investigators will provide an investigation that is prompt, thorough, reliable, equitable, fair, and impartial. They will interview reporting and responding parties and witnesses, and prepare reports with their findings and sanctioning recommendations. Information about all the steps in the investigative process is available at tiffin.edu/institutionaldiversity/titleix Standard Of Evidence Tiffin University uses a preponderance of evidence standard. Decision-makers consider whether, given the available credible evidence, it is more likely than not that a policy violation occurred. Final Determination The reporting and responding party will be informed in writing of the outcome of the formal resolution.
KEY CONTACTS Title IX Coordinator Dr. Sharon Perry-Fantini, Vice Provost for Equity, Access, & Opportunity/ Title IX & Section 504 Coordinator 419.448.3504, perryfantinis@tiffin.edu Friedley Hall Title IX Deputy Coordinators Dr. Sandra Miller, Deputy Title IX Coordinator, Academic Affairs 419.448.3168, millersj@tiffin.edu Reichard 14 C Rudy Brownell, Deputy Title IX Coordinator, Athletics 419.448.3286, rbrownel@tiffin.edu Heminger Center Jacob Simon, Deputy Title IX Coordinator, Student Affairs 419.448.3421, simonja@tiffin.edu Gillmor Center Nadia Lewis, Deputy Title IX Coordinator, Human Resources 419.448.3433, lewisna@tiffin.edu Seitz Hall
Appeals Refer to the Civil Rights Resolution Manual for appeals process at tiffin.edu/institutionaldiversity/titleix
3
OTHER RESOURCES Campus Security 419.563.5611, 24 hours/7 days a week (summer hours vary) Coordinator for Disability Services 419.448.3021, M-F 8 a.m. to 5 p.m. Victims Advocate* M-F 8 a.m. to 5 p.m. advocacy@tiffin.edu Health Center* 419.448.3429, Regular business hours, M-F 8 a.m. to 5 p.m. Counseling & Wellness* 419.448.3578, Regular business hours, M-F 8 a.m. to 5 p.m. Dean of Students, Michael Herdlick 419.448.3582, Regular business hours, M-F 8 a.m. to 5 p.m. Seneca County Victims Assistance Program 419.448.5070, M-F 8:30 a.m. to 4:30 p.m. *Denotes that this resource is confidential.
4
SEXUAL MISCONDUCT VIOLATIONS The following are the definitions of the conduct prohibited by the sexual misconduct policy. Refer to the Civil Rights Equity Resolution for the most current polices at tiffin.edu/ institutionaldiversity/titleix Sexual Harassment Sexual harassment is: • unwelcome, • sexual, sex-based and/or gender- based, • verbal, written, online and/or physical conduct. Hostile Environment A hostile environment is created when sexual harassment is: • severe, or • persistent or • pervasive and • objectively offensive, such that it: • unreasonably interferes with, denies, or limits the ability to participate in or benefit from Tiffin University’s educational, employment, social, and/or residential programs. Quid Pro Quo Sexual Harassment Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature by a person having power or authority over another constitutes quid pro quo Sexual Harassment when submission to such sexual conduct is made either explicitly or implicitly a
term or condition of an individual’s work or educational development or performance, or evaluation thereof. Non-Consensual/Sexual Intercourse • any sexual intercourse • however slight • with any object • by a person upon another person • that is without consent and/or by force Sexual intercourse • Vaginal or anal penetration by a penis, tongue, finger, or object, or oral copulation (mouth to genital contact) no matter how slight the penetration or contact. Non-Consensual Sexual Contact • any intentional sexual touching • however slight • with any object • by a person upon another person • that is without consent and/or by force Sexual touching includes: • Intentional contact with the breasts, groin, genitals, or mouth, or touching another with any of these body parts, or making another touch you or themselves with or on any of these body parts; or • Any other intentional bodily contact in a sexual manner.
Sexual Exploitation Sexual Exploitation occurs when a person takes non-consensual or abusive sexual advantage of another for their own benefit or for the benefit of anyone other than the person being exploited, and that conduct does not otherwise constitute sexual misconduct under this policy.
Intimate Partner Violence Physical, or emotional violence or abuse between those who are involved in, or have been involved in, an intimate interaction or relationship. Acts may also include any behaviors that intimidate, humiliate, isolate, manipulate, frighten, blame, coerce, threaten, or hurt another person.
Force Force is the use of physical violence and/or physical imposition to gain sexual access. Force also includes threats, intimidation (implied threats), and coercion that is intended to overcome resistance or produce consent (e.g. “Have sex with me or I’ll hit you,” “Okay, don’t hit me, I’ll do what you want.”).
Domestic Violence Conduct that would meet the definition of a felony or misdemeanor crime of violence committed by the complainant’s current or former spouse or intimate partner, a person with whom the complainant shares a child in common, a person who is or has cohabitated with the complainant as a spouse or intimate partner, an individual similarly situated to a spouse under domestic or family violence law, or anyone else protected under the domestic or family violence law of the jurisdiction in which the offense occurred. An individual need not be charged with or convicted of a criminal offense to be found responsible for domestic violence pursuant to this policy.
Sexual activity that is forced is, by definition, non-consensual, but nonconsensual sexual activity is not necessarily forced. Silence or the absence of resistance alone is not consent. Consent is not demonstrated by the absence of resistance. While resistance is not required or necessary, it is a clear demonstration of non-consent. Coercion Coercion is unreasonable pressure for sexual activity. Coercive conduct differs from seductive conduct based on factors such as the type and/or extent of the pressure used to obtain consent. When someone makes clear that they do not want to engage in certain sexual activity, that they want to stop, or that they do not want to go past a certain point of sexual interaction, continued pressure beyond that point can be coercive.
Dating Violence Violence or threat of violence by an individual who has been in a social relationship of a romantic or intimate nature with the complainant. Whether there was such relationship will be determined based on the reporting party’s statement and with consideration of the length and type of relationship, and the frequency of interaction of the people involved in the relationship.
Stalking Engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for the person’s safety, fear for the safety of others, or suffer substantial emotional distress • Repetitive and menacing • Pursuit, or following, or harassing, or interfering and with the peace and/or safety of another Bullying • Repeated and/or severe • Aggressive behavior • Likely to intimidate or intentionally hurt, control or diminish another person, physically or mentally • That is not speech or conduct otherwise protected by the 1st Amendment. Cyber Bullying • Repeated and/or severe • Aggressive behavior • Likely to intimidate or intentionally hurt, control or diminish another person, physically or mentally • Takes place exploiting electronic technology. Electronic technology includes devices and equipment such as cell phones, computers, and tablets as well as communication tools including social media sites, text messages, chat and websites. • That is not speech or conduct otherwise protected by the 1st Amendment. 5
*Cyber stalking is a crime under Ohio law. It is the use of email, internet, instant messaging, social media, or other electronic devices to harass or abuse another person. Retaliation Retaliation is defined as any adverse action taken against a person participating in a protected activity because of their participation in that protected activity. Retaliation against an individual for alleging harassment, supporting a party bringing an allegation or for assisting in providing information relevant to a claim of harassment is a serious violation of Tiffin University policy and will be treated as another possible instance of harassment or discrimination. Acts of alleged retaliation should be reported immediately to the Title IX Coordinator of designee and will be promptly investigated. Tiffin University is prepared to take appropriate steps to protect individuals who fear that they may be subjected to retaliation.
CONSENT Knowing, voluntary, and clear permission by word or action to engage in sexual activity. Since individuals may experience the same interaction in different ways, it is the responsibility of each party to determine that the other has consented before engaging in the activity. If consent is not clearly provided prior to engaging in the activity, consent may be ratified by word or action at some point during the interaction or thereafter, but clear communication from the outset is strongly encouraged. For consent to be valid, there must be a clear expression in words or actions that the other individual consented to that specific sexual conduct. Reasonable reciprocation can be implied. For example, if someone kisses you, you can kiss them back (if you want to) without the need to explicitly obtain their consent to being kissed back. Consent can also be withdrawn once given, as long as the withdrawal is reasonably and clearly communicated. If consent is withdrawn, that sexual activity should cease within a reasonable time. Consent to some sexual contact (such as kissing or fondling) cannot be presumed to be consent for other sexual activity (such as intercourse). A current or previous intimate relationship is not sufficient to constitute consent.
6
Proof of consent or non-consent is not a burden placed on either party involved in an incident. Instead, the burden remains on Tiffin University to determine whether its policy has been violated. The existence of consent is based on the totality of the circumstances evaluated from the perspective of a reasonable person in the same or similar circumstances, including the context in which the alleged incident occurred and any similar previous patterns that may be evidenced. Consent in relationships must also be considered in context. When parties consent to BDSM or other forms of kink, non-consent may be shown by the use of a safe word. Resistance, force, violence, or even saying “no� may be part of the kink and thus consensual, so Tiffin University’s evaluation of communication in kink situations will be guided by reasonableness, rather than strict adherence to policy that assumes nonkink relationships as a default. Incapacitation & Intoxication of the Responding Party A person cannot consent if they are unable to understand what is happening or is disoriented, helpless, asleep, or unconscious for any reason, including by alcohol or other drugs. A person violates this policy if they engage in sexual activity with someone they know to be, or should know to be, physically or mentally incapacitated.
Incapacitation occurs when someone cannot make rational, reasonable decisions because they lack the capacity to give knowing/informed consent (e.g. to understand the “who, what, when, where, why, or how” of their sexual interaction). Incapacitation is determined through consideration of all relevant indicators of an individual’s state and is not synonymous with intoxication, impairment, blackout, and/or being drunk. This policy also covers a person whose incapacity results from a temporary or permanent physical or mental health condition, involuntary physical restraint, and/or the consumption of incapacitating drugs. It is not an excuse that the responding party was intoxicated and, therefore, did not realize the incapacity of the reporting party. The question of whether the responding party should have known of the incapacity is an objective question about what a reasonable person, exercising sober, good judgment, would have known, in the same or similar circumstances.
ABOUT CONFIDENTIALITY To make informed choices, all parties should be aware of confidentiality and privacy issues, as well as institutional mandatory reporting requirements. Confidentiality and Reporting – under this Policy ALL Tiffin University employees (faculty, staff, students) are expected to report actual or suspected discrimination or harassment to appropriate officials immediately, though there are some limited exceptions. In order to make informed choices, it is important to be aware of confidentiality and mandatory reporting requirements when consulting campus resources. On campus, some resources may maintain confidentiality and are not required to report actual or suspected discrimination or harassment. They may offer options and resources without any obligation to inform an outside agency or campus official unless a reporting party has requested this information be shared. If a reporting party expects formal action on their allegations, reporting to any employee can connect them with resources to report crimes and policy violations, and these employees will immediately pass reports to the Title IX Coordinator (and/or police, if desired by the reporter), who will take action when an incident is reported to them.
The following describes the reporting options at Tiffin University: Confidential Reporting If a reporting party would like the details of an incident to be kept confidential, the reporting party may speak with: • On-campus licensed professional counselors and staff • On-campus health service providers and staff • On-campus Victim Advocate • Off-campus (non-employees): • Licensed professional counselors and other medical providers • Local rape crisis counselors • Domestic violence resources • Local or state assistance agencies • Clergy/Chaplains • Attorneys Formal Reporting Options All University employees have a duty to report, unless they fall under the “Confidential Reporting” section above. Reporting parties may want to consider carefully whether they share personally identifiable details with non-confidential employees, as those details must be shared with the Title IX Coordinator. Employees must promptly share all details of the reports they receive. Generally, climate surveys, classroom writing assignments or discussions, human subjects research, or events such as Take Back the Night marches or speak-outs do not provide notice that must be reported to the Title IX
7
Coordinator by employees, unless the reporting party clearly indicates that they wish a report to be made. Remedial actions may result from such disclosures without formal University action.
PROTECTION OF MINORS In the State of Ohio, no person(adult) who is 18 years of age or older shall engage in sexual conduct with another, who is not the spouse of the adult, when the adult knows the other person is 13 years of age or older but less than 16 years of age, or the adult is reckless in that regard. This means that sexual contact by an adult with a person younger than 16 years old may be a crime, could require an immediate report to the applicable child welfare agency, and represents a potential violation of this policy, even if the minor welcomed the sexual activity. Policy Sexual misconduct, including sexual harassment, sexual violence, sexual exploitation, intimate partner violence, and stalking are violations of Tiffin University’s sexual misconduct policy. A number of federal laws and regulations, including Title IX, the Violence Against Women Act, and the Clery Act mandate how institutions respond to such allegations. Many types of sexual misconduct also constitute violations of Ohio law. 8
Members of the campus community, guests, and visitors have a right to be free from sexual misconduct. All members of the community must conduct themselves in a way that does not infringe upon the rights of others. The Tiffin University sexual misconduct policy is intended to define expectations for appropriate conduct and outline resolution processes to address conduct that does not meet these expectations. When individuals accused of sexual misconduct are found to be in violation of the policy, the University will impose serious sanctions, as noted on the next page. All members of the campus community, guests, and visitors are protected by this policy regardless of their sexual orientation or gender identity. The University has jurisdiction over all acts of sexual misconduct involving members of the campus community, no matter where they occur, whether on- or off-campus. For more details on this policy, please visit tiffin.edu/institutionaldiversity/titleix Additional information about campus crime, state laws, and disclosures related to sexual misconduct can be found online in the campus Annual Security Report. Access it at tiffin.edu/offices/campus-safetysecurity
RISK REDUCTION Risk Reduction for Intimate Partner Violence, Stalking, Sexual Harassment, and Sexual Violence While victim-blaming is never appropriate and Tiffin University fully recognizes that only those who commit sexual misconduct are responsible for their actions, Tiffin University provides the suggestions that follow to help individuals reduce their risk of being victimized and their risk of committing acts of sexual misconduct. Reducing the Risk of Victimization • Make any limits/boundaries you may have known as early as possible. • Clearly and firmly articulate consent or lack of consent. • Remove yourself, if possible, from an aggressor’s physical presence. • Reach out for help, either from someone who is physically nearby or by calling someone. People around you may be waiting for a signal that you need help. • Take affirmative responsibility for your alcohol and/or drug consumption. Alcohol and drugs can increase your vulnerability to sexual victimization. • Look out for your friends, and ask them to look out for you. Respect them, and ask them to respect you, but be willing to challenge each other about high-risk choices.
Reducing the Risk of Being Accused of Sexual Misconduct • Show your potential partner respect if you are in a position of initiating sexual behavior. • If a potential partner says “no,” accept it and don’t push. If you want a “yes,” ask for it, and don’t proceed without clear permission. • Clearly communicate your intentions to your potential sexual partners, and give them a chance to share their intentions and/or boundaries with you. • Respect personal boundaries. If you are unsure what’s OK in any interaction, ask. • Avoid ambiguity. Don’t make assumptions about consent, about whether someone is attracted to you, how far you can go with that person or if the individual is physically and mentally able to consent. If you have questions or are unclear, then you do not have consent. • Do not take advantage of the fact that someone may be under the influence of drugs or alcohol, even if that person chose to become that way. Others’ loss of control does not put you in control.
• Be on the lookout for mixed messages. That should be a clear indication to stop and talk about what your potential partner wants or doesn’t want to happen. That person may be undecided about how far to go with you, or you may have misread a previous signal. • Respect the timeline for sexual behaviors with which others are comfortable, and understand that they are entitled to change their minds. • Recognize that even if you don’t think you are intimidating in any way, your potential partner may be intimidated by or fearful of you, perhaps because of your sex, physical size, or a position of power or authority you may hold. • Do not assume that someone’s silence or passivity is an indication of consent. Pay attention to verbal and non-verbal signals to avoid misreading intentions. • Understand that consent to one type of sexual behavior does not automatically grant consent to other types of sexual behaviors. If you are unsure, stop and ask. • Understand that exerting power and control over another through sex is unacceptable conduct.
PROGRAMS Bystander Intervention Tiffin University offers bystander intervention programming to all new students in an effort to ensure that each member of the campus community is invested in creating a safe campus environment for themselves and others. Program participants are instructed on safe options for preventing harm and intervening when a risk of sexual misconduct exists. Civil Rights Advisory Committee A committee of faculty and staff members meet regularly to survey the campus climate in relation to sexual misconduct. The group focuses on ensuring campus compliance with relevant policies and laws, prevention and education. Sexual Assault Response Team Tiffin University’s Sexual Assault Response Team is a multidisciplinary collaborative approach that works with community partners in improving response to sexual assault allegations. VAWA/Clery Training Incoming students are provided with education and training on awareness and risk reduction of sexual violence, dating violence, domestic violence, stalking and consent in compliance with the Violence Against Women Act and the Clery Act.
9
Ongoing Campaigns Ongoing awareness and prevention campaigns are provided throughout the school year to students, faculty and staff.
IF YOU EXPERIENCE SEXUAL MISCONDUCT/ASSAULT, INTIMATE PARTNER VIOLENCE (DATING VIOLENCE AND DOMESTIC VIOLENCE) AND/OR STALKING 1) Go to a safe location as soon as you are able. 2) Seek immediate medical attention if you are injured, or believe you may have been exposed to an STI/STD or potential pregnancy. 3) Contact the following for support and assistance: a) Campus Victim Advocate at advocacy@tiffin.edu Regular business hours, M–F* b) Seneca County Victims Assistance at 419.448.5070 (24 hours a day) Additional options that provide reporting and support services: • Campus Administrator On-Call (Student Affairs) at 419.208.5235 (24 hours a day) • Campus Security at 419.448.5136 Regular business hours, M–F* • Tiffin Ohio Police at 419.447.2323 (24 hours a day) • Campus Title IX Coordinator at 419.448.3504 Regular business hours, M–F* • Campus Health Services at 419.448.3429 Regular business hours, M–F* 10
• • • •
Campus Counseling Center at 419.448.3578 Regular business hours, M–F* Employee Assistance Program at Findlay 419.424.1471 or Fremont office 419.334.6669 National Rape Crisis Center at 800.656.HOPE (4673) Domestic Violence Agency/ First Step, at 800.466.6228
Note that campus officials may contact on-call staff from other departments when their offices are closed or they are otherwise unavailable to assist immediately.
4) It is important to preserve physical evidence that may include tissue and fluid samples, evidence of violence, sheets, towels, clothing, etc. You may choose to avoid washing, bathing, urinating, etc., until after being examined at the hospital, if at all possible. Because evidence of a sexual assault can deteriorate quickly, you may choose to seek a medical exam as soon as possible. Evidence collection should be completed within 120 hours of an assault, but fluids, hair samples and DNA can be collected for a long time thereafter. Even if you have washed, evidence can often still be obtained. After 120 hours, it may still be helpful to have medical attention, even if you are not trying to obtain evidence of an assault. Sexual assault nurse examiners (SANE) are
trained in the collection of forensic evidence, and can check for injuries and exposure to sexually transmitted diseases. If you are still wearing any clothes worn during the assault, wear them to the hospital, but bring a change of clothes, as the hospital will keep the clothes you are wearing as evidence. If you have changed clothes, bring the ones you were wearing during the assault to the hospital in a clean paper (not plastic) bag or a wrapped in a clean sheet. Leave sheets/towels at the scene of the assault. The police will collect them. Typically, the police will be called to the hospital to take custody of the rape kit, but it is up to you whether you wish to speak with them or file a criminal complaint. 5) Choose how to proceed. You have options, and are encouraged to contact the Campus Victim Advocate to discuss your options: – Do nothing until you are ready; – Pursue resolution by the University; and/or – Initiate criminal proceedings; and/or – Initiate a civil process. You may pursue a combination of options. * Denotes that this resource is confidential.
NOTICE May or may not come from a formal complaint Assess Interim Suspension
Assess Duty to Warn
Initial Remedial Actions
Preliminary Investigation
Opportunity to Resolve via Informal/ Conflict Resolution
Determination – No Reasonable Cause to Believe Policy Violated
Investigation Ends
Determination – There is Reasonable Cause to Believe Policy (ies) Violated
CIVIL RIGHTS INVESTIGATION FLOWCHART Apply Preponderance of the Evidence Standard
Notice of Investigation
Notice of Charge
Investigation
Investigation present to Title IX Coordinator or Designee – Gain Final Approval
No Violation/Not Responsible
Violation/Responsible Sanction
Final Approval
Share with Supervisor
Share Outcome with Parties
Appeal
No Appeal Share with Supervisor
Share Final Outcome
Remedy Effects
Enforce Sanctions & Prevent Reoccurrence
Reassess Duty to Warn 11
Title IX of the Education Amendments 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 education program or activity receiving Federal financial assistance.
Section 504 of the Rehabilitation Act of 1973 Prohibits discrimination against an otherwise qualified individual with a disability, solely on the basis of the disability, in any program or activity that receives federal financial assistance.
Title VI of the 1964 Civil Rights Act No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.
Title VII of the Civil Rights Act of 1964 This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants’ and employees’ sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer’s business.
The Pregnancy Discrimination Act This law amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
155 Miami Street, Tiffin, Ohio 44883 | 800.968.6446 | tiffin.edu 2020