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Title IX

Sexual harassment affects a student's ability to learn and an employee's ability to work. Providing an educational and workplace environment free from sexual harassment is an important District goal. The District does not discriminate on the basis of sex in any of its education programs or activities, and it complies with Title IX of the Education Amendments of 1972 (Title IX) and its implementing regulations (34 C.F.R. Part 106) concerning everyone in the District's education programs and activities, including applicants for employment, students, parents/guardians, employees, and third parties.

Sexual harassment as defined in Title IX (Title IX Sexual Harassment) is prohibited. Any person, including a District employee or agent, or student, engages in Title IX Sexual Harassment when that person engages in conduct on the basis of an individual's sex that satisfies one or more of the following: 

  1. A District employee conditions the provision of an aid, benefit, or service on an individual's participation in unwelcome sexual conduct; or 

  2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the District's educational program or activity; or 

  3. Sexual assault, dating violence, domestic violence, or stalking. 

Board Policy 2:265, Title IX Grievance Procedure, is available HERE. 

The District's Title IX training materials are available at HERE. 
 

Training For Title IX 

All employees receive Title IX training upon hire, then annually thereafter. Employees are trained on the following topics: 

  • The school’s obligation to address sex discrimination in its educational programs and activities;  
  • The scope of conduct that constitutes Title IX sex discrimination, including sex-based harassment; 
  • The employee’s responsibility to provide a student or guardian with the Title IX coordinator’s contact and other information upon notice of a student’s pregnancy; and  
  • The employee’s responsibility to notify the Title IX coordinator and/or provide the coordinator’s contact information upon notice of sexual misconduct, depending on the employee’s role and the level of their institution