Sex Discrimination (Title IX)

The College encourages individuals who have experienced sex discrimination to talk with someone about what happened so that they can get the support they need (including assistance in notifying law enforcement) and so that the College can respond appropriately. It is important to keep in mind that a violation of this policy is not your fault. Many resources exist, on and off campus, to assist you with recovery and any reports you wish to make.

Students who in good faith report an alleged violation of the College’s Policy Prohibiting Sex Discrimination will be granted immunity and will not receive a disciplinary sanction for a student conduct violation (such as underage drinking) revealed during the course of reporting.

Confidential Reporting Options

Individuals who wish to confidentially report an incident of sex discrimination may make a confidential report to the following on-campus Confidential Employees or off-campus confidential resources:

On-Campus Confidential Employees

For Students Only:

• Counseling and Career Development Center
  • Building S, Room S202, (708) 974-5722
  • Office Hours: Mon. – Tues. 8:30 a.m. to 6 p.m., Wed. – Fri. 8:30 a.m. to 5 p.m.
• Designated Confidential Advisor
  • Dr. Souzan Naser, Counseling, Counseling and Advising
  • Building S, Room S202, (708) 974-5722

For Employees Only:

• Employee Assistance Program 24-hour helpline (855) 775-4357 or visiting http://myassistanceprogram.com/rsl/

Off-Campus Confidential Resources

• Pillars, (708) 745-5277, pillarscommunity.org
• Pillars 24-hour sexual assault hotline, (708) 482-9600
• Crisis Center for South Suburbia, 24-hour Domestic Violence Hotline, (708) 429-SAFE (7233)

The confidential resources listed are not required to report any information about an alleged incident to the Title IX Coordinator without the reporting party’s permission.

Non-Confidential Reporting Options

1. Title IX Coordinators: Dr. Jo Ann Jenkins, 708-974-5277; G253; Dr. Charmaine Sevier, 708-974-5704; L167
2. Moraine Valley Police Department: 708-974-5555 or 911, Building P (Available 24/7)
3. Responsible Employees: All Faculty and some Staff can offer support and resources

Electronic Reporting and Anonymous Reports

The College maintains an online system for electronic reporting.  The reporter may choose to provide his/her identity or may choose to report anonymously.  Electronic and/or anonymous reports can be filed online here.

Upon being notified of alleged conduct that the notifying party believes reasonably may constitute sex discrimination, the Title IX Coordinator will analyze the allegation(s) to determine the appropriate method for processing the allegation(s). Where the Title IX Coordinator reasonably determines that the conduct as alleged could constitute sex discrimination, the Title IX Coordinator or designee will take appropriate action to promptly and effectively end any sex discrimination in the College’s education program or activity, prevent its recurrence, and remedy its effects. Such action will include, but not be limited to, the following:

• Treat the complainant and respondent equitably.
• Offer and coordinate supportive measures, as appropriate, for both parties. Examples of supportive measures that the College may offer include, but are not limited to:
  • Counseling and mental health support;
  • Extensions of deadlines or other course-related adjustments;
  • Leaves of absence;
  • Changes to academic and/or working schedules or situations;
  • Increased security or monitoring of certain areas of campus.
• In response to a complaint, initiate the grievance procedures, or the informal resolution process if available and appropriate and requested by both parties.
• If The Title IX Coordinator elects to initiate a complaint, notify the complainant prior to doing so and appropriately address reasonable concerns about the complainant’s safety or the safety of others, including by providing supportive measures.

• The respondent will be presumed not responsible for the alleged sex discrimination until a determination is made at the conclusion of the grievance procedures.
• The parties may be accompanied to any meeting or proceeding by an advisor of their choice who may be, but is not required to be, an attorney.
• Both parties will be afforded an equal opportunity to present witnesses and evidence.
• The College will take reasonable steps to protect the privacy of the parties and witnesses during its grievance procedure. These steps will not restrict the ability of the parties to: obtain and present evidence, including by speaking to witnesses; consult with their family members, confidential resources, or advisors; or otherwise prepare for or participate in the grievance procedures. The parties are expressly prohibited from engaging in any form of retaliation, including against witnesses.
• The parties will be afforded an equal opportunity to access the relevant and not otherwise impermissible evidence or an investigative report that accurately summarizes this evidence and a reasonable opportunity to respond to the evidence or investigative report.
• Credibility determinations will not be based on a person’s status as a complainant, respondent, or witness.
• The grievance procedures will be implemented in a prompt and equitable manner. Timeframes for the major stages of the grievance procedures are outlined in the procedures.

• Both parties will be notified simultaneously in writing of the determination regarding responsibility and any disciplinary sanctions to be imposed on the respondent.
• Both parties will have the right to appeal any determination regarding responsibility, and any dismissal of a complaint or allegations therein, to a designated Appellate Decisionmaker.
• Where an appeal is filed, the College will implement appeal procedures equally for both parties and will ensure that the Appellate Decisionmaker did not take part in the underlying investigation or determination regarding responsibility or dismissal of the complaint.