Deputy Title IX Coordinator for Human Resources

Candace Caraco, PhD, Chief of Staff
Megan Farrell, JD, MBA, Title IX Coordinator
Geri Larsen, MS, Director of Human Resources
Rebecca Sawyer, EdD, Vice President for Student Life
With thanks to Tara Pereira, EdS
NDMU Training 1/23/14
Title IX Officers
• Geri Larsen, Deputy Title IX Coordinator for
Human Resources
• Rebecca Sawyer, Deputy Title IX Coordinator
for Student Life
• Megan Farrell, University Title IX Coordinator
• Melissa Lees, Sexual Assault Resources
• Jim Mitchell, Liaison to Local, State, and
Federal Law Enforcement
NDMU Training 1/23/14
Review Title IX
Define Sexual Misconduct
Introduce Key Policy Elements
Discuss Your Role as Employee of the
• Review Reporting Process
• Apply your knowledge with “scenarios”
NDMU Training 1/23/14
Title IX
20 U.S.C.
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.
Additionally, defines Sexual Violence as part as
Sexual Harassment.
NDMU Training 1/23/14
What does Title IX require
Dear Colleague Letter
• Requires universities to take immediate action
to eliminate sexual misconduct, prevent its
recurrence, and address its effects, including:
– Naming Title IX Coordinator
– Revising University Polices and Procedures
– Training of employees and students on new
policies and procedures
NDMU Training 1/23/14
Learning Objectives
• Review Title IX and associated regulations,
including the Dear Colleague Letter
• Explore NDMU process pertaining to sexual
misconduct, including defining key terms
• Understand your responsibilities as
Responsible University Officer to report all
allegations of sexually inappropriate behaviors
• Apply this knowledge to real life campus
NDMU Training 1/23/14
Policies, Procedures,
and Prohibitions
NDMU Training 1/23/14
Sexual Violence on Campus
1 in 4 women
will be the
survivors of
sexual violence
1 in 7 men will
be survivors of
sexual violence
Sexual Violence
is most likely to
occur at night
and in
90% of survivors
know the
Kerbs, 2007
NDMU Training 1/23/14
NDMU Policies
• Sexual Misconduct Policy
– Applies to faculty, staff, and students
– Policies administered depending upon the status of
the accused
– Complaints against Students go to Deputy Title IX
Coordinator for Student Life
– Complaints against Employees (Faculty and Staff)
and third parties (vendors) go to Deputy Title IX
Coordinator for Human Resources
NDMU Training 1/23/14
NDMU’S Sexual Misconduct Policy Prohibits
• Sexual Misconduct includes:
»Sexual Violence
• Rape
• Sexual Assault
• Domestic Violence
• Dating/Relationship Violence
• Sexual Exploitation
• Sexual Intimidation
»Sexual Harassment
NDMU Training 1/23/14
Sexual Harassment
• Quid Pro Quo
• Hostile Work Environment
NDMU Training 1/23/14
Sexual Harassment Is…
• About power and control not about sex
• The emotional manipulation of another using
• Committed regardless of the gender
expression or identity of the perpetrator or
• Liability for 3rd Parties
NDMU Training 1/23/14
University Responsibilities Under Title IX
• When an individual files a complaint or when
any Responsible University Employee of the
community learns of possible sexual
misconduct, the school must immediately:
– Investigate,
– take appropriate steps to end the
– eliminate the effects of the misconduct, and
– prevent the harassment from recurring.
NDMU Training 1/23/14
Responsible University
Officer/Member of Community
• A Responsible University Employee includes
any university administrator, supervisor,
faculty member, coach or trainer.
• Chances are, it is YOU!
NDMU Training 1/23/14
• Retaliation
• Confidentiality
• Consent
NDMU Training 1/23/14
The Roles of the Coordinators
• Title IX Coordinator oversees Title IX enforcement
• Deputy Title IX Coordinators administer the
investigation of the complaints
• Sexual Assault Resources Coordinator provide
confidential counseling and emotional support
• Liaison to Law Enforcement contacts appropriate
authorities and facilitate reporting and investigation
of criminal matters NDMU Training 1/23/14
Reporting Responsibilities
• What are some reasons why Sexual
Misconduct is not Reported?
• You MUST report instances of known or
suspected sexual violence to Title IX
Coordinator or Deputy Title IX Coordinators
• As a Responsible University Officer, you
CANNOT promise confidentiality
NDMU Training 1/23/14
How to Respond to Disclosures
Believe them.
Use active listening skills.
Listen without judgment. Display empathy.
Be aware of non-verbal cues, yours and others. Be
open in your posture.
• Be aware of non-verbal cues, yours and others. Be
open in your posture.
• Let the individual lead the conversation.
• Protect the person’s privacy.
NDMU Training 1/23/14
Applying Your
NDMU Training 1/23/14
Case Studies
• Purpose
– Apply your understanding of how to
respond to the person disclosing
– Demonstrate your understanding of steps to
take in addressing possible sexual
misconduct (reporting lines notification)
NDMU Training 1/23/14
Sexual Assault – Student
• A student, who is usually very engaged in class, seems very
distracted and has been handing in assignments late. You
ask the student what is going on and she tells you that 4
weeks ago she was studying at the library one night and
while walking to her car was approached by a stranger in a
car asking for directions. When she leaned over to give
directions she was pulled into the car and assaulted. The
student didn't say everything earlier because she can't
remember what the stranger looks like and is afraid no one
would believe her. She is also afraid if she went to public
safety rumors would spread around campus.
NDMU Training 1/23/14
Sexual Assault - Student
• A 19-year-old resident student is sitting outside your
office 8 am Monday morning. She breaks down and
tells you that Friday night her boyfriend came over
and they drank a few beers and smoked a few joints.
Things got out of control and her boyfriend ended up
assaulting her. She can't remember if she said no.
She doesn't know what to do. She is afraid if she tells
residence life she will get in trouble for underage
drinking and drug possession. She wants to know
what to do.
NDMU Training 1/23/14
Sexual Harassment Scenario: Colleague
A fellow faculty member tells you they are
uncomfortable around one of your mutual
colleagues. Your colleague shares that the
other faculty member is continually making
them feel uncomfortable by commenting on
their dress, their “sexy voice,” by asking a
lot of personal questions about dating and
continually making sexual inferences. Your
colleague has asked the other faculty
member to stop these behaviors but they
continue. What do you do? What is your
NDMU Training 1/23/14
Sexual Harassment Scenario: Supervisor
Your supervisor shares very intimate details of their
personal life regularly. Over time you have begun to
feel uncomfortable with the level of detail and type
of information being shared. It seems to you that
your supervisor is making many of your colleagues
uncomfortable for the same reason. You feel
apprehensive to do anything about this because the
person of concern is your supervisor and has a
significant impact on your ability to achieve
tenure. What do you do? How can you best help
yourself? What are your resources?
NDMU Training 1/23/14
Sexual Harassment Scenario: Student
One of your students approaches and
informs you that another student is
consistently making them feel
uncomfortable, asking them out on dates
and once attempted to kiss the student after
a study group session. The student feels
overwhelmed and helpless because the
student in question is a trusted student
leader. What do you do? What is your role?
NDMU Training 1/23/14
Sexual Assault Scenario: Sexual Assault
A student walks into your office hours and
confides in you that they were sexually
assaulted by another student at the
university. What do you do? What is your role?
NDMU Training 1/23/14
NDMU Training 1/23/14

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