What is Title IX?
Title IX states,
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.
Title IX non-discrimination obligations extend to recruitment, admissions, and counseling; financial assistance; athletics; sex-based harassment; treatment of pregnant and parenting students; discipline; single-sex education; and employment. They also apply to retaliation against anyone who brings a complaint of sex- or gender-based discrimination or who participates in the investigation and resolution of such a complaint.
Current Title IX Regulations
Title IX is a federal civil rights law passed as part of the Education Amendments of 1972. It prohibits discrimination based on sex in education programs and activities that receive federal financial assistance. Olympic College has implemented the 2024 Title IX regulations by their effective date, August 1, 2024, via emergency rulemaking, and is diligently working with internal and external stakeholders to follow up with the permanent rulemaking process.
The currently applicable Title IX Regulations are contained in the 2024 Title IX Final Rule, published in the Federal Register on April 29, 2024 (available as a 423-page PDF document). The currently applicable Supplemental Sex Discrimination Student Conduct Code and Procedures, codified as WAC 132C-120-320 through -360, as well as necessary amendments to several other sections of the student conduct code, are available as WSR 24-16-079.
You may also contact the Title IX Coordinator for a copy of the applicable student conduct code sections.
What Conduct is Covered by Title IX?
For conduct occurring within the Title IX jurisdiction, Title IX covers sex-based discrimination (inequitable treatment on the basis of sex characteristics, sex stereotypes, pregnancy or related conditions, sexual orientation, or gender identity; or exclusion from participation); as well as sex-based harassment, which includes quid pro quo, hostile environment, dating violence, domestic violence, stalking, and sexual assault (rape, fondling, incest, statutory rape).
Title IX also covers retaliation by the College, or any student, employee or other person authorized by the College to provide assistance, benefit, or service under the College's education program or activity, for the purpose of interfering with any right or privilege under Title IX, or because the person reported any information or participated in any way in the College's Title IX processes.
Where Would the Conduct Need Occur to Be Covered under Title IX?
Title IX jurisdiction is evaluated on the nature of the incident, who was involved, and where/when it occurred. To qualify, an incident must:
- Involve conduct that may reasonably constitute sex discrimination;
- Occur within the College's education program or activity;
- Have a complaining individual (complainant) who, at the time of the incident, was a student or employee of the College, or was participating or attempting to participate in the College's education program or activity;
- Involve a respondent (the individual who allegedly engaged in the conduct that may reasonably constitute sex discrimination) participating in the College's education program or activity, or employed by the College (subject to the College's disciplinary authority).
What Can One Expect after Letting an OC Employee Know?
All College employees are required, at a minimum, when they become aware of information about conduct that may reasonably constitute sex-based harassment, to provide the person with the contact information of the College's Title IX Coordinator.
Mandatory reporters
Employees with responsibility for administrative leadership (associate deans and above), teaching, or advising, as well as employees with authority to institute corrective measures on behalf of Olympic College, must also notify the Title IX Coordinator of the information they receive, including the identities of the persons involved, if known.
After receiving a report, the Title IX Coordinator will reach out to the reporter and/or involved parties, stating the reason for the contact, offering to meet in person or speak over the phone/Zoom, listing available resources and resolution options, including how to make a complaint, discussing supportive measures and resources, and explaining law enforcement reporting options.
Confidential employees
Olympic College counseling faculty: Alma Christean, John Babbo, and Sarah Meyer, as well as the following employees designated by the College as confidential for providing services related to sex discrimination: Joshua Lane and Pranvera Druschke, are NOT REQUIRED to notify the Title IX Coordinator of the information they receive, but they will still provide the Coordinator's contact information and will be able to discuss options a student or employee may have, including Olympic College and external resources that may be available to the individual.
Further Information
Olympic College approved and published its revised Pregnancy Policy, applicable to both students and employees. The College is in the process of finalizing its Title IX Investigation Procedure, and Title IX Employee Discipline Procedure to align with the requirements of the 2024 Title IX Final Rule.
Read the U.S. Department of Education's April 19 press release about the 2024 Title IX Final Rule.