Frequently Asked Questions
What is Title IX? Title IX of the Education Amendments of 1972 is a federal law that seeks to end sex discrimination in all areas of education. Title IX applies to programs, events, athletics, and the educational environment, and covers sex/gender/gender identity/gender expression discrimination including sexual assault and sexual harassment.
Why do I need to report? In order to create a community of care at Evergreen, we all need to work to end discrimination on the College. It is important to report in order to provide support and care to impacted individuals, and also for the College to be aware of patterns of behavior in order to correct them.
What happens if I don’t report? Not reporting puts Evergreen at risk of being in violation of Title IX, thus losing federal funding and potential fines. Additionally, not reporting could cause you to be liable for financial damages and put the College at risk. Not only that, but with our campus goal of ending discrimination, it is important for all information to be reported so that we can take measures to end these occurrences.
Do I need to report something that happened off-campus, or with a Non-Evergreen individual? Yes. Please report everything, and it will be up to the Title IX Coordinator to determine whether there is jurisdiction or not. Remember, even if there is not jurisdiction and the incident does not fall under Title IX, supportive measures can be provided to the impacted party.
Are there any circumstances where I do NOT need to report? The only reason a Responsible Employee does not need to report information is if the disclosure happens at an event or a classroom assignment that specifically relates to sexual misconduct or Title IX. For example, if a student tells their personal story at a Take Back the Night event, Responsible Employees are not obligated to report to the Title IX Coordinator. However, it is still important to offer support and resources as necessary.
What happens when I report? When you report an alleged Title IX Violation, the Title IX Coordinator will set a meeting with the Impacted Party. The Impacted Party is able to bring a support person to the meeting with them for emotional support, and will have a conversation regarding supportive measures and their options for resolution. Information shared during this meeting is kept as private as possible.
What if a student requests confidentiality? If a student tells you they don’t want anyone to know about their situation, you cannot promise confidentiality. Call the Title IX Coordinator and consult with them; even if the Title IX Coordinator needs identifying information of the student(s), the College will seek to honor the student’s request to stay confidential. The goal would be for the Title IX Coordinator to work with the student(s) on Supportive Measures. In most cases, the student will be able to remain confidential. The College has an obligation to keep our community safe and free of discrimination; if there is a risk of serious harm to the impacted party or the campus community, Evergreen may take action as they deem necessary.
If a Responsible Employee reports an incident of sexual misconduct, will the student be forced to go through a process? No. Once the Title IX Coordinator receives notification that there was an alleged Title IX Violation, the Title IX Coordinator will meet with the student. The goal of the meeting is to provide the student with support, supportive measures and referrals, and talk through different options of resolution.
What are Supportive Measures? Supportive measures are anything that assists the Complainant and/or the Respondent in continuing to have access to their environment while the alleged incident is being looked into. Supportive measures can be many things, including but not limited to: referrals to counseling and health, No Contact Orders, housing accommodations, academic accommodations, work accommodations, or other measures as deemed reasonable.
How can I support someone that disclosed a sexual misconduct situation? The best thing you can do is listen; let the individual know that you believe them, and allow yourself to listen openly. The individual disclosing to you is trusting you. You may want to know more, but refrain from asking questions or “investigating” the situation. Let the individual know that you are a Responsible Employee, and will need to report this to the Title IX Coordinator. If the individual is asking for any accommodations, please refer them to the Title IX Coordinator before making or promising anything; it is better to have official notification of accommodations instead of informal assistance that is not consistent.
Do I get notified of any updates or follow-up once I report an incident? Because we work to maintain privacy, you will not receive updates on the case. However, the student is able to talk with you if they would like.
Do I have to report incidents where I am the Complainant/Impacted Party? If you experience discrimination of any type as an employee, you are encouraged to report to the appropriate party, but it is not mandatory. In order to receive support and/or resolution processes, it is highly encouraged that you connect with either the Title IX Officer, the Director of Student Conduct, or the Affirmative Action and Equal Opportunity Officer.