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04.56

Hello, I'm Mary Gower, and today I'm joined by Mitzi Anderson from ��ū�컨��S, Sara Childress from ��ū�컨��A, and Kaydee Van Flein from ��ū�컨��F to talk about Title IX protections here at the university. 

Title IX is foundational for ensuring equal rights in education, preventing sexual harassment, and combating sex-based discrimination. It provides essential safeguards and procedures to address misconduct in educational settings.

Title IX also includes provisions for pregnancy protections. This, and other federal and state laws, ensure that pregnant students and employees have access to necessary accommodations and support to continue their work or education. The staff that support this work at ��ū�컨�� play a pivotal role in upholding a safe and inclusive campus environment through their efforts to prevent discrimination and harassment.

Mitzi, my first question is for you. Let's say a coworker tells me that they are being sexually harassed. What do I tell them about how to make a report? Also, what happens after a report is made?

01:03

If the coworker believes they’ve experienced discrimination, they can report the incident online through the equity and compliance website. They can also report in person or over the phone to the Title IX Coordinator or their staff, or make an anonymous report through the ��ū�컨�� confidential hotline. These resources will be shared later in this Chat. Also, a reminder that most university employees are considered responsible employees. This means that, with few exceptions, University employees must report any incidents of sexual misconduct they become aware of to the Title IX coordinator or other designee within 24 hours of becoming aware.

This is because the university is required to address any incidents of sexual misconduct about which a responsible employee knew or should have known. When reporting under Title IX, the process usually follows these steps. First, supportive measures are offered to the impacted individuals and additional information may be collected. If it appears that a policy violation may have occurred, the individual may choose to file a formal complaint and the University will then proceed with an investigation. This includes notifying parties involved that an investigation is being initiated, explaining their role in the process and that of others, such as advisors, and offering supportive measures and other resources throughout the entire process.

02:25

Following an investigation, if an informal resolution cannot be reached, a hearing with the opportunity for cross-examination will occur. Once a determination has been made on whether policy was violated, and after any appeals have concluded, the University will identify remedial efforts. If a violation is found, the university must stop the discrimination, work to prevent it from happening again, and remedy the effects of the discrimination, which can include sanctions. Sanctions for a respondent employee found responsible for discrimination range from a written reprimand, disciplinary probation, suspension without pay,and up to termination for cause, following university policy.

03:10

Thanks Mitzi. Sara, what's different about Title IX now versus ten years ago?

03:17

Well, compared to a decade ago, our current landscape is a significant contrast in awareness, process and action regarding Title IX-related  issues. We've seen frequent federal changes, 

prominent national cases, and influential social movements such as the #MeToo movement that have driven these issues to the forefront. Staying on top of these federal changes takes our departments' constant attention. We are consistently updating our processes and materials to align with the frequent federal regulation changes. Notably, in the past 10 years our universities have expanded their infrastructure, support and resources for the parties involved in sexual harassment and discrimination. 

Additionally, there is increased accountability for all aspects of Title IX processes. The updated regulations include specific requirements for how institutions must respond to Title IX complaints, placing a premium on ensuring a fair process for all parties involved. We've also intensified our focus on training. ��ū�컨�� Safe is a custom-designed training module developed in response to feedback from both our students and our employees to reflect Alaska's special needs. In addition to ��ū�컨�� Safe, TIX teams across the universities engage with critical stakeholders to create meaningful programming outside of the training module.

04:36

Thanks Sara. Kaydee, how can my department become a Title IX  partner?

04:41

Thanks so much Mary. There are specific steps the departments at our universities can take  to become Title IX partners. Departmental leadership can ensure that their team members complete ��ū�컨�� Safe training annually and also confirm their employees' knowledge of reporting Title IX concerns or incidents. It can be as simple as asking your teams how and when they would report to the Title IX office. Encourage your teams to connect with their respective TIX teams and ask questions about processes, how to help others report and what to expect. 

We're happy to attend staff meetings to talk about challenges employees are facing and how we as Title IX can be good partners to all of you. Departments can request bystander or green dot training to better understand the university's prevention and awareness programs, as well as understand how to recognize and safely intervene in potentially dangerous situations. They can also ensure all team members are familiar with an employee's pregnancy and childbirth rights to accommodations, which might include things like schedule adjustments, additional breaks, workstation modifications, and accessible parking. Finally, fostering a departmental culture that is inclusive, respectful, and free from discrimination and harassment is the best way to partner.

05:53

It's great to see colleagues leading by example and setting a standard for respectful behavior. Please reach our offices for opportunities to collaborate and ways you feel we can support you all in your respective teams. Thank you so much.

06:07

Thanks Mitzi, Sara and Kaydee. Everyone, thanks for joining us for this Compliance Chat, and if you see something of concern, please make a report.

For sex discrimination claims or other inquiries concerning the application of Title IX of the Education Amendments of 1972 and its implementing regulations, individuals may contact the University’s Title IX Coordinator, or the Assistant Secretary in the U.S. Department of Education Office of Civil Rights, or both:

��ū�컨��A Title IX Coordinator

3190 Alumni Drive, Suite 352

Anchorage, AK 99508

Phone: 907-786-0818

E-Mail: uaa_titleix@alaska.edu

Website:

��ū�컨��F Title IX Coordinator

1692 Tok Lane, 3rd Floor Constitution Hall

Fairbanks, AK 99775-6910

Phone: 907-474-7300

E-Mail: uaf-tix@alaska.edu 

��ū�컨��S Title IX Coordinator

11066 Auke Lake Way

Juneau, AK 99801

Phone: 907-796-6371

E-Mail: uas.titleix@alaska.edu

Office for Civil Rights, Seattle Office

U.S. Department of Education

915 Second Ave., Room 3310

Seattle, WA 98174-1099

Phone: 206-607-1600

TDD: 800-877-8339

E-mail: OCR.Seattle@ed.gov