About Title IX

Under the 2020 Title IX regulations, Seattle Colleges is required to:

• Promptly, thoroughly, and equitably investigate formal complaints of sexual harassment, as defined in federal regulations and in Seattle Colleges’ Title IX Policy (Procedures 283 and 421).

• Address sexual harassment that occurs within an education program or activity and in the United States.

• Ensure that both parties (the complainant and the respondent) have an equal opportunity to present evidence, participate in the grievance process, and receive written notice of all key decisions.

• Offer supportive measures to both parties—whether or not a formal complaint is filed—to preserve equal access to education and employment.

Beyond Title IX Requirements

Seattle Colleges’ Procedure 282 (Discrimination, Harassment, and Bullying) addresses additional forms of sexual harassment, sexual misconduct, and sex-based discrimination that fall outside Title IX’s narrow jurisdiction but still impact our community.

Our Commitment

In alignment with federal requirements and our institutional values, Seattle Colleges works to:

• End sexual harassment and sexual violence

• Remedy the effects of such conduct across the community

• Prevent future occurrences through education, outreach, and training

• Promote awareness of Title IX rights and resources

When Seattle Colleges becomes aware of conduct that may reasonably constitute sexual harassment or any other form of sex discrimination, we must respond promptly and take appropriate steps to address the situation. This obligation applies even if the information does not yet meet the definition of “actual knowledge” under Title IX.

However, Seattle Colleges is not required to initiate an investigation or take action based solely on information shared during a public awareness event (such as a speak-out, rally, or panel discussion), unless there is an imminent and serious threat to the health or safety of the complainant or others.

Even in cases where a formal response is not required, the Title IX/EEO Coordinator may provide information about resources, supportive measures, and reporting options to individuals who share their experiences.

With the exception of confidential employees, all Seattle Colleges employees—including staff and faculty—are mandatory reporters. This means they must promptly report any information they receive about potential Title IX violations to the Title IX/EEO Coordinator.

Confidential employees, when acting in their confidential role (such as licensed counselors or health professionals), are not required to report conduct that may reasonably constitute sex discrimination to the Title IX/EEO Coordinator. Instead, they must:

• Clearly inform the complainant of their confidential status

• Explain the circumstances in which they are not required to share information with the Title IX/EEO Coordinator

• Offer information about available resources and reporting options

Mandatory Reporting Responsibility

With the exception of Confidential Employees, all Seattle Colleges employees—including faculty, staff, and administrators—are Mandatory Reporters. This means they are required to promptly share with the Title IX/EEO Coordinator any information they learn that could reasonably constitute sex discrimination or sex-based harassment, including sexual harassment, sexual assault, dating violence, domestic violence, and stalking.

Confidential Employees, such as licensed counselors or health professionals acting within their professional role, are not required to make such reports. They must, however, clearly inform individuals of their confidential status and the limits of that confidentiality.

What Happens After a Report is Made

Once the Title IX/EEO Coordinator receives a report:

• Confidentiality and Privacy – Information is shared only with those who need to know in order to respond and is kept as private as possible.

• Access to Resources – Both the complainant and respondent are offered information about on-campus and community resources, including counseling and advocacy services.

• Supportive Measures – The College may implement temporary actions such as class schedule changes, workplace modifications, or no-contact directives to protect safety and access to education.

• Fair and Timely Process – The College ensures an equitable, impartial, and prompt process for resolving the matter.

• Protection from Retaliation – Any retaliation for reporting or participating in a Title IX process is strictly prohibited and will be addressed.

What is a bystander?

A bystander is someone who is present during an incident or observes circumstances leading up to it but is not directly involved. Bystanders may witness the event itself or notice behaviors and warning signs that something may be wrong.

What is Bystander Intervention?

Bystander intervention is the choice to recognize a potentially harmful situation and take safe, positive action to support others and help prevent harm.

Bystanders can play a critical role in:

• Preventing situations from escalating into sexual harassment, sexual assault, or other Title IX violations

• Interrupting behaviors that contribute to sex discrimination or harassment

• Supporting individuals who have experienced sexual or gender-based violence

With awareness and skill-building, bystanders can become strong allies and advocates for safety, respect, and equity in our community.

How to Become an Active Bystander

1. Be aware of what is happening around you.

2. Assess whether the situation may be harmful or unsafe.

3. Decide to take responsibility—don’t assume someone else will act.

4. Learn safe intervention strategies before a situation arises.

5. Interrupt safely in a way that does not put you or others in danger.

Ways to Help Safely

• Check in: Ask the person you’re concerned about if they are okay.

• Get help: Ask another person to assist, or call 911 if there is an immediate safety concern.

• Distract or redirect: Safely interrupt the situation and help the person leave before it escalates.

• Offer resources: Share information about campus or community support services.

Prevention is Key

Many instances of sexual harassment, sexual assault, and sex-based discrimination can be prevented when warning signs are recognized early and proactive action is taken. You can protect yourself and others by:

• Staying aware of your surroundings

• Knowing the warning signs of potential misconduct

• Talking openly with friends about how to keep each other safe

• Understanding what to do if you or someone you know is confronted with harmful behavior

10-Day Review Period
Both parties and their advisors must be given at least 10 days to review and respond to:

1. All directly related evidence before the investigative report is finalized.

2. The final investigative report before any hearing or determination is made.

Appeal
Both parties have the right to appeal certain decisions—such as dismissal of a complaint or a final determination—on specific grounds (procedural error, new evidence, conflict of interest/bias).

Confidential Employees
Professionals, such as licensed counselors or health providers, who are not required to report to the Title IX/EEO Coordinator when acting in their confidential role. They can provide support and referrals without initiating a formal process.

Consent
A knowing, voluntary, and clear agreement—communicated by words or actions—to engage in specific sexual activity.

• Consent must be given freely and can be withdrawn at any time.

• A person cannot consent if they are asleep, unconscious, incapacitated due to drugs or alcohol, or otherwise unable to understand what is happening.

• Consent to one form of sexual activity does not imply consent to any other activity.

• Intoxication of the respondent is never a defense to allegations of nonconsensual sexual conduct.

Determination Regarding Responsibility
The decision-maker (not the investigator) issues a written finding stating whether the respondent is responsible for the alleged conduct, explains the rationale, and outlines any sanctions or remedies.

Education Program or Activity
Locations, events, or circumstances where the school has substantial control over the person accused (respondent) and the context in which the conduct occurred. Under the 2020 rules, Title IX only applies to incidents in the United States.

Formal Complaint
A written, filed in Maxient or emailed document (by the complainant or Title IX Coordinator) alleging sexual harassment and requesting an investigation. Filing a formal complaint triggers the Title IX grievance process.

Hearing (Live)
Required in postsecondary Title IX cases. Parties may have an advisor (including an attorney) who can cross-examine the other party and witnesses. Cross-examination must be conducted through the advisor, never by the parties directly.

Investigation
A formal, impartial process where a trained investigator interviews parties and witnesses, collects evidence, and prepares a report summarizing relevant information.

Mandatory Reporters
All Seattle Colleges employees, except confidential employees (such as licensed counselors or health professionals), must report any known or suspected sexual harassment or sex discrimination to the Title IX/EEO Coordinator within 24 hours.

Retaliation
Any intimidation, threats, coercion, or discrimination against a person for reporting, participating in, or refusing to participate in a Title IX matter. Retaliation is strictly prohibited.

Sex Discrimination
Treating someone unfavorably because of their sex, sexual orientation, gender identity, or pregnancy status. Under Title IX, sex discrimination includes sexual harassment and sexual violence.

Sexual Harassment (Title IX Definition)
Conduct on the basis of sex that meets one or more of the following:

1. Quid Pro Quo – Harassment occurs when a Seattle Colleges employee or student employee in a position of real or perceived authority conditions the provision of an aid, benefit, or service of the Seattle Colleges on an individual’s participation in unwelcome sexual conduct.

2. Hostile Environment – Occurs when a respondent’s conduct is objectively offensive and sufficiently severe, persistent, and/or pervasive that it has the effect of altering the terms or conditions of employment or substantially limiting the ability of a student to participate in or benefit from the College’s educational and/or social programs and/or student housing.

3. Sexual Assault, Dating Violence, Domestic Violence, or Stalking – As defined under federal law (Clery Act/VAWA).

Supportive Measures
Non-disciplinary, non-punitive services offered to complainants and respondents to ensure equal access to education, protect safety, and prevent further harm. Examples: academic adjustments, workplace changes, no-contact directives, counseling referrals. Supportive measures are available with or without a formal complaint.

Title IX
A federal law that prohibits discrimination on the basis of sex in any education program or activity receiving federal funding. This includes protections against sexual harassment, sexual assault, dating violence, domestic violence, and stalking.

Title IX Coordinator
The designated employee responsible for overseeing compliance with Title IX, including receiving reports, coordinating supportive measures, and managing the grievance process.