“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 of the Education Amendments of 1972
Title IX at Weatherford College
Weatherford College is committed to providing and strengthening an educational, working, and living environment where students, faculty, staff, and visitors are free from sex discrimination of any kind. The Department of Education’s Office for Civil Rights (OCR), the Equal Employment Opportunity Commission (EEOC), and the State of Texas regard Sexual Harassment a specific form of discriminatory harassment and is unlawful discriminatory practice.
Weatherford College prohibits retaliation against any person opposing discrimination or participating in any discrimination investigation or complaint process internal or external to the institution. Sexual harassment, sexual assault, dating and domestic violence, and stalking are forms of sex discrimination, which are prohibited under Title IX and by Weatherford College policy.
Any member of the campus community, guest, or visitor who acts to deny, deprive, or limit the educational, employment, residential, or social access, opportunities and/or benefits of any member of the Weatherford College community on the basis of sex is in violation of the DIAA, DIAB (LOCAL) and FFDA, FFDB (LOCAL).
Any person may report sex discrimination (whether or not the person reporting is the person alleged to have experienced the conduct), in person, by mail, by telephone, by video, or by email, using the contact information listed for the Title IX Coordinator (below). A report may be made at any time (including during non-business hours) by filing an online complaint here: Discrimination/Sexual Harassment Reports.
Questions regarding Title IX, including its application and/or concerns about noncompliance, should be directed to the Title IX Coordinator. For a complete copy of the policy or for more information, please visit the college policies here: Texas Association of School Boards, or contact the Title IX Coordinator.
Executive Dean, Student Services
Title IX Coordinator
Weatherford College strongly encourages students and employees to report incidents of discrimination on the basis of sex — including sexual harassment, sexual assault, sexual exploitation, or sex/gender discrimination, dating and domestic violence, related retaliation, or stalking.
Anyone who feels they have been a victim of prohibited conduct is encouraged to bring it to the attention of the Title IX Coordinator. The Coordinator is empowered to provide supportive measures and academic adjustments to all individuals involved in these situations and to protect the safety of the campus community through these measures.
By filing a report, the information given will allow Weatherford College to provide those affected by the misconduct with options for continuing their education without discrimination in a safe environment.
Reports are sent to the Title IX Coordinator for immediate review. Depending on the amount of information disclosed, the College’s ability to investigate and respond to the report may be limited.
Whether an incident occurred recently or in the past, help is still available. Resources are available even if an individual chooses not to file a complaint to Weatherford College or law enforcement.
Texas law requires any employee of a college or university in Texas to report to the Title IX Coordinator or Deputy Coordinator any information regarding an alleged incident of sexual harassment, sexual assault, dating violence, or stalking, committed by or against a person enrolled at or employed by the institution at the time of the incident. The law requires colleges to terminate employment for employees who fail to report such matters and imposes criminal penalties of up to a year in jail.
The obligation to report applies whenever an employee receives, in the course and scope of employment, information about an alleged incident which reasonably constitutes sexual harassment, sexual assault, dating violence, or stalking committed by or against a person who was a student or employee at the time of the incident. The report must include all information known to the employee which would be relevant to an investigation or redress of the incident, including whether the alleged victim has expressed a desire for confidentiality. A party’s desire for confidentiality does not relieve the employee’s obligation to report.
- Employees who are victims of sexual harassment, sexual assault, dating violence, or stalking are not mandatory reports of/for their own incident.
- Employees who are designated as “persons with whom students may speak” confidentially. UNLESS, the information they received was conveyed outside of the circumstances rendering the communication confidential or privileged under other law. Due to the Clery Act, all reports and relevant information about the incident (except for personally identifiable information about the student) must be made to the Weatherford College Police Department.
- Employees are not required to report information about an incident that is disclosed at a public awareness event on sexual harassment, sexual assault, dating violence, or stalking.
It is recommended that you interrupt a person if you believe that they are about to disclose an incident of discrimination, harassment or related retaliation and advise the individual that you are mandated to report.
Explain that if the individual tells you about an incident of discrimination, sexual harassment (including sexual assault, sexual exploitation, stalking, domestic or dating violence), and/or related retaliation, you must promptly report the incident to the Title IX Coordinator according to Weatherford College policy and Texas State Law.
If the individual decides not to share anymore information with you, you may encourage the individual to seek medical care and/or counseling. Any information the individual gives to health practitioners in the course of treatment is confidential and no identifiable information will be shared.
Encourage, but not require the individual to make a report to the appropriate law enforcement agency.
An employee’s failure to report alleged or suspected discrimination, harassment, or related retaliation may result in disciplinary action, up to and including loss of employment at Weatherford College.
What can I tell the individual who is disclosing discrimination or harassment to me about what happens after a report is received?
When the Title IX Coordinator receives a report, we reach out to the affected individual and offer them an opportunity to share their story. At the request of the individual, a formal investigation may be open to pursue possible violation(s) and sanction(s) if necessary. We will offer support options and resources for all individuals involved with the incident.
If no investigation is requested, we offer support options and resources for the affected individual.
When a report is submitted by a mandatory reporter, you will receive an acknowledgment that your report was received. Information about the investigation and resolution of such reports are protected by FERPA and workplace privacy laws; therefore, unless you are a person with a “need to know” on behalf of Weatherford College, you will not be advised of the outcome of your report.
When an allegation of discrimination, harassment, sexual harassment, sexual assault, dating violence, domestic violence or stalking is received, the Title IX Coordinator will invite the Complainant in for an Intake meeting. At the meeting, the Complainant will be able to voice concerns and receive information on rights, resources, and options.
If the Complainant requests a formal resolution of the allegations against the Respondent be of disciplinary nature, the Title IX Coordinator will proceed with an investigation. At this time the Respondent will be notified of the complaint and invited for an Intake meeting with the Title IX Coordinator in order to voice concerns and receive information on rights, resources and options.
The Title IX Coordinator will assign Title IX trained investigators who are considered “fact finders” only. The job of the investigators is to find facts and evidence only when speaking with all parties involved with a complaint. Investigators do not decide on disciplinary actions or sanctions.
The investigators will interview in depth, the Complainant(s), Respondent(s), and Witnesses. The investigator is also responsible for collecting any relevant documentation, electronic evidence, or other evidence related to the allegations.
Once the investigation is complete, the investigator prepares a draft report and returned to the Title IX Coordinator. Each party will be allowed to read the report and review all evidence; after the review of the report and evidence, each party will have 10 days to respond, in writing to the written report and evidence. Parties may respond to the draft report and point out any errors or omissions. The response, if any, will be attached to the report as an exhibit.
The investigators may be asked to reopen the investigation, if necessary, and then draft a final report and forward to the Title IX Coordinator who will then determine the following:
If the allegations of misconduct were so severe, pervasive and objectively offensive to the Complainant(s) that they were unable to participate in or attempt to participate in an educational program or activity (includes employees and work space) the complaint will move forward with a Hearing before the institution’s decision maker. If the allegations of the misconduct do not fall under the aforementioned guidelines, then the complaint will be addressed by the Executive Dean of Student Services.
- Interpersonal Violence
- Abuse or violence committed by a current or former spouse or intimate partner of the Reporting Party, by a person with whom the Reporting Party shares a child in common, or by a person with whom the Reporting Party is cohabiting (or has cohabited) with a spouse or intimate partner.
- Abuse or violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the Reporting Party.
- Domestic Violence
- Dating Violence
- Sexual Harassment
- Such conduct is made either explicitly or implicitly a term or condition of employment or education;
- Such conduct is used as a basis for decisions affecting employment or education; or
- Such conduct has the purpose or effect of interfering with the individual’s work or educational performance or of creating an intimidating, hostile or offensive working or educational environment. To constitute an intimidating, hostile or offensive working or educational environment, the compliance of conduct must be either severe or pervasive.
- Unwelcome verbal, written or physical conduct of a sexual nature when:
- Public Indecency
- Engaging in private or sexual acts in a publicly viewable location, such that it is offensive to accepted standards of decency.
- Sexual Discrimination
- An act that deprives a member of the college community of his or her rights of access to campuses and facilities and of participation in education, services, programs, operations, employment, benefits or opportunities with the university on the basis of the person’s sex or gender.
- Sexual Assault
- Any type of sexual contact or behavior that occurs without the explicit consent of the recipient. Sexual assault includes non-consensual sexual contact and non-consensual sexual intercourse.
- Sexual Exploitation
- Taking non-consensual or abusive sexual advantage of another for the benefit of one’s self or a third party.
- A course of conduct directed at a specific person that would cause a reasonable person to fear for his or her own safety or the safety of others or would cause that person to suffer substantial emotional distress.
- Mutually understandable words or actions, actively communicated both knowingly and voluntarily, that clearly conveys permission for a specific activity. Consent is not effective if it results from:
- the use of physical force
- a threat of physical force
- any other factor that would eliminate an individual’s ability to exercise his or her own free will to choose whether or not to engage in sexual activity.
Each partner is responsible for making sure that the other partner has provided clear consent before engaging in any sexual activity or contact.
- A person may withdraw consent at any time during sexual activity through words or actions.
- Silence or the absence of resistance does not constitute consent.
- Consent is active; both parties must say “yes.”
- Consent is a must for every type of sexual activity, every time it occurs.
- Consent is not valid if forced, threatened, intimidated or coerced.
- Consent is not valid if a person is incapacitated.
- A state of being that prevents an individual from having capacity to give consent. For example, incapacitation could result from the use of drugs or alcohol, a person being asleep or unconscious, or because of an intellectual or other disability.
- Faculty and Staff at Weatherford College are required by law to report all known details of a report that could be a Title IX violation to the Title IX Coordinator immediately. After a report is made, the Title IX Coordinator or a Deputy Coordinator will make contact with the reporting party to ensure safety, notify the party of remedies, and their options to move forward.
- After a report is made, the Title IX Coordinator or a Deputy Coordinator will make contact with the reporting party to ensure safety, notify the party of remedies, and their options to move forward.
- Even if you do not want to go through an investigation or file a formal complaint, a Title IX Administrator can assess your needs as they relate to your class schedule, work schedule, living situation, or other safety concerns. A Title IX Administrator can also connect students with counseling and other off campus resources.
- Reporting an Incident
- Nothing in Weatherford College’s policy shall prevent a student from presenting a charge of discrimination or other grievance covered by this policy to an external agency, such as the United States Department of Education: Office of Civil Rights (OCR), 400 Maryland Avenue, SW Washington, DC 20202-1100, Customer Service Hotline#: (800) 421-3481, http://www.ed.gov/ocr.
- The College will provide educational options in lieu of conduct proceedings in certain situations. The Executive Dean of Student Services or designee can assist with questions related to amnesty provisions.
- Yes. If you have been subjected to unwanted sexual contact or sexual harassment, your gender and the gender of the alleged perpetrator are irrelevant. Such conduct is prohibited by Title IX.
- If the incident involves a Weatherford student, it should still be reported and the Title IX Coordinator can still assist the student.
- Retaliation against a person who reports a potential violation under this policy, assists someone with a report of a violation, or participates in any manner in an investigation or in the resolution of a complaint made under this policy is strictly prohibited and will not be tolerated. Retaliation includes, but is not limited to threats, intimidation, reprisals and/or adverse actions related to an individual’s employment or education.
The Weatherford College Title IX Team have obtained initial and ongoing training on Title IX from the following sources:
- Texas Association of School Boards
- Texas Higher Education Coordinating Board
- UNT Law Conference
- Go2Knowledge – Title IX Investigations: How to Write A report That Complies with New Fedearl Regulations
Weatherford College also provides training for all staff through EverFi – Harassment Prevention
All students of Weatherford College are expected to complete Title IX Workshop available through the Weatherford College Go2Orientation. Additional information is shared with students through New Student Orientation, emails, the Weatherford College Community Living Guide (pdf), and the Weatherford College Student Handbook.
Title IX & Athletics
Title IX’s requirements of Athletics can be divided into three basic categories:
Men and women must be given equitable opportunities to participate in college sponsored athletics. The number and type of sports offered for men and women do not have to be the same, but there does need to be an equitable opportunity to play.
Female and male student athletes must receive scholarship dollars proportional to their participation levels in sports.
- Other Benefits
Male and female student athletes must receive equitable treatment in other aspects of being a student-athlete. This includes, but is not limited to, access to quality equipment, game/practice schedules, travel allowances, tutoring, coaching, locker rooms, stadiums, medical/training facilities, housing/dining, marketing, support services, and recruitment.
Although Title IX’s effect on Women’s athletics has historically received attention in the media, Title IX benefits all student-athletes because it prevents colleges and universities from discriminating against anyone on the basis of gender. Title IX seeks to create an equitable educational environment where students of all genders can be successful in the classroom as well as on the field, court, or course.
Alleged violations of Title IX should be reported to the Weatherford College’s Title IX Coordinator.
Title IX Coordinator
Pregnancy and Parenting
Pregnant students may contact the Office of Title IX to request assistance with accommodations. Examples of accommodations include, but are not limited to, rescheduling tests or exams, excusing absences, submitting work after a deadline, providing alternatives to make up missed work, or retaking a semester. The Office of Title IX may facilitate communications with the student’s professors or assist with other College resources.
Pregnancy, childbirth, and related conditions may necessitate absence. Will those absences be excused?
Yes. Absences due to pregnancy, childbirth, or related medical conditions must be excused and cannot be treated or penalized like unexcused absences. Depending on the length of the absence and area of instruction, it may be academically necessary for the student to take a leave of absence. Professors must provide a leave of absence for pregnant students for as long as it is deemed necessary by their medical doctor. Professors may require a doctor’s note for pregnancy –related absences only if a doctor’s note is required to excuse other medically-related absences.
What happens when a pregnant student misses an assignment(s), test(s), exam(s) etc. due to an excused absence?
Can pregnant students be penalized for their absence if grades in class are based on attendance or participation?
What if a student or professor makes an offensive or inappropriate remark about a student’s pregnancy?
Weatherford College will not tolerate gender-based harassment, including harassment based on her pregnancy, she should let the Title IX Coordinator know immediately. If a faculty or staff member witnesses or learns about harassment of a pregnant student, they should also immediately notify the Title IX Coordinator so that prompt and effective steps end the pregnancy-related harassment, prevent its recurrence, and eliminate any hostile environment created by the harassment.
The same grievance procedures are applicable to complaints of sexual misconduct also apply to discrimination based on pregnancy or parental status.
Title IX prohibits a school’s retaliation against an individual for filing a complaint or raising concerns about the rights of a pregnant and parenting student.
For questions contact the Title IX Coordinator:
Under the Texas Education Code (TEC), Section 51.253(c), Weatherford College is required to post on the institution’s internet website a report concerning the reports received by employees that constitutes as “sexual harassment,” “sexual assault,” “dating violence,” or “stalking” as defined in the TEC, Section 51.251, and any disciplinary actions taken under TEC, Section 51.255.
*Reports for the current academic year are updated annually or as appropriate.