Title IX

Sexual harassment prohibited by Title IX is defined as conduct based on sex that meets one or more of the following criteria:

Type of Prohibited Conduct	Description
Quid Pro Quo Harassment	An employee of the school board conditions the provision of a school aid, benefit, or service on an individual's participation in an unwelcome sexual conduct.
Severe, Pervasive, and Objectively Offensive Conduct	Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the school board's education program or activity.
Specific Acts of Violence	Conduct categorized as "sexual assault," "dating violence," "domestic violence," or "stalking," as those terms are defined in federal law.

Important Note on Location: This policy applies to conduct that occurs in a location, event, or circumstance over which the School Board exercises substantial control over both the person committing the alleged harassment (the respondent) and the context in which the harassment occurs (the program or activity).

The School Board requires that all applicants for admission and employment, students, parents or legal guardians, employees, and affiliated organizations be notified of the Title IX Coordinator's information. 

The Title IX Coordinator is responsible for coordinating the school division's efforts to comply with its responsibilities under TItle IX and Policy 4907.

Alexis White
Title IX Coordinator
📞 (540) 658-6000
📧 whiteam1@staffordschools.net

Any person may report sex discrimination prohibited by Title IX, including sexual harassment, whether or not they are the person alleged to be the victim. Students and school personnel should report alleged harassment to the Title IX Coordinator or to any school personnel.

Methods for Reporting

Reports can be made at any time (including non-business hours) and accepted through various means, including:

• In person
• By mail
• By telephone (using the Title IX Coordinator’s number)
• By electronic mail (using the Title IX Coordinator’s address)

While a specific "Report of Harassment" form may be used, oral reports and other written reports are also accepted.

When to Report

The alleged harassment should be reported as soon as possible, and generally should be made within 15 school days of the occurrence.

Reporting Required by Personnel

Any school personnel who has notice that a student or other school personnel may have been a victim of prohibited harassment shall immediately report the alleged harassment to the Title IX coordinator.

Confidentiality: The complaint, and the identity of the person allegedly harassed and the alleged harasser, will be disclosed only to the extent necessary to fully investigate the complaint and only when disclosure is required or permitted by law. If a person wishes to remain anonymous, they will be advised that this confidentiality may limit the school division’s ability to fully respond to the complaint.

The school division uses a formal grievance process for allegations that may constitute sexual harassment prohibited by Title IX.

Supportive Measures

The Title IX Coordinator will promptly contact the complainant to discuss the availability of Supportive Measures. These measures are available to the complainant whether or not a formal complaint is filed.

Supportive Measures are:

• Non-disciplinary, non-punitive, individualized services.
• Offered free of charge and designed to restore or preserve equal access to the school board’s education program or activity without unreasonably burdening the other party.
• Maintained as confidential, to the extent that confidentiality does not impair the ability to provide the measures effectively.

Examples of Supportive Measures: Measures may include counseling, modifications of work or class schedules, extensions of deadlines or course-related adjustments, mutual restrictions on contact between the parties, changes in work locations, leaves of absence, and increased security or monitoring.

The Formal Grievance Process (Investigation)

Complainants (the alleged victim) and respondents (the alleged perpetrator) are treated equitably throughout the process.

Key Principles of Fairness:

• Presumption of Non-Responsibility: The respondent is presumed not responsible for the alleged conduct until a final determination is made.
• Advisors: Both parties may have an advisor of their choice (who may, but is not required to be, an attorney) present during any grievance proceeding or meeting.
• Equal Opportunity: Parties have an equal opportunity to present witnesses and other evidence (both evidence that points toward guilt and evidence that points toward innocence—inculpatory and exculpatory evidence).
• Review of Evidence: Both parties must be given an equal opportunity to inspect and review any evidence gathered during the investigation that is directly related to the allegations, and have at least 10 days to submit a written response prior to the completion of the investigation report.
• Standard of Evidence: The standard of evidence used to determine responsibility is preponderance of the evidence.
• Disciplinary Action: A finding of responsibility may result in disciplinary action up to and including expulsion for students or dismissal for employees.

Informal Resolution Process

At any time prior to a determination regarding responsibility, the parties may voluntarily choose to participate in an informal resolution process, such as mediation, that does not involve a full investigation.

Crucial Limitation: An informal resolution process cannot be used to resolve allegations that an employee sexually harassed a student. If a matter is not resolved informally, the formal complaint process is resumed.