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Title IX

Our Commitment

Vance-Granville Community College (美高梅mgm集团) is committed to providing an educational and employment environment that is free from discrimination based on protected characteristics, harassment, and retaliation for engaging in protected activity.

美高梅mgm集团 values and upholds the equal dignity of all members of its community and strives to balance the rights of the Parties in the resolution process during what is often a difficult time for all involved.

To ensure compliance with federal, state, and local civil rights laws and regulations, and to affirm its commitment to promoting the goals of fairness and equity in all aspects of the education program or activity, 美高梅mgm集团 has developed policies and procedures that provide for prompt, fair, and impartial resolution of allegations of protected characteristic discrimination, harassment or allegations of retaliation.

What is Title IX?

Title IX of the Education Amendments of 1972 (Title IX) prohibits discrimination based on sex in education programs and activities that receive federal financial assistance. Title IX states “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[.]” All federal agencies that provide grants of financial assistance are required to enforce Title IX’s nondiscrimination mandate.

Examples of the types of discrimination that are covered under Title IX include sexual harassment; the failure to provide equal athletic opportunity; sex-based discrimination in a school’s science, technology, engineering, and math (STEM) courses and programs; and discrimination based on pregnancy.

Sex Discrimination: Overview of the Law (ed.gov)

Notice of Nondiscrimination

美高梅mgm集团 seeks to comply with all federal, state, and local laws, regulations, and ordinances prohibiting discrimination in public post-secondary education institutions.

美高梅mgm集团 does not discriminate against any employee, applicant for employment, student, or applicant for admission on the basis of actual or perceived:

  • Age (40 years and over in the employment context)
  • Citizenship status
  • Creed
  • Disability (physical or mental)
  • Domestic violence victim status
  • Ethnicity
  • Family responsibilities
  • Gender expression
  • Gender identity
  • Genetic information (including family medical history)
  • Height
  • Marital status
  • National origin (including ancestry)
  • Personal appearance
  • Place of business
  • Political belief or affiliation
  • Pregnancy or related conditions
  • Race
  • Religion
  • Residence
  • Sex
  • Sexual orientation
  • Source of income
  • Veteran or military status (including disabled veteran, recently separated veteran,
    active-duty, wartime, or campaign badge veteran, and Armed Forces Service Medal
    veteran)
  • Weight
  • or any other protected characteristic under applicable local, state, or federal law,
    including protections for those opposing discrimination or participating in any
    grievance process within the institution, with the Equal Employment Opportunity
    Commission, and/or other human/civil rights agency.

This Policy covers nondiscrimination in both employment and access to educational opportunities. Therefore, any member of the 美高梅mgm集团 community whose acts deny, deprive, unreasonably interfere with or limit the education or employment, and/or social access, benefits, and/or opportunities of any member of the 美高梅mgm集团 community, guest, or visitor on the basis of that person’s actual or perceived protected characteristic(s), is in violation of this Policy.

美高梅mgm集团 will promptly and effectively address any such discrimination of which it has Knowledge/Notice using the resolution process in the Equal Opportunity, Harassment, and Nondiscrimination Procedures.

Reporting Unlawful Discrimination, Harassment or Retaliation

Unlawful discriminatory behaviors under Title IX include, but are not limited to:

  • Sexual Harassment (unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature);
  • Sexual Misconduct (rape, sexual assault, sexual battery, sexual exploitation and other forms of non-consensual sexual activity);
  • Stalking (repeatedly following, harassing, threatening, or intimidating including by telephone, email, electronic communication, or social media;)
  • Dating Violence (including emotional, verbal, and economic abuse without the presence of physical abuse); and
  • Retaliation (adverse employment, academic, or other actions against anyone reporting or participating in an investigation of Title IX allegations).

Both students and employees can report harassment, discrimination, and retaliation with the appropriate Title IX Coordinator* (listed under Important Title IX Documentation below). Vance-Granville Community College prohibits retaliation against individuals who make a report or who participate in investigations of unlawful discrimination or harassment. Any attempt to harass or intimidate individuals who participated in an investigation constitutes a violation of College policy and could result in disciplinary action.

Complaint Process:

Once your report has been submitted, the designated Title IX Coordinator will respond to your submission within five (5) days of receipt:

  • Contact the Complainant, i.e., the alleged victim (if that person can be identified);
  • Offer the Complainant support (counseling services, health check-up, etc)
  • Explain the process of filing a formal complaint;
  • Explain the entire Title IX process
  • Explain that support services are available with or without a formal complaint;
  • Contact the Respondent, who must also be offered support services
  • Consider the Complainant’s and the Respondent’s wishes with regard to support services;
  • If support services are refused by the Complainant or Respondent, the Title IX Coordinator must document why services were not provided.

Upon receipt of a formal complaint, the Title IX Coordinator will, within fifteen (15) days of receipt:

  • Send written notice to both parties (complainants and respondents) of the allegations;
  • Assign an Investigator to investigate the allegations

The Title IX Coordinator may initiate the complaint process if s/he believes a non-deliberately indifferent response to the allegations requires an investigation. Note: If proceeding against the wishes of the complainant, the Title IX Coordinator should do so thoughtfully, not automatically, and written documentation of the decision to proceed or not to proceed should be generated and retained

How to Report

For employee discrimination and sex-based harassment allegations (Title VII, Title IX, and ADA):

Kevin Tompkins
Executive Director of Human Resources
Title IX Deputy Coordinator
美高梅mgm集团 Main Campus, Building 1, Henderson, NC
200 Community College Drive, Henderson, NC 27536
252-738-3440
[email protected]

For student discrimination and sex-based harassment allegations:

Administrator

Dr. Antonio Jordan
Dean of Students, Equity, Retention & Success
Student Conduct Officer / Title IX Coordinator
Office of the Dean of Students
美高梅mgm集团 Main Campus, Building 8
200 Community College Drive, Henderson, NC 27536
252-738-3405
[email protected]

For disability-based allegations

Cathy Davis
Coordinator of Counseling, Accessibility and Support Services
G1108, South Campus
1547 South Campus Drive, Creedmoor, NC 27522
252-738-3350
[email protected]

Online Forms Option

Concerns about the 美高梅mgm集团’s application of this Policy and compliance with certain federal civil rights laws may also be addressed to:

Office for Civil Rights (OCR)
U.S. Department of Education
400 Maryland Avenue, SW
Washington, D.C. 20202-1100
Customer Service Hotline: (800) 421-3481
Facsimile: (202) 453-6012
TDD: (877) 521-2172

Important Title IX Documentation

Training and Resources