Annual Training Requirement

All investigators, Decision-makers, and other persons who are responsible for implementing the College’s Title IX policies and procedures, or have the authority to modify or terminate supportive measures, will receive training related to their duties under Title IX promptly upon hiring or change of position that alters their duties under Title IX or this part, and annually thereafter. Materials will not rely on sex stereotypes. Training topics include, but are not limited to:

• How to conduct a sex discrimination resolution process consistent with the CCA sex discrimination Policy procedures, including issues of disparate treatment, disparate impact, sex-based harassment, quid pro quo, hostile environment harassment, and retaliation
• The meaning and application of the term “relevant” in relation to questions and evidence, and the types of evidence that are impermissible regardless of relevance under the Title IX Regulations
• Training for Informal Resolution facilitators on the rules and practices associated with the College’s Informal Resolution process
• The role of the Title IX Coordinator
• Supportive Measures
• Clery Act/VAWA requirements applicable to Title IX
• College’s obligations under Title IX
• How to apply definitions used by the College with respect to consent (or the absence or negation of consent) consistently, impartially, and in accordance with Policy
• Reasonable modifications and specific actions to prevent discrimination and ensure equal access for pregnancy or related conditions
• How to serve impartially, including by avoiding prejudgment of the facts at issue, conflicts of interest, and bias
• Any other training deemed necessary to comply with Title IX

Facilitators of Informal Resolution Processes

Facilitators of informal resolution processes under this Policy, in addition to the training requirements provided above, must be trained on the rules and practices associated with the recipient’s informal resolution process and on how to serve impartially, including by avoiding conflicts of interest and bias.

Resolution Pool Training Requirements

Resolution Process Pool members receive annual training related to their respective roles. This training may include, but is not limited to:

• The scope of the College’s sex discrimination Policy
• The College’s Resolution Process
• How to conduct investigations and hearings that protect the safety of Complainants and Respondents, and promote accountability
• Implicit bias and confirmation bias
• Treating Parties equitably
• Disparate treatment
• Disparate impact
• Reporting, confidentiality, and privacy requirements
• Applicable laws, regulations, and federal regulatory guidance
• How to implement appropriate and situation-specific remedies
• How to investigate in a thorough, reliable, timely, and impartial manner
• Trauma-informed practices pertaining to investigations and resolution processes
• How to uphold fairness, equity, and due process
• How to weigh evidence
• How to conduct questioning
• How to assess credibility
• Impartiality and objectivity
• How to render findings and generate clear, concise, evidence-based rationales
• The definitions of all prohibited conduct
• How to conduct an investigation and grievance process, including administrative resolutions, hearings, appeals, and Informal Resolution Processes
• How to serve impartially by avoiding prejudgment of the facts at issue, conflicts of interest, and bias against Respondents and/or for Complainants, and on the basis of sex, race, religion, and other protected characteristics
• Any technology to be used at a live hearing
• Issues of relevance of questions and evidence
• Issues of relevance and creating an investigation report that fairly summarizes relevant and not impermissible evidence
• How to determine appropriate sanctions in reference to all forms of harassment, discrimination, and/or retaliation allegations
• Recordkeeping

Title IX Coordinator and Designees

The Title IX Coordinator and Designees, in addition to the training requirements provided above, shall be trained on their specific responsibilities, including:

• That recipients must take actions to prevent sex discrimination and ensure equal access to the recipient’s education program or activity, such as by providing reasonable modifications for students, reasonable break time for lactation for employees, and lactation space for students and employees
• The actions the Title IX Coordinator is required to take upon being notified of conduct that reasonably may constitute sex discrimination under Title IX
• The recipient’s recordkeeping system
• Any other training necessary to coordinate the recipient’s compliance with Title IX

Employees

All CCA employees must be trained on:

• The recipient’s obligation to address sex discrimination in its education program or activity
• The scope of conduct that constitutes sex discrimination under Title IX, including the definition of sex-based harassment
• Applicable notification and information requirements, including that when a student (or a student’s parent or other legal representative) informs a recipient’s employee of the student’s pregnancy or related conditions, the employee provides that person with the Title IX Coordinator’s contact information and informs that person that the Title IX Coordinator can coordinate specific actions to prevent sex discrimination and ensure the student’s equal access to the education program or activity.
• Any employee who is not a confidential employee and who either has authority to institute corrective measures on behalf of the recipient or has responsibility for administrative leadership, teaching, or advising in the recipient's education program or activity to notify the Title IX Coordinator when the employee has information about conduct that reasonably may constitute sex discrimination under Title IX or this part; and all other employees who are not confidential employees and either:

(A) Notify the Title IX Coordinator when the employee has information about conduct that reasonably may constitute sex discrimination under Title IX or this part; or

(B) Provide the contact information of the Title IX Coordinator and information about how to make a complaint of sex discrimination to any person who provides the employee with information about conduct that reasonably may constitute sex discrimination under Title IX.

Continue to Additional Definitions/Glossary of Terms Used Under this Policy as Defined by Law.