City Schools of Decatur

Title IX

If you believe that you or your child have experienced sex-based discrimination or sexual harassment/violence at school, you have the right to file a Title IX Complaint. Title IX (TIX) incidents are addressed by the Equity Department in the Office of the Superintendent. Once a complaint has been submitted, you will receive confirmation from the Title IX Office within 24-48 business hours.

Title IX Liaisons - While a Title IX violation may be reported to any school employee, school principals and/or their designees serve as the local Title IX liaisons for each school. You can report discrimination based on race, creed, religion, color, national origin, age, sex, sexual orientation including gender expression or identity, marital/pregnancy status, and/or disability to your school principal, any staff member, or the District's Title IX Coordinator, as listed in the contact section below. Athletic Title IX concerns may be reported to Mr. Rodney Thomas, Athletics Director and Title IX Liaison for Athletics and Student Activities. 

Title IX Coordinator

Title IX Liaison for Athletics and Student Activities

Title IX Investigator

ABOUT TITLE IX

The purpose of the Title IX Grievance Procedure is to provide a prompt, fair, and impartial response to complaints made under any of the following CSD’S Board Policies GAEB, IDFA, JAAR1&2, JCAC, or JCAC R(1).  (“Title IX Policy”). Specifically, this process addresses complaints of sex-based harassment, sexual assault, dating violence, stalking, and retaliation, in addition to sexual exploitation (grooming), and the provision of alcohol and/or other drugs for purposes of prohibited conduct. It also prohibits unequal access to athletic programs based on sex, sex-based discrimination (including pregnancy), and discrimination related to actual or perceived sexual orientation and gender identity.

Once a TIX complaint has been submitted, the District will investigate the allegations. If the alleged conduct meets the Title IX threshold, the district will apply the appropriate remedies available. If the alleged conduct does not meet the Title IX threshold, the district will dismiss the complaint.

An informal Title IX resolution is an alternative to a formal Title IX resolution. The informal resolution process is intended to create a facilitated resolution acceptable to both the Complainant (student alleging harm) and Respondent (student accused of harm). As a component of the informal resolution process, a Respondent must accept responsibility for the harm or impact caused by the prohibited conduct alleged in the formal complaint. More about informal resolutions may be found in the informal resolution section of this page.

Learn more about Title IX by visiting the sections below.

DOES MY COMPLAINT FIT WITHIN TITLE IX?

THE PROCESS (HOW TO FILE A TITLE IX COMPLAINT)

INFORMAL RESOLUTION FOR A TITLE IX COMPLAINT

TITLE IX: RETALIATION AND HOSTILE ENVIRONMENT

TITLE IX: JURISDICTION

TITLE IX: CONFLICTS OF INTEREST

TITLE IX: ADDITIONAL/ALTERNATIVE COMPLAINT OPTION

OTHER COMPLAINT OPTIONS (NON-TITLE IX)

DOES MY COMPLAINT FIT WITHIN TITLE IX?

You may submit a Title IX complaint at any time. However, if you are trying to determine whether your incident fits within the Title IX framework, consider the following information.

UNDERSTANDING SEXUAL HARASSMENT, SEXUAL VIOLENCE, AND SEX-BASED DISCRIMINATION

Students and staff are protected against sex/gender discrimination, including sexual harassment and/or sexual violence, by anyone in any CSD school program or activity, including on the school campus, on the school bus, or off-campus during a school-sponsored activity.

Sexual Harassment

Sexual Harassment is a form of sex discrimination. It is defined as unwelcome behavior or communication that is sexual in nature and substantially interferes with a student's educational performance, educational program, or activity, or creates an intimidating or hostile educational or employment environment. This can include:

• Offensive, severe, and/or frequent remarks about a person's sex
• Harassment of a sexual nature which interferes with an individual's right to an education and participation in a program or activity
• Quid Pro Quo - Being led to believe that one must submit to unwelcome sexual conduct or communications in order to gain something in return, such as a grade, a promotion, a place on a sports team, or any educational or employment decision

Examples that may constitute sexual harassment:

• Pressuring a person for sexual favors
• Unwelcome touching of a sexual nature
• Distributing sexually explicit texts, e-mails, pictures, or videos
• stalking or obscene phone calls, texts, emails, or gestures
• sexually suggestive jokes, whistles, catcalls, or innuendos
• Making sexual jokes, rumors, or suggestive remarks
• Physical violence, including rape and sexual assault
• Humiliating or degrading comments or conduct of a sexual nature.
• Conditioning the provision of a promotion on an individual's participation in unwelcome sexual conduct

Under Title IX policy, sexual harassment includes the following:

Harassment of a sexual nature that a reasonable person would find so severe or pervasive and subjectively and objectively offensive that it limits or denies a person's ability to participate in or benefit from CSD programs or activities.

Categories: Sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, gender identity 

Sexual Violence

Sexual Violence is defined as a form of prohibited sexual behavior that substantially interferes with a student's educational performance, educational program, or activity, or creates an intimidating or hostile educational or employment environment. This can include:

• Sexual abuse or assault, battery, or coercion
• Unwanted sexual contact that stops short of rape or completed rape
• Use of force or manipulation of unwanted sexual activity
• Physical acts where a person is incapable of giving consent or is against a person's will

Below are some examples of conduct that may constitute sexual violence:

• Sexual assault, battery, or coercion
• Attempted or completed rape
• Inappropriate touching
• Physical and/or aggressive sexual advances
• Sexual acts without consent, including when someone is incapable of giving consent

Under Title IX policy, sexual violence includes the following:

Sexual assault; as defined by the Clery Act and dating violence, domestic violence, or stalking as defined in the Violence Against Women Act; that a reasonable person would find so severe or pervasive and subjectively and objectively offensive that it limits or denies a person's ability to participate in or benefit from CSD programs or activities.

Sex-based Discrimination

Sex-based discrimination is defined as discrimination or harassment based upon one's gender (sex) that substantially interferes with a student's educational performance, educational program, or activity, or creates an intimidating or hostile educational or employment environment. This definition includes pregnancy, actual or perceived sexual orientation, and actual or perceived gender identity. This can include:

• Unfair treatment, attitudes, or behaviors towards an individual based upon their perceived or actual gender (sex), perceived or actual pregnancy status, and perceived or actual sexual orientation.
• Sexism, sexist attitudes, and sex stereotyping
• Inequitable athletic programs or activities offered to some genders and not others

Below are some examples of conduct that may constitute gender discrimination::

• gender-based bullying
• derogatory or sexist remarks
• gender discrimination in an activity, athletics, program, office, or classroom
• Failure to provide equal access to a school’s athletic programs including club, intramural, and intercollegiate teams. 
  • Title IX requires the equal treatment of female and male student-athletes in the provisions of: 
    • equipment and supplies
    • scheduling of games and practice times
    • travel and daily allowance/per diem
    • access to tutoring
    • coaching
    • locker rooms, practice, and competitive facilities
    • medical and training facilities and services
    • publicity and promotions
    • support services 
    • recruitment of student-athletes

Under Title IX policy, sex-based discrimination includes the following:

Discrimination based on sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation and/or gender identity that a reasonable person would find so severe or pervasive and subjectively and objectively offensive that it limits or denies a person's ability to participate in or benefit from CSD programs or activities.

If you experience sex-based discrimination, harassment, or violence, report it to the school principal, any staff member, or the district's Title IX Coordinator, listed in the contact section on the right side of this page.

THE PROCESS - HOW TO FILE A TITLE IX COMPLAINT

STEP ONE - NOTICE

While a Title IX violation may be reported to any school employee, school principals serve as local Title IX liaisons for each school. You can notify the school or District of a potential Title IX complaint in multiple ways.

• Students, caretakers, and parents can initiate a TIX complaint by submitting an online form to alert the Title IX Coordinator of a potential concern. Once the form has been submitted, you will receive communication from the Equity Department within 24-48 business hours.
• E-mail or call any school employee or principal.
• E-mail or call any district employee or the District's Title IX Coordinator.

Please note. Once a Title IX complaint has been received, the respondent(s) is considered innocent until a preponderance of evidence shows otherwise. As a result, there will be NO disciplinary action against the respondent(s) until and unless the investigation results in a finding of Title IX violation. This may be a time frame of anywhere from 7-30 days or more, depending on the intricacy of the investigation.

STEP TWO - INITIAL ASSESSMENT AND JURISDICTION DETERMINATION

When the Title IX Coordinator receives notice of alleged conduct prohibited under TIX, they will conduct an initial assessment to gain a basic understanding of the nature and circumstances of the allegation. This is ordinarily a meeting, which may be held over the phone or virtually, with the reporting party and/or the complainant. In the course of this meeting, the Coordinator works with the reporting party and/or the complainant as they share more details about the incident.

• TIX Staff/Educator Initial Assessment & Jurisdiction Determination

At the end of this initial meeting, the Title IX Coordinator will:

• Assess any supportive measures that have been previously offered and provide information about additional interim protective and support measures available (if needed).
• Assess whether other steps are needed to ensure sex discrimination does not continue or reoccur.
• Determine whether the complaint is likely to meet the Title IX threshold.
  • If the complaint does not fall under Title IX, the Coordinator will refer it back to the school.
  • If the complaint meets the Title IX threshold for investigation, the Coordinator will notify all involved parties and refer it to an investigation.

If the TIX threshold is likely to be met, the Coordinator will assess the complainant's willingness to take part in an informal resolution process and ask the reporting party to digitally sign the initial assessment and send copies of any evidence supporting the complaint by e-mail, mail, or hand-delivery using the following contact information.

• mari ann banks, ph.d., Title IX Coordinator
• Elizabeth Wilson School Support Center
• 125 Electric Avenue, Decatur, GA 30030
• TitleIX@csdecatur.net

The Title IX Coordinator will also use the Initial Assessment & Jurisdiction Determination to assess any risk of imminent harm to the reporting party, the complainant, or the classroom/school community. If any of these conditions exist, the Title IX Coordinator will take appropriate interim action.

STEP THREE - THE SCHOOL DISTRICT INVESTIGATES YOUR COMPLAINT

Once the district has collected information through the initial assessment and determined that the complaint may meet the Title IX threshold, a prompt and thorough investigation will take place.

The investigation may include:

• an interview with the complainant (person or persons alleging injury), the respondent (charged party or parties),
• interviews with witnesses, if any, and
• an examination of any relevant documents or artifacts.

If the alleged harasser is an employee, the investigation will be conducted in cooperation with the Human Resources Department.

If circumstances arise demanding an exceptionally lengthy investigation, the district will notify you in writing to provide a projected date for their written response.

STEP FOUR - EVIDENCE REVIEW AND INVESTIGATION REPORT

Standard of Evidence

In all stages of the process, CSD applies the preponderance of the evidence standard (more likely than not to have taken place) when determining whether TIX policy has been violated.

Evidence Review

Before finalizing the investigation report, the Title IX Office will provide an equal, reasonable opportunity for all parties to access the relevant evidence that is not otherwise impermissible, or, an accurate description of the evidence. At that point, the Complainant and Respondent will have a reasonable opportunity to respond by offering additional comments, clarifying information previously shared, suggesting additional witnesses, questioning relevance determinations, or identifying other relevant information or evidence to assure the thoroughness and sufficiency of the investigation. Recipients are required to take reasonable steps to prevent unauthorized disclosures of evidence.

The Investigation Report

Upon consideration of the responses submitted by all parties, the Investigator will finalize the investigation report in a way that fairly summarizes the relevant evidence. Once the investigation report is finalized, it will be provided to the Title IX Coordinator. The Title IX Coordinator will review the investigation report in advance of the parties for thoroughness and accuracy and send the investigative report to all parties. Before reaching a determination regarding responsibility, the District will afford a reasonable period for additional, limited follow-up questions from each party.

STEP FIVE - THE SCHOOL DISTRICT RESPONDS TO YOUR COMPLAINT

The decision-maker shall, within a reasonably prompt time period, issue a final determination regarding responsibility. To reach this determination, the District shall apply the preponderance of the evidence standard of evidence to all sexual harassment complaints.

The written determination shall include:

• Identification of the allegations potentially constituting sexual harassment as defined in this policy;
  
• Findings of fact supporting the determination;
  
• Conclusions regarding the application of the District’s policies to the facts;
  
• A statement of, and rationale for, the result regarding each allegation, including:
  • a determination regarding responsibility,
  • any disciplinary sanctions the District imposes on the respondent,
  • whether remedies designed to restore or preserve equal access to the District's education program or activity will be provided by the District to the complainant, and
  • The District's procedures and permissible bases for the complainant and respondent to appeal.
    

The determination regarding responsibility becomes final either on the date that the District provides the parties with the written determination of the result of the appeal, if an appeal is filed, or if an appeal is not filed, the date on which an appeal would no longer be considered timely.

Implementing Remedies

Upon being notified that the alleged conduct meets the threshold of a Title IX Violation(s), the TIX Coordinator will take the following actions.

• Treat the complainant and respondent equitably.
• Offer and coordinate any supportive measures identified for the complainant and respondent.
• Take prompt and effective steps to ensure that sex discrimination does not occur or reoccur within CSD programs or activities.
• Coordinate any appropriate disciplinary measures with the building principal.

The Title IX Coordinator is responsible for the effective implementation of any remedies.

Dismissing the Complaint

The District will investigate the allegations in a formal complaint. If the conduct alleged in the formal complaint would not constitute sexual harassment as defined herein, even if proven, or, did not occur in the District's education program or activity, the District shall dismiss the formal complaint with regard to that conduct for purposes of sexual harassment under Title IX; however, such a dismissal does not preclude action under another provision of the District’s policies.

Also, the District may dismiss a formal complaint or any allegations therein, at any time during the investigation if:

• A complainant notifies the Title IX Coordinator in writing that the complainant would like to withdraw the formal complaint or any allegations therein;
• the respondent is no longer an employee of the District; or
• specific circumstances prevent the District from gathering evidence sufficient to reach a determination as to the formal complaint or allegations therein.

Upon a required or permitted dismissal pursuant to the section above, the District will promptly send written notice of and reason(s) for the dismissal to all parties.

APPEALING THE DECISION

If the complainant or respondent disagrees with the final decision, they may appeal. A notice of appeal must be filed in a reasonably timely manner considering the date of the district’s response.

The superintendent will schedule an appeal meeting after receipt of your appeal. The superintendent will send you a written decision in a reasonably timely manner after the appeal meeting.

TIMELINE

See the TIX Flowchart for more details regarding the Title IX process timeline.

INFORMAL RESOLUTION

An informal Title IX resolution is an alternative to a formal Title IX resolution, which entails an investigation and adjudication. The informal resolution process is intended to create a facilitated resolution that is acceptable to both the Complainant and Respondent. An informal resolution can be the full and final resolution to a Formal Complaint.

Steps in the Informal Resolution Process

1. A Complainant submits a Complaint to the Title IX Coordinator;
2. Both the Complainant and Respondent voluntarily agree in writing to participate in an informal resolution process after being provided notice of the investigation and allegation; and
3. The Title IX Coordinator determines an informal resolution process is appropriate based on the nature of the allegations in the Formal Complaint.

An informal resolution can be requested by a Complainant or Respondent at any time after a complaint has been submitted up to the adjudication of a Title IX Case.

Engaging in the informal resolution process is not an admission of responsibility for the allegation or an admission of the falsehood of the allegations. The existence of an informal resolution is not viewed as a finding of responsibility against the Respondent.

Once a Formal Complaint has been resolved through an informal resolution process, the matter will be closed. This means allegations resolved through an informal resolution will not move any further through the formal resolution process unless the terms of the informal resolution are broken or incomplete. If a term of the informal resolution is broken or incomplete, the information obtained may be submitted as evidence in a subsequent investigation involving the Complainant and/or Respondent.

Notice of Request for an Informal Resolution

The Title IX Coordinator will provide the Complainant or Respondent written notice of the other party’s interest in resolving a Formal Complaint through the informal resolution process. The written notice will include: 

1. a copy of the original complaint, 
2. a summary of the guidelines for an informal resolution and the participant’s rights in the process, 
3. the requirements under which the procedure precludes the parties from resuming a formal resolution process arising from the same allegations, and 
4. any consequences resulting from participating in the informal resolution process, including records that will be maintained or could be shared.

The Complainant or Respondent should respond to the informal resolution request by a reasonable time indicating whether they have an interest in participating in the informal resolution process. In the instance when a party does not reply to the notice or a party does not voluntarily agree to participate in the informal resolution process, the District will continue to address the complaint by proceeding with the formal resolution process.

An informal resolution can be requested by a Complainant or Respondent at any time after a Formal Complaint has been submitted up until the adjudication of a Title IX case.

Acceptance of Responsibility for Impact

As a component of the informal resolution process, a Respondent must accept responsibility for the harm or impact caused by the prohibited conduct alleged in the formal complaint. Accepting responsibility for harm or impact does not mean the Respondent accepts responsibility for engaging in prohibited conduct as set out in District policy.

A Respondent who is interested in accepting responsibility for a policy violation is welcome to do so but should note that accepting responsibility for prohibited conduct may be considered factual evidence in a formal complaint investigation if an informal resolution is not reached or the terms are broken or incomplete.

Developing Terms of the Informal Resolution

The Complainant and Respondent may propose terms for the informal resolution agreement. The terms should be designed to remedy the adverse effects the alleged prohibited conduct has on the Complainant and/or to restore the Complainant’s equal access to the programs and activities of the school. Informal resolutions between faculty and/or staff will include the CSD Human Resources Department, which may also suggest proposed terms.

The Title IX Coordinator will review the proposed and final terms and will remove those terms that are not permissible under District policy or practice and/or federal or state law. The Title IX Coordinator may consult relevant District administrators (such as a school’s principal) when determining the permissibility of a proposed term(s).

Reviewing, Agreeing to Terms, and Closing the Case

After the Title IX Coordinator’s review, all parties will have a reasonable time from the date of delivery of the informal agreement to review the terms.

Parties should indicate their willingness to accept all, some, or none of the proposed terms. They may also propose alternative strategies to meet a specific term they reject.

The Title IX Coordinator will send the Complainant and/or Respondent a copy of the other party’s response to the proposed terms. The Complainant or Respondent has a reasonable time from the date of delivery to consider and respond to the revised terms.

The above process may be repeated as reasonably necessary to come to a final agreement. An informal agreement is reached when both parties independently and voluntarily agree on terms. Upon agreement and signature (in hard copy or electronically) by both the Complainant and Respondent, the Formal Complaint is considered resolved and closed.

Violating the Informal Resolution

The Complainant and Respondent must identify and agree upon consequences for violating the terms of an informal resolution. The Title IX Coordinator will consult with the relevant District administrators (such as a principal) when determining the permissibility or appropriateness of the proposed consequences. If consequences for violating an informal resolution are not determined, the Coordinator will resume the formal resolution process.

(The Complainant and Respondent do not have the option to propose Suspension, Expulsion, or Termination as consequences for violating the terms of an informal resolution.)

Withdrawing from the Informal Resolution Process

The Complainant and/or Respondent may withdraw from an informal resolution process before agreeing to a resolution. If a Complainant or Respondent chooses to end an informal resolution process prior to agreeing to a resolution, the formal resolution process will resume.

Informal Resolution Is at the Title IX Coordinator’s Discretion

In all cases, the Title IX Coordinator has the discretion to determine whether an informal resolution or mediation is appropriate to the circumstances. An informal resolution may include mediation for some limited types of prohibited conduct. Mediation may not be an appropriate option for cases involving a report of sexual assault and/or interpersonal violence, nor for circumstances involving severe misconduct. Informal resolution is not an option for conduct involving a minor and an adult.

No Right of Appeal

The informal resolution process is grounded in the voluntary participation of the Complainant and Respondent. For this reason, there is no right of appeal associated with the process.

Informal Resolution Time Frame

The District cannot promise a definitive time frame for an informal resolution process as the time to complete the agreement is unique to each set of Complainants and Respondents. Below is an estimated overview of the approximate time associated with the major stages of the informal resolution process after the Title IX Coordinator receives a Formal Complaint. All timeframes outlined in this process may be adjusted at the discretion of the Title IX Coordinator. The Complainant and Respondent will be notified of any delays or extensions of these time frames and will be provided with a revised timeline to resolve the complaint. The best-case example of a timeline is provided below.

1. Written notice of complaint.
2. Notice of a request for informal resolution process – Three (3) business days from receipt of the request from either the Complainant or Respondent
3. Drafting of informal resolution terms - Three (3) business days (this step may be repeated as necessary)
4. Review of proposed terms – Three (3) business days (this step may be repeated as necessary)
5. Review and sign off on the final terms – Three (3) business days.

TITLE IX: RETALIATION AND HOSTILE ENVIRONMENT

RETALIATION

Retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices is prohibited. No person in the United States shall be subjected to retaliation based on their filing of a Title IX complaint.

Retaliation is defined as the following by Title IX:

• a strike back in response to another's action or accusation
• a form of revenge or reaction because of a complaint filed against a person
• refusal to promote, advance, or accurately support/qualify a person due to a complaint filed

Examples that may constitute retaliation:

• demotion or prohibiting advancement due to a filed complaint
• firing, loss of benefits, or the like due to a filed complaint
• unfair treatment or discrimination due to a filed complaint

HOSTILE ENVIRONMENT

Creating a hostile environment for an individual filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices is prohibited. No person in the United States shall be subjected to a hostile environment based on their filing of a Title IX complaint.

Hostile Environment is defined as the following by Title IX: 

• a situation of a discriminatory or sexual nature that has occurred and created an adverse setting
• an intimidating or offensive environment that causes a person to be fearful
• a setting that denies, limits, or interferes with a person's ability to participate in or benefit from a program, activity, or job

Examples that may constitute a hostile environment:

• bullying, abusive or intimidating comments and actions
• intimidating or offensive comments that alter the conditions of a person's work, classroom, team, or program environment
• continuous offensive comments or surroundings of a discriminatory or sexual nature

TITLE IX: JURISDICTION

The Title IX  procedure applies to all CSD students and employees as defined in the Policy when:

1. Conduct occurs on property owned, leased, or controlled by the District; and/or
2. Conduct occurs off school property, and involves locations, events, or circumstances over which the school exercises substantial control over both the Respondent and the context in which the alleged Prohibited Conduct occurred, including but not limited to off-campus school activities, internships, mentorships, summer sessions, travel abroad, or other affiliated programs.

TITLE IX: CONFLICTS OF INTEREST

The Title IX Coordinator, Investigator, and Decision-Maker will be free from conflicts of interest or bias for or against Complainants or Respondents. Such personnel will receive training on how to serve impartially, including avoiding pre-judgment of the facts at issue, conflicts of interest, and bias.

Complainants and Respondents are expected to promptly report any concern(s) regarding a conflict of interest or bias regarding the above-listed personnel to the Title IX Coordinator once they become aware of the conflict of interest or bias. The Coordinator will evaluate the report, and if it is determined that a conflict of interest or bias exists, the District will appoint another individual to serve in the role.

TITLE IX: ADDITIONAL/ALTERNATIVE COMPLAINT OPTION

You may also file a Title IX complaint directly through the OCR using the contact information below.

• Office for Civil Rights, Atlanta Office, U.S. Dept. of Education
• 61 Forsyth St. SW, Suite 19T70, Alanta, GA 30303
• OCR.Atlanta@ed.gov 404-974-9406 Fax: 404-974-9471

OTHER COMPLAINT OPTIONS (NON-TITLE IX)

City Schools of Decatur complies with all federal rules and regulations and does not discriminate in access, treatment, or employment in education programs or hiring practices based on race, creed, religion, color, national origin, age, sex, sexual orientation including gender expression or identity, marital status, and/or disability. If the Title IX process does not meet your immediate needs, there are other options for students and stakeholders to lodge a complaint.

BIAS/EQUITY INCIDENTS

A bias/equity incident is any consciously, unconsciously, explicitly, or implicitly expressed act that targets individuals or groups based on perceived or actual identity. A bias incident can refer to single or ongoing instances of behavior, action, or practice that marginalize, demean, intimidate, or threaten individuals or groups based on an actual or perceived membership in a protected class.

Protected Classes include but are not limited to:

Not all incidents of bias violate CSD policy. However, they are out of congruence with our shared values of mutual respect, inclusion, and equity. The Bias/Equity Incident form enables CSD to connect community members who submit a report to resources and support, maintain records of bias incidents, and analyze trends to continually improve our District. Submit a Bias/Equity Incident Report Here

Can I submit a confidential bias/equity incident report?

Yes, however, we encourage the inclusion of identifying information as it can help the District gain a complete understanding of alleged incidents.  We will make every effort to respect and protect your privacy. However, in certain circumstances, we cannot guarantee anonymity and may need to involve other parties in the District. Submit a Confidential Bias/Equity Incident Report Here

TITLE VI 

CSD prohibits discrimination against any person based on race, color, national origin or membership in a protected class under any program or activity receiving federal financial assistance. Title VI prohibits discrimination against any person based on race, color, national origin, or membership in a protected class under any program or activity receiving federal financial assistance.

Find more information on Title VI, here. Submit a Title VI Incident Report Here.

OTHER COMPLAINT OPTIONS 

• See the Student and Community Complaints Process here.
• District employees may complain to Human Resources/Staff Support.

Title IX District Training Materials

Employees in the Office of the Superintendent who serve as Investigators, Decision Makers, or Appeals Officers have completed one or more of the following trainings in accordance with the requirements set forth by the Department of Education:

2022 - 23

2023 - 24

2024-25

• How to Report Sexual Harassment Under Title IX - U.S. Department of Education

• Title IX Protections Against Sexual Assault - U.S. Department of Education

• Due Process Protections under Title IX - U.S. Department of Education

• OCR Webinar: Title IX Regulations Address Sexual Harassment - U.S. Department of Education

• OCR Webinar on the First Amendment and Title IX - U.S. Department of Education

• District and School Leadership in the TIX Process - CSD
•  
• Safe Schools: Title IX - Vector (Contact TIX Coordinator for access.)
• Attestation Statement