Â鶹Æƽâ°æ

Table of Contents

I. Scope
II. Purpose
III. Definitions
IV. Policy
V. Reporting Prohibited Conduct
VI. Enforcement; Complaint/Investigation Procedures
VII. Approval and Amendment
VIII. Related Documents

I. Scope

This policy applies to Â鶹Æƽâ°æ (W&M) as a whole university. It applies to all members of the university community affected by discrimination, harassment, or retaliation, including faculty, staff, and students. It is W&M policy to prohibit acts of Title IX sexual harassment as defined by applicable federal regulations and discrimination against any member of the university community on the basis of pregnancy or pregnancy-related conditions. This policy (“Title IX Policy”) and the university’s Policy Prohibiting Discrimination, Discriminatory Harassment, Retaliation and Sexual Misconduct (“Discrimination Policy”) collectively define conduct expectations relating to all forms of discrimination, harassment, and retaliation and the respective complaint procedures provide notice of the applicable university response. 

Officially recognized organizations, such as student organizations, are subject to this policy provided that, to the extent permitted by law, social organizations such as fraternities and sororities may restrict membership to members of the same sex, and organizations whose primary purpose is religious or political may restrict their membership to those members of the university community who have similar beliefs or political affiliations.

This policy prohibits Title IX sexual harassment and discrimination against any member of the university community by faculty, staff, students, and third parties when that conduct occurs in the United States and:

• occurs on campus or property owned or controlled by the university (university property);
• occurs in the context of a university employment or educational program or activity including, but not limited to, university-sponsored research, or internship programs;
• occurs in circumstances in which the university exercised substantial control over both the respondent and the context in which the conduct occurred.

Sexual misconduct not meeting the definition of Title IX sexual harassment and/or not occurring in the above jurisdictional limitations may be prohibited under the Discrimination Policy.

This policy is not intended, and may not be applied, to abridge free speech or other civil rights of any individual or group. Speech and expressive conduct may, however, violate this policy; for example, offensive speech that creates a hostile environment may be prohibited sexual harassment. This policy is not meant to prohibit academic freedom, including classroom discussion of controversial matters and research activities.

II. Purpose

Our community of trust requires that its members treat one another with respect, dignity, and fairness. This policy is designed to foster a safe environment for the members of the W&M community.

The university is committed to maintaining an environment that is free from Title IX sexual harassment and to responding promptly and equitably to reports and formal complaints.

Title IX sexual harassment and discrimination against a student on the basis of pregnancy or pregnancy-related conditions are prohibited by this policy and will be addressed through a prompt, equitable and impartial procedure consistent with applicable law and university policy.

This policy helps W&M comply with federal law as required under Title IX of the Education Amendments of 1972, which prohibits sex discrimination, and the Violence Against Women Act (VAWA) crimes of sexual assault, domestic violence, dating violence, and stalking in the university’s education programs or activities.

III. Definitions

The university defines Title IX sexual harassment and discrimination against a student on the basis of pregnancy or pregnancy-related conditions and related terms in a manner intended to align with the Title IX regulations currently enforced by the U.S. Department of Education. Additional definitions reflect university policy choices and applicable Virginia law.

Complainant means an individual who is alleged to be the victim of conduct that could constitute Title IX Sexual Harassment or the individual who has experienced discrimination against a student on the basis of pregnancy or pregnancy-related conditions as defined under this policy.

Consent means a mutual agreement between participants to engage in specific types of sexual activity.

Educational Program or Activity means any academic, extracurricular, research, occupational training, or other educational program or activity operated by W&M, and applies in all aspects of participation, including access to resources, treatment under rules, and opportunities to benefit from the program.

Faculty means those persons who have teaching and/or research responsibilities and who hold academic appointments in a department, program, or school of the university, as well as those administrators who hold an academic appointment in a program, school or department.

Force means making someone do something against their will. Force includes physical violence, threats, intimidation, and/or coercion.

1. Physical violence includes hitting, punching, slapping, kicking, restraining, strangling, and brandishing or using any weapon.
2. Threats are words or actions that would compel a reasonable person to engage in unwanted sexual activity. Examples include threats to harm oneself or another person physically, to reveal private information to harm a person’s reputation, or to cause a person academic or economic harm.
3. Intimidation is an implied threat that causes reasonable fear in another person. A person’s size, alone, does not constitute intimidation; however, a person’s size may be used in a way that constitutes intimidation (e.g., blocking access to an exit).

Coercion is an unreasonable amount of pressure on someone to participate in a particular form of sexual activity, to change their mind after they asked to stop or have indicated lack of consent previously, or to change their mind about clear boundaries they have established

Coercion is more than an effort to persuade, entice, or attract another person to have sex. In evaluating whether coercion was used, the university will consider: (i) the frequency of the application of the pressure, (ii) the intensity of the pressure, (iii) the degree of isolation of the person being pressured, (iv) the duration of the pressure, and (v) any power differential between the parties.

Formal complaint means a document filed by either a complainant who is participating in or attempting to participate in an educational program or activity of the university or by the Title IX Coordinator that alleges conduct by a respondent that could constitute Title IX sexual harassment or discrimination against a student on the basis of pregnancy or pregnancy-related conditions and requests that the university investigate the allegations.

Incapacitation means the physical and/or mental inability to make informed, rational judgments, including about whether or not to engage in an activity, including sexual activity.

Intimate Body Parts means the genitalia, anus, groin, breast, or buttock of any person.

Mandatory Reporter means any university employee or designated student worker required by federal and state law (which designates such employee as a “Responsible Employee”) to promptly notify the Title IX Coordinator of possible prohibited conduct under this policy, except those employees serving in a confidential resource role.

Pregnancy-Related Conditions means a student’s pregnancy, childbirth, false pregnancy, termination of pregnancy or recovery from any of these conditions.

Report means information about alleged Title IX sexual harassment or discrimination against a student on the basis of pregnancy or pregnancy-related condition affecting a member of the university community that is provided to the Office of Compliance & Equity (OC&E) by the complainant, a mandatory report or third-party reporter.

Respondent means an individual alleged to have engaged in conduct that could constitute a violation of university policy.

Retaliation means material adverse action taken by a Respondent, allied third party, or the university against a person because the person made a good faith report of Title IX sexual harassment or discrimination against a student on the basis of pregnancy or pregnancy-related conditions, or the person is involved in or participated in an investigation or proceeding of such reported allegation under this policy. Retaliation includes, but is not limited to, threatening, intimidating, harassing, coercing or any other conduct that would deter a reasonable person from engaging in activity protected under this policy. Retaliation does not include good faith counter complaints lawfully pursued in response to a report of discrimination or harassment, or non-discriminatory adverse actions taken for legitimate purposes.

Staff means employees who are designated as executive, professional, professional faculty, operational, classified and non-student hourly employees and who do not hold an academic appointment in a program, school, or department.

Student means all persons taking courses at the university, either full-time or part-time, persons pursuing undergraduate, graduate, or professional studies, and persons enrolled as non-degree seeking students.

Supportive measure means non-disciplinary, non-punitive, individualized service offered as appropriate, as reasonably available, and without fee or charge to the complainant or the respondent before or after making a report or filing a formal complaint.  

Title IX Coordinator means an official designated by the university to coordinate compliance with Title IX, oversee implementation of this policy and the related procedures, coordinate supportive measures, and monitor prompt and equitable resolution of reports and formal complaints.

Title IX Sexual Harassment means conduct on the basis of sex that satisfies one or more of the following:

1. Quid Pro Quo Sexual Harassment means a faculty or staff member of the university conditioning, either explicitly or implicitly, the provision of aid, benefit, or service of the university on an individual’s participation in unwelcome sexual conduct.
2. Hostile Environment Sexual Harassment means unwelcome sex-based conduct that includes sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
3. Sexual assault means an offense classified as a forcible or nonforcible sex offense under the uniform crime reporting system of the Federal Bureau of Investigation. A forcible sex offense is any sexual act directed against another person, without that person’s consent, including instances in which the person is incapable of giving consent because of age or temporary or permanent mental or physical incapacity. A nonforcible sex offense is unlawful, nonforcible sexual intercourse, specifically, incest and statutory rape.

• Rape—means the penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without consent.
• Fondling—means the intentional touching of the clothed or unclothed body part(s) of another person, without consent, for the purpose of sexual degradation, sexual gratification, or sexual humiliation, or the forced touching by the victim of the actor’s clothed or unclothed intimate body part(s), without consent for the purpose of sexual degradation, sexual gratification, or sexual humiliation.
• Incest—means sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law.
• Statutory Rape—means sexual intercourse with a person who is under the statutory age of consent.

4. Domestic Violence means a felony or misdemeanor crime of assault or battery as defined in Va. Code Section 18.2 Article 4 that is committed by a current or former spouse of the victim, by a current or former intimate partner of the victim, by a person with whom the victim shares a child in common, or by family member of the victim.
5. Dating violence means violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim; and where the existence of such a relationship shall be determined based on a consideration of the following factors: (i) the reporting party’s statement and with consideration of the length of the relationship; (ii), the type of relationship; and (iii) the frequency of interaction between the persons involved in the relationship.
6. Stalking means engaging in a course of conduct directed at a specific person that would cause a reasonable person to (a) fear for their safety or the safety of others; or (b) suffer substantial emotional distress. For the purposes of this definition:
   • Course of conduct means two or more acts, including, but not limited to, acts in which the stalker directly, indirectly, or through third parties, by any action, method, device, or means, follows, monitors, observes, surveils, threatens, or communicates to or about a person, or interferes with a person’s property.
   • Reasonable person means a reasonable person under similar circumstances and with similar identities to the victim.
   • Substantial emotional distress means significant mental suffering or anguish that may, but does not necessarily, require medical or other professional treatment or counseling.

IV. Policy

A. Prohibited Conduct

The following conduct, as defined in Section III of this Policy, is prohibited and constitutes a violation of university policy. Persons who violate the policy are subject to sanctions as described in the applicable procedure.

• Title IX Sexual Harassment
• Quid Pro Quo Sexual Harassment
• Hostile Environment Sexual Harassment
• Sexual Assault (Rape, Fondling, Incest, Statutory Rape)
• Domestic Violence
• Dating Violence
• Stalking
• Pregnancy and Related Conditions  

In compliance with , discrimination against any student, or exclusion of any student from the university’s educational program or activity on the basis of such student’s current, potential or past pregnancy or related conditions is prohibited. 

• Retaliation

 Separate disciplinary action may be imposed if there is a finding of responsibility for retaliation. Retaliation may be present even where there is a finding of no responsibility on the underlying alleged conduct.

B. Application of Consent

To be effective, consent must be an informed, deliberate, and voluntary decision to engage in mutually acceptable sexual activity. Consent is an affirmative process, through words or actions, and cannot be based on assumptions.  It is the responsibility of the person who wants to engage in sexual activity to ensure that they have received consent from any other person(s) involved. If an individual initiating sexual activity is not sure if they have received consent, they have an obligation to seek additional clarification. Failure to do so could violate this policy.  W&M policy requires that individuals obtain consent before engaging in all forms of sexual activity. See Appendix A: Guidance on Obtaining Consent for Sexual Activity and Incapacitation.

C. Application of Incapacitation 

Someone who is incapacitated cannot give consent, and any consent that is given is invalid due to incapacitation. An individual’s incapacitation may be due to alcohol or drugs, sleep or unconsciousness, or an intellectual or other mental or physical disability. Not all changes in emotional or mental state constitute incapacitation. A person is not necessarily incapacitated merely because of drinking or using drugs. In evaluating consent in cases of alleged incapacitation, the university asks whether the respondent knew the complainant was incapacitated or whether a sober, reasonable person in the same situation would have known that the complainant was incapacitated.

V. Reporting Prohibited Conduct

A. Internal Reports 

Reporting conduct prohibited under this policy allows W&M to provide prompt, supportive measures to protect and support individuals in their educational or work environments, assess safety and concerns, and determine the appropriate response. Supportive measures may be provided even if the Complainant does not want to initiate a university administrative process or a criminal process. Additional information about supportive measures is provided in the relevant procedures.

Reports of conduct prohibited under this policy may be made to the OC&E or the Title IX Coordinator at:

Dr. Jenelle M. Job, MEd, PhD, LSSP  

Director of Title IX and Civil Rigths Compliance/Title IX Coordinator
Office of Compliance & Equity
James Blair Hall, Suite 110
Williamsburg, VA 23185  
757-221-4977
[[jmjob]] or [[compequity]]

B. Methods of Reporting

via the Office of Compliance & Equity Guardian case management system

In-person or written reports (mail or email):
Office of Compliance & Equity
James Blair Hall, Suite110
Williamsburg, VA 23185 
[[compequity]]
 
Anonymous reports

Anonymous reports or partial disclosure reports of incidents involving students or employees may be made by non-mandatory reporters through the .  

Anonymous reports or partial disclosure reports of incidents involving students or employees made by non-mandatory reporters may be filed physically using the secure drop box located outside of the Office of Compliance & Equity on the first floor of James Blair Hall, Suites 110-116. 

Anonymous reports of sexual assault to the Â鶹Æƽâ°æ Police Department (WMPD) made by non-mandatory reporters may contact WMPD dispatch at (757) 221-4596 or in person at 201 Ukrop Way. Anonymous reports of crimes of sexual assault, domestic violence, dating violence, or stalking may be included in the university's crime statistics as required by the Clery Act Compliance Policy. WMPD can also assist survivors with the process of physical evidence collected and maintained through a Physical Evidence and Recovery Kit (PERK), anonymously, at a local hospital. 

C. Requests Not to Investigation

The university will not begin an internal investigation without a formal complaint signed by the complainant and submitted to the Title IX Coordinator, or without a formal complainant signed by the Title IX Coordinator when the circumstances and risk factors of the report indicate a safety concern for the university community. The university must consider its obligation to other students or employees and the campus community. In addition, Virginia law requires the university to report sexual violence incidents to law enforcement and/or the relevant prosecutor, in certain circumstances.

D. Privacy

The university makes every effort to protect the privacy and confidentiality of people who report or are named in a report of Title IX sexual harassment or pregnancy discrimination. Information reported will be shared only on a need-to-know basis. The university also takes steps to protect members of its community against further misconduct, including retaliation.  Confidentiality and retaliation protections exist in part to help encourage people who experience misconduct to come forward. 

E. Amnesty from Student Conduct Discipline

To facilitate full and truthful reporting and witness participation, the university generally does not charge parties or material witnesses with Student Code of Conduct violations, such as consuming alcohol underage or consuming illegal drugs, unless such behavior relates directly to the alleged conduct.  An example of a violation that relates directly to an allegation of prohibited conduct would be provision of alcohol to an underage complainant by a respondent, when there is an allegation that the respondent provided the alcohol as a means to facilitate a sexual assault. 

F. Confidential Resources

Confidential resources provide confidential, trauma-informed counseling or support, healthcare and medical services, or ombuds services.

For Students: Students who are not sure whether they want to make a formal complaint are encouraged to contact The Haven.  The Haven can provide confidential support, timely health, and safety information, on and off-campus resources, modifications to academics and campus living, and help a survivor understand the rights and options available to them. 

1. The Haven
    Sadler Center 146 (1st floor) 
    (757) 221-2449 
    thehaven@wm.edu 

Other confidential resources for students on campus are:

2. Â鶹Æƽâ°æ Counseling Center
   McLeod Tyler Wellness Center, 2nd Floor
   (757) 221-3620  
3. Student Health Center 
    McLeod Tyler Wellness Center, 1st Floor 
    (757) 221-4386

For Employees:

1. The University Ombuds
    ombuds@wm.edu
2. Employee Assistance Program (EAP)
      COVA Care and OVA HDHP                    
      Anthem Blue Cross and Blue Shield 
      Anthem EAP:  1-855-223-9277  
      Log in:  Commonwealth of Virginia 
3. COVA HealthAware/Aetna 
      Aetna EAP: 1-888-6232 www.mylifevalues.com 
      Username: OVA  Password: OVA 
4. Anthem Crisis Line
      1-855-223-9277 Press 1 for Crisis
5. Community Services Board  
   Telehealth services 757-230-3200

G. Mandatory Reports

All faculty and staff, including designated student staff, who are told of, become aware of, or witness any sex discrimination, sexual harassment, gender-based harassment or sexual misconduct affecting a member of the university community are required to file a report with the Director of Title IX and Civil Rights Compliance.

Consistent with the requirements of Va. Code § 23.1-806, employees who are mandatory reporters are required to report all known details (obtained directly or indirectly), including but not limited to: name(s) of parties and witnesses, location(s), date(s) / time(s), event description(s), witnesses,  involvement of law enforcement (if any), and any action taken by the mandatory reporter or another university office or official.

Exemption

Staff members of the Counseling Center, the Student Health Center, The Haven and the Ombuds who are designated confidential resources for students or employees are not mandatory reporters and are exempt from the reporting obligations in this section except as otherwise required by law.

H. Reports to Law Enforcement

Sexual assault, dating and domestic violence, stalking, and other forms of sexual misconduct are crimes, and may be reported to law enforcement for investigation.  The reports may be made instead of or in addition to reports made to the university administration.  A survivor may choose to pursue one or both options.  Â鶹Æƽâ°æ staff members can help students file a criminal complaint, if desired.    

• The Â鶹Æƽâ°æ Police generally have jurisdiction over incidents occurring on W&M's campus.  
•  generally have jurisdiction over incidents occurring in the city of Williamsburg. 
•  generally have jurisdiction over incidents occurring in James City County.

I. Reports to External Agencies

Individuals experiencing harassment or discrimination also have the right to file a formal grievance with government authorities.  Information about the different state and federal governmental agencies, which laws they enforce, and what types of complaints they handle is provided in Appendix B: External Reporting Options.

VI. Enforcement; Complaint/Investigation Procedures

Disciplinary action (sanctions) will be taken in accordance with the applicable procedure:

• For students, the Student Discrimination and Title IX Complainant Procedure.
• For faculty, staff, and third parties, the Employee Discrimination and Title IX Complaint Procedure

Both procedures provide for a thorough investigation with equitable rights for all parties to the process. Both procedures use a preponderance of the evidence (more likely than not) standard.

VII. Approval & Amendment

This policy was approved by the President, who has authorized the Title IX Coordinator to make minor, technical amendments to this policy, such as to update contact information.

The policy was amended:

• effective February 6, 2015, with the primary changes being to separate the policy from the procedure and (2) incorporate new definitions of certain types of sexual misconduct to comply with the Violence Against Women Reauthorization Act of 2013 (VAWA). This policy was amended on an interim basis by the President effective August 17, 2015, with the primary changes being (1) expansion of its application to faculty and staff and certain third parties and (2) modifications to the initial review of reports and employee reporting obligations, to comply with state law effective July 1, 2015.  The interim revisions were approved in final policy by the President effective August 19, 2016, in amendments that included revisions to certain definitions and various other minor revisions. 
• by the President effective October 20, 2017, to revise to make clarifying revisions to the definitions of relationship violence, sexual harassment, consent, and retaliation, and to update contact information.
• by the Title IX Coordinator April 25, 2018, to update contact information and add hyperlinks.
• by the President effective August 22, 2018, to (1) expand the discussion of intoxication and consent, (2) modify the amnesty provision, (3) modify the description of interim measures, and (4) update contact information. 
• by the President effective September 30, 2019 to (1) amend policy definitions of sexual or gender-based harassment, non-consensual sexual intercourse, and relationship violence; (2) clarify the definitions of consent and incapacitation and provide specific guidance in Appendix A.
• by the President effective August 14, 2020 to comply with Department of Education amendments to part 106 of title 34 of the Code of Federal Regulations and to Code of Virginia Amendments to 23.1-900.
• by the President effective August 16, 2021 to narrow the policy to apply to Title IX Sexual Harassment and Gender-Based Harassment as defined in federal regulations.

VIII. Related Documents, Policies & Procedures

• Appendix A: Guidance on Obtaining Consent for Sexual Activity and Incapacitation
• Appendix B: External Reporting Options
• Policy Prohibiting Discrimination, Discriminatory Harassment, Retaliation and Sexual Misconduct
• Violence and Threat Management Policy

Appendix A: Guidance on Obtaining Consent for Sexual Activity and Incapacitation

Members of the university community choosing to engage in any form of sexual activity – from touching or kissing to intercourse – must obtain consent from their partner(s) prior to engaging in such activity.  Appendix A provides guidance on obtaining consent and exercising caution when consumption of alcohol or drugs occurs. 

Consent is Active, Voluntary, Informed:

• Active – through clear words or actions, a person has indicated permission to engage in mutually agreed upon sexual activity. Sex is something you participate in -- not something that happens to you.
• Voluntary – freely given.
• Informed – knowing and aware.

Consent is NOT:

• Merely a lack of protest or lack of resistance. Silence and/or passivity also do not convey consent.
• Something to be assumed. Consent to sexual activity once does not imply consent another time. Nor does consent to one type of sexual activity mean consent to another.
• Valid if any force is used. 
• Valid if the person consenting is incapacitated. Someone who is incapacitated cannot consent.   

A person’s belief that another person consented is not valid when:

• The belief arose from the person’s own intoxication or recklessness; or
• The person knew the other person was incapacitated (as described below; or
• A reasonable person, in the circumstances, should have known that the other person was incapacitated.

Consent is specific. 

Consent to one form of sexual activity does not constitute consent to another form of sexual activity. For example:

• Consent to oral-genital contact does not constitute consent to vaginal or anal penetration;
• Consent to sexual activity on one occasion does not, by itself, constitute consent to future sexual activity.

Consent is revocable. 

• Consent may be withdrawn at any time, for any reason, even after sexual activity has begun.
• Previously-given consent may be withdrawn by communicating through clear words or actions a decision to stop (or not engage in) the sexual activity.
• Once consent is withdrawn, the other person must cease sexual activity without delay and may not apply undue pressure on the person who withdrew consent (coercion).
• Consent obtained by force is invalid.

Application of Incapacitation

Someone who is incapacitated cannot give consent and any consent that is given is considered invalid due to incapacitation.  An individual’s incapacitation may be due to:

• Alcohol or drugs;
• Sleep or unconsciousness; or
• An intellectual or other disability.

Not all changes in emotional or mental state, however, constitute incapacitation. Someone who is upset, tired, or intoxicated (for example) may make different choices than they would when they were in a calm, rested, or sober state, but that does not mean that they lack capacity to give consent.  A person is not necessarily incapacitated merely as a result of drinking or using drugs.  However, alcohol consumption, particularly rapid consumption or consumption together with other drugs, can prevent the formation of long-term memories (“blackout”); someone who (temporarily) cannot form long-term memories may or may not have the capacity to consent.  

In situations where both parties raise concerns regarding consent due to incapacitation, the university evaluates factors such as: 

• When and in what context the concerns were raised
• How the sexual activity was initiated
• The degree to which aggression was applied and/or
• The level of a party’s control or capacity

If someone is incapacitated, any initiation of sexual activity by this person does not presume consent. 

Being impaired by alcohol or other drugs is not a defense to any violation of this policy.

In evaluating consent in cases of alleged incapacitation, the university asks two questions: (1) Did the respondent know that the complainant was incapacitated? and if not, (2) Would a sober, reasonable person in the same situation have known that the complainant was incapacitated? If the answer to either of these questions is “YES,” consent was invalid and the conduct is likely a violation of this policy.

 

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Appendix B: External Reporting Options

Agencies that Accept Complaints or Enforce Laws

The Virginia Department of Human Resource Management (DHRM) is the central human resource (HR) agency for the Commonwealth of Virginia. DHRM promulgates and provides guidance on important personnel policies, particularly policies applying to classified and operational employees. .  

DHRM also has two offices that handle discrimination complaints.  

• The Office of Equal Employment Services (OEES) enforces the Governor's Executive Order, which prohibits discrimination based on race, gender, color, national origin, religion, sexual orientation, gender identity, age, veteran's status, political affiliation, or disability.  OEES's  is available online.
• The Office of Employment Dispute Resolution (EDR) processes a wide range of workplace disputes, through mediation and a grievance process.  This process may be used instead of the OEES process. is available on DHRM's website.

The Equal Employment Opportunity Commission

The EEOC enforces

• Titles VI of the Civil Rights Act of 1964, which prohibits race and national origin-based discrimination
• Title VIIof the Civil Rights Act of 1964, which prohibits race, color, national original, sex, or religion-based discrimination,
• certain provisions of the Americans with Disabilities Act (ADA), which prohibits discrimination against qualified individuals with disabilities and requires employers to make reasonable accommodations for qualified individuals with disabilities, 
• the Equal Pay Act,
• the Age Discrimination in Employment Act, and
• other certain federal discrimination laws applicable to employees.  

Employees and applicants for employment may file complaints with the EEOC.  The EEOC provides  online. Information about the  is available online. 

The EEOC also provides guidance on the various types of discrimination on .  

Office of Civil Rights of the U.S. Department of Education

The federal Office of Civil Rights of the Department of Education provides guidance and investigates student complaints regarding certain federal discrimination laws:  

• Titles VI of the Civil Rights Act of 1964, which prohibits race and national origin-based discrimination
• Title II of the Americans with Disabilities Act and Section 504 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified students with disabilities and require reasonable accommodation to be made for students or applicants with disabilities,
• Title IX of the Education Amendments of 1972, which prohibits sex-based discrimination,
• the Age Discrimination Act of 1975, which applies to age discrimination of students (the Age Discrimination in Employment Act is the federal law relating to age discrimination as applicable to employees), and
• certain other federal discrimination laws applicable to students,

Complaints may be filed by anyone who believes that Â鶹Æƽâ°æ has discriminated against someone on the basis of race, color, national origin, sex, disability, or age.  . 

OCR provides guidance on various discrimination topics in its online .  

The Office of Federal Contract Compliance Programs (OFCCP) is the federal agency that ensures that all employers who contract with the federal government -- including Â鶹Æƽâ°æ -- follow non-discrimination laws in their employment practices.  This Office is a part of the U.S. Department of Labor.  Specifically, OFCCP enforces

• Section 503 of the Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals on the basis of disability and also requires affirmative actions steps to hire, retain, and promote qualified individuals with disabilities.  
• VEVRAA, or the Vietnam Era Veterans' Readjustment Act of 1974, as amended, which prohibits discrimination against specified categories of veterans and requires affirmative action steps to hire, retain, and promote covered veterans.
• Executive Order 11246, which prohibits discrimination and requires affirmative action to ensure that all employment actions are made without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.  (President Obama amended Executive Order 11246 on July 21, 2014, to prohibit discrimination based on sexual orientation and gender identity.)

People who believe that they have been discriminated against in hiring or employment, by Â鶹Æƽâ°æ, may file a complaint with OFCCP.  According to , "OFCCP keeps for investigation discrimination complaints that involve groups of people or indicate that the employer engaged in a pattern of discrimination. If your complaint of discrimination is based on race, sex, color, religion, national original, and you are the only victim, OFCCP will normally refer your complaint to the Equal Employment Opportunity Commission (EEOC)."

The Civil Rights Division of the Department of Justice (DOJ) 

The Civil Rights Division of DOJ enforces: 

• laws providing equal opportunity for people with disabilities, specifically the Americans with Disabilities Act, Section 504 of the Rehabilitation Act, and Executive Order 12250.  
• Title VI of the Civil Rights Act of 1964, which protects students from discrimination on the basis of race, color, national origin, sex, and religion in public universities (such as Â鶹Æƽâ°æ), and Title IX of the Education Amendments of 1972, prohibiting sex-based discrimination. These activities are performed by the Educational Opportunities Section of DOJ's Civil Rights Division.  

DOJ provides online information about . According to this website, employees who believe they have been discriminated against on the basis of their race, sex, color, religion or national origin "should contact the Equal Employment Opportunity Commission." Similarly, people who believe they have been denied employment on one of these bases are also directed to contact the EEOC.

Organizations that Provide Information About or Advocate for Discrimination Compliance Issues 

The EEOC, OCR, and OFCCP, all listed above, provide online resources available to the public regarding various discrimination laws.  The organizations described below are some non-governmental associations or other entities that may provide helpful information or services.  These organizations are not affiliated with Â鶹Æƽâ°æ and Â鶹Æƽâ°æ does not make any representations about these organizations.  They are listed in alphabetical order.

In addition to the resources listed here, Â鶹Æƽâ°æ's Center for Student Diversity has collected information about many other organizations and web-based resources.  

•  (AAED) is an association of equal opportunity, diversity and affirmative action professionals.  
•  (AAUP) performs advocacy and research work, particularly related to people engaged in teaching and research in higher education.  It provides information about specific issues including diversity and affirmative action and discrimination.  
•  (ACLU) is an organization that engages in legislative advocacy and legal work related to the defense of individual rights and liberties, including .  
•  (ACE).  ACE is a membership organization that conducts public policy advocacy.  It provides information on various topics including campus diversity and military students and veterans.
•  (AHEAD).   AHEAD provides resources for students, parents, and the general public.  
•  (JAN) provides information about workplace accommodations, the ADA and related issues.  
•  (NILG) is an association focusing on affirmative action.  The organization focuses on work with the OFCCP but also partners with other federal agencies such as the EEOC.  
•  is a membership association serving HR professionals and interests.  Its website provides information on employment law topics including employee relations.