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Title IX of the Education Amendments of 1972 protects people from discrimination based on sex in education programs and activities that receive federal financial assistance.
The Title IX regulation describes the conduct that violates Title IX. Examples of the types of discrimination that are covered under Title IX include sexual harassment, the failure to provide equal opportunity in athletics, and discrimination based on pregnancy. To enforce Title IX, the U.S. Department of Education maintains an Office for Civil Rights, with headquarters in Washington, DC and 12 offices across the United States.
SOURCE: U.S. Department of Education, Office for Civil Rights. Title IX and Sex Discrimination.
Zane State College strongly opposes and will not tolerate any form of harassment or discrimination, which includes sexual misconduct, on the basis of age, color, disability, national origin, race, religion, sex, sexual orientation, gender identity, military status, or veteran status. This prohibition extends to discrimination or harassment based on the protected classes and includes the creation of an intimidating, hostile, or offensive working or learning environment. The College will take immediate steps to investigate and take appropriate corrective measures to ensure this policy is enforced.
At Zane State College the Office of Human Resources is the College’s designated office for compliance with federal statutes including: Titles VI, VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Americans with Disabilities Act of 1990, Age Discrimination in Employment Act of 1967, Pregnancy Discrimination Act of 1978, Age Discrimination Act (students), Executive Order 11246, Sections 503 and 504 of the Vocational Rehabilitation Act of 1973, and Vietnam Era Veterans’ Readjustment Act of 1974, and regulations of the office of federal contract compliance program.
In April 2011, the Office for Civil Rights (OCR) issued a “Dear Colleague” letter explaining to schools, colleges, and universities their obligations, under Title IX, to take immediate and effective steps to eliminate sexual harassment, including sexual violence.
In September 2017, the OCR withdrew this letter and issued a new “Dear Colleague” letter. The College remains in compliance with the various provisions of the new letter and the ongoing guidance from OCR and Title IX experts and advisors.
Supreme Court decisions dealing with Title IX and sexual harassment of students in private lawsuits for monetary damages:
According to a study on sexual assaults on college campuses:
Once we have notice of possible sexual harassment or violence, we must:
The Zane State College protocol:
The following steps will be taken in an investigation:
Following the investigation:
After all information and evidence is objectively gathered and analyzed, a written summary/report will be forwarded to the President of the College. Before imposition of discipline, the accused will be given notice of the charges against him or her and provided an opportunity to respond to the allegations and to present a defense in accordance with other relevant College policies and, when applicable, the Student Code of Conduct. The student disciplinary process is also presented in the Student Code of Conduct.
Dr. James Kemper, SPHR
Chief Human Resource Officer
Title IX Coordinator
At Zane State College Dr. Kemper oversees four departments including Human Resources, Information Technology Services, Adjunct Services, and Secondary & Strategic Initiatives. Prior to joining Zane State, Kemper was the director of human resources for Longaberger Inc. and director of organization and human resource consulting for The Ohio State University. He also was associate vice president and chief human resources officer at Ohio University for over 20 years. Kemper also has worked for the Anchor Hocking Corporation and as an independent consultant. He has held adjunct teaching roles for Ohio University’s College of Business Administration and for Hocking College.
Dr. Kemper has bachelor and master degrees in business administration from Ohio University and an SPHR lifetime certification from the Human Resource Certification Institute in Washington D.C. He received his PhD in higher education administration from Ohio University in 2001. His dissertation, which has been replicated twice, was titled “The Role of the Human Resource Office in the Collegiate Environment: Identifying the Components of Being a Strategic Partner.”
He has published numerous human resources-related articles in trade journals including The Higher Education Workplace, The Business Officer, and Capacity.
Kemper is a member of The Society for Human Resource Management (SHRM), the College and University Professional Association for Human Resources (CUPA-HR), and the Society of Higher Education Human Resource Executives (SHEHRE).
He and his wife, Jenny, have 4 married, grown children and 9 young grandchildren.
Chief Student Affairs Officer & Director of TRIO – Student Support Services
Deputy Coordinator, Title IX
Kevin is an advocate for students and has a passion for student services. Kevin has participated in and has been involved with student services for 20 years. This involvement began as a freshman in college where he participated in student leadership, student government, and student activities and continues until this day as a professional. His current role at Zane State College is twofold. As Director of TRIO, Kevin oversees and provides direction for the TRIO program and supervises the TRIO staff to help eligible students persist in college. As Chief Student Affairs Officer, Kevin provides leadership and direction for Career Services, Accessibility Services, Advising, and Retention Services. Before coming to Zane State College, Kevin was a Recruiter for Utah State University Eastern and advised the student Ambassador team. Kevin enjoys working with students and finds this profession to be very rewarding.
Kevin has a bachelor’s degree in Exercise and Sport Science from the University of Utah and a master’s degree in College Student Personnel Administration from the University of Central Missouri. As a graduate student, Kevin completed an internship at Dixie State University working with their orientation, international student, registration, and financial aid departments. Kevin also held a graduate assistant position for Student Leadership at the University of Central Missouri.
Kevin loves spending time with his wife, five beautiful daughters, and playing sports – especially golf.
Any person who believes he or she has been a victim of discrimination, harassment, or sexual misconduct is strongly encouraged to pursue relief by reporting the behavior to the appropriate individual(s). Reports can be made directly to the Chief Student Affairs Officer for Student Success, the Director of Campus Safety & Security, or the Chief Human Resource Officer. The Chief Human Resource Officer serves as the Title IX Officer. Alternatively, a victim may report the behavior to any College faculty or staff member.
Consent in connection with sexual conduct is not specifically defined under Ohio law. However, under Ohio law the following circumstances are not consent:
administering any drug, intoxicant or controlled substance to the other individual surreptitiously or by force, threat of force or deception;
Conduct of a Sexual Nature
Denies or Limits
To determine whether the conduct denies or limits benefits or service, consider:
Hostile environment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. A hostile environment with respect to sexual harassment occurs when such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive working or learning environment. In addition, a hostile environment occurs when unwelcome sexually harassing conduct is so severe, persistent or pervasive that it affects an individual’s ability to participate in or benefit from a College program or activity, or creates an intimidating, threatening or abusive environment.
A school has notice if a responsible employee knew, or in the exercise of reasonable care should have known, about the harassment/violence.
Examples of notice:
Sexual harassment is a form of sex discrimination which violates state and federal laws respecting both employees and students. The definitions used in this policy will be interpreted consistent with such laws. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct, or other verbal or physical conduct or communication of a sexual nature when:
Stalking is engaging in a course of conduct directed at another individual that would cause a reasonable individual to fear for his or her safety or the safety of others or suffer substantial emotional distress. A course of conduct consists of at least two acts.
Dating violence means violence committed by an individual 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 will be determined, based upon a consideration of the following factors: the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship.
Domestic violence means knowingly or recklessly causing or attempting to cause physical harm to a family or household member. Domestic violence includes, by threat of force, knowingly causing a family or household member to believe that the actor will cause imminent physical harm to the family or household member. A family or household member is any of the following who is residing or has resided with the accused:
Incapacitated/incapacitation is a mental state in which an individual cannot make rational decisions because they lack the capacity to give knowing consent. Such incapacitation may be caused by alcohol or other drug use, sleep or unconsciousness, or physical or mental impairment.
Intimidation is an implied or actual threat to commit a sex act against another individual, or behavior used to coerce participation in a sex act.
Parties includes both the individual lodging a complaint of harassment (“complainant”), and the individual about whom the complaint is made (“respondent”).
Relationship violence is any physical, sexual and/or psychological harm against an individual by a current or former domestic partner. Domestic partners may include, but are not limited to, individuals who are cohabitating, married, separated or divorced, and may be of the same or opposite sex.
Retaliation is any overt or covert act of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment, against any individual or group for exercising rights under this policy.
Sexual exploitation is taking non-consensual, unjust or abusive sexual advantage of another. Examples include, but are not limited to:
Sexual violence is any non-consensual sexual act, including, but not limited to, rape, sexual assault, sexual battery and sexual coercion. Sexual violence also includes relationship violence. Examples of sexual violence include, but are not limited to:
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