• Surry County Schools will not discriminate against anyone on the basis of sex in its educational programs or activities, in admission to its educational programs or activities, or in employment policies and practices in accordance with Title IX of the Education Amendments of 1972.  Inquiries regarding compliance with Title IX may be directed to the Title IX Coordinator, Mr. Kevin Via

    Title IX Training

    • Title IX: Protecting Students and School Employees from Sexual Harassment (General Awareness) (PublicSchoolWorks)
      • Enacted in 1972, Title IX is a Federal civil-rights law that protects everyone from being discriminated against on the basis of sex in educational programs and activities. Although Title IX has improved educational access for millions of students, sexual harassment continues to be a widespread problem. In May of 2020, the U.S. Department of Education (DOE) updated its guidelines for how schools must respond to sexual-harassment claims. The guidelines, which took effect on August 14, 2020, apply to all types of sexual harassment, including student against student, student against school employee, school employee against school employee, and school employee against student. One of the new guidelines most important changes is that all employees, without delay, must report possible acts of sexual harassment to a Title IX coordinator. This course will: define sexual harassment; explain schools’ obligations with regard to sexual-harassment claims under Title IX; and outline Title IX’s investigative procedures. After taking the training, you’ll understand: the definitions of complainant, respondent and sexual harassment; what the “on the basis of sex” standard entails; how Title IX defines quid pro quo harassment; what the “severe, pervasive and objectionably offensive” standard involves; why not all offensive behavior violates Title IX; what the “reasonable person standard” is; how an “equal access standard” is applied; what acts qualify as sexual offenses under Title IX; how to speak with a victim of a sexual offense and why trauma-sensitive practices are important; what qualifies as “notice” of sexual harassment; how mandated reporting obligations compare to Title IX responsibilities; how Title IX applies (or doesn’t apply) in various situations, such as educational programs, extracurricular activities, online platforms, in private homes and study-abroad programs; how a school must respond upon learning about a sexual-harassment allegation, and the supportive measures that must be offered to the complainant; what a formal complaint is and who can file one; what can cause a formal complaint to be dismissed; what an “informal-resolution process” entails and when it can be offered as an alternative to a traditional grievance process; what steps are involved in a Title IX sexual-harassment investigation; the definition of “due process” and its role in a grievance procedure; what “presumption of non-responsibility” means; the role of an advisor, and who can serve as one; the responsibilities of a Title IX coordinator, an investigator and a decision-maker; what evidence is allowed and what evidence is considered inadmissible; the difference between a “clear and convincing evidence standard” and a “preponderance of evidence standard”; what type of educational institutions must hold live hearings; the definitions of “remedies” and “sanctions”; under what bases a complainant or a respondent can appeal the result of a Title IX decision; that Title IX prohibits retaliation against anyone involved in a report, investigation, proceeding or hearing.