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Get Help NowTitle IX

Midland College strongly encourages students and employees to report incidents of discrimination on the basis of sex — including sexual harassment, sexual assault, sexual exploitation, or sex/gender discrimination, dating and domestic violence, related retaliation, or stalking.
 
Anyone who feels they have been a victim of prohibited conduct is encouraged to bring it to the attention of the Title IX Coordinator.  The Coordinator is empowered to provide supportive measures and academic adjustments to all individuals involved in these situations and to protect the safety of the campus community through these measures.
 
By filing a report, the information given will allow Midland College to provide those affected by the misconduct with options for continuing their education without discrimination in a safe environment.

 

Anonymous Reporting

Reports can be made without sharing your name by using the electronic form found here:

Discrimination/Sexual Harassment Report Form

Reports are sent to the Title IX Coordinator for immediate review. Depending on the amount of information disclosed, the College’s ability to investigate and respond to the report may be limited.

Unsure About Reporting?

Whether an incident occurred recently or in the past, help is still available. Resources are available even if an individual chooses not to file a complaint to Midland College or law enforcement.

 

Employees/Mandatory Reporters

According to Midland College Policy, DIAA (LOCAL & LEGAL)

Texas law requires any employee of a college or university in Texas to report to the Title IX Coordinator or Deputy Coordinator any information regarding an alleged incident of sexual harassment, sexual assault, dating violence, or stalking, committed by or against a person enrolled at or employed by the institution at the time of the incident. The law requires colleges to terminate employment for employees who fail to report such matters and imposes criminal penalties of up to a year in jail.

The obligation to report applies whenever an employee receives, in the course and scope of employment, information about an alleged incident which reasonably constitutes sexual harassment, sexual assault, dating violence, or stalking committed by or against a person who was a student or employee at the time of the incident. The report must include all information known to the employee which would be relevant to an investigation or redress of the incident, including whether the alleged victim has expressed a desire for confidentiality. A party’s desire for confidentiality does not relieve the employee’s obligation to report.

Three exceptions to employee reporting:

  1. Employees who are victims of sexual harassment, sexual assault, dating violence, or stalking are not mandatory reports of/for their own incident.
  2. Employees whose institution designates them as “persons with whom students may speak” confidentially. UNLESS, the information they received was conveyed outside of the circumstances rendering the communication confidential or privileged under other law. Due to the Clery Act, reports all relevant information about the incident (except for personally identifiable information about the student) must be made to the Midland College Police Department.
  3. Employees are not required to report information about an incident that is disclosed at a public awareness event on sexual harassment, sexual assault, dating violence, or stalking.

What if the individual asks me not to report the information?

It is recommended that you interrupt a person if you believe that they are about to disclose an incident of discrimination, harassment or related retaliation and advise the individual that you are mandated to report.

Explain that if the individual tells you about an incident of discrimination, sexual harassment (including sexual assault, sexual exploitation, stalking, domestic or dating violence), and/or related retaliation, you must promptly report the incident to the Title IX Coordinator according to Midland College policy and Texas State Law.

If the individual decides not to share anymore information with you, you may encourage the individual to seek medical care and/or counseling. Any information the individual gives to health practitioners in the course of treatment is confidential and no identifiable information will be shared.

Encourage, but not require the individual to make a report to the appropriate law enforcement agency.

An employee’s failure to report alleged or suspected discrimination, harassment, or related retaliation may result in disciplinary action, up to and including loss of employment at Midland College.

What can I tell the individual who is disclosing discrimination or harassment to me about what happens after a report is received?

When the Title IX Coordinator receives a report, we reach out to the affected individual and offer them an opportunity to share their story. At the request of the individual, a formal investigation may be open to pursue possible violation(s) and sanction(s) if necessary. We will offer support options and resources for all individuals involved with the incident.

If no investigation is requested, we offer support options and resources for the affected individual.

Will I get to know details of my report?

When a report is submitted by a mandatory reporter, you will receive an acknowledgment that your report was received.  Information about the investigation and resolution of such reports are protected by FERPA and workplace privacy laws; therefore, unless you are a person with a “need to know” on behalf of Midland College, you will not be advised of the outcome of your report.



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