Frequently Asked Questions
Who does the Title IX Coordinator serve?
- The Title IX Coordinator serves all students, staff and faculty at Shippensburg University of Pennsylvania.
Do I have to file a complaint in order to talk with the Title IX Coordinator?
- Title IX Coordinators are not a confidential source of support. While they will address matters reported with sensitivity and will keep your information as private as possible, confidentiality cannot be guaranteed.
Is discrimination a serious problem at Shippensburg University of Pennsylvania?
- No. As a large institution, the University does receive reports each year alleging unfair treatment based on race, gender, disability, national origin and other protected class membership. An individual alleging illegal discrimination has the responsibility to report the behavior and to provide sufficient evidence of illegal conduct to sustain a complaint of discrimination under either Title VII of the Civil Rights Act of 1964 (employees) or Title IX of the Education Amendments of 1972 (students). All complaints are taken seriously, and we will conduct an independent fact-finding investigation to determine if the complaint has facts.
What does a "hostile work environment" mean?
- A hostile work environment is one in which certain behaviors may be occurring that interfere with an individual's ability to work effectively. The behaviors may be verbal, non-verbal and/or physical, which may be hurtful to someone on the basis of gender, national origin, religion, race, disability and/or veteran status. All employees have the right to work in an environment free from harassment. All supervisors and managers have the responsibility to ensure that work environments are free from harassment and therefore must take all complaints seriously.
Why is sexual harassment training now required for all employees?
- As an employer, the University has an affirmative responsibility to ensure that all employees are made aware of their right to work in an environment free from harassment and recognize their responsibility to avoid engaging in verbal, non-verbal and/or physical behaviors that may constitute sexual harassment. In addition, the U.S. Supreme Court has ruled that an employer may be held strictly liable in cases in which a supervisor did not properly respond to a report of possible harassment, or when a supervisor or individual in a position of power (or authority over an employee or student) has engaged in prohibited conduct. Sexual harassment is illegal and prohibited conduct under State System and University policy.
When are sexual harassment prevention workshops offered?
- Sexual harassment prevention workshops are offered upon request and are part of the routine training schedule.
What is the Americans with Disabilities Act (ADA) and how does it apply to me?
- The ADA is a federal law that is designed to assist individuals with disabilities obtain and retain employment. An employer must provide reasonable accommodations to qualified individuals with disabilities to enable them to perform the essential functions of their jobs. Most accommodations are easily arranged and are not expensive to provide.
Why do I have to conduct a search to fill a vacant position?
- As an equal opportunity employer, the University is required to comply with all regulations implementing equal opportunity in the University's hiring practices. This requires conducting good-faith professional searches and classified employee recruitments to ensure that all qualified individuals are afforded equal opportunity to be considered for employment at the University.
Does equal opportunity mean that women and minorities are given an advantage in the hiring process?
- No. Equal opportunity requires that all hiring practices be conducted in a non-discriminatory manner. Equal opportunity also means ensuring that women and minority employees are afforded equal treatment in the workplace, including access to training and promotion opportunities.
What are the responsibilities of the Title IX Coordinator?
- Receiving and processing complaints of discrimination on the basis of race, color, religion, national origin, sex/gender, age, disability, veteran status, and/or sexual orientation.
- Conducting campus-wide training programs on sexual harassment.
- Serving as a resource office in resolving employee-management conflict and providing information on University policies and procedures.
- Serving as liaison for the University with state and federal administrative agencies charged with responsibility for enforcing equal opportunity, and non-discrimination.