Sexual Violence and Title IX: Ensuring Success in School

Sexual violence is occurring in our nation’s high schools in staggeringly high numbers. Even though it remains an extremely underreported crime, the available data points to its prevalence in secondary schools. Almost 4,000 incidents of sexual battery and over 800 rapes and attempted rapes were reported in public high schools in the 2007-2008 school year. And by the time they graduate from high school over one in ten young women will be forced to have sexual intercourse. Schools are not only in a good position to prevent and respond to sexual violence, but they are also required to by law. Title IX of the Education Amendments of 1972 (“Title IX”) is a federal civil rights law that prohibits discrimination on the basis of sex in education programs and activities. All public and private elementary and secondary schools, school districts, colleges, and universities receiving any federal funds must comply with Title IX. On Monday, April 4, the Department of Education’s Office for Civil Rights released a Dear Colleague letter to explain that the requirements of Title IX cover sexual violence and to remind schools of their responsibilities to take immediate and effective steps to respond to sexual violence.

Students who are victims of sexual violence must overcome major challenges as they try to meet school obligations while coping with the emotional and physical effects of the violence they have endured. In order for students to succeed in school, they must feel safe and attend to their mental and physical well-being. The new guidance reinforces schools’ Title IX obligations to create safer schools for both individual students who are survivors of sexual violence and the entire student population, and suggests steps to make that happen.

School’s Responsibilities under Title IX
The letter provides clear explanations of each school’s responsibilities to respond to sexual violence and examples of how a school might fulfill these requirements. The next few paragraphs highlight some of the most important pieces of the guidance. Schools have always been required under Title IX to allow students to file complaints regarding sex-based discrimination. The new guidance clarifies that sexual harassment and sexual violence are included in the umbrella term “sex-based discrimination.” In addition, the guidance clarifies that students can file complaints of sexual violence regardless of where the incident took place. This acknowledges that students may feel uncomfortable in school as a result of an incident that happened off school grounds, especially if the perpetrator attends the same school or other students find out about the incident.

The letter emphasizes that schools must have clear steps for students to file complaints under Title IX and make this widely known throughout the school community. This is especially important in regards to sexual violence—students are already hesitant to report it and are unlikely to look for ways to get help from their schools. Schools have to investigate all claims of sexual harassment and sexual violence, and they have to do this separately from any simultaneous law enforcement investigations, as long as it does not compromise a criminal investigation. In other words, schools have to conduct their own investigations whether or not a student chooses to report the violence to law enforcement or pursue court proceedings, or if a court finds the alleged perpetrator not guilty. The legal standard for a Title IX violation is the preponderance of the evidence standard (i.e., it is more likely than not that sexual harassment or violence occurred), a lower standard than needed to convict someone of a crime.

One of the most important pieces of the new guidance is its requirement that schools are responsible both for ending any ongoing violence and for preventing further harassment or violence from occurring. This shifts the emphasis from punishing the perpetrator to ensuring the victim’s safety. A survivor may need special accommodations to feel safe in school. This means providing a survivor with the option of receiving special accommodations whether or not the perpetrator is punished. The letter gives examples of actions schools can take to prevent further incidents, which range from changing class schedules to providing counseling services. The new guidance stresses that the burden of change should fall on the perpetrator rather than the survivor when possible to prevent re-victimization. 

Ensuring Success in School Initiative
The new guidance offers greater clarification of Title IX as it relates to the challenges students who are victims of sexual violence face in school and prioritizes the safety of students over all other considerations. The Shriver Center applauds the Office for Civil Rights on their renewed commitment to creating safe schools that allow all students to achieve success.

The Women’s Law and Policy Project at the Shriver Center created the Ensuring Success in School Initiative in 2003 to promote the safe and successful completion of school among elementary and high school students who are parents, expectant parents, or victims of domestic or sexual violence. As part of this effort, the Ensuring Success in School Task Force was statutorily created, and in June 2010 the Task Force submitted its final findings and recommendations to the Illinois General Assembly. These recommendations are well complimented by the new guidance from the Office of Civil Rights, highlighting both the national nature of this problem and the responsibility of schools to respond promptly and effectively. Indeed many of the Task Force’s recommendations are included in the clarification of Title IX, making the adoption of the Ensuring Success in School Task Force recommendations even more salient.

For more information contact Wendy Pollack, director of the Women’s Law and Policy Project at the Shriver Center.

Hannah Green, domestic and sexual violence education and economic opportunity specialist at the Shriver Center, contributed to this article.

 

A Victory in Illinois: Making the Case for Inclusion of Workplace Protections in the Federal Violence Against Women Act

The effects of domestic and sexual violence are not checked at the door when a survivor of violence enters her place of employment. Oftentimes individuals who experience domestic or sexual violence report missing work due to the violence in their lives, enduring harassment by the abuser at work, suffering health problems that affect job performance, or losing employment due to the violence. A study by the U.S. Department of Justice found that, during a 12-month period, more than half of stalking victims lost five or more days of work, and about 130,000 stalking victims reported that they were fired or asked to leave their jobs because of the stalking. Yet, according to a survey conducted by the Bureau of Labor Statistics, over 70 percent of U.S. workplaces have no formal program or policy that tackles workplace violence.

It’s time for the federal government to act, following Illinois’ example, where late last month the Illinois General Assembly passed an important piece of legislation that is a notable victory for survivors of domestic and sexual violence, their families, and advocates. The Illinois Senate voted unanimously to concur with House Amendments No. 1 and No. 2 on Senate Bill 1770, an amendment to the Victims’ Economic Security and Safety Act (VESSA). Originally enacted in 2003 with then–State Senator Barack Obama as principal sponsor, VESSA provides unpaid, job-guaranteed leave and nondiscrimination protections for eligible employees who are survivors of domestic or sexual violence or who have a family or household member who is a survivor of domestic or sexual violence.

Since its enactment in 2003, VESSA has provided significant benefits and workplace protections for Illinois employees. VESSA allows a covered employee to take up to 12 weeks of unpaid time off from work to deal with the violence in her lives without losing her job during a 12-month period. VESSA also prohibits an employer from discriminating, harassing, or retaliating against an employee who is exercising her rights under this law.

Once signed into law, the amendment will expand VESSA to cover more employees in the private sector by decreasing the private employer threshold number of employees from 50 or more to 15 or more. The amendment adds language providing that an employee who works for an employer with at least 15 but not more than 49 employees may take up to 8 work weeks (rather than 12) of unpaid, job-guaranteed leave to deal with domestic or sexual violence during a 12-month period.

VESSA has proven to be a lifeline for employees coping with domestic or sexual violence. While VESSA allows for several weeks of leave, most employees who take leave take significantly less. And, of the 107 complaints that have been filed since enactment, most VESSA claims notably allege discrimination by the employer.

With the recession being a perpetual reminder of the crucial nature of job preservation and economic stability, the passage of S.B. 1770 is a surefire victory that will help more survivors of domestic and sexual violence maintain their employment and economic stability as they strive to remain safe and ultimately escape a violent situation. Action on the federal level is more pressing than ever.