Title IX Information on Sexual Harassment and Assault
Joliet Junior College (JJC) is committed to providing workplace and educational environments that are free from discrimination, harassment and retaliation. To ensure compliance with federal and state civil rights laws and regulations and to affirm our commitment to promoting the goals of fairness and equity in all aspects of the educational program or activity, JJC has developed policies and procedures (provided below) to provide a prompt, fair, and impartial process for those involved in reports of discrimination or harassment based on a protected class. JJC values and upholds the equal dignity of all members of our community and strives to balance the rights of the parties in the grievance process.
Title IX, as amended by the US Secretary of Education to be effective August 14, 2020, specifies how Title IX cases are defined, investigated, and reviewed, as outlined in the Title IX policies and procedures provided below.
Any allegations that do not meet the standards outlined in the Title IX policies and procedures will be investigated and addressed through the non-Title IX policies and procedures provided below.
Title IX also protects lesbian, gay, bisexual, and transgender students and employees from discrimination, harassment, sexual assault and sexual violence including discrimination, physical aggression, intimidation, or hostility based on sex, sex-stereotyping or failure to conform to stereotypical gender norms.
JJC has designated the Compliance Officer as the Title IX Coordinator and had identified additional Deputy Title IX Coordinators (as listed below). These individuals can provide information related to Title IX and non-Title IX processes.
Any person may report sex discrimination, including sexual harassment) in person, by phone or by email to the individuals listed below or can report anonymously.
If you experience sexual harassment or assault or know someone that has, we encourage you report it so that we can help maintain a work and academic environment free of unlawful harassment.
If you would like to review the college policies and procedures related to harassment, please access these documents or contact the Title IX staff as designated below. You can also email TitleIX@jjc.edu.
Policy on the Prohibition of Sexual Harassment (Title IX)
Policy on the Prohibition of Sexual Discrimination, Harassment, and Misconduct (Non-Title IX)
If you want to learn more about your rights, or if you believe that a school district, college, or university is violating Federal law, you may contact the U.S. Department of Education, Office for Civil Rights, at (800) 421-3481 or ocr@ed.gov. You can also fill out a complaint form online, and informe en español.
Consumer DisclosuresAlthough Title IX is commonly associated with sex-based discrimination in athletics, the law is much broader. Title IX of the Education Amendments of 1972 is a federal law that provides: No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subject to discrimination under any educational program or activity receiving Federal financial assistance. Title IX prohibits sex discrimination in all college programs and activities, including, but not limited to, admissions, recruiting, financial aid, academic programs, student services, counseling and guidance, discipline, class assignment, grading, recreation, athletics, housing, and employment. Sexual harassment and sexual violence are forms of sex discrimination prohibited by Title IX. Title IX also prohibits retaliation against people for making or participating in complaints of sex discrimination.
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 federally funded educational programs and activities. Under Title IX, sexual assault and sexual harassment are forms of discrimination on the basis of sex. The Department of Education's Office for Civil Rights, which enforces Title IX, has recently provided detailed guidance on how educational institutions like JJC must investigate and respond to complaints of sexual assault and sexual harassment. Learn more in Questions and Answers on Title IX and Sexual Violence from the Department of Education.
The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (the Clery Act) is a federal law and accompanying regulations that require colleges and universities to disclose certain timely and annual information about campus crime, and security and safety policies. Compliance with the Clery Act is a condition for universities, like JJC, that participate in the federal student aid program, and is administered by the U.S. Department of Education's Federal Student Aid Office. As a part of its Clery program, Joliet Junior College collects and publishes statistical information on crimes occurring on and around campus, as well as relevant crime and safety information, in its annual crime and safety report.
The federal Violence Against Women Act amendments and accompanying regulations (VAWA) clarify the duties of universities to investigate and respond to reports of sexual assault, stalking, and dating and domestic violence, and to publish policies and procedures related to the handling of these cases. Under VAWA, universities also must provide training to the campus communities on sexual misconduct. Compliance with VAWA is a condition for universities, like JJC, that participate in the federal student aid program, and is administered by the Department of Education's Federal Student Aid Office. New VAWA regulations were published by the U.S. Department of Education in October 2014 and became effective July 1, 2105.
Under this Act, a person who has been subjected to gender-related violence may bring a civil action for damages, injunctive relief, or other appropriate relief against a person or persons perpetrating that gender-related violence. You can read more about this act on the Illinois General Assembly website.
The Preventing Sexual Violence in Higher Education Act [110 ILCS 155] requires JJC to develop and post a comprehensive policy concerning sexual violence, domestic violence, dating violence, and stalking. The requirements of this act are included in the JJC policies and procedures provided above, as well as embedded in the JJC processes for notification and training. JJC also provides Confidential Advisors in accordance with this act and provides annual training to all students and employees related to sexual violence, domestic violence, dating violence, and stalking. Questions that arise related to this state act and its intersection with Title IX can be directed to the Title IX Coordinator, as listed on this page.
Sex discrimination includes any behavior or communication that improperly singles out, stigmatizes, victimizes, or otherwise subjects an individual to unequal treatment to his or her detriment on the basis of his/her sex, gender identity, or failure to conform to stereotypical notions of masculinity or femininity. Sex discrimination includes, but is not limited to, verbal abuse, sexual harassment, sexual violence, and other acts of sexual misconduct. Sexual harassment of students, including sexual violence, interferes with a student's right to receive an education free from discrimination and, in the case of sexual violence, dating/relationship violence and stalking, are crimes.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, other verbal or physical conduct of a sexual nature, or acts that an individual did not request or invite and that are regarded as undesirable or offensive when:
Examples of conduct of a sexual nature include:
Includes any intentional or knowing contact, however slight, between the sex organ, mouth or anus of one person, by the sex organ, mouth, or anus of another person or the intrusion however slight of any body part including a finger(s), animal, or foreign object into the sex organ, anus or mouth of another by force or threat of force; intimidation; without the consent of the victim; or when the victim is unable to give consent due to age, diminished mental capacity, or intoxication.
Includes sexual assault, sexual exploitation, dating violence, domestic violence, sexual violence and stalking.
Occurs when an individual takes non-consensual or abusive sexual advantage of another for his/her own advantage or benefit, or to benefit or advantage anyone other than the one being exploited, and that behavior does not otherwise constitute one of the other sexual misconduct offenses. Sexual exploitation includes invasion of sexual privacy, prostituting another individual, non-consensual video, photographing, or audio taping of sexual activity, going beyond the boundaries of consent, engaging in voyeurism, knowingly transmitting an STD or HIV to another individual, exposing one's genitals in non-consensual circumstances, inducing another to expose their genitals.
Physical sexual acts perpetuated against a person's will or where a person is incapable of giving consent (e.g. due to the person's age, use of drugs or alcohol, or because an intellectual or other disability prevents the person from having the capacity to give consent). Sexual violence includes, but is not limited to, rape, sexual assault, sexual battery, sexual abuse and sexual coercion. All such acts of sexual violence are forms of sex discrimination prohibited by Title IX.
The term dating violence means violence committed by a person: 1) who is or has been in a social relationship of a romantic or intimate nature with the victim; and 2) where the existence of such a relationship shall be determined based on a consideration of the length of the relationship, the type of relationship, and the frequency of interaction between the persons involved in the relationship.
Dating Violence can include, but is not limited to:
Includes felony or misdemeanor crimes of violence committed by a current or former spouse or intimate partner of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Illinois, or by any other person against an adult or youth victim who is protected from that person's acts under the domestic or family violence laws of the State of Illinois.
Knowingly and without justification follows or surveils another on at least 2 separate occasions and threatens or places in reasonable apprehension; stalking occurs when he or she knowingly engages in a course of conduct directed at a specific person and knows or should know that the conduct would cause a reasonable person to fear for their own safety or the safety of another person, or suffers emotional distress, defined as "significant mental suffering, anxiety or alarm. Stalking in conjunction with causing bodily harm, confining or restraining a person or violating court order or injunction is also prohibited.
Examples of stalking include, but are not limited to (includes third-party contact):
Stalking includes cyberstalking. Cyberstalking is to knowingly use electronic communication, including, without limitation, the creation and maintenance of an internet website or webpage for at least 24 hours which is accessible to one or more third parties, e-mail communication, and posting messages on a third party's internet website or webpage, to engage in any of the following conduct: 1) transmit a threat of immediate or future bodily harm, sexual assault, confinement or restraint to a specific person or a family member of that person; 2) place a specific person or a family member of that person in reasonable apprehension of immediate or future bodily harm, sexual assault, confinement or restraint; or 3) knowingly solicit a third party to transmit a threat of immediate or future bodily harm, sexual assault, confinement or restraint to a specific person or a family member of that person in violation of JJC's Title IX Policy and Procedure.
Any form of retaliation, including intimidation, threats, harassment and other adverse action taken or threatened against any complainant or person reporting or filing a complaint alleging sexual discrimination, harassment or misconduct or any person cooperating in the investigation of such allegations (including testifying, assisting or participating in any manner in an investigation) is strictly prohibited. Action is generally deemed adverse if it would deter a reasonable person in the same circumstances from opposing practices prohibited by the College's 2.2.6 Policy and Procedures. Retaliation may result in disciplinary or other action independent of the sanctions or interim measures imposed in response to the allegations of sexual discrimination, harassment or misconduct.
A sexually harassing hostile environment is created when conduct by an individual is so severe, pervasive or persistent that it denies or limits an individual's ability to participate in or receive the benefits, services or opportunities of the College's educational programs or activities or the individual's employment access, benefits or opportunities. In determining whether a hostile environment has been created, the conduct in question will be considered from both a subjective and an objective perspective of a reasonable person in the alleged victim's position, considering all the circumstances.
When a person is incapable of giving consent due to the person's age, use of drugs or alcohol, or because an intellectual or other disability which prevents the person from having the capacity to give consent.
To make timid or fearful, to compel or deter by or as if by threats. Intimidation is a form of retaliation prohibited by the College's Sexual Discrimination, Harassment and Misconduct Policy and Procedures.
Any oral or written expression or gesture that could be interpreted by a reasonable person as conveying an intent to cause harm to persons or property.
Consent is clear, knowing and voluntary. Consent is active, not passive. Silence, in and of itself, cannot be interpreted as consent. Consent can be given by words or actions, as long as those words or actions create mutually understandable clear permission regarding willingness to engage in (and the conditions of) sexual contact/activity.
Force is the use of physical violence and/or imposing on someone physically to gain sexual access. Force also includes threats, intimidation (implied threats) and coercion that overcome resistance or produce consent.
Coercion is unreasonable pressure for sexual activity. Coercive behavior differs from seductive behavior based on the type of pressure someone uses to get consent from another. When someone makes it clear to you that they do not want sex, that they want to stop, or that they do not want to go past a certain point of sexual interaction, continued pressure beyond that point can be coercive. This can include coercion by supervisory, instructional, or disciplinary authority.
Nine Fast Facts About Sexual Assault and Title IX provided by www.nwlc.org.
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work or academic environment.
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
Sexual harassment which is ignored often escalates. It is helpful to directly inform the harasser that the conduct is unwelcome and must stop. Alert other people about the behavior. Doing this will provide you with support and can be important evidence later. Use any complaint mechanism or grievance system available and/or in place.
Keep a detailed written record of the harassment. Record what happened, when, where, who else was present, and how you reacted. Save any notes, pictures, or other documents you receive from the harasser.
Report the problem. Contact us to schedule an initial appointment to discuss your situation with us. We normally set aside an hour to speak with you. When you visit us, we will ask you to describe your situation and your view of what is going on, so that we can fully understand the situation. No one will force you to take any action you do not want to take.
If the incident(s) involve sexual assault or rape, you are encouraged to immediately contact Campus Police at (815) 280-2234 or dial 911. You should go to the nearest emergency room and ask to be seen by a health care professional who specializes in examining sexual assault victims.
For information on preserving evidence, please see the RAINN website regarding what to do in the aftermath of a sexual assault.
If you experience, observe, hear about or believe someone has been sexually harassed in any way, you should make a report of the facts of the incident(s) in a timely manner by contacting the Title IX Deputy at 815-280-2309.
JJC will not tolerate sexual harassment of its students or employees and will investigate all allegations of harassment. Reports will be investigated promptly. As stated above, please retain any notes, pictures, or other documents you receive from the harasser that may relate to the complaint. Where sexual harassment is found, steps will be taken to end it immediately.
If you believe you may have experienced harassment or assault, but are unsure of whether it was a violation of JJC sexual harassment policy, you should contact the Title IX Deputy. It is imperative that all accounts of harassment are reported and investigated, in order to maintain the safety of the JJC community. The Title IX Deputy will help clearly define acts that constitute sexual misconduct, and provide information regarding options.
Do not contact the alleged victim. If you have not already been contacted by the Title IX investigator, you may want to contact that office at 815-280-2309, who can explain the College's procedures for addressing sexual misconduct complaints. You may also want to talk confidentially to a counselor or seek other community assistance.
You are advised to contact the Office of Student Rights and Responsibilities.
Student respondents will receive written notification of their rights and have an opportunity to a verbal explanation as requested. These rights include, but are not limited to, the following:
Advisor/Advocate/Supporter:
Both the student respondent and the victim and/or complainant are entitled to have an advisor present during any meetings regarding the process. The advisor's function is to provide support to the student. During meetings and hearings, the advisor may talk quietly with the student or pass notes in a non-disruptive manner. The advisor may not, in any way, intervene in the meeting/hearing or address the investigator/ hearing panel. The advisor cannot be someone who has a current formal role (e.g., academic advisor, coach, faculty member) with either the respondent or complainant.
Joliet Junior College strongly encourages survivors of any form of violence to seek medical attention as soon as possible, even if they feel no injury was sustained. Medical providers can treat visible physical injuries, identify injuries that may not be visible, and, where appropriate, also test for and treat sexually transmitted infections, test for pregnancy, and provide emergency contraception (if requested). In addition, a hospital can test for the presence of alcohol or drugs (e.g. “date rape” drugs) and perform a rape evidence collection procedure, which can help maintain legal options.
Presence St. Joseph Medical Center
333 N Madison St.
Joliet, IL 60435
(815) 725-7133
Silver Cross Hospital
1900 Silver Cross Blvd.
New Lenox, IL 60451
(815) 300-1100
In thinking about current and long-term safety, you may want to consider developing a safety plan which could include ways to remain safe and possible ways to reduce risk of future harm. Information about safety planning can be found on the National Domestic Violence Hotline website.
For assistance with safety planning, you can contact Joliet Junior College Police Department.
Joliet Junior College Police Department
Main Campus
1215 Houbolt Rd, G-1013
(815) 280-2234
Local Law Enforcement Agencies
City Center & Main Campus Jurisdiction
Joliet Police Department
(815) 726-2491
Romeoville Campus
Romeoville Police Department
(815) 886-7219
Weitendorf & Lincolnway Ed. Centers
Will County Sheriff's Police Department
(815) 727-8575
If you need emotional support or guidance, you may choose to speak with one of the confidential resources. Confidential resources can provide survivors with information about support services and their options. Because of the confidential nature of these resources, disclosing information to or seeking advice from a confidential resource does not constitute a report or complaint to the University.
Students may contact an off-campus rape crisis resource who can maintain confidentiality. A local resource is:
Sexual Assault Service Center
(815) 730-8984 (24hr. Hotline)
Guardian Angel Community Services
168 N. Ottawa St.
Joliet, IL 60432
(815) 729-0930
Website: Guardian Angel Community Services
Groundwork Domestic Violence Program
168 N. Ottawa St., Joliet, IL 60432
24-hour domestic violence hotline
(815) 729-1228
Mental Health and Wellness (Confidential Advisors)
Student Wellness Advocates
Student Mental Health and Wellness, A-1100
Phone: (815) 280-2936
(Please ask for personal and confidential counseling)
Members of the JJC community who believe they have experienced sexual misconduct have the right to choose whether or not to report the incident to law enforcement and/or pursue a sexual misconduct complaint with the college. Information on reporting options can be found in the File a Complaint section. Confidential Advisors have different reporting requirements than other College Personnel.
Additional information about what happens after a report is made can be found in the College Policy section.
Regardless of whether an individual decides to make a report, JJC strongly encourages individuals who have experienced sexual misconduct to preserve evidence to the greatest extent possible, as this will maintain all options for them in the future.
Interim protective measures and accommodations are reasonable measures the college can put in place to provide immediate support and added protection to an individual who has experienced sexual misconduct. Such measures include, but are not limited to:
Interim protective measures and accommodations can be made available regardless of whether an individual chooses to report an incident to the college or law enforcement, and come with no cost to the individual. JJC will keep confidential any accommodations or protective measures provided, to the extent that maintaining such confidentiality would not impair the ability of the institution to provide the protective measures or accommodations.
Students seeking interim protective measures or accommodations should contact Tracy Morris, Deputy Title IX Coordinator for sexual misconduct complaints against students: (815) 280-2704 or in A-3116, Deputy Title IX Coordinator, Dean of Students, Cynthia Vasquez-Barrios, (815) 280-2309 or in A-1100, Deputy Title IX Coordinator, or Judy Connelly, Assistant Director, Human Resources, (815) 280-2265 or A-3000 (Cases that involve employees).
For individuals seeking legal assistance, resources can be found through the following sites:
https://www.illinoislegalaid.org/ and search by county.
JJC does not recommend or endorse any attorney or firm for services.
The following resources are available for individuals to discuss incidents and issues related to sexual misconduct on a confidential basis. Confidential resources (Confidential Advisors) can provide survivors with information about support services and their options.
Confidential resources will not disclose information about incidents of sexual misconduct to anyone, including law enforcement or the college, except in very limited situations, such as when failure to disclose the information would result in imminent danger to the individual or to others.
Because of the confidential nature of these resources, disclosing information to or seeking advice from a confidential counselor does not constitute a report or complaint to the college and will not result in a response or intervention by the college.
Mental Health and Wellness (Confidential Advisors)
Student Wellness Advocates
Student Mental Health and Wellness, A-1100
Phone: (815) 280-2936
(Please ask for personal and confidential counseling)
You may also choose to file an anonymous report by calling the JJC Sexual Misconduct and Dating/Domestic Violence Hotline at (815) 280-2888, available 24 hours a day or go to Harassment, Discrimination (Including Sexual Misconduct), and Retaliation On-Line Complaint Form where you can file an anonymous online report.
Sexual Assault Service Center
(815) 730-8984 (24hr. Hotline)
Guardian Angel Community Services
168 N. Ottawa St.
Joliet, IL 60432
(815) 729-0930
Website: Guardian Angel Community Services
Groundwork Domestic Violence Program
168 N. Ottawa St., Joliet, IL 60432
24-hour domestic violence hotline
(815) 729-1228
Groundwork Brochure
Groundwork Brochure (Spanish)
Presence St. Joseph Medical Center
333 N Madison St.
Joliet, IL 60435
(815) 725-7133
Silver Cross Hospital
1900 Silver Cross Blvd.
New Lenox, IL 60451
(815) 300-1100
RAINN created and operates the National Sexual Assault Hotline in partnership with more than 1,000 local sexual assault service providers across the country and operates the DoD Safe Helpline for the Department of Defense.
Phone: 800.656.HOPE
Online hotline: online.rainn.org
Website: https://www.rainn.org/
If you want to learn more about your rights, or if you believe that a school district, college, or university is violating Federal law, you may contact the U.S. Department of Education, Office for Civil Rights, at (800) 421-3481 or ocr@ed.gov. If you wish to fill out a complaint form online, you may do so at: http://www2.ed.gov/about/offices/list/ocr/complaintintro.html .
Joliet Junior College has designated Title IX Coordinators and Deputy Coordinators who oversee the college’s compliance with Title IX. JJC's designated Title IX Coordinator and Deputy Coordinators oversee JJC’s compliance with Title IX, including coordinating the investigation of and response to sex discrimination complaints, responding to inquiries concerning Title IX, tracking incidents and trends involving sexual misconduct, coordinating equity in athletics compliance, publicizing JJC’s policies and providing training on preventing sex discrimination, sexual harassment, and sexual violence.
If you have a complaint involving sex discrimination, sexual harassment, or sexual violence, or if you have questions about JJC’s policies or procedures in these areas, please contact one of the Title IX Coordinators or Deputy Coordinators listed below.
Please Note: Title IX Coordinators and Deputy Coordinators are not a confidential source of support. While they will address your complaint with sensitivity and will keep your information as private as possible, confidentiality cannot be guaranteed. For confidential resources, please contact a Confidential Counselor.
Notices of Non-Discrimination Inquiries concerning the application of the College's Board Policy 2.01.01,Board Policy 2.01.19, and related procedures may be referred to one or all of the following:
Tracy Morris
Compliance Officer
(815) 280-2704
TitleIXcoordinator@jjc.edu
D1004A
Cynthia Vasquez-Barrios
Dean of Students
(815) 280-2309
cyvaque@jjc.edu
A-1100
Judy Connelly
Director, Human Resources
(815) 280-2265
jconnell@jjc.edu
A-3010
Dr. Jorie Kulczak
Dean of Nursing, Health, and Public Services
(815) 280-2847
jgenardo@jjc.edu U-2003B
If someone you know within the JJC community has experienced sexual misconduct, we can help you help them. Sometimes, the most valuable advice comes from someone the individual already trusts. Whether you’re a roommate, parent, or concerned member of our faculty or staff, we can point you to resources that you can share, as well as provide support for you through the process.
All JJC employees, including student employees, are required to report incidents of sexual misconduct, unless they are confidential counselors.
While you are not expected to act as a counselor, when you are with someone who has experienced sexual misconduct, you should be aware that the supportiveness of your response can be critical in the healing process. Though there is no one “right” way to respond, the following may serve as a guide identifying more or less helpful responses:
Joliet Junior College is committed to maintaining an environment that is safe and free from discrimination, harassment and misconduct on the basis of sex, which includes sexual orientation or gender-related identity and has adopted these Procedures in conjunction with the Board Policy 2.01.01. The College prohibits sexual harassment, sexual assault, sexual misconduct, stalking and relationship/dating violence whether committed by a student against another student, a student against a staff member, or a staff member against a student. The purpose of this procedure is to implement Board Policy 2.01.01 to ensure a safe and healthy educational and employment environment, and meet legal requirements in accordance with: Title IX of the Education Amendments of 1972 ("Title IX"), which prohibits discrimination on the basis of sex in the College's programs or activities; relevant sections of the Violence Against Women Reauthorization Act; Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of sex in employment; relevant sections of the Illinois Human Rights Act, which prohibits discrimination on the basis of sex or sexual orientation, including gender-related identity; and the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, 20 U.S.C. 1092(f) ("Clery Act"), which requires timely warning to the community of certain immediate threats. For purposes of this Procedure and corresponding Policy, the term "sexual discrimination, harassment and misconduct" will be used to refer to all of the violations covered by this document, including, without limitation, Sexual Harassment, Sexual Assault, Sexual Misconduct, Relationship and Dating Violence, and Stalking, unless there is a specific need to address a specific violation by name. A Title IX complaint includes complaints alleging sexual discrimination, sexual harassment and/or sexual misconduct which involve a College student as the victim and/or complainant or as the respondent. In an ongoing effort to address and reduce sexual discrimination, harassment and misconduct, the College provides education and prevention programs; investigates all complaints of sexual discrimination, harassment and misconduct; prohibits retaliation related to any complaint; dispenses corrective or disciplinary action where appropriate; provides information on obtaining appropriate counseling and medical care; and provides complainants with information on pursuing criminal or other legal action.
Students who have been victims of and/or complainants of sexual discrimination, harassment or misconduct will receive an explanation of their rights in writing. These rights include, but are not limited to, the following:
Student respondents will receive written notification of their rights and have an opportunity to a verbal explanation as requested. These rights include, but are not limited to, the following:
Jurisdiction is outlined in each applicable policy. Jurisdiction is very specifically defined for Title IX allegations, as outlined in Board Policy 2.01.19 and related procedures. Non-Title IX jurisdiction includes the following:
On College property; or
Off College property if:
Every member of the College community is prohibited from:
This Procedure governs sexual discrimination, harassment and/or misconduct involving:
Sexual discrimination, harassment and/or misconduct which solely involve employees and/or third-parties are not governed by this Procedure. For procedures governing sexual discrimination, harassment and/or misconduct which solely involve employees, please contact the Department of Human Resources.
Inquiries concerning the application of the College's Board Policy 2.01.01 and this Procedure may be referred to one or all the following:
The College encourages student victims of sexual discrimination, harassment and/or misconduct, including sexual violence, to talk to somebody about what happened so that victims can get the support they need and so that the College can respond appropriately. Victims and/or complainants are encouraged to file a complaint identifying the accused individual and describing the conduct, incident(s) or occurrence(s) that form the basis for the claim. The victim and/or complainant are encouraged to file the complaint as soon as possible after the incident to ensure a prompt and effective remedy. It is preferred that the complaint be in writing, signed by the student and include the contact information for the complainant. However, the College will process the complaint regardless of whether it is in writing.
Different employees on campus have different abilities to maintain a student victim's confidentiality:
Professional, licensed counselors who provide counseling to students are not required to report any information about an incident to the Title IX Coordinator without a student victim’s permission.
Responsible Employee about an incident of sexual discrimination, harassment or misconduct, the student victim has the right to expect the College to take immediate and appropriate steps to investigate what happened and to resolve the matter promptly and equitably.
A Responsible Employee must report to the Title IX Coordinator(s) all relevant details about the alleged sexual violence shared by the student victim and that the College will need to determine what happened – including the names of the student victim and alleged perpetrator(s), any witnesses, and any other relevant facts, including the date, time and specific location of the alleged incident.
To the extent possible, information reported to a Responsible Employee will be shared only with people responsible for handling the College's response to the report.
The following categories of employees are the College's Responsible Employees:
Before a student victim reveals any information to Responsible Employee, the employee should ensure that the student victim understands the employee's reporting obligations – and, if the student victim wants to maintain confidentiality, direct the student victim to the confidential resources listed above.
If the student victim wants to tell the Responsible Employee what happened but also maintain confidentiality, the employee should tell the student victim that the College will consider the request, but cannot guarantee that the College will be able to honor it. In reporting the details of the incident to the Title IX Coordinator, the Responsible Employee will also inform the Title IX Coordinator of the student victim's request for confidentiality.
If a student victim discloses an incident to a Responsible Employee but wishes to maintain confidentiality or requests that no investigation into a particular incident be conducted or disciplinary action taken, the College must weigh that request against the College's obligation to provide a safe, non-discriminatory environment for all students and employees, including the student victim.
If the College honors the request for confidentiality, a student victim must understand that the College's ability to meaningfully investigate the incident and pursue disciplinary action against the alleged perpetrator(s) may be diminished.
Although rare, there are times when the College may not be able to honor a student victim's request in order to provide a safe, non-discriminatory environment for all students and employees.
The College has designated the following individual(s) to evaluate requests for confidentiality:
When weighing a student victim's request for confidentiality or that no investigation or discipline be pursued, a range of factors will be considered, including the following:
The presence of one or more of these factors could lead the College to investigate and, if appropriate, pursue disciplinary action. If none of these factors is present, the College will likely respect the student victim's request for confidentiality.
If the College determines that it cannot maintain a student victim's confidentiality, the College will inform the student victim at the earliest point possible and will, to the extent possible, only share information with people responsible for handling the College's response. The College will also take immediate action as necessary to protect and assist the student victim.
If the College determines that it can respect a student victim's request for confidentiality, the College will also take immediate action as necessary to protect and assist the student victim.
If a victim's request for confidentiality limits the College's ability to formally investigate a particular allegation, the College may take steps to limit the effects of the alleged sexual discrimination, harassment and/or misconduct and prevent its recurrence without initiating formal action against the alleged perpetrator or revealing the identity of the student complainant. Such action may include, but is not limited to:
Reports of crimes may be filed with law enforcement with or without the assistance or notifying the Title IX Coordinators. The College will assist any student with filing a report with campus police or law enforcement agency. The Title IX Coordinator or Deputy Coordinator(s) will report complaints of sexual violence to campus police or the appropriate law enforcement agency when requested to do so by complainant. As required by law, reports shall be made to law enforcement and Department of Children and Family Services when the victim is a minor.
The Title IX Coordinator or Deputy Coordinator, in consultation with campus police and other appropriate campus officials, shall analyze each report of sexual violence to determine if a health or safety emergency as defined by state and federal law warrants disclosure of information relating to the complaint. In such case, information relating to the complaint will be disclosed to the appropriate persons including campus police or appropriate law enforcement personnel.
Timely warnings or emergency notifications issued by campus police under the Clery Act related to sexual violence shall also be sent to appropriate law enforcement agencies when deemed necessary.
Joliet Junior College encourages individuals to report incidents of sexual misconduct to University Police or local police. Timely reporting to the police is an important factor in successful investigation and prosecution of crimes, including sexual violence crimes, and may lead to the arrest of an offender or aid in the investigation of other incidents.
An individual who has experienced sexual misconduct has the right to choose whether to file a police report. Filing a police report can result in the investigation of whether sexual violence or related crimes occurred and the prosecution of those crimes against a perpetrator. Reporting the incident to police or College Police does not mean an individual is obligated to testify in court.
The Joliet Junior College Police Department has officers who are specially trained to work with individuals reporting sexual violence. Further, College Police has a written guarantee fir sexual violence survivors that reflects its primary concern for survivors and emphasizes sensitivity and privacy. College Police can also assist in reviewing options with survivors and identifying and facilitating support resources related to:
Reports of sexual misconduct made to College Police will automatically be reported to the Title IX Coordinator or a Deputy Title IX Coordinator regardless of whether the individual who experienced the sexual misconduct chooses to pursue criminal charges.
Main Campus
1215 Houbolt Rd, G-1013
(815) 280-2234
Joliet Police Department
(815) 726-2491
Romeoville Police Department
(815) 886-7219
Will County Sheriff's Police Department
(815) 727-8575
Morris Police Department
(815) 942-2131
Joliet Junior College has designated the Title IX Coordinator to oversee complaints of sexual misconduct at the college. An individual who has experienced sexual misconduct has the right to choose whether to report the incident to Title IX Coordinators and Deputy Coordinators (PDF) for investigation. The Title IX Coordinator and Deputy Title IX Coordinators are specially trained to work with individuals who report sexual misconduct and have knowledge about on- and off-campus resources, services, and options – including the availability of interim protective measures and accommodations.
All college employees (including student employees) are obligated to report incidents of sexual misconduct of which they become aware, unless they have a recognized confidentiality privilege.
Please call or email one of JJC’s Title IX Coordinators to set up a meeting if you have a complaint involving sexual misconduct. You can also call for general information.
Please Note: Title IX Coordinators are not a confidential source of support. While they will address your complaint with sensitivity and will keep your information as private as possible, confidentiality cannot be guaranteed. For confidential resources, please contact our Student Wellness Advocates (Master's Trained Counselors) at (815) 280-2251 or A-1154.
You may also file a complaint about sexual misconduct using the appropriate links below. While anonymous complaints are accepted, the college’s ability to investigate and respond to anonymous complaints is limited.
Individuals may use this form to electronically file a report of sexual misconduct: Harassment, Discrimination (Including Sexual Misconduct), and Retaliation On-Line Complaint Form (Formulario de reclamo en línea por acoso, discriminación (incluida la conducta sexual inapropiada).
Regardless of whether an incident of sexual misconduct is reported to the police or the college, Joliet Junior College strongly encourages individuals who have experienced sexual misconduct to preserve evidence to the greatest extent possible, as this will best maintain all legal options for them in the future.
Below are suggestions for preserving evidence related to an incident of sexual misconduct. It is important to keep in mind that each suggestion may not apply in every incident:
Students who, in good faith, report what they believe to be sexual harassment, or who cooperate in any investigation, will not be subjected to retaliation. Any student who believes he or she has been the victim of retaliation for reporting sexual harassment or cooperating in an investigation should immediately contact the Title IX Coordinator.
JJC encourages the reporting of harassment whenever it occurs. Sometimes, victims are hesitant to report to College officials because they fear that they may be charged with policy violations, such as underage drinking at the time of the incident.
Before reporting, it is important to know that different people on campus have different reporting responsibilities and different abilities to maintain confidentiality, depending on their roles. We encourage you to contact the Title IX Coordinator because he/she is best equipped to help. Please rest assured that if you contact the Title IX Coordinator only people that need to know will be told.
No, not unless you tell them. Whether you are the complainant or the accused, the College's primary relationship is to the student and not to the parent. However, in the event of major medical, disciplinary, or academic jeopardy, students are strongly encouraged to inform their parents. College officials will directly inform parents when requested to do so by the student. The College also reserves the right to inform parents where permitted by FERPA, including in a life threatening situation.
While you are not required to name the perpetrator, the College still has an obligation to investigate. Without the name of the accused, the College is limited in its ability to respond to allegations, offer remedies for the complainant, and to sanction the accused. Sometimes victims are hesitant to report for fear of retaliation. JJC vigorously enforces a policy of no retaliation.
If you have experienced any form of sexual harassment or assault, please contact the Title IX Coordinator or Deputy Coordinators to report the incident:
Tracy Morris, Title IX Coordinator
Compliance Officer
D-1004A
815-280-2704
tmorris@jjc.edu
Cynthia Vasquez-Barrios
Dean of Students
Title IX Deputy Coordinator
A-1103
815-280-2309
cyvasque@jjc.edu
Judy Connelly
Assistant Director, Human Resources
Title IX Deputy Coordinator
A-3010
815-280-2265
jconnell@jjc.edu
Campus Police can also assist you filing criminal charges.
If you choose, you may file an anonymous report by calling the JJC Whistleblower Hotline at 815-280-6800, available 24 hours a day. Please see Board Policy 2.2.5 for additional information.
Guidelines for Handling Harassment, Sexual Harassment or Discrimination
While it is important to respect the privacy of the individuals involved, it may not be possible to keep certain information confidential if a situation is serious enough to warrant further action. As a representative of Joliet Junior College, once a supervisor, faculty member or administrator becomes aware of a situation, the College is legally considered to be aware of it as well, and is "on notice". It should be explained to the parties, however, that information will be shared, if at all, only on a need-to-know basis.
It may be possible to withhold the name of the complainant from the respondent. If the respondent is told of the complaint, however, he or she will need to be given enough information to be able to understand what conduct is being complained of. While the respondent may be able to guess who has complained, it is actually worse for the respondent to have too little information.
Thank the person for coming to you, and let him or her know that you take the matter seriously.
Provide the person with information about Board Policy 2.01.01 and contact information for the Title IX Coordinator. Be sure to let him or her know where to pursue a formal complaint, even if the person says he or she does not wish to do so. You can tell the person that you're neither encouraging nor discouraging a formal complaint, but that you just want the person to have the information.
Explain that you will keep the matter private, but do not promise confidentiality, even if the person requests it. Tell the person that if any information needs to be shared, it will be on a need-to-know basis only. Be sure to respect that promise.
Promptly contact the Title IX Coordinator and discuss the matter, even if the next step seems obvious.
The Title IX Coordinator should be contacted immediately with harassment and discrimination concerns, even those that may seem trivial. In order to help ensure consistent handling of harassment and discrimination matters throughout the College, this office will conduct the investigation in those situations where doing so is necessary.
Do not offer any comments, guesses or opinions about possible outcomes.
Do not offer any comments, guesses or opinions about the respondent (person complained of).
We ask that supervisors, managers, administrators, faculty, and other people who are responsible for others err on the side of safety and caution, and contact us to discuss the situation even if they are not sure whether a situation is really harassment or discrimination. For more information, contact the Title IX Coordinator. If at all possible, people who are handling these situations should use the phone or schedule a meeting person. It is best to avoid discussing confidential and or sensitive matters by email.
Doing nothing is always the wrong thing, and time is of the essence
All harassment and discrimination concerns must be addressed promptly, without waiting for a formal or written complaint. This does not mean handling all incidents at the same level, or overreacting to minor problems, but dealing with problems effectively and appropriately. The Title IX Coordinator should be contacted regarding what to do.
Treat all complaints seriously
Treat all complaints seriously, no matter how improbable or trivial an allegation may seem to be, or what motivation may have seem to have prompted the claim. It is a major error to assume that a complaint has no merit or is unimportant, and fail to do anything about it. The Title IX Coordinator is available to help determine what response is necessary for any given situation and what disposition is consistent with College practice.
When someone reveals a concern, it is important not to judge the person's credibility or question the appropriateness of his or her actions. This is not the time for conjecture about whether the person is telling the truth, or whether he or she might have prevented the behavior in question. In addition, we prefer that supervisors avoid offering an opinion about whether the policy has been violated, even if it seems obvious that the behavior is or is not harassment.
Be aware that the complainant's requests do not control how a case is handled
While it is important to know what the complainant wants to happen, and his or her requests are always taken into account, those preferences do not determine how the case will be handled. He or she may want the College to do more—or less—than what is ultimately determined to be appropriate for the circumstances. If a matter is serious enough, the College is obliged to address the situation even if the complainant directs us not do so. For example, a complainant may ask that "nothing be done," but if doing so allows harassment to continue, or if the behavior is egregious, we cannot accommodate that request. On the other hand, a complainant will sometimes demand that the respondent be fired or severely disciplined for conduct that the College does not believe warrants that level of corrective action; it is the Title IX Coordinator's judgment that determines the outcome, even if the complainant is not happy with the result.
Guard against retaliation
Assure the complainant that retaliation is prohibited under the policy and warn the respondent of this same principle. Determine whether the complainant has any concerns that there will be negative consequences for disclosing the complaint, and ask him or her to inform you if retaliation occurs.
Make clear to the respondent the prohibition against retaliation. He or she should also be made aware that attempts to determine who had complained, or to contact the complainant to apologize, explain, or discuss the allegations could be viewed as retaliatory as well. If interaction between the parties is necessary, discussion should be limited to work-related matters.
Neither party should be penalized or discouraged from using any of the resources available to them.
Actively protect the safety and well-being of both parties
As a rule, parties on all sides experience great distress in harassment matters. It is advisable routinely to provide both parties with information about JJC support services, including counseling services and other services that may be needed.
If the situation might involve a criminal matter such as an assault or a hate crime, be sure to advise either party that he or she has a right to contact Campus Police or the local police agencies. In addition, take the initiative to speak to Campus Police and/or Human Resources if safety might be an issue.
Consult with Human Resources about the appropriateness of using measures such as annual leave or paid suspension (for employees) for either or both parties if doing so might be indicated.
Carefully document all actions and communications. Keep detailed documentation, taking careful notes about communications and other events.
Corrective action must be appropriate
After Human Resources has been consulted, any steps taken to correct the situation should be at the lowest level appropriate to the circumstances. Decisions about disciplinary action should be made in consultation with Human Resources.
The possible range of resolutions is broad, and includes actions such as:
Faculty, student affairs personnel, athletics personnel, and other responsible employees have a particular responsibility for addressing sexual harassment and sexual assault of students. Any faculty member or responsible employee who becomes aware of possible sexual harassment or sexual assault of a student must promptly contact the Title IX Coordinator. Possible crimes should immediately be reported to Campus Police. Anyone who may have experienced sexual assault should be provided with information about support and advocacy services.
For more information, see the following materials:
Pursuant to Public Law 92-318, notice is hereby given that the Title IX Coordinator for Joliet Junior College, District No. 525 and the contact information for the Title IX Coordinator is:
Tracy Morris, Title IX Coordinator
Compliance Officer
c/o Joliet Junior College, District No. 525
Mailing Address: 1215 Houbolt Rd.
D-1004A
Joliet, IL 60431
Telephone Number: 815-280-2704
Email: titleixcoordinator@jjc.edu
Inquiries, complaints and information regarding Title IX should be directed to the Title IX Coordinator at the address, email or phone number listed above.
Joliet Junior College is committed to creating and maintaining a community where all individuals enjoy freedom from discrimination, including discrimination on the basis of sex, as mandated by Title IX of the Education Amendments of 1972. Sex discrimination, which can include discrimination based on pregnancy, marital status, or parental status, is prohibited and illegal in admissions, educational programs and activities, hiring, leave policies, employment policies, and health insurance coverage.
Joliet Junior College has procedures for ensuring the protection and equal treatment of pregnant persons, individuals with pregnancy-related conditions, and new parents.
Joliet Junior College and its faculty, staff, and other employees shall not require a student to limit her studies due to pregnancy or pregnancy-related conditions. The benefits and services provided to students affected by pregnancy shall be no less than those provided to students with temporary medical conditions. Students with pregnancy-related disabilities, like any other student with a disability, are entitled to reasonable accommodation so they will not be disadvantaged in their courses of study or research, and may seek assistance from the Office of Student Rights & Responsibilities.
Reasonable accommodations may include, but are not limited to:
accommodations requested by the pregnant student to protect the health and safety of the student and/or her pregnancy (such as allowing the student to maintain a safe distance from hazardous substances)
modifications to the physical environment (such as accessible seating)
extending deadlines and/or allowing the student to make up tests or assignments missed for pregnancy-related absences
providing remote learning options
excusing medically-necessary absences
granting leave
breast-feeding students must be granted reasonable time and space to pump breast milk in a location that is private, clean, and reasonably accessible.
For more information contact the Office of Student Rights & Responsibilities, at (815) 280-2761 or visit A-1100.
In response to 34 CFR Part 106.45(b)(10) of the 2020 Title IX Regulations that mandates the public sharing of materials used to train college Title IX team members, JJC is providing the aggregate site for training materials from ATIXA. JJC staff participate in training through ATIXA and other organizations to meet all required training, in accordance with state and federal laws. In addition, modules from Safe Colleges/Vector Solutions are used and also copyrighted. For a more detailed accounting of the specific trainings that staff members receive, contact the Title IX Coordinator.
If additional trainings beyond ATIXA are held for staff, they will be included in this section to be publicly posted, in accordance with the regulations.
Training Information for Calendar Year 2020
Training Information for Calendar Year 2021
Training Information for Calendar Year 2022
