Training and Procedures
Title IX Team Training
The Title IX Office members receive annual and ongoing trainings respective to Title IX policies and procedures. This training includes, but is not limited to:
- The definition of sexual misconduct under the Sexual Misconduct and Sexual Harassment Policy
- The scope of the Lipscomb’s education program and activities
- How to conduct a trauma informed investigation and grievance process
- How to serve impartially, including by avoiding prejudgment of the facts at issue, conflicts of interest and bias
- Federal and state laws and regulations applicable to Title IX
Training materials for our Title IX Office are created and provided by Institutional Compliance Solutions and can be found below.
The Title IX Office is continuously assessing, reevaluating and updating training opportunities for our campus community (students, staff, faculty and affiliates). Title IX trainings are enforced annually for each sector of the campus community and more targeted trainings are conducted for specified groups.
Need Title IX training for your group or department? Reach out to the Title IX Office to request a training. The Title IX Office offers a variety of training topics that can be adjusted to fit your needs.
- Title IX 101
- Title IX Investigator Level 1
- Title IX Decision-Maker Level 1
- Title IX Coordinator
- Title IX Advisor
- Title IX Informal Resolution
- Title IX Decision-Maker Appeals
- Title IX Putting Policy Into Practice Series
- 2021 Coordinator Refresher and Update
- 2021 Investigator Refresher and Update
- 2021 Decision-Maker Refresher and Update
- Supplemental Training and Updates (8-26-2021):
- Parallel Response
- Trauma Informed Practices
- Accommodating Pregnant and Parenting Students
- Applying a Violence Risk Assessment in Title IX:
- 2022 Coordinator Refresher and Update
- 2022 Investigator Refresher and Update
- 2022 Decision-Maker Refresher and Update
- Title IX Interviewing Skills I
- Title IX Interviewing Skills II
ICS permits the posting of its training materials as required by OCR in §106.45(b)(10)(i)(D) of the new Title IX Regulations. You agree that your institution may posttraining material on its website only if it has been used to train the institution's Title IX personnel, and only to the extent necessary to comply with Title IX. Any other use or effort torepublish, reproduce, duplicate, copy, sell, display, disclose, or distribute this material shall constitute infringement. © 2022 Institutional Compliance Solutions All rights reserved.
It can be stressful and overwhelming if your child is involved in an incident of sexual misconduct or discrimination. If your child discloses that they have been involved in an incident of sexual misconduct or discrimination, the first thing to do is to provide them support. Practice active listening by listening without speaking, avoid interrupting or being judgmental, and directly ask your child how they would like you to help. Recommend they utilize the resources available to them on campus for support and information on actions available to take. These resources include the Title IX Office, the University Counseling Center, the Student Care Coordinators, the Office of Spiritual Formation and the Security Office.
If you would like to reach out on behalf of your child or if you would like to speak with someone further, please contact the Title IX Office.
Lipscomb students who are 18 years or older are protected by the Family Educational Rights and Privacy Act (FERPA). This federal law protects the privacy and rights of a student’s educational records, which includes Title IX reports and complaints. This means that Lipscomb cannot inform a parent if a student makes a report to Title IX or any details of a grievance process unless the student provides, in writing, permission to release their information to a specified person. This does not limit the Title IX Office from providing general information about the Sexual Misconduct and Sexual Harassment Policy and Title IX procedures.
Terms to Know
Coercion: The improper use of pressure to compel another individual to initiate or continue sexual contact or activity against his or her will. Coercion can include a wide range of behaviors, including intimidation, manipulation, threats and blackmail. A person’s words or conduct are sufficient to constitute coercion if he or she wrongfully impairs another individual’s freedom of will and ability to choose whether or not to engage in sexual contact or activity.
Complainant: Any individual who is allegedly a victim or survivor of activity that could constitute sexual misconduct (including, as applicable, such victim’s parents for minors under the age of 18). At the time of filing a Formal Complaint, a Complainant must be a current student or employee of the institution, or attempting to become a student or employee of the institution or otherwise participating or attempting to participate in the educational program or activities of the institution. A parent or guardian of a person under the age of 18 may file a Formal Complaint on behalf of such person.
Consent: For purposes of this policy, consent is defined as a clear, unambiguous and voluntary agreement between two or more parties. In addition, sexual contact or activity requires consent as a matter of state and federal law. Consent to engage in any sexual contact or activity must be given knowingly, voluntarily and affirmatively. Consent to engage in any sexual contact or activity must exist from the beginning to the end of each occurrence of sexual activity and for each form of sexual contact, including any contact or activity that occurs in the context of an existing or previous intimate relationship. Under Tennessee law, and for purposes of this policy, consent cannot be obtained (i) through coercion or force, (ii) from a minor under the age of 18, except where the parties are within four years of age of one another, (iii) from a person who suffers from a mental disease or defect that renders the person incapable of appraising the nature of the person’s conduct, (iv) from a person who is rendered temporarily incapable of appraising or controlling the person’s conduct because of the influence of alcohol or drugs, or (v) from a person who is unconscious, asleep or otherwise physically or verbally unable to communicate unwillingness to do an act.
Force: The use or threat of physical violence or intimidation to overcome an individual’s freedom of will to choose whether or not to participate in sexual contact or activity.
Formal Complaint: A document describing an alleged violation of this policy by any member of the institution community filed by a Complainant or signed by the Title IX Coordinator requesting that the institution investigate an alleged violation of this policy.
Institution Community: Students (and, as applicable, parents of students under the age of 18), faculty, administrators, staff, trustees, and applicants for admission or employment of the Institution.
Intimate Partner Violence: Often referred to as dating violence, domestic violence or relationship violence, Intimate Partner Violence includes any act of violence or threatened act of violence against a person who is or has been involved in a sexual, dating, domestic or other intimate relationship with another person. Intimate Partner Violence can encompass a broad range of behavior including, without limitation, physical violence, sexual violence and emotional violence. It may involve one act or an ongoing pattern of behavior. Intimate Partner Violence may take the form of threats, assault, property damage, violence or threat of violence to one’s self, one’s sexual or romantic partner or to the family members or friends of the sexual or romantic partner. For the purposes of this policy, sexual harassment, sexual assault, harm to others, stalking and retaliation all may be forms of Intimate Partner Violence when committed by a person who is or has been involved in a sexual, dating or other social relationship of a romantic or intimate nature.
Medical Records: Records that are made or maintained by a physician, psychiatrist, psychologist or other recognized professional acting in the professional’s or paraprofessional’s capacity, or assisting in that capacity, and which are made and maintained in connection with the provision of treatment to the party.
Respondent: Any individual (including, as applicable, such individual’s parents for minors under the age of 18) who has been reported to have allegedly violated this policy.
Responsible Employee: Any employee:
- Who has the authority to take action to redress sexual misconduct, which the institution has designated as including the Provost, the Vice President of Student Life and the Vice President of Human Resources;
- Who works in the institution’s Office of Security and Safety;
- Who has significant responsibility for student campus activities, which the institution has designated as Resident Assistants, Residence Hall Directors and the Dean of Housing and Residence Life; or
- Who has been designated as a Title IX Coordinator.
Although all employees of the institution are encouraged to report possible sexual misconduct, only the employees designated above are Responsible Employees for purposes of this policy.
Retaliation: Acts or attempts to retaliate or seek retribution against a Complainant, Respondent, Third Party, or any individual or group of individuals involved in a complaint, investigation, hearing or resolution of an alleged violation of this policy. Retaliation can take many forms, including threats, intimidation, coercion or discrimination.
Sexual Assault: Having or attempting to have sexual penetration or sexual contact with another individual without such person’s consent, including by the use or threat of force or coercion, where an individual does not consent to the sexual contact. As used in this definition, (a) “sexual penetration” includes vaginal or anal penetration, however slight, with a body part or object, or oral penetration involving mouth to genital contact, (b) “sexual contact” includes intentional contact for the purpose of sexual gratification with the clothed or unclothed intimate parts of another person and (c) “intimate parts” includes breasts, genitals, buttocks and groin.
Sexual Harassment: Conduct on the basis of sex that satisfies one or more of the following:
- An employee of the institution conditioning the provision of an aid, benefit or service of the institution on an individual’s participation in unwelcome sexual conduct; or
- Unwelcome conduct determined by a reasonable person to be so severe, pervasive and objectively offensive that it effectively denies a person equal access to the institution’s education program or activity.
Sexual Misconduct: Sexual harassment, sexual assault, intimate partner violence, domestic violence or stalking.
Stalking: A course of conduct directed at a specific individual that would cause a reasonable person to fear for his or her safety or the safety of others or suffer substantial emotional distress. For purposes of this definition, “course of conduct” means a pattern of conduct composed of a series of two or more separate noncontiguous acts evidencing a continuity of purpose. Stalking includes cyberstalking, a form of stalking in which electronic media such as the internet, social networks, blogs, cell phones, text messages or other similar devices or forms of contact are used to pursue, harass or make unwelcome contact with another person in an unsolicited fashion.
Supportive Measures: Non-disciplinary, non-punitive individualized services that are offered as appropriate, as reasonably available and without fee or charge to a Complainant or Respondent before or after the filing of a Formal Complaint or where no Formal Complaint has been filed. The institution will employ such measures to restore or preserve equal access to the institution’s education programs and activities without unreasonably burdening the other party. The institution will also employ such measures as appropriate to protect the safety of all parties, or the institution’s educational environment or to deter sexual misconduct.
Third Party: Any person who is not the subject of alleged sexual misconduct but who is aware of such an allegation or is a participant in the process, including a witness to the incident or an individual who makes a report on behalf of someone else.
Prevention & Programming
One of Lipscomb University’s core values is to Respect All. The Title IX Office actively engages in this value by developing and implementing prevention programs that promote respecting others, inclusivity and stepping forward as an active bystander.
An incident of sexual misconduct may not have occurred to you personally, but it is not unusual for a “bystander” to either witness an incident or notice behavior that points to an incident. That’s why bystander knowledge is so important. Bystanders play a significant role in the prevention of sexual and relationship violence. If you see something, say something. Do something:
- Direct: Step in and address the situation directly. Attempt to separate the parties involved. This works best if it’s a person you know. It doesn’t work well when alcohol or drugs are involved.
- Distract: Redirect the attention elsewhere. Say, "Hey, I need to talk to you.” Ask for them to help you find your keys, trip and fall—anything to interrupt the behavior.
- Recruit: Let other people around know what's going on. Step in as a group to dissolve the situation. There is strength in numbers.
- Support: Sometimes you can’t get the person out of the situation, but you can provide support and delay progress just long enough to change the course of the incident.
- Report: Encourage the person(s) affected to report, or file a report yourself as a witness. You can even do this anonymously.
Supporting a Survivor
If someone discloses to you that they have experienced an act of sexual misconduct there are ways you can support them. The first step is to listen. Allow the person to share what they feel comfortable sharing. Believe them by reassuring you hear their story and believe them. Let them know that they are not alone and offer to help connect them to resources. Allow them to make a decision on their own to report or seek help. If you have concerns about their safety or well-being, you can reach out on their behalf to ensure they are provided the supports they need.