Equal Opportunity and Title IX FAQs

The EO Plan protects all Fitchburg State University community members from discrimination on the basis of race, color, national origin, sex, pregnancy or marital status, age, disability, or genetic information in its admissions, educational programs or activities, or employment.  

Disparate treatment, disparate impact, harassment and hostile environment are prohibited. Sex-based discrimination specifically includes the crimes of sexual assault, dating violence, domestic violence, and stalking. The Plan reflects current state and federal laws prohibiting discrimination. The most recent updates are effective August 1, 2024.

Institutions that receive federal financial assistance must comply with these federal laws:

• Title VI of the Civil Rights Act of 1964 (prohibits race, color, and national origin discrimination);
• Title IX of the Education Amendments of 1972 (prohibits sex discrimination in educational programs);
• Section 504 of the Rehabilitation Act of 1973 (prohibits disability discrimination);
• Age Discrimination Act of 1975 (prohibits age discrimination); and
• Title II of the Americans with Disabilities Act of 1990 (prohibits disability discrimination by public entities, including public school districts, public colleges and universities, public vocational schools, and public libraries, whether or not they receive federal financial assistance).
   

For allegations of discrimination, Fitchburg State University follows the procedures outlined in the EO Plan. This process is designed for reports or grievances related to violations of university policy, state or federal laws related to disparate or harassing treatment of an individual or groups who are members of one or more protected classes. Filing this report may initiate an investigation.

A bias incident is any hurtful, discriminatory or harassing act that targets individuals or groups based on perceived or actual identity. To be considered a bias incident, the act is not required to be a crime under any federal, state or local statutes, nor does it have to violate university policy.

It is possible that an act or behavior may fall under both of these categories. When receiving a report, the EO Officer and members of the BIRT team may consult and/or share information to determine the best course of action in response to the circumstances.

Individuals may submit a complaint using the EO Report form to enact the grievance process which includes a formal review and investigation of reported concerns. This is a process is conducted by the Director of Title IX and Equal Opportunity and is available for students and employees. The grievance process allows for an internal determination of responsibility (if applicable) and appropriate remedies or sanctions.  The university aims to resolve grievances in an educational manner when circumstances allow though if actions are egregious, they may lead to sanctions up to and including expulsion or termination.

Reporting a bias incident is a way to ensure the University is aware of issues that can impact campus climate. Reporting bias incidents also ensures that members of our community receive necessary support and resources. Finally, this information provides the university with a record of current issues on campus and enables the ability to track trends and determine appropriate educational response.

Any member of the Fitchburg State University community can report.  If you are not affiliated with the university but need to submit a discrimination or bias report regarding an incident that includes a member of the Fitchburg State community and/or took place during university affiliated activities, you may also submit a report.

Yes, everyone is encouraged to report suspected and/or actual incidents.  If you are not sure which form to use, you may submit either and trust it will be routed appropriately. You may also contact titleix@fitchburgstate.edu to consult.

Yes, you are welcome and encouraged to report an incident that you think has already been reported. We value each personal perspective they all will help with the review process.

Non-confidential University employees (including student employees) are required to submit a report or contact the TIX/EO office if they have knowledge of potential behavior that may be violation of the EO Plan. Although it is not mandated to report bias, we strongly encourage you to report bias you learn about, witness, or experience in order to help us understand the nature and occurrence of bias on our campus and to developing appropriate support services, educational programming, and policies. 

Non-confidential University employees (including student employees) are required to inform University Police (or designated offices) of crimes outlined in the Clery Act which include some crimes also outlined in Title IX.  Best practice would be to report any criminal behavior that you have knowledge of. This will allow the institution to properly investigate and provide the campus with a timely warning if applicable.

For all reports, the reporting party receives a written confirmation email including available campus resources.  

For a Report of Discrimination, including sexual misconduct, the Director of Title IX and Equal Opportunity will reach out to the reporter and/or the impacted individual(s) to review the policy and discuss options for next steps.

For a Bias Incident Report, The Bias Review Team will review the report and provide referrals and additional supports as needed. The report will be routed to other appropriate departments/university units when necessary.  When the team determines an act of bias occurred, there may be publicized institutional acknowledgement of the circumstances and supportive measures available for the campus community.
 

Not necessarily.  Submitting a report is considered notification of concerning behavior to the individuals trained to analyze and respond to the circumstances outlined. If the reported behavior reported may constitute a policy violation, the individual(s) impacted will be provided with information on how to file a formal complaint should they wish to pursue that option.

In the event a student or employee files a formal complaint, the person who allegedly committed the act (the “respondent”) will receive notice and an opportunity to respond.
 

Reports on their own are for notification purposes and do not result in disciplinary action, however they may result in educational conversations, restorative justice, or supportive measures. Reports may be referred to other appropriate university offices and personnel.  

Should an individual pursue a formal grievance and a responding party is found responsible for a policy violation, disciplinary action may be imposed.  Reporting parties will be informed of this option if the circumstances may rise to a policy violation. The institution may sign a formal complaint or refer to University Police if the reported actions are criminal or egregious enough to warrant concern for campus safety.
 

Unless identified as a confidential employee, employees have an affirmative duty to promptly report any discrimination, harassment, retaliation, or sexual assault that they observe, learn about from others, or reasonably suspect has occurred via the online form or directly to the Title IX/EO Officer. 

Supervisors are held to a higher standard and must meet elevated expectations for identifying, reporting, and responding to discriminatory harassment. Supervisors are expected to lead by example and adhere to and enforce the EO Plan.