Title IX

Title IX prohibits any sex-based harassment by peers, students, employees or third parties, including harassment that is sufficiently serious to deny or limit a student’s ability to participate in or benefit from the recipient’s education programs and activities, also known as creating a hostile environment.

Title IX prohibits several types of sex-based harassment. Sexual harassment is unwelcome conduct of a sexual nature, such as unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal or physical conduct of a sexual nature.  Gender-based harassment is another form of sex-based harassment. Consideration for employment, promotion or termination based upon gender or gender-related issues such as pregnancy will be prohibited. The failure to provide equal opportunity in athletics and the discrimination based upon pregnancy involving any student will be prohibited. Title IX protects all students and employees, regardless of the gender of all parties involved. 

The procedures follow the College’s Complaints/Grievances and Resolution Procedures.

Any complaint of a sexual nature should be immediately reported to the Title IX Coordinator, Jill Cranmore, Director of Human Resources, or any administrator at the College, such as Dave Kietzmann, Vice President of Instruction or Dr. Stephen Nacco, President.  Any Vermilion County Works students may notify Jonathan Jett at the Vermilion County Works office.  

Non-Discrimination Statement: Danville Area Community College does not discriminate in employment or educational opportunities, including career and technical educational opportunities, on the basis of race, color, sex, religion, age, national origin, ancestry, marital status, unfavorable discharge from military service (except dishonorable), mental or physical disability unrelated to the ability to perform essential program and job functions, veteran status, or any basis of discrimination precluded by the applicable federal and state statutes in its programs and activities. The College will take steps to assure that the lack of English-language proficiency will not be a barrier to employment, admission, and participation in CTE programs. Career and technical education courses/program offerings and admission criteria are on our web site, www.dacc.edu  or by calling 217-443-3222.

The following person has been designated to handle inquiries regarding the non-discrimination policy: Jill A. Cranmore, Vice President, Human Resources, Affirmative Action Officer, Title IX Coordinator, and Section 504/ADA Coordinator,  Danville Area Community College, 2000 E. Main St., Martin Luther King Memorial Way, Danville, IL 61832-5199, 217-443-8756, or jcranmore@dacc.edu.

The College will review on an ongoing basis, its sexual discrimination, harassment and misconduct prevention and education programming to ensure students and employees are provided substantive opportunities to learn about sexual discrimination, harassment and misconduct, including primary prevention, bystander intervention, risk reduction, consent, reporting methods, relevant College policies and procedures, retaliation, survivor-centered and trauma-informed response, relevant definitions, and other pertinent topics.

The College, in conjunction with its community-wide Sexual Assault Response Task Force established pursuant to the Campus Security Enhancement Act of 2008 (110 ILCS 12/10), will annually review its prevention and education offerings to identify ways in which to enhance its effectiveness.

DACC students are also encouraged to complete the free, online training modules available through the College's partnership with Safe Colleges. The modules may be accessed through the Current Students webpage (https://www.dacc.edu/currentstudents) under the Student Development & Training heading.

The following modules are related to Preventing Sexual Violence in Higher Education:

• Bystander Intervention for Students
• Campus SaVE Act for Students – Sexual Violence Awareness
• Creating a Respectful Campus for LGBTQ+ Students
• Intimate Partner Violence for Students

The Title IX Coordinator, campus security, and anyone else involved in the receipt of reports of, responding to, investigating or adjudicating alleged incidents of sexual discrimination, harassment or other misconduct, or involved in the referral or provision of services to survivors receive annual education and training on primary prevention, bystander intervention, risk reduction, consent, reporting obligations, investigation procedures, confidentiality requirements, relevant College policies and procedures, retaliation, survivor-centered and trauma-informed response, relevant definitions, and other pertinent topics.

In addition to the above training, individuals who investigate or resolve complaints, including through informal resolutions, receive at least 8-10 hours of annual training on issues related to Preventing Sexual Violence in Higher Education Act offenses including sexual violence, domestic violence, dating violence, and stalking; the scope of the College’s education program or activity; the Title IX and College definitions of sexual harassment; how to serve impartially, including by avoiding prejudgment of the facts at issue, conflicts of interest, and bias; and how to conduct the College’s Grievance Process outlines in Section VIII, above. Decision-makers in particular receive training on any technology to be used at live hearings and on issues of relevance of questions and evidence, including when questions and evidence about the complainant’s sexual predisposition or prior sexual behavior are not relevant. Investigators in particular receive training on issues of relevance so as to enable them to create an investigative report that fairly summarizes relevant evidence.

Confidential Advisors from off-campus community agencies receive training on the College’s specific grievance process and procedures and their role in such.

The College, in conjunction with its community-wide Sexual Assault Response Team, established pursuant to the Campus Security Enhancement Act of 2008 (110 ILCS 12/10), will annually review its training offerings to identify ways in which to enhance its effectiveness.

Any materials used to train the Title IX Coordinator, investigators, decision-makers, and any person who facilitates an informal resolution process, will not rely on sex stereotypes and will promote impartial investigations and adjudications of formal complaints of sexual harassment.