Title IX 

Title IX Information on Sexual Harassment and Assault

Title IX is not just about sports!  Title IX of the Education Amendments of 1972 is a federal law that prohibits sex discrimination in education. It reads: "No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance." Sex discrimination includes sexual harassment and sexual assault.

Sexual harassment in education is an unwelcome behavior of a sexual nature that interferes with a student’s ability to learn, study, work or participate in school activities. Sexual harassment involves a range of behavior from mild annoyances to sexual assault and rape.

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.

Joliet Junior College (JJC) has committed itself, unequivocally, to ensuring a working and learning environment in which the dignity of every individual is respected. JJC is committed to providing an environment for employees, students, and campus visitors that is free from illegal harassment based on race, color, religion, ethnicity, national origin, sex, sexual orientation, age, disability, or veteran status.  Likewise the College prohibits discrimination on the basis of gender in all College activities and programs.  Any form of sexual harassment, including sexual assault and sexual violence, is a violation of College policy and the Code of Student Conduct. 

At JJC, we strive to comply with all applicable legal requirements prohibiting harassment against any member of the JJC community. In addition to facing College consequences, those who engage in sexual harassment, sexual assault and/or sexual violence may also be prosecuted criminally.

Schools have a duty to prevent harassment, to have policies against it, to investigate complaints, and to take prompt action to stop harassment when it occurs.

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.  

In Case of Emergency:

If you or someone you know has been a victim of sexual harassment and/or assault or other misconduct and are in need to of immediate help, please contact one of the following.

Campus Police
Main Campus, G-1013
(Just south of the Fitness Center)
24-Hour Number: (815) 280-2234

Main Campus Emergencies:

  • Dial ext. 2911 from any campus phone (not pay phones). Calls go directly to Campus Police dispatch.
  • Dial 911 on any cell or pay phone. Calls will go directly to Joliet Police and Campus Police will also be notified.
  • From any of the emergency phones located throughout campus buildings and in the parking areas, push the emergency button. Calls go directly to Campus Police.

City Center Campus Emergencies:

  • Dial 911 from any cell or campus phone. Calls will go directly to the Joliet Police and Campus Police will also be notified.

Romeoville Campus Emergencies:

  • Dial 911 from any cell or campus phone. Calls will go directly to the Romeoville Police and Campus Police will also be notified. 

Morris Educational Center Emergencies:

  • Dial 911 from any cell or campus phone. Calls will go directly to the Morris Police Department and Campus Police will also be notified.

Weitendorf Agricultural Center Emergencies:

  • Dial 911 from any cell or campus phone. Calls will go directly to the Will County Sheriff's Police and Campus Police will also be notified.

Frankfort Educational Center Emergencies:

  • Dial 911 from any cell or campus phone. Calls will go directly to the Frankfort Police and Campus Police will also be notified.

St. Joseph Medical Center
333 N. Madison St.
Joliet, IL 60435
(815) 725-7133

Silver Cross Hospital
Even D. and Jack H. Keck Emergency Pavilion
1900 Silver Cross Blvd., New Lenox, IL 60451
Emergency Department: 815-300-1032
Main Number:  815-300-1100

Guardian Angel Community Services
1550 Plainfield Rd.
Joliet, IL  60435

Filing a Report

If you have experienced any form of sexual harassment or assault, please contact the Title IX Officer to report the incident:

Executive Director, Human Resources
Title IX Officer

You may also complete and submit the form entitled Sexual harassment in Higher Education is Illegal.

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.

Information for supervisors, managers, administrators, faculty and any other people who are responsible for others.

Guidelines for Handling Harassment, Sexual Harassment or Discrimination

1. Thank the person for coming to you, and let him or her know that you take the matter seriously.

2. Provide the person with information about Board Policy 2.2.2 and contact information for the Title IX Officer. 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.

3. 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.

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.

4. Promptly contact the Title IX Officer and discuss the matter, even if the next step seems obvious. The Title IX Officer 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 Officer. 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.

5. 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 Officer should be contacted regarding what to do.

6. 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 Officer 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.

7. 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 Officer’s judgment that determines the outcome, even if the complainant is not happy with the result.

8. 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.

9. 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  ounseling 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.

10. Carefully document all actions and communications.
Keep detailed documentation, taking careful notes about communications and other events.

11. 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:
Coaching/support of subordinates in addressing the behavior themselves;
General education or training;
Mediation, if appropriate;
Discipline, up to and including termination.

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:
US Department of Education "Dear Colleague Letter" of April 2011 
Schools’ Obligations to Respond to Sexual Harassment and Sexual Violence

U.S. Department of Education Revised Sexual Harassment Guidance of 2001 
Harassment of Students by School Employees, Other Students or Third Parties


Title IX Officer 

Pursuant to Public Law 92-318, notice is hereby given that the Title IX Officer for Joliet Junior College, District No. 525 and the contact information for the Title IX Officer is:

Executive Director of Human Resources
Title IX Officer
c/o Joliet Junior College, District No. 525

Mailing Address:
1215 Houbolt  Rd.
Joliet, IL 60431

Telephone Number:



Inquiries, complaints and information regarding Title IX should be directed to the Title IX Officer at the address, email or phone number listed above.

© 2012 Joliet Junior College

Joliet Junior College
1215 Houbolt Road, Joliet, IL 60431-8938
Phone: (815) 729-9020