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Harassment, Discrimination, and Title IX

Title IX at RCC

Prohibition of Discrimination and Harassment

Rogue Community College (“RCC”) is committed to providing an academic and work environment free from all forms of discrimination and harassment.  In accordance with federal and state law, RCC prohibits illegal discrimination and harassment, works to inform individuals of their right to be free from such behaviors, and promotes the safety of all at College sites and activities. 

RCC is committed to the safety of our students, faculty, staff and community members; and takes its responsibility to provide an educational environment free from discrimination and harassment seriously. Therefore, it is a violation of College policy for any employee, student or third-party at RCC to engage in discrimination, harassment, or violence.

Harassment is unlawful if it is based on any of the following statuses:  race, color, religion, sex (including pregnancy), national origin, age, disability, or genetic information. Refer to Board Policy 3430 Prohibition of Discrimination and Harassment and accompanying procedures AP 3430 Prohibition of Discrimination and Harassment and AP 3435 Discrimination and Harassment Reports and Investigations for more details.

RCC’s prohibition includes all forms of sex discrimination, including instances of sexual harassment such as sexual assault, domestic violence, gender-based stalking, and sexual violence--which are also prohibited by Title IX of the Education Amendments of 1972. For allegations of sexual harassment under Title IX, refer to Board Policy 3433 Prohibition of Sexual Harassment under Title IX and accompanying procedures AP 3433 Prohibition of Sexual Harassment under Title IX, and AP 3434 Responding to Harassment Based on Sex under Title IX for more details. For allegations of other forms of sexual harassment or gender-based harassment that are not covered under Title IX, Complainants should use Board Policy 3430 Prohibition of Discrimination and Harassment.

If you are a student and need accommodations to successfully engage in reporting an  issue, please contact the Access and Disability Resources Office at 541-956-7337 or visit their website Access and Disability Resources.

If you are an employee or volunteer and need accommodations to successfully engage in reporting an issue, please contact Human Resources at 541-956-7329.

The below resources can help to make laws, policies, and procedures that address sex discrimination and sexual harassment under Title IX more transparent at RCC:

The Harassment & Discrimination Response Team

RCC’s Harassment & Discrimination Response Team includes employees who are especially trained to understand the nuances of how to respond to reports discrimination (including sexual harassment) that may fall under the jurisdiction of Title VII, Title IX, or other required laws. This group includes:

  • The Chief Human Resources Officer
  • Title IX Staff
  • Student Compliance Staff
  • Risk Management Staff

The Harassment & Discrimination Response Team helps to:

  • Oversee the College’s response to reports and complaints of harassment or discrimination.
  • Identify and address any patterns or systemic problems revealed by such reports and complaints.
  • Investigate, when appropriate, complaints of sex discrimination, sexual harassment and sexual violence.
  • Ensure a prompt, thorough, and equitable investigative process for everyone involved.
  • Train the campus community of the prohibitions of Title IX, protections of Title IX and other applicable policies/procedures, and reporting requirements.

Within the Harassment & Discrimination Response team, the following people have been designated to handle inquiries regarding Title IX policies:

Lead Title IX Coordinator
Lucia Bartscher
[email protected]
Redwood Campus - L Bldg. room 1

Deputy Title IX Coordinator
Sean Taggart
Director of Risk Management
[email protected]
Redwood Campus - A Building

Deputy Title IX Coordinator
April Hamlin
Director of Advising and Compliance
[email protected]
Riverside Campus - G-223

Within the Harassment & Discrimination Response Team, the following person has been designated to handle inquiries regarding the non-discrimination policies:

Chief Human Resources Officer
Jamee Harrington
[email protected]
Redwood Campus - Josephine Building

Institutional Supportive Measures and Remedies

Supportive measures and remedies may be temporary or permanent free services offered to parties affected by harassment or discrimination. These measures serve to restore or preserve equal access to educational programs and services. They do not reflect decisions or opinions about responsibility. Before or without the existence of a formal complaint under applicable Board Policies, supportive measures are available and may be enacted swiftly.

Supportive measures or remedies for affected parties might include:

  • Referral to counseling and health services
  • Education to the community
  • Altering work arrangements for employees
  • Providing campus escorts
  • Providing transportation accommodations
  • Implementing contact limitations between the parties
  • Offering adjustments to academic deadlines, course schedules, etc.

The Harassment & Discrimination Response Team is responsible for the effective implementation of supportive measures and collaborates campus-wide with multiple departments and offices in support of these efforts.


Where the reporting party requests confidentiality or that RCC not investigate, RCC will take all reasonable steps to investigate while honoring the request.  Where the reporting party insists that RCC not disclose their name or other identifiable information to the Respondent, RCC will inform the Complainant that its ability to respond will be limited.  RCC will evaluate this request in the context of its responsibility to provide a safe and nondiscriminatory environment for all employees and students. However, RCC will take steps to offer appropriate remedial measures to the reporting party.

When weighing a request for confidentiality against the seriousness of the alleged harassment discrimination, or retaliation, the following factors may be considered:

  • Whether the alleged behavior included acts of violence;
  • Whether there is an increased risk of the alleged perpetrator committing acts of violence;
  • Whether there is an increased risk of future acts of violence under similar circumstances;
  • Whether the alleged behavior was perpetrated with a weapon;
  • The age of the person subjected to the violence;
  • And whether RCC possess other means to obtain relevant evidence. 

Students may discuss their report confidentially with an RCC Counselor from the Counseling Center who is generally not obligated to disclose the information.* Professional, licensed, mental health counselors, who provide mental-health counseling to members of the RCC community, or interns, graduate students, and others supervised by professional licensed counselors, are not required to report any information received in confidence. Counselors are able to guide a student through the reporting processes at RCC.

*Counselors are required to report information on elder abuse, child abuse, or if someone is a threat to themselves or others.


RCC strictly prohibits any retaliatory conduct based on an individual’s filing or perceived filing of any form of complaint related to discrimination or harassment (including behavior which may also fall under Title IX).  Any retaliatory conduct is considered to be further misconduct and may increase sanctions or provide a basis for sanctions against any member of the RCC community.

Persons who make reports of discrimination or harassment or provide information related to such reports will be protected against retaliation.  RCC will take all reasonable steps to protect the reporting party from further harassment or discrimination.

Title IX Training Materials

Title IX training is an ongoing effort. Students, employees and the public can examine training materials associated with Title IX processes, providing a safeguard that improves the impartiality, reliability and legitimacy of Title IX proceedings. Training includes in house and training with Title IX experts. Please see below for information to the training which Title IX Coordinators, Investigators, Decision-Makers, and persons who facilitate informal resolutions under Title IX policies and procedures have received.