Title IX of the Education Amendments of 1972 is a comprehensive federal civil rights law that protects people from sex and gender discrimination in education programs, activities, and work place.
Title IX states:
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.
Alief ISD is Committed to Providing an Environment Free From Discrimination on the Basis of Sex and Gender.
Alief ISD has a Title IX coordinator to manage the district's response to reports of gender inequity, discrimination, and sexual harassment. Faculty, staff, and administrators who receive complaints or have knowledge of discrimination based on sex, gender, and sexual harassment are obligated to report complaints to one of the Title IX coordinators.
If an employee feels that he or she is being subjected to sexual harassment, sexual discrimination, or inappropriate sexual conduct, he or she may immediately inform the harasser that the conduct is unwelcome and needs to stop.
If the inappropriate conduct does not cease, or if the employee is unable to or uncomfortable with addressing the alleged harasser directly, he or she should report the incident to his or her own supervisor or to the human resources (HR) director. It is helpful, but not required, to provide a written record of the date, time, nature of the incident(s), and the names of any witnesses.
It is important to report all concerns of sexual harassment, sexual discrimination, or inappropriate sexual conduct to the HR director or a supervisor/manager as soon as possible. Management must be made aware of the situation to conduct an immediate and impartial investigation. Management will then take appropriate action to remediate or prevent prohibited conduct from continuing.
If a student feels that he or she is being subjected to sexual harassment, sexual discrimination, or inappropriate sexual conduct, he or she may immediately inform the harasser that the conduct is unwelcome and needs to stop.
If the inappropriate conduct does not cease, or if the student is unable to or uncomfortable with addressing the alleged harasser directly, he or she should report the incident to his or her assistant principal or to the Title IX Coordinator. It is helpful, but not required, to provide a written record of the date, time, nature of the incident(s), and the names of any witnesses.
It is important to report all concerns of sexual harassment, sexual discrimination, or inappropriate sexual conduct to the assistant principal as soon as possible. School administration must be made aware of the situation to conduct an immediate and impartial investigation. School administration will then take appropriate action to remediate or prevent prohibited conduct from continuing.
Investigators - Assistant Principal
Erika Williams erika.williams@aliefisd.net
Jose Ortiz jose.ortiz@aliefisd.net
Decision Maker – Principal
Brandan Clark brandan.clark@aliefisd.net
Appeal Decision Maker for Students
Mindy Robertson mindy.robertson@aliefisd.net
Appeal Decision Maker for Staff
Tangela Hughes Beston (PK-4)
tangela.hughesbeston@aliefisd.net
Shawn Williams (5-12)
Informal Review Committee
Dr. Jeannine Porter & Dr. Elizabeth Veloz Powell
Dr. Jackie Armwood
Director of Student Management Services
14051 Bellaire Blvd., Ste. 200
Houston, Texas 77083
(281) 498-8110, Extension 83100 or (281) 988-3100
The Alief Independent School District, an Equal Opportunity Educational Provider and Employer, does not discriminate on the basis of race, color, religion, gender, sex, national origin, disability and/or age, military status, genetic information, or any other basis prohibited by law in educational programs or activities that it operates or in employment decisions. Additionally, the District does not discriminate against an employee or applicant who acts to oppose such discrimination or participates in the investigation of a complaint related to a discriminatory employment practice. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities. Policies DAA, DIA
OCR requires that materials used to train "Title IX Personnel" on their duties under the new Title IX regulations be posted on the District's website by the effective date (8/14). "Title IX Personnel" are defined as the Title IX Coordinator, any investigator, any decision-maker, and any person who facilitates an informal resolution (such as mediation). OCR's website lists the following:
Schools must ensure that Title IX personnel receive training as follows:
On Title IX’s definition of “sexual harassment”
On the scope of the school’s education program or activity
On how to conduct an investigation and grievance process
On how to serve impartially, including by avoiding prejudgment of the facts at issue
On how to avoid conflicts of interest and bias
Decision-makers must receive training on any technology to be used at a live hearing, and on issues of relevance of questions and evidence, including when questions and evidence about a complainant’s sexual predisposition or prior sexual behavior are not relevant
Investigators must receive training on issues of relevance to create an investigative report that fairly summarizes relevant evidence
Alief ISD’s Title IX Personnel have attended training furnished by Karczewski | Bradshaw | Spalding in compliance with 34 C.F.R. § 105.45(b)(10)(i)(D). Materials from this training are available online.
