星空传媒视频

Nikol Nolan
Executive Vice President
Co-Title IX Coordinator
Student Union
nikol.nolan@colbycc.edu
785.460.5490

Kayla Williams
Director of Human Resources
Co-Title IX Coordinator
Thomas Hall
hr@colbycc.edu
785.460.5506

Consent goes to the heart of Title IX violations and violations of Colby Community College policy.

Remember the Title IX formula: sex - consent = rape/sexual assault.

Consent is defined as follows:

• knowing, and
• voluntary, and
• clear permission
• by word or action
• to engage in sexual activity.

Learn more:

View the videos below on what consent means:

It is also important to understand what is NOT consent:

Video Resources:

Read the entire Civil Rights Equity which includes Title IX Policy.

How does 星空传媒视频 protect against violations of these laws?

• 星空传媒视频 sets out the protected categories and makes them part of CCC policy
• All employees (staff and faculty) and students are required to follow this policy as a condition of their employment and enrollment
• 星空传媒视频 has processes for addressing violations of this policy:
• The policy is on the 星空传媒视频 website for all to read
• 星空传媒视频 has a Title IX Coordinator to receive complaints, and manage the investigation and adjudicatory processes
• 星空传媒视频 offers online Title IX training to all students
• 星空传媒视频 requires certain face-to-face students to complete online Title IX training
• 星空传媒视频 requires annual Title IX training of all employees
• The Title IX Coordinator is available to all employees and all students to help resolve issues before they become major complaints, as well as receive formal complaints
• 星空传媒视频 works with local rape crisis centers so they can provide advocacy services to our employees and students

星空传媒视频 policy prohibits discrimination on the basis of the following characteristics:

• Religion
• Race
• Personal appearance
• Color
• Sex
• Pregnancy
• Political affiliation
• Source of income
• Place of business
• Residence
• Religion
• Creed
• Ethnicity
• National origin (including ancestry)
• Citizenship status
• Physical or mental disability (including perceived disability)
• Age
• Marital status
• Family responsibilities
• Sexual orientation
• Gender identity
• Gender expression
• Height
• Weight
• Predisposing genetic characteristics
• Veteran or military status (including disabled veteran, recently separated veteran, active duty wartime or campaign badge veteran, and Armed Forces Service Medal veteran)
• or any other protected category under applicable local, state, or federal law, including protections for those opposing discrimination or participating in any grievance process on campus, with the Equal Employment Opportunity Commission, or other human rights agencies.

Other Policies

Student Code of Conduct 
Student Handbook 
星空传媒视频 Housing Handbook 

What happens after a report is made? 

• The Title IX Coordinator will attempt to interview the complainant (the person who was allegedly harmed)
• Supportive measures will be offered to the complainant
• The complainant can choose to file a formal complaint, which may start an investigation.
• Notice of Investigation and Allegations will be sent to all parties, and an investigation will begin.
• 星空传媒视频 is required to dismiss a formal complaint in some circumstances.
• 星空传媒视频 may dismiss a formal complaint in other circumstances.           
• In some circumstances, the parties can agree to Informal Resolution (IR), if appropriate.
• Informal Resolution (IR) is appropriate when the Respondent accepts some degree of responsibility for causing the harm.
• Informal Resolution is 100% voluntary, and either party can opt out of IR at any time prior to signing a written resolution agreement.
• If either or both parties opt out before resolution, the investigation and hearing will continue.
• The parties get one try only at IR. 

星空传媒视频 has two separate processes to administer Title IX and other Civil Rights equity complaints.

Process A 

Process B 

This is the process required by the Department of Education in new rules effective August 14, 2020, in cases of sexual harassment involving:

• Process A applies only to qualifying allegations of sexual harassment, including
• unwelcome conduct constituting sexual harassment
• sexual assault,
• dating violence,
• domestic violence, and
• stalking, as defined above)
• involving students, staff, administrator, or faculty members.

Under Process A, the parties can choose Informal Resolution (IR), if appropriate.

• IR is appropriate when the Respondent accepts some degree of responsibility for causing the harm.
• IR is 100% voluntary, and either party can opt out of IR at any time prior to signing a written resolution agreement.
• If either or both parties opt out before resolution, the investigation and hearing will continue.

Process B

• Process B applies to the remainder of Title IX and Civil Rights allegations, such as discrimination based on race, age, pregnancy, etc.  The remainder of Title IX includes, but is not limited to, the following:
• Retaliation 鈥� especially if someone reported violations
• Some forms of sexually-based bullying
• The remainder of Title IX includes sexual exploitation, which can include:
• Invasion of sexual privacy, and going beyond the bounds of consent (Example: secretly letting your friend hide in the closet and watch you having consensual sex with someone
• Recording, photographing, sharing, or disseminating nude, sexual and/or private images without the consent of the other party(s)
• Knowingly or recklessly exposing someone to or transmitting an STI/STD or HIV to another
• Knowingly or recklessly exposing your genitals or inducing another to expose their genitals
• Nonconsensual sexting鈥攎ay be a felony under federal and/or state law.  If with a minor, sexting may be considered child pornography.
• Voyeurism鈥攏on-consensually watching private or intimate acts of another
• Sex trafficking or prostituting another

Students

All 星空传媒视频 students are offered Title IX training annually.  Some students on the 星空传媒视频 campus are required to complete Title IX training through Vector Solutions/Safe Colleges.  These include athletes, student employees, and first-year students.

Employees

Every employee is required to complete Title IX training annually through Vector Solutions/Safe Colleges.  Also, except for the nurse and mental health counselor, every employee is considered a mandatory reporter

Title IX Team Training

Effective August 14, 2020, the U.S. Department of Education issued new regulations which can be found at 34 CFR Part 106.4(b)(10).  Among these is the requirement that each school post copies of materials used to train those people who are part of the Title IX process.  星空传媒视频 will comply as those trainings occur on or after August 14, 2020.  Barton鈥檚 investigators and Title IX Coordinator and Deputy Coordinators have received training from Atixa prior to August 14, 2020.

Supportive Measures and Resources

• 星空传媒视频 will offer and implement appropriate and reasonable supportive measures to the parties upon notice of alleged harassment, discrimination, and/or retaliation.
• Supportive measures are non-disciplinary, non-punitive, individualized services offered as appropriate, as reasonably available, and without fee or charge to the parties. These are meant to restore or preserve access to CCC鈥檚 education program or activity, including measures designed to protect the safety of all parties or CCC鈥檚 educational environment, and/or deter harassment, discrimination, and/or retaliation.
• The Title IX Coordinator promptly makes supportive measures available to the parties upon receiving notice or a complaint.
• At the time that supportive measures are offered, 星空传媒视频 will inform the Complainant, in writing, that they may file a formal complaint with CCC either at that time or in the future, if they have not done so already.
• The Title IX Coordinator works with the Complainant to ensure that their wishes are taken into account with respect to the supportive measures that are planned and implemented.
• 星空传媒视频 will maintain the privacy of the supportive measures as much as possible, as long as privacy does not impair CCC鈥檚 ability to provide the supportive measures.
•  星空传媒视频 will act to ensure as minimal an academic/occupational impact on the parties as possible.
• 星空传媒视频 will implement measures in a way that does not unreasonably burden the other party.
•  These actions may include, but are not limited to:
• Referral to counseling, medical, and/or other healthcare services
• Referral to community-based service providers
• Student financial aid counseling
• Education to the institutional community or community subgroup(s)
• Altering campus housing assignment(s)
• Altering work arrangements for employees and student-employees
• Safety planning
• Providing campus safety escorts
• Implementing contact limitations (no contact orders) between the parties
• Academic support, extensions of deadlines, or other course/program-related adjustments
• Trespass, Persona Non Grata (PNG), or Be-On-the-Lookout (BOLO) orders
• Timely Warnings
• Class schedule modifications, withdrawals, or leaves of absence
• Increased security and monitoring of certain areas of the campus June 2020 version.
• Any other actions deemed appropriate by the Title IX Coordinator

星空传媒视频 Campus Resources

• Title IX Coordinator, Nikol Nolan 鈥� 785.460.5490
• Director of Campus Security, AJ Cornett-785.460.5508
• Counselor, Brooke Jones-785.460.5439
• Counselor, Mark Carlton-785.460.4713
• Director of Student Health, Chrissy Summers-785.460.5502

Community Resources

Thomas County Health Department
350 S Range Avenue
Colby, KS 67701
785.460.4596

Citizens Medical Center
Hospital, Emergency, Outpatient and Medical Services
100 E College Drive
Colby, KS 67701
785.462.7511

• You are entitled to temporary disability reasonable accommodations as a result of temporary diagnosed medical conditions of your pregnancy.
• Documentation from your medical provider is required.
• Accommodations might include, but are not limited to, academic adjustments, special services, the right to excused absence or leaves of absence when medically necessary, the ability to make up missed work, and the right to be protected from pregnancy harassment, and special seating to accommodate pregnancy.
• If, for example, you are put on bed rest for the two months prior to delivery, you may need to take a leave of absence unless the faculty are able to accommodate remote learning for all courses during that time period without a fundamental course alteration or an undue hardship.   Disability services staff would need to work on this with you and the faculty. The student who takes the leave of absence must be allowed to return to the institution at the same place they left off without academic or financial penalty. That can be accomplished a variety of different ways depending upon the academic program and point in the term when the leave takes place.
• To request temporary medical academic accommodations or adjustments due to medically diagnosed conditions of pregnancy, please contact 星空传媒视频 Disability Services
• If you have a complaint about accommodations, please contact Nikol Nolan, the Title IX Coordinator at 785.460.5490 or title9@colbycc.edu 
• Complaints are resolved in accordance with 星空传媒视频 Civil Rights Equity Policy,
• Review 星空传媒视频鈥檚 Complaint Policy for students to file complaints of sex discrimination, including pregnancy-related complaints.

For more information, pregnant students can also visit:                  

•   
•  
• U.S. Department of Education Publication:  

If you (student or employee) require a lactation room in which to nurse or pump, please contact Nikol Nolan at 785.460.5490.

Pregnant Employees are covered by the Pregnant Workers Fairness Act beginning June 27, 2023, and by Title IX

•       
• Implemented and enforced by the EEOC. If an applicant or employee believes they have been denied a reasonable accommodation for pregnancy, childbirth, or related medical conditions, they can contact Barton鈥檚 Title IX Coordinator, or the agency at 800-669-4000 (ASL videophone 844-234-5122), or visit the website for more information on . 
• The EEOC issued a 鈥淔inal Rule鈥� to implement the PWFA, EFFECTIVE June 18, 2024. Visit  for more information. 
•  
•  
•  
• Pregnant employees should contact Human Resources Director Kayla Williams at hr@colbycc.edu.

U.S. Department of Health and Human Services has an office on Women鈥檚 Health. Visit  for resources for Nursing Moms at Work.

Title IX . 

• This means 星空传媒视频 must provide equal athletic opportunities for members of both sexes, and provide them equal benefits, opportunities and treatment. This includes equipment and supplies, game and practice times, travel allowances, coaching, locker rooms, assignment and compensation of coaches, practice and competitive facilities, and publicity.
• 星空传媒视频 must provide information annually to the federal government about all of these areas. Check out the  for more information. 

Please call the Colby Police Department at (785) 460-4460.

For immediate assistance, call 911.

Students
Vice President of Student Affairs
星空传媒视频
1255 South Range Ave.
Colby, KS 67701
(785)460-5490
title9@colbycc.edu

Employees
Human Resources Office
Thomas Hall
(785) 460-5406
hr@colbycc.edu

Title IX, the Violence Against Women Act, and the Clery Act require Title IX staff to be trained annually. 

Webinar Slides (PDF)

 Title IX Training (Summer 2024) 

Title IX: Sexual Harassment Response (Fall 2023)

Title IX: Sexual Harassment Response (Fall 2022)

Advanced Title IX Training: Participants in Policy Processes (Summer 2022)

Title IX: How to Conduct Proper Interviews and Questioning Techniques (4/29/21)

Husch Blackwell Title IX Sexual Harassment Response -- Advanced Course (3/25/21)

New Title IX Regulations Checklist (2/26/21)

Husch Blackwell Title IX Sexual Harassment Response OCR Series (9/11/20)

New Title IX Regulations (6/10/20)

OCR Video Series (7/27/20)