Triton College is committed to creating and maintaining a positive learning environment for our community; students, faculty, staff and visitors to our campus.
In support of this goal, we are committed to sustaining a learning environment that is free from dating violence, domestic violence, harassment, threats, bullying on the basis of sex, retaliation, sexual harassment, sexual misconduct, and stalking. Triton College does not discriminate on the basis of sex in the educational programs and activities it operates. Triton College strongly encourages individuals to report these acts in efforts to maintain a safe and productive environment for all members of our community.
Title IX is a civil rights law passed in 1972, which prohibits gender discrimination in educational settings that receive federal funding. Sexual harassment, sexual assault, sexual misconduct and other gender-based conduct violations are all considered discrimination, regardless of the gender and sexual orientation of the reporting party and the accused. Issues may relate to, but are not limited to:
- Sex or Gender-based Discrimination
- Students experiencing discrimination
- Discrimination in Athletics
- Discrimination due to Pregnancy and Parenting
- Discrimination against students identifying as transgender or gender-nonconforming
Triton College and Title IX
In accordance with Title IX of the U.S. Department of Education’s Education Amendment of 1972, Triton College reaffirms its commitment to affirmative action and offers equal employment and educational opportunities, including career and technical education opportunities, without regard to race, color, religion, sex, national origin, disability, veteran status, age, or any other basis which is protected by law except where such characteristics are bonafide occupational requirements.
Violence Prevention Project
Triton College was awarded a grant in 2017 by the Department of Justice Office on Violence Against Women to reduce domestic violence, dating violence, sexual assault, and stalking on campus. The Office on Violence Against Women Campus Program aims to strengthen the response of higher education institutions to domestic violence, dating violence, sexual assault, and stalking on campuses and enhance the collaboration among campuses, local law enforcement and campus security authorities, and victim advocacy organizations. With the assistance of this grant, Triton College has been able to create the Triton College Violence Prevention Project. The Violence Prevention Project is a comprehensive, collaborative, and survivor-centered program that: provides education and prevention of and response to gender-based violence at Triton College in order to foster a safer community; creates awareness of and addresses issues that impact students due to domestic violence, dating violence, sexual assault, and stalking; and encourages a comprehensive, coordinated community approach that provides services for survivors and enhances survivor safety.
Title IX and the Office for Civil Rights (OCR)
The Office for Civil Rights (OCR) issued a “Dear Colleague Letter (DCL)” on April 4, 2011 to all educational institutions receiving federal aid. It outlines institutions’ responsibilities when becoming aware of sexual harassment, sexual assault, sexual misconduct, dating violence, and stalking. The letter states, “If a school knows or reasonably should know about student on student harassment that creates a hostile environment, Title IX requires the school to take immediate action to eliminate the harassment, prevent its recurrence, and address its effects.”
Responsibilities and Rights
Responsibilities of the Parties and Witnesses
Responsibilities of the Parties and Witnesses
- To be truthful, to cooperate with the process, and to follow the directions of the College staff administering this process;
- To not retaliate against or intimidate any individual who has reported a Title IX concern or who has participated as a witness in the process; and
- To protect the confidentiality of all involved to the extent possible.
Rights of the Parties and Witnesses
Rights of the Parties and Witnesses
- An investigation and appropriate resolution of all credible allegations made in good faith;
- To be treated with respect, dignity, and sensitivity throughout the process;
- Presumption that the respondent is not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the grievance process;
- Informed by Triton College officials of options to notify proper law enforcement authorities and the option to be assisted in notifying such authorities, if the complainant so chooses. This also includes the right not to be pressured to report;
- To not be discouraged by officials from reporting sexual misconduct or discrimination to both on-campus and off-campus authorities;
- To be notified of available counseling and other resources, both on campus and in the community;
- To have the ability to submit the names of relevant witnesses;
- To not have irrelevant prior sexual history admitted as evidence (rape shield protection);
- To have regular updates on the status of the investigation and/or resolution;
- To request that any Triton College representative involved in the process be removed on the basis of demonstrated bias and/or conflict of interest;
- To have an advisor or support person of their choosing, to attend and participate, during all phases of the investigation and resolution meetings;
- To participate in the investigation, including providing relevant information to the investigator.
- To be promptly informed of the outcome of the resolution process, information about the appeal process, any change to the result, and when the results become final in writing, without undue delay between the notifications to the parties;
- To be protected from retaliation and intimidation where one has reported a Title IX concern or participates as a witness in the process;
- To receive a General Outcome Letter.
Title IX Coordinators
When the respondent is an employee, report to:
AVP, Human Resources
Title IX Coordinator
Triton College, Room P-105
(708) 456-0300, Ext. 3743
When the respondent is a student, report to:
Dean of Students
Deputy Title IX Coordinator
Triton College, Room B-240C
(708) 456-0300, Ext. 3865
Section 504 (of the Rehabilitation Act of 1973) prohibits discrimination based on a disability:
Director, Center for Access and Accommodative Services
Triton College, Room A-137
(708) 456-0300, Ext. 3854
Role of Title IX Coordinator
The Title IX Coordinator is the individual who has been designated by the College to oversee compliance with federal requirements under Title IX. This includes all duties associated with effectively responding to allegations of sexual violence, ensuring annual training campus-wide, and the provision of educational opportunities and prevention efforts for the campus community. The Title IX Coordinator has no "side" during the investigation and serves as a resource for both the complainant and the respondent.
If a complainant does not wish for their name to be shared, does not wish for an investigation to take place, or does not want any form of resolution to be pursued, they may make such a request to a Title IX Coordinator who will evaluate that request in light of the duty to ensure the safety of the campus and comply with federal law.
Information reported and compiled in compliance with the Jeanne Clery Act lists only the date of the incident, time of the incident, location where the incident occurred, a brief and vague description of the type of incident, and a disposition of the actions taken by Triton College Police Department.
Personally identifiable information may reside in the reports made by Triton College’s Police Department or in reports made to the Title IX Coordinator or Deputy Title IX Coordinator and are not for public view. In cases indicating a pattern, predation, threat, weapons, and/or violence, Triton College is not likely able to honor a request for confidentiality. In other cases, where circumstances allow the College to honor a request for confidentiality, the College will offer resources and supportive measures to the complainant but will not otherwise pursue formal action. A complainant has the right to have and can expect Triton College to take formal reports seriously and to have those incidents investigated and properly resolved through these procedures.
Formal reporting still affords some level of privacy to the Reporting Party; therefore, only a small group of officials who need to know will be informed, including Human Resources for employees and Student Affairs for students. The circle of people with this knowledge will be kept as narrow as possible to preserve both parties' rights and privacy but may include, as necessary, investigators, witnesses, and the respondent.
Limitations of Confidentiality
Triton College will make every reasonable effort to preserve an individual's privacy and protect the privacy of information when requested. Reports will be treated confidentially to the extent permitted by the College's Title IX reporting requirements and need to investigate and resolve the reported problem. Whenever possible, the complainant's identity will be limited in disclosure and without consent to disclose the complainant’s identity, the College may be limited in pursuing disciplinary action.
A Confidential Advisor is a designated Triton College employee trained to provide ongoing support to student survivors of domestic and dating violence, sexual violence, and stalking. Confidential Advisors will maintain confidentiality except in extreme cases of immediate threat or danger to self or others or suspected abuse of a minor. Confidential reporters will submit timely, anonymous, aggregate statistical information for Clery purposes unless they believe it would be harmful to a specific employee or student.
Designated Confidential Advisors
Sandra Berryhill, MS
(708) 456-0300 ext. 3369
Leslie Wester, MA, LCPC
(708) 456-0300 ext. 3484
Tracy Wright, MA, LCPC
(708) 456-0300, ext. 3609
Duty to Report
All College employees have a duty to report all acts of dating violence, domestic violence, harassment, threats, and bullying on the basis of sex, retaliation, sexual harassment, sexual misconduct, and stalking, unless they fall under the "Confidential Reporting" section above.
Because employees are required reporters, complainants may want to consider whether they share personally identifiable details with College employees, as those details must be shared with the Title IX or Deputy Title IX Coordinators. Employees must share all details of the reports, including the name of the complainant and respondent, if known.
Failure of a required reporter, as described in this section, to report an incident or incidents of dating violence, domestic violence, harassment, threats, and bullying on the basis of sex, retaliation, sexual harassment, sexual misconduct, gender identity, sexual orientation, or stalking is a violation of College policy and subject to disciplinary action.
As soon as a required reporter has been notified of an incident, they should provide a report to the Title IX Coordinator or Deputy Title IX Coordinator to ensure supportive measures and academic accommodations can be provided as quickly as possible. Supervisors of required reporters shall not create additional processes within a department nor investigate a complaint before reporting to the Title IX Coordinator or Deputy Title IX Coordinator.
Required reporters can access and submit their Incident Reporting Form at Title IX Report.
Filing a Report
Any Triton College community member, parent or family member, or legitimate user of Triton College facilities or programs may initiate a Title IX report. The form may be completed through an online form or by contacting the respective Title IX Coordinator.
Click here to view the Title IX Reporting Structure outline.
Individualized services reasonably available that are non-punitive, non-disciplinary, and not unreasonably burdensome to the other party while designed to ensure equal educational access, protect safety, or deter sexual harassment. Supportive measures must be offered with or without a formal complaint. Supportive measures may be requested verbally or in writing by the complainant or the respondent, or the College can initiate the supportive measures in the absence of a request at any time during the process.
Supportive measures may include and if reasonably available:
- Class reassignment
- Academic accommodations
- Interim leave from the college
- Limitation of college sponsored activities, both on and or off campus
- Housing accommodations
- No contact directive (Order of Protection)*
- Safety escorts
- Parking restrictions
- Employment reassignment
- Administrative leave with or without pay
- Other appropriate actions as necessary to stop the Prohibited Conduct, prevent its recurrence, and remedy its effect.
*For assistance in filing an Order of Protection, click on Counseling and Support Services / Resources on the side bar and contact one of the listed agencies.
If requested by the complainant or respondent, and if reasonably available, the College may assist the complainant and respondent in:
Additional Supportive Assistance
- Accessing legal, medical, and academic assistance;
- Imposing a campus no contact order;
- Exploring options to address academic concerns, such as transferring class sections, taking an incomplete in a class, or filing a grade grievance;
- Informing complainant of right to report incident to campus or law enforcement;
- Educational measures that do not identify the complainant but address violations;
- Rescheduling exams and assignments.
Supportive measures may be implemented at any time, even if originally declined.
Supportive Measures in the Event of No Investigation:
Even if the College decides not to confront the respondent because of the complainant’s request for confidentiality, the Title IX Coordinator will still offer supportive measures to limit the effects of the alleged harassment.
Assessment of a Complaint
Upon notice of a complaint regarding Prohibited Conduct, the Title IX Coordinator or Deputy Title IX Coordinator will assess whether a formal Title IX Investigation will be conducted under this policy- that is, whether the complaint(s), if true, rise to the level of Prohibited Conduct and, if so, whether a formal investigation is appropriate under the circumstances. When the Title IX Coordinator or Deputy Title IX Coordinator determines that there is no ongoing risk of harm to the community and that supportive measures, such as a No Contact Directive, have remedied the complaint, the Title IX Coordinator or Deputy Title IX Coordinator may forego a formal investigation. Remedies must be designed to maintain the complainant’s equal access to education and may include the same individualized services as supportive measures.
If no further action is necessary or if the supportive measures will remain in place as ongoing accommodations, the complainant will be provided a General Outcome Letter, which will include the reasons for the dismissal.
If the Title IX Coordinator or Deputy Title IX Coordinator determines there is no further action, then the decision is non-appealable at Triton Community College. This process may be coordinated with the Triton College Police Department, but is separate from any criminal investigation if applicable.
The level of control the college has over the respondent will determine if an investigation is possible. If Triton College cannot take direct action against an individual, the college would not be able to investigate but would provide resources and supportive measures.
For every report of an alleged violation of the Harassment, Discrimination, and Sexual Misconduct Policy that will be considered for investigation, the Title IX or Deputy Title IX Coordinator will make an initial review. The initial review will consider the nature of the report and the safety of all parties and of the campus community.
A decision will be made about appropriate next steps with the assistance of the investigator(s) and decision-maker(s). Each resolution process will provide a prompt, fair, and impartial investigation and resolution, organized through the respective Title IX Coordinator.
1. Assigning an Investigator
1. Assigning an Investigator:
When a determination is made to proceed with a Title IX investigation, the Title IX Coordinator or Deputy Title IX Coordinator will assign an unbiased investigator.
2. Notice of Investigation
2. Notice of Investigation:
At the outset of an investigation, the Title IX Coordinator or Deputy Title IX Coordinator or designee will advise both parties of the allegations in writing. The College will send written notices of any investigative interviews, meetings, or hearings to the parties and their advisors of choice.
3. Opportunity to Participate
3. Opportunity to Participate:
Both the complainant and respondent will have an opportunity to respond to the Notice of Investigation in writing and in a meeting with the assigned investigator. Both parties have the right to request that the investigator meet with relevant witnesses and evaluate relevant evidence.
4. Evidentiary Determination
4. Evidentiary Determination:
Triton College uses the preponderance of evidence standard for all formal complaints of sexual harassment, including where employees and faculty are respondents. Triton College requires objective evaluation of all relevant evidence, inculpatory and exculpatory, and avoid credibility determinations based on a person’s status as a complainant, respondent, or witness. Burden of gathering evidence and burden of proof must remain on the College, not on the parties. The College will send the parties, and their advisors, evidence directly related to the allegations, in electronic format or hard copy, with at least 10 days for the parties to inspect, review, and respond to the evidence.
5. Investigator Review
5. Investigator Review:
The investigator will provide an Investigative Report.
6. Resolution Process
6. Resolution Process:
Depending on the Prohibited Conduct violation, the Administrative Resolution or Title IX Hearing Resolution process will determine the finding and any outcomes, if appropriate.
7. Investigation Outcome
7. Investigation Outcome:
Upon completion of the investigation and Resolution Process, the decision-maker will issue each party a written General Outcome Letter including findings of fact, and if applicable, any actions the College will take to provide supportive measures and remedies for the College community.
8. Outcome Appeal
8. Outcome Appeal:
Either party may submit an appeal to review the outcomes, but not the findings, of an outcome of a Title IX investigation.
Both parties may have an advisor of choice (i.e. friend, family member, attorney, advocate) accompany them through the investigative and resolution process. An advisor of choice may not speak for the student or employee, unless providing cross-examination during a live hearing.
The College strives to avoid any conflict of interest or bias on the part of any individual responsible for investigating and/or resolving alleged misconduct. Any party who wishes to express concerns about a conflict of interest or bias should notify the Title IX Coordinator or Deputy Title IX Coordinator in writing. In instances where a conflict of interest or perceived bias on the part of the Title IX Coordinator or Deputy Title IX Coordinator occurs, the notification should be made in writing to the Vice President of Business Services or Vice President of Enrollment Management and Student Affairs.
Time frame of a Title IX Investigation
Triton College will respond to reports of sexual misconduct allegations within twenty-four (24) hours of initial report filed. Requests for a review of a Title IX complaint that occurred more than 180 calendar days must submit a request to the Title IX Coordinator in writing at email@example.com.
Students have the right to engage in a Hearing Resolution process that is prompt and equitable. A Title IX Investigation should normally be completed within sixty (60) business days after the College has notice of an allegation of Prohibited Conduct. The Title IX Coordinator may extend this time frame for good cause, including College breaks. After the investigation is complete, the Resolution Process should normally be completed within 30 business days.
Dating violence is violence and abuse committed by a person to exert power and control over another person with whom they have been in a social relationship of a romantic or intimate nature.
Dating violence often involves a pattern of escalating violence and abuse over a period of time. Dating violence covers a variety of actions and can include physical abuse, psychological and emotional abuse, and sexual abuse. It can also include “digital abuse,” the use of technology, such as smartphones, the internet, or social media to intimidate, harass, threaten, or isolate a person.
Domestic Violence is a pattern of abusive behavior in a relationship that is used by a family or household member to maintain power and control over another family or household member.
Domestic violence can be physical, sexual, emotional, economic, or psychological actions or threats of actions that influence another person. This includes any behavior that intimidates, manipulates, humiliates, isolates, frightens, terrorizes, coerces, threatens, hurts, injures, or wounds someone.
Family or household members include but are not limited to:
- Family members related by blood or marriage
- People who are married or used to be married
- People who share or used to share a home, apartment, or other dwelling
- People who have or say they have a child in common
- People who have or say they have a blood relationship through a child
- People who are dating or used to date
- People with disabilities and their personal assistants/caregivers
Sexual Assault is any type of sexual contact or behavior that occurs without consent of the recipient. Falling under the definition of sexual assault is sexual activity such as forced sexual intercourse, molestation, incest, fondling, rape, statutory rape, and attempted rape. It includes sexual acts against people who are unable to consent either due to age or lack of capacity.
Consent Is Not:
- Automatic; even if there is a prior relationship
- Silence or passivity - lack of resistance does not imply consent
- If obtained once, it does not imply consent to other forms of sexual activity
- A reasonable fear that a person or another will be injured if a person does not submit to or engage in the sexual activity
- Obtained if the person is incapacitated due to mental condition or drug or alcohol use, or is asleep or unconscious.
- An affirmative decision by all participants to engage in mutually acceptable sexual activity
- Unambiguous, clear, knowing, and voluntary approval given by words or demonstrated actions to engage in sexual activity
- A decision that must be made freely and actively by all participants
- Clarification from the other participant about a willingness to continue sexual activity if any confusion or ambiguity on the issue of consent arises at any time during the sexual activity
Consent cannot be given if the following occur:
The inability, temporarily or permanently, to make informed judgments or give consent because an individual is asleep, unconscious, or unaware that sexual activity is occurring. Where alcohol or other drugs are involved, incapacitation is a state beyond impairment or intoxication. Evaluating incapacitation where alcohol and other drugs are involved requires an assessment of whether a person should have been aware of the complainant’s incapacitation based on objectively and reasonably apparent indications of impairment when viewed from the perspective of a reasonable person. An individual who engages in sexual activity with someone the individual knows or reasonably should know is incapable of making a rational, reasonable decision about whether to engage in sexual activity is in violation of this policy.
The use of pressure that compels another individual to initiate or continue sexual activity against their will. Coercion can include a wide range of behaviors, including intimidation, manipulation, implied threats or blackmail which places a person in fear of immediate harm or physical injury or causes a person to engage in unwelcome sexual activity. A person’s words or conduct are sufficient to constitute coercion if they wrongfully impair another individual’s freedom of will and ability to choose whether or not to engage in sexual activity. Examples of coercion include threatening to “out” someone based on sexual orientation, gender identity, or gender expression or threatening to harm oneself if the other party does not engage in the sexual activity. Coercing an individual into engaging in sexual activity is a violation of this policy.
The use or threat of physical violence to overcome an individual’s freedom of will to choose whether or not to participate in sexual contact. Force renders an individual unable to consent. Such action would cause a person to fear their physical or psychological well-being. For the use of force to be demonstrated, there is no requirement that a complainant resists the sexual advance or request. However, resistance by the complainant will be viewed as a clear demonstration of non-consent.
Sexual Misconduct: Engaging in non-consensual contact of a sexual nature. Sexual misconduct may vary in its severity and consists of a range of behaviors or attempted behaviors including the following examples:
- Unwelcome sexual touching:
- Touching an unwilling or non-consensual person's intimate parts (such as genitalia, groin, breast, buttocks, mouth, or clothing covering the same);
- Touching an unwilling person with one's own intimate parts; or forcing an unwilling person to touch another's intimate parts;
- Exposure: Engaging in indecent exposure, sexual acts in a public place, voyeurism, or with a nonconsensual person with any object or body part;
- Non-consensual sexual assault: Penetrating any bodily opening of an unwilling or nonconsensual person with any object or body part;
- Forced sexual assault: Penetrating any bodily opening of an unwilling or non-consensual person with any object or body part that is committed either by force, threat, intimidation, or through exploitation of another's mental or physical condition (such as lack of consciousness, incapacitation due to ingestion of drugs or alcohol, age, or mental disability) of which the responding party was aware or should have been aware.
Sexual Exploitation: Occurs when a person takes non-consensual or abusive sexual advantage of another for anyone’s advantage or benefit other than the person being exploited, and that behavior does not meet the definition of sexual assault.
Sexual exploitation includes prostituting another person, non-consensual visual or audio recording of sexual activity, non-consensual distribution of photos or other images of an individual’s sexual activity or intimate body parts with an intent to embarrass such individual, non-consensual voyeurism, knowingly transmitting HIV or a sexually transmitted disease to another, or exposing one’s genitals to another in non-consensual circumstances.
Sexual Harassment is a form of prohibited sex discrimination and includes any unwelcome conduct that a reasonable person would find so severe, pervasive, and objectively offensive that it denies a person equal educational access or creates a hostile or abusive educational environment.
Elements of Sexual Harassment may include but are not limited to:
- Repeated requests for dates and sex
- Sexually oriented humor or language
- Kissing sounds, whistling, cat calls
- Obscene phone calls
- Comments about sexual likes/dislikes
- Comments about sexual behavior
- Leering or ogling
- Repeated "love" letters
- Sexually oriented electronic messages or images
- Email/screen-savers/desktop "wall paper"
- Intrusive touching including pats, hugs, squeezes, pinches, and/or brushing up against someone
- Unwanted kissing
- Unwanted fondling
Harassment, Threats, and Bullying on the basis of sex
Harassment, Threats, and Bullying on the basis of sex: Engaging in subjectively and objectively offensive verbal abuse, threats, intimidation, harassment, coercion, bullying, or other conduct that threatens or endangers the mental or physical health/safety of any person or causes reasonable apprehension of such harm that is persistent, severe, or pervasive and objectively offensive.
Discrimination based on sex, gender, gender identity, gender expression, sex- or gender-stereotyping, and sexual orientation violates law and other campus policies. This discrimination may occur in situations where there is a power differential between the parties (Faculty-student, Supervisor-employee) or where the persons share the same status (student-student, faculty-faculty) and between same sex, opposite sex, gender nonconforming, or transgender individuals.
Stalking is a pattern of repeated and unwanted attention, harassment, contact, or any other course of conduct directed at a specific person that would cause a reasonable person to feel fear for their own safety or the safety of others such as:
- Repeated and unwanted communications through phone calls, mail, emails, or social media sites,
- Following the individual to work, school, home, or other places where the individual frequently visit,
- Making threats to the individual’s family, friends, co-workers, or even pets,
- Damaging the individual’s home, car, or other property, or threatening to do so,
- Repeatedly sending the individual unwanted gifts,
- Posting information, or spreading rumors about, the individual,
- Obtaining information about the individual through the use of public records, online searches, going through the individual’s garbage, or contacting the individual’s family, neighbors, friends, or co-workers,
- Hiring a private investigator to follow, or discover information about, the individual.
Stalking is dangerous and can often cause severe and long-lasting emotional and psychological harm to victims. Stalking often escalates over time and can lead to domestic violence, sexual assault, and even homicide. Stalking can include frightening communications, direct or indirect threats, and harassing an individual through the internet.
Retaliation is any form of intimidation, reprisal, or harassment against an individual because they made a report of discrimination or harassment or because that individual has participated in an investigation of discrimination or harassment by or of a Triton College community member and includes, but is not limited to:
- Firing, refusing to hire, or refusing to promote the individual;
- Departing from any customary employment or academic practice regarding the individual;
- Transferring or assigning the individual to a lesser position in terms of wages, hours, job classification, job security, employment, or academic status;
- Informing another student, staff, or faculty member who does not have a need to know that the individual has made a complaint or participated in an investigation of a complaint of sexual harassment; or
- Impeding the individual’s academic advancement in any College activity or program.
Counseling and Support Services/Resources
Triton College Counseling Department:
(708) 456-0300, ext. 3588
Triton College Counseling Department
Student/Employee Assistance Program:
Perspectives, (866) 866-7556
Nearest Medical Facility:
Gottlieb Memorial Hospital
701 W. North Avenue
Melrose Park, IL 60160
Click here to view the Sexual Misconduct Reporting and Resource Guide.
Domestic and Sexual Violence Resources
Sarah’s Inn Domestic Violence Agency (English/Spanish)
24-hour domestic violence hotline, individual and group counseling, legal advocacy, and Partner Abuse Intervention Program (PAIP)
24-hour crisis line: (708) 386-4225
Text line: (708) 792-3120
Pillars Community Health (English/Spanish/Arabic)
Domestic and Sexual Violence Survivor Services / Constance Morris House Emergency Shelter
24-hour domestic violence and sexual violence hotlines, domestic violence emergency shelter, case management, legal advocacy, medical advocacy, and individual, family, and group therapy
24-hour crisis line: (708) 485-5254
Mujeres Latinas En Accion (English/Spanish/Portuguese)
Empowering Latinas through Service and Advocacy Domestic and Sexual Violence Survivor Service
24-hour domestic violence hotline, legal advocacy, individual and group counseling for children and adults, and medical advocacy
24-hour crisis line: (312) 738-5358
Arab American Family Services (English/Spanish/Arabic)
Domestic Violence Survivor Services
24-hour domestic violence hotline, case management, individual counseling for children and adults, and legal advocacy
24-hour crisis line: (708) 945-7600
Triton College Police Department
Building N, Room 206
708-456-6911 (dial 11 from any Triton extension)
TDD: (708) 452-8115
Free Legal Assistance Related to Domestic Violence
IL Coalition for Immigrant and Refugee Rights: https://www.icirr.org/ – ICIRR (312) 332-7360
Greater Chicago Legal Clinic: https://www.gclclaw.org/
Legal Aid Chicago: https://www.legalaidchicago.org/
Documentation of legal right to be in the country is not required for victims to obtain an Order of Protection or to request criminal charges against an abuser.
Illinois Compensation Programs
The Illinois Crime Victim Compensation Program provides direct financial assistance to innocent victims of violent crime to reimburse out-of-pocket expenses related to the crime.
Pregnant and Parenting Student Rights: Title IX
Title IX prohibits discrimination on the basis of sex — including pregnancy, parenting, and all related conditions in education and in programs and activities that receive federal funding. If you are a pregnant or parenting student, you have the right to stay in school so you can meet your education and career goals.
Title IX - Pregnancy FAQs
How can I use Title IX to ensure that my pregnancy or family responsibilities do not interfere with my education?
Title IX requires professors and administrators to treat pregnancy, childbirth and related conditions in the same manner and under the same policies as any other temporary disability. Triton College can require a pregnant student to provide a doctor’s certification of fitness to continue in an education program or activity only if the same requirement is imposed on all other students with physical or emotional conditions requiring a doctor’s care. Pregnant students must be provided the same accommodations and support services available to other students with similar medical needs. Your professors or administrators should not tell you that you have to drop out of your classes or academic program or change your educational plans due to your pregnancy. If you have a concern regarding your status as a pregnant or parenting student at Triton College, please contact Joe Klinger, AVP of Human Resources and Title IX Coordinator, at firstname.lastname@example.org.
Do my professors have to excuse my absences due to pregnancy, childbirth or abortion?
Absences due to pregnancy, childbirth, or related medical conditions must be excused and cannot be treated or penalized like unexcused absences. Your professors must provide you a leave of absence for as long as it is deemed necessary by your medical doctor. At the end of your leave, you must be reinstated to the status you held prior to your leave. After returning from an excused absence, your professors must allow a reasonable amount of time to make up missed assignments and tests. The makeup assignments and tests must be reasonably equivalent to those missed but need not be identical. If a professor provides specific “points” or other advantages to students based on class attendance, you must be given the opportunity to earn back the credit from classes missed due to pregnancy.
What if my professors says their absence/makeup policy applies regardless of any medical condition?
While your professor may have a strict attendance policy, the College is bound by federal civil rights law. Title IX requires the College ensure that all faculty and staff comply with the law and do not discriminate against pregnant and parenting students. An individual professor’s policy is not OK if it breaks the law. Please contact Andrea Bangura, Dean of Students and Deputy Title IX Coordinator, at email@example.com if you have questions as it relates to pregnancy and parenting responsibilities.
Does Triton College need to provide me with special academic/support services, like tutoring?
Title IX requires the College to provide pregnant students with any special services we provide to students with any other type of temporary disabilities. Please contact the Center for Access and Accommodative Services (CAAS) at (708) 456-0300 ext. 3854.
If my program requires internships, career rotations or other off-campus elements, can I be excluded from participation?
No. Your program must allow you to continue participating in off-campus programs. If your program provides opportunities to “work in the field”, you cannot be excluded based on your pregnancy. Your professor cannot require a doctor’s note for continued participation unless your professor requires one for all students who have a medical condition that requires treatment by a doctor. If they do ask for a note, they cannot second-guess your doctor’s decision.
What if classmates or professors have made offensive comments to me about my pregnancy?
Title IX requires the College prevent and address sex-based harassment, including harassment based on pregnancy. If you experience this sort of treatment, you should seek help immediately. The law prohibits anyone from retaliating against you for filing a complaint or raising a concern. Click here for Triton College’s Title IX incident reporting form.
I would like to take a semester off. Can I keep my student status, scholarships, etc.?
You will keep your status as a student for up to one year. If you want to take off more time than your doctor says is medically necessary, please contact Andrea Bangura, Dean of Students and Deputy Title IX Coordinator, at firstname.lastname@example.org for more information.
Does Title IX permit excused absences for child care?
Not necessarily. Title IX requires professors and administrators treat parenting students in the same manner and under the same policies as any other student. In other words, if your professor has a strict attendance policy, that policy can be applied to absences related to childcare, provided it is similarly applied to any other absence.
Related to Students
Student Code of Conduct/Triton Trust
Harassment, Discrimination and Sexual Misconduct Policy*
Related to Faculty and Staff
Equal Opportunity/Affirmative Action
Harassment, Discrimination and Sexual Misconduct Policy*
Education and Training
The Title IX Coordinator, College Police, Mandatory Reporters, Confidential Advisors, Decision-Maker(s), Investigator(s), and anyone else involved in responding to, investigating or adjudicating sexual discrimination, harassment and misconduct incidents must receive 8-10 hours of annual education and training on issues of relevance, including primary prevention, bystander intervention, risk reduction, consent, reporting obligations, how to serve impartially including by avoiding prejudgment of the facts at issue, conflicts of interest and bias, investigation procedures, confidentiality requirements, relevant College policies and procedures, retaliation, the scope of the school’s education programs and activities, the impact of trauma, rape shield protections for complainants, relevant definitions, training on any technology to be used at live hearings, and other pertinent topics. The College will annually review its training offerings to identify ways in which to enhance its effectiveness. Triton College will post materials used to train Title IX personnel on its website.
Student Conduct Trainings:
The following trainings are used in Triton College's harassment, discrimination, and sexual misconduct grievance process. For more information, contact Joe Klinger, AVP, Human Resources/Title IX Coordinator, at (708) 456-0300 ext. 3743 or email@example.com.
Violence Prevention Project Trainings:
The College implements a comprehensive response to sexual assault, domestic violence, dating violence and stalking. The comprehensive approach includes both prevention and intervention and involves a multi-faceted coordinated effort that engages key stakeholders from the community such as students, staff, administrators, and faculty. The following trainings are used in the prevention and education of and response to gender-based violence at Triton College. For more information, contact Joe Klinger, AVP, Human Resources/Title IX Coordinator, at (708) 456-0300 ext. 3743 or firstname.lastname@example.org.
Related Government Departments
U.S. Department of Education
400 Maryland Avenue, SW, Washington, DC 20202
U.S. Department of Education Office for Civil Rights
Chicago Office – 500 W Madison, Suite 1475, Chicago, IL 60661
U.S. Department of Labor
200 Constitution Ave, NW, Washington, DC 20210
U.S. Equal Employment Opportunity Commission
Chicago Office – JCK Federal Building, 230 S. Dearborn, Chicago, IL 60604