Page 3 - Title IX Toolkit

BEST PRACTICES
> Designate a Title IX Coordinator.
> Review and update all policies, including the Uniform Complaint Procedures and policies regarding gender and
sex-based discrimination and harassment.
> Train all employees on their reporting duties as “responsible employees” under Title IX, including how to identify
and respond to Title IX issues.
> Issue annual notifications regarding non-discrimination.
> Verify all school sites are in compliance with Title IX posting requirements under the Education Code, including:
• Education Code § 221.9 which requires schools to post statistics on the percentage of students that are
involved in competitive sports, and the number of competitive sports teams, classified by gender; and
• Education Code § 221.61 which requires all educational institutions to post specific information on students’
rights under Title IX, including: the Title IX Coordinator’s contact information; the rights of students under Title
IX; the responsibilities of the educational institution under Title IX; and a description of how to file a complaint.
> Act immediately when Title IX issues are brought forth by determining and implementing appropriate interim
measures for the complainant and respondent.
> Investigate all complaints in a timely manner and in accordance with the appropriate policy, and document the
investigation.
> Consider whether it is appropriate to file a CPS report or notify local law enforcement agencies, but remember
that even if another agency initiates an investigation, the district is not relieved of its obligation to conduct its
own investigation under Title IX.
> At the conclusion of an investigation, issue investigation findings to the complainant and respondent that
include, for the complainant only, any remedial measures that were put into place.
> To ensure sports equity, consider periodic program audits by outside consultants or legal counsel to identify
equity issues in athletic benefits (e.g., sports facilities, equipment, coaches, schedules, etc.).

Disclaimer: As the information contained herein is necessarily general, its application to a particular set of facts and circumstances may
vary. For this reason, this document does not constitute legal advice. We recommend that you consult with your counsel prior to acting
on the information contained herein.

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