Title IX
Title IX and EEO: Commitment to a Discrimination Free Environment
Welcome to the Grossmont Cuyamaca Community College District's Title IX and Equity Webpage
At Grossmont Cuyamaca Community College District, we are dedicated to creating and maintaining a secure, respectful, and inclusive environment across our colleges. Our office is deeply committed to upholding the principles of equity and fairness, adeptly handling Title IX cases and all other forms of discrimination. Whether you're in search of advice, support, or information about these matters, our team is here to protect and uphold the rights of every member of our community. We take pride in our empathetic and understanding approach, dedicated to ensuring justice and inclusivity. We encourage you to explore our website to learn about the services and resources we offer. Discover how we can assist you in contributing to a college environment where each individual is valued and heard.
Our commitment extends to ensuring compliance with Title IX regulations and addressing any form of discrimination or harassment based on protected status, including but not limited to age, disability, gender, race, and sexual orientation. We adhere to policies and procedures that emphasize safety, fairness, trauma-informed practices, and due process. The Grossmont Cuyamaca Community College District aims to prevent discrimination and harassment, respond to reports of misconduct, and work towards remedying and preventing future harm. Through education, training, and responsive action, we strive to maintain an educational environment free from sex discrimination, including sexual harassment and violence.
For more detailed information on our policies, training programs, and how to report an incident, please refer to the relevant sections of our website. Our dedicated team is always available to address any questions or concerns you may have.
Title IX is a federal civil rights law that was passed in 1972 as part of the Education Amendments. It states that “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.” In essence, Title IX protects people from discrimination based on sex in education programs or activities that receive federal financial assistance. This applies to all aspects of education including admissions, financial aid, academics, housing, athletics, and more.
The Grossmont Cuyamaca Community College District takes our Title IX obligations seriously. We have policies and procedures in place to ensure that all community members have equal access to education and activities free from sex discrimination and sexual violence. The Grossmont Cuyamaca Community College District Title IX office is a neutral office committed to safety, fairness, trauma-informed practices, and due process. The District Title IX works preventively to prevent discrimination and harassment, receives and responds to reports of misconduct, and will work to remedy and prevent future harm. The District also provides direction and support for the Title IX offices at the District’s two colleges, Grossmont College and Cuyamaca College. We assist in implementing Districtwide initiatives and best practices in harassment prevention and response. We also lead or provide investigative support, develop and deliver education and training to Title IX designees and other District partners involved in preventing and responding to sexual harassment and sexual violence.
UPDATE ON NEW TITLE IX POLICY AND PROCEDURES, August 5, 2024
The U.S. Department of Education issued new Title IX regulations on April 19, 2024. These regulations broaden protections against sex discrimination to include sexual orientation, gender identity and pregnancy/lactation. They also require schools to take a more proactive approach to preventing and addressing sex discrimination.
Summary of the Kansas Case
The Kansas Case, formally known as State of Kansas v. Cardona, challenges the 2024 Title IX regulations that expand the definition of sex-based discrimination to include sexual orientation and gender identity. Plaintiffs, including the State of Kansas and certain organizations, argue that the Department of Education overstepped its authority without clear authorization from Congress. The Court issued a preliminary injunction halting the enforcement of these regulations in Kansas and other involved states, citing concerns about significant legal and operational burdens and potential First Amendment infringements.
Grossmont College has been identified as one of the institutions affected by the latest Title IX injunctions related to the "Kansas case". This is due to alleged memberships with organizations such as Female Athletes United, Moms for Liberty, Young Americas Foundation, and/or the Christian Educators Association.
Impact on Grossmont College:
The injunction, a temporary court order, prevents the enforcement of specific regulations or laws, thereby halting Grossmont College from implementing the 2024 Title IX regulations pending further legal review. Consequently, Grossmont College will adhere to the currently existing 2020 Title IX-related policies and procedures set forth "Here". (Then go to Interim Policies and expand) Because of ongoing lititgation, these policies remain in effect and will continue to guide our handling of Title IX issues until further notice.
Impact on Cuyamaca College:
In contrast, Cuyamaca College is not affected by this injunction and will adhere to the recently issued DOE 2024 Final Rules set forth "Here" .
Dual Policy Framework:
Given this situation, we are in the process of transitioning to a Dual Policy Framework where two distinct sets of policies and procedures should be implemented where:
- Grossmont College will align with the 2020 DOE Title IX regulations.
- Cuyamaca College will align with the 2024 DOE Title IX regulations.
Summary of Differences Between the 2020 and 2024 DOE Title IX Amendments
Given the evolving nature of this situation and additional cases pending in other states, further changes to our policies may occur. We will continue to closely monitor developments and provide updates as necessary.
For any questions or concerns regarding these interim policies and procedures, please contact:
Michael Salvador
Director of EEO/Title IX/Diversity
Email: michael.salvador@gcccd.edu
Phone: 619-644-7039
We appreciate your understanding and cooperation as we align our policies with the latest federal requirements. Your patience during this transition period is greatly valued as we work to ensure the protection and support of all members of our community.
Filing a Title IX Report:: GCCCD Title IX Complaint Form
Anticipated Impacts of Potential Title IX Rollbacks by the Trump Administration in 2025
The Trump Administration is expected to oppose the 2024 Title IX regulations from the Biden Administration, potentially moving to roll back these rules entirely in early 2025. Several strategies could be pursued, including:
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Allowing Lawsuits to Proceed: The administration might let existing lawsuits against the 2024 regulations continue, leading to possible permanent injunctions in some states. However, this would likely create a divided landscape, with some states adhering to the 2024 regulations and others reverting to the 2020 version—a scenario deemed unlikely by the administration.
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Non-Defense Strategy: The administration could instruct the DOJ not to defend the 2024 regulations in court. Although feasible, this approach might not achieve a comprehensive, nationwide injunction. A full rescission of the 2024 rules appears more probable.
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Rescission of 2024 Regulations: The administration may choose to rescind the 2024 Title IX regulations, which could be the most sweeping and swiftest method. This action might particularly target LGBTQIA+ protections within the 2024 rules, reverting fully to the 2020 regulations. Alternatively, a simultaneous Notice of Proposed Rulemaking (NPRM) could initiate a new rule revision process, though any replacement would take 2-3 years.
Should these strategies be implemented, it’s anticipated that the 2020 Title IX regulations will again apply nationwide, with live hearings and cross-examinations reinstated.
Additionally, the administration is likely to reverse the 2025 Title IX regulations on gender identity and athletics. This could pave the way for exclusion policies targeting trans athletes, potentially preempting state-level protections and spurring Equal Protection lawsuits that may reach the Supreme Court.
In the absence of federal civil rights protections, states may introduce their own protections, though these efforts could face preemption challenges, particularly if the federal government explicitly opposes protections for trans athletes.
Implications of Potential Title IX Changes for GCCCD Compliance and Inclusivity
Given these potential federal changes, Grossmont-Cuyamaca Community College District (GCCCD) could face significant adjustments in how it administers and enforces Title IX regulations. If the 2024 Title IX rules are rescinded, GCCCD, (only Cuyamaca College), may need to revert to the 2020 regulations, which include requirements such as live hearings and cross-examinations in disciplinary proceedings. This shift would impact our current processes, and we would need to ensure that all procedures and training for Title IX personnel reflect the regulatory requirements in effect.
Furthermore, if protections for LGBTQIA+ individuals are rolled back at the federal level, GCCCD may need to consider additional measures to uphold its commitment to inclusivity and equal protection for all students and employees, especially those from LGBTQIA+ communities. This may include developing or reinforcing district-level policies that provide safeguards aligned with California’s state laws, which often offer stronger protections than federal regulations.
The evolving landscape could also prompt preemptive actions at the state level to counter any federal restrictions, particularly around protections for trans athletes. GCCCD should be prepared to respond to state legislative changes or potential Supreme Court decisions that may impact how we support and accommodate trans students in athletics and other gender-based programs.
As GCCCD continues to prioritize an environment of equal access and support for all, we will closely monitor these federal developments and proactively adjust our policies and practices to remain compliant while advocating for an inclusive campus community.
TITLE IX EDUCATION AND TRAINING
The Grossmont Cuyamaca Community College District (GCCCD) is committed to maintaining an environment free of sex discrimination, including sexual harassment and sexual violence. As such, all members of the GCCCD community — students, staff, faculty, and other academic appointees — are required to receive sexual violence prevention training and education regularly.
GCCCD’s districtwide curriculum through the Vision Resource Center (VRC) (Vision Resource Center Login) educates our community about sexual violence, how to prevent it, the role of intervention, and what local resources are available.
Key concepts covered in GCCCD’s districtwide mandatory training for every audience are:
- Definitions of different forms of sexual violence
- Bystander intervention
- onding to sexual violence using methods that acknowledge the impact of violence and trauma on survivors’ lives
- Local resources, including confidential support for survivors of sexual violence and appropriate services for those accused of sexual violence
- Rights and options about reporting sexual violence
Students
Federal law and university policy require that all new students receive education and training about sexual violence prevention. All incoming students are required to complete a 75-minute online training course prior to enrolling in classes.
Once admitted, students will be automatically assigned the online training and notified via their school email accounts. If the training courses are failed or are marked incomplete, a hold may be placed on the student's account, and they may not be able to complete enrollment for classes.
Faculty and Supervisors
Faculty and supervisors are required to complete two hours of sexual harassment prevention training every two years. New faculty and supervisors are required to take training within the first six months of hire. Continuing employees will receive an email notification before the two-year anniversary of their previous compliance. Courses may be completed online through the Vision Resource Center. Employees will be notified that they have been assigned the training via their work email accounts.
All supervisors, including all employees with HEERA designations, or employees who may meet the following criteria are required to complete the training:
“Any individual having the authority, and the interest of the employer, to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward or discipline other employees, or the onsibility to direct them, or to adjust their grievances, or effectively to recommend that action, if, in connection with the foregoing, the exercise of that authority is not merely of a routine or clerical nature, but requires the use of independent judgment.”
Staff and Academic Appointees Who are Not Supervisors
Staff and academic appointees who are not supervisors are required to complete two hours of sexual harassment prevention training every two years. New employees are required to take the training within the first six weeks of hire. Continuing employees will receive an email notification before the two-year anniversary of their previous compliance. Designated employees who are required to report sexual violence to a Title IX Officer will receive training on their legal obligations. Courses may be completed online through the Vision Resource Center. Employees will be notified that they have been assigned the training via their work email accounts.
Determining whether the Policy applies or whether or what process and measures may be used for a specific matter can be complicated; Director of Title IX/EEO/Diversity Michael Salvador can answer questions you have about this, or you may read the Policy to learn more. (michael.salvador@gcccd,edu / 6196447039
Employees (all faculty and staff):
Michael Salvador, GCCCD District Director and Title IX Coordinator
Michael.Salvador@gcccd.edu
8800 Grossmont College Drive, Bldg. 38H
El Cajon, CA 92020
(619) 644-7039
Students:
Sara Varghese, Dean of Student Affairs
Grossmont College - Title IX Investigator
Sara.Varghese@gcccd.edu
8800 Grossmont College Drive, Room 60-203
El Cajon, CA 92020
(619) 644-7159
Lauren Vaknin, Dean of Student Affairs
Cuyamaca College - Title IX Investigator
Lauren.Vaknin@gcccd.edu
900 Rancho San Diego Pkwy, Room I-115
El Cajon, CA 92019
(619) 660-4295
Anti-Semitic and Anti-Islamic Harassment Policy Guidance for Grossmont Cuyamaca Community College District
Grossmont Cuyamaca Community College District (GCCCD) is committed to protecting all students and employees from discrimination and harassment based on identity, including the protected classes of religion, race, color, national origin, and ancestry. This protection extends to individuals of all religious backgrounds, including but not limited to Buddhist, Christian, Hindu, Jewish, Muslim, and Sikh faiths. Anti-Semitism, defined as a certain perception of Jewish people that may be expressed as hatred, and Islamophobia, similarly directed toward Muslim people, are unacceptable at GCCCD. Rhetorical and physical manifestations of anti-Semitism and Islamophobia can target Jewish, Muslim, and other individuals, their property, and community institutions and religious facilities. Such behavior constitutes discrimination or harassment based on protected classes of religion, race, color, national origin, and/or ancestry.
Discriminatory behavior includes, but is not limited to:
- Slurs or stereotypes
- Harassment based on physical appearance, including skin color, hair style, or attire reflecting ethnic and religious traditions
- Harassment based on speech, including names associated with shared ancestry, speaking a language other than English, or speaking with an accent
These behaviors contradict the values of GCCCD and will be addressed. When such actions are so severe or pervasive that they limit a student’s or employee’s ability to participate in or benefit from the educational or work environment, they violate our campus nondiscrimination policies and will be handled by the appropriate GCCCD authority. In cases where the behavior is constitutionally protected speech that does not violate our policies but is still harmful, we encourage the community to engage in respectful dialogue to raise awareness about the impact of their words. GCCCD values and protects both the right to be free from protected class discrimination and harassment and the right to express constitutionally protected ideas.
To report identity-based discrimination or harassment and to access support services, please contact the GCCCD Equity Offices. We encourage every member of our community to support one another and uphold our values to ensure an inclusive learning and working environment.
Important Title IX Updates for Faculty, Staff, and Administrators
In April 2024, the U.S. Department of Education released updated Title IX regulations, which took effect on August 1, 2024. These new regulations introduce important changes to our obligations under Title IX, and we encourage you to review them in detail on the link above.
Key updates include:
Expanded Protections for Pregnancy and Related Conditions
Faculty and staff must be aware of their responsibilities when a student discloses pregnancy or a pregnancy-related condition. In such cases, all employees are required to:
- Provide the student with the Title IX Coordinator’s contact information:
- Michael Z. Salvador | michael.salvador@gcccd.edu | 619-644-7039
- Inform the student that the Title IX Office can:
- Assist with reasonable accommodations,
- Help prevent sex discrimination, and
- Ensure equal access to educational programs or activities.
Faculty and staff must accommodate pregnant students by offering makeup work, alternative testing or learning options, and supportive measures to ensure they are reinstated to their prior status.
Misgendering and Mispronouncing
Intentional misgendering, mispronouncing, or deadnaming (using a former name a person no longer uses) may be considered a violation of our Title IX Policy if it results in harm greater than de minimis. These actions contradict the inclusive environment we are committed to fostering.
If you have questions, please contact:
Michael Z. Salvador
Director of Title IX, Equal Employment Opportunity, and Diversity
Phone: 619-644-7039
Email: michael.salvador@gcccd.edu