REG 04.25.06 - Equal Opportunity, Title IX and Non-Discrimination Training for Employees

Authority: Provost & Executive Vice Chancellor.

History: First Issued: June 5, 2007. Last Revised: July 31, 2015. 

Related Policies:
NCSU POL 04.25.05 Equal Opportunity and Non-Discrimination Policy
NCSU REG04.25.02 - Discrimination, Harassment and Retaliation Complaints

Additional References:

Title IX Website
NCSU Online Unlawful Harassment Prevention Training 
Information & Resources on Harassment and Discrimination 

Contact Info: 
Assistant Vice Provost for Equal Opportunity (919) 513-1234

1. Introduction

North Carolina State University (NC State) is dedicated to equality of opportunity and is committed to fostering an environment free from discrimination, harassment and retaliation based upon a person’s age (40 or older), color, disability, gender identity, genetic information, national origin, race, religion, sex (including pregnancy), sexual orientation or veteran status. In support of these goals, this regulation requires all employees to complete an approved training program designed to educate employees about their rights and responsibilities as to NC State’s policies regarding equal opportunity and non-discrimination.  In addition, in order to comply with federal law, individuals who are “responsible employees” under this regulation must complete an approved training program that covers the university’s Title IX obligations to prevent and address incidents of sexual assault within the university community.    

2. Definitions

2.1 Approved Training Program

A training program on discrimination and harassment prevention and response (including Title IX rights and responsibilities) approved by the Office for Institutional Equity and Diversity (OIED), and which has been reviewed in consultation with the Office of General Counsel (OGC) at NC State. Approved training programs may be presented to employees in a variety of ways (e.g. live training, webinar training, or on-line training).

2.2 Employee

Any individual who is employed by NC State.

2.3 Supervisor

An employee in a position who is authorized by the university to take a tangible employment action (i.e. significant change in employment status such as hiring, firing, failure to promote, reassignment with significantly different responsibilities, etc.) with respect to another employee.

2.4 Responsible Employee

An employee who is designated as a Campus Security Authority (CSA) or who is in a Vice Chancellor, Dean (including Associate Deans), Director or Department Head position.

3. Training Requirements

3.1 Employees

3.1.1 All employees must complete an approved training program on discrimination and harassment prevention and response within the first six months of employment.

3.1.2 All employees shall complete at least one approved training program on discrimination and harassment prevention and response every three years.

3.1.4 Employees may be subject to disciplinary action (i.e., written warning, reprimand) or other administrative action (i.e., denial of requests for leave, travel, reimbursements, and other privileges in employment) if the training requirement is not fulfilled within the specified time frame.   

4. Responsible Employee Training

4.1 Responsible employees are required to complete an additional approved training program that includes information about the obligations of responsible employees under Title IX with respect to sexual harassment (including sexual assault and sexual violence) within six months of the effective date of this regulation or six months of their appointment into a responsible employee position.  

4.2 Responsible employees shall complete the additional approved training program described in section 4.1 during the calendar year.

4.3 If the responsible employee approved training program requirement is not completed as required, the responsible employee may be subject to disciplinary (i.e. written warning, reprimand, etc.) or other administrative action (i.e., denial of requests for leave, travel, reimbursements, other privileges in employment).

5. Responsibilities Related to Training Requirement

5.1 OIED Responsibilities

5.1.1. In consultation with the OGC, the OIED shall review, approve, and generate relevant training programs on discrimination and harassment prevention and response (including rights and responsibilities under Title IX) for the employees at NC State.

5.1.2. The OIED shall contact each University department or unit head at least once per year to remind each department of the training requirement.

5.1.3. The OIED shall provide options for employees to fulfill the training requirement without undue hardship. Options to fulfill the requirement include, but are not limited to: 1) A facilitator from the OIED may attend a regularly scheduled faculty and/or staff meeting to provide the training at a time convenient for the group; 2) The dean, director, department head or unit supervisor may schedule time for employees to attend an unlawful discrimination and harassment prevention and response workshop or to complete the online training module; or 3) Employees may attend a pre-scheduled training session offered by the OIED and/or the OGC.

5.1.4 The OIED shall maintain a list and schedule of approved training program opportunities.

5.1.5. The OIED will conduct ongoing evaluation and assessment of the approved training programs.

5.2 Individual and Departmental Responsibilities

5.2.1 Each employee is responsible for his or her own completion of an approved training program and a responsible employee approved training program, if applicable.

5.2.2. Each University department or unit is responsible for notifying its employees about the requirements and accommodating employees' needs to fulfill the requirement.

6. Training Records

6.1 The University shall maintain attendance records for all employees who attend approved training sessions. Employees must provide their names and University identification numbers for record-keeping purposes when participating in approved training programs.

6.2 Employees or departmental/unit offices may contact the OIED or Human Resources to inquire about the status of one’s training requirement.