Title IX of the Education Amendments of 1972 is a federal civil rights law that prohibits discrimination on the basis of sex in any educational program or activity receiving federal financial assistance. At AACC, this means every student, employee and visitor has the right to learn and work in an environment free from sex-based discrimination, harassment and violence.

Title IX protects all members of the AACC community — students, faculty, staff and applicants for admission or employment — regardless of sex, gender identity or sexual orientation. Protections apply to both complainants and respondents.

Title IX covers a broad range of sex-based misconduct, including:

• Sexual harassment and sexual assault
• Rape and sexual violence
• Dating violence and domestic violence
• Stalking
• Gender-based discrimination or bullying
• Quid pro quo harassment (e.g., conditioning a grade or benefit on sexual favors)
• Pregnancy and parenting discrimination

Yes, in certain circumstances. If off-campus conduct creates a hostile environment that affects your ability to participate in AACC programs or activities, AACC may still be required to respond. Contact the Title IX coordinator to discuss your specific situation.

Title IX applies to students and employees in educational settings. Title VII is a federal workplace law that also prohibits sex-based discrimination in employment. As an AACC employee, you may have protections under both laws. Contact Human Resources or the Title IX coordinator for guidance specific to your situation.

You have several options and you are in control of how you proceed. You can:

• Speak with a confidential resource without triggering any formal action.
• Make an informal report to the Title IX Coordinator to access supportive measures.
• File a formal complaint to initiate an investigation.
• Report to local law enforcement — with or without also reporting to AACC.
• Do any combination of the above, or none at all.

You do not have to decide everything at once. You can start with one option and change course at any time.

You can contact the Title IX coordinator by phone, email, in person, or by using the online reporting form. Reports can be made at any time, including outside of business hours.

Michael Z. Salvador — Title IX coordinator
Phone: 410-777-1239
Email: complianceofficer@aacc.edu
Online Reporting Form

Yes. Anonymous reports may be submitted online or by phone. Be aware that anonymous reports may limit AACC's ability to investigate the incident or offer you personalized supportive measures, since the college may be unable to contact you to follow up.

No. There is no time limit on making a report to the Title IX coordinator. However, if significant time has passed or the person responding to the complaint is no longer affiliated with AACC, the college's ability to investigate may be more limited. You can still receive supportive measures and resource referrals regardless of when the incident occurred.

Most AACC employees are required to promptly share any information about possible Title IX violations with the Title IX coordinator. If you want to speak with someone without triggering a report, contact a designated confidential resource instead.

You can still make a report and request supportive measures even if the person responding to the complaint is not an AACC student or employee. AACC's ability to take disciplinary action will be limited, but supportive measures and resource referrals remain available to you.

Yes. You have the right to pursue both processes simultaneously. A Title IX investigation is separate from a criminal investigation and does not carry criminal penalties on its own. 

No. The Title IX coordinator is not a confidential resource. However, all information shared with the Title IX office is handled with sensitivity and discretion. Information is shared only on a need-to-know basis. The coordinator does not share your information with parents, other students or uninvolved staff without your consent.

AACC's designated confidential resources include Counseling Services and the Health & Wellness Center. Confidential employees are not required to report to the Title IX coordinator. What you share with them stays private unless you give permission or there is an imminent safety concern or legal obligation (e.g., suspected abuse of a minor).

Even confidential resources may be required to disclose information in limited circumstances, including:

• Suspected abuse or neglect of a minor
• A credible, imminent threat of serious harm to you or others
• A court-ordered subpoena

Not without your permission. AACC does not share Title IX information with parents or family members unless you provide explicit consent or it is required by law. Students have privacy rights under FERPA, and those rights are respected throughout the process.

No. A report to the Title IX coordinator will not appear on your academic or employment record.

Supportive measures are free, individualized, nondisciplinary and nonpunitive steps AACC can take to help you maintain safe and equal access to your education or work environment. You are entitled to request supportive measures regardless of whether you file a formal complaint or report to law enforcement.

Examples of supportive measures include:

• No-contact directives between parties
• Changes to class schedules, work assignments or campus locations
• Campus escort services
• Extensions on academic deadlines or coursework adjustments
• Leaves of absence
• Housing or workplace modifications
• Increased safety monitoring of specific campus areas
• Referrals to on-campus or off-campus counseling
• Safety planning assistance
• Other reasonable adjustments based on your individual needs

Yes. Supportive measures are available to both the person filing the complaint (complainant) and the person responding to the complaint (respondent). A person responding to the complaint may also request schedule changes, counseling referrals, no-contact directives and other measures during the process.

Contact the Title IX coordinator at any time to discuss available options. You do not need to file a formal complaint first, and you are not required to provide full details of an incident to get started.

You can request supportive measures without filing a formal complaint or providing full details of an incident. You are in control of how much information you share.

A report notifies AACC that something may have occurred. A formal complaint is a signed document that initiates AACC's official grievance process and may result in a formal investigation and, if applicable, disciplinary action. You may report without filing a formal complaint, and you may file a formal complaint at any time after making a report.

To file a formal complaint, you will generally need to provide:

• Your name
• The name of the respondent
• The date of the incident (if known)
• The location of the incident (if known)
• A description of the prohibited conduct

Once a formal complaint is received, AACC will:

1. Notify both parties in writing of the complaint and investigation process.
2. Offer supportive measures to both parties.
3. Conduct a prompt, fair, and impartial investigation.
4. Provide both parties the opportunity to present evidence and witnesses.
5. Issue a written determination of findings.
6. Communicate any resulting disciplinary action and the right to appeal.

AACC aims to resolve formal complaints in a prompt and timely manner. Timeframes vary depending on the complexity of the case. The Title IX coordinator can provide estimated timelines specific to your situation.

Yes. You may request to withdraw a formal complaint at any time. However, the Title IX coordinator retains the discretion to continue the process if there is a compelling safety concern for the broader campus community.

AACC uses the preponderance of evidence standard, meaning the determination is based on whether it is more likely than not that the alleged conduct occurred.

Yes. Both the complainant and the respondent have the right to appeal the outcome of a formal investigation. Information about the appeal process will be provided in the written determination letter.

In some cases, yes. Informal resolution may be available as a voluntary alternative to a formal investigation. It is not appropriate in all situations. The Title IX coordinator can discuss whether informal resolution is an option in your specific case.

A No Contact Directive (NCD) is a written directive issued by AACC that prohibits all communication between specified parties. It is designed to protect safety and well-being. An NCD is not a finding of responsibility and does not mean either party is in trouble. Violation of an NCD may result in disciplinary action.

An NCD is issued by AACC and is enforceable within the college's jurisdiction. An Order of Protection (OP) is a legal order issued by a court and enforceable by law enforcement. If you have a court-issued Order of Protection, notify AACC Public Safety so appropriate steps can be taken on campus.

Contact the Title IX coordinator at any time. An NCD can be issued prior to or during an investigation and does not require a formal complaint to be on file.

Respondents have the right to:

• Be notified in writing of the allegations
• Be presumed not responsible unless and until a determination is made through the grievance process
• Present evidence, witnesses and their account of events.
• Be treated with fairness and impartiality throughout the process
• Receive written notice of the outcome and the right to appeal.
• Request supportive measures.

Yes. The Title IX coordinator can provide respondents with referrals for counseling, schedule adjustments, academic support and other resources, regardless of the outcome.

Yes. Both parties may have an advisor or support person of their choice present during any meetings or proceedings related to the Title IX process.

No. AACC will not contact law enforcement on your behalf without your participation and consent, except in situations involving a credible, imminent safety threat.

Yes. You have the right to pursue both processes simultaneously. A Title IX investigation is separate from a criminal investigation. Pursuing one does not prevent or affect the other.

If the incident occurred on AACC's campus, you may report to AACC Public Safety or the Arnold Police Department. If the incident occurred off campus, contact the law enforcement agency where the incident took place. The Title IX coordinator can help you identify the appropriate agency.

A criminal investigation is conducted by law enforcement and can result in arrest, prosecution and criminal penalties. A Title IX investigation is an internal AACC process that can result in disciplinary action (such as suspension, expulsion or termination), but not criminal penalties. The standards and procedures are different in each process.

Most AACC employees are mandatory reporters. A full list of designated mandatory reporter positions is available on the Title IX help page. If you are unsure whether you are a mandatory reporter, assume that you are and contact the Title IX coordinator for clarification.

As a mandatory reporter, you are required to promptly report all relevant details to the Title IX coordinator — including the names of those involved, the nature of the conduct and the date and location if known. You should also encourage the person to contact confidential resources and let them know you are required to report.

You should:

• Listen with empathy and without judgment.
• Tell them you are a mandatory reporter before they share details, if possible.
• Provide the Title IX Coordinator's contact information.
• Connect them with confidential resources.
• Avoid promising confidentiality or conducting your own investigation.

Yes. Designated confidential employees, such as licensed counselors and health professionals acting in their professional role, are not required to report to the Title IX coordinator. Confidential employees must clearly inform individuals of their confidential status and the limits of that confidentiality.

Yes. Title IX protects employees from sex-based discrimination and harassment in the workplace, in addition to protecting students. Employees may also have additional protections under Title VII and Maryland state law.

Yes. Title IX prohibits discrimination based on pregnancy, childbirth, termination of pregnancy, lactation and related medical conditions. AACC is committed to providing reasonable accommodations to pregnant and parenting students and employees.

Accommodations may include:

• Excused absences for medical appointments
• Extended deadlines or make-up opportunities for missed coursework
• Accessible seating
• Restroom break flexibility
• Academic adjustments related to childbirth or recovery
• Leave of absence options

AACC is required to provide reasonable break time for nursing employees and access to a clean, private space for lactation that is not a bathroom. Pregnant employees may also request reasonable workplace modifications. Contact human resources or the Title IX coordinator for information.

No. AACC cannot penalize a student or employee for absences related to pregnancy, childbirth or recovery. Students must be given the opportunity to make up missed work due to medically necessary absences.

Retaliation is any adverse action taken against a person because they reported a Title IX concern, participated in a Title IX investigation or exercised their rights under Title IX. Retaliation is strictly prohibited by federal law and AACC policy.

Retaliation can take many forms, including:

• Threats, intimidation or harassment
• Adverse changes to grades, academic standing or employment status
• Social exclusion or peer pressure
• Unjustified negative evaluations
• Any action designed to punish or discourage someone for participating in the Title IX process

Report it immediately to the Title IX coordinator. Retaliation is treated as a serious and separate violation, regardless of the outcome of the underlying Title IX matter.

Yes. The prohibition on retaliation applies to all parties — complainants, respondents, witnesses and others who participate in a Title IX proceeding.

Yes. Any individual may file a complaint directly with the U.S. Department of Education's Office for Civil Rights (OCR) at any time, regardless of whether they also pursue a complaint through AACC's internal process. There is no requirement to exhaust AACC's internal process first.

Yes. Complaints to OCR must generally be filed within 180 days of the last act of discrimination. In some cases this deadline may be extended. Contact OCR directly for guidance on your specific situation.

U.S. Department of Education — Office for Civil Rights (Philadelphia Region)

The Wanamaker Building, Suite 515
100 Penn Square E.
Philadelphia, PA 19107-3323

Phone: 215-656-8541
TTY: 800-877-8339
Tax: 215-656-8605

Email: OCR.Philadelphia@ed.gov

Website: www.ed.gov/ocr