Title IX is a federal law that prohibits discrimination on the basis of sex in any educational program or activity. Odessa College does not tolerate discrimination or harassment based on, or related to:
Protected Veteran Status
Any other part of your identity
FFDA (LOCAL) – Freedom From Discrimination, Harassment, and Retaliation: Sex and Sexual Violence
Gender-based harassment includes physical, verbal, or nonverbal conduct based on the student's
gender, the student's expression of characteristics perceived as stereotypical for the student's gender, or the student's failure to conform to stereotypical notions of masculinity or femininity. For purposes of this policy, gender-based harassment is considered prohibited harassment if the conduct is so severe, persistent, or pervasive that the conduct limits or denies a student's ability to participate in or benefit from the College District's educational program.
Acts of gender-based harassment may also be considered sex discrimination or sexual harassment.
Examples of gender-based harassment directed against a student, regardless of the student's or the harasser's actual or perceived sexual orientation or gender identity, may include offensive jokes, name-calling, slurs, or rumors; physical aggression or assault; threatening or intimidating conduct; or other kinds of aggressive conduct such as theft or damage to property.”
DIAA(LOCAL) – Freedom from Discrimination, Harassment, and Retaliation: Sex and Sexual Violence
Discrimination against an employee is defined as conduct directed at an employee on the basis of sex that adversely affects the employee's employment.
In accordance with law, discrimination on the basis of sex includes discrimination on the basis of biological sex, gender identity, sexual orientation, gender stereotypes, or any other prohibited basis related to sex.
DAA (LEGAL) Employment Objectives – Equal Employment Opportunity
It shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin or to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin. 42 U.S.C. 2000e-2(a)
Terminating an employee on the basis of the employee’s homosexuality or transgender status violates Title VII’s prohibition against sex discrimination in employment. Bostock v. Clayton County, Georgia, 140 S. Ct. 1731 (2020)