Hindi pa naisasalin ang buong teksto ng pahinang ito, kaya nakalagay ito sa Ingles sa ibaba. Naisalin na ang buod, mga label, at impormasyong pangkaligtasan sa itaas.
Most of what this site says about harassment assumes the person responsible is another student. When it is an adult who works at the school, several things change at once: the power difference is much greater, the person may control grades or playing time, and the ordinary advice to tell a teacher may point toward a colleague of the person involved. The protections still exist — but the route through them is different.
Title IX covers staff conduct, not only peer conduct
Title IX prohibits sex discrimination in federally funded education programs, and sexual harassment of a student by an employee falls within it. Every covered school must have a designated Title IX Coordinator, and that person — not the department the employee works in — is the right recipient of a report about an employee.
Going directly to the Title IX Coordinator, in writing, avoids the awkward and sometimes counterproductive step of reporting a colleague to a colleague. Districts generally publish the coordinator's name and contact details; if it is hard to find, the district office can supply it and a request for it does not require explaining why you want it.
Some conduct triggers reporting duties beyond the school
Conduct by an adult toward a minor can cross into criminal territory and into the mandatory reporting system covered in our article on mandatory reporters. That means a report may travel outside the school regardless of what the student wants to happen next, which is a genuinely difficult thing to sit with and the reason it is worth knowing in advance.
It also means the school's own process is not the only avenue. A complaint can go to the Department of Education's Office for Civil Rights whether or not the school has finished, or started, its own process — and if the conduct is criminal, a report to law enforcement is a separate track that does not wait for the school.
Documentation and retaliation
Keep dates, what was said or done, where, who else was present, and any messages. Because an employee often controls something the student needs — a grade, a recommendation, a position on a team — record any changes in those after a report as well, since retaliation is separately prohibited and, as our article on retaliation explains, is evaluated on its own terms even if the underlying complaint is not ultimately substantiated.
Bring an adult who is not part of the school into it if you possibly can: a parent, a guardian, a relative, or an outside advocate. A student pursuing this alone against an adult employee is at a real practical disadvantage, and that has nothing to do with whether they are right.
Tandaan ito
- Title IX covers harassment of a student by a school employee, not only by another student.
- Report to the district's Title IX Coordinator in writing rather than to a colleague of the person involved.
- Conduct by an adult toward a minor may trigger mandatory reporting and criminal processes outside the school's control.
- Document everything, watch for retaliation, and bring in an adult from outside the school.
Mga pinagmulan
Nagbibigay ang artikulong ito ng pangkalahatang impormasyong pang-edukasyon, hindi legal na payo para sa iyong sitwasyon. Hindi law firm ang KidsKnowRights, at ang pagbasa ng artikulong ito ay hindi lumilikha ng ugnayang abogado-kliyente. Nagkakaiba ang batas depende sa estado, edad, at mga pangyayari, at nagbabago ito sa paglipas ng panahon. Para sa payo tungkol sa totoong sitwasyon, makipag-usap sa isang lisensyadong abogado o sa isang legal aid organization.