Updates to the UMass Amherst Title IX Policy

Dear Campus Community,

Welcome to the Spring 2025 Semester. I write to share updates about the UMass Amherst Title IX Policy. As a result of a recent federal court decision and in consultation with the Office of General Counsel, effective January 9, 2025, the University returned to the 2020 version of the University’s Title IX Policy and Grievance Procedures. The key features of the 2020 Title IX Policy are the following:

1. There are now two University policies that prohibit discrimination based on sex. The Title IX Policy and Grievance Procedures apply to formal complaints of sexual harassment defined by the United States Department of Education’s Title IX regulation. All other forms of sexual harassment, sexual misconduct, and sex-based discrimination not covered by the Title IX Policy and Grievance Procedures are covered by the University’s Policy Against Discrimination, Harassment, and Related Interpersonal Violence and its corresponding Prohibited Discrimination and Harassment Resolution Procedures. I want to emphasize that all forms of sex-based discrimination and harassment that had been prohibited by our policies, whether the Title IX Policy or the Policy Against Discrimination, Harassment, and Related Interpersonal Violence, remain prohibited.

2. We have returned to a limited definition of employees who are considered “responsible employees.” Because of the 2020 Title IX regulations, the following are “responsible employees:”

   • Faculty with administrative or supervisory responsibilities (deans and associate deans, heads and chairs, graduate and undergraduate program directors, faculty athletic representatives, and directors of centers and institutes).

   • All staff that serve as academic advisors.

   • All coaches and trainers.

   • All advisors to Registered Student Organizations, intramural sports, and other student groups.

   • All supervising travel external to the University and any contractors doing the same.

   • All personnel in Student Affairs, including Residential Life employees, except for confidential employees.

   • Staff in managerial and supervisory roles.

3. The federal definition of sex discrimination under the 2020 Title IX regulations does not include gender identity, gender expression, or sexual orientation. However, Massachusetts law prohibits discrimination and harassment based on gender expression, gender identity, and sexual orientation, and the University’s Policy Against Discrimination, Harassment, and Related Interpersonal Violence incorporates these protections.

4. Only those involved in processing Title IX reports and complaints must take Title IX training. However, all faculty and staff (especially those who continue to be responsible employees) will be invited to take Title IX and preventing sexual harassment training through our online training vendor, Vector Solutions, in the next few weeks. This training is recommended to ensure that faculty and staff are aware of possible requirements under our policies and how to address reports of prohibited discrimination and harassment affecting the campus community. All newly hired employees will be required to take the Vector Training, as this is required by Massachusetts state law.

5. Because of protections under 2020 TIX regulations, and other federal and state laws, our policy will continue to prohibit discrimination and provide reasonable accommodations due to pregnancy, childbirth, or related medical conditions including lactation or the need to express breast milk.

We will update you if there are future communications from the Department of Education relevant to Title IX. Please know that I and our EOA team members are available to answer your questions or concerns. We can be reached at [email protected].

Kerri Thompson Tillett, J.D.
Associate Vice Chancellor for Equal Opportunity & Access;
Title IX Coordinator; ADA Compliance Officer