What is Title IX?

It prohibits unlawful discrimination based on sex, sex-based harassment, and retaliation by students, employees, or third parties who are participating or attempting to participate in the University’s education program or activity. Unlawful discrimination based on sex and sex-based harassment include conduct based on sex stereotypes, sex characteristics, sexual orientation, gender identity and/or expression, and/or pregnancy and pregnancy-related condition(s). Sex-based harassment includes sexual assault, intimate partner violence, and stalking.

At UMass Amherst, the Title IX Coordinator in the Office of Equal Opportunity and Access is responsible for compliance with Title IX at UMass Amherst and for overseeing the university’s policy and procedures. More information on Title IX at UMass Amherst

Kerri Thompson Tillett, Associate Vice Chancellor Equal Opportunity and Access, is the Title IX Coordinator for the Amherst Campus. The Title IX Coordinator serves as the Chair of the UMass Amherst Title IX Coordination Team which oversees and consults on Title IX related reports, complaints, Title IX assessments, programming and training on Title IX related matters to the campus.

Kerri Thompson Tillett, J.D.
Title IX Coordinator
Associate Vice Chancellor Equal Opportunity and Access
225 Bartlett Hall, 130 Hicks Way
(413) 545-3464
EMail: @email
Title IX Web: https://www.umass.edu/equalopportunity/titleix

REPORT A CONCERN to the Title IX Coordinator (online form)

"Responsible Employees" are employees who are required to report unlawful discrimination based on sex, sex-based harassment, and retaliation to the Title IX Coordinator (AVC/EOA) by law and University Policy. 

An employee’s responsibility to report information under University Policy is governed by their role at the University. At the University, all employees are Responsible Employees, with the exception of those who have been designated Confidential Employees.

Responsible Employees are ALL University employees who are not Confidential Employees.

All Responsible Employees must report known or possible incidents of Unlawful Discrimination based on sex, Sex-based Harassment, and Retaliation by students, employees, or third parties who are participating or attempting to participate in the University’s education program or activity. Unlawful Discrimination based on sex and sex-based Harassment include conduct based on sex stereotypes, sex characteristics, sexual orientation, gender identity and/or expression, and/or pregnancy and pregnancy-related condition(s). Sex-based harassment includes Sexual Assault, Intimate Partner Violence, and Stalking. Responsible employees must report these incidents, including any known details and the name(s) of alleged Complainant(s) and Respondent(s), to the AVC/EOA.

Responsible Employees include student employees who receive information about discrimination, harassment, or retaliation in the course of their employment or in conducting employment-related duties.

Exception for public safety personnel: Although campus police officers are designated as Responsible Employees, if a student, employee, or faculty member reports Sexual Assault or Intimate Partner Violence to UMPD and requests confidentiality, the campus police officer must not disclose the name of the reporting party.

EXCEPTION for Confidential Employees: An employee who, because of their position, may not reveal an individual’s identity or other information without permission, even to the AVC/EOA or Deputy Title IX Coordinator(s).

The following categories of employees are confidential employees and are exempt from the reporting requirement:

• Licensed sexual assault counselors, physicians, psychologists, psychotherapists, social workers, clergy, attorneys, university Ombuds employees, and those persons working under the supervision of such individuals, when acting in their professional role providing services to a patient or client;
   
• University employees bound by statutory privilege or confidentiality obligations under Massachusetts or federal law, when they are functioning within the scope of that privilege or confidentiality;
   
• University employees providing administrative, operational, and/or related support for a Confidential Employee in the performance of such services; and
   
• The University’s designated Confidential Resource Provider(s) appointed pursuant to M.G.L. c. 6 §168E(l), when they are functioning within the scope of their role as a Confidential Resource Provider.

EXCEPTION for Confidential Employees: An employee who, because of their position, may not reveal an individual’s identity or other information without permission, even to the AVC/EOA or Deputy Title IX Coordinator(s).

The following categories of employees are confidential employees and are exempt from the reporting requirement:

• Licensed sexual assault counselors, physicians, psychologists, psychotherapists, social workers, clergy, attorneys, university Ombuds employees, and those persons working under the supervision of such individuals, when acting in their professional role providing services to a patient or client;

• University employees bound by statutory privilege or confidentiality obligations under Massachusetts or federal law, when they are functioning within the scope of that privilege or confidentiality;

• University employees providing administrative, operational, and/or related support for a Confidential Employee in the performance of such services; and

• The University’s designated Confidential Resource Provider(s) appointed pursuant to M.G.L. c. 6 §168E(l), when they are functioning within the scope of their role as a Confidential Resource Provider.

Exception for public safety personnel: Although campus police officers are designated as Responsible Employees, if a student, employee, or faculty member reports Sexual Assault or Intimate Partner Violence to UMPD and requests confidentiality, the campus police officer must not disclose the name of the reporting party.

Yes they are designated "Responsible Employees. All Responsible Employees must report known or possible incidents of Unlawful Discrimination based on sex, Sex-based Harassment, and Retaliation by students, employees, or third parties who are participating or attempting to participate in the University’s education program or activity. Unlawful Discrimination based on sex and Sex-based Harassment include conduct based on sex stereotypes, sex characteristics, sexual orientation, gender identity and/or expression, and/or pregnancy and pregnancy-related condition(s). Sex-based Harassment includes Sexual Assault, Intimate Partner Violence, and Stalking. Responsible employees must report these incidents, including any known details and the name(s) of alleged Complainant(s) and Respondent(s), to the AVC/EOA. Responsible Employees include student employees who receive information about discrimination, harassment, or retaliation in the course of their employment or in conducting employment-related duties.

Any person may report sex discrimination, sexual violence, dating violence, domestic violence, stalking, and other sexual misconduct including sexual harassment (whether or not the person reporting is the person alleged to be the victim of conduct that could constitute sex discrimination or sexual harassment), in person, by mail, by telephone, or by electronic mail, to the Title IX Coordinator & Associate Vice Chancellor Tillett. 

Kerri Thompson Tillett, J.D.
Title IX Coordinator
Associate Vice Chancellor Equal Opportunity and Access
225 Bartlett Hall, 130 Hicks Way
(413) 545-3464
EMail: @email
REPORT A CONCERN (online form)

Additional reporting and confidential support options.

Individuals seeking to anonymously report allegations of Prohibited Conduct may file a report using the online REPORT A CONCERN form. More reporting options can be found on the EOA website. The University’s ability to respond to anonymous reports may be limited. The University will, however, take whatever steps it deems appropriate and in the best interest of the University community consistent with the information available.

Title IX Coordinator will follow up with you to discuss options for support and accountability. What to expect when an incident is reported?

Reporting conduct that may constitute Prohibited Conduct to the AVC/EOA does not necessarily initiate subsequent proceedings nor is participation in the resolution process as a Complainant in the Prohibited Discrimination and Harassment Resolution Procedures required of any individual.

These are the training materials used by our staff.

Visit our Title IX Resources page for links to Title IX training materials, guides and resources.