CCA does not discriminate based on sex in any education program or activity it operates. As a recipient of federal financial assistance (“recipient”), CCA must comply with Title IX of the Education Amendments of 1972 (“Title IX”) and its regulations, which prohibit such discrimination. The purpose of these policies is to ensure compliance with Title IX’s requirements.

These policies explain how the College will handle reports of sexual misconduct it receives. Creating a safe and inclusive educational environment is not only a legal obligation for the College; it is essential to sustaining CCA's welcoming and diverse community.

CCA encourages all students to read this important policy and to contact one of the “intake officers” listed below or the Title IX Coordinator with any questions or to report an incident.

Please also understand that the policy of universities and colleges must be written to conform with federal and state laws, so the policies themselves may seem to be overly formal. The Title IX Coordinator or a Title IX Coordinator’s designee can help students navigate through the policy and also has other materials or resources to help students.

How Does this Policy Work?

By this Policy, all forms of sexual misconduct, including sexual and gender-related: violence, assault, harassment, domestic violence, dating violence, and stalking are prohibited and will be promptly responded to with disciplinary or other corrective action measures when appropriate.

This Policy also prohibits discrimination on based on sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, gender identity, and parental, family, or marital status. Complaints alleging discrimination on these bases will be addressed under the investigative and resolution process described in Step 4: Investigation.

This policy also explains the procedures of CCA that allow for fact-finding for those students who believe that they have been subjected to or are respondents to allegations of sexual misconduct and to provide ways in which the College supports and protects its students.

This Policy applies to misconduct whether it occurs on CCA property or anywhere else that has a connection to sponsored events or programs involving the College. Off-campus conduct that the College thinks can interfere with students having a safe or welcoming experience or education at the College, or that poses a threat or danger to the CCA community, is still within the College’s oversight for the protection of our students and any incidents should be brought to our attention. Depending on the circumstances, conduct occurring outside the United States may be deemed to contribute to prohibited conduct under this Policy.

Independence and Conflicts of Interest

The Title IX Coordinator manages the Title IX Office and acts with independence and authority, free from bias and conflicts of interest. The Title IX Coordinator oversees all resolutions under this Policy and these procedures. The members of the Resolution Pool are vetted and trained to ensure they are not biased for or against any party in a specific Complaint, or for or against Complainants and/or Respondents, generally.

To raise any concern involving bias, conflict of interest, misconduct, or discrimination by the Title IX Coordinator, contact the CCA President or the Provost. Concerns of bias, misconduct, discrimination, or a potential conflict of interest by any other Resolution Pool member should be raised with the Title IX Coordinator.

Notice of Nondiscrimination

CCA seeks to comply with all federal, state, and local laws, regulations, and ordinances prohibiting discrimination in private post-secondary education institutions.

CCA does not discriminate against any employee, applicant for employment, student, or applicant for admission on the basis of actual or perceived race, color, national origin, ancestry, sex, gender, gender identification or expression, sexual orientation, disability, age, religion, medical condition, pregnancy, veteran status, marital status, genetic information or any other characteristic protected under law, including protections for those opposing discrimination or participating in any grievance process within the institution, with the Equal Employment Opportunity Commission, and/or other human/civil rights agency.

This Policy covers nondiscrimination in both employment and access to educational opportunities. Therefore, any member of the CCA community whose acts deny, deprive, unreasonably interfere with or limit the education or employment, residential and/or social access, benefits, and/or opportunities of any member of the CCA community, guest, or visitor on the basis of that person’s actual or perceived protected characteristic(s), is in violation of this Policy.

CCA will promptly and effectively address any such discrimination of which it has Knowledge/Notice using the resolution process in the CCA Student Code of Conduct or Employee and Faculty Handbook Procedures.

For discrimination and harassment allegations [not based on sex], please contact:

Human Resources (for staff and faculty)

Dean of Students Office (for students)

HR complaint form

CCA Cares form

Emails and phone

For sex discrimination and sex-based harassment allegations:

Please contact the staff members listed on this page.

​​Collectively, these individuals are responsible for providing comprehensive nondiscrimination education and training; coordinating the college’s prompt and equitable response, investigation, and resolution of all alleged prohibited conduct under this Policy; and monitoring the effectiveness of this Policy and related procedures to ensure an education and employment environment free from discrimination, harassment, and retaliation.

CCA recognizes that allegations under this Policy may include multiple forms of discrimination and harassment as well as violations of other CCA policies; may involve various combinations of students, employees, and other members of the CCA community; and may require the simultaneous attention of multiple CCA departments. Accordingly, all CCA departments will share information, combine efforts, and otherwise collaborate, to the maximum extent permitted by law and consistent with other applicable CCA policies, to provide uniform, consistent, efficient, and effective responses to alleged discrimination, harassment, or retaliation.

Concerns about the CCA’s application of this Policy and compliance with certain federal civil rights laws may also be addressed to:

Office for Civil Rights (OCR)

U.S. Department of Education

400 Maryland Avenue, SW

Washington, D.C. 20202-1100

Customer Service Hotline #: (800) 421-3481

Facsimile: (202) 453-6012

TDD#: (877) 521-2172

Email: OCR@ed.gov

Web: http://www.ed.gov/ocr

For Complaints involving employee-on-employee conduct: Equal Employment Opportunity Commission (EEOC)

Inclusion Related to Gender Identity/Expression

CCA strives to ensure that all individuals are safe, included, and respected in their working and learning environments, regardless of their gender identity or expression, including intersex, nonbinary, transgender, agender, two-spirit, and gender-diverse students and employees.

Discrimination and harassment on the basis of gender identity or expression are not tolerated by CCA. If a member of the CCA community believes they have been subjected to discrimination under this Policy, they should follow the appropriate reporting process described herein.

Please view the College’s Person’s Lived Name Policy outlined in the Student Code of Conduct for more information.

CCA is committed to fostering a climate where all identities are valued, contributing to a more vibrant and diverse community. The purpose of this Policy is to have the College administratively address issues that some students and employees, including those identifying as intersex, transgender, agender, nonbinary, and gender-diverse, may confront as they navigate systems originally designed around the assumption that gender is binary. As our society’s understanding of gender evolves, so do CCA’s processes and policies.

Concepts like misgendering and deadnaming may not be familiar to all but understanding them is essential to CCA’s goal of being as welcoming and inclusive a community as possible.

Misgendering or mispronouncing is the intentional or unintentional use of pronouns or identifiers that are different from those used by an individual. Unintentional misgendering is usually resolved with a simple apology if someone clarifies their pronouns for you. Intentional misgendering is inconsistent with the type of community we hold ourselves out to be and may constitute a Policy violation if the effect is greater than de minimis harm. We each have a right to determine our own gender identity and expression, but we don’t get to choose or negate someone else’s.

Deadnaming, along with misgendering, can be very traumatic to a person who is transgender, transitioning, nonbinary, or gender-diverse. Deadnaming means using someone’s birth-assigned (cisgender) name, rather than the name they have chosen.

To a person who is transgender, transitioning, nonbinary, or gender-diverse, their cisgender identity may be something that is in their past -- dead, buried, and behind them. To then revive their deadname could trigger issues, traumas, and experiences of the past that the individual has moved past, or is moving past, and can interfere with their health and well-being.

This Policy should be interpreted consistent with the goals of maximizing the inclusion of intersex, transgender, transitioning, agender, nonbinary, and gender-diverse students and employees, including:

• Maintaining the privacy of all individuals consistent with law
• Ensuring all students have equal access to educational programming, activities, and facilities, including restrooms and locker rooms
• Ensuring all employees have equal access to employment opportunities and work, service, or health-related facilities
• Providing professional development for employees and education for students on topics related to gender inclusion
• Encouraging all students and employees to respect the pronoun usage and identities of all members of the CCA community

CCA uses a number of interventions to address concerns that are raised related to gender-based harassment or discrimination, including problem-solving, intervention, confrontation, investigation, and Policy enforcement. When conflicts arise between the right of members of the community to be free from gender-identity discrimination and those exercising their right to religious freedom, the College will try to balance rights and interests to find mutually agreeable outcomes or compromises. When that is not possible, CCA will offer remedial solutions or enforce its Policies while also respecting the rights of all members of its community.

Please reference the Office of DEIB website and portal page for more resources.

Revision of this Policy

This Policy succeeds previous policies addressing discrimination, harassment, sexual misconduct, and/or retaliation, though previous policies and procedures remain in force for incidents occurring before August 1, 2024. The Administrator reviews and updates these policies and procedures regularly. The Recipient reserves the right to make changes to this document as necessary, and once those changes are posted online, they are in effect.

If government laws or regulations change or court decisions alter the requirements in a way that impacts this document, this document will be construed to comply with the most recent government laws, regulations, or court holdings.

This document does not create legally enforceable protections beyond the protections of the background state and federal laws that frame such policies and codes, generally.

This Policy is effective August 1, 2024.

Continue to Who is Responsible for this Policy?