West Virginia University has resumed the employee training module originally titled “Discrimination & Harassment Prevention & Meridians: Title IX.” This original training was temporarily paused to address factual errors subsequently found in the training, and to shorten the training’s length to account for employee schedules.
The revised training now primarily focuses on federal Title IX and related regulations. It also reviews some relevant content from WVU Board of Governors Rule 1.6 – Rule Regarding Discrimination, Harassment, Sexual Harassment, Sexual Misconduct, Domestic Misconduct, Stalking, Retaliation, and Relationships.
Employees who have not yet taken or completed the training, which now takes approximately 30-45 minutes to complete, should have received an email that the revised training is available. Those employees who have already completed the module do not need to retake the training.
Additionally, the University would like to clarify and correct some information found in the original training.
First, within the original training, there were several fill-in-the-blank sections asking WVU employees to share their personal thoughts or experiences in response to certain questions. It is important employees understand that any reflections provided were optional, remain anonymous and are not being reviewed. Information submitted within the training module reflections do not constitute a report to WVU and will not be investigated.
Reports of any inappropriate behaviors or actions that have occurred at WVU should be submitted separately via the Division of Diversity, Equity and Inclusion complaint form or contact Title IX Coordinator, James Goins, at 304-293-8386 or email james.goins@mail.wvu.edu.
Second, some sections of the original training module included data and statistics. However, the module did not attribute this data or statistics to any source, thus, potentially creating confusion among WVU employees. The data and statistics reflect national data and are not specific to WVU.
Third, the “Meridian: Title IX” portion of the original training first used the term “mandatory reporters” to describe individuals required to report alleged violations of Rule 1.6. However, the term that WVU uses is not “mandatory reporters,” but “responsible employee.” Later in the slide, the content switched to use the term “responsible employee.” However, the definition provided was not accurate. The definition of “responsible employee” from Rule 1.6 is:
those employees in a leadership or supervisory position, or who have significant responsibility for the welfare of students or employees. Specifically, this term includes: Title IX Coordinator; Deputy Title IX Coordinators; University Police Officers; Senior Administrators in Residence Life, Student Life, and Athletics; University Senior Administrators, including Senior Administrators within each College or School; Resident Assistants; Faculty; and Athletic Team Coaches and their Staff.
Fourth, the original training asked a participant to click on the “WVU Sexual Harassment Prevention Policy.” The University does not have a policy by that name, which may have created confusion. The link takes participants to Rule 1.6. Although this Rule outlines what constitutes sexual harassment at WVU and states that it is prohibited conduct, it is not titled “Sexual Harassment Prevention Policy” and has broader content than just sexual harassment.
Fifth, within the original training, there is an emphasis on documenting inappropriate behaviors in the workplace and potentially implying a duty for individuals to investigate that behavior themselves. However, individuals should not conduct their own investigations into inappropriate behavior. Rather, should an employee believe that something inappropriate is occurring, they should immediately submit a DEI complaint form or contact Title IX Coordinator, James Goins, at 304-293-8386 or email james.goins@mail.wvu.edu. In short, West Virginia University strongly believes that harassing and discriminating behavior should be immediately reported and investigated by neutral investigators.
Lastly, within the original training, conduct associated with harassment and discrimination were referred to as “illegal.” The term “illegal” typically means that the behavior constitutes a crime. Although harassment and discrimination, as discussed in the context of this training, are inappropriate and is conduct that is not permitted on our campus, they are not typically crimes without additional facts present, which the original training did not distinguish.
Resources regarding discrimination and harassment prevention can be found at safety.wvu.edu.
Additional questions should be directed to employeetraining@mail.wvu.edu.
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February 22, 2022 at 08:13PM
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