New Title IX regulations became effective on August 1, 2024, and contain extensive requirements for colleges and universities that receive federal Title IV funds to provide accommodations for students who are pregnant or who have recently given birth.

Read More >> Accommodations for Pregnant and Parenting Students: New Rules, New Challenges

On Sept. 12, 2024, the U.S. Department of Education’s Office for Civil Rights (OCR) released two new resources aimed at helping schools (including colleges and universities) and school administrators comply with the 2024 amendments to the Title IX Regulations, which went into effect on Aug. 1, 2024. The resources explain how the 2024 Title IX Regulations clarify and update longstanding obligations related to Title IX coordinator duties, as well as prohibitions on sex discrimination based on pregnancy or related conditions and parental, family or marital status. These resources complement other previously released guidance documents and indicate OCR’s pointed attention to these issues. Below are some of the key points contained in each resource.[1]

The first resource, 2024 Title IX Regulations: Impact on Title IX Coordinator Duties, focuses on new and updated duties specific to Title IX Coordinators. The document addresses the following questions:

• What training must be provided to a Title IX Coordinator?
• How must a Title IX Coordinator monitor for barriers to reporting sex discrimination?
• What steps must a Title IX Coordinator take in response to possible sex discrimination?
• When is a Title IX Coordinator not required to respond?
• What actions must a Title IX Coordinator take with regard students who are pregnant or experiencing pregnancy-related conditions?
• What are the recordkeeping responsibilities related to a Title IX Coordinator’s role?

The second resource, 2024 Title IX Regulations, Nondiscrimination Based on Pregnancy or Related Conditions & Parental, Family, or Marital Status, clarifies prohibitions on sex discrimination on these bases for students, employees and applicants for admission or employment (collectively the “protected groups”).[2] Schools must not (1) discriminate against individuals in the protected groups based on pregnancy or related conditions; (2) treat those in the protected groups differently based on their parental, family or marital status; or (3) punish or retaliate against those in the protected groups for exercising a right under Title IX, such as seeking pregnancy-related leave or access to a lactation space.

In regard to applicants for admission and in addition to the above prohibitions, a school must not treat an applicant’s pregnancy or related conditions differently than any other temporary medical condition.

Concerning students, schools have additional duties under Title IX. Upon proper notice of a student’s pregnancy or related conditions, a school must take specific actions, such as providing reasonable modifications, allowing voluntary leave, reinstatement and/or access to a lactation space. The school must also tell the student about its responsibilities to pregnant students, including its obligations to respond to sex discrimination and limit sharing of private information, and provide the school’s notice of nondiscrimination. Schools are required to allow the student voluntary access to other parts of the school’s education program or activity that are separate and comparable to the general program or activity. Schools must also allow a student to take a voluntary leave of absence and be reinstated to the academic status and, as practicable, to the extracurricular status that the student held when the leave began. A school must also allow a student access to a lactation space. Notably, Title IX does not require a student to provide documentation of their pregnancy or related conditions for their school to take specific actions, unless doing so is necessary and reasonable to determine modifications or other steps. The resource includes information about (1) reasonable modifications, (2) the duration of a leave of absence and a student’s return, (3) participation in another portion of the school’s program, and (4) lactation spaces.

For employees, a school must treat pregnancy or related conditions the same as any other temporary medical condition for all job-related purposes. A school must also treat pregnancy or related conditions as a justification for a voluntary leave of absence without pay for a reasonable period of time if the school does not have an employee leave policy or if an employee has insufficient leave or accrued employment time to qualify for such a leave under the applicable policy. At the end of a voluntary leave of absence, the school must reinstate the employee to the status held when the leave began or to a comparable position without a decrease in the rate of compensation, loss of promotional opportunities, or any other right or privilege of employment. Additionally, a school must provide an employee reasonable break time to express breast milk or breastfeed and ensure access to a lactation space. Regarding marital status, a school cannot ask an applicant about their marital status during the hiring process.

Please note that as of Aug. 28, 2024, pursuant to federal court orders, OCR is currently enjoined from enforcing the 2024 Final Rule in certain states[3] and schools. Accordingly, the 2024 Final Rule and the recent guidance documents do not strictly apply in those states and schools, but may still be useful to help understand OCR’s enforcement priorities since the 2020 regulations contained similar prohibitions on sex-based discrimination.

On Sept. 18, 2024, Bond is hosting a complimentary Zoom webinar discussing pregnant students’ rights under Title IX Regulations and will be presented by attorneys Jane Sovern, Barbara Lee and Alison Roach.

If you would like access to the webinar or have questions about the material covered in this memorandum, please contact Christopher Cruz Sierra or any attorney in Bond’s higher education practice.

[1] This document is provided as general guidance and does not provide a comprehensive summary of the requirements of the 2024 Regulations. Institutions should confer with legal counsel to ensure full compliance with the law.

[2] Pregnancy or related conditions is defined as: (1) pregnancy, childbirth, termination of pregnancy or lactation; (2) medical conditions related to pregnancy, childbirth, termination of pregnancy or lactation; or (3) recovery from pregnancy, childbirth, termination of pregnancy, lactation or related medical conditions. Title IX also prohibits discrimination based on menstruation, perimenopause, menopause or their related conditions.

[3] Alabama, Alaska, Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, Missouri, Montana, Nebraska, North Dakota, Ohio, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia and Wyoming.

Dear Higher Education Readers … The spring of 2024 not only brought with it the release of Season 3 of the Netflix blockbuster Bridgerton, but also the release of revised Title IX regulations.

Read More >> You Must Make Haste! The Deadline to Implement the 2024 Title IX Regulations is Fast Approaching . . . For Most IHEs!

Recent resolution agreements between the U.S. Department of Education’s Office for Civil Rights (OCR) and the University of Michigan (U-M) and the City University of New York (CUNY) offer valuable lessons for colleges and universities nationwide. These agreements, addressing complaints of discrimination based on shared Jewish, Israeli, Palestinian, Arab, Muslim, and/or South Asian ancestry and/or the association with these national origins/ancestries, reflect OCR’s evolving standards for compliance with Title VI of the Civil Rights Act of 1964. Higher education institutions should heed these lessons to avoid and/or neutralize regulatory scrutiny.

Read More >> OCR Resolves Title VI Complaints Against Two High-Profile Universities

After an extensive period of public commentary and deliberation, the U.S. Department of Education (ED) announced significant updates to its Title IX regulations on April 18, 2023. The changes are largely designed to overhaul how institutions of higher education (IHE) consider and address cases of sexual harassment, sexual assault, LGBTQI+ discrimination, and other forms of sex-based mistreatment, with the goal of ensuring gender equity in education.

Read More >> Here We Go: ED Releases Reworked Title IX Regulations

Only about .007% of athletes who complete in NCAA sports are transgender. However, this group has attracted an outsized amount of social, media, regulatory and now litigant, attention. Under National Collegiate Athletic Association (NCAA) rules dating to January 2022, transgender female athletes may compete in women’s events if the national governing body for the specific sport allows transgender athletes to compete.

Read More >> Past and Present College Athletes Sue NCAA Over Transgender Participation Rules

The United States Department of Education announced today a delay in the anticipated date for release of its Final Rule setting forth revised Title IX regulations. The Department had previously advised that the Final Rule would be released during the month of May, but now anticipates publication in October.

Read More >> Department of Education Announces Delay in Release of New Title IX Regulations

In the past six months, the federal courts have addressed some novel issues about what is a “sport” under Title IX, as well as questions of standing, retaliation, financial aid, class certification and Title IX’s equitable opportunities and benefits requirements. These cases reflect that the landscape of Title IX continues to change and requires careful attention to ensure that your school or institution does not inadvertently drift into Title IX violation.

Read More >> Hot Topics in Title IX Athletics: Recent Cases about Title IX Compliance in Athletics

Although transgender athletes have been competing for many years – recall Renee Richards playing professional women’s tennis in the 1970’s – the participation of trans-female athletes has recently resurfaced as a sensational headline topic. The Trump and Biden administrations took polar opposite positions and federal courts have issued conflicting rulings on this issue, which appears headed to the U.S. Supreme Court.

Read More >> Hot Topics in Title IX Athletics: Transgender Athletes

It is a common practice in collegiate athletics to separate teams in two or more “tiers” of “major” and “minor” or “revenue” and “non-revenue” sports. Tiering may not be explicitly intended by administrators, but informal tiering is relatively common by virtue of emphasizing some teams over others. While tiering is not per se a violation of Title IX, it must be organized properly to avoid violations.

Read More >> Hot Topics in Title IX Athletics: Does Having Separate Classifications for “Major” and “Minor” Sports Violate Title IX?

Introduction 

In February 2023, the U.S. Department of Education’s Office for Civil Rights (OCR) issued a resource to the higher education community reiterating some of the core concepts it uses to evaluate whether institutions are providing equal athletic opportunities consistent with Title IX. For colleges and universities, this new resource should serve as a not-so-subtle prompt to review their programs for compliance with applicable standards. 

Read More >> OCR Issues New Guidance on the Application of Title IX in Higher Education Athletics

Two cases were decided at the end of November 2022 concerning institutions of higher education disciplining students for alleged misconduct.

In Matter of Mozdziak v. SUNY Maritime, 2022 NY Slip Op 06759 (Nov. 29, 2022), the New York State Appellate Division, First Department overruled the State University of New York Maritime College’s determination, which had affirmed its disciplinary hearing board’s expulsion of a student upon findings that he engaged in misconduct. The student was alleged to have carved a racial epithet into a dormitory elevator door. Two students made a joint, unsworn written statement alleging that they had witnessed the student engage in this misconduct. Notwithstanding that these two students who wrote the statement did not testify at the hearing, their two-sentence statement was credited over actual alibi witnesses who testified that the student was elsewhere when the claimed misconduct occurred.

Read More >> Recent Cases Demonstrate the Need for Caution When Disciplining Students