Notice of Non-Discrimination on the Basis of Sex
In compliance with Title IX of the Education Amendments of 1972 (Title IX), Tulsa School of Arts and Sciences does not discriminate on the basis of gender, which includes sex and gender identity or expression, or sexual orientation in its education programs or activities.
Title IX of the Education Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of sex in employment, as well as in all education and athletic programs and activities operated by Tulsa School of Arts and Sciences (both on and off campus). The protection against discrimination includes sexual harassment, sexual misconduct, and gender based dating and domestic violence and stalking.
Title IX protects students, employees, applicants for employment, and other persons from all forms of sex discrimination, including discrimination based on gender identity or failure to conform to stereotypical notions of masculinity or femininity.
All students (as well as other persons) are protected by Title IX regardless of their sex, sexual orientation, gender identity, disability, race, or national origin-in all aspects of the educational programs and activities offered by Tulsa School of Arts and Sciences.
As part of its obligations under Title IX, Tulsa School of Arts and Sciences designates the following Title IX coordinator:
Tulsa School of Arts and Sciences
1202 W Easton St, Tulsa, OK 74127
In effort to comply with and carry out the responsibilities under Title IX this shall serve as an annual notice to all students and employees of Tulsa School of Arts and Sciences.
The essence of Title IX is that Tulsa School of Arts and Sciences may not exclude, separate, deny benefits to, or otherwise treat differently any person on the basis of sex unless expressly authorized to do so under Title IX or the USDE’s implementing regulations.
If you have any questions, please contact the Title IX coordinator at the aforementioned address.
Civil Rights Complaint Procedures
Tulsa School of Arts and Sciences complies with the Civil Rights Laws (Titles VI and Vil of the Civil
Rights Act of 1964, Title IX of the Education Amendments of 1972, Title Il of the Americans with
Disabilities Act, the Age Discrimination in Employment Act, and Section 504 of the Rehabilitation
Act of 1973) in assuring the students, parents, patrons, and employees of the School that the
School does not discriminate on the basis of race, color, sex, national origin, disability, religion, or
age. The Superintendent is designated by the Board to coordinate the School’s efforts to comply
with this assurance.
A. Compliance Officer: An employee designated by the Superintendent to coordinate
compliance efforts with the Civil Rights Laws listed above and to investigate complaints.
The Compliance Officer is designated as the Superintendent/Executive Director, Mr.
B. Complaint: A written complaint alleging that a policy, procedure, or practice of the School
discriminates on the basis of race, color, national origin, sex, religion, age, or disability,
C. Day means a working day; the calculation of days in processing a complaint shall
exclude Saturdays, Sundays, and holidays.
D. Complainant: A student, an employee, or any other person who submits a complaint
alleging discrimination on the basis of race, color, national origin, sex, religion, age, or
E. Respondent: The person alleged to be responsible for the violation alleged in the
complaint. The term may be used to designate persons with responsibility for a particular
action or those persons with supervisory responsibility for procedures and policies in
those areas covered in the complaint.
Pre-filing Procedures: Prior to the filing of a written complaint, the Complainant is encouraged to
visit with the Compliance Officer and to make a reasonable effort to informally resolve the
problem or complaint.
Procedures for Filing Complaint
A. If the Complainant desires to proceed with a Complaint, then, within thirty (30) days of
an alleged violation, the Complainant shall submit a written and signed Complaint to the
Compliance Officer. The Complaint shall, at a minimum, state the Complainant’s name, the
nature of the alleged violation, the date of the alleged violation, the names of persons
responsible, any witnesses, and the requested action or relief sought.
B. In addition to taking action with respect to a written complaint, the Compliance Officer
may investigate allegations of discrimination without a written complaint according to the
procedures set forth herein whenever the Compliance Officer deems such action to be
C. Within ten (10) days of receiving the Complaint, the Compliance Officer shall notify the
Respondent of the Complaint.
D. Within ten (10) days of notification, the Respondent shall submit to the Compliance Officer
a written answer or response which shall confirm or deny the facts upon which the
allegation is based, indicate acceptance or rejection of the Complainant’s requested
action, and/or outline alternatives. The respondent may also identify witnesses who
should be contacted to provide input during the investigation.
E. Within (10) days of receiving the Respondent’s answer, the Compliance Officer shall initiate
an appropriate investigation which may include, but is not limited to, interviewing both the
Complainant and the Respondent and any witnesses identified by either party, identifying
any documents or tangible evidence supporting or opposing the Complaint, and
undertaking any further investigation deemed appropriate by the Compliance Officer. The
investigation should be concluded within thirty (30) days but the Compliance Officer may
extend the period of time for an investigation by notifying the Complainant and the
F. Within ten (10) days after completion of the investigation, the Compliance Officer shall
render a written decision and shall provide a copy of the written decision to both the
Complainant and the respondent. The written decision, shall be a summary report
containing a synopsis of the evidence and findings of fact as well as the conclusion
regarding the Complaint. Additionally, if the Compliance Officer determines that the
allegations of the Complaint are substantiated, the decision shall be provided to the
appropriate supervisor or administrator to take appropriate disciplinary action.
G. Within ten (10) days of receipt of the Compliance Officer’s decision, if either the
Complainant or the Respondent is not satisfied with the decision of the Compliance
Officer, either may submit a written request to the Compliance Officer for a review by
H. Within ten (10) days of receiving a request for a review by the Board, the Compliance
Officer shall notify the Board of the request, shall place an agenda item for a review of the
Complaint on the next regularly scheduled Board meeting, and shall notify the
Complainant and the Respondent of the date of the Board’s review.
I. The review by the Board shall involve a review of all documents submitted to the
Compliance Officer and, if the Board desires, a statement from the Complainant or the
Respondent or the representatives of either the Complainant or the Respondent. The
Board shall render a decision which either modifies, affirms, or reverses the decision of
the Compliance Officer.
J. Within ten (10) days of conducting the review, the Board or the Board’s designee shall
provide the Complainant and the Respondent with written notice of the Board’s decision on
the Complaint. The Board’s decision shall be the “final” action at the level of TSAS.
K. Remedy may be sought with the Office of Civil Rights within the U.S. Department of
Education, within 180 days of the last act of the alleged discrimination.
Extension of Time: Except as otherwise provided, any time limits established by these
procedures may be extended by mutual consent of the parties involved.
Confidentiality of Records: All records, complaints, notes, documents, and statements made
during or relating to allegations of discrimination shall be maintained on a confidential basis by
the Compliance Officer, and no information concerning any Complaint shall be documented in an
employee’s personnel file. However, in the event official proceedings relating to such allegations
are initiated by a party or the School, such records may become public in accordance with law.