Most people think of Title IX as a law about students and athletics. But it also protects the people who work in education: teachers, coaches, staff, and faculty at schools, colleges, and universities that receive federal funding. If you work in education in Indiana and face sex discrimination, harassment, or retaliation, Title IX may be part of your options, alongside the workplace laws that protect all employees.
What Title IX covers
Title IX prohibits discrimination on the basis of sex in any education program or activity that receives federal financial assistance (20 U.S.C. § 1681). That includes most public school districts and nearly all colleges and universities, public and private.
For employees, Title IX issues commonly involve:
- unequal pay, promotion, or assignments based on sex
- sexual harassment by supervisors, colleagues, or students
- retaliation for reporting sex discrimination against students or employees
- the Title IX process when an employee is accused of misconduct
Title IX and Title VII: which law applies?
Employees of schools are also protected by Title VII of the Civil Rights Act and the Indiana Civil Rights Law, which prohibit sex discrimination at work. Courts are divided on whether employees can bring employment discrimination claims directly under Title IX when Title VII is available, and in Indiana these claims are usually pursued under Title VII. That matters because Title VII requires filing a charge with the EEOC first, generally within 300 days.
Our guides to workplace discrimination, gender discrimination, and filing an EEOC complaint explain that process.
Retaliation for speaking up
Title IX protects people who report sex discrimination. The U.S. Supreme Court has held that a coach who complained about unequal treatment of a girls’ team could sue under Title IX after being removed from his coaching position, even though the discrimination he reported was against students, not himself (Jackson v. Birmingham Board of Education, 2005).
If you reported unequal treatment of students or colleagues and then lost duties, a coaching position, a contract renewal, or your job, talk to a lawyer. See our page on retaliation.
If you are accused in a Title IX process
Employees accused of sexual harassment are entitled to the procedures their school’s Title IX policy provides, such as written notice of the allegations, the chance to respond and present evidence, and an advisor. The federal Title IX regulations that apply have changed several times in recent years, so check which version your institution is following. Keep copies of every notice, and get advice before your interview or hearing, especially if your employment or license could be affected.
Harassment at school workplaces
Sexual harassment of employees, whether by a supervisor, a coworker, a parent, or a student, can violate both Title VII and Title IX. Report it in writing using your school’s procedure, and keep a copy. See our guides to sexual harassment and what counts as a hostile work environment.
Deadlines and where to file
- EEOC charge (Title VII): generally within 300 days.
- U.S. Department of Education Office for Civil Rights complaint: generally within 180 days of the discrimination, through the OCR complaint portal.
- Indiana Civil Rights Commission: generally within 180 days.
Deadlines can overlap and interact, so it is best to get advice early.
Who counts as an employee under Title IX
Title IX protects people who work in federally funded education programs, including:
- K-12 teachers, aides, coaches, and support staff
- College and university faculty, administrators, and staff
- Athletic department employees
- Graduate assistants and other student employees, who may be protected both as students and as employees
Pregnancy and parental status
Federal Title IX regulations also prohibit employment discrimination based on pregnancy, childbirth, and parental or marital status in covered education programs. Those protections overlap with Title VII and the Pregnant Workers Fairness Act. See our guide to pregnancy discrimination in Indiana.
Coaches and athletics staff
Coaches of women’s teams sometimes face pay gaps, fewer resources, or retaliation after advocating for equal treatment of their athletes. Retaliation for that kind of advocacy is prohibited. Pay differences between coaches of men’s and women’s teams can also raise Equal Pay Act and Title VII issues.
Public and private institutions
Most private colleges receive federal funding and are covered by Title IX. Employees of public schools and state universities may also have constitutional protections and additional procedures under civil service rules, tenure policies, or union contracts. If you work for a public institution, there may also be special notice requirements and deadlines for certain claims, so get advice early.
The Title IX coordinator’s role
Every covered institution must designate a Title IX coordinator. Employees can report sex discrimination or harassment to that coordinator. Keep a copy of any report you make, and note the date and the person you reported to.
Tenure, contract renewal, and faculty processes
For faculty, sex discrimination or retaliation often shows up in tenure decisions, contract non-renewals, course assignments, or lab resources. Faculty grievance procedures and tenure appeals may run alongside legal claims, and their deadlines do not pause the deadlines for an EEOC or OCR complaint.
Steps to take now
- Write down what happened, with dates and names.
- Save emails, evaluations, and any written reports you made.
- Report harassment or discrimination to the Title IX coordinator or HR in writing.
- Note any changes to your duties, pay, or contract after you reported.
- Talk to a lawyer before deadlines pass.
Frequently asked questions
Does Title IX protect teachers and staff, or only students?
It covers employees too. Employment claims are often brought under Title VII as well.
Can I be punished for reporting how female athletes are treated?
Retaliation for reporting sex discrimination is prohibited under Title IX.
Do I need a lawyer for a Title IX investigation where I’m the accused employee?
It is not required, but your job and professional license may be at stake, so advice before your interview is wise.
Are graduate assistants protected?
Often yes, both as students and as employees, depending on their role.
Does a faculty grievance stop the EEOC deadline?
No. Internal grievance and tenure processes generally do not pause the deadlines for EEOC or OCR complaints.
Talk to an Indiana employment lawyer
If you work at an Indiana school, college, or university and are facing sex discrimination, harassment, or retaliation, contact Amber Boyd Law for a free case evaluation.
This article provides general information about Indiana and federal employment law. It is not legal advice, and reading it does not create an attorney-client relationship.
