Title IX and Other Regulations Inspiring School Policies in 2024

Quick look: Regulatory change is as commonplace as the ABCs in the education industry. With the deadline for Title IX’s final rule fast approaching, academic leaders should begin updating their school policies to enhance compliance and efficiency. In this blog, we’ll explore the latest Title IX updates and highlight other regulations schools must adapt to in 2024.

All schools aspire to be described in these three words: safe, compliant, and organized. That’s why school policies are crucial. These guidelines allow educational leaders to foster a productive learning environment that supports students’ growth and abides by relevant education laws.

For best results, policies shouldn’t be a “set it and forget it” approach; they need to adapt as swiftly and unexpectedly as daily lesson plans. School administrators and board members can remain ahead of the curve by staying informed about key regulations in their industry, district, and local government.

Need a starting point? Read on to learn about Title IX’s latest final rule and other regulatory topics schools will be incorporating into their policy changes.

What is Title IX’s new final rule?

Everyone should feel safe and respected while participating in academic experiences and extracurricular activities. The Title IX regulation makes this reality possible. Since its legalization under the Education Amendments of 1972, Title IX prohibits sex-based discrimination in any education program or activity receiving federal financial assistance.

In April 2024, the Department of Education (DOE) shared a new final rule for Title IX that expands upon the obligations of federally funded schools. It offers more guidelines protecting students, employees, applicants, and others against LGBTQ+ and pregnancy discrimination, as well as updates to address and mitigate issues related to sexual harassment, discrimination, and assault.

The rule also outlines revised grievance procedures for handling sexual harassment and sexual violence claims. This guidance helps schools understand how to:

• Properly report claims to Title IX coordinators, investigators, and other appropriate decision-makers
• Treat complainant and respondent parties equitably
• Fairly assess each party’s evidence, witness statements, and credibility
• Establish and enforce prompt investigation timeframes
• Maintain the privacy rights for all participants of a grievance hearing
• Impose disciplinary sanctions once a claim is conclusively determined and ruled as true
• Protect against retaliation for individuals who report Title IX violations
• Ensure comprehensive training and transparency

Title IX’s latest rule is set to take effect on August 1, 2024. However, as of June 17, the regulation has been temporarily blocked in the following states: Idaho, Indiana, Louisiana, Mississippi, Montana, Kentucky, Ohio, Tennessee, Virginia, and West Virginia.

Which schools must comply with the Title IX update?

The DOE states Title IX regulations apply to all public and private schools that provide elementary and secondary education, school districts, colleges, and universities that receive federal funding.

A 4^th U.S. Circuit Court of Appeals ruling from March 2024 determined private and independent schools that operate as non-profit entities are not subject to Title IX if they operate in the states of Maryland, Virginia, West Virginia, North Carolina, and South Carolina. A similar court case is currently on-going for other non-profit schools in states such as Arizona and California.

Schools can confirm if Title IX applies to their institution by seeking counsel from their state’s board of education or verified legal representatives.

How can schools prepare for the Title IX change?

The Title IX regulation requires schools to revisit their DEI objectives. Summaries of the rule must be added into essential documents such as employee handbooks and zero-tolerance policy agreements. Faculty members can implement new protocols for classroom management and workplace operations to prevent sexual discrimination, violence, bias, and stereotyping. Additionally, letters and notices informing staff about these compliance changes need to be distributed.

Training for educators and non-instructive employees must be reevaluated, too. Title IX details will be incorporated into annual sexual harassment and discrimination courses mandated by federal and state governments. Schools partnering with a professional employer organization (PEO) like ExtensisHR can leverage a suite of specialized training programs, including workplace harassment and incident reporting guidance, to nurture a safer environment.

Investing in inclusivity is another piece of the preparation puzzle. Schools can host special events and workshops to educate staff members and students about diversity and minority groups such as the LGBTQ+ community. Employee Assistance Programs (EAPs) provide a safe outlet for those facing discrimination to address their concerns and obtain mental health assistance.

Other compliance requirements influencing school policies

Title IX is only the tip of the regulatory iceberg. Here’s a peek at a few other compliance topics evoking policy discussions among school board members, executive staff members, and administrators in 2024.

• The Fair Labor Standard Act (FLSA)’s overtime pay rule: The Department of Labor announced a new FLSA final rule that makes more employees eligible for overtime pay. To adhere to this update’s deadlines, which are set between July 2024 and January 2025, schools are changing multiple employee guidelines and payroll processes.
• I-9 verification: When employment verification forms are in order, teachers and non-instructive workers can focus more on bringing order to their school’s mission. Employee eligibility policies should include the new regulatory 1-9 forms and instructions, which help employers access, verify, and file their staff’s employment details.
• AI usage: Though fast technical assistance can add value and efficiency to faculty’s to-do list, improper AI usage can pose data security and privacy threats. An AI policy advises staff members and students on their schools’ approach and tolerance for this technology.
• Social media guidelines: Educators impact a school’s reputation beyond their classroom. To preserve professionalism, schools create social media policies to demonstrate the do’s and don’ts of online behaviors and interactions.
• Campus safety protocols: Active shootings are an unfortunate reality schools encounter. Up-to-date safety measures, such as lockdown drills and suspicious behavior training, prepare educators on how to identify and react to this danger in a secure and ethical manner.
• State-level leave of absence regulations: The New Jersey Division of Civil Rights reported it is discriminatory for schools to have policies prohibiting employees from working paid extracurricular positions while on family or parental leave. This instance is an excellent reminder to align a school’s leave of absence policies with their state’s laws against discrimination.

A partner to keep your school safe and compliant

Operational successes come easier when policies are up to date with compliance standards. Still, navigating the ins and outs of educational regulations can be a tedious and long-term task. Thankfully, ExtensisHR is here to lighten the HR workload.

Our highly trained compliance experts lift the burden of regulatory tasks from schools’ already full plates. With their extensive knowledge of federal, state, and local regulations, they craft tailored policy action plans. From revising existing policies to implementing best practices for operational protocols, we manage your compliance needs, allowing you to focus on empowering students’ academic futures.

Our HR services for schools continues beyond compliance needs. Working with ExtensisHR means your school will gain access to a trusted HR partner and tailored PEO solutions, including:

• Our SchoolCloud™ platform, which addresses school-focused needs with unique HR administration support like documentation creation, certification tracking, professional development training, and incident reporting assistance—all in one user-friendly technology portal
• A personal account team featuring a School Account Manager, an HR Manager, and an Implementation Manager to oversee and consult schools on their HR strategy
• Access to leading medical and insurance providers through our enterprise-level benefits
• Employee wellness programs that protect the well-being of teachers and administrators
• Transparent customer support from our human-first Employee Solutions Center

For charter and private schools, understanding and implementing these regulations is crucial to compliance and the protection of students’ rights.

Tackle Title IX and other regulatory responsibilities with the help of ExtensisHR. Schedule a meeting with our team today to learn more.