Title IX · Compliance
Academy Di Capelli is committed to an environment that is pleasant, professional, and free from intimidation, hostility, or inappropriate behavior. Harassment of any kind will not be tolerated.
Academy Di Capelli (ADC) intends to provide an environment that is pleasant, professional, and free from intimidation, hostility, or inappropriate behavior. Harassment of any sort will not be tolerated.
ADC's policy prohibits harassment or discrimination based on race, religion, creed, color, national origin, ancestry, sex (including pregnancy, childbirth, or related medical conditions), military or veteran status, physical or mental disability, medical condition, marital status, age, sexual orientation, gender, gender identity or expression, genetic information, or any other basis protected by federal, state, or local law. In accordance with Title IX of the Education Amendments of 1972, ADC prohibits discrimination based on sex — which includes sexual harassment and sexual violence — and ADC has jurisdiction over the investigation of Title IX complaints.
Title IX applies to all of ADC's educational programs or activities, whether they occur on-campus or at off-campus events. This policy applies to all persons involved in the operation of the school and prohibits unlawful harassment and discrimination by any employee, student, customer or service guest, third party, vendor, or anyone who does business with ADC. It further prohibits unlawful harassment by or against students.
This policy strictly prohibits sexual or other unlawful harassment or discrimination, as well as sexual violence, dating violence, domestic violence, and stalking. Prohibited conduct includes any verbal, physical, or visual conduct — racial epithets, slurs, derogatory remarks, stereotypes, jokes, posters, or cartoons based on any protected characteristic — where:
Sexual harassment is conduct based on sex, whether directed toward a person of the opposite or same sex, and may include explicit sexual propositions, sexual innuendo, suggestive comments, sexually oriented "kidding" or "teasing," practical jokes, obscene material, questions about sexual history, and unwanted physical contact. Gender-based harassment — verbal, nonverbal, or physical aggression, intimidation, or hostility based on sex or sex-stereotyping — is strictly prohibited, even if it does not involve conduct of a sexual nature.
Consequences. Any employee, student, or contract worker who violates this policy will be subject to disciplinary action. Where a customer, vendor, or other person ADC does business with engages in unlawful harassment or discrimination, ADC will take appropriate corrective action.
As part of ADC's commitment to a harassment-free environment, this policy is disseminated through the school's website, new employee orientations, student orientations, and other channels. ADC provides training to key staff to handle allegations promptly and effectively, responds quickly to all reports, and takes appropriate action to prevent, correct, and — if necessary — discipline behavior that violates this policy.
Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim, determined by the length, type, and frequency of interaction in the relationship.
A felony or misdemeanor crime of violence committed by a current/former spouse or intimate partner, a person who shares a child with the victim, a cohabitant, or any other person protected under the domestic/family violence laws of the jurisdiction where the crime occurred.
Treating individuals differently on the basis of sex with regard to any aspect of the services, benefits, or opportunities ADC provides.
Conduct on the basis of sex that involves quid pro quo by an employee; unwelcome conduct so severe, pervasive, and objectively offensive that it denies equal access; or sexual assault, dating violence, domestic violence, or stalking as defined by the Clery Act and VAWA.
Physical sexual acts engaged in without consent, or when a person is unable to consent. Includes sexual assault, rape, battery, sexual coercion, domestic violence, dating violence, and stalking.
A course of conduct directed at a specific person that would cause a reasonable person to fear for their safety or the safety of others, or to suffer substantial emotional distress.
Notice of sexual harassment or allegations to the Title IX Coordinator or any official with authority to institute corrective measures.
An individual alleged to be the victim of conduct that could constitute sexual harassment.
An individual reported to be the perpetrator of conduct that could constitute sexual harassment.
An affirmative, unambiguous, conscious decision by each participant to engage in mutually agreed-upon sexual activity — informed, voluntary, and revocable at any time, given without coercion, force, threats, or intimidation.
A document filed by a complainant, or signed by the Title IX Coordinator, alleging sexual harassment and requesting that the school investigate.
A forcible or nonforcible sex offense under the FBI's uniform crime reporting system — physical sexual activity without consent or when a person is unable to consent.
Individualized, non-punitive services (counseling, schedule changes, deadline extensions, escort services, no-contact restrictions, increased security, etc.) designed to preserve equal access and safety.
Actions taken to counteract a violation and reduce future risk. The school's owners are the designated officials with authority to institute corrective measures.
Protections that limit the use of a victim's past sexual history to undermine credibility. Evidence of reputation or past sexual behavior unrelated to the accusation is prohibited.
We encourage all individuals who have a Title IX complaint to meet with the Title IX Coordinator to begin the formal grievance process. If an owner or staff member who is not the Title IX Coordinator is informed of a complaint, they must notify the Title IX Coordinator immediately, provided the complainant consents to the report. The Title IX Coordinator is the only school employee obligated to inform on Title IX allegations (with the complainant's authority). Once notice is received, the complaint process begins.
If you have experienced or witnessed harassment or sexual violence, notify the Title IX Coordinator as soon as possible. Do not allow an inappropriate situation to continue by not reporting it, regardless of who is involved. To help the investigation, include details of the incident(s), dates and times, names of individuals involved, and names of any witnesses. A complaint should be filed within seven (7) days of the alleged incident so the school can take timely action. All documentation is kept confidential in the Title IX Coordinator's office.
To initiate a criminal investigation, reports of sexual violence should be made to 911 or local law enforcement. The criminal process is separate from the school's disciplinary process, and ADC will not wait for a criminal proceeding to conclude before beginning its own investigation. ADC will make appropriate referrals to law enforcement and notify complainants of their right to proceed with a criminal investigation and a Title IX complaint simultaneously.
These procedures address sex-discrimination complaints filed by students or employees, or on their behalf, against employees, other students, or third parties. Any person may report sex discrimination or sexual harassment — in person, by mail, by telephone, or by email using the Title IX Coordinator's contact information — at any time, including during non-business hours. Only a complainant may file a formal complaint that initiates a Title IX grievance procedure.
When a complaint or report is made, the Title IX Coordinator will: (1) confidentially contact the complainant to offer supportive measures and consider their wishes; (2) explain how to file a formal complaint; (3) inform the complainant that a good-faith report will not result in discipline; and (4) respect the complainant's wishes regarding whether to investigate, unless a health or safety concern requires otherwise. The respondent is eligible for the same supportive measures.
Once a formal complaint is filed, ADC provides written notice to each party, including a copy of the grievance procedure, a list of the allegations with specific information, and notice of the right to an advisor (who need not be an attorney). If additional allegations arise during the investigation, a new notice will be provided.
The school ensures prompt and equitable resolution through a reliable and impartial investigation, including the opportunity for both parties to present witnesses and evidence. The school follows its written grievance process before imposing any disciplinary sanctions (other than supportive measures) and will not restrict rights protected under the U.S. Constitution.
Investigations generally conclude within sixty (60) days of receiving the complaint (including appeals and informal resolutions), allowing for short-term, good-cause delays. The preponderance of the evidence standard applies — the school evaluates whether it is more likely than not that the alleged conduct occurred.
If allegations do not meet the definition of sexual harassment, or did not occur in ADC's education program in the U.S., ADC will dismiss them for Title IX purposes but may still address them under the Student Standards of Conduct. A complaint may also be dismissed if the complainant withdraws it, the respondent is no longer enrolled/employed, or circumstances prevent investigation. Both parties are notified in writing of any dismissal and the reasons.
Parties and their advisors attend a pre-hearing conference with the Decision-Maker. Hearings are conducted respectfully and fairly. Each party's advisor may cross-examine the other party and relevant witnesses; parties address the Decision-Maker, not each other. If a party has no advisor, ADC provides one at no cost to conduct cross-examination. If a party or witness does not submit to cross-examination, the Decision-Maker will not rely on their statements — but cannot draw an inference solely from a party's absence or refusal to answer. Hearings are closed to the public; ADC creates a recording or transcript as part of the record.
The Decision-Maker issues a simultaneous written determination to both parties, including: the allegations; the procedural steps taken; findings of fact; conclusions applying the process to the facts; the result and rationale for each allegation, including any sanctions and whether remedies will be provided to the complainant; and the bases for appeal. Sanctions are based on the severity and circumstances of the behavior and can range from a conference with a school official through suspension or expulsion.
Either party may appeal the dismissal of a complaint or a determination of responsibility by submitting a written appeal within five business days. Grounds for appeal are: procedural irregularity that affected the outcome; new evidence not reasonably available at the time that could affect the outcome; or a conflict of interest or bias by the Title IX Coordinator, investigator, or Decision-Maker. Appeals are decided by a separate individual free of conflict or bias. Sanctions are stayed during an appeal; supportive measures remain available.
ADC offers informal resolution (such as mediation) when both parties give voluntary, informed, written consent. Any party may withdraw from informal resolution at any time and resume the formal grievance process.
Employees and students may contact the Title IX Coordinator with any questions related to this policy. All complaints are referred to the Title IX Coordinator, who is responsible for intake, initiating the formal complaint process, and providing supportive measures to both the complainant and respondent.
Title IX Coordinator
Christine Papale
950 Yale Avenue, Unit 20, Wallingford, CT 06492
(203) 294-9496
christine@academydicapelli.com
ADC ensures its Title IX Coordinator, Investigators, Decision-Makers, and Informal Resolution Facilitators are adequately trained on what constitutes sexual harassment, sexual violence, dating violence, domestic violence, sex discrimination, and stalking, and on how the grievance procedures operate — serving impartially and free of conflict or bias.
External resources. The U.S. Department of Education Office for Civil Rights (OCR) investigates complaints of unlawful harassment of students in educational programs. Learn more at the OCR website.
All records of a Title IX formal complaint — the investigation, evidence, decision-making process, hearings, and decision letters — are maintained by the school for at least seven (7) years. School administrators must issue timely warnings for reported incidents that pose a substantial threat to the campus community, while protecting the victim's identifying information. Any allegations or violations of Title IX are reported to ADC's Clery Act coordinator for inclusion in annual reporting requirements.
Academy Di Capelli — NACCAS accredited · Title IV eligible
East Hartford: 1010 Main Street, East Hartford, CT 06108 · (860) 461-0697
Wallingford: 950 Yale Avenue, Unit 20, Wallingford, CT 06492 · (203) 294-9496