Civil Rights and Compliance

Madison College is committed to creating an accessible and inclusive experience for all members of the campus community. Section 504 of the Rehabilitation Act, 1973 and Americans with Disabilities Act, 1990 (ADA) provide that no qualified individual with a disability be denied access to or participation in services, programs and activities at Madison College.

These acts, as well as Wisconsin state law and Madison College policy, apply to virtually all aspects of campus activities, including employment, student programming, and services provided to the community at large.

• Current students should work with Disability Resource Services for services and support for disabilities.
• Prospective students, applicants, employees and the public can call Human Resources at 608.246.6900 to discuss accommodation requests.

Hazing is defined as any action or activity—regardless of an individual’s willingness to participate—that occurs within a group context and causes humiliation, degradation, abuse or harm. Hazing typically includes three key elements:

1. Occurs as part of joining or participating in a group
2. Involves behavior that is harmful, demeaning or dangerous
3. Takes place regardless of consent

Bias is a broad category of behaviors that demean or intimidate individuals or groups. Madison College defines a bias incident as any discriminatory or hurtful act that appears to be motivated by identity characteristics, including:

• Race
• Color
• Creed
• Religion
• Ancestry
• National origin
• Age
• Sex/gender
• Disability
• Arrest/conviction record
• Marital status
• Parental status
• Citizenship status
• Sexual orientation
• Veteran status
• Use of outside lawful products
• Any other status protected by applicable federal, state, or local law

Bias incidents can occur in a variety of settings. They create a negative environment and frequently have a negative psychological, emotional or physical effect on an individual or community.

Madison College is committed to creating and maintaining a workplace and educational environment that is free from discrimination and harassment and allows every member to thrive.

Protected Bases

Discrimination is defined as unfair or unequal treatment on the actual or perceived basis of:  

• Age
• Ancestry
• Arrest or conviction record
• Creed
• Disability
• Gender identity
• Genetic testing
• Marital status
• Military service
• Race, color, national origin
• Political affiliation
• Sex or sexual orientation
• The use or non-use of lawful products during non-working hours

A link must be established between (1) membership in a protected class and (2) the alleged discriminatory conduct to qualify as discriminatory harassment under college policy. An individual’s mere membership in one or more protected classes coupled with an event that is displeasing to that person, does not establish that discrimination occurred on a protected basis. There must be an evident connection between protected class membership and the alleged discriminatory conduct.  

Madison College’s Equal Opportunity Officers

The college’s Equal Opportunity Officers monitor the college’s compliance with Title VI and Title VII of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act, and the Americans with Disabilities Act to support an environment that is free from discrimination and harassment.

According to Title IX of the Education Amendments of 1972, students must be allowed to take time off school for past, potential or current pregnancy, childbirth, termination of pregnancy (abortion, miscarriage or stillbirth), lactation, recovery and all related medical conditions. 

Lactation Rooms

Madison College has designated lactation rooms for privacy and comfort. The college does not provide storage for breast milk. 

Title IX of the Education Amendments of 1972 is a federal civil rights law that prohibits sex discrimination at educational institutions that receive federal funding. Under Title IX, sexual discrimination includes harassment on the basis of sex. This can take many forms, including:

• Verbal or written harassment
• Sexual assault, including rape and other unwanted sexual touching
• Stalking (when done on the basis of sex)
• Dating or domestic violence

Madison College's Title IX Coordinators

The Title IX Coordinators ensure that the process for addressing complaints of sex-based harassment and misconduct is handled promptly and equitably, with fairness to everyone involved. They make certain that anyone who comes to them understands their rights and has the information they need to determine what to do next. The coordinators also help develop sexual discrimination and sexual violence prevention initiatives, including training for students, faculty and staff.

Title IX Team Training

Those involved in the Title IX and Sexual Harassment Grievance Process receive ongoing training in compliance with 34 C.F.R. § 106.45(b)(1)(iii) and any other applicable federal or state law.

These training sessions are provided to select Madison College officials with responsibilities under the Grievance Process, as described in the College’s Equal Opportunity, Anti-Harassment and Nondiscrimination Policy.