Equal Opportunity,
Illegal Discrimination And Sexual Misconduct: Title VI, VII & IX

*Pending Board Approval

Non-Discrimination Statement

The Board of Trustees and the administration of Central Carolina Community College are fully committed to the principles and practice of equal employment and educational opportunities. Accordingly, Central Carolina Community College does not practice or condone discrimination in any form, against students, employees, or applicants on the grounds of race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, or any health or genetic information. Central Carolina Community College commits itself to positive action to secure equal opportunity regardless of those characteristics.

Central Carolina Community College supports the protection available to members of its community under all applicable Federal Laws, including Title VI and VII of the Civil Rights Act of 1964 and 1991, Title IX of the Education Amendments of 1972, Sections 799A and 845 of the Public Health Service Act, the Equal Pay and Age Discrimination Acts, the Rehabilitation Act of 1973, the Americans with Disabilities ACT of 1990, and Executive Order 11375.

Title VI, Civil Rights Act of 1964

No person in the United States shall, on the ground of race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.

Title VII, Civil Rights Act of 1964

An Employer cannot discriminate on the basis of race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information.

Title IX, Education Amendments of 1972

No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.

Illegal Discrimination/Sexual Misconduct (Title IX) Compliance Officer and Reporting

The Offices of Student Support Services and Student Learning is designated to monitor and evaluate College activities and events to fulfill the requirements of the 1972 federal legislation which prohibits all forms of sex (Title IX) and race (Title VI & VII) discrimination in educational institutions receiving federal funding.

Beyond meeting the legal requirements for resolving sex/race discrimination, sexual/racial harassment, sexual assault and related violence issues, this office assists the College leadership with the creation and maintenance of a College community committed to positive values of equal opportunity that fosters a climate free from all forms of harassment, exploitation, or intimidation.

Duties of the Coordinators

CCCC is represented by one part time Title IX Coordinator and one part time Deputy Title IX Coordinator who are given significant authority and wide ranging responsibilities. The Title IX Coordinators (as they are collectively called) answer directly to the President of Central Carolina Community College on Title IX-related issues and work closely with Human Resources, Student Services, and the Director of Campus Security as appropriate.

Role of Title IX Coordinator (Part Time responsibilities)

  1. Receive and process, in a timely manner, inquiries and complaints from students, faculty, staff, administrators, and third parties concerning any behavior in violation of Title IX
  2. Refer inquiries and complaints that are not appropriate for investigation to other resources
  3. Oversee process for investigating complaints, including: Distributing required notifications, Assigning interviews with witnesses, complainants, and respondents as necessary, Issue findings of facts and recommendations for disposition of complaints based on results of investigations, Issue notice of right to pursue remedies outside grievance process & follow-up on implementation of recommendations, and Monitor compliance with all requirements of complaint/grievance procedures
  4. Coordinate and monitor Title IX efforts of other delegates and University offices that receive and/or investigate complaints, including but not limited to Human Resources, Student Services, Campus Security, Regional Campuses, and Athletics
  5. Remain knowledgeable of current state and federal laws and regulations and trends in the field of education related to harassment and other discriminatory practices that violate Title IX
  6. Monitor harassment policy and procedures to ensure compliance with state and federal law and regulations; serve as liaison officer to state and federal government compliance or investigation officers
  7. Make recommendations to VP of Student Services and/or Director of HR for immediate, temporary responses in situations that require such action, including class schedule changes, suspensions, etc.
  8. Provide ongoing consultation regarding Title IX requirements, grievance issues, and compliance programs to the President and other College officials
  9. Report directly to President and assist in resolution of complex harassment and discrimination cases in conjunction with College attorney
  10. Assist in completion of yearly audit of complaints in order to identify trends in incidents
  11. Other duties as assigned [NOTE: Title IX investigations take priority over other responsibilities when an incident is reported.]

Role of Deputy Title IX Coordinator

  1. Responsible for educational materials, including brochures, posters, and web-based materials to inform the campus community of Title IX rights and responsibilities, as well as all training material
  2. Organize and maintain grievance files, disposition reports, and other compiled records regarding complaints of sexual harassment and other discriminatory practices, including annual descriptive reports of number and nature of filed complaints and disposition of complaints
  3. Remain knowledgeable of current state and federal laws and regulations and trends in the field of education related to harassment and other discriminatory practices that violate Title IX
  4. Provide ongoing consultation regarding Title IX requirements, grievance issues, and compliance programs to the President and other College officials
  5. Coordinate with Security to prepare annual statistical reports for the campus community on the incidence of sexual harassment or other Title IX matters; report findings to the President
  6. Complete yearly audit of complaints in order to identify trends in incidents
  7. Other duties as assigned
Title IX Coordinators

CCCC Title IX Coordinator

  • Heather Willett
  • hwillett@cccc.edu
  • Sanford Campus - Hockaday Bldg, Office 45
  • (919) 718-7235
Policy Statement

The Trustees of Central Carolina Community College is committed to providing a non-discriminatory and harassment-free environment for faculty, staff, students, and visitors at the College. Accordingly, it is the policy of Central Carolina Community College (CCCC) to prohibit all forms of illegal discrimination and to foster a campus environment which empowers individuals to bring forth claims of illegal discrimination without fear of retaliation. No form of illegal discrimination shall be tolerated whether it arises in the employment environment or arises in some manner which impedes the ability of students, employees, and others to access any service offered by the College. CCCC shall place a special emphasis on providing training designed to help faculty, staff, and students recognize, intervene, prevent, and end illegal discrimination based on sex or gender, including sexual harassment, sexual violence, sexual assault, stalking, domestic violence, dating violence, or other forms of intimate partner violence.

In the event an allegation of illegal discrimination is made, CCCC shall:

  • Inform the alleged victim of options and assistance which may be available to them;
  • Maintain confidentiality to the fullest extent permitted by law;
  • Thoroughly and impartially investigate the allegation;
  • When reasonably necessary, provide interim remedy(ies) pending a final resolution;
  • Provide all parties involved in the allegation a prompt and equitable determination of the merits of the claim;
  • Decide whether the allegations are more likely than not to have occurred (preponderance of the evidence standard); and,

If it is more likely than not that the allegations occurred, resolve the allegations in a manner designed to end the discrimination, prevent its reoccurrence, remedy the effects upon the victim and the community, and impose reasonable sanctions on any party found to have engaged in behavior prohibited by this policy.

Illegal discrimination shall be defined as any action or decision that interferes or denies a person employment or participation in any educational program/activity at CCCC based upon race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information. Sexual harassment, sexual assault, stalking, domestic violence, dating violence, or other forms of intimate partner violence are prohibited and considered to be forms of sex/gender based discrimination.

CCCC faculty, staff, students, and visitors to the College shall be permitted to bring forth claims of illegal discrimination without fear of retaliation. It shall be a violation of this policy for any faculty, staff, student, or visitor to retaliate against an individual bringing forth such claims or defending themselves against an allegation of misconduct. It shall also be a violation of this policy to knowingly make false claims or statements regarding illegal discrimination.

The administration of CCCC shall establish appropriate procedures to implement this policy. The Administration of CCCC shall provide an annual report to the Board of any alleged violation of this policy and a summary how the allegation was resolved. The report shall be due during the June meeting of the Board and will include only allegations that have fully resolved, including the exhaustion of all appeal rights.

Illegal Discrimination and Sexual Harassment/Violence Prevention Policy

All members of this community are expected and instructed to conduct themselves so as to contribute to an atmosphere free of illegal discrimination, including sexual harassment or sexual violence. Illegal discrimination of an employee by another employee or student or of a student by another student or employee is a violation of this College policy and will not be tolerated. Any employee or student violating this policy shall be disciplined in accordance with the procedures outlined below.

This policy is adopted to promote an atmosphere in which all members of the Central Carolina Community College community may work and study free of illegal discrimination and to provide for the orderly resolution of complaints of illegal discrimination.

Definitions

The following definitions apply:

Bullying
Peer harassment based on race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information is sufficiently serious that it creates a hostile environment and such harassment is encouraged, tolerated, not adequately addressed, or ignored by school employees.
Clery Act
Jeanne Clery Disclosure of Campus Security and Campus Crime Statistics Act as it relates to a complainant's right to know the outcome of their complaint, including relevant sanctions imposed on the perpetrator. The Clery Act requires institutions of higher education to provide current and prospective students and employees, the public, and the Department with crime statistics and information about campus crime- prevention programs and policies. For those areas in which the Clery Act and Title IX both apply, the institution must comply with both laws. (source: www2.ed.gov/about/offices/list/ocr/docs/qa-201404-title-ix.pdf)
Complicity
Any act that knowingly aids, facilitates, promotes, or encourages the commission of prohibited conduct by another person
Consent
Consent is sexual permission and must be clear, knowing and voluntary. In order to consent effectively to sexual activity an individual must be able to understand "who, what, when, where, why and how" with respect to that sexual activity. Consent or lack of consent may be expressed or implied. Consent can be given by word or action, but non-verbal consent is not as clear as talking about what you want sexually and what you do not. Consent to some form of sexual activity cannot be automatically taken as consent to any other form of sexual activity. Silence--without actions demonstrating permission--cannot be assumed to show consent. Assent does not constitute consent if:
  1. It is given by a person who lacks the mental capacity to authorize the conduct and such mental incapacity is manifest or known to the actor; or
  2. It is given by a person who by reason of youth, mental disease or defect, intoxication, a drug-induced state, or any other reason is manifestly unable or known by the actor to be unable to make a reasonable judgment as to the nature or harmfulness of the conduct charged to constitute the offense; or
  3. It is induced by force, duress or deception.
Criminal Sexual Conduct
Rape, sexual assault, dating violence, and sexually motivated stalking (source: www2.ed.gov/about/offices/list/ocr/docs/ocrshpam.pdf)
Culture of Nondiscrimination
Central Carolina Community College upholds a safe and nondiscriminatory environment for everyone. Everyone is responsible for ensuring that Central Carolina Community College is maintained free from discrimination and harassment. A non-discriminatory environment is embraced when everyone understands his or her obligations and acts to prevent discrimination at all times and lessen harm in the event that discrimination and/or harassment do occur. Everyone needs to be educated on how to identify discrimination and/or harassment and report incidents.
Cyberbullying
Peer harassment based on race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information is sufficiently serious that it creates a hostile environment and such harassment is encouraged, tolerated, not adequately addressed, or ignored by school employees.
Dating Violence
Dating Violence is defined as violence by a person who has been in a romantic or intimate relationship with the victim. Whether there was such a relationship will be gauged by its length, type, and frequency of interaction.
Discriminatory Harassment
When harassing conduct is based on race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information, it violates the civil rights laws (source: www2.ed.gov/about/offices/list/ocr/letters/colleague-201010.pdf)
Domestic Violence
Domestic Violence is defined as asserted violent misdemeanor and felony offenses committed by the victim's current or former spouse, current of former co-inhabitant, persons similarly situated under a domestic or family violence law, or anyone else protected under domestic or family law.
Gender Discrimination
Illegal discrimination and includes the exclusion of a person from participation in or the denial of a person from the benefits of any of the college's employment, education programs, or school activity based on their gender.
Harassing Conduct
Harassing conduct may take many forms, including verbal acts and name calling; graphic and written statements, which may include use of cell phones or the Internet; or other conduct that may be physically threatening (e.g. hazing), harmful, or humiliating. Harassment does not have to include intent to harm, be directed at a specific target, or involve repeated incidents. Harassment creates a hostile environment when the conduct is sufficiently severe, pervasive, or persistent so as to interfere with or limit a student's ability to participate in or benefit from the services, activities, or opportunities offered by a school. (source: www2.ed.gov/about/offices/list/ocr/letters/colleague-201010.pdf)
Hostile (or Offensive) Environment
When unwelcome conduct of a sexual nature is sufficiently serious that it affects a student's ability to participate in or benefit from an education program or activity, or creates an intimidating, threatening or abusive educational environment. A hostile environment can be created by a school employee, another student, or even someone visiting the school, such as a student or employee from another school. (source: www2.ed.gov/about/offices/list/ocr/qa-sexharass.html)
Illegal Discrimination
Must be severe, pervasive and objectively offensive and shall be defined as:
  1. The failure or refusal to hire or fire any individual, or otherwise discriminate against any individual because of such individual's race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information.
  2. The limiting, desegregating, or classification of any employee in any way which would deprive or tend to deprive any individual of employment opportunities because of such individual's race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information.
  3. The denial, deprivation, limitation, or any other discrimination against an individual to any educational service or program of Central Carolina Community College Community College when the denial, deprivation, limitation or other discrimination is because of such individual's race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information.
  4. Any other action of the College, its personnel, working in their official employment capacity, which is based on an individual's race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information.
Interpersonal Violence
Includes physical, sexual, emotional, economic, or psychological actions or threats of actions that a reasonable person in similar circumstances and with similar identities would find intimidating, frightening, terrorizing, or threatening. Such behaviors may include threats of violence to one's self, one's family member, or one's pet.
Commonly referred to as intimate partner violence, dating violence, domestic violence and relationship violence, can encompass a broad range of abusive behavior committed by a person who is or has been:
  1. In a romantic or intimate relationship with the Reporting Party (of the same or different sex);
  2. The Reporting Party's spouse or partner (of the same or different sex);
  3. The Reporting Party's family member; or
  4. The Reporting Party's cohabitant or household member, including a roommate (source: policies.unc.edu/files/2013/04/PPDHRM.pdf)
Office of Civil Rights (OCR)
Title IX Statute is administered by the Office for Civil Rights (OCR) of the Department of Education.
Prohibited Harassment
The conduct must be sufficiently serious to interfere with an individual's ability to participate in employment or educational program and activities from both a subjective and objective perspective (source: policies.unc.edu/files/2013/04/PPDHRM.pdf)
Protected Class
Harassment is prohibited based on age, color, creed, disability, gender, gender expression, gender identity, genetic information, national origin, race, color, national origin, religion, age, sex and sexual orientation, gender, family status, disability status, Veteran status, political affiliation, or any health or genetic information
  1. Age - With respect to employment, individuals who are forty (40) years of age or older are protected from discrimination and harassment. There is no age threshold for students or other participants in educational programs or activities.
  2. Color - An individual's skin pigmentation, complexion, shade, or tone.
  3. Creed - well-formed and thought-out set of beliefs held by more than one individual, which may not necessarily involve belief in a supreme being.
  4. Disability - any person who has a physical or mental impairment that substantially limits one or more major life activities
  5. Gender - An individual's socially-constructed status based on the behavioral, cultural, or psychological traits
  6. Gender expression - How someone expresses gender through appearance, behavior, or mannerisms
  7. Gender identity - The gender with which an individual identifies psychologically
  8. Genetic information - : Information about (i) an individual's genetic tests, (ii) the genetic tests of family members of such individual, and (iii) the manifestation of a disease or disorder in family members of such individual
  9. National origin - An individual's actual or perceived country or ethnicity of origin
  10. Race - An individual's actual or perceived racial or ethnic ancestry or physical characteristics associated with a person's race
  11. Religion - All aspects of religious observance and practice, as well as belief
  12. Sex - An individual's biological status of male or female, including pregnancy
  13. Sexual orientation - The inclination or capacity to develop intimate emotional, spiritual, physical, and/or sexual relationships with people
  14. Veteran status - Covered Veterans include Disabled Veterans, Special Disabled Veterans, Veterans of the Vietnam era, and other protected Veterans as defined by federal and state law (source: The University of North Carolina at Chapel Hill. Policy on Prohibited Discrimination, Harassment and Related Misconduct. Retrieved from policies.unc.edu/files/2013/04/PPDHRM.pdf)
Rape
A person is guilty of rape in the first degree if the person engages in vaginal intercourse:
  1. With a victim who is a child under the age of 13 years and the defendant is at least 12 years old and is at least four years older than the victim; or
  2. With another person by force and against the will of the other person, and:
    1. Employs or displays a dangerous or deadly weapon or an article which the other person reasonably believes to be a dangerous or deadly weapon; or
    2. Inflicts serious personal injury upon the victim or another person; or
    3. The person commits the offense aided and abetted by one or more other persons. (source: www.ncga.state.nc.us/EnactedLegislation/Statutes/HTML/ByArticle/Chapter_14/Article_7A.html)
Responsible Employee
A responsible employee includes any employee: who has the authority to take action to redress sexual violence; who has been given the duty of reporting incidents of sexual violence or any other misconduct by students to the Title IX Coordinator or other appropriate school designee; or whom a student could reasonably believe has this authority or duty. (source: www2.ed.gov/about/offices/list/ocr/docs/qa-201404-title-ix.pdf)
Retaliation
When an person was engaged in a protected activity and that this was a motivating factor in the adverse action, leading to treatment that was harsher than similarly situated employees who did not engage in the protected activity (source: leb.fbi.gov/2010/february/retaliation-in-discrimination-cases-eliminating-fear-of-reprisal)
Sexual Abuse
The willful inflicting of sexual injury, unreasonable confinement, intimidation, or punishment with resulting physical harm, pain or mental anguish. Sexual abuse includes sexual harassment, sexual coercion, or sexual assault. (source: www.ncdhhs.gov/dhsr/nhlcs/pdf/tag_223.pdf)
Sexual Assault
Unlawful attack by one person upon another for the purpose of inflicting severe or aggravated bodily injury (source: www.fbi.gov/about-us/cjis/ucr/crime-in-the-u.s/2011/crime-in-the-u.s.-2011/violent-crime/aggravated-assault).
Sexual Battery
A person is guilty of sexual battery if the person, for the purpose of sexual arousal, sexual gratification, or sexual abuse, engages in sexual contact with another person:
  1. By force and against the will of the other person; or
  2. Who is mentally disabled, mentally incapacitated, or physically helpless, and the person performing the act knows or should reasonably know that the other person is mentally disabled, mentally incapacitated, or physically helpless. (source: www.ncga.state.nc.us/EnactedLegislation/Statutes/HTML/ByArticle/Chapter_14/Article_7A.html
Sexual Coercion
The intimidation of a victim to compel the individual to do some sexual act against their will by the use of psychological pressure, physical force, or threats (source: legal-dictionary.thefreedictionary.com/coercion)
Sexual Conduct
Examples of sexual conduct include:
  1. making sexual propositions or pressuring students for sexual favors;
  2. touching of a sexual nature;
  3. writing graffiti of a sexual nature;
  4. displaying or distributing sexually explicit drawings, pictures, or written materials:
  5. performing sexual gestures or touching oneself sexually in front of others:
  6. telling sexual or dirty jokes;
  7. spreading sexual rumors or rating other students as to sexual activity or performance; or
  8. circulating or showing e-mails or Web sites of a sexual nature (source: www2.ed.gov/about/offices/list/ocr/docs/ocrshpam.pdf)
Sexual Contact
Sexual contact means:
  1. touching the sexual organ, anus, breast, groin, or buttocks of any person,
  2. a person touching another person with their own sexual organ, anus, breast, groin, or buttocks, or
  3. a person ejaculating, emitting, or placing semen, urine, or feces upon any part of another person.
Sexual Discrimination
Sexual harassment of students based upon their sex, which includes acts of sexual violence (source: www2.ed.gov/about/offices/list/ocr/letters/colleague-201104.html)
Sexual Exploitation/Sexual Misconduct
Sexual exploitation/sexual misconduct occurs when a student or employee takes non-consensual or abusive sexual advantage of another student or employee. This can be student on student, employee on employee, student on employee, or employee on student exploitation/sexual misconduct.
Sexual Harassment
Sexual harassment is conduct that:
  1. is sexual in nature;
  2. is unwelcome; and
  3. denies or limits a student's ability to participate in or benefit from a school's education program (source: www2.ed.gov/about/offices/list/ocr/docs/ocrshpam.pdf)
This can take two forms: quid pro quo and hostile environment.
  1. Quid Pro Quo harassment occurs when a school employee causes a student to believe that he or she must submit to unwelcome sexual conduct in order to participate in a school program or activity. It can also occur when an employee causes a student to believe that the employee will make an educational decision based on whether or not the student submits to unwelcome sexual conduct. For example, when a teacher threatens to fail a student unless the student agrees to date the teacher, it is quid pro quo harassment.
  2. Hostile Environment Harassment occurs when unwelcome conduct of a sexual nature is sufficiently serious that it affects a student's ability to participate in or benefit from an education program or activity, or creates an intimidating, threatening or abusive educational environment. A hostile environment can be created by a school employee, another student, or even someone visiting the school, such as a student or employee from another school. (source: www2.ed.gov/about/offices/list/ocr/qa-sexharass.html)
Sexual Violence
Sexual violence is a form of sexual harassment, which is also a crime. Sexual violence refers to physical sexual acts perpetrated against a person's will or where a person is incapable of giving consent (e.g., due to the student's age or use of drugs or alcohol, or because an intellectual or other disability prevents the student from having the capacity to give consent). A number of different acts fall into the category of sexual violence, including rape, sexual assault, sexual battery, sexual abuse, and sexual coercion. School employees, other students, or third parties can carry out sexual violence. All such acts of sexual violence are forms of sex discrimination prohibited by Title IX (source: www2.ed.gov/about/offices/list/ocr/docs/qa-201404-title-ix.pdf)
Stalking
Stalking is defined as a course of conduct directed at a specific person that would cause a reasonable person to fear for her, his, or other's safety, or to suffer substantial emotional distress. Please see section 14-277.3A of the General Statutes for North Carolina's definition of stalking.
Touching
Physical contact with another person, whether accomplished directly, through the clothing of the person committing the offense, or through the clothing of the victim. (source: www.ncleg.net/EnactedLegislation/Statutes/HTML/ByArticle/Chapter_14/Article_7A.html)
Counseling Services

CCCC provides a valuable benefit to all FULL-TIME employees and their immediate family members known as the Employee Assistance Program (EAP). We have partnered with McLaughlin Young Group, an independent provider of EAP services. There is no enrollment required and you are eligible to use the EAP through McLaughlin Young as of today - January 12, 2015.

The EAP offers help for personal and/or professional concerns by providing free, confidential, short-term counseling and personal consultation. The EAP has a network of counselors that are conveniently located. They can help you improve or resolve personal difficulties whether big or small, personal or work-related. Some examples of concerns that the EAP addresses include:

  • Family conflict
  • Depression and anxiety
  • Relationship issues
  • Communication breakdowns
  • Grief and loss
  • Alcohol or drug use
  • Stress
  • Work-related issues

Confidentiality is one of the most important features of the EAP. No one will know that you have used this resource unless you offer that information or unless someone's safety is threatened.

There is no cost to you for your phone calls or face-to-face visits with the EAP. CCCC covers all expenses for this program.

To seek assistance through the EAP, simply call 704-529-1428 or 800-633-3353.

Appointments are available during both daytime and evening hours. If you schedule appointments during work hours, it is your responsibility to make appropriate arrangements with your supervisor or Human Resource Director. The EAP is not designed to evaluate fitness for duty or authorize leave of absences, but will provide referrals as needed.

Please take advantage of this wonderful benefit. The EAP staff at McLaughlin Young is available 24 hours a day, seven days a week, ready to assist you. Remember, the EAP is always a good place to begin.

Get started today by visiting our EAP page and completing your employee orientation at the following link: www.mygroup.com/employees/employee-orientation/

Off Campus Counseling

HAVEN in Lee County

  • 160 Charlotte Avenue
  • Sanford, NC 27330
  • Administrative Line: (919) 774-8923
  • Crisis Line(s): (919) 774-8923
  • Website: www.haveninleecounty.org

S.A.F.E. of Harnett Co., Inc.

  • P.O. Box 728
  • Lillington, NC 27546-0728
  • Administrative Line: (910) 893-7233
  • Crisis Line(s): (910) 893-7233
  • Website: www.safeofhc.org

Family Violence & Rape Crisis Center

  • P.O. Box 1105
  • Pittsboro, NC 27312-1105
  • Administrative Line: (919) 542- 5445
  • Crisis Line(s): (919) 545-0224
  • Website: www.fvrc.org
  • P.O. Box 961
  • 144 N. Chatham Avenue
  • Siler City, NC 27344
  • Administrative Line: (919) 742-7320
  • Crisis Line(s): (919) 545-0224
  • Website: www.fvrc.org

Law Enforcement Support Agencies - 911 for Emergencies

  • Harnett County Sheriff's Department - 910-893-9111
  • Chatham County Sheriff's Department - 919-542-2811
  • Lee County Sheriff's Department - 919-718-4577
  • Lillington Police Department - 910-893-3015
  • Sanford Police Department - 919-775-8268
  • Pittsboro Police Department - 919-542-3200
  • Siler City Police Department - 919-742-5626
  • Dunn Police Department - 910-892-2399
Additional Resources