Consumer Information

Now you can download the Student Catalog TIBA 2022 in English and Spanish!

Individual Program Outcomes: 2023

School Outcomes as a Whole: 2023

Individual Program Outcomes: 2022

School Outcomes as a Whole: 2022

ALL PROGRAMS ARE TAUGHT AT UNION CITY CAMPUS ONLY
During our Temporary Distance Education delivery of some portion of the programs will be delivered online. There is no cost to students for Identity Verification. Student will need access to the internet and the ZOOM Application in order to attend the online portion of the program.

Occupational Disclaimer
The following careers require a physical demand for which an individual may need to be standing for long periods of time and may be in the presence of chemicals. Prospective enrollments should consider these and other demands before making their decision to enroll in our school

State Licensing Disclaimer
The state may refuse to grant a license if a student has been convicted of a crime; committed any act involving dishonesty, fraud, or deceit; or committed any act that, if committed by a licentiate of the business or profession in question, would be grounds for the New Jersey Board of Cosmetology and Hairstyling to deny licensure. The New Jersey Board of Cosmetology and Hairstyling many deny licensure on the grounds that the applicant knowingly made a false statement of fact required to be revealed in the application for such license. Students who are not U.S. citizens or who do not have documented authority to work in the United States will not be eligible to apply to take the state licensure examination. Total Image Beauty Academy is not responsible for students denied licensure.

*****The institution’s accrediting agency has allowed flexibilities to the institution in the publication of its student outcome rates if the COVID-19 Pandemic has significantly impacted the ability of students to successfully graduate, sit for licensure and/or obtain employment. Any rates reported below that have been modified in accordance with these flexibilities have been adjusted in one of the following manners as indicated As State and/or local restrictions with respect to the COVID-19 Pandemic have significantly impacted the ability of this institution?s students to sit for licensure and/or obtain employment, this rate has not been published

Gainful Employment Disclosures – 2019

Program Name Cosmetology and Hairstyling

This program is designed to be completed in 40 weeks/10 months/1 year.

This program will cost $16,632 if completed within normal time. There may be additional costs for living expenses. These costs were accurate at the time of posting, but may have changed.

Of the students who completed this program within normal time, the typical graduate leaves with

$ 7,500 of debt.

1) Program meets licensure requirements in the following States: New Jersey

For more information about graduation rates, loan repayment rates, and post-enrollment earnings about this institution and other postsecondary institutions please click here: https://collegescorecard.ed.gov/

Program Name Skin Care Specialist

This program is designed to be completed in 38 weeks/10 months/1 years.

This program will cost $9.500 if completed within normal time. There may be additional costs for living expenses. These costs were accurate at the time of posting, but may have changed.

Of the students who completed this program within normal time, the typical graduate leaves with

$ 4,903 of debt.

1) Program meets licensure requirements in the following States: New Jersey

For more information about graduation rates, loan repayment rates, and post-enrollment earnings about this institution and other postsecondary institutions please click here: https://collegescorecard.ed.gov/

Title IX

Title IX of the Education Amendments of 1972 states: “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.”

This includes discrimination on the basis of sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity. These changes are consistent with the U.S. Supreme Court’s decision in Bostock v. Clayton Cnty., Georgia, 140 S. Ct. 1731 (2020). The regulation also clarifies Adopting a policy or engaging in a practice that prevents a person from participating in an education program or activity consistent with the person’s gender identity subjects a person to more than de minimis harm on the basis of sex.” Quid pro quo harassment includes not only an employee but also an agent or other person authorized to provide an aid or benefit under the education program or activity. Quid pro quo harassment maybe explicit or implied. Hostile environment harassment must be subjectively and objectively offensive and so severe or pervasive that it limits or denies a person’s ability to participate in the education program or activity.

New final regulations update longstanding existing protections for students, employees, and applicants against discrimination based on pregnancy, childbirth, termination of pregnancy, lactation, related medical conditions, or recovery from these conditions. Specifically, the final regulations strengthen requirements that schools provide reasonable modifications for students 3 based on pregnancy or related conditions, allow for reasonable break time for lactation for employees, and access to a clean, private lactation space for students and employees. The final regulations also require that when a student, a parent of a minor student, or other authorized legal representative informs a school employee of a student’s pregnancy or related conditions, the employee then must provide the individual with information about the school’s obligations to prevent discrimination and ensure equal access. The final regulations also prohibit schools from disclosing personally identifiable information they obtain through complying with Title IX, including information about reasonable modifications for pregnancy or related conditions, with limited exceptions.

Prohibit discrimination against LGBTQI students, employees, and others. The rule prohibits discrimination and harassment based on sexual orientation, gender identity, and sex characteristics in federally funded education programs, applying the reasoning of the Supreme Court’s ruling in Bostock v. Clayton County. Protect people from harm when they are separated or treated differently based on sex in school. The final regulations clarify that a school must not separate or treat people differently based on sex in a manner that subjects them to more than de minimis harm, except in limited circumstances permitted by Title IX. The final regulations further recognize that preventing someone from participating in school (including in sex-separate activities) consistent with their gender identity causes that person more than de minimis harm. This general nondiscrimination principle applies except in the limited circumstances specified by statute, such as in the context of sex-separate living facilities and sex-separate athletic teams.

Total Image Beauty Academy (TIBA) is committed to providing for our students and employees an environment that is free from discrimination and harassment based on a protected characteristic, and retaliation for engaging in a protected activity. TIBA values and upholds the equal dignity of all members of its community and strives to balance the rights of the parties in the complaint process during what is often a difficult time for everyone involved and to conduct reliable and impartial investigations of all sex discrimination complaints. Promote accountability and fulfill Title IX’s nondiscrimination mandate to act promptly and effectively in response to information about conduct that reasonably may constitute sex discrimination, including sexual violence and other forms of sex-based harassment. These regulations also require that schools train employees about the school’s obligation to address sex discrimination, as well as employees’ obligations to notify or provide contact information for the Title IX Coordinator.

To stay in compliance with federal, state, and local civil rights laws and regulations, and to affirm its commitment to fairness and equity in all aspects of the education program TIBA has developed procedures that provide a quick fair, and unbiased process for those involved in a allegation of discrimination or harassment on the basis of a protected characteristic, and for allegations of retaliation.

In accordance with Title IX of the Education Amendments of 1972, TIBA prohibits discrimination based on sex, including sexual harassment and sexual violence, and promptly investigates when allegations of sex discrimination are made by a member of TIBA’s community. TIBA offers supportive measures, as appropriate, to restore or preserve a party’s access to the school’s education program or activity or provide support during a school’s grievance procedures or the informal resolution process. Supportive measures cannot be unreasonably burdensome to a party and cannot be imposed for punitive or disciplinary reasons.

We will ensure that no student or employee is intimidated, threaten, coerce, or discriminate against someone in order to interfere with their Title IX rights or because they reported sex discrimination, including sexual violence or other forms of sex-based harassment, or participated in, or refused to participate in, the school’s Title IX process. The final regulations also make clear that schools must protect students from peer retaliation by other students.

Tiba also recognizes the rights of parents and guardians to act on behalf of a minor student, including when seeking assistance under Title IX and participating in a school’s Title IX grievance procedures

Tiba publishes these rules on our website and Student Handbooks given out during orientation to clearly and effectively inform key people, including students, employees, and applicants, of their nondiscrimination policies and procedures.

Tiba does not disclose personally identifiable information that is obtained through complying with Title IX, with limited exceptions, such as when they have prior written consent or when the information is disclosed to the parent of a minor.

Title IX Coordinator is Michael Hechme

The Title IX Coordinator has the primary responsibility for coordinating the School’s efforts related to the intake, investigation, resolution, and implementation of supportive measures to stop, remedy, and prevent discrimination, harassment, and retaliation that is prohibited under Title IX.

Formal complaints or notice of alleged policy violations, or inquiries about or concerns regarding Title IX may be made internally to:
Michael Hechme
Title IX Coordinator and
School Director
3900 Bergenline Ave
Union Citu NJ 07087
Phone: (201)766-2355
Email: michaelh.tiba@gmail.com

Discrimination, Harassment, and/or Retaliation of any kind should be reported.

The Department’s final regulations include the following:

• All schools must treat complainants and respondents equitably.
• Title IX Coordinators, investigators, decisionmakers, and facilitators of an informal resolution process must not have a conflict of interest or bias for or against complainants or respondents generally or an individual complainant or respondent.
• A school’s grievance procedures must include a presumption that the respondent is not responsible for the alleged sex discrimination until a determination is made at the conclusion of the school’s grievance procedures.
• A school’s grievance procedures must require adequate notice to the parties of the allegations, dismissal, delays, meetings, proceedings, and determinations.
• A school’s grievance procedures must give the parties an equal opportunity to present and access relevant and not otherwise impermissible evidence, as well as provide a reasonable opportunity for each party to respond to that evidence.
• he school’s decisionmakers must objectively evaluate each party’s relevant and not otherwise impermissible evidence.
• A school must have a process enabling the decisionmaker to assess a party’s or witness’s credibility when credibility is in dispute and relevant. For sex-based harassment complaints involving a student party at a postsecondary institution, this process must include either: questioning by the investigator or decisionmaker during individual meetings with a party or witness (including questions proposed by each party), or questioning by the decisionmaker during a live hearing (including questions proposed by each party and asked by the decisionmaker or the party’s advisor).
• In evaluating the parties’ evidence, a school must use the preponderance of the evidence standard of proof unless the school uses the clear and convincing evidence standard in all other comparable proceedings, including proceedings relating to other discrimination complaints, in which case the school may use that standard in determining whether sex discrimination occurred.
• A school must not impose disciplinary sanctions under Title IX on any person unless it determines at the conclusion of grievance procedures that sex discrimination for which the person was responsible has occurred.

For instance, schools have the option to use a single-investigator model, and schools may choose to use this model in some, but not all, cases as long as it is clear in their grievance procedures when this model will be utilized. Schools also have the option to offer an informal resolution process for sex discrimination complaints unless the complaint includes allegations that an employee engaged in sex-based harassment of an elementary school or secondary school student, or unless such a process would conflict with Federal, State, or local law.

Notice or complaints of the above-mentioned may be made by filing a report or Formal Complaint with, or give verbal notice to, the Title IX Coordinator. Such a report or Formal Complaint may be made at any time by using the telephone number or email address above or by mail to the office listed for the Title IX Coordinator.

Report online, by sending an email to michaelh.tiba@gmail.com or by completing the a form linked below or obtained in the Directors office. Anonymous reports are accepted but need to be investigated to determine if the parties can be identified. If not, no further formal action is taken, though measures intended to protect the community may be enacted. TIBA will most certainly provide supportive measures to all Complainants, which can be tough with an anonymous report that does not identify the Complainant. Upon receiving a report or Formal Complaint TIBA will address the matter and provide a quick, fair and unbiased investigation and resolution. Following an alleged offense, a Complainant will be provided with written information on their rights and options for, and available assistance in, changing academic and/or working situations.

Click on below link.
https://www2.ed.gov/about/offices/list/ocr/docs/title-ix-rights-201104.html

Fact Sheet: Final Title IX Regulation

1. Recognition of Sexual Harassment as Sex Discrimination

• Sexual harassment under Title IX includes – dating violence, domestic violence, and stalking.

2. Protections for Survivors

• Survivors are in the position of control to decide what happens after an incident of sexual harassment, including sexual assault, occurs.
• Schools must respect a survivor’s decision to file, or not to file, a formal complaint and must offer supportive measures either way.
• Schools must respond promptly in every instance by offering to provide supportive measures like dorm reassignments or class schedule adjustments.
• Schools are forbidden from pressuring a survivor into filing or not filing a formal complaint or participating in a grievance process.
• To protect younger students, K-12 schools must respond promptly when ary school employee has notice of sexual harassment, including sexual assault.
• The regulation extends to all aspects of a school’s education program or activity and applies to any building owned or controlled by a student organization recognized by a college or university.
• lf a survivor chooses to participate in a grievance process, the regulation protects survivors from inappropriately being asked about prior sexual history (also known as “rape shield” protections), and the survivor must not be required to divulge any medical, psychological, or similarly privileged records.
• A survivor never has to come face-to-face with the accused during a hearing, and an accused is never allowed to personally ask questions of a survivor.
• Survivors are protected against retaliation when they choose to report sexual misconduct or not, file a formal complaint or not, participate in a grievance process or not.
• Survivors are protected against bullying or harassment throughout the grievance process.

3. Campus Processes and Procedures

• The regulation provides students with a right to writlen notice of allegations, the right to advocate, and the right to submit, examine, and challenge evidence.
• All students have the right to a live hearing where advisors conduct cross examination.
• All students have the right to an impartial finding based on evidence using a standard of evidence – either the preponderance of evidence standard or the clear and convincing standard – that applies to all members of the school community, including faculty.
• Schools must offer both parties an equal opportunity to appeal to the finding.
• The regulation gives schools flexibility to conduct Title lX investigations and hearings remotely

Helpful resources:

Training by Title IX Coordinator (Michael Hechme) certificates and Questions and Answers on the Title IX Regulations on Sexual Harassment (July 2021) (Updated June 28,2022) click link below
https://www2.ed.gov/about/offices/list/ocr/docs/202107-qa-titleix.pdf

Three federal laws create reporting responsibilities for campus employees, faculty, and professional staff to: Ensure appropriate services to victims of sexual violence foster transparency about campus crimes Permit the institution to appropriately remedy discrimination and harassment.

All faculty, employees and professional staff are expected to report acts of sex and/or gender discrimination–including sexual violence –involving any member(s) of the campus community, guests, or visitors to the Title IX Coordinator, without delay.

The Title IX Coordinator’s role is to oversee efforts to investigate promptly, thoroughly, and effectively, remedy, stop, and prevent all forms of sex harassment and sex discrimination. The Title IX Coordinator also looks for patterns of behavior and ensures provision of services and support to the parties involved in an allegation.

Mandated Reporters: Full Reporting “Confidential” Reporting Must report all known information regarding an incident to the Title IX Coordinator without delay Report only nonidentifiable, aggregate information regarding incidents disclosed to them All employees except those who are confidential Only professional Counselors and Medical Providers

All employees are Mandatory Reporters, meaning they must report all known information regarding incidents of sex/gender discrimination, sexual violence, or crime to the Title IX Coordinator (with the exception of those who are confidential). q Though many employees have mentoring and close relationships with students and other employees, it is not appropriate to promise someone that you will not report what they tell you. q Thus, if it appears that a victim is about to disclose information regarding a crime, sex/gender discrimination, or sexual violence, employees should make sure the victim understands that you will have to share details of their report with a small circle of administrators who may be obligated to act on the information.

Only professional counselors, pastoral counselors, and health service medical staff whose official responsibilities include providing medical services or mental-health counseling to members of the school community may provide “complete” confidentiality for reported incidents. Will only report information with the consent of the victim or if there is a legal “duty to warn.” For professional counselors or medical providers to maintain confidentiality, they must have received the notice while working within the scope of their licensure, certification, and job description.

Should a victim wish to make a confidential report, employees should facilitate a meeting with counselors or medical staff who may maintain confidentiality. Community resources, such as local victim advocacy centers and domestic violence shelters, are additional confidential reporting resources. Confidential reporters provide aggregate data without personally identifiable information. Unless the client/patient consents to the sharing of more detail.

Confidentiality Full Report to Title IX Coordinator Full Report to Law Enforcement Should seek out counselors or medical providers May also seek confidential resources from off-campus Any employee should assist the victim with this request; Title IX Coordinator will ensure that Safety & Security notified to extent mandated by law Any employee should assist the victim with this request; Safety & Security will then also notify the Title IX Coordinator

All employees (faculty & staff) are expected to report crimes involving any member(s) of the campus community to Safety & Security without delay, unless a sex crime victim does not wish the report to be made (a report must be made to the Title IX Coordinator no matter what). Exception: Reporting of child sexual and/or physical abuse should be made to Safety & Security and the Department of Public Welfare. Exception: Emergencies that impact on the health or safety of campus should be reported to law enforcement even if a victim does not want to report.

Student staff are considered mandated reporters for information they learn while they are working. When off duty, student staff are not mandated to report. Timely warnings must be issued immediately by Campus Police/Public Safety for crimes that represent a threat to the campus, so do not delay your report as mandated.