Summer 2026 Newsletter
Earlier this year, as we reflected on the milestone of Nearpass & Koegel’s third anniversary, we took the opportunity to look back on a period marked by growth, meaningful collaboration, and continued expansion of our work.
We're pleased to share our Year in Review, highlighting the partnerships, projects, and accomplishments that contributed to a meaningful and impactful year. Along the way, we expanded our work across multiple sectors, experienced continued growth in workplace investigations, and deepened relationships with clients in education, athletics, tech, government, and nonprofit organizations.
We are grateful to the organizations that entrusted us with important work and to the colleagues and partners who contributed to our continued success. We invite you to explore the report below and thank you for being part of our story.
In this issue:
2025 Year in Review
Firm Happenings
Legal Update
Interim Services
Upcoming Events
2025 Year in Review
2025 Highlights
We've gathered a few highlights that reflect the breadth of our work, our continued professional growth, and the relationships that made the year memorable. We hope you'll take a moment to explore them.
Firm Happenings
Managing Partners Kate Nearpass and Rachel Koegel recently convened a virtual roundtable for the Association of Workplace Investigators (AWI) Upstate New York Local Circle, facilitating a thoughtful discussion on the evolving role of artificial intelligence in workplace investigations.
Congratulations, Kate! We are pleased to share that Co-Managing Partner Kate Nearpass has been admitted to practice law in California. Kate's admission further strengthens Nearpass & Koegel's California presence and reflects our continued commitment to serving institutions nationwide through independent investigations and Title IX services.
Nearpass & Koegel was pleased to once again sponsor the Allen Creek Elementary Fun Run. We are proud to support an event that promotes educational opportunities, community engagement, and school spirit. We wish all students, families, educators, and staff a safe and enjoyable summer.
Kate recently completed her two-year term as Co-Chair of the Continuing Legal Education Committee for the Greater Rochester Association for Women Attorneys (GRAWA) and concluded her service on the Board of Directors. Kate also continues to serve as a Board Member of Empowering People's Independence (EPI), where she recently visited Camp Coast at Rotary Sunshine Camp to connect with campers and experience the organization's mission firsthand. We are grateful for Kate's continued commitment to our community.
Kate Nearpass tries her hand at archery during a visit to Camp Coast at Rotary Sunshine Camp with fellow EPI Leaders.
Legal Update
The New York State Division of Human Rights (NYSDHR) has released model training materials and implementation resources related to New York's Title VI campus compliance law which goes into effect on August 26, 2026. Title VI is a federal civil rights law that prohibits discrimination based on race, color, or national origin in programs and activities that receive federal funding.
The New York law requires colleges and universities in New York State to designate a Title VI Coordinator, provide annual Title VI training to students and employees, and regularly share information regarding institutional policies and procedures for reporting discrimination. Title VI Coordinators must be in place within 90 days of when the law takes effect.
The newly released resources include Title VI training guidelines, model training slides and scripts, and a checklist for institutionally developed equivalent training materials. According to NYSDHR, institutions may use the Division's model materials or develop institutionally equivalent training programs.
Learn more and access the materials on the NYSDHR website
Interim Services
The Growing Complexity of Title VI & IX Roles
Civil rights professionals are often asked to wear many hats. Beyond managing investigations, these roles may include policy development, training, reporting obligations, student and employee support, and collaboration with offices across campus.
For Title IX Coordinators, recent research suggests that many institutions continue to assign responsibilities alongside other significant roles. In its 2024 report on Title IX positions in higher education, CUPA-HR noted that many Title IX professionals continue to hold multiple institutional responsibilities, creating challenges related to workload, role complexity, and continuity.¹ In addition, broader higher education workforce research points to ongoing concerns about workload strain, understaffing, and employee retention in student-facing and compliance positions.²
These findings align with what we have observed while serving institutions in interim Title IX, civil rights, and investigations capacities. We've stepped into situations where a Title IX Coordinator was simultaneously managing investigations, training initiatives, policy updates, case management, and broader civil rights responsibilities. We've also seen the challenges institutions face when a key employee takes leave, transitions to a new role, or departs unexpectedly.
The issue is not simply workload. It is continuity.
When responsibilities are concentrated in a small office, or even an "office of one," ongoing investigations, training schedules, reporting obligations, and institutional knowledge can be difficult to maintain during periods of transition. As Title VI, Title IX and civil rights roles continue to evolve, institutions may benefit from periodically assessing whether their staffing structures and support systems are keeping pace with the demands placed on these positions.
A few questions worth considering:
How are Title VI, Title IX, and civil rights responsibilities distributed across your institution?
How much institutional knowledge resides with a single individual?
What plans are in place to maintain continuity during periods of leave or transition?
The answers will look different at every institution but taking time to evaluate capacity and preparedness can help ensure these critical functions remain supported when challenges arise.
¹ CUPA-HR, Title IX Positions in Higher Education (December 2024).
² CUPA-HR, Higher Education Employee Retention Survey Findings (September 2025).
Upcoming Events
AWI Training Institute | August 2026 Kate Nearpass will be teaching at the AWI Training Institute in Denver, Colorado, and Rachel Koegel will be serving as an evaluator for the Virtual Institute. To learn more about AWI's educational programming, visit the AWI website.
AWI Annual Conference | October 15–16, 2026 Nearpass & Koegel is pleased to sponsor the AWI Annual Conference in Seattle, Washington. Co-Managing Partner Rachel Koegel will be attending on behalf of the Firm. Registration is now open, and we hope to see many familiar faces there. Register here.
UVM Legal Issues in Higher Education Conference | October 19–21, 2026 Nearpass & Koegel is proud to sponsor the University of Vermont's Annual Legal Issues in Higher Education Conference in Burlington, Vermont. We look forward to connecting with colleagues from across higher education at this outstanding event. Register here.
AWI Upstate New York Local Circle
Did you miss our most recent Local Circle gathering? Visit the AWI website to learn more about upcoming AWI events and programs and stay tuned for details about our summer Local Circle event.
If you would like to discuss any topics covered in this newsletter or if you need assistance with investigations, mediation, interim support, Title IX services, or training, please contact us. We are here to assist you.
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