When a report is made, the Title IX Coordinator can investigate, address inquiries and coordinate the University’s response.  The University reserves the right to designate a different investigator or more than one investigator when the Title IX Coordinator has a conflict or when deemed appropriate by the Dean of Students, Title IX Coordinator or the Associate Vice President of Human Resources.  Complaints can be made by mail, orally or in writing, to the Title IX Coordinator, a Deputy Title IX Coordinator or a responsible employee.  Often, sex and gender-based complaints and other discrimination complaints, include other potential University policy violations.  Whenever there is a report of sex or gender-based discrimination or a report of any other form of discrimination, this policy shall apply. 

Complaints should include as much of the following information as possible:

  • the name, email address and phone number of the complainant;
  • a detailed statement describing the conduct which is the basis of the complaint;
  • name(s) of the respondent(s);
  • the date(s), time(s), and location(s) of the conduct;
  • the name(s) of any witness(es); 
  • a statement on how the alleged conduct affects the complainant’s education or employment; and
  • any supporting documentation and evidence. 

If the Title IX Coordinator or designated investigator believes that the complaint is incomplete, additional information may be requested.  Prompt filing of a complaint is strongly encouraged. The University reserves the right to not investigate a complaint that is made more than 120 days after the alleged incident, as a lengthy period between an alleged occurrence and an investigation may make fact finding difficult or impossible.  A complaint may be withdrawn at any time after it is filed.  However, withdrawal of a complaint will not necessarily result in the termination of the University’s inquiry or investigation.  

Cooperation with and Confidentiality of Investigations

Current students and employees who are not deemed a privileged and confidential resource are required to cooperate in a University inquiry or investigation as a condition of enrollment and/or employment. However, should a formal investigation commence, a complainant and/or a respondent may decline participating in interviews with the designated investigator by promptly notifying the EO & Title IX Coordinator. The failure of a complainant and/or a respondent to participate in an interview may impact the result of the investigation.

The privacy of all parties is respected to the extent possible, in accordance with the law and so as not to interfere with a University investigation. Any documents received by parties are confidential and should not be distributed to others with the exception of an advisor of choice and/or confidential resources. In instances where a confidentiality instruction is provided, violating such can be considered a violation of this policy. Witnesses are expected and encouraged to honor the privacy of the parties and the integrity of the investigation by not discussing the investigation or the subject matter of the inquiry with anyone.

Informal Resolution

Informal Resolution
If both parties are willing and deemed appropriate by the University, Informal Resolution can be available for complaints of discrimination and sexual misconduct and parties may voluntarily seek resolution of a complaint informally. If informal resolution is agreed to by both parties, the following are possible approaches:
1.    Communication directly with the person whose behavior is unwelcome; or
2.    Mediation to include one or more facilitated meetings.

The University does not require an individual to contact the person directly whose behavior is unwelcome, and responsible employees should always report allegations of sexual misconduct or discrimination to the EO & Title IX Coordinator prior to any attempt to resolve a complaint.  Informal resolution does not prevent the University from taking additional corrective action. If the situation is not resolved informally or if the complainant chooses not to engage in informal resolution, the complainant may initiate a formal complaint under this policy.