Sex and Gender-Based Harassment and Discrimination Policy

Regulations on Title IX require that grievance procedures provide prompt and equitable resolution of sex discrimination complaints and guidance on prevention awareness, resources, and responsible employee training programs for individuals with reporting responsibilities. The University will continue to take a series of specific and ongoing steps in compliance with these federal requirements and recommendations to address these types of conduct, including sexual violence, sexual assault (including rape and acquaintance rape), sexual battery, sexual coercion, domestic violence, dating violence, and stalking (hereinafter referred to as “sexual violence and related misconduct”) as further defined in the Clery Act and Title IX.

Emory University regularly hosts training to prevent dating violence, domestic violence, sexual assault, and stalking. For an inclusive list and descriptions of all VAWA related programming hosted during the 2025-2026 school year, please see page 50 of the ASR.

Prohibited Conduct

Prohibited Conduct includes a range of behaviors focused on sex and/or gender. Prohibited Conduct can occur between strangers, acquaintances, or people who know each other well, including between people involved in a consensual relationship. Prohibited Conduct can be committed by anyone regardless of gender identity or sexual orientation and can occur between people of the same or different sex or gender.

Consensual sexual activity requires a knowing, voluntary, and mutual decision by all participants involved. Any non-consensual sexual activity is Prohibited Conduct. A person who initiates sexual activity is responsible for obtaining consent for that conduct. The following are grounding principles:

  • Conduct that is not voluntary, including coerced sexual activity, is not consensual.
  • A sleeping, unconscious, or incapacitated person cannot give affirmative consent.
  • The use of alcohol or drugs does not justify or excuse Prohibited Conduct and never makes someone at fault for experiencing Prohibited Conduct.
  • A person cannot give affirmative consent if the person lacks the ability to make or understand the decision to affirmatively consent to sexual activity. A person’s ability to decide to give affirmative consent might be significantly impacted by a disability, excessive consumption of alcohol, consumption of drugs, or unwilling restraint of the person by another; in each case, however, the specific factual circumstances regarding the issue of a person’s capability to provide affirmative consent must be considered.

Key terms are located in Emory’s Sex and Gender-Based Harassment and Discrimination Policy (“Policy 8.2,” available at https://policies.emory.edu/8.2). 

Reporting

As Sexual and Gender-Based Harassment and Discrimination may, in some instances, constitute a violation of University policy and constitute criminal activity, the University encourages individuals to report alleged Prohibited Conduct promptly to campus officials and to law enforcement authorities, where appropriate. As reflected in Policy 8.2, Emory prohibits the crimes of dating violence, domestic violence, sexual assault and stalking. The University requires all employees, except those who fall into a limited exception, who are aware of misconduct—and strongly encourages all students, whether they have experienced the conduct, witnessed the conduct, or otherwise have knowledge of sexual violence and related misconduct—to promptly and accurately report any incidents of sexual assault, dating violence, domestic violence, or stalking, whether they occurred on campus or off, to the University as described below.

A report of sexual violence or related misconduct can be made to the University, the police, or to both at any time, but the University strongly encourages individuals to file reports promptly to preserve evidence for potential legal and/or grievance process. Individuals who make a report will receive information in writing about their rights and options. Details about reporting options are provided below. All individuals who make a good faith report or participate in an investigation or adjudication process under Policy 8.2 are protected from retaliation. Emory will honor orders of protection, no contact orders (issued and enforced by University officials), restraining orders and similar lawful orders issued by a criminal, civil or tribal court. Emory will also provide available support measures such as changes to housing or academic schedules regardless of the process chosen.

In addition to pursuing criminal charges through the legal system, an individual who has experienced sexual violence or related misconduct can choose to report the incident to the University, which provides the option of addressing the incident under Policy 8.2. Reports of sexual violence and related misconduct are submitted to the University’s Department of Title IX (DTIX) which can also assist employees and students in notifying Emory Police Department or other local police authorities as requested.

The contact information for Emory’s Title IX Coordinator follows:

University Title IX Coordinator

Department of Title IX

Administration Building, Suite 305

201 Dowman Drive Atlanta, GA 30322

404.727.8205

Email: titleix@emory.edu

Please note, you may make a report at any time, but the Title IX Coordinators are only available to speak during business hours. For emergency calls, please call 911.

Reporting to the Emory Police Department (EPD) or Local law Enforcement

Students, Employees, and Third Parties have the option to file a complaint directly with EPD or other applicable law enforcement authorities, so that the matter can be pursued through the criminal justice system. Students, Employees, and Third Parties may contact the Department of Title IX, and resources such as the Respect Program, for assistance in filing a complaint with law enforcement.

In an emergency situation, Students and Employees should call 911 to be directed to the closest law enforcement agency.

Information on Filing a Formal Complaint

When a Complainant has experienced Prohibited Conduct, the Complainant may file a Formal Complaint with the Title IX Coordinator in person, by mail, or by email. The Formal Complaint must contain the Complainant’s physical or digital signature or otherwise indicate that the Complainant is the person filing, and it should express a request that the University commence an investigation of the allegations in the Formal Complaint.

The Title IX Coordinator has discretion to file a Formal Complaint of reported Prohibited Conduct, even if the Complainant chooses not to participate in the process and/or does not wish to file a Formal Complaint, when the Title IX Coordinator determines that the report includes conduct that poses a threat to the health, safety and well-being of the community.

The following factors may be considered when determining how to respond: the seriousness of the alleged sexual misconduct, the Complainant’s age, whether there have been other complaints of Prohibited Conduct against the same Respondent. Please note, in cases involving a pattern of conduct by the Respondent, the use of weapons, or drugs to limit a Complainant’s capacity, Emory is required to move forward with a formal process, even if the Complainant does not wish to do so. After a Formal Complaint has been filed by a Complainant or signed by the Title IX Coordinator, the University will commence its formal grievance process.

 

Reports from Others and Anonymous Reports

In cases where Prohibited Conduct is reported to the Title IX Coordinators or a Deputy Title IX Coordinator by someone (for example, a faculty member, resident advisor, friend, roommate or coworker) other than the Student, Employee, or Third-Party individuals who were subjected to the alleged misconduct, the Title IX Coordinator will promptly notify the impacted Student, Employee, or Third Party that a report has been received and will provide information about available resources. This Policy will apply in the same manner as if the impacted Student, Employee, or Third Party had made the initial report. The Title IX Coordinator will make every effort to meet with the impacted Student, Employee, or Third Party to discuss available options and on-campus and off-campus resources. The Department of Title IX will handle reports from anonymous sources in the same manner.

A Formal Complaint cannot be filed anonymously.

Requests Not to Pursue a Complaint or Requests for Confidentiality

A Complainant may decide to report an alleged incident of Prohibited Conduct (including Title IX Misconduct) without pursuing resolution of the complaint through the Title IX grievance process. A Complainant may also request that the University keep their identity confidential. The University takes these requests seriously; however, such requests may limit the University’s ability to investigate and respond to the reported misconduct.

The Title IX Coordinator will decide whether to grant requests not to investigate the report or to keep the Complainant’s identity confidential considering the potential threat(s) of harm to the Complainant and/or the campus community. In determining whether to honor the request, the Title IX Coordinator will consider the seriousness of the alleged Prohibited Conduct, the Complainant’s age, the Respondent’s disciplinary history, and the parties’ rights under the Family Educational Rights and Privacy Act (FERPA). The Title IX Coordinator will promptly notify the impacted Student, Employee, or Third Party making a request for confidentiality whether the University will be able to honor the request. If the Title IX Coordinator determine they must disclose a Complainant’s identity to a Respondent, they will inform the Complainant prior to filing a Formal Complaint for a formal investigation.

University personnel will reveal information about investigations and disciplinary proceedings related to Prohibited Conduct only on a “need to know” basis.

Please note: The fact that the University will keep information confidential does not prohibit either a Complainant or Respondent from obtaining the assistance of family members, counselors, therapists, clergy, doctors, attorneys, or similar resources. Additionally, there is no restriction preventing either party from discussing the alleged incident itself.

Even when the University is in receipt of a request not to pursue a complaint, Title IX requires that the University take action in response to the information known to it.

Prompt, Fair, and Impartial Investigation and Resolution by Trained Personnel

Under all procedures for investigations of incidents of sexual violence and related misconduct, DTIX will conduct the investigation. If the conduct falls under the category of Prohibited Conduct, DTIX investigator(s) will determine whether there has been a violation of Policy 8.2 using a preponderance of the evidence (“more likely than not”) standard. If the conduct falls under the category of Title IX Misconduct, the determination of whether there has been a violation of Policy 8.2 will be made by a hearing officer after conducting a live hearing; the hearing officer will also use the preponderance of the evidence standard.

The investigators and hearing officers receive annual training and ongoing training throughout the year on issues related to sexual violence and related misconduct. They are also provided training on how to conduct investigations and hearings in a fair and equitable manner, without conflicts of interest that both protect the safety of those involved and promote accountability. These officials also receive training on the issues related to dating violence, domestic violence, sexual assault, and stalking.

Supportive and Protective Measures

Supportive Measures are non-disciplinary, non-punitive individualized services, accommodations, and other assistance that the University offers and may put in place, as appropriate, as reasonably available, and without fee or charge, after receiving notice of possible Title IX Misconduct or other Prohibited Conduct. Supportive Measures are designed to restore or preserve access to the University’s education programs and activities, protect the safety of all parties and the University’s educational or work environment, or deter Prohibited Conduct, while not being punitive in nature or unreasonably burdening the other party.

Supportive Measures are available regardless of whether the matter is reported to the University for the purpose of initiating a proceeding under this Policy and before, after, and regardless of whether a Formal Complaint of Prohibited Conduct is filed. A Complainant who requests Supportive Measures retains the right to file a Formal Complaint, either at the time the Supportive Measure is requested or at a later date. Any Complainant that requests Supportive Measures will be informed in writing of their right to simultaneously or subsequently file a Formal Complaint.

The Title IX Coordinators, or their designee, will contact a Complainant after receiving a report of possible Title IX Misconduct or other Prohibited Conduct (1) to discuss the availability of Supportive Measures; (2) to ask about the Complainant’s wishes with respect to Supportive measures; (3) to explain that Supportive Measures are available with or without the filing of a Formal Complaint; and (4) to explain the process for filing a Formal Complaint. The Title IX Coordinators will consider the Complainant’s wishes with respect to implementation of Supportive Measures.

Supportive Measures may also be requested by and made available to Respondents, witnesses, and other impacted members of the University community. Requests for supportive measures shall be submitted in writing to the University Title IX Coordinator, who will consider these requests on a case-by-case basis.

While the Title IX Coordinators will ultimately serve as the point of contact for any party requesting Supportive Measures, Supportive Measures may, in the first instance, be requested directly from the Confidential Resources set forth above regardless of whether the Title IX Misconduct or other Prohibited Conduct is otherwise reported to the University or law enforcement. Ultimately, the Title IX Coordinator is responsible for coordinating the effective implementation of supportive measures.

To determine the appropriate Supportive Measure(s) to be implemented, the University conducts an individualized assessment based on the unique facts and circumstances of a situation. Supportive Measures will not be disciplinary or punitive in nature and will not unreasonably burden, or unreasonably interfere with the educational pursuits of, the other party. Whether a possible Supportive Measure would unreasonably burden the other party is a fact-specific determination that considers the nature of the educational programs, activities, opportunities and benefits in which an individual is participating.

Examples of Supportive and Protective Measures include:

  • Academic support services and accommodations, including the ability to reschedule classes, exams and assignments, transfer course sections, or withdraw from courses without penalty;
  • Academic schedule modifications (typically to separate Complainant and Respondent);
  • Work schedule or job assignment modifications (for University employment);
  • Changes in work or housing location;
  • An escort to ensure safe movement on campus;
  • On-campus counseling services and/or assistance in connecting to community-based counseling services;
  • Assistance in connecting to community-based medical services;
  • No contact directives (to instruct individuals to stop all attempts at communication or other interaction with one another);
  • Temporarily limiting an individual's access to certain University facilities or activities;
  • Work schedule or job assignment modifications, including suspending employment with or without pay, consistent with any applicable written procedures (for University employment);
  • Information about and/or assistance with obtaining personal protection orders;
  • Leaves of absences;
  • Increased monitoring and security of certain areas of the campus; or
  • A combination of any of these measures.

The University will maintain Supportive Measures provided to the Complainant or Respondent as confidential to the extent that maintaining such confidentiality would not impair the University’s ability to provide the Supportive Measures.

Assistance in Changing Academic, Living, Transportation, and Working Situations

As reflected in Policy 8.2, the University provides a collaborative course of action when an individual reports or discloses sexual violence or related misconduct. These measures, which include no contact orders, counseling, workplace accommodations, and academic (e.g. extension of time to complete classwork, withdrawal from a course, section or schedule change) and housing accommodations, are available regardless of whether the affected individual pursues adjudication under the University policy or through criminal proceedings. As appropriate, the following staff work together to identify and provide support and protective measures in a confidential manner to the extent that maintaining such confidentiality would not impair the ability of the institution to provide accommodations or protective measures:

  • Department of Title IX (Title IX Coordinator/Deputy Coordinators)
  • Office of Respect
  • Student Health Services
  • Counseling and Psychological Services (CAPS)
  • Emory Police Department
  • Dean of Students
  • Residence Life and Housing
  • Office of Human Resources
  • Academic Deans and Advisors

Process Timeline and Procedures

Consistent with the goal to maximize educational opportunities and minimize the disruptive nature of the investigation and resolution, DTIX seeks to resolve all reports within 120 days from the receipt of a formal complaint. The Title IX Coordinator may set reasonable time frames for required actions under the policy. Those time frames may be extended for good cause as necessary to ensure the integrity and completeness of the investigation, comply with a request by external law enforcement, accommodate the availability of witnesses, accommodate delays by the parties, account for University breaks or vacations, or address other legitimate reasons, including the complexity of investigation (including the number of witnesses and volume of information provided by the parties) and the severity and extent of the alleged conduct. Any extension of the time frames and the reason for the extension, will be shared with the parties in writing. Best efforts will be made to complete the process in a timely manner while also ensuring thoroughness and due process.

Once a Formal Complaint has been submitted to the Title IX office, The Title IX Coordinator will provide a written notice to the parties whose identities are known by the University. The Notice will include:

  • Notice of Emory’s Title IX grievance process (which is outlined below), including an informal resolution process.
  • Notice of the allegations potentially constituting Title IX Misconduct, including sufficient details known at the time and with sufficient time to prepare a response before any initial interview. Sufficient details include the identities of the parties involved in the incident, if known; the conduct allegedly constituting Title IX Misconduct; and the date and location of the alleged incident, if known.

The University Title IX Coordinator, or designee, will conduct an intake meeting to inform the Complainant and Respondent of their rights and responsibilities; the prohibition against retaliation; further provide information about supportive measure; discuss the Prohibited Conduct allegations; information about how the institution will protect the confidentiality of victims and other necessary parties; information on victim services within the institution and the community; information regarding existing resources available for victims within the institution and larger community regarding counseling, health, mental health, victim advocacy, legal assistance, visa & immigration assistance, student financial aid, and other related services; provisions about options for and available assistance in how to request accommodations and protective measures; and information about the investigative processes.

The written notice will also include a statement that the Respondent is presumed not responsible for the alleged conduct and that a determination regarding responsibility is made at the conclusion of the grievance process. The written notice will inform the parties that they may have an advisor of their choice, who may be, but is not required to be, an attorney, and may inspect and review evidence as described herein.

The written notice will additionally inform the parties of any provision in the University’s Code of Conduct that prohibits knowingly making false statements or knowingly submitting false information during the grievance process.

If, during an investigation, the University decides to investigate allegations about the Complainant or Respondent that are not included in the initial Written Notice provided, the University will provide notice of the additional allegations to the parties whose identities are known.

The Title IX Coordinator shall make an initial assessment as to whether the report on its face alleges an act of Title IX Misconduct and whether the conduct is covered by Policy 8.2. If the Title IX Coordinator determines in their assessment that the allegations would not constitute Title IX Misconduct, the University will dismiss the matter as described below.

 

Informal Resolution

Claims of Title IX Misconduct may be resolved by using an informal or a formal process. The Title IX Coordinator will discuss these two options for resolution during initial meetings with the Complainant and Respondent, as well as upon conclusion of the preliminary assessment process, if appropriate. Either party may request one of these forms of resolution, but for informal resolution, the University must approve that such a process is appropriate under the circumstances and both parties must provide voluntary, informed, written consent to the informal resolution process.

At any time after a Formal Complaint has been signed, and before a determination of responsibility has been reached, the parties may voluntarily agree to participate in an informal resolution facilitated by Emory University that does not involve a full investigation and adjudication.

Prior to entering the informal resolution process, Emory University will provide the parties a written notice disclosing:

  • The allegations;
  • The requirements of the informal resolution process, including the right of any party to withdraw from the informal resolution process and resume the grievance process, and the circumstances which preclude parties from resuming a Formal Complaint arising from the same allegations;
  • Consequences resulting from the informal resolution process, including that the records will be maintained for a period of seven (7) years but will not be used by investigators or decision-makers if the formal grievance process resumes.

No recording of the informal resolution process will be made and all statements made during the informal resolution process will not be used for or against either party (and the Hearing Officer and Appeal Officer may not consider any such statement made during informal resolution) should the parties resume the grievance process. Failure to comply with an informal resolution agreement may result in disciplinary action or other appropriate actions within the discretion of the University Title IX Coordinator.

Informal resolution is not available to resolve allegations by a student against an employee.

Formal Resolution

The formal resolution process typically commences when a Complainant files a Formal Complaint and an investigation proceeds. The Written Notice will include information about the conduct process. Formal resolution may also commence when the Title IX Coordinator signs a Formal Complaint.

After providing written notice to the Complainant and Respondent, the Title IX Coordinator will appoint an investigator to gather all available information relevant to the allegations in the Formal Complaint. The Title IX Coordinator will share the Complainant’s and Respondent’s names and contact information with the investigator, who will reach out to the parties to introduce themselves. All investigators will have training in investigating and evaluating conduct prohibited under the Policy. The investigator will be impartial and unbiased.

The Title IX Coordinator may consolidate multiple Formal Complaints against a single Respondent or group of Respondents, or a single Complaint or group of Complainants, into one investigation if the evidence related to each incident would be relevant and probative in reaching a determination on the other incident(s). Where a Formal Complaint contains allegations that may implicate violations of other University policies, the Title IX Coordinator, in consultation with other University administrators, may, in their discretion, choose to consolidate those allegations with the Formal Complaint or refer those allegations to the appropriate University office for investigation under a different applicable process. The decision to consolidate Formal Complaints is not subject to appeal.

Rights of Parties and Opportunities to Have Others Present

During the investigation and hearing, a Complainant and Respondent each have the right to an advisor of choice as well as an additional support person. The advisor may attend all meetings that their respective party attends.

Each party has a responsibility to notify their advisor of the time, date, and location of any meetings or disciplinary proceeding. Proceedings will not be unduly delayed to accommodate an advisor. The University offers trained Title IX advisors for Complainants and Respondents. The University Title IX advisors support the Complainant or Respondent through the investigation and adjudication process. Individuals interested in utilizing a University Title IX advisor should submit a request in writing to the appropriate Title IX Coordinator.

University Title IX advisors may guide and assist the Complainant or the Respondent by:

  • Connecting them to support services as needed;
  • Clarifying questions about the investigation and adjudication process;
  • Assisting in the reporting of any instance of retaliation;
  • Providing general support during what can be a stressful process;
  • Attending meetings or proceedings throughout the investigation and adjudication process; and
  • For Complainants—connecting them to the appropriate resources for the process of criminal reporting if the Complainant chooses to explore that option.

Notice of Outcome

The decision as to the outcome of all steps in the process, including an initial investigation, any appeal and the final outcome will be sent in writing and simultaneously, to both reporting and responding parties. The notice will include information consistent with Title IX, the Clery Act, VAWA, the Family Educational Rights and Privacy Act (FERPA), other applicable laws and appeal procedures. If a reporting party who experienced a non-forcible sex offense or other violence crime is deceased, written notification of the outcome will be provided to the next of kin upon written request.

The Hearing Officer shall issue a written determination regarding responsibility within fifteen (15) business days of the conclusion of the hearing. The written determination shall include:

  • Identification of the allegations potentially constituting Title IX Misconduct;
  • A description of the procedural steps taken from the receipt of the Formal Complaint through the determination;
  • Findings of fact supporting determination;
  • Conclusions regarding application of the University’s policy to the facts;
  • The rationale for the result as to each allegation;
  • Any disciplinary sanctions imposed (or Recommendation for Sanctions) on the Respondent;
  • Whether Remedies will be provided to the Complainant; and Information about how to file an appeal.

Possible Sanctions and Protective Measures

The institution may impose either sanctions or protective measures following a final determination of sexual violence and related misconduct. Sanctions and protective measures following a final determination of sexual violence and related misconduct.

Sanctions for Students include but are not limited to:

  • Revocation of degree (if the Respondent graduates prior to the conclusion of the disciplinary process);
  • Revocation of alumni privileges (if the Respondent graduates prior to the conclusion of the disciplinary process);
  • Expulsion;
  • Suspension for an identified time frame or until satisfaction of certain conditions, or both;
  • Disciplinary probation (formal recognition that a student is not currently in good disciplinary standing with the University) for an identified time frame or until satisfaction of certain conditions, or both;
  • Removal from student housing;
  • Restriction from University premises;
  • Dismissal or restriction from University employment;
  • Temporary or permanent separation of the parties (by way of example only: change in classes, reassignment of residence, no contact orders, limiting geography where parties may go on campus) with additional sanctions for violating orders;
  • Successful completion of educational or training programs;
  • Successful completion of alcohol and other drug awareness and abuse prevention program;
  • Removal from leadership/supervisory positions within the University Community;
  • Revocation of honors or awards;
  • Loss of University privileges (i.e., using University athletic facilities, parking on campus, using the campus library, utilizing the dining hall);
  • Community service;
  • Reprimand;
  • Restitution;
  • Warning;
  • Permanent or time-limited restrictions from participation in certain University programs or activities; and
  • Any other discretionary sanctions that are directly related to the violation or conduct and that are aimed at eliminating Title IX Misconduct, preventing its recurrence, and addressing its effect on the Complainant and, if applicable, the University community.

Sanctions for Employees include, but are not limited to:

  • An apology to the Complainant;
  • A verbal or written reprimand;
  • A requirement to attend remedial training;
  • Restorative justice sessions;
  • Appropriate workplace restrictions;
  • Denial of a merit pay increase or other benefit;
  • Denial of promotion;
  • Reassignment;
  • Suspension;
  • Separation from the University; or
  • Any other discretionary sanction that is directly related to the violation or conduct and is aimed at eliminating Title IX Misconduct, preventing its recurrence, and addressing its effects on the Complainant and, if applicable, the University community.

Appeals

Under Policy 8.2, both parties have the right to appeal the University’s dismissal of a Formal Complaint, or any allegations therein, and the outcome of a Title IX Misconduct hearing on the following grounds:

  1. Procedural irregularity that affected the outcome of the matter, which may include, but is not limited to, failure to objectively evaluate all relevant evidence, including inculpatory evidence;
  2. New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made, that could affect the outcome of the matter; and/or
  3. The Title IX Coordinator, investigator(s), or members of the hearing board had a conflict of interest or bias for or against Complainants or Respondents generally, or the individual Complainant or Respondent that affected the outcome of the matter.

Under Policy 8.2, both parties shall have the right to appeal the outcome of a Prohibited Conduct matter on any of the following grounds:

  1. To consider new information, sufficient to alter the decision, or other relevant facts not brought out in the investigation because such information was not known or knowable to the appealing party during the investigation;
  2. To allege a significant procedural error within the investigative process that may have substantially impacted the fairness of the investigation, the decision, and/or the sanction; and/or
  3. To allege that the sanction imposed is overly excessive or insufficient based upon the weight of the information considered by the University Title IX Coordinator.

Appeals may be submitted in writing by a Complainant or Respondent to the appropriate University Title IX Coordinator. Appeals must be filed within seven (7) business days of the date that the Title IX Coordinator sends the parties the written determination. If the appeal is filed in accordance with Policy 8.2, each party will be given the opportunity to review the written appeal and respond to it in writing to the appeal officer. The appeal officer’s determination is final and not appealable.

Both parties shall receive written notice of the outcome of the appeal. The determination regarding responsibility becomes final on the date that the Title IX Coordinator provides the parties with the written decision of the result of the appeal. This appeal process is meant to challenge the outcomes in the Title IX process and does not alter or limit the ability for an employee to appeal an employment action under any other applicable policy.

How the Institution Will Protect the Confidentiality of Affected Individuals

The University recognizes the sensitive nature of dating violence, domestic violence, sexual assault and stalking and is committed to protecting the privacy of any individual involved in a report of prohibited conduct. EPD ensures personally identifying information about victims will not be included in any publicly available recordkeeping, including Clery Act reporting, and disclosures such as the Annual Security Report, and the Daily Crime Log. Personal identifying information includes:

  • A first and last name
  • A home or other physical address
  • Contact information (including a postal, email or Internet Protocol address, telephone, or fax number)
  • A social security number, driver’s license number, passport number, or student identification number
  • Any other information, including date of birth, racial or ethnic background, or religious affiliation that would serve to identify any individual.

Under Policy 8.2, where a Complainant makes a report of sexual violence or related misconduct but requests that their number or other identifiable information not be shared with the Respondent, or that there be no investigation or adjudication, DTIX will balance this request against the following factors, among others, in reaching a determination about whether the request can be honored:

  • The Complainant’s request not to proceed with a formal investigation.
  • The seriousness of the alleged sexual misconduct.
  • The Complainant’s age.
  • Whether there have been other complaints of Prohibited Conduct against the Respondent.
  • Whether there is a pattern of conduct by the Respondent.
  • The use of weapons or drugs to limit a Complainant’s capacity.

Where possible based on the facts and circumstances, DTIX will take action consistent with the reporting party’s expressed preference for manner of resolution. However, in some circumstances, after considering the factors above, the University may determine that it must move forward to investigate reports in which there appears to be a threat to any individual or the University as a whole. The University’s ability to fully investigate and respond to a report may be limited if the reporting party declines to participate in an investigation.

Under Policy 8.2, the University will move forward with a formal investigation only upon receipt of a formal complaint by the reporting party or Title IX Coordinator. In all cases, the University will protect the privacy of the parties and witnesses.