About Title IX

University Counseling Center and Employee Assistance Program have confidential resources available to all students and employees. A confidential resource is a good place to start because they listen without judgement and offer information, options, resources (i.e., counseling and safety planning) that help impacted individuals navigate to determine which options will help them feel safe and supported.

The Office of Title IX provides consultation, support and investigative services when university community members have safety and well-being concerns for students, staff, faculty and guests regarding matters involving sexual harassment, sexual misconduct, assault, violence or stalking. University community members impacted by the incident(s) can file a formal complaint requesting an investigation (please note that requesting a university investigation is not a criminal investigation and does not initiate a criminal investigation). University community members do not have to make a formal complaint to receive supportive measures from the Office of Title IX. Supportive measures may include but is not limited to things such as academic support, employment support, and no contact directives.

University of Public Safety is available to assist university community members with support of their safety and well-being regarding incidents that maybe criminal.

• Yes, Information can be found on the University Counseling Center’s webpage about crisis resources and emergency services, along with City of Houston crisis services.
• Also, resource information can be found on the Office of Title IX webpage, as well as through city and national organizations such as the Houston Area Women’s Center, RAINN and the National Domestic Violence Hotline

• Anyone (including a third-party or bystander) may make a report to the Office of Title IX, Title IX Coordinator, or a Responsible Employee (Most University Employees are mandated to report incidents to the Title IX Coordinator). Reports can be made in person, by telephone, in writing, online, or by email (titleix@tsu.edu). Anonymous reports will be accepted via all available mediums.
• Reports should include: Who was involved (if known); Where incident occurred; When did the incident occur; and What happened.

• If someone is being assaulted, harassed, or stalked, if you can get the person to a safe location, then get them medical treatment. If it is a situation where you feel comfortable intervening, you can choose to utilize the Four D’s – Direct, Distract, Delegate, and Delay. Directly stepping in and intervene in the situation; Distract people involved and intervene; Delegate to others – call for additional help; and Delay – check on the person later.
• Report the incident to the Title IX Office and University Police. If the person wishes the incident would remain private, refer them to the University Counseling Center.

• Yes, Texas Senate Bill 212 and Texas Southern University Administrative policy requires that university employees who witness or receive information about sexual misconduct, intimate partner violence and stalking incidents during their employment must report the incident to the Title IX Coordinator.
• Only select university employees are exempt as they are deemed Confidential Resources. Employees with confidentiality are generally located in the University Counseling Center and Health Services.
• Confidential Resources are required to report the incident to the Office of Title IX but should not report any identifying details regarding the involved individuals.

• No, reporting an incident to the Office of Title IX does not initiate a criminal investigation. Also, reporting an incident to the Office of Title IX does not initiate a university investigation.
• Generally, individuals impacted by sexual harassment, assault, or stalking must voluntarily elect to file a complaint with the university and law enforcement to initiate investigation services.

• Upon receipt of a formal complaint, the Title IX Coordinator will conduct an initial assessment to determine if the alleged conduct meets the jurisdictional requirements under the university Title IX grievance or Sexual misconduct policies.
• If the complaint meets the jurisdictional requirements, a Notice of Allegations (NOA) will be sent to the involved parties making them aware that the university is initiating and investigation, their rights, and the specific university policy provision the accused party is alleged to have violated.
• Also, the Office of Title IX will assess to determine if a request for supportive measures (i.e., no contact directives, educational/employment support measures) are necessary during the investigation.

Title IX is a 1972 federal civil rights law that prohibits discrimination based on sex in schools, colleges, and universities. Other laws, including Title VII, the Violence Against Women Act (VAWA), and Texas State Law HB 212 also prohibit sex and gender discrimination. Although Title IX covers all forms of sex discrimination, the term “Title IX” is often used as short-hand to describe sub-sets of policies, procedures, or programs that address sexual misconduct in higher education institutions.

• Yes, Title IX protects and hold faculty, staff and students regardless of gender accountable when they have been determined to have violated law, regulations and policy.
• The 2020 Department of Education, Office of Civil Rights federal regulations require specific sexual misconduct grievance procedures for higher educational institutions employees and students

Yes, as a recipient of federal funding (i.e., federal grants), Texas Southern University is required to comply with the Title IX federal regulations.

The federal regulations prohibit sexual harassment that includes:

• Unwelcome sexual conduct that is so severe, pervasive and objectionably offensive that it effectively denies an individual equal access to the University’s education program or activity;
• Quid Pro Quo, any employee of the University conditioning the provision of an aid, benefit, or service of the University on an individual’s participation in unwelcome sexual conduct.

Additionally, federal regulations prohibit conduct including sexual assault, dating violence, domestic violence, and stalking. Review university policy MAPP 02.05.09 for full definitions of conduct that is subject to the federal regulations and university grievance procedures.

• Complainants have the right to receive supportive measures regardless of filing a formal complaint;
• Respondents are presumed not responsible for all allegations prior to a determination hearing;
• Complainants and Respondents must give voluntary consent before the university can obtain medical and mental health records;
• Complainants and Respondents are protected against retaliation;
• Complainants and Respondents are allowed inspect all information gathered during the investigation;
• Complainants may have an advisor of their choice which does not have to be an attorney. If either Complainant or Respondent does not have an advisor, the university must provide an advisor during the hearing;
• Complainants and Respondents are afforded a determination hearing and through their advisors may cross examine the relevancy of evidence offered during a hearing;
• Complainant and Respondent have the right to appeal
• Complainants and Respondents may resolve formal complaints through informal resolutions.
• Complainant and Respondents have the right to utilize University Support Measures during an Investigation.