Sexual Misconduct & Title IX

What is Title IX?

Title IX of the Education Amendments Act of 1972 is a federal law that 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."

Violations include acts of sexual misconduct, such as:

• Sexual Assault
• Sexual Harassment
• Sexual Exploitation
• Dating Violence
• Domestic Violence
• Stalking

Other violations include sex and gender-based discrimination of a non-sexual nature, such as:

• Bullying based on gender identity
• Denying an educational or employment opportunity because one is born male or female
• Failing to provide reasonable academic accommodations to pregnant and parenting students.

Retaliation is also prohibited. Retaliation includes threatening, intimidating, harassing, coercing, or any other conduct that would discourage a reasonable person from making a good faith report or participating in any proceeding. Retaliation is a stand-alone policy violation without regard to any finding of responsibility for discrimination.

Who is protected by Title IX?

Students, staff, and faculty are protected by Title IX when the discrimination occurs on university-owned or controlled property.  In addition to incidents that occur on the University campus, the University may take disciplinary action in response to incidents that take place during official functions of the University or functions sponsored by registered student organizations, or incidents that have a substantial connection to the interests of the University regardless of the location in which the incident(s) occur.

How does TWU address violations of Title IX?

Texas Woman’s University is committed to responding to all allegations of sex and gender-based discrimination.  Although incidents may not always reach the level of a Title IX violation, TWU also abides by State of Texas law.

The university has procedures in place that aim to be aware of the needs of those who make an institutional report of sexual assault, sexual harassment, dating and domestic violence, and stalking. Procedures include informing individuals about their right to file criminal charges as well as the availability of counseling, health, mental health, victim advocacy, legal assistance, visa and immigration assistance and other services on and/or off campus, as well as additional supportive measures to prevent contact between a complainant and a respondent, such as housing, academic, transportation and working accommodations, if reasonably available.

The university will make such accommodations, if the reporting party requests them and if they are reasonably available, regardless of whether the complainant chooses to report the crime to the TWU Department of Public Safety or local law enforcement.

Any incidents or concerns regarding Sexual Misconduct should be reported immediately, even if the person(s) concerned about or harmed by the misconduct are unsure about pursuing a formal complaint.  Anyone can report prohibited conduct by notifying the following:

• Office of Civility and Community Standards 940-898-2968
• TWU Department of Public Safety 940-898-2911 
• Online using our various reporting options

Pregnant & Parenting Students

Title IX is a federal law which requires schools that receive federal funds to provide reasonable accommodations to students who are pregnant or have pregnancy related conditions. This includes pregnancy, pre-natal doctor appointments, childbirth, false pregnancy, miscarriage, termination of pregnancy, or recovery from any of these conditions.

Title IX for Pregnant & Parenting Students

Under Title IX of the Education Amendments of 1972 you are entitled to reasonable accommodations for as long as your doctor deems medically necessary.

It will be important to review each student’s situation individually, as reasonable accommodations will be highly dependent on the requirements of individual courses.

Examples of possible reasonable accommodations (when deemed medically necessary) are:

• Excused absences for care/recovery
• Change in exam dates
• Make-up work and/or assignment extensions
• Allowing drops and/or withdrawals
• Assignment of Incomplete grade

If you would like to review possible accommodations with the Associate Vice President for Student Enrichment, Health, & Support at Texas Woman’s University, please complete the Pregnancy Accommodation Form. You can also download the brochure (pdf).

Senate Bill 212 (SB 212) was signed into state law after the 2019 Texas legislative session and is now in full effect as of January 1, 2020. All new reporting obligations and penalties in the law must be followed.

The law addresses reporting requirements for incidents of sexual harassment, sexual assault, dating violence, or stalking at certain public and private institutions of higher education, including TWU. For a detailed definition of these terms, please review TWU’s Regent Policy: B.20010 Sexual Misconduct Policy (pdf).

As a reminder:

• As of January 1, 2020, all employees who witness or receive information about sexual harassment, sexual assault, dating violence and stalking that involve a current student or employee must promptly report the incident to the University’s Title IX Coordinator or a Deputy Title IX Coordinator. Reports can be made by phone: 940-898-2969; email, or online. 
• Reports to the Title IX Coordinator must include all relevant information that is known about the incident.
• Student employees are encouraged, but not required, to report under SB 212. However, if a student employee is designated as a responsible employee, they are still required to report under Title IX and their responsible employee duties.
• Retaliation against persons who make a good faith report is prohibited.
• An employee who does not report an incident or who makes a false report can be charged with a criminal offense (Class B or Class A Misdemeanor). If an employee fails to make a required report or makes a false report, the law requires that the employee be terminated.
• Employees who have been designated by the university as confidential or private employees are only required to report the type of incident. Students can talk to confidential employees about a Title IX related matter with assurance that confidential employees may not reveal the student’s identity or other identifying information. A list of confidential and private employees is available on the Title IX Website.
• The Title IX Coordinator must submit a written report of the reports received by the institution, to the President at least quarterly

Employees filing a report SHOULD NOT use the anonymous reporting form.

Hearing Officer, Investigator, Appeal Official, Decision Maker Training

• Decision Maker Training (pdf)

Required Incoming Student Training

• EVERFI

Graduate Assistant Training

• Title IX including Pregnancy and Parenting (pdf)
• Peer Tutors Fall 2024 Title IX, Clery & FERPA Training (pdf)

Employee Mandatory Training

• EEO/Sexual Harassment Training

Resident Assistant Training

• Fall 2024 Title IX RA Training (pdf)

Student Athlete Training

• Fall 2024 Title IX Student Athlete Training (pdf)

Hearing Advisor Training

• Fall 2024 Title IX Hearing Advisor Training (pdf)

Shannon Taylor, Ed.D.
Assistant Dean of Students
Title IX Coordinator
TitleIX@twu.edu
940-898-2969

Deputy Title IX Coordinators

Amy Hall
Title IX Deputy: Executive Director of Human Resources
ahall@twu.edu
940-898-3544

Tony Yardley
Title IX Deputy: Director Employee Relations, HR Compliance and Equity
ayardley@twu.edu
940-898-3563

Madison Seaver
Title IX Deputy: Associate Athletic Director for Internal Operations
mseaver@twu.edu 
940-898-2383

Under the Texas Education Code (TEC), the institution’s Chief Executive Officer is required to submit a data report at least once during each fall or spring semester to the institution’s governing body and post on the institution’s internet website a report concerning the reports received by employees under the TEC in which the incident described in the employee’s report constituted “sexual harassment,” “sexual assault,” “dating violence,” or “stalking” as defined in the TEC, and any disciplinary actions taken under TEC.

Below are the links to the Chief Executive Officer’s report:

• 2019-2020 Title IX Annual Report (pdf)
• 2020-2021 Title IX Annual Report (pdf)
• 2021-2022 Title IX Annual Report (pdf)
• 2022-2023 Title IX Annual Report (pdf)
• 2023-2024 Title IX Annual Report (pdf)

A: Upon receipt of a report of alleged sexual misconduct or Title IX, the Title IX Coordinator will review reports to determine whether the allegation constitutes a report of sexual misconduct or potential Title IX violation, and if yes, which policy applies. Depending on the specifics of the allegations, the process followed can either be found in the Prohibition of Sexual Misconduct University Regulation and Procedures and the Title IX Policy.

• Regent Policy: B.20010 Sexual Misconduct Policy 
• URP: 01.225 Prohibition of Sexual Misconduct 
• URP: 01.235 Resolution Procedures for Complaints of Prohibited Conduct 
• URP: 01.230 Consensual Relationships 
• URP: 01.220 Title IX Policy 

In Student Title IX cases, the Title IX Coordinator will assign an investigator and an investigation will be conducted.

Regardless of whether a student decides to move forward with the conduct process, they will receive access to supportive measures.

A: Reports will be investigated initially by TWU Police and then by an assigned Investigator by the Title IX Office. The Complainant, Respondent and any witnesses will meet with the Investigator(s) to answer questions and present evidence. Upon completion of the investigation, the assigned Investigator will send the final investigation report to the Title IX Coordinator.

A: Upon receipt of the final investigation report and summary, the Office of Civility & Community Standards (OCCS) will contact both students to schedule separate hearing preparation meetings. At each of the hearing preparation meetings, an OCCS representative will explain what to expect in the hearing to the Complainant and the Respondent. This meeting is a chance for the Complainant and the Respondent to ask questions about the hearing, the decision-making process, the appeal process as well as any general questions they might have about the conduct process. 

A: The Complainant and Respondent are permitted to call appropriate fact, expert and/or character witnesses to be questioned during the hearing. All witnesses must be interviewed by the assigned Investigator prior to the hearing. The Hearing Panel must be notified prior to the hearing that the student plans to provide a witness. The witness must have relevant knowledge and information pertaining to the case. 

A: If your case is going through the Sexual Misconduct or Title IX conduct process, both students must have an Advisor. Both students may select an Advisor of their choosing. If you do not have an Advisor, the Office of Civility and Community Standards will select one for you. 

If your case is not going through the Sexual Misconduct or Title IX conduct process, both students may have an Advisor, but it is not required.

A:  In all conduct processes, an Advisor may accompany you to all scheduled meetings, but may not participate in the meetings. Advisors are there to support and assist the student throughout the process. Advisors may have access to investigation reports and evidence. 

In a Sexual Misconduct or Title IX conduct hearing with cross examination, your Advisor will participate by asking questions of the other student and the other student's Advisor will ask you questions. 

In a hearing with cross examination that does not fall under Title IX, an Advisor serves as a support person during the hearing and is not permitted to ask questions or participate in the hearing process itself. 

A: Sanctions for violations of Sexual Misconduct or the Title IX Policies will be imposed if it is determined that the Respondent is responsible for an alleged violation(s). If the Respondent is found not responsible, the charge(s) will be dismissed.

A student's conduct history and record are cumulative; therefore, increased sanctions may be imposed to take into consideration the student's complete record of all conduct violations, regardless of policy and not just those that are similar to the case in question. Possible sanctions include, but are not limited to, warnings, probation, educational sanctions, removal from student housing, suspension or expulsion from the University.

A: Student conduct proceedings will progress without regard to or for the pendency of criminal or civil proceedings. Sexual Misconduct or Title IX proceedings are not subject to challenges on the grounds that criminal or civil charges involving the same incident/conduct are being investigated, prosecuted or have been reduced or dismissed.

A: Students subject to actual or potential criminal charges relating to conduct alleged in pending conduct proceedings may assert their Fifth Amendment privilege against self-incrimination during the hearing. Hearing panelists will evaluate all other evidence when making a final decision, but no inference of responsibility will be drawn from the assertion of the Fifth Amendment privilege

A: Both the Complainant and Respondents can appeal in writing, an appeal of the Hearing Panel findings to the appropriate Vice President or designee.  The reason(s) for the appeal must be outlined in the request. The Complainant and Respondent will have an opportunity to respond to the appeal that is filed by the other party. Complainant and Respondent have 5 days to file their appeal. 

Any sanctions that have been imposed will be put on hold while the appeal is heard unless specified otherwise in the decision letter.

Both the Complainant and Respondents will be notified of the final decision.