Frequently Asked Questions

1. What is Title IX?

Title IX of the Educational Amendments of 1972 is a federal law that prohibits sex discrimination in education. It includes: sexual harassment, sexual assault, domestic violence, dating violence, and stalking. In addition, UTA’s Sexual Misconduct Policy EI-PO8 also prohibits other inappropriate sexual misconduct.

2. Does Title IX only protect students? I thought it was only for women?

Title IX protects all community members, including students, faculty, staff, and visitors. We know that people of all genders and sexual orientations can experience sex discrimination including: sexual harassment, gender-based harassment, sexual violence, domestic violence, dating violence, sexual exploitation, stalking and other forms of sexual misconduct.

3. Isn't Title IX just about Athletics?

In general, Title IX impacts the effective accommodation of interests and abilities in sports, the proportionality of financial assistance available to female and male student-athletes, and the treatment of student-athletes regarding the equivalency athletic benefits and opportunities. Although Title IX was not created as a means to affect equitable treatment in athletics, the law has had a profound effect on sports and is often thought of in the context of athletics.

4. WHAT ELSE IS COVERED UNDER TITLE IX?

  • Conduct that constitutes “sexual harassment”;
  • Conduct alleged occurs in the institution’s “education program or activity”;
  • Conduct alleged occurs against a person “in the United States”; and
  • Complainant is participating in or attempting to participate in the “education program or activity” of the institution.

If any of these are not met, the university must dismiss the complaint under Title IX. However, the university may still chose to proceed to address inappropriate behavior under a different university policy.

5. WHAT IS AN “EDUCATIONAL PROGRAM OR ACTIVITY?”

An educational program or activity includes locations, events, or circumstances over which the institution exercises substantial control over both the respondent (alleged perpetrator) and the context in which the alleged sexual harassment occurs, and also includes any building owned or controlled by a student organization that is officially recognized by the institution.

6. WHAT IS A “COMPLAINANT” AND A “RESPONDENT?”

A complainant is an individual who is alleged to be the victim of conduct that could constitute sexual harassment.

A respondent is an individual who has been reported to be the perpetrator of conduct that could constitute sexual harassment.

7. WHAT DOES TITLE IX SAY ABOUT “MANDATORY REPORTING?

All employees, including student employees at UTA are “responsible employees” (mandatory reporters) and required to report promptly to the Title IX Coordinator or a Deputy Coordinator, when the information was received in the course and scope of employment, even if there is not much detail known, or you are not sure if it happened. All employees, even in the same department who are aware of the incident must file separate reports.

8. WHAT DOES A RESPONSIBLE EMPLOYEE REPORT?

All known information witnessed or received while in the course and scope of their employment, reasonably believed to be sexual misconduct under the policy, committed by or against a student who was enrolled or an employee was employed by the institution at the time of the incident.

9. WHAT ABOUT HEARSAY?

Hearsay applies in courtroom proceedings, but not in a campus setting.

10. WHAT HAPPENS IF A RESPONSIBLE EMPLOYEE DOESN’T REPORT?

Under Texas law: termination in accordance with established disciplinary procedures, criminal penalties for the non-reporter, potential fines for the institution. The Texas consequences do not apply to student employees even they are still required to report. There may be other consequences for the student employee’s failure to report.

11. ARE THERE EXCEPTIONS TO MANDATORY REPORTING?

A victim is not required to report their own, personal experience; disclosures made at a public awareness event; disclosures to confidential employees acting with the scope and role at the time the disclosure was made, otherwise, they are required to report. Confidential employees are still required to provide statistical data but no identifying information without the victim’s written consent, any information that must be reported under state law (e.g., child abuse or neglect).

12. WHO ARE THE CONFIDENTIAL EMPLOYEES AT UTA?

Licensed, trained counselors and therapists from the Counseling and Psychological Services Center (CAPS), CAPS student ambassadors, one advocate from the Relationship, Violence and Sexual Assault Prevention Center (RVSP), Health Care Professionals

13. WHAT ARE THE CONSEQUENCES OF A TITLE IX FAILURE OF MANDATORY REPORTING?

Potential adverse determination by the Office of Civil Rights (OCR), potential civil liability for any subsequent sexual misconduct that occurs due to the failure to respond.

14. OTHER THAN A RESPONSIBLE EMPLOYEE, WHO ELSE CAN REPORT?

Anyone can submit a report: a victim, friend, witness, non-UTA affiliated individuals

15. HOW IS A REPORT MADE?

Reports may be made online, the form found on the Title IX website (preferred), by phone, email or in person to the Title IX office or a deputy coordinator.

16. WHAT DOES SOMEONE REPORT?

A person witnesses or receives information, they reasonably believe to constitute “sexual harassment, sexual assault, dating violence, or stalking” committed by or against a student or employee.

17. WHAT IS SEXUAL ASSAULT?

Rape, Fondling, statutory rape, incest.

18. WHAT IS STALKING?

A: Stalking means engaging in a course of conduct (2 or more acts) directed at a specific person that would cause a reasonable person to fear for the person's safety or the safety of others; or suffer substantial emotional distress.

19. WHAT IS DATING VIOLENCE?

A: Dating Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. The existence of such a relationship shall be determined by the victim based on the consideration of the following factors:
The length of the relationship;
The type of relationship; and
The frequency of interaction between the persons involved in the relationship.
Dating violence includes, but is not limited to, sexual or physical abuse or the threat of such abuse. It does not include acts covered under the definition of domestic violence.

20. WHAT IF I WANT TO REMAIN ANONYMOUS OR CONFIENTIAL OR SOMEONE COMES TO ME WITH INFORMATION AND WANTS TO REMAIN ANONYMOUS OR CONFIDENTIAL?

UTA will do it’s best to respect an individual’s request for anonymity or confidentiality, however, there may be situations when we are not able to keep the confidentiality. Anonymity and confidentiality may greatly limit the university’s ability to stop the alleged conduct, investigate, or take action to stop inappropriate behavior.

21. WHAT ASSISTANCE CAN BE PROVIDED FOR INDIVIUALS INVOLVED IN A TITLE IX COMPLAINT/INVESTIGATION?

UTA provides a number of Supportive Measures such as:

  • Counseling and other support services
  • Extension of deadlines or other course-related accommodations
  • Modifications of work or class schedules
  • Campus escort services
  • Mutual restrictions on contact between parties
  • Changes in work or housing locations
  • Leaves of absence
  • Increased security and monitoring of certain areas of campus
  • Other similar reasonable accommodations tailored to the individualized needs of the parties

Confidentiality must be maintained to the parties, to the extent it would not impair the ability of the institution to provide such measures. This means that the party must give consent if a supportive measure requires disclosure or a form of coordination that may limit confidentiality in any capacity

22. WHAT ARE THE SUPPORT SERVICES AVAILABLE AT UTA?

Counseling and Psychological Services (CAPS)
303 Ransom Hall | 817-272-3671| Fax: 817-272-5523
212 Maverick Activities Center | 817-272-1888
https://www.uta.edu/student-affairs/caps/services/caps-counseling

Counseling and Psychological Services – Psychiatry
605 W. 1st Street | 817-272-2771 | Fax: 817-272-3829

Relationship Violence and Sexual Assault Prevention (RVSP)
Ransom Hall, Suite 301 | 817-272-3947 | rvsp@uta.edu

Crime Victim Services (CVS)
Center for Innovation Building, 202 E. Border St.
817-272-9254 | crimevictimservices@uta.edu

Health Services
605 S. West St. | 817- 272-2771 | healthservices@uta.edu

Employee Assistance Program for Employees (EAP)
https://www.uta.edu/hr/employee-assistance

23. WHO IS THE DECISION MAKER IN A TITLE IX CASE?

If students are involved and the case goes to a hearing, the Office of Community Standards (OCS) makes the final determination. If staff is involved, it may be the Office of Talent, Culture and Engagement (HR) or a department.

24. WHAT ARE THE SANCTIONS IF SOMEONE IS FOUND RESPONSIBLE OF A TITLE IX VIOLATION?

Possible sanctions and remedies for student respondents include, but are not limited to:

  • Educational training;
  • No shared classes or extra-curricular activities;
  • Disciplinary probation;
  • Withholding of grades, official transcript, and/or degree;
  • Bar against readmission, bar against enrollment, drop from one or more classes, and/or withdrawal from the University;
  • Suspension of rights and privileges, including but not limited to participation in athletic or extracurricular activities;
  • Denial of degree;
  • Suspension from the University for a specific period of time. Suspension is noted on the academic transcript with the term “Disciplinary Suspension.” The notation can be removed upon the request of the student in accordance with the University’s procedures when all conditions of the suspension are met;
  • Expulsion (permanent separation from the University). Expulsion creates a permanent notation on the student’s academic transcript;
  • Revocation of degree and withdrawal of diploma; and/or
  • Other sanction(s) or remedies as deemed appropriate under the circumstances.

Possible sanctions and remedies for Employee Respondents include, but are not limited to:

  • Employment probation;
  • Verbal or written warning;
  • Job demotion or reassignment;
  • Suspension with or without pay for a specific period of time;
  • Dismissal or termination;
  • Ineligible for rehire; and/or
  • Other sanction(s) or remedies as deemed appropriate under the circumstances

25. CAN I APPEAL IF I DON’T LIKE THE OUTCOME FROM A DECISION MATTER?

A: Either Party may appeal a Hearing Officer’s determination regarding a Respondent’s responsibility under the Grievance Process or from the University’s dismissal of a Formal Complaint (or any allegations in the Formal Complaint) by submitting a written appeal to the Title IX Coordinator within five days of notification of such a determination, on the following bases:

  • A procedural irregularity that affected the outcome of the matter;
  • New evidence that was not reasonably available at the time of the determination regarding responsibility or dismissal was made that could affect the outcome of the matter; or
  • The Title IX Coordinator, investigator(s), or Hearing Officer had a conflict of interest or bias for or against the parties (generally, or specifically in this matter) that affected the outcome of the matter.

1. WHAT IS A TITLE IX COORDINATOR, DEPUTY COORDINATOR OR INVESTIGATOR?

TITLE IX COORDINATOR

The Title IX Coordinator is the designated agent of UTA with primary responsibility for coordinating University Title IX compliance efforts. The Title IX Coordinator oversees the prompt investigation of complaints alleging violations of UTA’s Sexual Harassment and Misconduct Policy (Policy EI-PO8); coordinates supportive measures for both parties; coordinates Title IX efforts including the development, implementation and monitoring of appropriate disclosures, policies, procedures and practices designed to comply with federal and state legislation; and oversees education and outreach to faculty, staff, and students on Title IX and related issues.

UTA’s Title IX Coordinator is:

Michelle Willbanks
University Administration Building
701 S. Nedderman Drive, Suite 241
Arlington, TX 76019
817-272-4585
titleix@uta.edu

DEPUTY TITLE IX COORDINATORS

UTA has identified 4 Deputy Title IX Coordinators who serve as important points of contact to advise students, faculty, employees, third parties or members of the broader community.

TITLE IX INVESTIGATORS

When a formal complaint is filed, the assigned Title IX Investigator will conduct a neutral, unbiased, prompt, and thorough investigation which includes: identifying and interviewing witnesses, gathering evidence , and identifying other information relevant to the investigation. Then will prepare a report summarizing the investigation that will be sent to both parties, provide access to evidence to the parties and their advisors who may provide written responses to the investigator who will then finalize the investigation summary report and forward to either the Office of Community Standards or the appropriate administrator for employees prior to the hearing for a final determination of responsibility.


1. WHAT DOES SEXUAL MISCONDUCT MEAN?

Sexual Misconduct, as defined in UTA's Sexual Misconduct Policy, is a term broadly defined to encompass sex discrimination, sexual harassment, sexual assault, domestic violence, dating violence, stalking and other inappropriate sexual misconduct.

2. WHAT IS SEXUAL HARASSMENT?

Sexual Harassment is conduct on the basis of sex that satisfies one or more of the following:

  • Quid pro quo: an employee of the institution conditioning the provision of an aid, benefit, or service of the University on an individual’s participation in unwelcome sexual conduct;
  • Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the University’s education program or activity; or
  • Sexual assault, dating violence, domestic violence or stalking as defined in the University’s Sexual Misconduct Policy.

3. WHAT IS OTHER INAPPROPRIATE SEXUAL CONDUCT?

Other inappropriate sexual conduct is conduct on the basis of sex that does not meet the definition of sexual harassment under the University’s Sexual Misconduct Policy but is:

  • Sexual violence, sexual assault, sexual exploitation, stalking, domestic violence and dating violence
  • Physical conduct, depending on the totality of the circumstances present and frequency and severity, including but not limited to:
    • unwelcome intentional touching; or
    • deliberate physical interference with or restriction of movement.
    • explicit or implicit propositions to engage in sexual activity;
    • gratuitous comments, jokes, questions, anecdotes or remarks of a sexual nature about clothing or bodies;
    • gratuitous remarks about sexual activities or speculation about sexual experiences;
    • persistent, unwanted sexual or romantic attention;
    • subtle or overt pressure for sexual favors;
    • exposure to sexually suggestive visual displays such as photographs, graffiti, posters, calendars or other materials;
    • deliberate, repeated humiliation or intimidation based upon sex.

3. WHAT IS SEXUAL VIOLENCE?

Sexual violence is a form of sexual harassment and refers to physical sexual acts perpetrated against a person who has not consented or who is incapable of giving consent. Examples of sexual violence include, but are not limited to, rape, sexual assault, sexual battery, and sexual abuse.

4. WHAT IS SEXUAL ASSAULT?

The Texas Penal Code - Section 22.011 defines sexual assault in several ways. Generally, sexual assault is any unwanted, non-consensual sexual contact against any individual by another. Sexual assault can occur either forcibly (against a person's will) or when a person cannot give consent (under the age of consent, intoxicated, developmentally disabled, mentally/physically unable to consent, etc.).

5. WHAT SHOULD I DO IF I THINK I’VE BEEN SEXUALLY HARASSED OR VICTIMIZED?

Contact the Title IX Coordinator at 817-272-4585, by email at titleix@uta.edu, or you may also fill out an online complaint form.

If you believe you are a victim of sexual violence, please contact UTA P.D. If it is an emergency, please contact 817-272-3003. Otherwise contact 817-272-3381 (non-emergency number).

6. IS IT POSSIBLE TO BE SEXUALLY HARASSED/ASSAULTED BY SOMEONE OF THE SAME GENDER?

Yes. If you have been subjected to unwanted sexual contact or sexual harassment, your gender and the gender of the alleged perpetrator are irrelevant. Such conduct is prohibited by Title IX and UTA's policy.

7. IF I THINK I’VE BEEN VICTIMIZED AND I DON’T FEEL SAFE, WHAT CAN I DO?

Find a safe place away from the assailant and call the police.

The Title IX Coordinator also can coordinate other assistance including no contact orders, escort or transportation services, relocation of the individuals involved, and reassignment of schedules if the victim and the accused have similar schedules.

8. WHAT IS CONSENT?

Consent is a voluntary agreement between participants to engage in sexual activity and is determined by all the relevant facts and circumstances. There are many ways to give consent. Consent cannot be given by someone who is incapacitated for any reason (because of the victim's age, mental health or other disability, unconsciousness, or use of drugs or alcohol). Additionally, consent cannot be implied by silence, the absence of resistance, or past consent with the same person or another person. Even if a person has given his or her consent to engage in sexual activity, consent to engage in further sexual activity can be withdrawn at any time. Consent is invalid where it is given under coercion, force, or threats. Further detailed definitions of consent and incapacitation may be found in UTA’s Sexual Misconduct Policy EI-PO8.

9. IF SOMETHING HAPPENED WHILE I WAS DRINKING, WILL I GET IN TROUBLE?

UTA's priority is to prevent sexual harassment and sexual violence. While the specifics of the situation will be considered, UTA’s primary focus will be to address the sexual harassment or violence. UTA does not want the involvement of alcohol or drugs to prevent the reporting of such serious misconduct. The use of alcohol or drugs will not excuse any form of sexual misconduct.

10. SOMEONE HAS FILED A COMPLAINT AGAINST ME, WHAT DO I DO?

Do not contact the alleged victim through any means – in person, by phone, by mail, by social media or electronic communication or through someone else. Familiarize yourself with UTA’s policy EI-PO8 on investigating complaints of sexual misconduct so that you know what to expect. If you have questions about the complaint process, contact the Title IX Coordinator. If you need support, contact UTA's Student Counseling Services.


1. I am a pregnant student needing assistance. Should I go to the Title IX Office or the SAR Center?

The first thing you should do is speak to your professor or instructor during office hours. Depending on the adjustment needed, the professor may be able to arrange adjustments for you without involving the Title IX Office or SAR Center. Not all professors are familiar with Title IX or ADA regulations, so if your professor tells you that you need to request assistance from the Title IX office or the SAR Center, don’t worry. Students experiencing normal pregnancies typically need “reasonable adjustments” and would go to the Title IX Office. Pregnant students experiencing medical complications with their pregnancy generally have doctor’s notes and should go to the SAR Center.  A good rule of thumb is whether or not you have a doctor’s note indicating that you need a particular accommodation. If you need assistance with something that a doctor has not put into writing, you likely need a “reasonable adjustment”, which would be handled through the Title IX office. Alternatively, if you have medical documentation outlining a necessary accommodation due to a complication with your pregnancy, you will likely need to receive the accommodation through the SAR Center. If you are still unsure about which office can help you, you may contact either office and discuss your situation. They will be able to tell you whether you are in the right place or need to start in the other office.

2. What kind of “reasonable adjustments” can I expect through the Title IX Office?

Reasonable adjustments may include things like provision of a larger desk, excused late arrival and absences due to doctor appointments, allowing frequent trips to the restroom, or sipping water or eating food during tests, if necessary due to your pregnancy. It could also include taking exams or turning in assignments early or late due to a birth. Please keep in mind that because every pregnancy is unique, and every pregnant student has unique needs, this is not an exhaustive list. Please visit Reasonable Adjustments and Accommodations for Pregnant Students for more information.

3. What kind of “reasonable accommodations” can I expect through the SAR Center?

The accommodations received through the SAR Center are entirely dependent upon what your doctor indicates in the note he provides to you and will vary from student to student depending on the particular complication of their pregnancy.

1. DOES TITLE IX OR THE UNIVERSITY’S SEXUAL MISCONDUCT POLICY MANDATE ALLEGED VICTIMS/SURVIVORS TO REPORT THEIR ASSAULT TO THE UNIVERSITY AND/OR POLICE?

No. Each alleged victim/survivor can make their own decision about whether or not to report an assault to the school and/or police. When a school receives information about a possible sexual assault or incident of sexual misconduct, it must provide the alleged victim/survivor the option to notify law enforcement authorities, including on-campus and local police, to be assisted by campus authorities in notifying law enforcement authorities if the alleged victim/survivor so chooses, and to decline to notify such authorities.

2. WHO MAY FILE A REPORT AND IS THERE A TIME LIMIT FOR MAKING A REPORT TO THE TITLE IX OFFICE?

Anyone can report an incident(s) of sexual misconduct. However, only an alleged victim or the Title IX Coordinator may file a Formal Complaint. Filing a Formal Complaint will initiate the Grievance Process related to the allegations that have been reported.

Incidents of sexual misconduct may be reported at any time.

3. WHO ARE MANDATORY REPORTERS?

All employees, including student employees (except confidential employees) are mandatory reporters (“responsible employees”) and must report promptly to the Title IX Coordinator or a Deputy Coordinator all known information concerning an alleged incident of sexual misconduct. The mandatory reporting requirement applies even if the alleged victim requests confidentiality.

4. ARE THERE ANY CONFIDENTIAL SOURCES?

Yes. Counseling and Psychological Services (CAPS), Health Services, Relationship Violence and Sexual Assault Prevention (RVSP) advocates are not required to report while working within the scope of their roles when they receive a report of sexual misconduct. Confidential employees are required to report the type of incident only to the Title IX Coordinator. The alleged victim may waive confidentiality in writing for the confidential employee to report to the Title IX Coordinator.

Other exceptions to mandatory reporting are: alleged victims are not required to report their own incident, employees are not required to report information learned at a public awareness event that is sponsored by the university or a student organization.

5. I’VE ALREADY GONE TO THE POLICE, SO WHY DO I NEED TO FILE A REPORT WITH THE TITLE IX COORDINATOR?

Sexual harassment and sexual violence are potential crimes but they also are violations of Title IX and UTA policy. Sometimes, specific conduct may not constitute a crime, but it still constitutes a violation of Title IX or UTA policy. UTA is committed to addressing and preventing sexual harassment and sexual violence, regardless of whether such activity constitutes a crime.

6. IF I REPORTED BEING SEXUALLY HARASSED OR SEXUALLY ASSAULTED TO THE TITLE IX COORDINATOR, DO I STILL NEED TO GO TO THE POLICE?

If you believe you have been sexually assaulted or a victim of any other crime, then you should contact UTA P.D. or the law enforcement agency where the incident occurred.

7. I'M CONCERNED THAT REPORTING MIGHT MAKE MATTERS WORSE AND I’M AFRAID HOW PEOPLE WILL TREAT ME. SHOULD I MAKE A REPORT? CAN ANYTHING BE DONE TO PROTECT ME?

No one should be treated adversely just because they asked for help, or reported an incident. Examples of retaliation include, but are not limited to, denying a promotion, denial of job benefits, demotion, exclusion, threats, intimidation, reprisals, harassment or actions related to an individual’s employment or education. Retaliation is prohibited and will not be tolerated, and the university will take appropriate steps to assure that a person who in good faith reports, complains about, or participates in a Title IX related investigation will not be subjected to retaliation. We encourage prompt reporting of retaliation, and acts of retaliation are subject to disciplinary action.

If you have concerns for your safety, UTA can provide escort services and take other steps to assist you.

8. IF SOMEONE HAS FILED A SEXUAL ASSAULT COMPLAINT AGAINST ME, WHAT SHOULD I DO?

You may wish to review UTA's Sexual Misconduct Policy to learn about your rights in the school’s investigation process, consult with an advisor or attorney, or seek support from a confidential source such as a counselor.

It is important to follow any directives from the school that may require you to not have contact with the reporting party. The Title IX Coordinator and/or investigator will be able to provide you with detailed information about the school’s investigation and resolution process. Keep in mind that the Title IX Office may make findings and issue sanctions even without your participation in the investigation process, so it is important to not ignore any letters or notifications you receive.

9. WHAT IS AN INFORMAL RESOLUTION PROCESS?

The informal resolution process is an alternative to a formal investigation. The parties may, in writing, voluntarily agree to use the information resolution process, if applicable, at any point prior to a determination regarding responsibility being reached. It is not available where sexual harassment, as defined in the university’s Sexual Misconduct Policy, is alleged or where the alleged perpetrator has previously participated in the informal resolution process and a mutual agreement was reached. In many cases the informal resolution process involves a mediation process between the parties. At any point prior to a mutual agreement being reached the parties have the right to withdraw from the informal resolution process and resume the formal investigation.

10. I WAS ASKED TO BE A WITNESS OR ADVISOR IN AN INVESTIGATION. WHAT DOES THAT MEAN?

A witness is someone who may have information that is relevant to an incident that is being investigated. Witness statements and names will be included in the final investigation report. An advisor is a person that a Complainant or Respondent can choose to be present during meetings during the investigation and an each party is required to have an advisor at a hearing. During the investigation process an advisor is limited to being present only; advisors are not allowed to actively participate in the process. Advisors at a live hearing will ask questions of the parties, witnesses and other participants in the hearing. If a party does not have an advisor of choice for the hearing who is required to ask the questions of the other party, the university will appoint one.

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