TU does not discriminate against students, faculty or staff based on sex in any of
its programs or activities, including but not limited to educational programs, employment
and admission. Sexual harassment, including sexual violence, is a kind of sex discrimination
and is prohibited by Title IX and the university.
Submit an Official Title IX Report for Cases involving Students
TU endeavors to foster a climate free from sexual misconduct through training, education,
prevention programs, and through policies and procedures that encourage prompt reporting,
prohibit retaliation, and promote timely, fair and impartial investigation and resolution
of sexual misconduct cases in a manner that eliminates the sexual misconduct, prevents
its recurrence, and addresses its effects.
All TU community members are subject to this policy, regardless of sex, sexual orientation,
gender identity and gender expression. OIIE coordinates university compliance with
Title IX, and responds to reports of sexual misconduct by providing outreach, resources
and investigations. All Title IX Hearing and Appellate Officer Training provided to TU Personnel is posted as required by the Office of Civil Rights, §106.45(b)(10)(i)(D) of the Title IX Regulations.
A complainant may request that their name not be disclosed to alleged perpetrators
or that no investigation or disciplinary action be pursued to address the sexual harassment
and other misconduct, particularly in cases of sexual violence. TU supports a student’s
interest in confidentiality in cases involving sexual violence. However, there are
situations in which the university must override a student’s request for confidentiality
in order to meet its obligations. These instances will be limited and the information
will be maintained in a secure manner and will only be shared with individuals who
are responsible for handling the university’s response to the incident.
Even if a complainant does not specifically ask for confidentiality, to the extent
possible, the university will only disclose information regarding alleged incidents
of sexual violence to individuals who are responsible for handling the university’s
response. The university will notify students of the information that will be disclosed,
to whom it will be disclosed, and why.
If a complainant requests that their name not be revealed to the alleged perpetrator
or asks that the university not investigate or seek action against the alleged perpetrator,
the university will inform the student that honoring the request may limit its ability
to respond fully to the incident, including pursuing disciplinary action against the
alleged perpetrator. The university will also explain that Title IX includes protections
against retaliation, and that university officials will not only take steps to prevent
retaliation but will also take responsive action if it occurs.
If the complainant still requests that their name not be disclosed to the alleged
perpetrator or that the university not investigate or seek action against the alleged
perpetrator, the university will need to determine whether or not it can honor such
a request while still providing a safe and nondiscriminatory environment for all students,
including the complainant.
If the university determines that it can respect the complainant’s request not to
disclose their identity to the alleged perpetrator, it should take all reasonable
steps to respond to the complaint consistent with the request. Although a complainant’s
request to have their name withheld may limit the university’s ability to respond
fully to an individual allegation of sexual misconduct, there are other steps the
university can take to limit the effects of the alleged sexual violence and prevent
its recurrence without initiating formal action against the alleged perpetrator or
revealing the identity of the complainant. Examples include providing increased monitoring,
supervision or security at locations or activities where the misconduct occurred;
providing training and education materials for students and employees; changing and
publicizing the university’s policies on sexual harassment and other misconduct; and
conducting climate surveys regarding sexual violence. In instances affecting many
persons, an alleged perpetrator can be put on notice of allegations of sexual harassment
and other misconduct and be counseled appropriately without revealing, even indirectly,
the identity of the complainant. The university will also take action as necessary
to protect the complainant while keeping their identity confidential. For students
these actions may include providing support services to the complainant and changing
living arrangements or course schedules, assignments or tests.
Factors to Consider in Weighing a Request for Confidentiality
Factors to consider when weighing a complainant’s request for confidentiality that
could preclude a meaningful investigation or potential discipline of the alleged perpetrator
include the following:
Circumstances that reasonably suggest there is an increased risk of the alleged perpetrator
committing additional acts of sexual harassment and other misconduct (particularly
sexual violence) (for instance, where there have been other sexual misconduct/sexual
violence complaints about the same alleged perpetrator, whether the alleged perpetrator
has a history of arrests or records from a prior school indicating a history of sexual
misconduct/sexual violence, whether the alleged perpetrator threatened further sexual
violence or other violence against the complainant or others, and whether the sexual
violence was committed by multiple perpetrators)
Circumstances that suggest there is an increased risk of future acts of sexual misconduct/sexual
violence under similar circumstances (for instance, whether the report reveals a pattern
of perpetration (for instance, via illicit use of drugs or alcohol) at a given location
or by a particular group).
Whether the sexual violence was perpetrated with a weapon
The age of the person subjected to the sexual violence
Whether the university possesses other means to obtain relevant evidence (for instance,
security cameras or personnel, physical evidence)
If the university determined that it must disclose a complainant’s identity to the
alleged perpetrator, it should inform the complainant prior to making the disclosure,
and should take whatever interim measure are necessary to protect the complainant
and/or the university community.
If the complainant asks that the university inform the alleged perpetrator that the
complainant asked the university not to investigate or seek discipline, the university
should honor this request and inform he alleged perpetrator that the university made
the decision to go forward.
Any university officials responsible for discussing safety and confidentiality with
complainants should be trained on the effects of trauma and the appropriate methods
to communicate with complainants subjected to sexual violence. Traumatic events such
as sexual violence can result in delayed decision making; therefore, a complainant
who initially requests confidentiality may later request that a full investigation
be conducted.
Confidential Employees
As described in university policy, Confidential Employees are not required to report
any information regarding an incident of sexual misconduct to the Title IX Coordinator.
Confidential Employees should inform complainants of their right to file a Title IX
complaint with the school and/or a separate complaint with campus or local law enforcement,
in addition to informing students about campus resources for counseling, medical and
academic support. Confidential Employees should also indicate that they are available
to assist complainants in filing such complaints. They should also explain that Title
IX includes protections against retaliation, and the university officials will not
only take steps to prevent retaliation but also take responsive action if it occurs.
Public Awareness Events
The university is not required to investigate information regarding sexual misconduct
incidents shared by survivors during public awareness events such as “Take Back the
Night.” However, the university should make sure survivors are aware of any available
resources, such as counseling, health and mental health services. The university should
also provide information at these events on sexual misconduct and how to file a sexual
misconduct complaint with the university, as well as options for reporting an incident
of criminal sexual misconduct to campus or local law enforcement.
Pregnancy and Child Birth
Under Title IX regulations, recipients are prohibited from: (a) applying any rule
concerning parental, family, or marital status that treats person differently on the
basis of sex; or (b) discriminating against or excluding any student from its education
program or activity, including any class or extracurricular activity on the basis
of pregnancy, childbirth, false pregnancy, termination of pregnancy, or recovery therefrom.
For more information, and help with academic assistance related to pregnancy and childbirth
please contact us via email titleix AT_TOWSON or phone 410-704-0203.
Available Accommodations
Specific accommodations will vary from student to student. Examples of accommodations
may include:
a larger desk
breaks during class
rescheduling tests or exams
excusing absences due to pregnancy or related conditions
submitting work after a deadline missed due to pregnancy or childbirth
providing alternatives to make up missed work
Lactation Rooms
Lactation Room Locations
TU Lactation Rooms provide a private, secure, clean space for chestfeeding and breastfeeding.
They are available to all students, faculty, staff, spouses and domestic partners
at the following campus locations:
7400 York Road, Room 239
Administration Building, Room 115B (obtain the key from AD101)
