The university 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.
Towson University’s Policy on Sexual Misconduct (PDF) is consistent with federal law in prohibiting discrimination on the basis of gender
All University community members are subject to this policy, regardless of sex, sexual
orientation, gender identity and gender expression. The Office of Inclusion and Institutional
Equity coordinates Towson University’s compliance with Title IX, and responds to reports
of sexual misconduct by providing outreach, resources, and investigations.
A complainant may request that his/her name not be disclosed to alleged perpetrators
or that no investigation or disciplinary action be pursued to address the Sexual Misconduct,
particularly in cases of sexual violence. Towson University 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 of sexual misconduct.
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
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 his/her 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 his/her 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 his/her 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 his/her 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 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 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 his/her 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 misconduct (particularly sexual violence)(e.g.,
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
- Circumstances that suggest there is an increased risk of future acts of sexual misconduct/sexual
violence under similar circumstances (e.g., whether the report reveals a pattern of
perpetration (e.g., 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 (e.g., 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
As described in the Policy on Sexual Misconduct, 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
Pregnancy and Child Birth
Under the Department's 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
For more information, and help with academic assistance related to pregnancy and childbirth
please contact us at 410.704.0203, titleix AT_TOWSON.
What types of accommodations may I request?
Specific accommodations will vary from student to student. Examples of accommodations
- 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
TU Nursing Rooms provide a private, secure, clean space for breastfeeding. Locations
of the rooms are listed below. They are available to all students, faculty and staff,
as well as spouses and domestic partners.
NURSING ROOM LOCATIONS
- 7400 York Road, Room 239
- Administration Building, Room 115B (obtain the key from AD101)
- College of Liberal Arts, Room 2231
- Cook Library, Room 527 (obtain key from third floor circulation desk)
- Psychology, Room 508N
- Stephens Annex, Room 174
- Towson City Center (AKA Olympic Place), Room 324
- Van Bokkelen Hall, Room 009
- West Village Commons, Room 320