Sexual Misconduct is an umbrella term that includes Dating Violence, Domestic Violence, Sexual Exploitation, Sexual Harassment, Sexual Intimidation, Sexual Violence, and Stalking. For more information on University’s definitions of the above terms, please refer to the Towson University Policy on Sexual Misconduct found at www.towson.edu/policies (the “Sexual Misconduct Policy”).
All terms used in these procedures have the meanings given to them in the Sexual Misconduct Policy, unless otherwise specified. A “reporting party” is a person who files an allegation of Sexual Misconduct.
Towson University will take steps to prevent the occurrence of Sexual Misconduct and remedy the discriminatory effects of any Sexual Misconduct that does occur. Information on University programs that promote the awareness of Sexual Misconduct and prevent its occurrence are available at www.towson.edu/TitleIX.
“Reporting Party” is a person who files an allegation of Sexual Misconduct.
“Confidential Employee” is a mental health counselor, pastoral counselor, social worker, psychologist, health center employee, or any other person with a professional license requiring confidentiality when their official responsibilities include providing mental health counseling to members of the University community. Confidential Employees are not Responsible Employees.
“Support Person” is someone who provides support, guidance or advice to the accused or the reporting party at a hearing or meeting. Each reporting party and each accused may be accompanied by one support person of their choice. A support person cannot serve as a witness for either party, cannot act as an advocate or legal counsel, and cannot speak or directly participate in a hearing, although they can communicate in writing with the reporting party/accused they are supporting.
“Proceeding” means all activities related to a non-criminal resolution of a University disciplinary complaint, including, but not limited to, fact-finding investigations, formal or informal meetings, and hearings. Proceeding does not include communications and meetings between officials and reporting parties concerning accommodations or protective measures to be provided to a reporting party.
“Responsible Employee” is any employee who (1) has the authority to take action regarding Sexual Misconduct; (2) is an employee who has been given the duty of reporting Sexual Misconduct; or (3) is someone another individual could reasonably believe has this authority or duty, and (4) is not Confidential Employee. Responsible Employees include: the Title IX Coordinator and any Title IX Team members, all University administrators, all non-Confidential Employees in their supervisory roles, all faculty, all athletic coaches, University law enforcement, resident assistants, Student Government Association officers, and all other first responders who are not Confidential Employees.
“Result” means any initial, interim, and/or final decision by any official or entity authorized to resolve disciplinary matters within the University. The result must include any sanctions imposed by the institution. In cases of Domestic Violence, Dating Violence or Stalking, the result must also include the rationale for the result and the sanctions.
B. Filing a Report with the University
Reports can be filed by Towson University community members (including students, employees, and third parties) in any of the following ways:
Contact the Towson University Title IX Coordinator
Reports submitted to any other Responsible Employee within the Towson University community should be forwarded as soon as possible to the Title IX Coordinator listed above for review and response.
A report may be submitted online, verbally or in writing. No particular format is required, but the person reporting Sexual Misconduct should provide as much pertinent information as possible (e.g., the time and place of the incident, a complete description of what occurred, the identity of the accused (if known), whether there were any witnesses and the names of the witnesses (if known)).
Reporting Parties who are University students or employees will be provided with the notifications required under Section V.C.1.-3. of the Sexual Misconduct Policy (www.towson.edu/policies).
The safety of the University community is the University’s primary concern. Therefore, if a reporting party/alleged victim was under the influence of alcohol or drugs at either the time of the alleged Sexual Misconduct and/or at the time they make the report, the reporting party/alleged victim will not be charged by the University with a violation of University policy for being under the influence of alcohol or drugs.
Individuals may also, at their discretion, choose to file a report with local police, including, if applicable, Towson University Police. Towson University Police can be reached at 410-704-4444. Persons who were the victim of sexual assault off campus are encouraged to contact 911 or their local police department. The University police department or officials described above can assist reporting parties/alleged victims in notifying local law enforcement authorities if the victim so chooses.
Reporting parties who report to law enforcement are strongly encouraged to also report to the University through the processes listed above, so that the University may take prompt appropriate action, and should not assume that law enforcement will notify University officials.
Further procedures are described in section II below.
A reporting party may request that their 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 reporting party 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 reporting party 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 reporting party 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 reporting party.
If the university determines that it can respect the reporting party’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 reporting party’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 reporting party. 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 reporting party. The university will also take action as necessary to protect the reporting party while keeping their identity confidential. For students these actions may include providing support services to the reporting party and changing living arrangements or course schedules, assignments, or tests.
Because police reports are public records under state law, the University Police Department cannot hold reports of a crime in confidence. However, the University will protect the confidentiality of reporting parties by excluding identifying information about the alleged victim from publicly available records to the extent permissible by law.
The University will also keep confidential any accommodations or protective measures provided to the reporting party, to the extent that doing so would not violate the law or impair the University’s ability to provide accommodations or protective measures.
Factors to Consider in Weighing a Request for Confidentiality
Factors to consider when weighing a reporting party’s request for confidentiality that could preclude a meaningful investigation or potential discipline of the alleged perpetrator include the following:
1. 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 reporting party or others, and whether the sexual violence was committed by multiple perpetrators),
2. 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).
3. Whether the sexual violence was perpetrated with a weapon,
4. The age of the person subjected to the sexual violence,
5. Whether the university possesses other means to obtain relevant evidence (e.g., security cameras or personnel, physical evidence).
If the university determines that it must disclose a reporting party’s identity to the alleged perpetrator, it should inform the reporting party prior to making the disclosure, and should take whatever interim measure are necessary to protect the reporting party and/or the university community.
If the reporting party asks that the university inform the alleged perpetrator that the reporting party asked the university not to investigate or seek discipline, the university should honor this request and inform the alleged perpetrator that the university made the decision to go forward.
Any university officials responsible for discussing safety and confidentiality with reporting parties should be trained on the effects of trauma and the appropriate methods to communicate with reporting parties subjected to sexual violence. Traumatic events such as sexual violence can result in delayed decision making; therefore, a reporting party who initially requests confidentiality may later request that a full investigation be conducted
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 reporting parties 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 indicate that they are available to assist reporting parties 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.
Confidential Employees are generally exempt from reporting requirements while performing that role. Exceptions to this confidentiality policy may occur (for example) when an individual reports incidents of child abuse, or to comply with a court order.
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.
D. Interim Measures
Information about options for, and available assistance in, handling academic, living, transportation and working situations as applicable to protect the parties while a Sexual Misconduct investigation is pending is available at www.towson.edu/TitleIX. Accommodations will be provided if requested and if reasonably available, regardless of whether the reporting party/alleged victim chooses to report the crime to campus police or local law enforcement. Reporting parties should contact the Title IX Coordinator at 410-704-0203 to request interim measures.
E. Legal Protective Measures
Reporting parties/ alleged victims may seek a peace order from the District Court in accordance with the provisions of Title 3, Subtitle 15 of the Courts and Judicial Proceedings Article of the Maryland Code, or a protective order or temporary protective order in accordance with Title 4, Subtitle 5 of the Family Law Article of the Maryland Code. Any person who obtains a peace order, protective order, temporary protective order or similar order issued by a civil or criminal court should notify the University Police Department (and provide a copy of the order), so the Police Department can take steps to enforce the order on campus. Reporting parties/alleged victims may contact the National Domestic Violence Hotline at 410-889-SAFE for more information and assistance in obtaining a protective order.
F. Options for Services
Information about confidential services available on campus such as counseling, mental health and health services, and services available off campus including victim advocacy organizations, legal assistance, sexual assault services, women’s centers and health services are available for individuals affected by Sexual Misconduct, and are available at www.towson.edu/TitleIX.
G. Standards for Procedures
The student, faculty and staff disciplinary procedures for Sexual Misconduct shall provide a prompt, fair and impartial investigation and resolution, and include reporting and responding in accordance with state and federal laws. The standard of evidence used by the University to determine a finding of responsibility shall be “a preponderance of the evidence”. Preponderance of the evidence is defined as that evidence which, when fairly considered, produces the stronger impression, has the greater weight, and is more convincing as to its truth when weighted against the evidence in opposition thereto.
1. The disciplinary procedures for Sexual Misconduct shall:
a. Provide the reporting party and the accused the same opportunities to have others present as friendly observers during the disciplinary proceeding. A friendly observer who does not comply with the role described in the definition of a friendly observer may be removed from any meeting and/or hearing.
b. Be conducted by officials who (i) do not have a conflict of interest or bias for or against the reporting party or the accused and (ii) receive annual training on issues related to Sexual Misconduct and how to conduct an investigation that protects the safety of victims and promotes accountability.
c. Provide the reporting party and the accused equal opportunity to provide relevant witnesses and evidence throughout the process, and afford the parties similar and timely access to information to be used during any process.
d. Provide both the reporting party and the accused, in writing, at the same time:
i. the outcome of any disciplinary proceeding in which Sexual Misconduct is alleged;
ii. procedures for the reporting party and the accused to appeal the decisions and the sanction rendered by the University;
iii. any change to the results that occurs before the results become final;
iv. the final result of the disciplinary process; and
v. when the results become final.
e. Permit the accused and the reporting party the opportunity to appeal the decision and the sanction rendered by the University.
f. Be conducted in a manner that:
i. includes timely notice of meetings at which the reporting party or the accused, or both, may be present,
ii. provides timely access to the reporting party, the accused, and appropriate officials to any information that will be used after the fact-finding investigation but during informal and formal disciplinary meetings and hearings.
2. The disciplinary procedures for Sexual Misconduct may not:
a. Require (though they may allow) the parties to attempt to resolve any Sexual Misconduct allegation informally.
b. Require or allow mediation in Sexual Assault cases.
c. Allow a party to personally cross-examine the other party, if cross-examination is allowed. However, questioning by a hearing officer and the hearing board is permitted.
d. Allow or require the University to wait until a concurrent law enforcement proceeding concludes to begin any Sexual Misconduct investigation, Interim Measures, or adjudication.
e. Allow questioning or evidence about the reporting party’s sexual history with anyone other than the accused during any adjudication proceeding (in a proceeding where such evidence or questioning may be appropriate).
f. Discourage anyone who reports an incident of Sexual Misconduct from notifying local law enforcement of alleged Sexual Misconduct.
II. University’s Student Conduct Procedures
Students accused of violating Towson University Policy on Sexual Misconduct are subject to the procedures outlined in the Code of Student Conduct (www.towson.edu/studentconduct). In case of any conflict between the procedures in the Code of Student Conduct and the requirements of this document, the requirements of this document will take precedence. Students accused of any form of Retaliation are subject to the procedures outlined in the Code of Student Conduct.
A. Initial Meeting
Upon receipt of a report of alleged Sexual Misconduct, the appropriate staff member will follow up with the reporting party in a timely fashion (typically within 3 business days of receipt of a report). Reporting parties may be accompanied by a support person. Reporting parties will be offered an in-person meeting at which time the following may be discussed:
information included in the report and other important information regarding the allegation,
Information regarding Towson University and off campus resources and services, including, but not limited to health & mental health, legal assistance, victim advocacy and obtaining protective orders,
requests for confidentiality,
requests for appropriate Interim Measures,
the University’s process for responding to complaints of Sexual Misconduct.
Although reporting parties are encouraged to report allegations to the University in a timely manner, there is no deadline to notify the university regarding a complaint nor is there a deadline to schedule an appointment with the University to discuss the incident and/or available resources.
B. Charges Against Accused
When the University has enough information to determine the identity of the accused student and/or student organization, the University may initiate disciplinary action by charging the student and/or student group with the appropriate violation(s) of the Code of Student Conduct and/or the Towson University Policy on Sexual Misconduct. If the identity of the accused is not known, or if the reporting party is not willing to participate in the University’s disciplinary process, the University may be limited in its ability to proceed with the disciplinary process.
A student charged with a violation is notified by the Office of Student Conduct & Civility Education, and is requested to schedule a meeting (typically within 3 days), and attend this meeting with a staff member in the Office of Student Conduct & Civility Education. The accused may be accompanied by a support person.
During that meeting, the accused student (or student group) will be notified of the alleged violations of the Code of Student Conduct in writing, be given an opportunity to review the report and information provided to the University regarding the allegation, and have an opportunity to respond to the allegation. The meeting may also include a discussion of the University’s process for responding to complaints of Sexual Misconduct.
The accused student (or student group) may respond to the charge(s) by completing and submitting a Statement of Facts, and may agree or disagree with their responsibility for the charge(s). If the accused submits a Statement of Facts and agrees with any charges of the Code of Student Conduct, they waive their right to a University Hearing or Informal Investigation on those charges. In such cases, the accused would then be notified of the disciplinary action to be taken against them as a result of their behavior.
If the accused does not agree with the charge(s) or does not submit a Statement of Facts, typically, the accused will be offered a University Hearing (see procedures below). Students who may be suspended or expelled from the University as a result of their behavior will be offered a University Hearing. In some cases, the process will continue as an Informal Investigation (see procedures below).
C. University Hearing Procedures for Alleged Sexual Misconduct Violations by Students
The University Hearing will be held (typically within 2 weeks upon notifying the accused student of the charges) before the University Hearing Board. The University Hearing Board is composed of the hearing officer, who shall preside over the hearing, and student conduct aides. The Hearing Officer will make the final determination of facts of a case and determine a finding of responsibility in consultation with student conduct aides, if any. In the absence of the student conduct aides, the hearing officer will hear and decide the case. A case may not be heard if the hearing officer is not in attendance. The hearing officer shall be responsible for submitting the hearing panel's report to the Office of Student Conduct and Civility Education.
The hearing will be conducted in accordance with the standards set forth in section I.G. above. In addition:
1. The accused shall be given notice of the hearing date and the specific charges against them at least three business days in advance and shall be accorded reasonable access to the case file, which will be retained in the Office of Student Conduct and Civility Education. (In some cases, the accused may choose not to wait three days for a hearing to take place.)
2. The hearing will be audio recorded.
3. The accused is expected to be present for the hearing. If more than one student is charged in connection with the same incident, the university may hold a combined hearing. If the accused fails to appear, this will be stated for the record and the hearing will continue.
4. The accused and the reporting party may each be accompanied by a support person.
5. The hearing officer shall exercise control over the proceedings to avoid needless consumption of time and to achieve orderly completion of the hearing. Any person, including the accused, who disrupts a hearing may be excluded by the hearing officer.
6. The accused will be found responsible if the hearing officer decides that a preponderance of evidence supports the charges.
7. Formal rules of evidence shall not be applicable. The hearing officer shall admit all matters into evidence that reasonable persons would accept as having probative value, including documentary evidence, written statements, and hearsay. Repetitious or irrelevant evidence may, however, be excluded. Documentary evidence and written statements shall only be admitted into evidence if available to the accused before or during the hearing.
8. The accused and reporting party may not directly question each other during the University Hearing. Questions must be submitted in writing to the Hearing Board. The Hearing Board has the discretion to ask relevant questions of either party.
9. The accused and reporting party may request accommodations such as partitions/screens, and/or an alternative location during the Hearing (such as via Skype, or other remote technology).
10. The Director of the Office of Student Conduct and Civility Education may appoint a special hearing panel member in complex cases. Special panel members may question all parties, participate in hearing panel deliberations, and offer advice to the hearing officer.
11. The hearing officer's report will be presented (typically within 3 business days after the Hearing) to the Office of Student Conduct and Civility Education. Either the accused or the reporting party may view the hearing officer's written report by appointment.
12. After a legal sufficiency review, (typically within 5 – 7 business days after receipt of the Hearing Officer’s report) the accused (and the reporting party, where permitted by law/regulation) will receive the decision in writing from the Vice President for Student Affairs or designee and may appeal the decision and/or disciplinary action in accordance with the Appeal Procedures below. If the reporting party is prohibited by law or regulation from receiving a copy of the decision, they will be informed of any issues pertinent to their protection (e.g., the accused is not to contact them).
D. Informal Investigation Procedures for Sexual Misconduct Procedures
The informal investigation is designed to reduce unnecessary proceduralism and potential contentiousness in disciplinary proceedings in cases where potential sanctions against the accused do not include suspension or expulsion. An informal investigation will normally begin with an informal, non-adversarial meeting between the accused and a university administrator, as designated by the Director of the Office of Student Conduct and Civility Education. The accused may be accompanied by a support person. The University shall consider all matters that reasonable persons would accept as having probative value, including documentary evidence, written statements and hearsay. The accused will be given access to documentary evidence and written statements in advance or during the initial meeting and will be given the opportunity to respond to them. The accused is also allowed to submit the names of appropriate and relevant witnesses. The accused will be found responsible if the university administrator decides that a preponderance of evidence supports the charges. Either the reporting party, the accused or the University may elect to proceed with a formal hearing pursuant to Section C above at any time before the written decision is sent. The time frame for an informal investigation to be completed is typically 10 – 15 business days.
After a legal sufficiency review (typically within 5 – 7 business days after the determination of responsibility has been made), the accused (and the reporting party, where permitted by law) will receive the decision in writing from the Vice President for Student Affairs or designee and may appeal the decision and/or disciplinary action in accordance with the Appeal Procedures below. If the reporting party is prohibited by law or regulation from receiving a copy of the decision, they will be informed of any issues pertinent to their protection (e.g., the accused is not to contact them).
E. Potential Sanctions
The range of penalties for Sexual Misconduct shall include, but not be limited to: alteration of class schedule and/or housing assignment, restriction from entering specified buildings/areas, censure, loss of privilege, restitution, University probation, educational sanctions, removal from on-campus housing, suspension, dismissal, and expulsion, as outlined under E. Penalties in the Code of Student Conduct. Typically, a finding of responsibility for a charge of Sexual Violence may result in suspension or expulsion.
F. Disciplinary Procedures for Student Organizations, Groups and NCAA Teams
1. Student organizations, groups and NCAA teams (referred to collectively as “groups”) may be charged with violations of the Sexual Misconduct Policy.
2. When one or more members of a group are charged with a violation of the Sexual Misconduct Policy, the University may charge the group as well. A student group and its officers may be held collectively and individually responsible when violations of the Sexual Misconduct Policy by those associated with the group have been condoned or have received the consent or encouragement of the group or of the group’s leaders or officers.
3. A position of leadership in a student group entails responsibility. Student officers or leaders cannot knowingly permit, condone or acquiesce in any violation of the Sexual Misconduct Policy by the group.
4. The officers, leaders or any identifiable spokesperson for a student group may be directed by the Vice President for Student Affairs or designee to take appropriate action designed to prevent violations of the Sexual Misconduct Policy by the group. Failure to make reasonable efforts to comply with the Vice President for Student Affairs’ directive shall be considered a violation of the Code of Student Conduct, both by the officers, leaders or spokesperson for the group and by the group itself.
5. An informal investigation or, whenever appropriate (in accordance with the information listed in sections II. C and II. D above), a University hearing for student groups will be conducted in a manner similar to the procedures for individual students. Conferences shall be conducted with one spokesperson representing the group, usually the president. Any sanctions listed in the Code of Student Conduct may be imposed on a group and its individual members. If individual members are subject to suspension or expulsion from the University for actions of the group, those individuals will be offered a University hearing.
6. A group may be held responsible for violations of the Sexual Misconduct Policy resulting from the actions of its members, if the actions: arose out of activities related to the group; were encouraged, fostered or condoned by the group; were known or should have been known by members of the group; or were activities that the group could have prevented “Group Misconduct”).
7. To be held responsible for Group Misconduct, it is not necessary that the misconduct be approved by the entire group nor is it necessary that more than one group member be involved in the misconduct.
8. In determining whether a group is responsible, the University may consider, among other factors, whether the misconduct would have occurred if the participating individuals were not members of the group or whether the misconduct was encouraged, fostered or condoned by the group or whether the misconduct could have been prevented by the collective action of the group.
G. Emergency Suspensions
1. When there is evidence that the continued presence of a student on the University campus poses a substantial threat to themself or to others, or to the stability and continuance of normal University functions, the Vice President of Student Affairs or designee, may immediately suspend a student from any or all University activities, including University housing, for an interim period pending a hearing or medical evaluation. Such an emergency suspension may become effective immediately without prior notice.
2. An emergency suspension may be imposed only:
a. To ensure the safety and well-being of members of the University community,
b. To ensure the student’s own physical or emotional safety and well-being,
c. If the student poses a definite threat of, disruption of, or interference with the normal operations of the University.
3. A student issued an emergency suspension shall be denied access, as determined appropriate by the Vice President for Student Affairs or designee, to:
a. The entire campus, including classes,
b. University housing and dining facilities,
c. All other activities or privileges for which the student might otherwise be eligible.
4. In these cases, a University hearing or medical evaluation will be scheduled as soon as is practicable.
H. Appeal Procedures
Any disciplinary determination for cases involving Sexual Misconduct may be appealed in writing by the deadline listed in the notification letter by the accused and/or the reporting party/alleged victim; appeals will be heard by the Student Appeals Committee. The decision made by the Student Appeals Committee is final.
The basis for appeal of a disciplinary finding or sanction must be one of the following:
A. a flaw in the student's right of due process,
B. evident bias in the decision of the hearing board or the individual conducting an informal investigation,
C. new evidence or insufficient consideration of all aspects of the situation,
D. inconsistent or overly severe sanction imposed.
If a reporting party/alleged victim or accused student chooses to appeal a finding or sanction, they must do so in writing to the Office of Student Conduct and Civility Education by the deadline indicated by the Office of Student Conduct & Civility Education (in most cases this is 5 – 7 business days from the date of the decision letter). Failure to appeal within the allotted time will render the original decision final and conclusive. Appeals shall be decided upon the record of the original proceedings, written letters submitted by the parties, and further information requested by the committee or designee. The Appeals Process is in writing; neither the accused nor alleged victim is entitled to an in-person appeal to either the Student Appeals Committee or University President.
The appeal must specifically state the basis for appeal (listed above) and supporting documentation or information explaining the basis for appeal. The person appealing should address the central issue of the appeal directly, as irrelevant information will not be considered. Also, the person appealing should be sure to include in their written appeal any relevant documentation is needed to substantiate their claims.
Both the accused and alleged victim will be notified of an appeal submitted by the other, will be able to review the written appeal and any supporting documentation submitted by the other party, and will have an opportunity to submit a written response to the appeal by the deadline listed in the notification letter.
The imposition of sanctions will not be deferred during the appeal process unless the student presents a compelling reason to the Vice President for Student Affairs, or designee.
Appeals should be received by the Office of Student Conduct and Civility Education in one of the following ways:
a. Delivered in person to: Administration Building, Room 236
b. Sent via email to: studentconduct AT_TOWSON
c. Mailed via US mail to the Office of Student Conduct and Civility Education, 8000 York Rd. Towson, MD 21252
Decisions regarding appeals are typically made within 10 – 15 business days after receipt of all necessary documentation. After a legal sufficiency review (typically within 5 – 7 business days after the appellate body has made a determination), the accused (and the reporting party, where permitted by law) will receive the decision on the appeal in writing.
III. Options for Reporting Sexual Misconduct to External/Off Campus Agencies
In addition to the University procedures described above, a reporting party may report an incident to Sexual Misconduct to Towson University Police.
Towson University Police General Information
Baltimore City Police:
Baltimore County Police:
U.S. Department of Education - Office for Civil Rights:
Information is also available on OCR’s webpage.