Title IX FAQs

What Conduct Is Prohibited By The HU Title IX Policy?

The Howard University Policy Prohibiting Sex and Gender-Based Discrimination, Sexual Misconduct and Retaliation (Title IX Policy) prohibits discrimination on the basis of sex and gender, in compliance with Title IX of the Education Amendments of 1972, a federal law prohibiting sex and gender-based discrimination in federally funded education programs and activities.

Prohibited conduct under Howard's Title IX Policy includes:

• Sexual Assault
• Sexual Harassment
• Dating and Domestic Violence
• Sex or Gender-Based Discrimination
• Stalking
• Sexual Exploitation
• Retaliation 
• Complicity
• Consensual Sexual or Romantic Relationships between Employees and Students

Review/download definitions of the forms of prohibited conduct.

Howard University is obligated to take immediate action to eliminate the harassment, discrimination, or misconduct; prevent its recurrence; and address its effects.

An employee who is a licensed medical, clinical, or mental health professional, when acting in their role of providing services to a patient; any clergy or other religious or spiritual advisor, when serving in their religious or spiritual capacity; victim/survivor advocates; and any employee providing administrative support to employees in the aforementioned roles are considered Confidential Employees and are not obligated to report disclosures of sex or gender-based discrimination, harassment or violence to the Title IX Office. Rather, they are able to provide confidential support services to members of the University community.

Confidential Resources on campus include the following:

• Howard University Interpersonal Violence Prevention Program (IVPP)
• University Counseling Service
• Howard University Student Health Center
• Chaplains
• Employee Assistance Program

All University employees, except for those designated as Confidential Resources, are considered Responsible Employees and must report all knowledge of incidents related to gender-based discrimination, sexual harassment, sexual abuse, sexual assault, dating violence, domestic violence, or stalking to the Title IX Director. For more information, see the Guide to Title IX Reporting Obligations.

All Residence Life staff, including student employees, are considered Responsible Employees and must report any incident involving prohibited conduct under the Title IX Policy to the Title IX Director. For more information about the Title IX-related responsibilities of Residence Life staff, see the Residence Life Title IX Q&A.

A student, faculty or staff member may report a Title IX violation directly to the Title IX Office via the ONLINE REPORTING FORM. You may also contact the Title IX Office by phone at 202-806-2550, or by email at TitleIX@howard.edu.

You may also report to a Responsible Employee, who will in turn report your disclosure to the Title IX Office, as required under the Title IX Policy. You also have the right to make a report to the Howard University Department of Public Safety (phone: 202-806-1100) or local law enforcement (phone: 911), if a crime has been committed (e.g., sexual violence) or if you believe that you are in danger. However, you are not required to file a complaint with law enforcement in order to pursue a complaint with the University through the Title IX Office, or vice versa. In addition, you are encouraged to seek any health, counseling, or other support services you may need from a confidential resource, on or off campus. If you experience a potential Title IX violation, you may choose any or all of these options. And if you are a Responsible Employee, you must report any potential Title IX violations you become aware of to the Title IX Office. Learn more about your Rights, Resources and Options.

The Title IX Office will contact the individual reported to have experienced a Title IX violation (this person is referred to as the "complainant" and may or may not be the same person making the initial report) via email to request an in-person (or video or phone) meeting. During that meeting, the student, staff, or faculty member will be informed of their Title IX rights and protections. The Title IX Officer will conduct a safety assessment and provide options for contacting and seeking assistance from local law enforcement and/or a healthcare provider or other confidential resource, if necessary. The complainant will be given the option of filing a formal complaint and will be provided with contact information for support services and resources, both on and off campus. Support services include advocacy, counseling services, academic and residential accommodations, and healthcare services. Please note: Declining to file a complaint at the initial meeting does not prevent someone from filing a complaint at a future date.

A range of responses is available through the Title IX Office, including Supportive Measures (e.g., no contact orders, residential or academic accommodations, work schedule or job assignment adjustments), Informal Resolution, Referrals (to other offices), and Formal Investigation. Note that requests for Title IX-related accommodations must be made directly to the Title IX Office by the person seeking the accommodation.

Note that a third party who makes a Title IX report about an incident in which they are not the complainant may or may not be contacted again or receive further information from the Tabout the matter 

Learn more about the Title IX reporting and adjudication process through the Understanding Title IX infographic and flow chart.

The District of Columbia's Sexual Assault Nurse Examiners are based at Medstar Washington Hospital Center (202-877-7000) and can also travel to other DC hospitals to administer a medical forensic exam (SANE exam/”rape kit”) following a sexual assault. Learn more about How to Access a Free Sexual Assault Medical Exam in DC.

There is no time limit for making a Title IX report. However, we do encourage our students, faculty, and staff members to make a report as soon as possible to maximize our ability to respond promptly and effectively.

A student, faculty, or staff member can choose any person, including an attorney, who is not a witness or a party to the investigation to advise them or accompany them to any meeting with a University official regarding a Title IX matter. This applies to complainants, respondents and witnesses.

No. When a student turns 18 years old or enters a postsecondary institution at any age, the rights under FERPA (the Family Educational Rights and Privacy Act, a Federal law that protects the privacy of student education records) transfer from the parents to the student. This means that a student can now exercise greater control over the information the University shares about them with parties outside of the University. In order for the University to share certain information with a parent (including information related to a Title IX complaint), a student would need to sign a FERPA waiver authorizing the University to do so.