Students who search for a CSUDH Title IX lawyer usually want to know what happens next. This page explains, in general terms, how California State University, Dominguez Hills (CSUDH) in Carson handles a sexual misconduct or discrimination complaint against a student. Your own notice, and the policy version and track that apply to your case, control the actual deadlines.
CSUDH does not have a separate campus procedure. It follows the California State University (CSU) systemwide policy and procedures. The campus office is the Office of Equity & Inclusion (OEI). The OEI contact page lists Welch Hall 478, (310) 243-3492 and equity@csudh.edu. Older class-schedule policy pages list a different Title IX number, (310) 243-1025, so confirm contact details with OEI.
Which policy applies
CSUDH’s OEI policies page points to the Interim CSU Nondiscrimination Policy. The version posted on the CSU policy site is effective March 4, 2025. Complaints against students that do not fall under Track 1 (explained below) go through the Interim CSU Nondiscrimination Policy: Student Respondent Procedures, also effective March 4, 2025, with Addendum A (Track 2 hearings) and Addendum B (appeals).
CSUDH, like every CSU campus, uses the same systemwide rules. Those rules place a student case in one of three tracks, and Tracks 1 and 2 include a hearing while Track 3 does not. The same documents also cover notices, evidence, sanctions, and appeals to the Chancellor’s Office. You can read the full explanation in the California State University systemwide Title IX process.
Which version governs your case depends on your notice and on two dates:
- Incident date. The Policy’s definitions apply to alleged misconduct on or after August 1, 2024. For earlier conduct, the definitions come from the policy in place at the time.
- Complaint filing date. The Student Respondent Procedures say they are "not retroactive" and apply to "complaints filed on or after March 4, 2025." An older complaint may be handled under the earlier procedures.
Some CSUDH pages use older references. The OEI pages say the CSU enacted the interim policy on August 1, 2024, and link it by an older address that now opens the March 4, 2025 version. Class-schedule pages on sexual misconduct still cite CSU Executive Orders 1095, 1096 and 1097. Use the policy and procedure named in your own notice, and ask OEI which version applies if your incident or complaint predates March 4, 2025.
The Title IX Coordinator/DHR Administrator (the procedures use this combined title) first decides whether Track 1 applies. Track 1 is the federal hearing process for conduct that meets the 2020 Title IX regulations’ definition of sexual harassment, occurred in the United States, and occurred in a CSU education program or activity. If Track 1 does not apply, the Student Respondent Procedures use:
- Track 2, a live hearing, for sexual harassment, sexual misconduct, dating violence, domestic violence, sexual exploitation, and stalking.
- Track 3, no hearing, for other discrimination, harassment and retaliation complaints. The investigator makes the final determination.
The track is the Coordinator’s decision, and it changes who asks questions at a hearing.
Report vs. formal complaint
Anyone may report, at any time. The procedures say the university’s response "may or may not include a formal investigation." Under the Policy, a Complaint is an oral or written report to the Title IX Coordinator/DHR Administrator that "objectively can be understood as a request for an investigation and determination". Track 1 uses a narrower Formal Complaint: a document or electronic submission signed by the complainant, or a document signed by the Title IX Coordinator, alleging sexual harassment and requesting an investigation.
The Coordinator may start an investigation without the complainant’s participation after weighing factors such as safety, severity, and any pattern. In that case the Coordinator "will make the Complaint on behalf of the University."
The procedures set a school deadline for the notice: the Notice of Investigation goes to both parties within 10 Working Days of the later of the intake meeting or the complainant’s request for investigation, or of the Coordinator’s decision that an investigation is necessary.
Early steps after notice
The Notice of Investigation is sent to both parties at the same time, "with sufficient time and information for the Parties to prepare a response before any initial interview." It summarizes the allegations, states that the respondent is presumed not responsible until a determination is made at the end of the process, gives the estimated timeline, explains your right to one advisor, and warns that evidence available but not disclosed during the investigation "might not be considered in any findings made, including at any hearing, and likely will not be considered for purposes of appeal". The procedures set no fixed number of days to respond. The notice also offers an initial meeting with the Coordinator, which "is not intended to be investigatory in nature."
In a Track 1 case, a notice of allegations that also schedules your interview must be provided at least 5 Working Days before the interview. Other Track 1 meeting and interview notices should give at least 3 Working Days.
Other points from the procedures:
- From the Notice of Investigation until the appeal deadline passes or the appeal is decided, parties and witnesses may not use or disclose information or records obtained through the process. You can still gather evidence, speak to witnesses, and consult family, confidential resources, or your advisor.
- You will not be found in violation "solely because the Respondent did not participate in the investigation or hearing process."
- The university may place a hold on registration, records and transcripts once you are sent written notice of a pending investigation, and may withhold a degree until the process and any sanctions are complete.
Dismissal and dismissal appeals
The Coordinator may dismiss all or part of a complaint, for example when the complainant withdraws in writing or the evidence cannot reasonably be gathered. Track 1 adds mandatory dismissal where the conduct would not meet its definition even if proved, did not occur in an education program or activity, or did not occur in the United States. A Track 1 mandatory dismissal may still be referred to Track 2, Track 3, or another process.
Both the Student Respondent Procedures and Track 1 allow an appeal of a dismissal within 10 Working Days from the date of the notice of dismissal, filed with the Civil Rights Appeals Unit at the CSU Chancellor’s Office. The listed grounds are a procedural irregularity, new evidence that was not reasonably available, or conflict of interest or bias, but the two documents word them differently. Use the grounds and deadline in your own dismissal notice.
Interim suspension and emergency removal
The documents describe the standard differently. The Student Respondent Procedures allow interim suspension where there is "reasonable cause" to believe it is necessary to protect personal safety and maintain order. Track 1 allows emergency removal for "an immediate threat to the physical health or safety" of a student or other individual, and says a threat of obstructing the investigation or destroying evidence does not justify it. The CSU Student Conduct Process uses "imminent and serious threat". Track 1 and the Student Conduct Process both provide a hearing within 10 Working Days of the student’s request. Follow the instructions in your own removal or suspension notice.
Investigation and evidence
The standard is the preponderance of the evidence, and the burden of gathering evidence is on the university, not the parties. You may submit documents, list witnesses, and ask the investigator to gather evidence or ask questions. The investigator can decline questions that are repetitive, irrelevant, or harassing.
In sexual misconduct investigations, some evidence is impermissible: privileged material unless waived, private medical records without written consent, and evidence about a party’s sexual interests or prior or subsequent sexual conduct, except in two narrow situations. Prior consensual relations between the parties are never enough, by themselves, to show consent.
Before the report is final, the parties receive a preliminary investigation report with the relevant evidence. Under the Student Respondent Procedures, "The Parties will have 10 Working Days to review the evidence." Track 1 gives "a minimum of 10 Working Days" for the review of evidence, then 10 Working Days to respond in writing to the final investigation report.
The procedures target a final investigation report within 100 Working Days from the date the Notice of Investigation is sent, with status updates every 30 days. Extensions are allowed for good cause, and the procedures say the Coordinator will not unreasonably deny a student’s extension request during exams or academic breaks.
Advisor and hearing
You may have one advisor of your choice, who "may be, but is not required to be, an attorney or a union representative". The procedures say the university "will not limit the choice or presence of the Advisor", and that you may consult an attorney at your own expense. CSUDH’s page for accused students says advisors "may be anyone except parties that are witnesses or otherwise involved in the investigation", so ask OEI if your choice of advisor could be an issue. An advisor may observe and consult but may not answer questions for you.
CSUDH also runs a voluntary Process Support Advisor Program of trained employees. They may accompany students to meetings and interviews, may not speak on a student’s behalf or give legal advice, and are mandatory reporters.
Track 2 hearing (Addendum A). A live hearing, generally by videoconference with the parties in separate locations. "All questions will be asked by the Hearing Officer." You propose questions in advance and may submit written follow-up questions during the hearing; the Hearing Officer rules on relevance and explains exclusions. Advisors and support persons do not speak about the substance or process of the hearing. Key clocks:
- Witness list, advisor and support person names, and any objection to the Hearing Officer (actual conflict of interest only) no later than 15 Working Days before.
- If a violation is found, an impact or discipline statement of up to 2,000 words within 5 Working Days after the report is sent. The president or designee then issues a Decision Letter on sanctions within 10 Working Days of receiving the Hearing Officer’s report. Without an appeal, it becomes final 11 Working Days after the date of the Decision Letter.
Track 1 hearing. A live hearing, usually by videoconference. Each party "must have a hearing advisor at the hearing", who asks the other party and witnesses relevant questions, including questions about credibility. If you have none, the campus provides one for that purpose. The materials reviewed do not say whether a CSUDH Process Support Advisor can serve in that role, so confirm with OEI. The hearing will not be set sooner than 20 Working Days after the date of the notice of hearing. An objection to the hearing officer is due within 5 Working Days after you are told who it is. The report goes to the parties "usually within 15 Working Days of the close of the hearing."
Informal resolution
Informal resolution is voluntary and needs written consent from both parties; the Coordinator may decline it. The Student Respondent Procedures allow it "at any time before a determination of responsibility is made" and do not require a formal complaint. Track 1 allows it before the Hearing Officer’s report and only after a Formal Complaint. CSUDH’s page for accused students says you may ask about it "at any time before and during an investigation." A signed agreement is final and not appealable. Mediation between the parties cannot be used for sexual misconduct, sexual exploitation, dating violence, domestic violence, or stalking complaints.
Supportive measures
Supportive measures are free, non-disciplinary, and available to a respondent as well as a complainant, "regardless of whether a Complaint is filed." Examples include counseling, deadline extensions and course adjustments, campus escorts, contact restrictions, leaves of absence, and changes to class, housing or activities. The Coordinator offers them to respondents during an initial meeting. You may ask for a review of a decision to provide, deny, change, or end a measure.
No-contact directives can be one-way or mutual. A mutual directive "will not be issued automatically" and may only be issued before an investigation outcome. Directives that limit movement on campus require egregious alleged conduct or an objective threat of physical harm.
Appeals
For sexual misconduct and related complaints, either party may appeal. Under Addendum B, a written appeal goes to the Civil Rights Appeals Unit at the Chancellor’s Office "no later than 10 Working Days after the date of the Notice of Investigation Outcome (non-hearing cases) or Final Decision (hearing cases)." Track 1 sets 10 Working Days after the date of the decision letter. Appeals are limited to 3,500 words, excluding exhibits, and all arguments and evidence must be filed by the deadline.
The grounds are: no reasonable basis for the findings or conclusions; procedural errors that would likely have changed the outcome; new evidence that was not reasonably available; conflict of interest or bias of the Coordinator, investigator, or Hearing Officer; and a sanction that was objectively unreasonable or arbitrary. Addendum B limits the sanction ground to acceptance-of-responsibility cases or appeal reversals.
The other party and the university may respond within 10 Working Days of the notice of appeal. The Appeals Unit does not reweigh the evidence or revisit credibility findings. It responds no later than 30 Working Days after receiving the appeal, unless extended, and may remand or, in limited cases, reverse.
The documents describe the start date slightly differently, so use the date and filing instructions in your own outcome letter.
FAQ
Do I need a lawyer for a CSUDH Title IX case?
The procedures do not require one. You may choose an advisor, including an attorney at your own expense, or use a CSUDH Process Support Advisor.
How long do I have to respond to a Notice of Investigation?
The procedures set no fixed number of days. They require "sufficient time" to prepare before any initial interview. Check your notice for any dates it sets.
What if I do not participate?
You will not be found in violation solely for not participating. The procedures warn that evidence not disclosed during the investigation might not be considered later.
Can I appeal a finding against me?
Yes. Addendum B and Track 1 both set 10 Working Days, measured from the date of your outcome notice or decision letter. Follow the instructions in that letter.
Disclaimer
This page is general educational information, not legal advice. Reading it does not create an attorney-client relationship. This site is not affiliated with or endorsed by California State University, Dominguez Hills or the California State University system. Policies and procedures change, so confirm every deadline against your own notice and the currently posted policy and procedures.
Sources
- Interim CSU Nondiscrimination Policy (CSU PolicyStat)
- Interim CSU Nondiscrimination Policy: Student Respondent Procedures, with Addenda A and B (CSU PolicyStat)
- CSU Title IX policies index
- CSUDH OEI: Interim CSU Nondiscrimination Policy
- CSUDH OEI: If you’ve been accused
- CSUDH OEI: Title IX/DHR Process Support Advisor Program
- CSUDH OEI: Contact
- CSUDH Office of Community Standards: Student Conduct Procedures
