UNT Title IX Lawyer

If you are looking for a UNT Title IX lawyer, start with what UNT’s own documents say. This page is for University of North Texas students, and their parents, who have been named as respondents in a report of sexual harassment, sexual assault, dating violence, stalking or other sexual misconduct. It explains UNT’s offices, documents and steps as UNT’s own policy and procedures state them. Texas state law is covered on our Texas Title IX defense attorney page. UNT can revise its documents, so check the current versions.

UNT Offices That Handle Sexual Misconduct Cases

Equal Opportunity & Title IX (EOTIX)

Equal Opportunity & Title IX (EOTIX) handles reports of discrimination, harassment, sexual misconduct and retaliation involving members of the UNT community. Its website says it reviews and investigates reports at the Denton, Discovery Park and Frisco campuses. The office is in the Hurley Administration Building.

The Title IX Coordinator is a UNT employee designated by the President to implement, monitor and enforce the Title IX program. In the policy, a reference to the Coordinator also means a Deputy Title IX Coordinator or the Coordinator’s designee. The Coordinator is located in the Office of Equal Opportunity. EOTIX responds to all sexual misconduct complaints, whether the respondent is a student, an employee or unaffiliated with UNT.

EOTIX is not a confidential office. It says it keeps matters private to the extent possible, but it may not be able to maintain confidentiality because the nature of a complaint may require it to take investigative action. The investigation includes interviews with the respondent.

Dean of Students (DOS)

The Dean of Students office is the UNT office that assigns student sanctions. Under the procedures, EOTIX notifies DOS of the allegations when the respondent is a student, and DOS is responsible for implementing sanctions or corrective measures for students. Under the policy, the Dean of Students or a designee is the Sanctioning Official for students found responsible for Title IX Sexual Harassment. In other sexual misconduct cases, the matter goes to the Dean of Students after a responsible finding, and the sanction must be consistent with the Code of Student Conduct (UNT Policy 07.012). The policy adds that the Code contains mandatory sanctions for some violations. In those cases a finding of responsibility automatically results in a particular sanction.

Which UNT Document Applies to Your Case

Two documents govern these cases:

• UNT Policy 16.005, Prohibition Against Sexual Misconduct and Retaliation. Its effective date is 02/01/1993, and its most recent revision is dated 08/04/2026.
• Resolution Procedures for Allegations of Discrimination, Harassment, Sexual Misconduct, or Retaliation filed with Equal Opportunity & Title IX, dated 02-23-26.

The procedures say they apply along with Policies 16.004 and 16.005, and that “University Policies 16.004 and 16.005 prevail over these Resolution Procedures in case of any conflict”. The Code of Student Conduct (Policy 07.012) is also referenced.

For student respondents, Policy 16.005 routes a case by the type of conduct alleged:

• Title IX Sexual Harassment. The Grievance Process in Sections 7.d. through 7.o. applies. The policy defines this as conduct on the basis of sex that is quid pro quo by an employee, or unwelcome conduct a reasonable person would find so severe, pervasive and objectively offensive that it effectively denies equal access to the University’s education program or activity, or sexual assault, dating violence, domestic violence or stalking as the policy defines them.
• Other sexual misconduct. Allegations that do not include Title IX Sexual Harassment are handled under Section 7.p. when the respondent is a student at the time of the alleged conduct.

The policy requires dismissal of a Formal Complaint, or of an allegation in it, if the conduct does not meet the Title IX Sexual Harassment definition, did not occur in a UNT educational program or activity, or did not occur against a person in the United States. A dismissed allegation can still be resolved under Section 7.p. or the Code of Student Conduct.

Your own notice should tell you which process UNT is using. Under the policy, the written notice of a Formal Complaint includes a description of the Grievance Process and the potential policy violations being investigated. Read it closely.

The UNT Process Step by Step

The policy defines a day as “Monday through Friday during regular University business hours (8:00 a.m. to 5:00 p.m.)”. Deadlines below say which document states them and keep that document’s unit.

Report, Inquiry and Dismissal

The procedures say all incident reports begin as inquiries. EOTIX consults with potential complainants. If it finds no viable allegation of a policy violation, it closes the matter as an inquiry. If the inquiry could be a policy violation, it may become a formal complaint meriting an investigation. EOTIX decides whether a report merits no action, an informal resolution or a formal investigation. The procedures’ 180 calendar day filing period applies to discrimination, harassment and retaliation reports, and they say sexual misconduct reports do not have the same timely reporting requirement.

Under the policy, the Grievance Process begins when a Complainant signs a Formal Complaint and submits it to the Title IX Coordinator. The Coordinator may also sign a Formal Complaint when in the best interest of the University community. Besides the mandatory dismissals above, the policy allows discretionary dismissal, for example at the Complainant’s written request or when specific circumstances prevent the University from gathering enough evidence. If a Formal Complaint is dismissed, UNT notifies both parties in writing with the reasons.

Notice to the Respondent

The policy says the Title IX Coordinator gives both parties written notice of the Formal Complaint. It must include the alleged conduct as then known, the potential policy violations, a statement that the Respondent is presumed not responsible, a statement that each party may inspect and review all evidence gathered, and a statement that knowingly making false statements is prohibited. The procedures say EOTIX issues a notice of complaint to the Respondent by UNT email. If the Respondent does not respond or cannot be reached that way, EOTIX will try other methods. If that fails, it documents this and proceeds to the extent practicable. Check your UNT email.

Informal Resolution

Under the policy, once both parties have the written notice, they may agree in writing to use Informal Resolution at any point before a determination of responsibility. It may include mediation. An agreement is binding and results in permanent dismissal of the Formal Complaint. Either party may withdraw before agreeing and resume the Grievance Process. The policy says Informal Resolution is not permitted if the Formal Complaint alleges sexual assault, contains an allegation of physical violence, or alleges an employee sexually harassed a student. It is also not permitted if the parties already reached a mutual agreement resolving the same allegations. The policy says it will be concluded within 45 days of written notice that both parties wish to proceed. It also says statements made during it may not be used in the formal process. The procedures add that participation is voluntary and that declining will not be held against either party.

Investigation and Evidence Review

Under the policy, the Respondent has 10 days after the written notice of the Formal Complaint to respond in writing and schedule an interview with the investigator. Before the investigation report is complete, the investigator sends both parties and their advisors the evidence directly related to the allegations, including evidence that points toward and away from responsibility. The parties then have 10 days to inspect, review and respond, verbally or in writing. The investigator cannot use a party’s treatment records from a physician, psychiatrist, psychologist or similar professional unless that person gives voluntary written consent. The procedures say students are encouraged, but not required, to participate in investigations. The policy says anyone who knowingly interferes with an investigation, for example by destroying or altering information, is subject to disciplinary sanctions.

The procedures describe a Preliminary Investigative Report that the parties may review and comment on, with a chance to submit final evidence. The investigator then drafts a Final Investigative Report Without Analysis and the case moves to the decisionmaker. The procedures do not state a number of days for this review. The investigator is not the decisionmaker.

Decision: Adjudicator or Hearing Panel

The procedures say the decisionmaker is either an adjudicator or a hearing officer with a hearing panel. An adjudicator drafts a Final Investigative Report With Analysis. A hearing officer schedules a hearing and, with the panel, drafts a Decision Form after it. Which one applies depends on the path:

• Title IX Sexual Harassment (policy Section 7.j.). Unless the complaint is dismissed, UNT provides a Live Hearing with at least 10 days’ written notice. The panel has three members, a Hearing Officer and two Hearing Panelists, chosen by the Title IX Coordinator or a designee. A party may challenge a panelist in writing within five days from the date of the hearing notice. The panel decides by majority vote, and the Hearing Officer prepares the written determination.
• Other sexual misconduct, student respondent (Section 7.p.). The Title IX Coordinator reviews the completed investigation report and decides whether there is probable cause and whether expulsion is a potential sanction. If the allegations include sexual assault, or the Coordinator finds a probability of expulsion, the report goes to a Hearing Panel. Otherwise an adjudicator independently reviews it. The written notice of required hearing goes to both parties, and the policy says “Failure to read and comply with the Notice is not suitable grounds for an appeal”. A pre-hearing meeting is offered, and a party may challenge a panelist in writing no later than 10 days before the hearing. The hearing is held by virtual platform and is closed to the public. If a Respondent fails to appear without good cause, the panel decides on the available evidence. The written summary of findings is due within 28 days following a hearing unless circumstances delay it.

Under the procedures, the possible determinations are Substantiated or Unsubstantiated. The policy uses responsible and not responsible.

Standard of Proof

The policy says the Respondent is presumed not responsible and will not be found responsible unless the preponderance of the evidence establishes the conduct. It defines this as more likely true than not true, and says the burden of proof always rests with the University. The procedures use the same standard.

Sanctions

For student respondents, the policy lists possible sanctions and remedies:

• educational training
• no shared classes or extra-curricular activities
• disciplinary probation
• withholding of grades, official transcript and/or degree
• a bar against readmission or enrollment, dropping classes, or withdrawal from the University
• suspension of rights and privileges
• denial of degree
• suspension from the University for a specific period
• expulsion
• revocation of degree and withdrawal of diploma
• other sanctions or remedies as deemed appropriate

In the Title IX path, the Hearing Officer sends the written determination to the Sanctioning Official within one day. Except under extenuating circumstances, the Sanctioning Official assigns the sanction within 14 days.

Appeals

The documents give different deadlines. Do not combine them.

• Policy, Title IX path (Section 7.m.). Either party may appeal the determination or a dismissal. The appeal must be in writing within 10 days of notice of the written determination. The grounds are a procedural irregularity that affected the outcome, new evidence that was not available earlier, or a conflict of interest or bias by the Title IX Coordinator, an investigator or a Hearing Panelist that affected the outcome. The Appellate Officer cannot be the Title IX Coordinator, an investigator or the Hearing Officer. A written decision is due within 28 days from the date of the appeal.
• Policy, hearing path for other sexual misconduct (Section 7.x.). An appeal of the Hearing Panel’s determination goes to the Vice President for Inclusion, Diversity, Equity & Access (IDEA) or designee, in writing, within 10 days from the date of the Panel’s written summary of findings. The grounds are a procedural error or omission that significantly impacted the outcome, or new evidence unavailable during the investigation. The Title IX Coordinator may extend the time in the interest of fairness. The decision is final. A student may appeal the Dean of Students’ sanction to the Senior Vice President for Student Affairs within 10 days from the date the sanction is imposed. That decision is also final.
• Policy, adjudicator path (Section 7.p.). Either party may request review of the findings or sanctions under the Code of Student Conduct guidelines.
• Procedures. An appeal goes to the Appellate Officer within ten business days from the date of the Final Investigative Report With Analysis or Decision Form. It rests on the same two grounds as Section 7.x. It must state the basis and how it affected the determination, and incomplete requests will not be considered. The procedures say an appeal is not a re-investigation, and that the appellate officer’s decision is final.

Advisors at UNT

The policy defines an Advisor as a person chosen by a party or appointed by UNT to accompany the party to meetings, advise the party, and conduct cross-examination for the party at a hearing, if any. The notice of a Formal Complaint tells both parties they may have an advisor of their choice “who may be, but is not required to be, an attorney”.

• Investigation meetings. The policy says the party must tell the investigator in writing who the Advisor is, and that Advisors are not permitted to actively participate in meetings unless the policy says so. The procedures require notice of the advisor’s name and position no later than two business days before a meeting. Witnesses cannot serve as advisors. The procedures say “Advisors must not engage in the use of verbal or nonverbal cues or speak on behalf of the parties”, and that parties are expected to ask and answer questions for themselves.
• Title IX hearing. If a party has no advisor, UNT provides one at no cost. Advisors may not actively participate except to ask relevant questions of the other party and witnesses. Parties may not question each other directly. Advisors submit initial questions to the Hearing Officer at least five days before the hearing, and the Hearing Officer sends relevance decisions at least two days before it.
• Hearing for other sexual misconduct. Each party must have an advisor and must tell the Title IX Coordinator who it is, and whether that person is an attorney, no later than 10 days after receiving the notice. If a party has none, the Coordinator appoints one at no cost, who may or may not be an attorney. An advisor may not participate in the hearing and may not address the panel, other than to request a break or give a closing statement for the party. The policy says attorneys representing a party may not actively participate other than to present a closing statement. Advisors and attorneys may confer privately with the party and request breaks. The parties submit questions to the Hearing Officer, who asks them.

Interim Measures, Transcripts and Records at UNT

Under the policy, UNT provides student respondents and complainants with counseling from a counselor who is not counseling another person involved, and permission to drop a shared course without academic penalty. It may also take other administrative action. The policy lists examples including no contact directives, housing reassignments, leaves of absence, modified schedules, campus security escorts, altered academic arrangements and increased security. The procedures add that EOTIX recommends supportive measures after consulting University officials, and that these may include limits on contact between the parties. The policy and the procedures both say these measures are not disciplinary.

Under the policy, a student respondent may be removed from the University on an emergency basis when UNT determines the Respondent poses an immediate threat to the physical health or safety of an individual arising from an allegation of sexual harassment. The Respondent is notified in writing and has five days to challenge the decision to the Title IX Coordinator. The Coordinator or a designee responds in writing within three days of receipt, upholding or overturning the removal.

If a student respondent withdraws or graduates before resolution, the policy says UNT shall continue to resolve the allegations of sexual harassment, sexual assault, dating violence or stalking under Section 7.p. until there is a final determination of responsibility. It also says UNT shall not issue a transcript to the Respondent until that determination is made. A suspension is noted on the transcript as “Disciplinary Suspension”, and the notation can be removed on the student’s request under UNT’s procedures when all conditions of the suspension are met. Expulsion creates a permanent notation on the transcript. The policy says UNT keeps all Grievance Process documentation, and any documented Informal Resolution, for seven years. It says these records are confidential to the extent allowed by law.

Support for UNT Student Respondents

Confidential resources

The policy defines Confidential Employees as employees designated by UNT for confidential conversations about sexual misconduct, or who receive information under circumstances that make it confidential or privileged. It says they include licensed professional mental health counselors and health care professionals working in those capacities for UNT, and attorneys and other employees in the UNT Student Legal Services office. A Confidential Employee still reports the type of incident to the Title IX Coordinator, but not information that would violate a student’s expectation of privacy.

• Counseling and Testing Services provides psychological services to all UNT students.
• Student Health and Wellness Center is the on-campus medical clinic for UNT students.
• Student Legal Services is named in the policy’s list of confidential offices. Ask that office what help it can give a respondent.

Non-confidential resources

• EOTIX investigates and keeps matters private only to the extent possible.
• Dean of Students supports students with personal and academic matters, and also assigns sanctions.
• Office of Disability Access handles accommodations for students with disabilities.
• International Student and Scholar Services provides immigration services.
• Financial Aid & Scholarships and Student Veteran Services are also listed on EOTIX’s student resources page.

These offices are not listed as confidential.

Complainant-focused resources

The Survivor Advocate is a UNT employee who provides advocacy services to survivors of sexual misconduct, relationship violence and stalking. The policy says the Survivor Advocate is not a confidential employee. UNT describes it as a service for survivors.

Related pages: Texas Title IX defense attorney and Title IX investigation guide.

Texas Law in Brief

Under Texas Education Code 51.252, a university employee who reasonably believes an incident of sexual harassment, sexual assault, dating violence or stalking involving a student or employee occurred must generally report it promptly to the Title IX coordinator, with exceptions such as confidential employees. Under 51.9364, if a student is ineligible to reenroll for a reason other than an academic or financial one, the institution must note that on the transcript, and it may remove the note on the student’s request if the student becomes eligible or the institution finds good cause. Under 51.287, if a student withdraws or graduates while such a charge is pending, the institution may not end the disciplinary process or issue a transcript until it makes a final determination of responsibility, and it must give information about such a determination to another postsecondary institution that asks. The full state-law section is on our Texas Title IX page.

Official UNT Title IX Resources

• UNT Equal Opportunity and Title IX Office
• UNT Policy 16.005 Prohibition Against Sexual Misconduct and Retaliation
• UNT EOTIX Resolution Procedures
• UNT EOTIX: FAQ

Last verified: October 2026

Frequently Asked Questions About UNT Title IX Cases

Which UNT office will contact me?

Equal Opportunity & Title IX (EOTIX) handles these cases. The procedures say it sends a notice of complaint to the Respondent by UNT email, and the policy says the Title IX Coordinator provides written notice of a Formal Complaint. EOTIX also notifies the Dean of Students when the respondent is a student.

Is EOTIX confidential?

No. EOTIX says it keeps matters private to the extent possible but may have to take investigative action. The policy lists Confidential Employees separately, such as university counselors and health care professionals working in those roles.

Can a lawyer be my advisor at UNT?

Yes. The policy’s notice says an advisor of your choice may be, but is not required to be, an attorney. At investigation meetings, the procedures say the advisor must not speak on your behalf. At a hearing, what the advisor may do depends on the path, as described in the advisors section above.

How long do I have to appeal?

It depends on the document and path. The policy states 10 days (written, from notice of the Title IX determination or from the Panel’s written summary in the other hearing path), and the procedures state ten business days to the Appellate Officer. The policy prevails over the procedures in a conflict. The policy says the written determination in the Title IX path must include the appeal procedures and grounds.

What happens if I withdraw while a case is pending?

Under the policy, UNT continues to resolve allegations of sexual harassment, sexual assault, dating violence or stalking until there is a final determination of responsibility. It will not issue a transcript to you until then.

Will this go on my transcript?

The policy says a suspension is noted as “Disciplinary Suspension” and can be removed on request when all conditions are met. Expulsion creates a permanent transcript notation. Withholding of grades, official transcript or degree is also a listed sanction. The policy describes no transcript notation for other outcomes.

Can the case be resolved informally?

Sometimes. The policy allows Informal Resolution only if both parties agree in writing, and not where the Formal Complaint alleges sexual assault or contains an allegation of physical violence. The procedures say the process is voluntary and that EOTIX decides whether informal handling is appropriate.