UT Arlington Title IX Lawyer

This page is for UT Arlington students, and their parents, who have been contacted by the university about an allegation of sexual harassment, sexual assault, dating violence, stalking or other sexual misconduct, and who are the person accused. The policy calls that person the Respondent. If you are looking for a UT Arlington Title IX lawyer, start by reading what UT Arlington’s own documents say about the process, so you can read your notice with that in front of you. Texas state law is covered on our Texas Title IX defense attorney page.

The UT Arlington Offices Involved

Office of Title IX and Discrimination Complaints

This is UT Arlington’s Title IX office. It is led by the Assistant Director of Discrimination Complaints and Title IX Coordinator, called the Title IX Coordinator in the policy. The policy describes the Coordinator as the senior university administrator who oversees UT Arlington’s Title IX compliance and its administrative response to reports and formal complaints. The Coordinator can discuss the grievance process, coordinate supportive measures and explain university policies and procedures.

The policy says investigators serve as neutral and impartial factfinders. It also says the university representative at a hearing is neutral and does not act as an advocate for any party. The Title IX office is not a confidential place to talk. The policy says information may be shared as necessary with people who need to know, such as investigators, witnesses, the parties, the parties’ advisors, the Hearing Officer and the appeal official.

Office of Community Standards

This is UT Arlington’s student conduct office. For student Respondents, the Hearing Officer sends the written determination to this office, which then sends notice to both parties. In the alternative process for students (described below), this office reviews the investigation report and decides how the case moves forward.

Which UT Arlington Document Applies

The governing document is UT Arlington policy EI-PO-08, Sexual Misconduct Policy, on the UTA Policies and Procedures portal. The current file there is dated September 21, 2026. The policy’s own list of approval and amendment dates ends with August 10, 2026. An older 2020 copy is still posted at another UTA web address, so do not rely on it. Both processes are set out inside EI-PO-08.

The policy routes a case this way:

• The grievance process applies when the Respondent was a student (including a student employee) at the time of the alleged conduct and the conduct alleged is Sexual Harassment as the policy defines it. That definition includes quid pro quo conduct by an employee, certain severe and pervasive unwelcome conduct, and any instance of sexual assault, dating violence, domestic violence or stalking.
• The alternative formal grievance process for students applies when the Respondent was a student at the time and the conduct alleged does not include Sexual Harassment. Examples the policy gives are sex discrimination, other inappropriate sexual conduct and sexual exploitation.
• Respondents who are both students and employees are treated as students.

Your written notice of the formal complaint is where to look for your own case. The policy says it includes a notice of the grievance process and resolution options and a list of the potential policy violations. If it is unclear which process is being used, ask the Title IX Coordinator in writing.

The UT Arlington Process Step by Step

Report, formal complaint and dismissal

Anyone can report. A report lets UT Arlington offer supportive measures and does not by itself start the grievance process. The process starts when a Complainant files a signed formal complaint with the Title IX Coordinator, or when the Title IX Coordinator signs one after finding sufficient evidence suggesting that Sexual Misconduct may have occurred. The policy lists factors the Coordinator weighs when deciding whether to investigate, such as seriousness, other reports and available evidence.

The policy requires dismissal of the Title IX portion of a complaint in certain situations. These are conduct that does not meet the Sexual Harassment definition, conduct outside the education program or activity, and conduct not against a person in the United States. The university may still address the conduct under the policy. It also lists situations in which it may dismiss a complaint, in whole or in part. If a complaint is dismissed, both parties get written notice with the reasons. A dismissal involving Sexual Harassment allegations can be appealed in writing within 10 days of notification, and the other party and the university have 7 days to respond. The appeal decision is released within 21 days of the appeal filing and either affirms the dismissal or remands the matter. The appeal grounds are the same three listed under Appeals below.

Written notice of the formal complaint

After a formal complaint, the Title IX Office gives the parties written notice and information about university resources. The notice states that the Respondent is “presumed not responsible for the alleged conduct” until the process ends. It also says each party may have an advisor and may review the evidence. It warns that knowingly making false statements is prohibited.

Informal resolution

Informal resolution is voluntary and only possible after the written notice and before a determination of responsibility. It often involves mediation or similar methods and may replace parts of the grievance process. Either party may withdraw before signing. A signed agreement must be approved by the Title IX Coordinator, binds the parties, and waives the right to a formal grievance process on those allegations. The policy says it will ordinarily conclude within 45 days. No recording is made, and statements made in it cannot be used if the formal process resumes. A final resolution is documented and kept for seven years, or as law requires.

The policy says informal resolution is not permitted where the Respondent is an employee and the Complainant is a student. It is also unavailable if the Respondent previously signed an informal resolution agreement or has a prior finding of responsibility under the policy. Otherwise, the university decides whether it is appropriate. The Title IX FAQ page describes it as unavailable whenever sexual harassment is alleged, which differs from the policy text. Ask the Title IX Coordinator in writing whether it is offered in your case.

Investigation and evidence review

• After written notice, the Respondent is allowed up to seven calendar days to respond in writing and take part in an interview (EI-PO-08).
• The policy says the investigation will be concluded within 120 days or less from the filing of the formal complaint, though the timeframe may vary.
• Parties can identify witnesses, submit relevant evidence and submit questions for the investigator to ask.
• Before the report is finished, the parties get access to the evidence and have ten days to review it and respond in writing to the investigator.
• The investigation report goes to both parties and their advisors (with a signed release) at least ten days before the hearing.

Hearing and decision (grievance process)

Unless the complaint is dismissed or resolved informally, UT Arlington holds a live hearing. The notice must come at least 10 days before the hearing. Either party may challenge the Hearing Officer’s fairness, impartiality or objectivity in writing within four calendar days after notice of the Hearing Officer’s identity. Parties can ask for the hearing to be held with the parties in separate rooms, and participants may appear virtually. Accommodation requests go to the ADA Coordinator no later than 7 calendar days before the hearing. The hearing is recorded.

The Hearing Officer decides responsibility using the Preponderance of the Evidence standard, which the policy defines as the greater weight of the credible evidence. The Hearing Officer issues a written determination with findings, any sanctions and the appeal procedures. The policy says it goes out within 10 calendar days from when the hearing concludes. The Title IX FAQ page says that for students, the Office of Community Standards makes the final determination after a hearing, so read your own decision letter for who signs it.

Alternative process for students

The investigation steps above still apply. The report also includes a preliminary determination on each policy provision. An Office of Community Standards Officer reviews it independently and can accept it, amend it or send it back to the investigation stage. If there is a finding of responsibility, the parties receive an administrative disposition. For sexual misconduct violations that are not Sexual Harassment, the options are to accept the disposition or to dispute and appeal the sanctions. For other violations, such as retaliation, a live hearing is offered only if the sanctions include suspension, expulsion or deferred suspension.

Sanctions

Possible sanctions for students include educational training, no shared classes or activities, disciplinary probation, withholding of grades, official transcript or degree, suspension, expulsion, denial or revocation of a degree, and other sanctions.

Appeals

Either party may appeal the Hearing Officer’s determination in writing to the Title IX Coordinator within ten days of notification (EI-PO-08). The grounds are a procedural irregularity that affected the outcome, new evidence that was not reasonably available and could affect the outcome, or a conflict of interest or bias by the Title IX Coordinator, investigators or Hearing Officer that affected the outcome. The appeal official cannot be the same person as the Title IX Coordinator, an investigator or the Hearing Officer. The other party has seven days to respond. The appeal official releases a written decision within 21 calendar days from the date of the appeal, and that decision concludes the process. The Title IX FAQ page states five days for this appeal, so confirm the deadline in your notice and do not wait. For an appeal of sanctions in an administrative disposition, the policy text does not give a separate deadline.

Overall timeframe

EI-PO-08 says the entire formal grievance process, including any appeal, will be completed in no more than 150 calendar days from the filing of the formal complaint. The university may extend this for good cause with written notice. Missing a timeframe does not dismiss the matter. The parties may ask the Title IX Coordinator about a delay.

Advisors at UT Arlington

Under EI-PO-08, each party may have an advisor of their choice, who “may be, but is not required to be, an attorney”. During the investigation, an advisor may attend interviews and meetings but may not actively participate. Advisors also may not submit written responses to the evidence for the party they advise.

At the hearing, the rule is: “Advisors are not permitted to actively participate in the hearing, except for asking questions of the other Party and witnesses.” Parties may not question each other or witnesses personally. Their advisors ask the questions, and the Hearing Officer must find each question relevant before it is answered. “If a Party does not have an advisor, the University will provide one.” These advisor rules also sit within the alternative process, which keeps the grievance process except where it states exceptions.

Interim Measures, Transcripts and Records at UT Arlington

Supportive measures are individualized, non-disciplinary and non-punitive, and are available to both parties. Examples in the policy include schedule changes, deadline extensions, withdrawal from or retake of a class without penalty, mutual contact restrictions, leave of absence and changes in housing. Punitive measures may be imposed only after the grievance process ends, unless an Emergency Removal is appropriate.

The policy uses the term Emergency Removal. A student Respondent may be removed from an education program or activity after an individualized safety and risk analysis, if the Respondent poses an immediate threat to someone’s physical health or safety arising from the allegations. A removal may bar access to specific areas, programs or campus entirely. The university may permit alternative coursework. The policy also says a complaint does not stop grading, adding or dropping classes or other unrelated academic actions.

The policy lists withholding of grades, official transcript or degree as a possible sanction. Suspension is noted on the transcript as “Disciplinary Suspension”, and the notation can be removed on request when all conditions are met. Expulsion creates a permanent transcript notation. For withdrawing while a case is pending, see the Texas law summary below.

UT Arlington keeps grievance process records for seven years. Records of cases that result in suspension or expulsion are permanent. Student records are treated as disciplinary records and are kept private to the extent possible under law.

Support for Respondents at UT Arlington

The policy says counseling support is available to both parties. Confidential resources, per the policy and the Title IX office, are:

• Counseling and Psychological Services (CAPS): counselors offer counseling and are confidential employees. CAPS also has a psychiatry service.
• Health Services: health care providers are confidential employees.
• Relationship Violence and Sexual Assault Prevention (RVSP): the Student Advocate is a confidential employee.

A confidential employee still reports only non-identifying information about an incident to the Title IX Coordinator. The Mavs Talk crisis line is also listed on the office’s resources page. That page does not say whether it is confidential. Employees can use the Employee Assistance Program, but it is for employees, not students.

Non-confidential contacts include the Title IX Coordinator, who can explain the process, and the UTA Police Department. Crime Victim Services and the sexual assault forensic exam (SAFE) information in the policy are written for people who experienced misconduct, so they are complainant-focused.

UT Arlington’s FAQ advises Respondents not to contact the Complainant by any means, and to follow any no-contact directives. It also says the Title IX Office may make findings and issue sanctions even without your participation, so do not ignore letters or notices.

For background, see our Texas Title IX defense attorney page and our Title IX investigation guide.

Texas Law in Brief

Texas law generally requires employees of Texas colleges and universities to promptly report suspected sexual harassment, sexual assault, dating violence or stalking involving a student or employee to the Title IX coordinator, with exceptions such as confidential employees. If a student is ineligible to reenroll for a reason other than an academic or financial one, the school must note that on the transcript, and it may remove the notation on the student’s request if the student becomes eligible to reenroll or the school finds good cause. If a student withdraws or graduates while such a charge is pending, the school may not end the disciplinary process or issue a transcript until it makes a final determination of responsibility, and it must give another college information about that determination when asked. The full state-law section is on our Texas Title IX page.

Official UT Arlington Title IX Resources

• UTA Office of Title IX and Discrimination Complaints
• UTA EI-PO-08 Sexual Misconduct Policy
• UTA Title IX FAQs
• UTA Title IX: Resources

Last verified: October 2026

Frequently Asked Questions About UT Arlington Title IX Cases

Which office will contact me?

The Office of Title IX and Discrimination Complaints sends the written notice of the formal complaint. For student Respondents, the Office of Community Standards later sends notice of the Hearing Officer’s determination, and it reviews the report in the alternative process. Your notice should say who to contact with questions.

Is the Title IX office confidential?

No. The policy says only a conversation with a confidential resource can be kept confidential, and it lists CAPS counselors, Health Services providers and the RVSP Student Advocate. The Title IX office shares information as necessary with people involved in the process.

Can a lawyer be my advisor?

Yes. The policy says an advisor “may be, but is not required to be, an attorney”. Advisors cannot actively participate in investigation meetings. At the hearing, an advisor may only ask questions of the other party and witnesses, and the university provides an advisor if you do not have one.

How long do I have to appeal?

EI-PO-08 gives ten days from notification of the Hearing Officer’s determination, with the written appeal going to the Title IX Coordinator. The Title IX FAQ page says five days. Check your decision letter, and ask the Title IX Coordinator in writing if the two differ.

What happens if I withdraw?

EI-PO-08 does not address withdrawal from the university while a case is pending. Texas law, summarized above, says the school may not end the disciplinary process or issue a transcript until it makes a final determination of responsibility. Ask the Title IX Coordinator how this applies to you before withdrawing.

Will this go on my transcript?

Under the policy, a suspension is noted as “Disciplinary Suspension” and can be removed on request once all conditions are met. Expulsion creates a permanent notation. The policy also lists withholding of grades, official transcript or degree as a possible sanction.

Can the case be resolved informally?

Possibly. The policy allows voluntary informal resolution after the written notice and before a determination. It is not available in some situations, and otherwise the university decides if it is appropriate. The Title IX FAQ page describes it as unavailable whenever sexual harassment is alleged, so ask the Title IX Coordinator in writing.