Frequently Asked Questions

An umbrella term used to refer to a broad range of sexually inappropriate behaviors prohibited by Florida State University Policy. Sexual Misconduct includes all forms of non-consensual sexual activity and unwelcome sexual conduct including: sexual violence (rape/sexual battery/sexual assault); relationship violence (domestic violence and dating violence); stalking; sex- and gender-based discrimination (including gender identity, gender expression, and sexual orientation); sexual harassment; and other forms of sexually exploitative behavior.

All University students, employees, and visitors are protected. This protection is regardless of gender, sexual orientation, sexual identity, race, religion, national origin, and any other protected group status. Students from elementary to graduate school are protected, regardless of full- or part-time or online status.

You can seek confidential support from the University’s Victim Advocate Program, University Counseling and Psychological Services, Employee Assistance Program, University Health Center, or University affiliated pastoral counselors. Confidential disclosure does not generate a Title IX report or criminal report, unless the disclosing party specifically requests that a report be filed. Confidential assistance is available at any time regardless of when the incident occurred.

You can speak with a confidential resource or the Title IX Office before deciding whether to file a formal complaint.

All Responsible Employees, including but not limited to faculty, adjuncts, staff, graduate assistants, Resident Assistants, Coaches and student employees. As a responsible employee, you must report any student or subordinate disclosure within two business days. When in doubt, report to the Title IX Director; privacy will be maintained within the scope of the law. See Section VIII of the full Policy. Note: Employees and students are encouraged to report peer-to-peer (colleague-to-colleague or student-to-student) disclosure, but are not required to do so.

Yes. Reports can be submitted anonymously through report.fsu.edu, though anonymity may limit the university’s ability to investigate fully.

After a report is submitted, the University will review the information and determine appropriate next steps based on the circumstances presented.

The Respondent is typically contacted after the university determines whether a formal process will move forward.

Information is shared only with individuals who need to know in order to address the report. The specific individuals involved will depend on the information provided, the circumstances of the matter, and any applicable resolution process.

Yes. You can choose not to pursue a formal complaint, although the university may still act if there are serious safety concerns or legal obligations.

Timelines vary depending on the complexity of the case, availability of witnesses, and evidence collection. Many investigations take several weeks to a few months.

There is no time limit to make a Title IX report unless you’re a ‘Responsible Employee’. However, delays in reporting may affect evidence collection, investigation quality, the university’s ability to determine jurisdiction, and the ability to resolve the matter effectively.

A formal investigation involves gathering and reviewing evidence to determine whether a policy violation occurred and may result in disciplinary action. An informal resolution seeks to address concerns and identify supportive measures without a formal investigation.

A matter becomes a formal complaint when either the complainant submits a request asking the university to investigate, or the Director of the Office of Title IX files a formal complaint. Before proceeding, the Office of Title IX reviews the information to determine whether the reported conduct meets the threshold for Title IX or other applicable university policies. If the report falls within the office’s jurisdiction, the matter may proceed through the formal investigative process.

Yes. Extensions may occur due to witness availability, complexity of evidence, concurrent law enforcement investigations, academic breaks, or other good-cause reasons.

The university generally provides updates to the parties and may continue supportive measures while the investigation remains ongoing.

Report the behavior immediately to the Title IX Office, FSUPD, or through report.fsu.edu. Supportive measures and no-contact directives may be available.

Supportive measures may include counseling, academic support, schedule adjustments, housing changes, work accommodations, no-contact directives, and safety planning.

Yes. The university may provide academic, work, or housing adjustments as supportive measures when appropriate.

Yes. Supportive measures are available regardless of whether a formal complaint is filed.

Yes. Both parties have the right to have an advisor of their choice throughout the process.

Yes. If required for a hearing and a party does not have an advisor, the university may provide one.

Yes. Parties may choose an attorney or outside advocate to serve as their advisor.

Yes. Advisors must follow hearing procedures and decorum rules established by the university.

Yes. You may change advisors at any point during the process.

You may choose a different advisor at any time during the Title IX process.

Under Title IX, students and employees are protected from pregnancy and parenting discrimination and may request reasonable accommodations.

Yes. Pregnancy-related absences and medically necessary accommodations may qualify for excused absences, deadline extensions, or modified attendance policies.

You should report the discrimination to the Title IX Office through report.fsu.edu or directly to the Title IX Coordinator.

Contact the Title IX Office or submit a request through the Pregnancy Reasonable Accommodation Request Form.

Yes. Additionally, reasonable pregnancy and parental accommodations may be available, upon request.

An Affected Individual is a person alleged to have experienced conduct that may violate the University's Title IX or related policies. A Complainant is an individual who is identified as the complainant in a Title IX or related process. In many cases, the Affected Individual and the Complainant are the same person. However, in certain circumstances, they may differ in accordance with applicable policy.

A Respondent is an individual who is reported to have engaged in conduct that may violate the University's Title IX or related policies. A Respondent is presumed not responsible for the alleged conduct unless and until a determination is made through the applicable University process.

An individual who may have information relevant to a report or investigation.

An Advisor is a person selected by a Complainant or Respondent to provide support and assistance during the Title IX process..

A University employee who is required to share reports of certain conduct with the Title IX Office in accordance with University policy.

Individualized services, accommodations, or other assistance that may be available to help preserve or restore equal access to University programs and activities.

A document that initiates a grievance process under applicable University policy.

Jurisdiction refers to whether a report falls within the scope of a specific University policy and can be addressed through the applicable process.