General Requirements of the Grievance Process

1. Equitable Treatment of Parties: The University shall treat Complainants and Respondents equitably by:
   1. Offering Supportive Measures, (2) providing remedies to a Complainant where a determination regarding responsibility for Title IX and Non-Title IX Sexual Misconduct has been made against the Respondent
   2. Executing the Grievance Process in compliance with this Section before the imposition of any disciplinary sanctions or other actions that are not Supportive Measures against the Respondent; and (4) providing the parties with the same opportunities to have others present during any proceeding under the Grievance Process, including the opportunity to be accompanied to any related meeting or proceeding by the Advisor of their choice, who may be, but is not required to be, an attorney.
2. An Advisor may provide support, guidance, or advice. The University may not limit the choice or presence of Advisor for either the Complainant or the Respondent; however, the University may establish restrictions equally to both parties regarding the extent to which Advisors may participate in the proceedings.
3. No Conflicts of Interest: The Grievance Process requires the Title IX Coordinator, Investigator, Hearing Panel members, Appeal officers, and facilitators of an informal resolution process be free of conflicts of interest or bias against a party.
4. Presumption of Non-Responsibility; Standard of Evidence: There will be a presumption that the Respondent is not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the Grievance Process. The standard of evidence under the Grievance Process shall be a "preponderance of the evidence."
5. Objectivity: Credibility determinations may not be based on a person's status as a Complainant, Respondent, or Witness. The University shall require an objective evaluation of all relevant evidence, both inculpatory and exculpatory.
6. Privileged Information: The University, Complainant, Respondent, Title IX Coordinator, Investigator, Hearing Panel members, or facilitators of an informal resolution process cannot require, allow, rely upon, or otherwise use questions or evidence that constitute, or seek disclosure of, information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege and the University has obtained that party's voluntary, written Consent to do so for the Grievance Process under this regulation.
   
   Such privileged documents include, among other things, documents that are made or maintained by a physician, psychiatrist, psychologist, or other recognized professional or paraprofessional acting in the professional's or paraprofessional's capacity, or assisting in that capacity, and which are made and maintained in connection with the provision of treatment to the party.
7. Annual Training: Title IX Coordinators, Investigators, Hearing Officers, and Appeal officers receive adequate and unbiased training on the application of the Sexual Misconduct policy, and the Grievance Process, including, where appropriate, how to conduct hearings, the use of technology, and how to make relevancy decisions. All materials used to train these staff members are publicly available at: https://www.depts.ttu.edu/titleix/tixtraining.php