Once a school has notice of a possible violation of Executive Policy 1.204, it should take immediate and appropriate steps to investigate and take prompt and effective steps to end any harassment, eliminate the hostile environment if one has been created, and prevent harassment from reoccurring. These steps are the school’s responsibility regardless of whether the student who was harassed makes a formal complaint or otherwise asks the school to take action.
An institution has notice if a responsible employee knew or, in the exercise of reasonable care, should have known about the prohibited behavior.
Schools can receive notice in many ways beyond receiving a formal, written grievance. For example: a student verbally complains to another employee or the Title IX Coordinator; a student, parent, or other individual contacts a responsible employee; a professor or other responsible employee witnesses the harassment; the news media reports on a sexual assault that occurred on campus; a student calls the anonymous whistle-blower hotline; a University athletics coach observes a student’s tweet or other online posting; an employee makes a comment about their department to HR during an exit interview; a student cites sexual harassment in an anonymous course evaluation; etc.