Strategic Support for College and University Employees Under Investigation

When a faculty or staff member is accused of sexual misconduct, harassment or staff misconduct and Title IX for faculty and staff, the personal and professional consequences can be severe. Regardless of how the allegation arises — whether from a student, colleague, or anonymous report—universities are required to initiate a formal process that often moves quickly and with limited transparency.

Unlike internal employment disputes, Title IX cases are governed by federal law and institutional obligations to comply with U.S. Department of Education regulations. A finding of responsibility can lead not only to termination or suspension but also to long-term damage to your professional reputation, research funding, tenure, and future employability in academia or elsewhere.

Megan Ballard Mitchell advises college and university faculty and staff who are navigating Title IX and staff misconduct investigations. Her experience conducting institutional Title IX investigations for the U.S. Department of Education’s Office for Civil Rights (OCR) gives her deep insight into how institutions are expected to comply with federal requirements — and how investigators are trained to assess evidence, apply policies, and determine outcomes.

A Complex and High-Stakes Process

Title IX does not only apply to students. Any school employee—whether full-time, part-time, adjunct, administrative, or staff—can be accused of violating Title IX policies if the alleged conduct involves sex-based discrimination, sexual harassment, or sexual assault in the context of an educational program or activity.

These cases often involve:

• Allegations from students against faculty or staff
• Allegations between coworkers or academic peers
• Complaints arising from supervision, mentoring, or advising relationships
• Off-campus conduct tied to institutional activities
• Overlapping investigations by Title IX coordinators and human resources departments

Many institutions now maintain separate processes for handling Title IX for faculty and staff complaints against employees, often incorporating both federal compliance requirements and internal employment policies. That combination can be confusing and overwhelming — especially when you face accusations that may not be criminal or even clearly defined in policy but still carry significant risk.

What’s at Stake in a Staff Misconduct Investigation

Unlike students, faculty and staff face consequences that affect not just their standing at the university, but their entire career trajectory. A Title IX or staff misconduct finding can result in:

• Suspension or termination of employment
• Loss of tenure or academic appointments
• Cancellation of research funding or grants
• Revocation of leadership roles or committee assignments
• Disciplinary notation in employment records
• Damage to professional networks and future opportunities
• Public reputational harm

Even if the allegation does not result in a formal finding, the process itself can cause significant professional and emotional strain. That is why early, informed strategy is essential.

Title IX Is Not an Employment Process—But It Can End Your Employment

Title IX investigations are not traditional workplace investigations. They are governed by federal rules that prioritize procedural compliance, neutrality, and institutional risk mitigation. This means that faculty and staff often find themselves under scrutiny in a system that feels unfamiliar, technical, and difficult to navigate.

Although Title IX investigators are expected to remain neutral, many decisions are made quickly and based on limited information. There may be limited opportunity to present your side, clarify your intent, or respond to shifting narratives. Understanding how the process works — and how institutions evaluate risk and liability — is critical to protecting your position.

Ms. Mitchell’s Experience With OCR Investigations

Before establishing her practice, Ms. Mitchell served as an attorney advisor for the U.S. Department of Education’s Office for Civil Rights (OCR). In that role, she conducted investigations into colleges and universities accused of violating Title IX. This included evaluating whether institutions were properly handling complaints, following their own policies, and maintaining compliance with federal law.

That work gave Ms. Mitchell a rare perspective on how schools manage risk internally, how investigators are trained, and where procedural weaknesses can be found. She understands the mindset of neutral investigators—and uses that insight to help faculty and staff anticipate the direction of the investigation, identify gaps in the record, and communicate clearly and strategically at every step.

Staff Misconduct Support at Every Stage of the Process

Ms. Mitchell acts as a trusted advisor for faculty and staff throughout the Title IX process. Her work is tailored to each institution’s policies and to the specific role of the accused employee. Support includes:

• Reviewing the formal complaint and notice of allegations
• Explaining the institution’s Title IX and HR procedures
• Helping you prepare written responses or documentation
• Advising on strategy before interviews, meetings, or hearings
• Attending meetings or proceedings where advisors are permitted
• Preparing you thoroughly for those where external advisors are not allowed
• Coordinating directly with your employment attorney, when needed
• Assisting with responses to informal inquiries, workplace complaints, or parallel investigations

In high-stakes Title IX cases, every email, conversation, and procedural step matters. Ms. Mitchell helps faculty and staff approach each part of the process with clarity, consistency, and a strong understanding of how the institution is likely to interpret the facts.

Serving Clients Across Multiple States

Ms. Mitchell advises faculty and staff at colleges and universities throughout Georgia, Alabama, Tennessee, and Virginia. With a background that spans both federal compliance and institutional procedure, she brings a steady, informed perspective to what is often a disorienting experience.

Ms. Mitchell is licensed to practice law in Georgia and advises clients in other states in a non-legal, advisory capacity.

Protect Your Career and Reputation

Title IX allegations against faculty and staff require careful, proactive response. Institutions are under increasing pressure to resolve these cases quickly, and the stakes for faculty and staff are often immediate and career-altering.

If you have been notified of a Title IX complaint — or believe one may be forthcoming — early strategic guidance is critical.

Please contact Megan Ballard Mitchell today or complete the confidential contact form to schedule a consultation.