Tag Archive for: Title IX

The Importance of Preserving Evidence in Auburn, AL Title IX Cases

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The notice arrives without warning. It might be an email from the Auburn University Title IX Coordinator or a formal letter delivered to your residence hall. The language is dense and official, but the message is jarringly clear: you have been named as a respondent in a Title IX complaint. In that moment, your world shrinks. Your academic future, your reputation among peers, and your career prospects suddenly feel fragile. The instinct is to panic, to replay every recent interaction, to try and make sense of the allegation.

While these feelings are normal, the actions you take in the first few hours and days are some of the most consequential. Before you speak to friends, before you consider posting on social media, your absolute first priority must be the preservation of evidence. A Title IX investigation is not a criminal proceeding, but it is a serious administrative process where the outcome hinges on the information presented. 

What is a Title IX Allegation in the Auburn University Context?

Title IX is a federal civil rights law that prohibits sex-based discrimination in any education program or activity receiving federal financial assistance. While often associated with equality in athletics, its reach is far broader. At Auburn University, it governs the school’s response to allegations of sexual harassment, sexual assault, stalking, and dating violence. When a complaint is filed, the university is obligated to initiate a formal process to investigate the matter and determine if a policy violation occurred.

This process is separate from any police investigation. The standard of proof is different; instead of “beyond a reasonable doubt,” Title IX proceedings use a “preponderance of the evidence” standard. This means the investigator or hearing panel only needs to be convinced that it is more likely than not (a 50.1% certainty) that the alleged conduct occurred. This lower threshold makes every single piece of evidence, no matter how small it seems, potentially decisive. An allegation is not proof, and the preservation of evidence is your primary tool for presenting a full and accurate picture of events.

Why is Immediate Evidence Preservation So Important?

The digital world moves at lightning speed, and the evidence it contains can be remarkably fleeting. A Snapchat message disappears, a social media account is deactivated, or a text conversation is deleted in a moment of anger or panic. Once this information is gone, it can be difficult, and sometimes impossible, to recover. Waiting even a day or two to begin collecting and saving evidence can put you at a significant disadvantage.

A prompt and thorough approach to evidence preservation accomplishes several key objectives:

  • It counters the fading of memory. Human memory is unreliable, especially under stress. A detailed timeline supported by contemporaneous evidence (like time-stamped texts or receipts) is far more persuasive than memory alone.
  • It protects against tampering. By securing evidence in its original form immediately, you protect it from accusations of alteration or manipulation later in the process.
  • It provides a complete narrative. Allegations often focus on a single moment in time, stripped of all context. Preserved communications from before and after the alleged incident can provide that vital context, showing a pattern of communication, a particular kind of relationship, or a different version of events.
  • It establishes a foundation for your defense. Your advisor or attorney will use this collected evidence to build your defense strategy, prepare for interviews, and develop questions for the live hearing. Without it, they are working with an incomplete puzzle.

What Types of Evidence Should Be Preserved Immediately?

Evidence in a Title IX case is anything that can help prove or disprove a fact. It is not limited to what happened during the specific incident but includes information that speaks to the relationship between the parties, their state of mind, and their credibility. You should begin saving everything you can think of.

Digital Communications

This is often the most revealing category of evidence. Be methodical and capture everything.

  • Text Messages: This includes standard SMS texts, iMessage, WhatsApp, Signal, and any other messaging app. Do not just save individual messages; capture the entire conversation thread.
  • Social Media Direct Messages (DMs): Save all conversations from Instagram, Facebook Messenger, Snapchat, X (formerly Twitter), and any other platform.
  • Emails: Check both your official Auburn University email and all personal accounts for any relevant correspondence.
  • Dating App Conversations: If you met or communicated on an app like Tinder, Bumble, or Hinge, save the entire chat history.
  • Voicemails: Save and back up any relevant voicemails.

Social Media and Online Activity

Your digital footprint can provide a powerful timeline of events.

  • Your Profiles: Save your own posts, photos, videos, and “check-ins” from the relevant time period.
  • The Complainant’s Public Profiles: Review the complainant’s publicly available social media and save any posts, photos, or comments that may be relevant to the case or their credibility.
  • Mutual Friends and Group Posts: Look for tagged photos, comments, or posts from mutual friends or in group pages that might place you or the complainant at a certain location or show your interactions.

Electronic and Financial Data

This data can corroborate your location and activities.

  • Phone Call Logs: Take screenshots of your incoming and outgoing call history.
  • Location Data: Your phone’s GPS history (like Google Timeline) or location data embedded in photos can establish where you were and when.
  • Ride-Sharing and Food Delivery: Your Uber, Lyft, or DoorDash history can prove your location and movements.
  • Financial Records: Bank statements, credit card records, or peer-to-peer payment app histories (Venmo, Cash App) can show where you spent money.

Physical and Witness Evidence

Do not neglect non-digital sources of information.

  • Witnesses: Make a list of every person who might have seen you, the complainant, or both on the day of the alleged incident. This includes friends, roommates, classmates, and even people like bartenders or residence hall advisors.
  • Physical Items: Receipts, ticket stubs, or any other physical item that can help establish a timeline.
  • Contemporaneous Notes: Did you write about the events in a journal or send a text to a friend describing your night? These notes, made close in time to the event, can be very valuable.
  • Academic Records: Class attendance records or assignment submission logs can sometimes help establish an alibi.

How Can You Securely Collect and Preserve This Evidence?

Gathering evidence is one thing; preserving it in a way that is credible and useful for your case is another. Follow a structured process.

  • Do Not Delete Anything. The single biggest mistake a respondent can make is deleting messages, photos, or social media accounts. Even if the information seems embarrassing or you think it makes you look bad, deleting it is worse. It can be viewed as an admission of guilt or lead to accusations of obstructing the investigation.
  • Take Comprehensive Screenshots. When taking screenshots of messages, make sure to capture the entire screen. This should include the contact’s name or number, the date, and the time stamp of every message. For a long conversation, take a series of overlapping screenshots to ensure the full context is preserved.
  • Use Export and Backup Functions. Many platforms have tools that allow you to download your entire data history. Facebook’s “Download Your Information” tool and Google Takeout are examples. These downloads can provide a more complete and verifiable record than screenshots alone.
  • Create a Detailed Timeline. Open a document and create a minute-by-minute timeline of the events in question. For each entry, reference the specific piece of evidence that supports it (e.g., “8:15 PM – Left my dorm, proven by Uber receipt,” “8:45 PM – Texted John, see screenshot of iMessage”). This organizes your thoughts and makes the information accessible to your advisor.
  • Talk to an Advisor or Attorney. A professional experienced in Title IX cases can guide you on what to look for and how to preserve it. They can help issue preservation letters to phone companies or social media platforms, putting them on notice not to delete relevant data. This step adds a layer of formality and security to your evidence collection efforts.

What are Common Mistakes Respondents Make With Evidence?

In the panic following a Title IX notice, it is easy to make unforced errors that can severely damage your case. Avoiding these common pitfalls is essential.

  • Selective Preservation: Only saving the evidence that you think helps your case is a mistake. Investigators will find this suspicious. You must preserve everything, both good and bad, to present a complete and credible record.
  • Contacting the Complainant or Witnesses: Do not attempt to discuss the case or the evidence with the other party or potential witnesses. This can easily be misconstrued as witness tampering or intimidation, which is a serious offense that can result in additional disciplinary charges.
  • Posting About the Case Online: Venting on social media, trying to tell your side of the story, or making comments about the complainant is a massive error. Every post is discoverable and can be used against you.
  • Relying on Others to Save Evidence: Do not assume a friend will save a text chain or that a social media company will keep your data forever. The responsibility for preserving your own evidence rests with you.
  • Waiting Too Long: As mentioned, evidence degrades quickly. The most effective preservation happens in the first 48 hours after you receive notice of the allegations.

How Preserved Evidence Can Help Your Defense

A well-organized body of evidence is not just a collection of facts; it is the toolkit you and your advisor will use to protect your rights. This evidence can be deployed in several ways throughout the Title IX process.

  • To Establish a Factual Timeline: Evidence can create a definitive, verifiable timeline that may contradict the complainant’s narrative.
  • To Demonstrate Context: Messages showing a history of friendly, flirtatious, or consensual communication can challenge an allegation that an interaction was unwanted.
  • To Challenge Credibility: If a complainant’s statements in a text message or social media post contradict their formal statement to the investigator, that inconsistency can be used to question their credibility.
  • To Show an Alternative Motive: In some situations, evidence may suggest that the complainant had a motive to make a false or exaggerated allegation, such as jealousy or anger over a breakup.
  • To Prepare for Cross-Examination: During a live hearing, your advisor can use preserved evidence to ask pointed, specific questions of the complainant and witnesses, holding them accountable for their statements.

Protecting Your Future in the Digital Age

A Title IX allegation at Auburn University can threaten everything you have worked for. The process is intimidating, and the stakes are incredibly high. In this environment, you cannot afford to overlook any detail or make a preventable mistake. The foundation of a fair hearing and a strong defense begins and ends with the evidence. Taking immediate, methodical, and comprehensive steps to preserve every piece of relevant information is the most powerful action you can take to protect yourself.

If you have been named as a respondent in a Title IX case in Auburn, do not wait. The clock is already ticking on your ability to preserve the evidence that could define your future. We are here to provide guidance and advocate for your rights through every stage of the campus disciplinary process. Contact Vaughn Defense today at (334) 232-9392 for a confidential consultation to discuss your case.

Title IX Retaliation Claims: What Auburn Students Should Know

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The decision to report sexual harassment, sexual assault, or any form of sex-based discrimination under Title IX is one of the most difficult a student can make. It takes immense courage to step forward. You trust that the system, and the individuals within it, will protect you. But what happens when, instead of support, you face hostility, punishment, or ostracism from the very people you reported or even from university officials?

What Is Title IX Retaliation?

Title IX retaliation is any “adverse action” taken against a person because they participated in a protected activity under Title IX. Let’s break that down. It is essentially a punishment or negative treatment that is directly linked to your involvement in a Title IX matter. The purpose of this protection is to ensure that students and employees are not afraid to report misconduct or participate in an investigation. Without these safeguards, the entire Title IX process would collapse, as people would be too intimidated to come forward.

Retaliation can come from various sources:

  • The person you reported (the respondent)
  • The respondent’s friends, teammates, or fraternity/sorority members
  • Professors or faculty members
  • Coaches or athletic department staff
  • University administrators

The key is that the negative action would likely discourage a reasonable person from reporting or supporting a Title IX claim in the future.

What Is Considered a “Protected Activity”?

For a negative action to be considered retaliation, it must be in response to a “protected activity.” You do not have to be the person who was harassed or assaulted to be protected. The shield of Title IX covers anyone who participates in the process.

Common protected activities at Auburn University include:

  • Filing a Title IX complaint as the person who experienced the misconduct (the complainant).
  • Being named as the person who allegedly caused harm in a complaint (the respondent).
  • Serving as a witness in a Title IX investigation.
  • Providing evidence (such as emails, text messages, or testimony) related to a complaint.
  • Encouraging someone else to report a Title IX violation.
  • Assisting someone through the Title IX process, such as being an advisor.
  • Resisting or objecting to conduct that you reasonably believe is sex-based discrimination.

It is important to note that you are protected even if the initial complaint is ultimately found to be unsubstantiated. As long as you participated in the process in good faith, you cannot be punished for it.

What Are Examples of Retaliatory “Adverse Actions”?

An adverse action is not just any unpleasant interaction. It must be something significant enough that it could deter a reasonable person from exercising their Title IX rights. This can range from overt punishment to more subtle forms of mistreatment.

Here are common examples of adverse actions we see in a university setting:

  • Academic Penalties: A professor suddenly lowering your grade, failing you on an assignment, or giving you a negative recommendation for graduate school after learning of your involvement in a Title IX case.
  • Athletic Sanctions: A coach reducing your playing time, threatening to revoke your scholarship, or dismissing you from the team.
  • Disciplinary Action: The university bringing unrelated or fabricated code of conduct charges against you as a way to punish you for your Title IX participation.
  • Social Ostracism and Harassment: Being publicly shamed, bullied, or threatened by other students, either online through social media or in person. This can include being excluded from study groups, social events, or team activities.
  • Housing Changes: Being involuntarily moved from your dorm or having your housing assignment changed to a less desirable location.
  • Loss of Campus Employment: Having your hours cut or being fired from a campus job.
  • Intimidation or Threats: Any action or communication designed to frighten you into dropping a complaint or changing your story.

These actions create a hostile environment that fundamentally interferes with your ability to get the education you are paying for.

How Does Auburn University Handle Retaliation Claims?

When you believe you are experiencing retaliation, it is essential to document everything and report it promptly. The process is similar to initiating any other Title IX complaint.

  • The Initial Report: You should report the suspected retaliation to Auburn’s Title IX Coordinator. This is a separate issue from the original complaint of sexual misconduct. The university is obligated to investigate your retaliation claim independently.
  • The Investigation: The Office of Affirmative Action/Equal Employment Opportunity (AA/EEO) will likely conduct an investigation. This involves interviewing you, the person you accuse of retaliating, and any potential witnesses. They will also gather evidence such as emails, text messages, grade reports, or social media posts.
  • Interim Measures: While the investigation is pending, the university can and should take immediate steps to stop the alleged retaliation and prevent it from happening again. This could include issuing a “No Contact Order” or making academic or housing adjustments.
  • The Finding: At the end of the investigation, the university will determine whether it is more likely than not that retaliation occurred. If they find that it did, they will impose sanctions on the person responsible.

It is important to remember that the university’s internal process is administrative, not legal. The standards of evidence and procedure are different from a court of law.

What Should You Do If You Suspect Retaliation?

Facing retaliation can be an incredibly disempowering experience. Taking deliberate, strategic steps is the best way to protect yourself and hold the responsible parties accountable.

  • Document Everything: This is the single most important action you can take. Keep a detailed log of every incident, including the date, time, location, what happened, and who was involved. Save all emails, text messages, and social media posts. If the retaliation is verbal, make a note of what was said immediately after the conversation.
  • Report the Behavior: Formally report the incidents to the Title IX Coordinator at Auburn. Do not assume they are aware of the situation. A formal report triggers the university’s legal obligation to investigate and respond.
  • Do Not Engage: Avoid confronting the person you believe is retaliating against you. Let the university’s formal process handle the situation. Engaging directly can sometimes escalate the behavior or muddy the waters of your complaint.
  • Preserve Evidence: Make backups of all your documentation. Save screenshots, download messages, and keep a physical and digital copy of your log. Evidence can disappear, so it is vital to secure it early.

How Do You Prove a Retaliation Claim?

Successfully proving a retaliation claim requires connecting the dots between your protected activity and the adverse action you experienced. There are generally three key elements you must demonstrate:

  • You engaged in a protected activity: You must show that you filed a complaint, served as a witness, or otherwise participated in a Title IX matter.
  • You suffered an adverse action: You must provide evidence of the negative treatment, whether it was a failing grade, removal from a team, or ongoing harassment.
  • There is a causal link between the two: This is often the most challenging part. You need to show that the adverse action happened because of your protected activity.

Causation can be shown in several ways. The most common is timing. If a professor gives you an “F” the day after they were interviewed for your Title IX case, that creates a strong inference of retaliation. Other evidence can include statements made by the retaliator, a pattern of antagonism that began only after your Title IX involvement, or showing that you were treated differently than others who were not involved in the case.

Navigating the Complexities of a Title IX Case

A Title IX retaliation claim adds another layer of complexity to an already challenging situation. You are not only dealing with the underlying issue of sexual misconduct but also a separate charge that requires its own evidence and strategy. The university’s procedures can be confusing, the timelines are often short, and the stakes for your academic career are incredibly high.

An accusation of retaliation is a serious matter that the university is legally required to address. Having a knowledgeable advisor to help you navigate the process, organize your evidence, and prepare your statements can be invaluable. It ensures that your side of the story is presented clearly and effectively, and that your rights under Title IX are fully protected.

Protect Your Rights and Your Education

If you are an Auburn student involved in a Title IX matter and believe you are the target of retaliation, you do not have to face it alone. The process is intricate, and a misstep can have lasting consequences for your education and future. A carefully prepared response is vital. 

At Vaughn Defense, we have experience guiding students through the complexities of university disciplinary proceedings, including Title IX investigations and retaliation claims. We are dedicated to ensuring that the process is fair and that your rights are protected every step of the way. Our objective is to seek outcomes that are just and safeguard your academic future. 

If you are facing this difficult situation, contact us today at (334) 232-9392 for a personalized consultation to discuss the specifics of your case and how we can assist.

Defending Against Sexual Harassment Claims Under Title IX at Auburn University

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The email arrived unexpectedly, a digital missive bearing the ominous title: Notice of Investigation: Title IX Sexual Harassment Complaint. For a student at Auburn University, these words are a harbinger of dread and uncertainty, casting a long shadow over their academic journey. The mere accusation of sexual harassment can trigger a seismic shift in a student’s life, disrupting their studies, relationships, and emotional well-being.

The potential consequences of such an accusation are nothing short of devastating. A Title IX investigation can result in a range of disciplinary actions, from suspension to expulsion, leaving an indelible stain on a student’s academic record. Beyond the immediate academic repercussions, the damage to a student’s reputation can be irreparable. 

Defining Sexual Harassment Under Title IX

Title IX prohibits sex-based discrimination in educational settings. Within this broad mandate, sexual harassment is a serious violation. At Auburn University, as at all institutions receiving federal funding, sexual harassment is defined as unwelcome conduct of a sexual nature. This conduct can take various forms, broadly categorized as:

  • Quid Pro Quo Harassment: This involves conditioning an educational benefit (like a grade, a recommendation, or participation in a program) on submission to unwelcome sexual advances or requests for sexual favors. Essentially, it’s “this for that” – a power dynamic where someone in authority uses their position to coerce sexual activity.
  • Hostile Environment Harassment: This is more complex. It involves unwelcome conduct of a sexual nature that is severe, pervasive, and objectively offensive. This means the conduct must be more than just occasional or mildly offensive. It must be so significant that it creates an environment that interferes with a student’s ability to participate in or benefit from their education. Examples could include repeated, unwanted sexual comments, jokes, gestures, or displays of sexually suggestive material.

It’s important to note that “unwelcome” is a key element. What one person considers a harmless joke, another might find deeply offensive. The standard is generally assessed from the perspective of a “reasonable person” in the complainant’s position.

Common Challenges in Defending Against Sexual Harassment Claims

Defending against Title IX sexual harassment allegations presents some unique challenges:

  • “He Said, She Said” Situations: Many cases lack corroborating witnesses, relying heavily on the accounts of the complainant and the respondent. This makes credibility assessments essential.
  • Subjectivity of “Unwelcome” Conduct: As mentioned earlier, what constitutes “unwelcome” conduct can be subjective. The “reasonable person” standard is applied, but interpretations can vary.
  • Misunderstandings and Misinterpretations: Innocent actions or words can be misconstrued, especially in social situations or within the context of evolving relationships.
  • The Role of Alcohol and Drugs: Intoxication can significantly complicate the assessment of consent and intent, making it difficult to determine what actually happened.
  • Social Media and Digital Evidence: Online interactions, often taken out of context, can be misinterpreted or used to create a misleading narrative.
  • Pressure to Believe the Complainant: While a noble sentiment, a rush to believe the allegation may result in an oversight of justice.

Understanding Consent and Incapacitation in Auburn University Sexual Harassment Cases

Consent – or the lack thereof – is often the central issue in sexual harassment cases, particularly those involving allegations of sexual assault or misconduct. Auburn University, in accordance with Title IX and best practices, defines consent as informed, voluntary, and active. 

This means:

  • Informed: knowingly giving consent. 
  • Voluntary: Consent must be freely given, without coercion, intimidation, or force.
  • Active: Consent must be actively and clearly communicated. Silence or the absence of resistance does not equal consent.

Incapacitation is a critical concept in sexual harassment cases, and it goes far beyond simple intoxication. While alcohol or drugs can contribute to incapacitation, a person isn’t automatically incapable of consent just because they’ve been drinking. Auburn University defines incapacitation as a state where someone cannot make rational, reasonable decisions because they lack the capacity to understand the “who, what, when, where, why, or how” of the sexual interaction. This is a significantly higher threshold than merely being drunk or intoxicated.

Determining incapacitation isn’t always easy, but one should look for common warning signs. These might include slurred or incomprehensible speech, difficulty walking or standing, combativeness, extreme emotional volatility, vomiting, incontinence, or unconsciousness. A person who is incapacitated may struggle to understand basic questions about their location, how they got there, what’s happening, or who they are with. These signs indicate a person may be unable to give informed, voluntary, and active consent.

Auburn University evaluates consent in potential incapacitation cases by asking: Did the person initiating sexual contact know the other person was incapacitated, or should a sober, reasonable person in the same situation have known? If either answer is yes, consent wasn’t possible. 

My Approach to Defending Against Sexual Harassment Allegations at Auburn

My approach to defending students facing Title IX sexual harassment allegations is proactive, meticulous, and always client-centered. I understand that you’re not just fighting for your academic record; you’re fighting for your reputation and your future. 

My experience working within Auburn University’s Title IX office gives me a unique understanding of the internal processes and procedures. I know how the university investigates these cases, and, importantly, I know how to identify weaknesses and effectively challenge their findings.

Here’s how I work to protect your rights:

  • Immediate Action: From the moment I’m retained, I take immediate action. I advise my clients to not speak with investigators or university officials without my presence. Anything you say can be used against you, even seemingly innocuous statements.
  • Evidence Preservation: I guide my clients to preserve all potentially relevant evidence. This includes text messages, emails, social media posts, photos, videos, and any other communication that could shed light on the situation. This digital footprint can be crucial in establishing context and challenging the complainant’s narrative.
  • Witness Identification: I actively seek out and interview potential witnesses who can corroborate my client’s version of events or provide information about the complainant’s credibility or motives.
  • Challenging the “Unwelcome” Element: I meticulously analyze the alleged conduct to determine whether it meets the legal definition of sexual harassment under Title IX and Auburn University policy. 
  • Exploring Alternative Explanations: I explore all plausible explanations for the alleged conduct. Was there a misunderstanding? Were the actions or words taken out of context?
  • Attacking Credibility: If the complainant’s credibility is questionable, I will vigorously challenge their account. This might involve highlighting inconsistencies in their statements, demonstrating bias or motive to lie, or presenting evidence of past untruthfulness.
  • Negotiating Resolutions: In some cases, it may be possible to negotiate an informal resolution with the university. I explore all avenues for resolution, always prioritizing my client’s best interests.
  • Preparing for Hearings: If a formal hearing is necessary, I thoroughly prepare my clients. I help them understand the process, anticipate likely questions, and present their case clearly and persuasively. I am prepared to cross-examine witnesses and challenge the evidence presented by the university.
  • Leveraging Auburn-Specific Knowledge: As mentioned earlier, my prior experience within Auburn University’s Title IX office is a significant advantage. I understand the internal dynamics and the university’s interpretation of Title IX policy. This inside knowledge allows me to navigate the system more effectively and anticipate potential challenges.
  • Expert Witnesses If the situation requires expert testimony, I can call on professionals to explain the important concepts to a panel.

The Importance of Due Process

In all Title IX proceedings, I am committed to upholding the principles of due process. I firmly believe that every student accused of a Title IX violation has the inalienable right to a fair and impartial investigation. This includes the right to be fully informed of the specific allegations against them, the right to present evidence and witnesses on their behalf, and the right to challenge and appeal any adverse findings or sanctions.

Work with a Seasoned Auburn, AL Title IX Defense Lawyer

Facing a sexual harassment allegation under Title IX at Auburn University is a serious matter with potentially life-altering consequences. It’s a complex process, and you need an experienced advocate on your side. I am committed to protecting students’ rights, reputations, and futures. If you’re facing a Title IX allegation at Auburn University or another Lee County school, don’t face it alone. Contact me today for a confidential consultation. I will listen to your story, explain your options, and fight vigorously to protect your interests.

2024 Summer Recap: Criminal Defense Wins, Military Defense, and Title IX Advocacy

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As a solo practicing attorney in Auburn, Alabama, this summer has been both productive and fulfilling. From securing wins in military defense cases across multiple states to providing expert Title IX training, I’m proud of the impact our work has had on our clients and the broader legal community. Here’s a recap of the key milestones from this summer.

Military Defense Success: Three Wins in Three States

May was an exceptionally strong month, with a perfect record in military defense cases across three different states. Each case presented unique challenges, but through strategic preparation and in-depth legal defense, we achieved outstanding results for our clients.

  • Flying Evaluation Board (FEB) Victory: Representing an Air Force officer facing an FEB, I was able to successfully argue for my client’s return to flight training, preserving their career in aviation.
  • Drug Use Allegation Defense: In another case, my client was accused of drug use, but after a thorough defense, the board found no basis for the allegations, and my client was returned to duty.
  • Allegations of Destruction of Electronic Records: In a complex case involving accusations of intentionally destroying electronic records and hindering the mission of the unit, most of the allegations were found without merit, allowing my client to return to duty.

These victories underscore the importance of experienced military defense counsel in protecting service members’ careers and futures.

Training the Next Generation: Air Force JAGs Trial Advocacy

In June, I spent a week in Seattle/Tacoma, training junior Air Force JAGs on trial advocacy techniques. This hands-on training allowed me to pass along vital courtroom strategies, helping to equip the next generation of military attorneys with the skills they need to succeed in high-pressure situations.

ROTC and Student Defense: Key Cases in Auburn

One of the highlights of my summer was defending a ROTC student accused of drug use. After thorough preparation and strategic representation, my client was allowed to return to his unit and continue his training. This case highlighted the importance of a strong defense for students facing serious allegations that can jeopardize their future.

Another student I represented faced a full Title IX hearing. The stakes were high, with the potential for my client to be expelled from school. After a comprehensive defense, the hearing officer determined that my client was not responsible for violating the policy, and he is now set to return to school this fall.

Criminal Defense Success in Auburn and Lee County Courts

Closer to home, I successfully defended clients in Auburn Municipal Court, where charges were dismissed against two individuals I represented. In Lee County District Court, I also secured the dismissal of charges against another client, demonstrating that persistence and a tailored defense strategy are key in achieving positive results for clients.

Title IX Training at Alabama A&M

This summer also gave me the opportunity to step into a teaching role, providing Title IX training to the entire faculty and staff at Alabama A&M University. This training was crucial in helping the university understand the latest updates to Title IX regulations and best practices for navigating these sensitive issues.

Looking Forward: Continued Advocacy in Criminal Defense, Title IX, and Military Law

As we move into the fall, my commitment to providing focused, client-centered representation remains steadfast. By limiting the number of clients I take on, I am able to offer more personalized, engaged advocacy—whether in military defense, Title IX cases, or criminal defense.

The results we achieved this summer reflect the power of this approach. I look forward to continuing to fight for my clients in Auburn, Alabama, and beyond.

Navigating the 2024 Changes to Title IX Grievance Procedures: An Overview of the new Grievance Process

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In 2024, significant revisions to Title IX regulations will affect how educational institutions receiving federal funding handle complaints of sex discrimination, including sex-based harassment. This guide delves deep into the specifics of Sections 106.45 and 106.46, explaining the requirements for all recipients and additional mandates for postsecondary institutions, like Auburn University.

Section 106.45: Comprehensive Grievance Procedures

General Requirements: Every institution must establish written procedures that are prompt and equitable in resolving sex discrimination complaints. These procedures must explicitly prevent any bias against complainants or respondents and maintain the presumption of innocence for the respondent until the conclusion of the grievance process.

Who Can File a Complaint?: Complaints can be made by:

  • Direct complainants of discrimination
  • Parents, guardians, or legal representatives acting on behalf of the complainant
  • The institution’s Title IX Coordinator
  • Students or employees, or any individual attempting to participate in the institution’s programs, only in cases not involving sex-based harassment

Key Procedural Requirements:

  • Objective Evidence Evaluation: All relevant evidence, whether incriminating or exonerating, must be objectively evaluated. This is to ensure that decision-makers base their conclusions on solid, unbiased evidence.
  • Evidence Restrictions: Certain types of evidence are excluded from consideration, such as privileged information or medical records, unless explicit consent is given. Importantly, evidence regarding the complainant’s sexual history is tightly restricted, reflecting the sensitivity of such information.
  • Timeliness and Transparency: Institutions must set clear, reasonable timelines for all major grievance stages and provide timely notifications to all parties involved about delays and their causes.

Section 106.46: Special Provisions for Postsecondary Institutions like Auburn University

This section builds on 106.45 by addressing specific circumstances at postsecondary institutions, especially where either the complainant or respondent is a student.

Live Hearings and Credibility Assessments: Live hearings are no longer required, but they are still permitted if the institution chooses to use them. If a live hearing is conducted, it must allow for real-time cross-examination by the parties’ advisors and not the parties themselves. This is the current process under the 2020 regulations. If there is no live hearing, institutions must still provide a process that allows for the proper assessment of credibility. This may involve the decision-maker asking relevant questions during individual meetings with the parties and witnesses. This ensures that even without a live hearing, there is a mechanism to effectively judge the credibility of all involved, crucial for fair decision-making. Importantly, if an institution chooses to do it this way without a live hearing, they must either provide a recording or a transcript of the interview to the opposing party so they can suggest follow up questions that should be asked. This process can go back and forth as long as the investigator or decision maker deems it necessary and warranted.

Detailed Notice Requirements: Before any initial interview, detailed written notice of the allegations must be provided, including:

  • The nature of the alleged sex-based harassment
  • Details about the grievance and informal resolution processes
  • Information on the presumption of innocence until the procedural conclusion
  • Rights to have an advisor, who may be an attorney

Handling Evidence: Both parties must have equal access to all relevant evidence collected during the investigation, ensuring transparency and fairness in the evidence review process. This can be in the form of a summarized report like is currently the standard. If they are provided a report, they are permitted to see the evidence forming the basis of that report. If there is NOT a report, the parties are simply provided the evidence.

Conclusion

The 2024 updates to Title IX regulations provide a robust framework intended to enhance the integrity of grievance procedures concerning sex discrimination in educational settings. For institutions like Auburn University, understanding and implementing these changes is crucial for compliance and for protecting the rights of their communities. For individuals navigating these processes, recognizing these procedural rights and protections can significantly impact the handling of their cases.

For experienced guidance on navigating these complex procedures or for support in a Title IX grievance, reaching out to a knowledgeable advisor is highly recommended.

Objective Evaluation of Evidence in Title IX Grievance Procedures: What’s New in 2024

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The 2024 Title IX Final Rule brings significant updates to how evidence is handled in Title IX grievance procedures. A key aspect of these updates is the objective evaluation of all relevant evidence, and according to the Department of Education, is designed to ensure fairness, reduce litigation risk, and align with established case law. Here’s what you need to know about these changes and how they may impact the parties involved in a Title IX grievance procedure.

Clear Guideposts for Evidence Evaluation

Under the new regulations, all evidence that may aid a decision-maker in determining whether the alleged sex discrimination occurred must be objectively evaluated. This includes both inculpatory and exculpatory evidence, which the Department believes helps protect due process and ensures that all relevant information is considered fairly.

Defining “Relevant” Evidence

“Evidence is ‘relevant’ when it may aid a decision maker in determining whether the alleged sex discrimination occurred.” This definition clarifies that only evidence which could help in reaching a decision on the alleged discrimination should be considered. The Department of Education has stressed the importance of this clarity, ensuring that the evidence review process in grievance procedures is both reliable and impartial.

Exclusion of Impermissible Evidence

Despite the broad scope for relevance, there are strict prohibitions on certain types of evidence. The updated regulations exclude impermissible evidence regardless of its relevance. There are three main categories that the Department says must be excluded in an investigation, and they happen to be substantially the same as the 2020 regulations. They are

  1. Evidence that is protected under a privilege as recognized by Federal or State law
  2. A party’s or witness’s records that are made or maintained by a physician, psychologist, or other recognized professional or paraprofessional in connection with the provision or treatment to the party or witness (this can be waived), or
  3. Evidence that relates to the Complainant’s sexual interests or prior sexual conduct, unless it is
    A. Offered to prove that someone other than the Respondent committed the alleged conduct; OR
    B. Is evidence about specific incidents of the Complainant’s prior sexual conduct with the Respondent that is offered to prove consent to the alleged sex-based harassment.

Opportunity for Contesting Relevance Determinations

Parties involved in a grievance procedure have the opportunity to respond to the evidence collected, including raising concerns about the relevance determinations. This provision ensures that all parties can contribute to a transparent evaluation process and contest decisions about what evidence is considered during the grievance procedures.

Training and Fairness

The final rule also requires that all investigators, decision-makers, and any personnel involved in implementing grievance procedures receive training on what constitutes relevant evidence. The Department believes this training is crucial for maintaining the standards of fairness and impartiality outlined in the regulations.

Impact on Colleges and Universities

Unlike some of the other changes, these changes here are less likely to have a significant impact on how Auburn University and other colleges and universities handle Title IX cases. Much of this remains the same from the 2020 regulations, with the exception of a clearly defined definition for relevance.

Conclusion

The 2024 updates to Title IX grievance procedures represent a substantial changes regarding the handling of sex discrimination cases at Auburn University and other educational settings. For students, parents, and educators, understanding these changes is crucial to navigating the grievance process effectively. If you are involved in a Title IX case or need guidance on these new regulations, reaching out for informed advice can help ensure that your rights and interests are fully protected.