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Title IX

Sex Discrimination, Sexual Harassment, Sexual Misconduct, Dating and Domestic Violence, and Stalking

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News & Updates:

On May 6,2020 the US Secretary of Education Betsy DeVos, issued new Title IX regulations directing how allegations of sexual harassment and sexual misconduct should be handled by institutions of higher education. The new Title IX regulations go into effect August 2020 and may be viewed via the Department of Education website. We will continue to monitor the legal arena for updates and follow directives from the Chancellor’s Office regarding these changes.

Two years ago in November 2018, the U.S. Department of Education issued a proposal to amend the regulations implementing Title IX of the Education Amendments of 1972. The proposed regulations focused on sexual harassment (including sexual assault) and were intended to replace prior guidance issued by the Federal Government.

CSULB remains committed to providing support services to all students and employees involved in a sexual misconduct matter.  Additionally, CSULB continues to provide fair and impartial investigations for all Title IX matters. Providing all students and employee parties’ due process and support services during this time.

Although we are currently operating remotely at this time, we recognize that our students and employees may have been affected by this recent update and require support. Below are support services available:

Student & Employee Confidential Campus Advocate:

Jacqueline Urtez ( (8AM-5PM business hours)

Off Campus 24/7 Confidential Support for Employees & Students: 

YWCA, Greater Los Angeles at 877-943-5778 (Y-HELPS-U)

Campus Advisors for Students Potentially Accused of a Title IX Matter:

Dr. Trace Camacho (
Alexandria Cordon (

Confidential Student Support: 

Counseling & Psychological Services (CAPS)

Confidential Employee Support:  

Faculty & Staff Assistance Program (FSAP). 

Lastly, any questions or concerns about the Title IX process, support services, or changes to the procedures, may be directed to the Office of Equity & Diversity at or by calling 562-985-8256 during the 8AM-5PM business hours.

Title IX at the Beach

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The California State University, which includes Cal State Long Beach (CSULB), does not discriminate on the basis of gender, which includes sex and gender identity or expression, or sexual orientation in its education programs or activities. Title IX and certain other federal and state laws prohibit discrimination on the basis of gender or sexual orientation in employment, as well as in all education programs and activities operated by its universities (both on and off campus). The protection against discrimination on the basis of gender or sexual orientation includes pregnancy, sexual harassment, sexual misconduct, and gender-based dating and domestic violence, and stalking.

CSULB is committed to creating and sustaining an educational and working environment free of sexual misconduct, dating and domestic violence, and stalking. If you experience any of these forms of misconduct, you are strongly encouraged to utilize the various on- and off-campus resources. Your safety and well-being is a top priority for the university.

CSULB Consensual Relationship Policy

The CSU prohibits employees from entering into a consensual relationship with any Student over whom they exercise direct or otherwise significant academic, administrative, supervisory, evaluative, counseling, or extracurricular authority. Please see Executive Order 1096/1097 (article I, §A) and the CSULB Academic Senate policy for more information.

The Red Zone

The first 6 weeks of the academic year is nationally known as the “Red Zone” when there is a much higher likelihood of experiencing sexual assault, particularly for first year students.  We are making every effort to provide educational awareness tools to our campus community in an effort to support and empower our CSULB students and employees. For many, Affirmative Consent may be confusing. Our RISE @ LB campaign asks our community partners to Refer student concerns to the appropriate support services and campus offices, Intervene where they see issues arising, Support those who may experiencing a Title IX related issue, and Educate themselves, students, and colleagues about Title IX, campus resources, and sexual misconduct prevention and awareness. To help educate our campus community understand CSU’s Affirmative Consent policy, please consider watching the following educational video: Consent - It's Simple as Tea

**Revisions to CSU Executive Orders 

In response to recent decisions made by the California Court of Appeals, The CSU Chancellor's Office has finalized revisions to Executive Orders 1096, 1097, and 1098, the systemwide policies and procedures relevant to addressing complaints of sexual misconduct, dating and domestic violence, and stalking (Revised March 29, 2019). For more information and links to the revised policies, please see the list of Frequently Asked Questions in the drop down menu below. 

Revisions to the Executive Orders - FAQs

Frequently Asked Questions – Revised Title IX Policy[1]
FAQ Document (PDF) 

Why has the CSU revised its Title IX student policy?

A California Court of Appeal recently ruled (in a case involving another university) that students accused of Sexual Misconduct who face severe discipline (expulsion or suspension) at any California university have the right to a hearing to cross-examine (question), directly or indirectly, their accusers and other witnesses if witness credibility is “central” to the case.  Until now, the University process did not include a hearing. On March 29, 2019, the Chancellor’s Office released revised Executive Orders 1096/1097 which include an Addendum titled Investigation and Hearing Process – For Students Accused of Sexual Misconduct.

What kinds of cases are impacted by this Addendum?

The Addendum applies only to cases that are not resolved via the Early Resolution Process that meet the following three criteria:

  • Student (Respondent) is accused of Sexual Misconduct as defined by Executive Orders (EOs) 1096/1097 (Revised March 29, 2019);[2]

  • Student (Respondent) faces suspension or expulsion; and

  • The credibility of any party or witness is central to the finding of whether the accused student engaged in Sexual Misconduct.

What policy applies if the circumstances of my Title IX (sex discrimination/harassment) case do not meet these three criteria?

If the circumstances of your case do not meet all three of the criteria described above, a neutral Investigator makes findings of fact and the Title IX Coordinator makes the final determination about whether CSU policy was violated (see Executive Order 1096/1097, Article III).

How will these changes most directly affect me?

  • After the Investigator has completed the Preliminary Investigation Report, Complainant and Respondent may ask to resolve the complaint (with the assistance of the campus Title IX Coordinator) without a hearing -- through the Early Resolution Process.

  • If the case is not resolved, a hearing will be scheduled.  Complainant and Respondent will identify relevant witnesses and prepare questions that they want the Hearing Officer to ask of the other Party and other witnesses.

  • Participation in a hearing.

  • The revised policy does not change the role of the Advisor. The Complainant and Respondent may also be accompanied at the hearing by a friend or other person to provide emotional support.

What is a hearing and what can I expect?

The hearing is a meeting at which a Hearing Officer (a neutral, third-party who will oversee the hearing) listens to the witnesses and analyzes the evidence. Each party will be given an opportunity to make an opening statement at the beginning of the hearing. The Hearing Officer may ask questions of the Complainant, Respondent, Investigator, any University official, and any witness. These questions include those questions proposed by the Complainant and Respondent. After the hearing, the Hearing Officer will make findings of fact and conclusions about whether the Respondent violated University Policy.

Who will attend the hearing?

The hearing is closed to all persons except the Parties, the Parties’ respective Advisors and/or support people, appropriate witnesses (while they are testifying), the Student Conduct Administrator, Title IX Coordinator, Hearing Officer, and Hearing Coordinator. A CSU administrator may also be present, but will not participate in the hearing.

Will the Hearing Officer use a different standard of proof to make their finding?

No, the standard used to make determinations for all allegations addressed under Executive Order 1096/1097 is Preponderance of the Evidence.

Do I have to be in the same room as the other Party (Complainant or Respondent)?

Not necessarily. If you do not want to be in the same room with the other party, please submit your request in writing to the campus Hearing Coordinator for consideration in advance of the hearing so that arrangements can be made. 

What does cross-examination mean?

In the hearing, the Respondent and Complainant will be able to “cross-examine” the other party or any witnesses by proposing questions to the Hearing Officer. Parties and their advisors/support person will not be permitted to directly question participants in the hearing.  The University’s process of providing for “indirect” questioning by the Hearing Officer is designed to minimize trauma for the participants in the hearing. 

What if I don’t want to participate in the hearing?

You are not required to participate in a hearing, but the lack of participation may have an impact on the information available for the Hearing Officer to consider and, therefore, the final determination. 

  • If you are a Complainant or Respondent and do not participate in the hearing, the University’s ability to take action will be limited.  The hearing will occur, but statements you made during the investigation (even if described in the investigation report) might not be considered at the hearing because you won’t be available to answer questions about those statements. Please note, a Respondent will not be found to have violated University policy solely because they failed to appear at the hearing nor will a Respondent be found to not have violate policy solely because a Complainant failed to appear at the hearing.

  • If you are a witness and do not attend the hearing, you may be subject to discipline (as a student or employee) and a hold may be placed on any student witness’ transcript. If a witness does not attend the hearing, their statements in the investigation process might not be considered at the hearing (even if it is described in the investigation report) because the witness won’t be available to answer questions about those statements.

Is there any alternative to having a hearing?

Yes, parties may choose to resolve a complaint via the Early Resolution process.  An Early Resolution is an agreement between you and the other Party to provide appropriate and relevant remedies to a complaint that would resolve the matter without a hearing. 

  • It is a completely voluntary process that can occur at any time up until the Hearing Officer makes a final decision. 

  • Neither the Complainant nor Respondent should feel pressured to agree to an Early Resolution. 

  • Both parties and the campus Title IX Coordinator have to agree with the terms of the Early Resolution before it can become final. 

If you would like to pursue an Early Resolution agreement, you can discuss this option with your campus Title IX Coordinator. 

Can I submit new evidence at the hearing or ask the Hearing Officer to interview a new witness?

All available evidence should be provided to the Investigator during the investigation phase of the process.  If relevant evidence, or a witness, was not reasonably available during the investigation phase, then the Hearing Officer may decide to permit its use at the hearing.  However, if the Hearing Officer concludes that the evidence or witness actually was reasonably available during the investigation or is not relevant, the Hearing Officer may not allow the evidence or witness at the hearing.

Do you believe the hearing requirement will have a negative effect on students reporting Sexual Misconduct or moving forward with their cases?

While some individuals may choose not to pursue a complaint due to the extensiveness of this process, the campus will endeavor to provide alternate resolution options, support resources, and interim remedies where appropriate. For those that choose to move forward to a hearing, support resources will be made available. All Hearing Officers will receive training about our investigation and hearing process as well as the complex and sensitive issues surrounding allegations of Sexual Misconduct.  We encourage students to speak with their campus Title IX Coordinators and confidential campus resources, including psychological services and survivor advocates, to discuss their experience, options, and concerns. 

Will the Addendum apply to Dating and Domestic Violence or Stalking cases?

The Addendum only applies to matters involving Sexual Misconduct as defined by CSU policy.  However, if a matter involves Sexual Misconduct as well as Dating and Domestic Violence or Stalking (or all three), all charges will be governed by Addendum to Executive Order 1096/1097.  Please direct any questions to your campus Title IX Coordinator. 

What effect does the revised policy have on closed cases?

Cases that were concluded before January 2019 were addressed under the applicable CSU policy and in compliance with law and will not be reopened for further investigation  Please direct any questions to your campus Title IX Coordinator. 


[1] The purpose of these FAQs is to provide an overview of CSU’s revised Title IX policy (effective March 29, 2019) and to answer frequently asked questions.  These FAQs do not constitute CSU policy nor do they purport to represent a comprehensive statement of CSU policy.  Please direct any questions about CSU Title IX-related policy to your campus Title IX Coordinator. 


Reporting Options

California State University, Long Beach, takes pride in its tradition of maintaining a civil and non-violent learning, working, and social environment. Civility and mutual respect toward all members of the University community are intrinsic to the establishment of excellence in teaching and learning. *

Administrative Reports (Non-Confidential)

Title IX Incident Reporting Form

If you are a student, faculty member, staff member, or third party that has experienced, witnessed, or has knowledge of sexual harassment, sexual violence, dating/domestic violence or stalking, please use the reporting link to report to the Title IX Coordinator.

Reports may also be made directly to the Title IX Coordinator:

Larisa Hamada, Title IX Coordinator, 562.985.8256
Office of Equity & Diversity, Foundation Building – Suite 120

Criminal Reports

The CSULB University Police Department (UPD) and any law enforcement agency must notify victims of sexual violence that their name will become a matter of public record unless they request confidentiality. If the request is made, the police will not divulge the victim’s identity to anyone including the Title IX Coordinator. However, UPD will report the facts of the case to the Title IX Coordinator.

University Police Department
1250 Bellflower Blvd Long Beach CA 90840
Location: across from Student Recreation and Wellness Center on Palo Verde
562.985.4101 (non-emergency 24/7); when on campus 911 (emergency 24/7)

* (Excerpt from CSULB Statement on Civility and Acts of Violence, 2016-2017)

Pregnant and Parenting Accommodations

Title IX prohibits discrimination on the basis of sex — including pregnancy, parenting and all related conditions — in education and in programs and activities that receive federal funding. All students who might be, are, or have been pregnant have a right to the same access to school programs and educational opportunities that other students have.

If you would like to request accommodations as a pregnant or parenting student, contact Equity & Diversity as soon as possible. The university can require a pregnant student to provide a doctor’s certification of fitness to continue in an education program or activity only if the same requirement is imposed on all other students with physical or emotional conditions requiring a doctor’s care. Please submit medical or other medical information directly to the Bob Murphy Access Center (BMAC) or Equity & Diversity – not to your professor. 

2020 CSULB Lactation Policy and Procedure for Students, Employees, and Third Parties

Effective 2020, in accordance with Executive Order 1095 Revised as well as California Labor Code Section 1030 and California Education Code Section 66271.9, employees, students, and third parties have a right to request a lactation accommodation, including a private space reasonably close location to their working and learning environment. CSULB has designated permanent lactation spaces across campus, which provide a private space for the CSULB community. While these spaces may vary in the specific amenities, all spaces include access to a chair, table, a sink, and electrical outlets. If no permanent lactation space exists in a reasonably close location, individuals may request a temporary lactation space for the duration of their lactation needs.

The University will make every effort to provide reasonable accommodations based on available space and resources and will provide a response to such requests, including written notice if a requested accommodation cannot be provided.  Advance notification from the student, employee, or third party is strongly encouraged and we ask campus offices to assist in ensuring advance notice so a lactation space can be provided.

Where refrigerators are not available in or reasonable near lactation spaces, individuals may request alternative cooling options as part of a lactation accommodation. All lactation accommodation requests, questions, or concerns should be submitted or referred to the Office of Equity & Diversity for review by contacting or 562-985-8256 during the 8AM-5PM business hours. Additional lactation accommodation information, including a campus map, may be found on the Equity & Diversity website:

An employee may report alleged violations of California Labor Code 1030-33 to the Office of Equity & Diversity or the Labor Commissioner’s field enforcement unit. A student may report alleged Title IX violations to the Office of Equity & Diversity or the Office of Civil Rights. A third party guest of the University may report alleged lactation concerns to the Office of Equity & Diversity or the Department of Fair Employment & Housing.


Frequently Asked Questions (PDF)

Lactation Room Map (PDF)

Women and Gender Equity Center 

On Campus Resources

Click here to exit site quickly [image of an exit button]Women’s & Gender Equity Center 
Not Alone @ the Beach Campaign
Liberal Arts 1- 102

University Police Department
562.985.4101 (non-emergency 24/7); when on campus 911 (emergency 24/7)
1250 Bellflower Blvd., Long Beach, CA 90840

Lactation Room Map (PDF)

Night Escort Program/ Community Service Officers (CSO)

All Gender Restrooms - Map (PDF)
CSULB offers gender neutral restrooms across campus that are both available to the public and accessible


  • Jacqueline Urtez , YWCA Sexual Assault Victim’s Advocate
    Student Health Services
  • Linda Peña, ATOD/Violence Prevention & Sexual Misconduct Counselor
    Student Health Services 268
  • Student Health Services
  • Counseling and Psychological Services (CAPS)
    Brotman Hall 226

Off Campus Resources

Click here to exit site quickly [image of an exit button]Sexual Assault

Domestic Violence


Other Hotlines

Assisting Students with a Title IX Matter (Facutly & Staff Guide)


Title IX Annual Report: Sexual Misconduct, Dating / Domestic Violence, & Stalking

Each Campus will report the following annually on October 1, for the 2018-2019 fiscal year (July 31, 2018-June 30, 2019), without disclosing any information that would reveal the identities of the parties involved:

The number of Sexual Misconduct, Dating and Domestic Violence, and Stalking reports received in which a Student is the Respondent:

Total: 52

The number of Sexual Misconduct, Dating and Domestic Violence, and Stalking reports received in which an Employee is the Respondent: 

Total: 28

The number of Sexual Misconduct, Dating and Domestic Violence, and Stalking reports investigated:

Total: 2

The number of Sexual Misconduct, Dating and Domestic Violence, and Stalking reports resolved without investigation, including a description of the resolution and/or reason for no investigation:

No jurisdiction - Rights and Options issued, transferred to other department: 33

Rights and options issued, declined to pursue complaint: 68

Rights and options issued, declined to pursue complaint, interim remedies provided: 17

Rights and options provided, insufficient information to pursue investigation: 57

Rights and options issued, Early Resolution Agreement: 29

Total: 204

The number of Sexual Misconduct, Dating and Domestic Violence, and Stalking investigations in which the Respondent was held responsible, including a description of the final sanction:

Total: 1

The number of Sexual Misconduct, Dating and Domestic Violence, and Stalking investigations in which the evidence was found insufficient to hold the Respondent responsible:

Total: 0*

*All cases resolved via investigation were still open and in progress at the close of the academic year


Please note: The statistics in this report may not coincide with Clery statistics in the Annual Security and Fire Safety Report. These statistics are provided in compliance with Executive Order 1095, revised 6-23-15 for the previous fiscal year. Clery statistics in the University’s Annual Security and Fire Safety Report are reported for the previous calendar year as required by federal law. Additionally, reports to the Title IX Coordinator may be related to incidents which did not take place on Clery defined geography. 

Annual Report for July 1, 2018 - Jun 30, 2019 (PDF)

Annual Report for July 1, 2017 - Jun 30, 2018 (PDF)

Annual Report for July 1, 2016 - Jun 30, 2017 (PDF)

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