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Analysis of Discriminatory Harassment

1. Was the relationship between the complainant and the respondent student-to-student or employee to-student?

2. If employee-to-student:

Was the conduct at issue severe or  pervasive enough to constitute harassment?  If so the employee violated university policy.  If not, there is no policy violation.

3. If student-to-student:

Was it so "severe, pervasive, and objectively offensive" as to deprive the victim of access to the educational opportunities or benefits provided by the institution?

4. Were administrators aware of the harassment?

Were they deliberately indifferent to it?  If so, policy was violated.