students and employees of the name, office address, telephone number, and email address of all such designated employees. (3) Adopt and publish grievance procedures providing for prompt and equitable resolution of student and employee sex discrimination complaints. Grievance procedures may include voluntary informal mechanisms (e.g., mediation) for resolving some types of sexual harassment complaints, however, a student who complains of harassment shall not be required to work out the problem directly with the alleged perpetrator via mediation, especially without appropriate involvement by the school (e.g., participation by a trained counselor, a trained mediator, or, if appropriate, a teacher or administrator). (4) Notify the complainant of the right to end the informal process at any time and begin the formal stage of the complaint process. Mediation and informal resolution are options for resolving some types of sexual harassment complaints, so long as the school completes its investigative requirements if one of these options is employed. Mediation shall not be used to resolve complaints involving allegations of sexual violence. (5) Require a school to address sexual harassment, including sexual violence, about which a responsible school employee knew or should have known. A responsible employee includes any employee who has the authority to take action to redress sexual harassment, who has been given the duty of reporting incidents of sexual harassment or any other misconduct to the title IX coordinator or other appropriate school designee, or whom a student could reasonably believe has the authority or duty. (6) Require that if a school knows or reasonably should know about sexual harassment that creates a hostile environment, the school shall take immediate action to eliminate the harassment, prevent its recurrence, and address its effects. Sexual harassment creates a hostile environment if the conduct is sufficiently serious that it interferes with or limits a student’s ability to participate in or