SECTION 6: CONSENSUAL RELATIONSHIPS
6 CONSENSUAL RELATIONSHIPS
A “Consensual Relationship,” as that term is used in this policy, is one in which two members of the University community are engaged by mutual consent in a romantic or sexual relationship. When such a relationship involves people who differ in power within the University community, it is of special concern because of the potential for conflict of interest and/or abuse of power. Decisions that must be made free from bias or favor may come under question when made by a person who may benefit from or be harmed by the decisions.
The mere appearance of bias resulting from a consensual relationship may seriously disrupt the academic or work environment. Equally important, such relationships have the potential to undermine our sense of community, mutual trust, and support. Furthermore, even when initially consensual, such relationships can evolve in ways that are unwelcome, disruptive, and even harassing.
For these reasons, the University has adopted the following policy with respect to consensual relationships and placed all employees on notice that the University views consensual relationships between University community members, especially when a power relationship exists, as unwise and of high risk, particularly when students are involved.
The University prohibits consensual relationships between employees where a reporting relationship exists. The University strongly discourages consensual relationships between employees where there is a difference in power such that it creates an appearance of a conflict of interest and/or impropriety, even if no direct reporting relationship exists. In situations involving such prohibited or discouraged behavior, the University reserves the discretion to determine when a violation exists and to respond as it deems appropriate in its sole discretion, including but not limited to transferring employees, rearranging reporting arrangements, or taking other action, including disciplinary action, to remedy any situation deemed inappropriate.
The University prohibits consensual relationships between an employee and any student enrolled at the University.
6.1 EMPLOYEE-TO-EMPLOYEE CONSENSUAL RELATIONSHIPS
If an employee is engaged in a romantic or sexual relationship with another employee whom they supervise, evaluate, advise, or have other authority over, it is that individual’s professional responsibility to inform the Director of Human Resources immediately to discuss and assess the situation with the parties to determine whether it is appropriate to make changes to the advisory, evaluative, or supervisory relationship. Information disclosed in these discussions shall be treated as confidential, and disclosure to others shall be made only on a need-to-know basis.
The Director of Human Resources will then report the relationship to the Title IX Coordinator; they will then conduct a review for any possible conflict of interest. The Title IX Coordinator and the Director of Human Resources will make the determination whether there is a substantive power differential or conflict of interest within the relationship and to determine appropriate next steps. Information disclosed in these discussions shall be treated as confidential and disclosure to others shall be made only on a need-to-know basis.
In the event an employee is found to have engaged in a romantic or sexual relationship with someone whom they supervised, evaluated, or advised, or had other authority, and the Director of Human Resources was not advised of the existence of the relationship, disciplinary action will be taken, up to and including termination.
Please see the employee handbook, section “Employment of Family Members Policy,” for additional information.
6.2 EMPLOYEE-TO-STUDENT CONSENSUAL RELATIONSHIPS
An employee who engages in a consensual relationship with any student enrolled at the University will be subject to appropriate discipline, up to and including termination of employment.
If a relationship between a student and employee is discovered, it should be immediately reported to the Director of Human Resources. The Director of Human Resources will then report the relationship to the Title IX Coordinator. The Director of Human Resources and the Title IX Coordinator will then review the reported relationship and make a determination regarding the appropriate University response.
Information disclosed in these discussions shall be treated as confidential and disclosure to others shall be made only on a need-to-know basis.