Consensual Romantic or Sexual Relationships Between Employees and Students
Consensual romantic or sexual relationships between employees and students, even absent any supervisory or evaluative authority, may lead to unanticipated conflicts of interest since an employee's influence and power may extend beyond the classroom, department, office, or team. There is always the possibility that the employee may be placed unexpectedly in a position of power over the student. Due to the institutional power differential in employee-student relationships, there is the inherent risk of coercion and the perception by others of exploitation.
Undergraduate Students
When undergraduate students are involved, the difference in institutional power and the inherent risk of coercion are so great that no employee member shall enter into a consensual romantic, dating, or sexual relationship with an undergraduate student, regardless of whether there is a supervisory or evaluative relationship between them. For purposes of this policy, a graduate assistant is considered an employee.
Graduate students
Romantic or sexual relationships between employees and graduate students are also problematic. No employee shall enter into a romantic, dating, or sexual relationship with a graduate student under their supervision. Should such a relationship begin, Human Resources and the Provost must be notified promptly so that arrangements for alternative supervision and removal of evaluative authority can be made.
If the employee and graduate student are in the same department or affiliated with the same graduate program, the possibility exists that the employee may influence evaluation or academic or career advancement of the student even if the employee does not directly supervise the graduate/professional student.
Relationships between an employee and a graduate student within the same department or affiliated with the same graduate program must be disclosed by the employee to Human Resources and the Provost promptly upon the beginning of the relationship. Management of such relationships will be considered on a case-by-case basis, and, when possible, will lead to development of an appropriate plan in consultation with Human Resources, the department chair, division chair, and the Provost.
Accommodations for pre-existing relationships between an employee and a prospective student, an undergraduate student or a graduate assistant will also be considered on a case-by-case basis, and, when possible, will lead to development of a management plan in consultation with Human Resources, the Provost, the Area Coordinator, and the graduate assistant’s supervisor. Failure to comply with the required notification, removal of evaluative authority or management plan is a violation of this Policy.