University Policy: Human Resources
1. Conflict of Interest
Conflicts of interest may arise in connection with consensual romantic and/or sexual relationships between faculty or other instructional staff and students, or between supervisors and subordinates. University policy and more general ethical principles preclude individuals from evaluating the work or academic performance of others with whom they have intimate familial relationships, or from making hiring, salary or similar financial decisions concerning such persons. The same principles apply to consensual romantic and/or sexual relationships, and require, at a minimum, that appropriate arrangements be made for objective decision making with regard to the student, subordinate or prospective employee.
2. Abuse of Power DifferentialAlthough conflict of interest issues can be resolved, in consensual romantic and/or sexual relationships involving a power differential, the potential for serious consequences remains. Individuals entering into such relationships must recognize thatA. the reasons for entering such a relationship may be a function of the power differential;B. where power differentials exist, even in a seemingly consensual relationship, there are limited after-the-fact defenses against charges of sexual harassment; and
C. the individual with the power in the relationship will bear the burden of accountability.
Related Regent Policies and Applicable Laws
Practice Directive GEN E “Consensual Relationships”
Practice Directive GEN J: "Sexual Violence and Sexual Harassment"
RPD 14-2, “Sexual Violence and Sexual Harassment”
RPD 14-6, “Discrimination, Harassment, and Retaliation”
Minor updates: 7/6/20