Consensual Relationship Policy

Policy Statement

Adelphi University strives to provide an educational and work environment that is collegial, respectful and productive. This policy establishes rules for the conduct of consensual relationships between employees and between employees and students, including supervisory personnel, in an attempt to prevent conflicts and maintain a productive and professional work environment.

Reason for Policy

当一个人对另一个人有权力或权威时，进入一种性、约会或浪漫的关系(“两合性关系”)可能会在自由的同意下妥协，将个人的学术和专业发展置于危险之中，并严重破坏信任、公平和正直的基础，而这对阿德尔菲的学术使命至关重要。教师、管理人员和其他教育、监督、评估、雇用、咨询、指导或以其他方式就他人在大学的就业或教育做出决定或建议的人，或对学生或下属有实际或表面权力的人，应该理解这种关系从根本上不平衡的性质。在大学的教育和就业背景下，如果一个人对另一个人有更大的权力或权威，两合情愿关系可能会引起性骚扰的关注，并可能造成偏袒和优待的感觉。由于这些原因，这种关系是被禁止的。

Who is Governed by This Policy

Faculty, administration, staff and students.

Policy

Consensual Relationships between the following individuals are specifically prohibited:

• A faculty member and an undergraduate student;
• A faculty member and a graduate student in the same discipline or academic program or where the faculty member evaluates or supervises that student in any way;
• An academic or faculty advisor and an advisee;
• A teaching assistant and a student in the teaching assistant’s class;
• A coach and a student-athlete; and,
• A manager/supervisor/dean and an employee over whom they have supervisory authority.

This list is not exhaustive; other circumstances in which one individual has greater power or authority over another may also violate this policy. In the employment context, supervisory authority means the ability to affect or impact an employee’s terms, conditions, or privileges of employment because the manager/supervisor/dean can take or impact action such as hiring, firing, promoting, disciplining, scheduling, training, or deciding how to compensate that employee.

If individuals already in a Consensual Relationship foresee the possibility of entering into a relationship of power or authority (for example, through one party enrolling in a program or a class, or taking a new position), or where an Consensual Relationship arises in the context of an existing relationship of power or authority, the individual with supervisory, evaluative or other position of authority and power must notify the relevant supervisors, directors or deans immediately. The relevant supervisor, dean or director shall have the authority, in consultation with the Office of Human Resources, to set reasonable conditions to eliminate both the substance and appearance of conflict of interest or abuse of power or authority; to prevent the establishment of direct authority.

To minimize and attenuate indirect authority the relevant supervisor, dean or director may also take measures to prevent the deprivation of educational or employment opportunities for the student or subordinate, and will have the authority, in consultation with the Office of Human Resources, to make exceptions to normal academic rules and policies as warranted by the circumstances.

Although it is recognized that the student or subordinate may be a full and willing participant in a Consensual Relationship, both the responsibility for adhering to this policy and the consequences for violating it fall upon the person in a position of power or authority, rather than the student or subordinate. Violations of this policy are referred to the Office of Human Resources outlined below based on the status of the employee in the position of greater power or authority over the other individual.

If allegations of sexual misconduct, relationship violence, or stalking arise in connection with a Consensual Relationship, the University will address such charges in accordance with Adelphi’s:

• Anti-Discrimination, Harassment (Including Sexual Misconduct, Dating Violence, Domestic Violence, Stalking) and Retaliation Policy

Definitions

Consensual Relationship:A consensual relationship is defined as a relationship between individuals who have or have had a continuing relationship of a romantic or intimate nature.

Procedures

An employee who is involved in a Consensual Relationship with another employee or student who they supervise may not occupy a position in the same department as, or work directly for or supervise the employee orstudentwith whom he or she is involved.

Adelphi University reserves the right to take prompt action if an actual or potential conflict of interest arises concerning individuals who engage in a consensual relationship that may affect terms and conditions of employment. Supervisors and managers are prohibited from dating subordinates and may be disciplined for such actions, up to and including termination.

When a conflict or the potential for conflict arises because of a Consensual Relationship between employees, even if there is no line of authority or reporting involved, the employees may be separated by reassignment, or terminated from employment.If such a Consensual Relationship between non-supervisory employees develops, it is the responsibility and obligation of the employees involved to disclose the existence of the relationship to the department director or manager, if, and only if, a conflict or the potential for conflict arises.

When a conflict or a potential for conflict affecting terms or conditions of employment arises because of the relationship, the Office of Human Resources will meet with the individuals concerned about the next steps to be taken to eliminate the conflicts and resolve the situation.

Forms

This policy does not contain a form for disclosure. We recommend that the individuals concerned contact a member of Human Resources for guidance.

Related Information

The following is the link to theAnti-Discrimination, Harassment (Including Sexual Misconduct, Dating Violence, Domestic Violence, Stalking) and Retaliation Policy

Document History

• Last Reviewed Date: November 22, 2019
• Last Revised Date: March 25, 2020
• Policy Origination Date: November 22, 2019

Who Approved This Policy

This policy was approved by the Policy Review Board in March 2020 and Executive Leadership in September 2020.