1. | Principles | |
Romantic relationships between University of Washington employees
and students can lead to a conflict of interest that is detrimental to the
functioning of the University because, if present, the professional authority
under which employees' decisions are made may be called into question. The following
are examples of why the University's responsibilities to the public and to individual
members of the University community may be compromised if employees do not avoid such
conflicts of interest:
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2. | Policy | |
All University employees or appointees, including
faculty and other academic personnel, staff (e.g. coaches and
academic advisors), temporary staff, Academic Student Employees,
and student employees (e.g. Resident Advisors) are prohibited from:
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3. | Definitions | |
A. | Conflict of Interest A conflict of interest arises when an employee’s objectivity and decision-making in his or her professional role relating to students is or has the potential to be compromised because of a romantic relationship the employee has with a student. This professional role encompasses decisions or recommendations that may affect the student’s access to educational programs and services; academics or professional progress; and/or work experience or opportunities. The role also includes voting on actions that involve the student, contributing to or evaluating scholarly work, evaluating academic status or progress, providing career recommendations or references, making hiring or termination decisions or otherwise making decisions that substantially affect academic status or employment. |
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B. | Romantic Relationship A romantic relationship includes intimate, sexual, dating, and/or any other type of amorous encounter or relationship, even when consensual, whether or not casual or serious, short-term or long-term. |
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C. |
Student A student under this policy includes, but is not limited to, any individual enrolled in any course, whether matriculated or nonmatriculated, in any University program of study. |
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4. | Complaint Reporting | |
Those who have concerns about potential violations of this policy may report them to their supervisor, department chair or director, dean or chancellor, administrative head, and/or Human Resources Consultant or Academic Human Resources Consultant. Reports will be evaluated in order to determine an appropriate institutional response. |
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5. | Conflict of Interest and Sexual Harassment | |
Upon receiving a report of a potential conflict of
interest arising from an employee–student romantic relationship, in
addition to any other investigatory or corrective action that is
taken, the University may be obligated to evaluate whether there
is or has been a violation of Executive Order
No. 31, Nondiscrimination and
Affirmative Action. The matter may be referred to the University
Complaint Investigation and Resolution Office (UCIRO) for
investigation in accordance with
Administrative Policy Statement 46.3, Resolution of
Complaints Against University Employees and/or the Faculty
Code. |
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6. | Consequences of Violation of Policy | |
University employees who violate this policy may be
subject to corrective or disciplinary action, including, but not
limited to, termination of employment. The particular corrective or
disciplinary action to be imposed will be consistent with the
applicable policies and processes for the particular employee at
issue. |
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7. | Disclosure of Conflict | |
Employees who suspect that their romantic
relationship with a student may create an actual or perceived
conflict of interest must notify their supervisor, department
chair or director, dean or chancellor, or administrative head.
The purpose of this notification is to evaluate whether a plan
can be created that will avoid the conflict or potential impact
on the student or others. Supervisors, department chairs or
directors, and administrative heads should consult with their
human resources consultant, dean's or chancellor's office, the
Office of Student Life, or other appropriate office in evaluating
the plan. Whether the University is able to create an acceptable
plan is within the discretion of the relevant University
administrative authority. Disclosure of a potential conflict does not preclude the University from taking appropriate measures to address any behavior that may have occurred before or after the disclosure that is in violation of University policy. |
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8. | Retaliation Prohibited | |
This policy prohibits taking adverse action against
any individual who reports (or is perceived to have reported)
concerns under this policy or who cooperates with or participates
in any investigation related to this policy. |
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9. | Additional Information | |
For additional information about this policy, contact the following:
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May 12, 2017 |
For related information, see: