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Consensual Relationships

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POLICY

All employees should recognize the possible negative consequences of romantic, intimate or sexual liaisons in the workplace and academic programs. This Policy prescribes actions required to remove conflicts of interest and avoid adverse effects on third parties, and further specifies the situations where consensual relationships are prohibited.

Consensual romantic, intimate, or sexual relationships are of concern to the university when one of the parties has institutional responsibility for or authority over the other. Consensual relationships in this context can compromise the integrity of the exercise of institutional responsibility, create the potential for abuse of the authority or cause problems due to the perceptions of third parties.

Integrity can be compromised when individuals evaluate the work or academic performance of other individuals with whom they have a consensual relationship. The interest in the consensual relationship can impair the judgment required for the exercise of the institutional responsibility or authority.

Power may be abused within a consensual relationship between an employee and someone for whom he or she has supervisory, decision-making, evaluative, academic or advisory responsibilities. There is potential for use of the academic or supervisory role to maintain or promote the relationship.

Another potential problem involves perceptions of third parties who feel they have lost equality in terms of assignments, promotions, etc., and who may feel that the only way to succeed is to engage in a romantic, intimate, and/or sexual liaison.

DEFINITIONS

Sexual harassment is distinguishable from situations covered by this Policy in that sexual harassment always involves conduct that is unwelcome, is a clear abuse of authority, or produces defined negative effects on individuals. Aurora University’s policy HR-101 Anti-Harassment and Anti-Sexual Harassment should be consulted regarding such situations.

PROCEDURE

1. An employee entering or in a consensual relationship as defined in this Policy, or a current or prospective employee offered a position who will be in such a relationship should the position be accepted, shall immediately: 
   
   
   1.  
      1. Report the relationship to either the Dean, the Vice President/Provost, the hiring official, or the Director of Human Resources; and
         
      2. Cooperate in actions taken to eliminate any actual or potential conflicts of interest and to mitigate adverse effects on third parties.
         
2. The administrator or official who receives the report shall treat the information confidentially and shall promptly: 
   
   
   1.  
      1. Consult with the Director of Human Resources; and 
         
      2. In cooperation with the Director of Human Resources and Vice President/Provost eliminate conflicts of interest and mitigate adverse effects on third parties by: 
         
         
         • Transferring one of the individuals to another position;
           
         • Transferring supervisory, decision-making, evaluative, academic or advisory responsibilities; or
           
         • Providing an additional layer of oversight to the supervisory role; and 
           
      3. Document the steps taken, providing a copy of the documentation to the Director of Human Resources and appropriate Vice President/Provost.

PROHIBITIONS AND SANCTIONS

1. An employee shall not exercise academic responsibility (instructional, evaluative or supervisory) for any student with whom the employee has a consensual relationship.
   
2. An employee shall not conduct performance evaluations, or make salary decisions, decisions regarding promotion and tenure, or decisions on continuation of employment for a person with whom he or she has a consensual relationship.
   
3. Consensual relationships are prohibited when effective arrangements to remove the conflict and mitigate adverse effects on third parties cannot be made.
   
4. Sanctions for violation will be imposed in accordance with the Faculty Handbook and/or policy HR-606 Standards of Performance and Conduct.

NO RETALIATION

Retaliation against persons who report concerns about consensual relationships is prohibited and constitutes a violation of this Policy. Questions regarding this policy may be directed to Human Resources.