CONSENSUAL RELATIONSHIPS

Professional and ethical conduct are expected of all academic employees. When disparities in power are present between two individuals, such as an instructor and a student, the extent to which mutuality of consent to a personal relationship is voluntary may be questioned. Because amorous relationships may undermine the real or perceived integrity of the supervision and evaluation provided and the trust inherent in the College's relationship with the student,

1. amorous relationships between a faculty member, administrator or other employee, and a student enrolled in his or her class, or otherwise subject to his or her evaluation or supervision, shall constitute unapproved conduct which may be determined to be unprofessional conduct. Class enrollment of spouses or other persons in pre-existing amorous relationships with the faculty member may be authorized by the Division Dean, provided it is understood that the Dean shall have the right to review the student's work and grade upon request and in the case of other employees, by the President, under the provisions of Board policy 332/424, "Employment of Relatives."
2. Faculty are directed by this policy to avoid participating in amorous relationships with students enrolled in their classes or subject to their evaluation or supervision.
3. 3. Faculty are advised to consider potential conflicts resulting from amorous relationships with students enrolled in and working within the same academic discipline.

Members of the college community who believe themselves to be affected adversely by violation of this policy may initiate a complaint in the following manner:

Faculty:

1. The complaint shall be initiated with the Vice President of Academic Affairs or Campus Dean.
2. The Administrator receiving the complaint shall request an investigation by the Academic Senate Professional Relations Committee, which will interview the persons involved.
3. If the Academic Senate Executive Committee finds the need for further review, this committee will interview the persons involved and respectively submit its findings and resolutions to the President, who shall report the matter to the Board for information or final action.

Administrator or Other:

1. The complaint shall be initiated with the Director of Human Resources, who shall investigate and interview the persons involved.
2. The findings and recommendations shall be forwarded to the President, who shall report the matter to the Board for information or final action.

Adopted, Board of Trustees: March 7, 1994