If staff, whether or not involved in the relationship, believe they have been, or are being, adversely affected, they are encouraged to contact the Employee Relations Office.
When relationships develop into situations that may be viewed as harassment or discrimination, staff members should refer to the Affirmative Action and Equal Employment Opportunity Policy (I-1) and Sexual Harassment Complaints Procedure (I-1a).
Allegations, reports or other information concerning an unreported inappropriate relationship where one party has evaluative or supervisory responsibilities over the other party will be investigated.
Supervisors, department chairs, deans, or other responsible persons must report all allegations to the Office of Equal Opportunity and Diversity (if the alleged violation is by a faculty or staff member) or the Office of Student Affairs (student or residential staff member).
for the purpose of this policy, is defined as all relatives, such as, but not limited to the following: spouses, relatives by marriage, domestic partners (as defined in the university’s affidavit of domestic partners), children (including step-children and foster children), parents, step-parents, grandparents, grandchildren, in-laws, siblings (including step-brothers and step-sisters), cousins, nieces, nephews, aunts and uncles.
This definition is not to be construed to exclude the possibility of questions of favoritism arising with regard to other family members, or other close personal or external business relationships.
When staff members interact with students, staff members are frequently in a position of trust and influence.
The University permits the employment of qualified family members, domestic partners, significant others and/or similar personal relationship of employees as long as such employment does not create a conflict of interest.