3.46 – Personal Relationships

A. Purpose

To establish expectations of conduct regarding personal relationships between employees and between employees and students.

B. Policy

Personal relationships between employees and between employees and students, where one employee has evaluative, supervisory, instructional or decision-making authority, whether direct or indirect, over the other are considered a conflict of interest and are prohibited. The active consent of all parties does not eliminate the inherent conflict of interest. Sexual activity on college property is prohibited.

C. Procedures

Employees engaged in relationships that create a conflict of interest as described in this policy may be subject to disciplinary procedures up to and including termination. Any employee who is engaged in such relationship bears the responsibility of reporting to the Office of Human Resources. If a student is involved in such a relationship, the Dean of Students must also be notified.

Once the Office of Human Resources is notified or is made aware of a relationship that is a potential conflict of interest, they will communicate with the employee, and determine any appropriate action. Employees who fail to take all actions requested by the college are subject to disciplinary procedures up to and including termination.

D. Definitions

Personal relationships are relationships involving individuals who mutually and consensually understand their relationship to be romantic and/or sexual in nature. An intimate relationship where one of the individuals in the relationship is below the age of eighteen is not a consensual relationship.

Evaluative, supervisory, instructional or decision-making authority is when one individual: (i) has evaluative, supervisory, or decision-making authority over, or (ii) is responsible for, or makes or could make contributions to evaluating, assessing, grading, assigning, promoting, disciplining, or otherwise determining the terms, conditions, or benefits of, another individual‘s academic or employment performance, progress, or potential.

E. Authority

This policy is maintained under the authority of the chief human resources officer.

F. Related Policies

3.03 Sexual Harassment and Discrimination Prevention Training

3.17 Nepotism

3.01 Anti-Harassment and Anti-Discrimination

4.06 Sexual Harassment and Grievance Procedures

G. Implementation

Purpose, Procedures, Definitions, Authority and Related Policies sections approved and adopted by the chancellor’s cabinet on 7/28/20.

Policy approved and adopted by the Board of Trustees on 01/09/06. Revised 11/11/19 and 8/10/20.

Set for review in fiscal year 2026-2027.