It is interesting to see what Policy 4.14 (Conflict of Interest and Commitment) says about nepotism and how it should be managed. See pages 16-17.
- What strategies are there for mitigating conflict of interest concerns that arise out of relationships?
- How can situations be managed so as to avoid actual bias or unfair treatment of the subordinate in a relationship? How these situations be managed so as to avoid the impression of bias to everybody else?
- How might the rigors of a management strategy match the intensity of the underlying power differential?
- Michigan State Example: “In unusual circumstances, the achievement of the affected student’s academic requirements may necessitate continued oversight of the affected student by the faculty member, graduate teaching assistant or other University employee who has engaged in amorous or sexual relations with that student. In such circumstances the unit administrator shall, therefore, have authority, after consulting the affected student, to permit the continued oversight of the affected student by the faculty member, graduate teaching assistant or other University employee, provided that the faculty member, graduate teaching assistant or other University employee shall not grade or otherwise evaluate, or participate in the grading or other evaluation of, the work of the affected student, and that the alternative arrangements for grading or evaluating the affected student’s work treat the student comparably to other students.”
Last Updated: January 25, 2018 at 2:07 pm