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  Cornell University

The University Faculty

Office of the Dean

Other Schools (Q8)

Cornell

In unusual circumstances the supervising dean of the person in a position of authority may grant an exemption from this policy when full severance of the university relationship would create undue academic or financial hardship for the student. The supervising dean shall mean the dean of the school or college of the staff member’s primary appointment, the dean of the Graduate School in the case of graduate students, the vice provost for research for staff members holding appointments in centers, and the vice president for student and academic services for staff members holding appointments in that division.

Yale

A student or other member of the community may lodge a formal or informal complaint regarding an alleged violation of this policy with the University’s Title IX Coordinator or with the University-Wide Committee on Sexual Misconduct

Columbia

Should a faculty member enter into a consensual romantic or sexual relationship with a student in violation of the policy, he or she shall promptly act to recuse himself or herself from all academic and professional decisions and activities affecting the student. Additionally, the faculty member must promptly alert his or her chair, dean or other head of unit to the existence of that relationship and cooperate in making alternative instructional and supervisory arrangements necessary to protect the student against academic, professional or financial hardship. If a faculty member fails to disclose a consensual romantic or sexual relationship, the University will, on discovering it, take all necessary steps to ensure compliance with this policy, including, where appropriate, disciplinary action.

Dartmouth

This policy should be interpreted in accordance with its objective of preserving the integrity of the educational process. Even where particular situations are not prohibited by this policy, Instructors and Staff members should avoid relationships that would cause observers to question the Instructor’s or Staff member’s professional judgment. Instructors and Staff members are urged, in doubtful cases, to consult with their respective department chairs, deans (or their designees), or supervisors. Students are urged to consult with their respective deans. Questions about this policy may also be directed to the Provost, the Office of the General Counsel, the Office of Institutional Diversity and Equity, and the Title IX Coordinator.

If, notwithstanding this policy, a relationship prohibited by this policy develops, the Instructor or Staff member should immediately disclose it to his or her chair or supervisor, who should take steps to address any conflict of interest posed by the relationship. Violation or failure to promptly disclose and correct violation of this policy is grounds for disciplinary action.

Chicago

In all cases, the person in the position of greater institutional authority must promptly report to his/her department chair, dean, supervisor, or the Title IX Coordinator for the University the sexual or romantic relationship so that the University may, in accord with policy, assist in separating the professional relationship from the intimate relationship.

Complaints or concerns about violations of this policy should be submitted to the appropriate dean or chair or to the Title IX Coordinator for the University.  All complaints and concerns will be treated as confidentially as is feasible and will be addressed by the Title IX Coordinator for the University in partnership with the chair or dean.  Retaliation against anybody who makes a complaint or raises a concern about a possible policy violation is prohibited.

Thus, an academic appointee is required to promptly report to his/her chair or dean or the Title IX Coordinator for the University a romantic or sexual relationship with a graduate/professional school student whom s/he teaches, advises, supervises, mentors, recommends for fellowships, awards, or employment, etc. or may reasonably expect to teach, advise, etc. in the future. The chair or dean will then work with the Office of the Provost to develop and implement a plan to mitigate actual and perceived favoritism and conflicts of interest by establishing an instructional and supervisory arrangement in which all relevant parties may have confidence.

Northwestern

If such a consensual relationship exists or develops, the person in the position of greater power must immediately report the relationship to his or her department chair, dean, or the Office of the Provost (in the case of a faculty member), or the Office of Human Resources (in the case of a staff member). It is the responsibility of both the person with the greater power in the relationship and the individual to whom the relationship is reported to ensure that the party with the greater power is removed from any supervisory or evaluative authority over the other party to the relationship. In extraordinary circumstances where removal of supervisory or evaluative authority is not practicable, the parties must work with the department chair, dean, and the Office of the Provost (in the case of a faculty member), or the Office of Human Resources (in the case of a staff member) to determine whether a written management plan can be developed to manage the conflict of interest. Failure to comply with the notification, removal, or management plan requirement is a violation of this policy.

Rice

Types of relationships that must be disclosed

A romantic or sexual relationship between a faculty member and any graduate student over whom that faculty member has either direct or indirect professional responsibility is presumed to constitute a conflict of interest, even if consensual, and to violate professional ethics and this faculty statement. That faculty member is subject to disciplinary action, including such severe sanctions as suspension or dismissal, under University Policy no. 201.

Accepting or exercising professional responsibility for any graduate or undergraduate student with whom a faculty member has had a previous sexual or romantic relationship within the previous three years is presumed to create a conflict of interest, and to violate professional ethics and this faculty statement, unless there is prior full disclosure of the relationship to the Dean or the Provost and development of an acceptable plan to manage the conflict.

A current romantic or sexual relationship between a student engaged in teaching functions and a student over whom they have direct professional responsibility is presumed to constitute a conflict of interest even if consensual. The student teacher is subject to disciplinary action the Code of Student Conduct.

A previous romantic or sexual relationship between a student engaged in teaching functionsand a student over whom they have direct professional responsibility is presumed to create a conflict of interest unless there is prior full disclosure of the relationship to the cognizant faculty supervisor, department chair and/or program director and development of an acceptable plan to manage the conflict.

Procedures:

Under this policy, faculty self-disclosure of situations that may pose a conflict of interest (where, for example, a faculty member is in a position to accept or exercise professional responsibility for a student with whom that faculty member has had a previous relationship) must be made in writing to the Provost prior to the conflict actually arising and should be made as soon as one becomes aware of the potential conflict. If there is any doubt, the faculty member should seek guidance from the Dean or the Provost and err on the side of disclosure. The faculty member and the Dean or Provost should craft an appropriate written plan to manage any conflict, if feasible.

Complaints of possible faculty violations of this statement shall be presented to the relevant Dean, the Provost or the Director of EEO/Affirmative Action. In any event, the Provost shall be consulted in order to discuss the most effective way to investigate the complaint under University policies, procedures,and practices. Should a faculty violation of this statement or other University policies appear to have occurred, and the President conclude that a severe sanction may be appropriate, the matter shall be handled under the guidelines and procedures set out in Rice University Policy no. 201. The president or provost may consider exceptions to any of these prohibitions on a limited, case-by-case basis.

Students or employees making false and malicious accusations under this faculty statement may be subject to disciplinary action.

Brandeis

If marriage or a prior romantic relationship exists such that circumstances would bring an instructor or staff into conflict with this policy, this would need to be disclosed to the direct supervisor

who would resolve the conflict of interest.

If the person involved in a possible policy violation is an Instructor, the issue should be brought to the attention of the Dean of the appropriate School. If the person involved is a Staff member, the issue should be brought to the attention of the Vice President for Human Resources.

Boston University

Any affiliate who has questions about this policy or a relationship with a particular student must promptly contact his or her supervisor, dean, or department chair, who will implement a management plan, as appropriate. Supervisors, deans and department chairs are encouraged to consult with the Executive Director of the Equal Opportunity Office about these issues. A management plan may involve, for example, identifying a different faculty advisor for a particular student. A student or any other member of the community may report any suspected violation of this policy to his or her dean or department head, or to the Dean of Students or the Executive Director of the Office of Equal
Opportunity. The University may take disciplinary action against any affiliate who engages in a relationship or supervises a student in a manner inconsistent with this policy. The disciplinary action will depend on the particular circumstances of the violation and may include a written
reprimand, suspension of relevant responsibilities, such as teaching or advising, or termination of employment. Schools, colleges or departments may have more restrictive policies.

Stanford

If there is any doubt whether a relationship falls within this policy, individuals should disclose the facts and seek guidance rather than fail to disclose. Questions may be addressed to your supervisor or cognizant dean or to the Sexual Harassment Policy Office, or in confidence to the University Ombuds or the School of Medicine Ombuds. In those rare situations where it is programmatically infeasible to provide alternative supervision or evaluation, the cognizant dean, director or supervisor must approve all evaluative and compensation actions.

Tulane

Should a consensual relationship develop between a person in a position of authority and a student, the person in authority shall immediately remove him or herself from such position of authority. The greater responsibility for termination of the position of authority rests with the person in authority. However, all members of the Tulane community bear a responsibility. Persons in authority with no professional responsibilities for a student should be sensitive to the perception that consensual relationships may lead to preferential treatment. If the person in authority or the student declines to dissolve the institutional relationship, the University will take steps to do so.

University of Michigan

If a faculty member has supervisory responsibility for a student with whom he or she is having or has had a romantic and/or sexual relationship, the faculty member must disclose the relationship to his or her academic administrator (in most cases, the department chair) or to an appropriate administrator at a higher level (e.g., an associate dean, dean, or director)

University of Iowa

This policy applies to consensual romantic and/or sexual relationships between individuals of the same sex or of the opposite sex. Regardless of who initiates the relationship, the instructor is responsible for complying with this policy.

 

  • Self-disclosure by instructor.
    1. The instructor is expected to make timely notification when an instructional context includes both the instructor and a student with whom the instructor has a romantic and/or sexual relationship. Such notification may be made to any of the following recipients:
      1. the neutral supervisor of the instructor;
      2. the DEO/director of the department;
      3. the dean/vice president of the college/division in which the instructor is employed; or
      4. the Office of Equal Opportunity and Diversity.
  • Bringing a complaint.
    1. A complaint alleging a violation of this policy may be brought by any person, including a third party.
    2. In addition, any of the following offices may initiate a complaint:
      1. the Office of the Provost of the University (for relationships involving faculty);
      2. University Human Resources or (for relationships involving staff); or
      3. the Office of Equal Opportunity and Diversity.
    3. Complaints alleging a violation of this policy may be made to any of the following recipients:
      1. a neutral supervisor of the instructor;
      2. the DEO/director of the department;
      3. the dean/vice president of the college/division in which the instructor is employed;
      4. the Office of the Provost; or
      5. the Office of Equal Opportunity and Diversity

University of Maryland

Because of the potential conflicts of interest, persons involved in consensual sexual relationships with anyone over whom they have supervisory and/or evaluative responsibilities must inform their supervisor(s) of the relationship(s). Supervisory or evaluative responsibilities may be

reassigned, as appropriate. While no relationships are expressly prohibited by this policy, failure to self-report such relationships in a timely manner, as required by this policy, may result in disciplinary action.

Last Updated: October 19, 2017 at 10:07 pm