Gettysburg College Consensual Relationship Policy

Gettysburg College Consensual Relationship Policy

Purpose of Policy

This policy establishes guidelines regarding consensual romantic and sexual relationships between members of the Gettysburg College community. It aims to prevent conflicts of interest, exploitation, favoritism, and bias that can undermine the integrity of supervision, evaluation, and the academic and work environment.

Scope of Policy

This policy applies to all Gettysburg College faculty, administrators, support staff, and students. It addresses relationships where one party holds evaluative, supervisory, or instructional authority over the other, including but not limited to teacher-student, advisor-advisee, senior faculty-junior faculty, supervisor-employee, coach-athlete, and residential life supervisor-student resident relationships.

Definitions

Consensual relationship: A romantic or sexual relationship entered into voluntarily by both parties without coercion, force, or abuse of authority.

Romantic relationship: A relationship characterized by dating, emotional intimacy, or affectionate involvement between two individuals, as distinguished from friendship or professional relationships.

Sexual relationship: A relationship involving sexual activity between two individuals.

Supervisory, evaluative, or instructional responsibility: The power to supervise, teach, evaluate, advise, or make decisions affecting another person's employment status, academic standing, grades, recommendations, financial support, advancement, or other significant professional or educational interests.

Currently enrolled student: An individual who is registered for classes at Gettysburg College, including those on approved leave or between academic terms.

Pre-existing relationship: A romantic or sexual relationship that was established before one or both parties became employed by or enrolled at Gettysburg College.

Recusal: The act of voluntarily or upon direction removing oneself from decisions, evaluations, or supervisory responsibilities affecting another person due to a conflict of interest, with such duties delegated to an appropriate alternative party.

Policy Description

In General:

Romantic and sexual relationships between individuals in positions of unequal authority create special risks. Because of the potential for conflict of interest, exploitation, favoritism, and bias, such relationships may undermine the real or perceived integrity of supervision and evaluation. These relationships may be less consensual than the individual in the position of authority believes, and each party is likely to perceive the relationship differently, especially in retrospect.

Such relationships may also harm others in the academic or work environment. When one party can review the work or influence the career of the other, third parties may have grounds for complaint if the relationship appears to provide undue access or advantage, restrict opportunities, or create a hostile environment. Additionally, conduct that was previously welcome may become unwelcome as circumstances change. Past consent to a relationship does not preclude a charge based on subsequent unwelcome conduct.

Relationships with Students:

Prohibition: It is strictly prohibited and a violation of College policy for any faculty member, administrator, or support staff member to engage in a romantic or sexual relationship with a currently enrolled Gettysburg College student.

Exception for Pre-existing Relationships: This prohibition does not apply to relationships established before the employee's hire date or before the student's enrollment at the College. However, employees in such pre-existing relationships must:

• Disclose the relationship in writing within 30 days of the overlap occurring. Faculty must disclose to the Associate Provost for Faculty Affairs. Administrators and support staff must disclose to the Executive Director of Human Resources.
• Ensure they do not exercise supervisory, evaluative, or instructional authority over the student.

Exception for the Employee Tuition Benefit: This policy does not affect the employee tuition benefit. Employees may have romantic or sexual relationships with their spouses or domestic partners who are enrolled as students under the Employee Tuition Benefit, provided the employee does not exercise supervisory, evaluative, or instructional authority over the student-partner.

Relationships between Employees:

Prohibition: It is a violation of College policy for any employee to engage in a romantic or sexual relationship with another employee whom they supervise, evaluate, or over whom they exercise employment authority.

Strongly Discouraged Relationships: The College strongly discourages romantic or sexual relationships between employees within the same department or office, even when no direct supervisory relationship exists. Such relationships create potential conflicts of interest and may negatively affect workplace dynamics and the perception of fairness. Employees who engage in these strongly discouraged relationships are required to comply with the provisions set forth below under the heading “Management of Relationships between Employees in the Same Department or Office.” This requirement applies whether the relationship predates employment or begins after both parties are already employed by the College.

Management of Relationships between Employees in the Same Department or Office: When a romantic or sexual relationship exists – whether pre-existing or newly formed - between employees in the same department or office, the employee in the position of greater authority must:

• Recuse themselves from all supervisory and evaluative functions involving the other person.
• Immediately notify their supervisor in writing of the relationship and the need for alternative arrangements. Faculty must notify the Associate Provost for Faculty Affairs. Administrators and support staff must notify the Executive Director of Human Resources.
• Cooperate in implementing appropriate alternative arrangements.

If the employees involved in the relationship have equal authority, both are responsible for taking the above-referenced steps.

The receiving office (Provost’s Office or Office of Human Resources) will work with the appropriate academic department chair or supervisor to:

• Develop alternative supervisory or evaluative arrangements
• Implement and monitor the alternative supervisory or evaluative structure
• Make adjustments as needed to ensure fairness and eliminate conflicts of interest

Reporting and Enforcement:

Violations of this policy may result in disciplinary action up to and including termination of employment, depending on the circumstances and severity of the violation.

Students should report potential violations to the Title IX Coordinator or Dean of Students. Employees should report potential violations to the Title IX Coordinator or the Office of Human Resources.

All reported violations will be investigated promptly and thoroughly in accordance with applicable College policies and procedures. The Provost's Office, in cooperation with the Office of Human Resources, responds to issues involving faculty members. The Office of Human Resources responds to issues involving administrators or support staff members.

The College prohibits retaliation against any person who reports a violation of this policy in good faith or who participates in an investigation.

Policy Management

Policy Owner: The Office of Human Resources is responsible for this policy.

Implementation Responsibility: The Provost's Office, in cooperation with the Office of Human Resources, implements this policy for faculty members. The Office of Human Resources implements this policy for administrators and support staff members.

Questions about this policy should be directed to the Office of Human Resources or the Provost's Office.

Related Materials

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