CONSENSUAL RELATIONS POLICY
I. Rationale and Definition
A consensual relationship is one in which two people are engaged by mutual consent in an emotionally (romantic) and physically (sexually) intimate relationship. When such a relationship involves people who differ in power within the University community, it is of special concern because of the potential for conflict of interest and/or abuse of power. Decisions, which must be made free from bias or favor, come under question when made by a person who has a romantic/sexual relationship with a person who may benefit from or be harmed by the decisions. The mere appearance of bias resulting from a consensual romantic/sexual relationship may seriously disrupt the academic or work environment. Equally important, such relationships have the potential to undermine our sense of community, mutual trust, and support.
For these reasons, the University has adopted a policy to prohibit consensual relationships and to place all employees "on notice" that the University views consensual relationships as unwise and of a high risk, especially when students are involved. A special note is made in the University's Sexual Harassment Policy and the Consensual Relations Policy that the seeds of harassment and sexual harassment exist in consensual relationships of any kind that involve differences of status or power.
II. Policy
Stetson University prohibits consensual relationships between:
a. a faculty or staff member and any student enrolled at the University;
b. a supervisor and subordinate employee;
c. an administrator and a faculty member in a unit under that administrator's direction; and
d. an administrator and a staff member in a unit under that administrator's direction.
The individual with a supervisory or other decision-making role is presumed to bear the primary responsibility for any negative consequences resulting from his/her relationship. A member of the University community who violates the Consensual Relations Policy will be subject to disciplinary action by the institution, which includes the possibility of dismissal.
III. Reporting Process
Reporting Apparent Violations and Procedures for Action. Any member of the University community who has substantial reason to believe that a violation of the Consensual Relations Policy has occurred is encouraged to contact the Dean or Vice President supervising the person believed to be in violation of the policy, to express his/her concern and to explain the basis for the concern. The Dean or Vice President is responsible for taking appropriate action. Any concern about violations at the Dean/Vice President level or above should be taken to the President, who shall take, or cause to be taken, appropriate action. If any party to the situation is not satisfied with the actions taken by the administrator, he/she may file a grievance. Faculty or staff members on the DeLand campus should follow the Faculty or Staff Grievance Procedure described in the University's Policies and Procedures Manual. Students should follow the Grievance Procedure described in the Connections Handbook. Faculty, staff members, or students on the College of Law campus should follow the College of Law Employee Grievance Procedure.
In the event that a relationship described in (b), (c), or (d) above develops, the supervisor or superior administrator involved in the relationship may seek the assistance of his/her Academic Dean or division Vice President (or the President, if the involved party is an Academic Dean or Vice President) to alter the employment relationship and remove the conflict of interest and/or power differential. However, the University is not obligated to provide such accommodation for those involved in consensual relationships. If no suitable realignment of the supervisory relationship can be agreed upon, then the supervisor or superior administrator involved in the relationships will be held accountable for violation of the University policy prohibiting consensual relationships.
IV. Education
The University provides educational opportunities to acquaint members of the University community with the specific provisions of this policy and to promote better understanding of the difficult issues, which may arise as a result of consensual relationships between members of the University community.