C-470 Consensual Relationships

The policy on consensual relationships is written to protect Employees and Students. It is designed to ensure that power is not abused and to maintain an environment free of sexual harassment rather than to discourage constructive interpersonal relationships.

The College’s educational mission is promoted by professionalism in relationships. Professionalism is fostered by an atmosphere of mutual trust and respect. Positive relationships between Employees, Students, supervisors, and their Employees enrich the college environment and should be strongly encouraged. It is also natural that academic or employment-related interactions between some individuals may lead to personal friendships, which do not pose problems if they do not create a conflict of interest that could cloud academic or employment decisions. The policy on consensual relationships is not intended to inhibit the development of constructive relationships between individuals with a power differential. However, romantic or sexual relationships fundamentally differ and raise serious concerns.

A consensual romantic or sexual relationship between an Employee and a subordinate Student or subordinate Employee may be exploitative, leading to a conflict of interest for the person who is in the position of power and can affect the environment for other Students and Employees or how they are treated. The sexual or romantic relationship, per se, is not the problem; instead, the problem is the conflict of interest and the potential discriminatory or damaging impact of the relationship when a power differential is involved. In keeping with this philosophy, Employees at the College are not prohibited from but are strongly discouraged from developing relationships of a romantic or sexual nature with a Student or an Employee. The Employee shall report any consensual, romantic, or sexual relationship to the Title IX Officer and Human Resources.

In each situation involving an apparent consenting relationship, a determination about what measures should be appropriate is made on a case-by-case basis from the facts of the situation. As in all investigative procedures, confidentiality will be respected. The Title IX Officer, a Human Resources representative, and the Employee will meet to:

• Determine to the extent possible whether the reported romantic or sexual relationship is consensual and determine whether a conflict of interest exists.

• Inform the Employee of their responsibilities under District policy.
• Review any employment or academic decisions made by the Employee about the subordinate Employee or Student before such decisions become final.
• Explore and assist with options, including transferring responsibility for the subordinate Student or Employee or involving a third party in decision-making.
• Follow up to ensure appropriate options or transfer of responsibility occurs.

Unwelcome romantic or sexual attention may lead to action under Policy E-221 – Prohibition of Harassment and Policy E-222 – Prohibition of Sexual Harassment Under Title IX.