Appendix F: Policy on Consensual Relationships

1. Policy Statement

   It is the policy of the University that employees with direct teaching, supervisory, advisory, or evaluative responsibility over other employees, students, or student employees recognize and respect the ethical and professional boundaries that must exist in such situations. Consensual relationships, as defined in this policy, create conflicts of interest or appearances of impropriety that impair the integrity of academic and employment decisions. Such relationships also contain the potential for exploitation of the subordinate employee, student, or student employee and the possible professional or academic disadvantage of third parties, and can subject both the University and individuals to the risk of liability. Therefore the University strongly discourages consensual relationships between supervisors and subordinates, teachers and students, and advisers and students. Should such a relationship develop, the teacher, supervisor, or adviser has the obligation to disclose its existence to an immediate supervisor and cooperate in making alternative arrangements for the supervision, evaluation, teaching, grading, or advising of the employee, student, or student employee.

2. Scope

   This policy applies to all faculty members, staff members, and students of the University of Texas at Austin.

3. Definitions

   A consensual relationship is a mutually acceptable romantic or sexual relationship between a University employee with supervisory, teaching, evaluation, or advisory authority and an employee, student, or student employee who is directly supervised, taught, evaluated, or advised by that employee.
   A conflict of interest or an appearance of impropriety arises when an individual with the authority and the responsibility to evaluate the work or performance of an employee, student, or student employee initiates, acquiesces in, or engages in an intimate romantic or sexual relationship with that employee, student, or student employee.

4. Reporting Responsibility

   In the event that a consensual relationship exists or begins to develop, the individual in the supervisory, teaching, or advisory position shall immediately notify his or her immediate supervisor of the relationship and cooperate with that supervisor in making the arrangements necessary to resolve the conflict of interest.

5. Immediate Supervisor Responsibility

   A supervisor who is notified or becomes aware of a consensual relationship shall take immediate steps to alter the conditions that create the conflict of interest or the appearance of impropriety caused by the relationship. In most instances, that will be accomplished by providing an alternative means for the supervision, teaching, advising, or evaluation of the subordinate employee, student, or student employee.

6. Failure to Report or Cooperate

   Employees in positions of authority who enter into or persist in consensual romantic or sexual relationships without reporting them, or who fail to cooperate in efforts to eliminate the conflict of interest or appearance of impropriety they present, will be subject to disciplinary action, up to and including termination. In the event that a complaint of sexual harassment or sexual misconduct is brought by the subordinate party regarding an unreported relationship, there will be no presumption that the relationship was consensual in nature.

7. Grievance of Disciplinary Actions

   Disciplinary actions imposed for violations of this policy may be grieved or appealed by the individual who is disciplined pursuant to existing University policies and procedures.

8. Miscellaneous

   Please consult the following additional policies as needed:

Appendix C, chapter 11 : Student Discipline and Conduct
Appendix D : Policy on Sex Discrimination and Sexual Harassment
Appendix E : Policy on Sexual Misconduct
Appendix H : Prohibition of Sexual Assault
Appendix I : Nondiscrimination Policy

For assistance: Questions regarding this policy should be directed to the Office of the Dean of Students or the Office of Institutional Equity.

^{Source: Revised Handbook of Operating Procedures, Policy 4.A.2}