Current through all regulations passed and filed through September 16, 2024
(A)
Policy
statement. This policy concerns consensual relationships between members of the
university community also engaged in a pedagogical or other relationship where
there exists a power differential (i.e. unequal authoritative, societal, or
social power) between the individuals as provided herein. It is the policy of
Kent state university that consensual relationships between faculty and
students in a teaching, evaluation, or advising relationship constitutes a
potential for a conflict of interest.
(B)
Definitions. For
purposes of this policy, the terms "Kent state university," "student,"
"faculty," and "consensual relationship" are defined as follows:
(1)
"Kent state
university" means all eight campuses of Kent state university and related
entities operating under the auspices of Kent state university at any
location.
(2)
"Student" means all who are enrolled or participating
in any offering provided by Kent state university.
(3)
"Faculty" means
all full-time and part-time employees with appointments for providing academic
instruction.
(4)
"Familial Relationship" includes, but is not limited
to, those between mother, father, brother, sister, child, spouse, domestic
partner, grandparent, grandchild, mother-in-law, father-in-law,
daughter-in-law, son-in-law, brother-in-law, sister-in-law, legal guardian, or
other person who stands in place of a parent.
(5)
"Consensual
relationship" means dating, romantic and/or sexual relationships willingly
undertaken by all involved parties, including marital relationships.
(C)
Policies regarding potential conflicts of interest.
Consensual relationships between individuals in a teaching, evaluation, or
advising relationship constitutes a potential for a conflict of interest and is
subject to the following:
(1)
Faculty-student consensual relationships. Faculty
members and students shall not enter into consensual relationships with each
other if the faculty member is in the position to directly teach, evaluate,
supervise, or advise the student. However, even when a faculty member is not
directly evaluating, supervising, or advising a student with whom they are in a
consensual relationship, the faculty member must be cognizant of and sensitive
to the potential for the perception of favoritism by others. In all cases, the
faculty member's academic unit or campus administrator shall be informed by the
faculty member in writing of the consensual relationship with a student so that
appropriate measures may be taken to prevent exploitation, favoritism, or other
conflicts of interest, actual or perceived.
(2)
Faculty-faculty
consensual relationships. In all cases in which the work relationship is such
that one or both parties have the potential to influence material outcomes for
the other, the immediate supervisor/department head(s) of both faculty members
shall be informed in writing of the consensual relationship so that appropriate
measures may be taken to prevent exploitation, favoritism, or other conflicts
of interest, actual or perceived. Under all circumstances, faculty in
consensual relationships with other faculty shall recuse themselves from
decisions regarding the other's job performance, salary adjustments, and/or
other conditions of employment. Faculty members will recuse themselves from
renewal, reappointment, tenure, promotion, and merit deliberations regarding
their relationship partners.
(3)
Familial
relationships. Familial relationships are a special source of potential
favoritism or conflicts of interest. Except in rare or unavoidable cases,
faculty members shall not directly teach, evaluate, supervise, or advise a
relative in the normal course of university study. Further, except in rare or
unavoidable cases, a faculty member shall not hire or cause to be hired,
evaluate, or supervise a relative. In all cases, the appropriate supervisor
shall be informed in writing so that appropriate measures may be taken to
prevent favoritism and other conflicts of interest, actual or perceived. This
policy is not intended to prohibit or in any way discourage the practice of
spousal hiring.
