Policy 202.1

Policy on Consensual Relationships

Senate Policy 202.1
(University Policy 1.03)
(Senate Proposal 22-02)

Policy Statement

Employees of the University are prohibited from initiating or participating in evaluations and decisions
related to any aspect of the employment or education of a person who is a student or employee of the
University with whom the employee has any intimate or sexual consensual relationship. This policy also
pertains to all volunteers acting on behalf of the University.

If the opportunity for any such prohibited conduct presents itself, the consensual relationship shall
immediately be reported by the employee to their immediate supervisor if the employee has such
decision-making responsibility, including but not limited to, supervision, evaluation, grading, advising,
hiring, counseling, employment or terms of employment, coaching, or other supervisory, instructional,
or educational activity with respect to the other employee or student.

Privacy regarding relationships will be maintained in so far as possible. Violations of this policy may lead
to disciplinary action, up to and including termination.

Nothing in this policy should be construed to override or alter Board of Trustees (BOT) 5.3
Discrimination Based on Sex and University policy 1.14 - Sex/Gender Discrimination, Harassment, and/or
Sexual Misconduct.


Michigan Technological University encourages respectful interactions among all members of the
community and is committed to a policy of employment and advancement based on qualifications and
merit. This policy is designed to provide guidance to employees involved in consensual relationships so
that the University is able to maintain an environment that is free from sexual harassment/misconduct,
favoritism, and/or a conflict of interest.

Consensual intimate or sexual relationships between faculty and students, and/or between supervisors
and their subordinates are inappropriate. Employees engaged in a consensual relationship, that are not
in a supervisory role as described above, should be sensitive to and aware of the unequal institutional
power inherent in these relationships and the potentially exploitative issues, including the ethical
concerns, potential of conflict, validity of consent, now and in the future. There is also the possibility
that others may be adversely affected and such relationships could diminish trust and respect.

Related Policy Information


Nothing in this policy should be construed to override or alter the Board of Trustees 5.3 Discrimination
Based on Sex and University policy 1.14 - Sex/Gender Discrimination, Harassment, and/or Sexual


Office/Unit Name Telephone Number
Human Resources 906-487-2280
Equal Opportunity Compliance and Title IX 906-487-3310


Conflict of Interest - Conflicts of interest exists when an individual's personal, financial, or other interests
could improperly influence execution of their University responsibilities. Conflicts are not inherently
unacceptable, but must be identified and managed to prevent bias.

Intimate or Sexual Consensual Relationship - A relationship that includes some close personal intimacy,
expression of romantic love, sexual involvement, and/or domestic element that includes clear, knowing,
and voluntary words or actions that give permission for specific intimate or sexual activity. For more
information on consent, see the full definition of consent in the University Policy 1.14 University
Sex/Gender Discrimination, Harassment, and/or Sexual Misconduct.

Employee - Person receiving compensation from the University.

Volunteer - A University Volunteer is defined as an uncompensated individual who performs services
directly related to the business of the University, to support the humanitarian, charitable, or public
service activities of the University, or to gain experience in specific endeavors.


All members of the University are expected to familiarize themselves with this policy/procedure and
follow it.

Employee - If an employee becomes willingly involved in a consensual relationship, including
partner/spousal relationships, with a student or employee for whom they have responsibility as
described in the Consensual Relations policy, the employee must immediately disclose in writing the
circumstances to their immediate supervisor.

Immediate Supervisor - The immediate supervisor must promptly develop and implement a
management plan to eliminate any decision making responsibility or conflict of interest between parties.
This management plan shall be documented by the supervisor and placed in the departmental file. If
there is a conflict of interest for the immediate supervisor, the supervisor's supervisor or the
appropriate vice president will take the supervisor's place in this process. If immediate supervisor
changes, the departmental file shall follow the Employee to their newly appointed supervisor.

Human Resources - Assist with Employee Status Change Form as needed.

Equal Opportunity Compliance and Title IX - Assist any person with a complaint concerning sex/gender discrimination,
harassment, and/or sexual misconduct.


Senate Policy 202.1
Adopted by Senate through Proposal 22-02: 9 April 2003
Approved by President: 19 May 2003
University Committee on Consensual Relations Updated University Policy 1.03: 01 January 2019
Editorial Changes to Policy Approved by University Senate Executive Committee: 03 April 2019
Senate Policy Revised to Match Current University Policy 1.03 and Senate Procedure 202.1.1
Created: 08 April 2019

5/26/22 Institutional Equity changed to Equal Opportunity Compliance and Title IX