Consensual Relationship Policy
The college is committed to ensuring that our students, faculty, and staff can learn and work in an environment that is free from nepotism, harassment, exploitation, and conflicts of interest.
|Policy Number||Policy Owner|
Human Resource Services
- 1.0 Purpose
- 2.0 Revision History
- 3.0 Units and Persons Affected
4.0 PolicyUndergraduate Students
SUNY Plattsburgh professional staff or other college personnel, are prohibited from entering romantic relationships with any undergraduate students for whom such staff or personnel have current supervisory, instructional, or other professional responsibility.
Graduate or Professional Students
SUNY Plattsburgh professional staff or other college personnel are prohibited from entering romantic relationships with any graduate or professional student in their academic department or unit or over whom they have current supervisory, instructional or other professional responsibility.
Employees in a Supervisory Role
SUNY Plattsburgh professional staff or other college personnel are prohibited from supervising any employee with whom they are currently engaged or in the past have been engaged in a romantic relationship. Professional staff or other college personnel who enter a romantic relationship with any employee for whom they provide direct line supervision must notify their direct supervisor or department/unit head, and Director of Human Resource Services or Employee Relations designee. The employee’s supervisor or department director, in concert with Human Resource Services or Employee Relations designee, shall determine whether an alternative supervisory structure is possible and, if so, shall direct the employees to the alternative supervisory structure. The conclusion of the relationship (whether amicably or not), does not change the prohibition stated herein.
There is no prohibition or reporting requirement for SUNY Plattsburgh professional staff or other college personnel who enter, are currently engaged in, or in the past have been engaged in romantic relationships with other faculty and staff where there is no direct line supervisory relationship. However, where a romantic relationship exists or has existed, professional staff or other college personnel shall recuse themselves from any personnel decisions regarding the other individual including hiring, termination, appointment, reappointment, promotion, assignment of duties, evaluation or changes in compensation or benefits for the other individual or, in the alternative, notify Human Resource Services so that they can removed from the decision-making process.
There are no prohibitions or reporting requirements for consensual social interactions between SUNY Plattsburgh professional staff or other college personnel, regardless of supervisory relationships, that are not romantic in nature.
Relationships between professional staff or other college personnel and an undergraduate, graduate/professional student, or employee for whom the employee will have supervisory, instructional, or other professional responsibility that pre-date enrollment as a student, the existence of a supervisory, instructional or professional responsibility, or hire as staff are permissible provided that employee notifies their direct supervisor or department/unit head and the Director of Human Resource Services or Employee Relations designee. The supervisor or department/unit head and the Director of Human Resource Services or Employee Relations designee will work with the covered individuals to ensure that they are not in a direct supervisory or instructional relationship (and, if so, will develop a management plan for the employee), but there is no prohibition on maintaining the relationship. Individuals with hiring or admission authority may not be directly responsible for hiring or admitting an employee or student of any level, with whom they are currently engaged or have in the past been engaged in a romantic, intimate, and/or sexual relationship.
Reports and Investigation
While the primary reporting office for violations of this policy is the Office of Human Resource Services or Employee Relations, reports of violations of this policy may be brought to the campus Title IX Coordinator, the Director of Human Resource Services or Employee Relations designee, or the Office of the Provost.
Monitoring the status of alternative supervision is the responsibility of the Director of Human Resource Services or Employee Relations designee. All documentation under this policy shall be maintained in the Office of Human Resource Services.
Retaliation for making a report or participating in a process under this policy is prohibited. The College prohibits an individual from knowingly filing a false complaint or making misrepresentations of sexual misconduct. A complaint made in good faith is not considered false merely because the evidence does not ultimately support the allegation of sexual misconduct. If an investigation results in a finding that a person who has accused another of sexual misconduct has acted maliciously or has recklessly made false accusations, the reporting party will be subject to appropriate sanctions. It is important to note that due process considerations may limit the ability to investigate or resolve anonymous complaints.
Violations of this policy may result in disciplinary charges up to and including termination. Any disciplinary action shall be taken pursuant to the applicable collective bargaining agreement.
- 5.0 Definitions
- 6.0 Responsibilities
- 7.0 Procedures
- 8.0 Forms
- 9.0 Appendix
- 10.0 Distribution and Training
For additional information about this policy, please contact the Policy Owner listed above.