Consensual Relationships Policy

Purpose: 

Willamette University is dedicated to ensuring a learning and working environment that is free from real or perceived conflicts of interest, impropriety, or favoritism, and free from abuse of power in relationships.  Consensual romantic, intimate, or sexual relationships can create a real or perceived conflict of interest when one of the parties has an Academic or Supervisory Relationship with the other party. 

Definitions Related to this Policy:

Consensual Relationship means any relationship or contact of a romantic, physically intimate, or sexual nature where one of the parties has an Academic or Supervisory Relationship with another.

Family Member means a spouse, domestic partner, child, parent, sibling, in-laws, siblings of parents, children of siblings, stepparent, stepchild, grandparent or grandchild of the individual, or similar relationships. 

Household Member means individuals regularly sharing the employee's residence.

Policy: 

1. Consensual Relationships
   1. Willamette University prohibits the establishment of consensual romantic or sexual relationships between any Willamette employee (faculty, administration or staff) and any Willamette University student.  Relationships between employees and students that exist prior to enrollment of the student are not prohibited, however, the relationship must be disclosed to the Assistant Vice President of Human Resources (AVP for HR) before the student enrolls at the university.  The AVP for HR will work with the relevant dean or vice president to ensure that conflict of interest is avoided. 
   2. Willamette University prohibits consensual romantic or sexual relationships between two Willamette University employees in a supervisory relationship. Violations are considered a breach of professional standards.
   3. Requests for exceptions to this policy will be considered on a case-by-case basis by the AVP for HR in consultation with the relevant dean or vice president, and when appropriate, the University's Title IX Coordinator. Both parties to the Consensual Relationship must submit written requests to the AVP for HR for an exception. Exceptions will only rarely be granted. 
   4. If an employee or student is in a Consensual Relationship as described in this policy and unsure whether the relationship is subject to this prohibition, both parties should reach out to the AVP for HR, but there is a particular obligation for the employee. 
   5. Failure to submit a request for an exception to the policy, or a written inquiry regarding whether the Consensual Relationship is subject to the policy, may result in disciplinary action. 
2. Employment of Family Members - An employee of the university may not hire, appoint, or supervise a Family Member or Household Member or a Family Member or Household Member of the employee’s supervisor. In addition, an employee may not supervise or participate in the processes of review and decision-making on matters concerning retention, promotion, salary, termination, or discipline of the employee’s Family Member or Household Member or a Family Member or Household Member of the employee’s supervisor.

Effective Date: June 01, 2024
Responsible Person/Primary Contact: Assistant Vice President for Human Resources
Responsible University Office: Human Resources