Northwestern is committed to fostering an environment in which all members of our community are safe, secure, and free from sexual misconduct of any form, including, but not limited to, sexual assault, sexual exploitation, sexual harassment, stalking, and dating and domestic violence.This policy, which incorporates Northwestern's Policy on Sexual Harassment, exemplifies best practices under Title IX and the new Violence Against Women Act Amendments and is applicable to students, faculty, staff, and others in the Northwestern community.Moreover, because of the real or perceived power imbalance that may exist, such a relationship may also raise questions about the mutuality of consent.Such situations may cast doubt on the objectivity and fairness of the workplace, damage workplace morale, and place the College in a legally vulnerable position. For these reasons, except as provided below, no College Supervisor should participate in the hiring, promotion, supervision, or evaluation, or in the setting of wages or salaries, for any College Employee with whom the Supervisor has or has had a romantic or sexual relationship. With specific regard to hiring, situations may arise in which one party to a romantic or sexual relationship seeks a position supervised by the other party.With this policy, Northwestern joins a growing number of peer institutions in prohibiting faculty and coaches from engaging in romantic, dating, or sexual relationships with Northwestern undergraduate students, regardless of whether there is a supervisory or evaluative relationship between them.View the Consensual Romantic or Sexual Relationships between Faculty, Staff, and Students policy.For example, under a policy adopted by the Dean of the College Office in 1993, employees working in that Office may not engage in romantic or sexual relationships with current undergraduates regardless of the Staff members’ specific job responsibilities. In unusual circumstances, responsible deans (or divisional deans, in the Faculty of Arts and Sciences), in their discretion, may permit departures from this policy provided that appropriate conflict management procedures, such as transfer of evaluation responsibility, are feasible and are put into place.
Similarly, no Staff member shall exercise such responsibility with respect to a student with whom that Staff member has had a romantic or sexual relationship in the past, regardless of whether the relationship was consensual. Even where a Staff member does not have direct responsibility for a student as described above, romantic or sexual relationships between Staff members and students in the same school or division should generally be avoided, and schools or divisions may wish to supplement this policy as appropriate for their circumstances.Conversely, no Instructor shall exercise academic responsibility over a student with whom the Instructor has or has had a romantic or sexual relationship, regardless of whether the relationship is or was consensual.For purposes of this paragraph 5, “Instructor” includes an undergraduate or graduate student who is serving as a teaching assistant. In addition, because of the heightened risk of a real or perceived power imbalance where undergraduate students are involved, no Instructor shall have a romantic or sexual relationship with a Dartmouth undergraduate, regardless of whether the Instructor has or is likely to have academic responsibility over the student. Staff members working in the student life area and other areas are often called upon to work closely with and advise students with respect to students personal lives. Staff members in such positions cannot perform their duties effectively if they become romantically or sexually involved with students who they are responsible for advising or mentoring.For example, a College Employee may be a candidate for a position that would involve supervision of someone with whom that Employee has or has had a romantic or sexual relationship.In all such cases, the candidate should disclose the relationship to the hiring officer in advance so that the conflict issues can be addressed. If, notwithstanding this policy, a relationship prohibited by this policy develops, the Supervisor should immediately disclose it to his or her superior, who should take steps to address 6.