Non-Fraternization Policy

VIRGINIA WESLEYAN UNIVERSITY Non-Fraternization Policy

POLICY/PROCEDURE

Virginia Wesleyan University is committed to creating and maintaining a working and learning environment in which all of its community members feel they are safe. Mutual trust and respect are essential elements in the educational process and employment relationship; care must be exercised to assure that employees’ safety and comfort are not damaged. This policy applies to all employees, including volunteer employees.

A. Definitions

1. “Employee” is defined as a person employed by the University, in anycapacity, whether faculty or staff. 2. “Employee fraternization” is defined as an employee’s engagement in a relationship involving another employee or student in a way that falls outside of normalworkrelated interactions and communications. Such a relationship is usually, but not exclusively, romantic or sexual in nature. It also may include, for example, a private employment relationship.

Core Principles

1. No employee shall pursue, have, or maintain a romantic or sexual relationship with any student. Significant social (outside of educational, mentoring/advising, or athletic) relationships between University employees and students are also prohibited. Even where there is no such relationship, employees are expected to exercise a high level of professionalism and avoid situations that may create the appearance of an inappropriate relationship. 2. The University strongly discourages romantic or sexual relationships between employees, especially among those within the same department, and prohibits them between employees in supervisory relationships. These relationships create concerns about consent and fairness of treatment of the involved employees and others in the department, may create a conflict of interest, and may damage the trust and respect within the University and its communitymembers. 3. A relationship that contravenes the provisions of either B-1 or B-2 also may constitute a violation of the University’s non-discrimination and sexual harassment policies and, thus, may be subject to disciplinary actions under thosepolicies.

B. Special Circumstances

1. There are circumstances in which employees work with students that haveother potential for the exploitation of the students. a. A student may be asked to perform services that go beyond the normal student relationship; providing child care for a faculty member’s children is anexample. b. A student may hold an employment relationship with the University and be asked to perform services that are beyond the normal scope of the student employment; running a personal errand for a staff member is anexample. c. In all such cases, it must be clear that:

i. The student may decline to perform such additional services without any adverse consequences, ii.If accepted, the student must provide the assistance voluntarily and receive a fair wage for those personal services, and iii. The student’s choice to perform or not to perform suchpersonal services shall have no impact or relationship to the continuation or evaluation of the student’s regular University employment.

2. There may be exceptional circumstances in which the spouse, partner, or family member of a faculty or staff member is a student at the University; or, there may be a relationship that pre-exists the enrollment in, or employment at, the University. Such exceptional circumstances or relationships must be reported to the Director of Human

Resources at the time of employment or enrollment. Under no circumstances will an employee be permitted to supervise another employee involved in such a relationship or a family member.

C. Violations

1. An employee of the University who becomes aware of a relationship prohibited bythis policy or not disclosed as required under this policy shall report such relationship to the Vice President of Campus Life and Operational Management (if the person engaged in the relationship is a student) or the Director of Human Resources (if the person engaged in the relationship is an employee; including volunteers). Violations involving a faculty member shall be disclosed to the Vice President for Academic Affairs. All disclosures are kept confidential. 2. Relationships reported as being in violation of this policy will be reviewed by the Director of Human Resources and the Vice President overseeing the specified department to assure there is no conflict of interest or risk of damage to the University, itsstudents, or other employees as a result. If such a risk is determined to be present, the University may take steps to eliminate the risk such as a change in supervision or work assignment. 3. Violations of this policy are considered to be unprofessional conduct and may be grounds for disciplinary action with consequences up to and including termination of employment for administrators or staff members, or dismissal for cause in the caseof faculty members.