Amorous Relationships
Applicability
All employees and students of Georgia College should be aware of this policy.
Definitions
These definitions apply to these terms as they are used in this policy:
- Employees: all faculty, staff, and student workers.
Policy
When one party has a professional relationship towards the other or stands in a position of authority over the other, even an apparently consensual amorous relationship may lead to sexual harassment or other breaches of professional obligations.
In accordance with the University System of Georgia (USG) Board of Regents policy, Georgia College prohibits all employees from having a romantic or sexual relationship with any student or employee whom the individual supervises, teaches, or evaluates in any way. Additionally, employees are prohibited from having a romantic or sexual relationship with any student or employee whose terms or conditions of education or employment the individual could directly affect. A violation of this policy may subject an employee to disciplinary action, up to and including termination of employment.
Employee Disclosure: All Georgia College employees have a responsibility to promptly report circumstances in which they are called upon to evaluate or supervise a USG employee or student with whom they are currently involved in an amorous relationship or with whom they have been involved in an amorous relationship.
Reporting Violations: Employees or students who believe in good faith that a violation of this policy has occurred should promptly report the violation to the Office of Human Resources.
Any individual in authority who is or has been involved in an amorous relationship with a person whom they may be called upon to evaluate must promptly report this fact to the appropriate chain of command. The Office of Human Resources must be notified in advance of any personnel actions that would be impacted by this policy.
Procedures
Report(s) of a potential policy violation should be submitted on the General Complaint Form. The Office of Human Resources can be contacted for policy interpretations or to provide guidance as needed. The General Complaint Form will be reviewed by the Office of Human Resources to determine the appropriate next steps which could include a referral to an investigative triage committee. Impacted parties will be notified/involved, as appropriate, to ensure an equitable process.
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