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Many of our relationships are equal in terms of status, rank, responsibilities, and authority, but many others are not equal. While individuals are always accountable for their own behavior and boundary keeping, this is especially true in relationships of unequal power (e.g., supervisor/supervisee; teacher /student). Those who have formal power (e.g., classroom assessment, advising, mentoring, counseling, job performance evaluation) or informal power (e.g., age) are always responsible to look after the well-being of those who do not have this power. Sexual or racial nondiscrimination and harassment incidents are specific examples of abuse of this power. Definitions and procedures for handling such incidents are further outlined in the Handbook.
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SPECIAL NOTE: Please read excerpt from Sexual Misconduct policy which states:
CONSENSUAL RELATIONSHIPS
Intimate or romantic relationships between employees, or between employees and students, even when within the bounds of acceptable Christian conduct, may nonetheless pose potentially serious moral, ethical, and legal concerns to the individuals and to Bethel.
Where a power differential between the parties exists, even consensual relationships may constitute sexual misconduct if the effect of such a relationship interferes with an individual‘s academic or professional performance or if it creates an intimidating environment. Further, conflicts of interest or breaches of professional ethics may arise if one party to the relationship evaluates the work or academic performance of the other, during the relationship or even after it ends. This includes situations in which a faculty member teaches a student or employee with whom he or she has had a relationship.
Employees are cautioned that such relationships could potentially result in a sexual misconduct charge, and could result in the individual with the power in the relationship bearing the burden of responsibility.
Bethel recommends that where such relationships develop, the individual in a position of authority notify his or her supervisor and that he or she surrenders responsibility for evaluation or supervision of the other partyFor these reasons Bethel prohibits romantic relationships between employees (faculty and staff) and students. Bethel also prohibits faculty members from teaching students with whom they have had an intimate or romantic relationship.
Where such relationships develop between employees (faculty and staff), the relationship must be disclosed to the Office of People and Culture. Employees (faculty and staff) are prohibited from providing supervision or evaluation of an employee they are in a romantic relationship with. Further, where an employee is called upon to supervise an individual with whom he or she has had a past romantic relationship, he or she should must discuss the situation with a supervisor . Bethel discourages romantic relationships between faculty members and students, and discourages faculty members teaching students with whom they have or have had an intimate or romantic relationshipand the Office of People and Culture.