Policy on Consensual Relationships

Policy Category: Executive

Effective Date: 11/8/2023

Responsible Officer: Chief Human Resources Officer

History: Consensual Relationship Policy, Established January 2018, updated September 2023 

Responsible Office: Human Resources

Location: Link

Purpose

The purpose of this policy is to provide expectations for ethical conduct in the context of consensual relationships between students, employees, and other affiliated individuals who may be in positions of unequal power within Wentworth Institute of Technology (hereinafter “Wentworth” or “the university.”)

Scope/Applicability

This policy applies to all University employees, as defined.

Legal

Title IX; Title VII

Policy

Wentworth is committed to cultivating an environment that is free from sexual harassment, favoritism, and/or conflicts of interest. Accordingly, the university prohibits employees from exercising authority or influence over students, employees, third parties with whom the employee has, now or in the past, had a Consensual Relationship.

Definitions

1. Consensual Relationship: A relationship that is romantic, physically intimate, or sexual in nature, and for which all parties affirmatively expressed consent;  
2. Conflict of Interest: Conflict between an individual’s personal interest and the interest of Wentworth 
3. Consent: Understandable exchange of affirmative words or actions, which indicate a willingness to participate in a mutually agreed upon activity at a mutually agreed upon time. 
4. Employee: All full and part-time staff, including faculty. 
5. Student: Any person who attends or has attended the University. 
6. Third Party: Any vendor, volunteer, contractor, visitor, or guest 
7. Positions of Unequal Power or Influence: Circumstance in which two or more parties possess different degrees of power or influence, due to their role or status within the organization; Positions of Unequal Power are characterized by one party’s ability to exercise authority, professional influence, or actual or perceived power.  
8. Prohibited Relationship: A Consensual Relationship between individuals in positions of unequal power or influence. Prohibited relationships include, but are not limited to:  
   1. Relationships between employees and third parties, where the employee may, now or in the foreseeable future, evaluate, supervise, direct, promote, or otherwise exercise authority, professional influence, or power over the third party. 
   2. Relationships between supervisors and any employee, where the supervisor may, now or in the foreseeable future, evaluate, supervise, direct, promote, or otherwise exercise authority, professional influence, or power over the employee. 
   3. Relationships between employees and students, where the employee may now or in the foreseeable future instruct, evaluate, supervise, advise, or otherwise exercise authority, professional influence, or power over the student. 

Procedures

1. Disclosing Prohibited Relationships: The following individuals are required to report prohibited relationships to Human Resources. 
   1. Enforcement: Alleged policy violations shall be addressed pursuant to the complaint procedure, established within the Employee Policies and Procedures Guide.   
   2. University Response to Disclosure of Prohibited Relationships: Upon receiving a report of a prohibited relationship, Human Resources will take prompt action, as necessary and appropriate, to minimize or eliminate any potential conflicts of interest relating to real or perceived disparities in authority, professional influence, or power.  Any supervisor or manager with knowledge that a supervised employee within their reporting line is party to a prohibited relationship.   
        
      Failure to disclose a known prohibited relationship as required constitutes a violation of this policy.  
2. Any employee who enters into a consensual relationship with a student, employee, or third party over whom the employee may now, or in the foreseeable future, exercise authority, professional influence, or power. 
3. University Response to Disclosure of Prohibited Relationships: Upon receiving a report of a prohibited relationship, Human Resources will take prompt action, as necessary and appropriate, to minimize or eliminate any potential conflicts of interest relating to real or perceived disparities in authority, professional influence, or power.  
4. Limitations or Exclusions: Nothing in this policy shall be construed to override or alter the University’s policy on Sexual Misconduct and Sex Based Discrimination or the University’s Conflict of Interest Policy.  
5. Enforcement: Alleged policy violations shall be addressed pursuant to the complaint procedure, established within the Employee Policies and Procedures Guide.   

Additional Information & Related Documents  

• Wentworth Institute of Technology Sexual Misconduct & Sex-based Discrimination Policy for Students and Employees
• Employee Policies & Procedure Guide  
• Conflict of Interest Policy 

Interpretation & Revision

This policy was drafted by representatives from the Office of Human Resources, Equity and Compliance and the Dean of Students. This policy was reviewed by Cabinet and approved by the President on 11/8/2023. 

Any questions of interpretation regarding this policy shall be referred to the Chair of Human Resources. They will be the final authority regarding the interpretation of this policy.   

This policy shall be reviewed every 3 years; however, minor changes and updates can be made at any time.    

Wentworth will typically apply the policy in place at the time it receives a report concerning the respected policy.   

Review and Revision History  

This policy was drafted by representatives from the Office of Human Resources, Equity and Compliance and the Dean of Students. This policy was reviewed by Cabinet and approved by the President on 11/8/2023.