Posted 10/23/26

SPG 601.22-1 is the authoritative policy statement, and these FAQs are intended to supplement the policy. If information in these FAQs is inconsistent with the SPG, the SPG prevails.

These FAQs may be updated as new opportunities or additional information arises to support providing additional clarification. Please revisit this page periodically.

Can intimate relationships be covered by this policy even though there is no direct, indirect or functional reporting relationship?

Yes. Employees (for purposes of this FAQ, employee refers to regular and temporary staff, student employees and trainees) have a responsibility to avoid any apparent or actual conflict between their professional responsibilities and an intimate relationship with a student. Such a conflict might exist even if there is no supervisory relationship. For example, an employee may have decision-making responsibility or the ability to influence decisions regarding financial aid distributions, participation in an internship program, or determining access to other educational services or opportunities that involve the student with whom there is an intimate relationship.  

Do prior intimate relationships with a student need to be disclosed?

Yes. Disclosure of a prior intimate relationship is required if the employee’s professional responsibilities make it possible for them to influence the status or circumstances of the student with whom there was a previous relationship.  

Is there a template management plan available to units?

While each plan will vary depending upon the individual employment situation, this template may be used as a starting point. You may also contact your human resources representative if you have questions or need assistance in drafting a plan. Resources are also available on the UHR website as well as the Office of the Provost.

What should be in a management plan?

The management plan should be in writing, and may be as straightforward as recusing the employee from a decision-making role or involvement in recommendations pertaining to the student. The plan should also address the need to support the student’s immediate and long-term educational opportunities, ability to meet program requirements, and career progression.

What if the intimate relationship ends? Does the management plan need to stay in place?

While each situation will be evaluated individually, the end of an intimate relationship covered by this SPG does not mean that a management plan is no longer necessary. There may be reasons to keep the plan in place (with or without revisions) to manage issues related to inappropriate influence over the status or circumstances of the student, retaliation, favoritism, or other issues. The employee should disclose a change in the intimate relationship, and the higher administrative authority is responsible for determining when a management plan is no longer necessary.

What is a higher administrative authority? How will I know if I am one and therefore have responsibility for monitoring a management plan?

The higher administrative authority is at least one level of supervision higher than the employee who has disclosed a relationship, but it must be a person at such a level that they have responsibility for an entire unit or department. The higher administrative authority will vary depending on the unit. In the schools and colleges, it might be an associate dean or dean. For staff level positions, it might be a director level or higher.