Procedure: Amorous Relations

Amorous relationships between supervisors and their subordinates are discouraged for several reasons. First, there is a potential conflict of interest when individuals evaluate the work or performance of other individuals with whom they have intimate relationships. Common ethical principles require that an employee avoid situations in which the employee makes official evaluations of family members, or other persons with whom they have an intimate relationship. An amorous relationship combined with a responsibility for evaluation constitutes at the very least the appearance of a conflict of interest. Such evaluations include but are not limited to participating in decisions to hire, retain, promote, discipline, reassign or determine salaries.

Second, any relationship involving a power differential has the potential for serious legal consequences because the relationship may exist or endure beyond a certain point only because of the power differential. A subordinate employee may feel that they are not free to end the relationship without risking harm to their professional career.

In the case of supervisor and subordinate, the ability of the supervisor to properly direct, evaluate, and discipline an employee may be compromised. The Department, the Technical College and the supervisor risk exposure not only to sexual harassment complaints but also complaints of discrimination from other employees, not in a social relationship with the supervisor, who perceive inequitable comparative treatment.

References

III.L.2. Amorous Relationships

 

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Created: March 28, 2002