Consensual Relationships Policy | KCTCS

Administrative Policies

Consensual Relationships Policy

Policy Number:

Current Effective Date: 02/11/2020

Original Effective Date: 02/11/2020

Revision Dates: 0

Revision Number: 0

Revision Summary: This was formerly part of the harassment-free workplace policy that has been moved to its own policy.

Responsible Official: KCTCS Vice President, Administrative Services; Vice President, Student Services

References: Administrative Policy 3.3.1

1.  Purpose

This Policy addresses consensual relationships in KCTCS working and learning environments.

2.  Scope

This Policy applies to all KCTCS employees and students. For employees, compliance with this Policy is a condition of employment or continued employment.

3.  Policy

  1. A consensual relationship is a mutually agreed upon amorous, romantic, and/or physically intimate or sexual relationship. Although “consensual” implies that both parties are willfully participating in the relationship, there are inherent risks (such as exploitation, favoritism, and other conflicts of interests) associated with consensual relationships where a definite power differential exists between the parties.

  2. To eliminate these inherent risks and ensure a working and learning environment free from harassment and discrimination, KCTCS prohibits consensual relationships between an employee and a supervisory employee in his/her chain of command, whether supervision is direct or indirect.

  3. Additionally, consensual relationships in the academic context are prohibited between a student and the following:
    1. His/her instructor during the time in which the student is enrolled in the instructor’s class,
    2. His/her advisor, and
    3. Any college official who is in a position to exert power over the student’s educational experience.

  4. Any relationships that existed prior to the participants’ affiliation with KCTCS either as an employee or a student shall be disclosed to the employee’s immediate supervisor, who will work with the College Human Resources Director and the System Director of Employee Relations to develop a plan to avoid conflicts of interest or favoritism.

  5. Employees who violate this Policy will be subject to disciplinary action, up to and including termination.

  6. Arrangements will be made on a case-by-case basis for any students in prohibited relationships that will cause the least disruption to their learning environment.