This policy addresses romantic or sexual relationships between two individuals, one of whom is an MTU employee, and the other is either another MTU employee or an MTU student (hereafter called the parties), for which a significant power differential exists. Illustrations of a significant power differential include the ability to evaluate work or academic performance, so as to have an impact on hiring, salary, or grade decisions. Such relationships are not expressly prohibited by MTU policy. However, even when both parties have consented, the relationship can raise serious concerns about the validity of the consent, conflicts of interest, and unfair treatment. This policy is inapplicable in cases already covered by MTU's policy on nepotism (Staff Handbook, Section 5) such as for the case where the parties are Husband and Wife.

When a party has any professional responsibility for the other party's academic performance or professional future, MTU considers romantic or sexual relationships between them, even mutually consenting ones, to be a basic violation of professional ethics and responsibility. (See "Statement on Professional Ethics", Faculty Handbook 3.1.6)

MTU's policy on nepotism (Staff Handbook, Section 5) precludes individuals from evaluating the work performance of others with whom they have intimate familial or close personal relationships, or from making financial decisions, such as on hiring or salary. These same principles are to apply to the parties of paragraph 1 in the context of work or academic evaluation. With this policy, consensual romantic or sexual relationships between the parties should be disclosed to the appropriate administrative supervisor, so arrangements can be made for objective evaluation and decision making.

In the event of a charge of sexual harassment, MTU will, in general, be unsympathetic to a defense based upon consent when the facts establish that a significant power differential existed within the relationship.

Any questions about the Consensual Relationships Policy, including the disclosure requirement, should be addressed to the Affirmative Programs Office.

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This revision enlarges the domain of the original draft to include any MTU employee and not just faculty. Furthermore, it notes that spousal relationships are addressed by the nepotism policy, and it removes the indeterminate phrase "broadly interpreted" from the original draft.

Revision prepared by D. R. Beck 5/8/02