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Employees must be aware that sexual relationships with students have the potential for other adverse consequences, including the filing of a complaint alleging sexual harassment and/or retaliation under University Policy 1202 – Sexual Harassment and Misconduct.

“Student” means all individuals who receive instruction under the auspices of George Mason University, including but not limited to: “Professional Power Relationship” means a relationship between an employee and a student in which the employee may have authority to exercise decision-making authority regarding the student.Complaint of violations of this policy should be made to the Dean of the School or Executive Director of the program in which the student is enrolled.Harvard University said on Thursday that it was changing the sexual and gender-based harassment policy for its Faculty of Arts and Sciences to prohibit faculty and undergraduate students from engaging in romantic relationships of any kind (PDF).If an employee becomes involved in a sexual or romantic relationship with a student, or has had a past relationship with the student, the employee must immediately notify his or her supervisor.No employee shall exercise academic responsibility (instructional, evaluative or supervisory) for any student with whom the employee has or has had a sexual or romantic relationship.

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Examples of a Professional Power Relationship include, but are not limited to, relationships in which the employee: “Consensual Relationships” means, for purposes of this policy only, relationships of a romantic, intimate, or sexual nature, where a Professional Power Relationship exists. RESPONSIBILITIES All academic and non-academic supervisors at all levels are responsible for implementation of this policy. An Employee entering into or engaging in a Consensual Relationship, or a current or prospective employee offered a position who will be in such a relationship should the position be accepted, shall immediately: D.

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