Policy of the Board of Governors Concerning
Improper Relations Between Students and Employees
University of North Carolina
The University of North Carolina does not condone amorous relationships
between students and employees. Members of the University community should avoid
such liaisons, which can harm affected students and damage the integrity of
the academic enterprise. Further, sexual relationships between unmarried persons
can result in criminal liability. In two types of situations, University prohibition
and punishment of amorous relationships is deemed necessary: (1) When the employee
is responsible for evaluating or supervising the affected student. (2) When
the student is a minor, as defined by North Carolina law. The following policies
shall apply to all employees and students of the sixteen constituent institutions.
Prohibited Conduct
It is misconduct, subject to disciplinary action, for a
University employee, incident to any instructional, research, administrative
or other University employment responsibility or authority, to evaluate
or supervise any enrolled student of the institution with whom he or she
has an amorous relationship or to whom he or she is related by blood,
law or marriage.
It is misconduct, subject to disciplinary action,
for a University employee to engage in sexual activity with any enrolled
student of the institution, other than his or her spouse, who is a minor
below the age of 18 years.
Definition of Terms
"Amorous relationship" An amorous relationship exists when, without the benefit
of marriage, two persons as consenting partners (a) have a sexual union
or (b) engage in a romantic partnering or courtship that may or may not
have been consummated sexually.
"Related by blood, law or marriage"
means:
Parent and child
Brother and sister
Grandparent and grandchild
Aunt and/or uncle and niece and/or nephew
First cousins
Step-parent and step-child
Husband and wife
Parents-in-law and children-in-law
Brothers-in-law and sisters-in-law
Guardian and ward
"Evaluate or supervise" means
To assess, determine or influence (1) one's academic
performance, progress or potential or (2) one's entitlement to or
eligibility for any institutionally conferred right, benefit or opportunity,
or
To oversee, manage or direct one's academic
or other institutionally prescribed activities.
Corrective Action Violations of the provisions of Section A shall be addressed
in accordance with remedial measures prescribed by each constituent institution;
if disciplinary action is brought against an affected employee, it shall be
conducted in accordance with existing institutional policies and procedures
prescribed for prosecuting misconduct charges against members of the class
of employment of which the affected employee is a member.