Faculty Handbook - Fairmont State University

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FAIRMONT STATE UNIVERSITY
BOARD OF GOVERNORS
POLICY NO. 41
TITLE: INSTITUTIONAL EMPLOYMENT AND FAMILY RELATIONSHIPS
Effective Date: November 10, 2005
Fairmont State University encourages applications/résumés/vitae from spouses, partners,
and other family members of current employees. Such candidates will receive full
consideration for available positions for which they apply and are qualified. Consistent with
Fairmont State University’s diversity goals and affirmative action policies, applications are
especially welcome from members of underrepresented groups.
In an effort to support the relocation of a family, Fairmont State University personnel will,
as appropriate, assist with referrals to outside agencies for employment for spouses and
other family members who accompany newly-appointed faculty or staff to Fairmont State
University.
While there is no stated or implied rule against the consideration of more than one member
of the same family for employment within the same unit of Fairmont State University,
faculty, administrators and other staff cannot supervise, initiate, or participate in
institutional decisions involving a direct benefit (initial appointment, retention, promotion,
salary, leave of absence, etc.) to members of their immediate families. Immediate family
members are defined as individuals who are related to the employee as father, mother, son,
daughter, brother, sister, spouse, or cohabitating sexual partner.
FAIRMONT STATE UNIVERSITY
BOARD OF GOVERNORS
POLICY NO. 42
TITLE: CONSENSUAL ROMANTIC OR SEXUAL RELATIONSHIPS
Effective Date: November 10, 2005
In a commitment to foster an educational and work environment free from all forms of
harassment and discriminatory behavior, Fairmont State University strongly discourages
romantic or sexual relationships between faculty and student, supervisor and subordinate
employee, and any other relationship where a power differential exists between the parties.
Even if consensual, these relationships are always a cause for concern because:
a) they may involve one person's exerting power over another;
b) conflict of interest issues may arise in evaluating a student or employee;
c) there is a strong potential for retaliation when the relationship ends;
d) a third party may allege favoritism;
e) they undermine the professional interaction upon which facultystudent/supervisor-subordinate
relationships should be based.