Post by Admin on Apr 27, 2015 15:21:09 GMT
Ethics
Conduct: Policy on Amorous Relationships
The University is committed to maintaining an environment in which learning and discovery take place in a professional atmosphere of mutual respect and trust. Amorous relationships can develop within the University community between faculty, students and staff, but is discouraged in favor of a professional atmosphere. Success of the team is priority above all else, personal relationships complicate even the best intentions.
The disparity of power between persons involved in amorous relationships between a student and a faculty member, a graduate teaching or research assistant, or any other University employee who has educational responsibility over the student, supervisor and subordinate, or senior and junior colleagues in the same department or unit makes them susceptible to exploitation. Amorous relationships that occur in the context of educational or employment supervision and evaluation between a student and a faculty member, a graduate teaching or research assistant, or any other Purdue employee who has educational responsibility over the student, or supervisor and subordinate undermine professionalism and hinder the fulfillment of the University’s educational mission. Relationships between faculty and students are particularly susceptible to exploitation. The respect and trust accorded a member of the faculty by a student, as well as the power exercised by faculty in giving grades, approvals, or recommendations for future study and employment, make voluntary consent by the student suspect.
Those who abuse their power in the context of an amorous relationship where there is educational or employment supervision and evaluation violate their duty to the University community. Voluntary consent by the student or subordinate in a romantic or sexual relationship is difficult to determine given the asymmetric nature of the power structure in the relationship. Because of the complex and subtle effects of the power differential in the relationship, the individual with power may perceive the existence of consent that may not exist or not exist at the level perceived by the individual with power. The possibility exists that, if the relationship sours, these individuals may be subject to a claim of sexual harassment.
Amorous relationships may have an effect on others in the course, department or unit. Others may perceive that the student or subordinate in the amorous relationship is favored and afforded undue access and advantage above others in the same course, department or unit. These individuals may perceive the environment created as a result of the amorous relationship to be hostile and/or perceive forward progress and benefits are obtained through engaging in a romantic or sexual relationship with the person in power.
Therefore, the University prohibits amorous relationships between a student and any University employee who has educational responsibility over the student, and supervisors and subordinates where there is a supervisory or evaluative relationship between the parties. Individuals engaged in an amorous relationship in violation of this policy are subject to disciplinary action ranging from a written reprimand up to and including termination.
Individuals engaged in an amorous relationship prior to the existence of a supervisory or evaluative relationship within the educational and/or employment context, or who find themselves entering into such a relationship, have a duty to report the existence of the amorous relationship to the department or unit head who must ensure that arrangements are made to sever the supervisory or evaluative relationship between the parties. The parties must abide by the University Policy Concerning Nepotism.
Relationships prior to the founding of the University are exempt from this policy only in that the relationship is a working relationship/marriage team that is not causing a problem to others; and must be approved by the Vice President and the committee for Ethics and Compliance made up of 5 graduate members in current good standing.
Responsibility for the interpretation and enforcement of this policy rests with the Vice President and the committee for Ethics and Compliance made up of 5 graduate members in current good standing.
REASON FOR POLICY
The University is committed to maintaining an environment in which learning and discovery take place in a professional atmosphere of mutual respect and trust. Amorous relationships that occur in the context of educational or employment supervision and evaluation between a student and a faculty member, a graduate teaching or research assistant, or any other Purdue employee who has educational responsibility over the student, or supervisor and subordinate undermine professionalism and are disruptive to the educational and work environment. Ultimately, amorous relationships hinder the fulfillment of the University’s educational mission.
In addition to supporting these basic values, this policy is also designed to:
A. Comply with state law, which provides that an Employee who knowingly or intentionally has a monetary interest in or profits from a University contract or purchase may be charged with conflict of interest, a felony punishable by fine and imprisonment, unless the Employee has made the required disclosure in advance of the contract or purchase and the disclosure has been approved in advance by the Board of Trustees and submitted to the State Board of Accounts.
B. Satisfy federal regulations requiring the University to establish and implement policies concerning Significant Financial Interests held by:
Employees or Investigators engaged in research funded by certain federal agencies [e.g., Public Health Services and the National Science Foundation (Award and Administration Guide)],
C. Institutional Review Board members, and
D. Certain personnel involved in research involving human subjects funded by the Department of Health and Human Services.
Such policies allow the University to maintain eligibility for federal funding from the Public Health Service and the National Science Foundation and, in the case of research involving human subjects, funding from any federal agency that is a signatory to the Common Rule when researchers have Significant Financial Interests in research involving human subjects.
Protect researchers and other Employees from misplaced charges of Financial Conflicts of Interest by providing a mechanism for prior objective review and approval of Financial Interests.
INDIVIDUALS AND ENTITIES AFFECTED BY THIS POLICY
This policy affects all University Employees and any individual who meet the definition of an Investigator.
DEFINITIONS
Amorous Relationships
Romantic or sexual relationships between two individuals of the opposite or same sex who are not married to each other or in a domestic partnership with each other, and who mutually and consensually understand the relationship to be romantic and/or sexual in nature.
Educational or Employment Supervision and Evaluation
To (A) assess, determine or influence (1) one’s academic or research performance, progress or potential, (2) one’s employment performance, progress or potential, (3) one’s entitlement to or eligibility for any institutionally conferred right, benefit or opportunity; or (B) to oversee, manage or direct one’s academic, research, employment, co-curricular, athletic or other institutionally prescribed activities.
Conduct: Policy on Amorous Relationships
The University is committed to maintaining an environment in which learning and discovery take place in a professional atmosphere of mutual respect and trust. Amorous relationships can develop within the University community between faculty, students and staff, but is discouraged in favor of a professional atmosphere. Success of the team is priority above all else, personal relationships complicate even the best intentions.
The disparity of power between persons involved in amorous relationships between a student and a faculty member, a graduate teaching or research assistant, or any other University employee who has educational responsibility over the student, supervisor and subordinate, or senior and junior colleagues in the same department or unit makes them susceptible to exploitation. Amorous relationships that occur in the context of educational or employment supervision and evaluation between a student and a faculty member, a graduate teaching or research assistant, or any other Purdue employee who has educational responsibility over the student, or supervisor and subordinate undermine professionalism and hinder the fulfillment of the University’s educational mission. Relationships between faculty and students are particularly susceptible to exploitation. The respect and trust accorded a member of the faculty by a student, as well as the power exercised by faculty in giving grades, approvals, or recommendations for future study and employment, make voluntary consent by the student suspect.
Those who abuse their power in the context of an amorous relationship where there is educational or employment supervision and evaluation violate their duty to the University community. Voluntary consent by the student or subordinate in a romantic or sexual relationship is difficult to determine given the asymmetric nature of the power structure in the relationship. Because of the complex and subtle effects of the power differential in the relationship, the individual with power may perceive the existence of consent that may not exist or not exist at the level perceived by the individual with power. The possibility exists that, if the relationship sours, these individuals may be subject to a claim of sexual harassment.
Amorous relationships may have an effect on others in the course, department or unit. Others may perceive that the student or subordinate in the amorous relationship is favored and afforded undue access and advantage above others in the same course, department or unit. These individuals may perceive the environment created as a result of the amorous relationship to be hostile and/or perceive forward progress and benefits are obtained through engaging in a romantic or sexual relationship with the person in power.
Therefore, the University prohibits amorous relationships between a student and any University employee who has educational responsibility over the student, and supervisors and subordinates where there is a supervisory or evaluative relationship between the parties. Individuals engaged in an amorous relationship in violation of this policy are subject to disciplinary action ranging from a written reprimand up to and including termination.
Individuals engaged in an amorous relationship prior to the existence of a supervisory or evaluative relationship within the educational and/or employment context, or who find themselves entering into such a relationship, have a duty to report the existence of the amorous relationship to the department or unit head who must ensure that arrangements are made to sever the supervisory or evaluative relationship between the parties. The parties must abide by the University Policy Concerning Nepotism.
Relationships prior to the founding of the University are exempt from this policy only in that the relationship is a working relationship/marriage team that is not causing a problem to others; and must be approved by the Vice President and the committee for Ethics and Compliance made up of 5 graduate members in current good standing.
Responsibility for the interpretation and enforcement of this policy rests with the Vice President and the committee for Ethics and Compliance made up of 5 graduate members in current good standing.
REASON FOR POLICY
The University is committed to maintaining an environment in which learning and discovery take place in a professional atmosphere of mutual respect and trust. Amorous relationships that occur in the context of educational or employment supervision and evaluation between a student and a faculty member, a graduate teaching or research assistant, or any other Purdue employee who has educational responsibility over the student, or supervisor and subordinate undermine professionalism and are disruptive to the educational and work environment. Ultimately, amorous relationships hinder the fulfillment of the University’s educational mission.
In addition to supporting these basic values, this policy is also designed to:
A. Comply with state law, which provides that an Employee who knowingly or intentionally has a monetary interest in or profits from a University contract or purchase may be charged with conflict of interest, a felony punishable by fine and imprisonment, unless the Employee has made the required disclosure in advance of the contract or purchase and the disclosure has been approved in advance by the Board of Trustees and submitted to the State Board of Accounts.
B. Satisfy federal regulations requiring the University to establish and implement policies concerning Significant Financial Interests held by:
Employees or Investigators engaged in research funded by certain federal agencies [e.g., Public Health Services and the National Science Foundation (Award and Administration Guide)],
C. Institutional Review Board members, and
D. Certain personnel involved in research involving human subjects funded by the Department of Health and Human Services.
Such policies allow the University to maintain eligibility for federal funding from the Public Health Service and the National Science Foundation and, in the case of research involving human subjects, funding from any federal agency that is a signatory to the Common Rule when researchers have Significant Financial Interests in research involving human subjects.
Protect researchers and other Employees from misplaced charges of Financial Conflicts of Interest by providing a mechanism for prior objective review and approval of Financial Interests.
INDIVIDUALS AND ENTITIES AFFECTED BY THIS POLICY
This policy affects all University Employees and any individual who meet the definition of an Investigator.
DEFINITIONS
Amorous Relationships
Romantic or sexual relationships between two individuals of the opposite or same sex who are not married to each other or in a domestic partnership with each other, and who mutually and consensually understand the relationship to be romantic and/or sexual in nature.
Educational or Employment Supervision and Evaluation
To (A) assess, determine or influence (1) one’s academic or research performance, progress or potential, (2) one’s employment performance, progress or potential, (3) one’s entitlement to or eligibility for any institutionally conferred right, benefit or opportunity; or (B) to oversee, manage or direct one’s academic, research, employment, co-curricular, athletic or other institutionally prescribed activities.