The intent of this policy is to provide assurance that all students and employees are able to learn or work in an environment where they can be objectively supervised, instructed, or evaluated.
This policy defines the types of interpersonal relationships among faculty, staff and students that by their very existence create an inherent conflict of interest that affects a student or employee’s ability to be objectively supervised, instructed or evaluated.
The UCI Sexual Harassment/Title IX Officer (SHO) is the designated resource for resolution of complaints under this policy and complaints will be processed using the procedures for sexual harassment complaints.
For purposes of this policy, “related persons” includes: · Husband/Wife · Domestic Partner · Parent/Child · Brother/Sister · Grandparent/Grandchild · Aunt/Uncle and Niece/Nephew · First Cousins · Guardian/Ward · Anyone living in the same household or whose relationship is so closely identified with another as to suggest a conflict, or · Ex-, Step-, Half-, and In-Law relationships as appropriate based on the above list.
The prohibited conduct in this policy applicable to familial relationships shall continue after the termination of the relationship (e.g.
4.2 Change in Status A change in an individual’s status (i.e.
employment, academic, relationship) that would establish a potential violation of this section (where one did not exist previously) creates a duty to disclose the conflict of interest by contacting the OIED.
3.3 Academic or Job-Related Requests A University employee shall not require or request a subordinate student or employee to perform a task or duty that is unrelated to the student’s academic program or to the employee’s job responsibilities and that would be of personal benefit to the University employee. DUTY TO DISCLOSE The inherent fact or semblance of a conflict of interest created by an amorous or familial relationship should be disclosed in order to avoid a potential violation of this policy.