Examples of workplace dating policies
5.2 Where a staff member has a student relative, or is currently or has been in a close personal relationship with a student, that staff member must not take any part in any academic or administrative decision-making processes in respect of that student, including (but not limited to) the following: 5.3 Where a close personal relationship between a staff member and a student has created, or has the potential to create a conflict in the supervision and/or assessment of the student, the staff member must formally terminate any supervisory and/or evaluative role and make alternative arrangements for the supervision and/or evaluation of the student's work.5.4 It is the duty of the staff member to disclose to their Head or Committee Chair or, where there is a conflict with that person, the Head's next-in-line manager or committee, any close personal relationship involving a student or student relative, as soon as the staff member becomes aware of the possibility that they might, if not for this policy, be involved in one of the processes listed at above, or a similar decision making process.4.3 If it is determined that a conflict of interest (actual or perceived) exists, the Dean or Executive Director (and the Vice Chancellor in the case of Senior Staff) may transfer either party to a different work area to alleviate the situation.5.1 When staff members interact with students, staff members are frequently in a position of trust and influence."Misconduct" for the purposes of this policy can also mean serious misconduct."Relative" means the spouse, de facto spouse, same-sex partner, son, daughter or remote issue, or brother or sister, or remote linear ancestor, parent, and relationships by marriage or law, or cultural family relationship.
For the purposes of this policy this includes Honorary and Adjunct appointments and contractors providing fees for service.
5.7 If for any reason the Head, Chair or Supervisor does not find it possible to avoid altogether the involvement of people in the close personal relationship, the Head's next-in-line manager must formally approve the arrangement proposed by the Head before it is implemented. cross-marking or co-supervision of the student's work, must be formally approved by the Head of School prior to implementation.
5.8 If a staff member or committee member is found to be in a personal relationship and the potential conflict of interest has not been disclosed, any decision taken in relation to the student and any potentially affected students will be reviewed by the relevant Chair, or Head and may render the process null and void, or may be amended by the Chair or Head.
4.1 As far as possible management of a disclosure of a personal relationship is the responsibility of the supervisor or manager notified of the conflict, and will include consideration of the nature of the relationship and the appropriateness of the employee to resume any activities that involve the conflict.
4.2 Directing or approving the management of a disclosed close personal relationship which is in breach of this policy, or having knowledge of a close personal relationship in breach of this policy of but not acting promptly to correct the situation in accordance with this policy, may be deemed misconduct resulting in misconduct under the agreement.