Sexual relationships with minors, evaluation authority over near relatives, and undocumented faculty evaluation authority over someone with whom they are having or pursuing a sexual relationship are the circumstances that give rise to a presumption of improper influence. Regardless of whether improper influence actually exists, the presumption tends to destabilize morale and equity at the College. Employees are encouraged to exercise all appropriate caution to avoid these circumstances and others like them.
It is the responsibility of all SFCC employees who have an evaluating function (performance evaluations, grades, etc.) to foresee the potential for noncompliance with Policy 4-7. Anyone who foresees a potential for noncompliance should discuss the matter immediately with a supervisor.
If, after discussion with a supervisor, either the employee or the supervisor is not sure whether a potential for noncompliance exists, either or both of them are encouraged to seek the advice of the Office of Human Resources.
The Executive Director of Human Resources, or designee, shall approach the issue of potential noncompliance with appropriate flexibility and practicality to assure that the employee does not evaluate the work or performance of a subordinate when there is a question of whether personal feelings may affect that evaluation.
It is expected that all faculty members will be aware of any developing feelings between the faculty member and any student, and should address such circumstances at the earliest practical time with the highest level of professionalism and academic integrity.
Any faculty member who discovers that a student has enrolled in a faculty member’s class who is a near relative, with whom the faculty member has an intimate relationship or with whom there is a coercive relationship developing, must immediately bring the matter to the attention of any supervisor. This needs to be done in time for the student to be able to enroll in another class if possible or for the faculty member to obtain the earliest approval possible under Policy Process D or E.
The Vice President for Academic and Student Affairs may delegate inquiries under Policy Process D or E to the Employee Relations Manager or the Student Affairs Officer. The faculty member who utilizes Policy Process D or E should document all approvals in writing. The faculty member’s supervisor should retain the documented approvals.
Yash Morimoto, Ph.D., Vice President for Strategy and Organizational Effectiveness, email@example.com, 505-428-1765.
Jane Yuster, Chief Human Resources Officer