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Home :: Policies :: Amorous Relationships with Students

Amorous Relationships with Students

Responsible Department
University Wide
Effective Date
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    1. The University of North Georgia (the “University”) is committed to providing a harassment free environment for all faculty, staff and students. A sense of fairness by supervisors and teaching faculty is a fundamental prerequisite for fulfilling the University mission of teaching, research and public service.

    2. This policy supersedes previous Section 1.0.12 of the Employee Handbook which was in effect through consolidation, and until the effective date of this policy.
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    1. Amorous Relationship - Romantic or sexual relationship 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.

    2. Position of Authority – Having the opportunity to influence another person’s academic performance, employment evaluation, athletic performance or the person’s eligibility to participate in University programs or activities.
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    1. Relationships with Students.

      1. This policy establishes a professional standard applicable to Amorous Relationships involving Students, in support of a quality student experience and to protect and preserve the integrity and associated reputation of the University, its faculty, staff and students.

      2. When one party has a professional relationship towards the other, or stands in a Position of Authority over the other, even an apparently consensual Amorous Relationship may lead to sexual harassment or other breaches of professional obligations. The University prohibits all faculty and staff, including graduate teaching assistants, from pursuing Amorous Relationships with undergraduates whom they are currently supervising or teaching.

      3. Students, who are also employees of the University, may supervise, teach, or be in a Position of Authority over undergraduate students and are prohibited from pursuing Amorous Relations with them. Examples include resident assistants, cadet leaders, supervisory staff in recreational sports, teaching assistants, peer educators, leaders and mentors, and graduate assistants.

      4. Some students are in a Position of Authority over other students for a temporary period of time and should avoid pursuing Amorous Relationships with those students during that time. Examples include: Orientation leaders.

    2. The University also strongly discourages Amorous Relationships between faculty or administrators and graduate/professional Students and/or employees whose work they supervise. Anyone involved in an Amorous Relationship with someone over whom he or she has supervisory power must recuse himself or herself from decisions that affect the compensation, evaluation, employment conditions, instruction, and/or the academic status of the subordinate involved.

    3. The University may take appropriate action when disruptive conduct, job performance problems, or actions that reflect poorly on the institution result from Amorous Relationships.

    4. Any individual who violates this policy is subject to disciplinary action commensurate with the offense. An institution may also elect to have such matters be reported to the institution’s department responsible for investigating matters that may relate to sexual harassment.
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    Support Info

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    1. Any individual in authority who is or has been involved in an Amorous Relationship with a person whom they may be called upon to evaluate must promptly report this fact to his or her supervisor. The supervisor will then arrange to see that the individual in authority does not evaluate nor participate in discussions and decisions that affect the compensation, evaluation, employment conditions, instructions, and/or academic status of the subordinate involved.

    2. Any person who believes that a faculty member, administrator, graduate assistant or other employee is involved in an Amorous Relationship with a person under his/her direct authority or supervision should report the perceived relationship to Human Resources.

    3. Any related operating procedures must comply with and should reference this policy.

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