Relationships Within the Workplace

Faculty TipSheet

Relationships Within the Workplace

Boundaries, Consent and Nepotism

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Relationships within the workplace can lead to difficulties, especially when one person has power over another. This power imbalance can lead to perceived or real conflicts of interest, favoritism, claims of harassment​, and other negative outcomes. The Board of Regents has policies that specifically address consensual relationships and nepotism. This Faculty TipSheet provides some key points to consider in navigating these issues at UNL.

  • Understand what consent is. Consent is a freely and affirmatively communicated willingness to participate in a particular sexual activity or behavior, expressed either by words or clear, unambiguous actions. Consent can be withdrawn at any time by clear words or actions. Consent cannot be coerced or compelled by force, threat, deception, or intimidation.
  • Maintain professional boundaries with students and subordinates. BOR Policy 3.3.15 on consensual relationships prohibits romantic relationships between faculty and undergraduate students and between supervisors and subordinates. Faculty members hold significant power over students, even outside direct classroom involvement. Similarly, individuals in supervisory roles can influence the career trajectory of their subordinates. This power differential can lead to actual or perceived conflicts of interest and perceptions of favoritism or bias. Even if both parties believe the relationship is consensual or even if the relationship did start consensually, others may perceive favoritism, which can damage trust in the academic and professional environment. Additionally, if the relationship ends poorly, there is a risk of accusations of retaliation or workplace harassment.
  • Know the university’s policy on nepotism. Nepotism involves giving preferential treatment to relatives, especially in hiring, promotion, or evaluation decisions, including giving jobs or promotions to close relatives like spouses, children, parents, or siblings, either by blood, marriage, or adoption. This can undermine fairness and create resentment among employees, who may feel they are being treated unequally. BOR Bylaw 3.2.2 prohibits nepotism, but exceptions may be made with the implementation of a conflict management plan.
  • Speak with your DEO or direct supervisor about creating a conflict management plan if you are a dual career couple. The university allows for exceptions for dual career couples. Conflict management plans are required to ensure transparency and fairness and prevent potential conflicts of interest, such as one partner supervising or evaluating the other.
  • Disclose any prohibited relationships and follow your conflict management plan. Faculty members and other employees who become involved in a romantic relationship with a student or staff member, or who have supervisory or evaluative authority over someone with whom they have a romantic relationship, are required to report the relationship to their DEO or immediate supervisor and may face disciplinary actions ranging from mandatory training to more severe consequences like termination of employment. Past relationships should also be disclosed, since they can also lead to perceptions of bias or favoritism.
  • Be aware of power imbalances in all types of relationships. Non-romantic personal relationships can lead to conflicts, misperceptions, and claims between faculty or staff and students. For example, a faculty member convinces a student to perform services for free or at a reduced rate that personally benefits the faculty member or when a student is convinced to rent an apartment owned by the faculty member. These potential conflicts should be disclosed, managed, and addressed through the UNL’s Conflicts of Interest/Commitment policies and practices.
  • Talk to your DEO if you have concerns. Instructors or faculty should disclose concerns about their own relationships or others they may be aware of by contacting their DEO. In cases where this may not be feasible, they may contact the Associate Dean with responsibility for Faculty Affairs or the Associate Vice Chancellor for Faculty Affairs for assistance.

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