02.220 Interpersonal Relationships Among Faculty, Staff, and Students

Chancellor

Revised August 4, 2026; Revised August 2018; Revised May 6, 2005; Supersedes Policy F

UNC Policy 300.4.1 (This policy applies prospectively to conflicts arising after adoption, 4/18/2024)

• Policy 02.310 Ethics
• Policy 02.205 Unlawful Discrimination
• North Carolina Office of Human Resources Selection of Applicants Policy
• Interpersonal Relationship Disclosure and Conflict Management Plan Form

Office of Human Resources; Office of the Provost

Policy Details:

1. Purpose

   The University of North Carolina Wilmington is committed to ensuring that faculty, staff, and students are selected, evaluated, supervised, and employed based on individual merit and without reference to any other factors unrelated to professional qualifications and performance. This policy establishes standards governing interpersonal relationships that may create actual or perceived conflicts of interest or negatively affect the academic environment, student experience, student well-being, or student success, as well as the employment and professional responsibilities of faculty, staff, and student employees.

   The University discourages romantic relationships between students and employees. Such relationships can harm students, compromise the academic environment, and create actual or perceived conflicts of interest, even when not prohibited by this policy.

   This policy also establishes procedures for disclosure, review, and management of conflicts or potential conflicts arising from romantic relationships and relationships involving related persons.

2. Definitions

   1. Romantic Relationship means a relationship, other than marriage or domestic partnership, in which the parties involved are consenting adults in a romantic or intimate relationship, whether or not that relationship has been consummated sexually. For purposes of this policy, references to a romantic relationship include both current and former romantic relationships.

   2. Evaluate or Supervise means to assess, influence, direct, manage, recommend, or otherwise affect an individual's academic, research, employment, or professional performance, progress, opportunities, conditions, or access to institutional rights, benefits, or opportunities. This includes both direct and indirect authority or influence over matters such as scheduling, assignments, evaluations, compensation, promotion, discipline, or other academic, research, or service, or employment decisions, regardless of whether day-to-day supervision exists.

   3. Related Person means a person whose relationship is so closely identified with another individual in an academic or employment setting that the relationship suggests a conflict of interest. Related persons include:

      • Spouse or domestic partner.

      • Parent or child

      • Grandparent or grandchild

      • Sibling

      • Guardian or ward

      • Aunt/uncle and niece/nephew

      • First cousin

      • Anyone living in the same household or whose relationship is so closely identified with another as to suggest a conflict

        Based on the above list, Step-, Half-, and In-Law relationships are applicable.

        Restrictions applicable to related persons shall continue after termination of the relationship until the University determines there is no actual effect on, or perception of, impartiality.

   4. Employment Decision means a decision involving recruitment, hiring, appointment, transfer, promotion, compensation, job classification, tenure, post-tenure review, reappointment, discipline, termination, work assignments, evaluation, allocation of resources, or any action affecting an individual's employment status or career progression.

3. Prohibited Conduct

   1. Relationships Involving Students: University employees are prohibited from evaluating, supervising, advising, overseeing, or otherwise exercising direct or indirect authority or influence over any enrolled student at the University with whom they have or have had a romantic relationship or who is a related person as defined by this policy in connection with employment, academics, research, experiential learning, co-curricular activities, student programs, or other University-sponsored or University-affiliated activities or opportunities.

   2. Minor Students: University employees are prohibited from engaging in a romantic relationship with any enrolled student at the University, other than his or her spouse, who is under eighteen years of age.

   3. Academic, Employment, and Student Opportunity Decisions: An employee may not supervise, evaluate, or exercise authority over decisions affecting a person with whom the employee has or has had a romantic relationship or who is a related person as defined in this policy.

      Such decisions include, but are not limited to, employment, academic, research, advising, grading, financial aid, internships, practica, clinical placements, assistantships, student employment, experiential learning opportunities, discipline, and access to institutional benefits or opportunities.

   4. Where related persons or individuals who have or have had a romantic relationship serve in the same academic department or employing unit, neither individual shall participate in, vote on, recommend, review, approve, or otherwise influence an employment decision affecting the individual.

   5. It shall be a violation of this policy to influence or attempt to influence individuals involved in employment decisions affecting a related person or a person involved in a current or former romantic relationship.

4. Disclosure and Conflict Management

   1. Employee Disclosure: Employees shall disclose via the Interpersonal Relationship Disclosure and Conflict Management Plan Form linked in this policy all actual or potential conflicts of interest arising from a current or former romantic relationship, or from a relationship involving a related person covered by this policy.

   2. Applicant Disclosure: Applicants for employment shall disclose relationships covered by this policy at the time of application and during the hiring process.

   3. Conflict Management Plans: In all cases where concurrent employment of related persons or those in a romantic relationship as defined in Section II of this policy was allowed, the justifying circumstances shall be set forth in a written conflict management plan via completion of the Interpersonal Relationship Disclosure and Conflict Management Plan Form linked in this policy. The conflict management plan must document the adjustment and be signed by all parties, including the employees, supervisor(s), responsible dean or director, and vice chancellor or chancellor and approved by Human Resources . The conflict management plans will be retained in the personnel files of the related persons or those in a romantic relationship. Conflict management plans may include reassignment of supervisory authority, grading authority, advising responsibilities, evaluative responsibilities, compensation decisions, hiring responsibilities, promotion reviews, tenure reviews, and other decision-making authority as appropriate to the circumstances.

   4. Human Resources: Human Resources, in collaboration with the provost and other appropriate University officials, shall maintain procedures for disclosure, review, management, and resolution of conflicts arising under this policy, including the development, implementation, and monitoring of conflict-management plans when necessary.

5. Concurrent Employment of Related Persons or Those in a Romantic Relationship

   1. Related persons or those in a romantic relationship may be employed by the University provided:

      1. Neither individual directly supervises the other.

      2. Neither individual participates in employment decisions affecting the other.

      3. Appropriate measures documented in the conflict-management plan are implemented; and

      4. The arrangement does not create actual or perceived conflicts of interest inconsistent with university operations.

      5. In recruitment and hiring processes involving related persons, a related person may not be employed if other candidates for the position are demonstrably superior.

6. Reporting, Investigation and Appeal

   1. Reports and disclosures made under this policy shall be reviewed and addressed through applicable university procedures.

   2. Retaliation against any individual for reporting a concern, making a disclosure, or participating in a review under this policy is prohibited.

   3. The University follows associated grievance policies for faculty, staff, and students to address complaints related to this policy.

7. Corrective Action

   1. Violations of this policy may result in discipline, reassignment of responsibilities, establishment of conflict-management measures, suspension, termination, or other corrective action appropriate to the circumstances.

8. Annual Reporting

   1. The Chancellor or designee shall report annually to the Board of Trustees concerning identified violations of this policy and actions taken to address those violations consistent with UNC System requirements.