divorce) until such time as there is no effect upon impartiality.

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2.4 Employment Decision A decision that includes, but is not limited to, one relating to the search, selection, or appointment of an individual to employment; establishing the terms and conditions of employment; determining compensation; evaluating work performance; voting for or otherwise considering reappointment, promotion, or tenure; issuing disciplinary action; or any other action that assesses, determines, or influences work performance, career progress, or other employment status. PROHIBITED CONDUCT The prohibited conduct in this section shall be considered misconduct subject to disciplinary action.

3.1 Improper Relationships with Students 3.1.1 A University employee shall not have or share educational responsibility for any student enrolled at NC State with whom the employee has an amorous or familial relationship.

3.1.2 A University employee shall not engage in sexual activity with any student enrolled at NC State (other than his or her spouse) who is a minor under the age of 18.

3.2 Employment Decisions A University employee shall not have or share authority for employment decisions for an employee with whom the individual has an amorous or familial relationship.

Other members of the University community, such as health care providers, may be covered by additional legal and/or licensure requirements with regard to their relationships with clients.

Because of the potential for a conflict of interest, any member of the University community who enters into a consensual relationship with someone over whom he or she has supervisory, decision-making, oversight, evaluative, or advisory responsibilities shall take effective steps to remove himself or herself from any professional decisions concerning that individual.It is always the responsibility of the individual in authority to maintain appropriate professional boundaries.Individuals in authority are expected to be aware of their professional responsibilities and avoid apparent or actual conflict of interest, favoritism, or bias.This policy addresses potential conflict of interest situations applicable to all members of the University community: faculty and other academic personnel; students; senior managers, including Officers, Chancellors, Vice Chancellors, and Deans; staff employees; and contract employees.Faculty also are covered by additional requirements in the Academic Personnel Policy APM-015, Faculty Code of Conduct.The University recognizes that a consensual relationship may exist prior to the time an individual is assigned to a supervisor.