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5.2 Where a staff member has a student relative, or is currently or has been in a close personal relationship with a student, that staff member must not take any part in any academic or administrative decision-making processes in respect of that student, including (but not limited to) the following: 5.3 Where a close personal relationship between a staff member and a student has created, or has the potential to create a conflict in the supervision and/or assessment of the student, the staff member must formally terminate any supervisory and/or evaluative role and make alternative arrangements for the supervision and/or evaluation of the student's work.
5.4 It is the duty of the staff member to disclose to their Head or Committee Chair or, where there is a conflict with that person, the Head's next-in-line manager or committee, any close personal relationship involving a student or student relative, as soon as the staff member becomes aware of the possibility that they might, if not for this policy, be involved in one of the processes listed at above, or a similar decision making process.
"University" means The University of Western Australia.
The university strives to be a family-friendly workplace and is committed to maintaining a culture of inclusion, trust and respect.
Activities that are incompatible with this policy include, the involvement of a staff member in the admission, supervision, assessment or examination of a student with whom they have, or have had, a close personal or financial relationship, or, with whom they have or have had a sexual relationship, the supervision of a student or another member of staff by a staff member with whom they have or have had a sexual relationship.
The employment of individuals in a close personal relationship may cause conflicts of interest or perceived conflicts of interest.
5.7 If for any reason the Head, Chair or Supervisor does not find it possible to avoid altogether the involvement of people in the close personal relationship, the Head's next-in-line manager must formally approve the arrangement proposed by the Head before it is implemented. cross-marking or co-supervision of the student's work, must be formally approved by the Head of School prior to implementation.
5.8 If a staff member or committee member is found to be in a personal relationship and the potential conflict of interest has not been disclosed, any decision taken in relation to the student and any potentially affected students will be reviewed by the relevant Chair, or Head and may render the process null and void, or may be amended by the Chair or Head.
UWA acknowledges that some staff and students of the University will be related to one another or develop an intimate personal and/or sexual relationship.
The staff student relationship must not jeopardise the academic integrity or effective functioning of the University by the appearance of either favouritism or unfairness in the exercise of professional judgment.
In relationships with students, the staff member is expected to be aware of their professional responsibilities and to avoid apparent or actual conflict of interest, favouritism or bias.
"Misconduct" for the purposes of this policy can also mean serious misconduct.
"Relative" means the spouse, de facto spouse, same-sex partner, son, daughter or remote issue, or brother or sister, or remote linear ancestor, parent, and relationships by marriage or law, or cultural family relationship.
4.1 As far as possible management of a disclosure of a personal relationship is the responsibility of the supervisor or manager notified of the conflict, and will include consideration of the nature of the relationship and the appropriateness of the employee to resume any activities that involve the conflict.