Amorous Relationships Policy

Amended by the Colorado
Policy Contact:
School of Mines Board of
Title IX & Equity Compliance Office
Trustees July 15, 2016
krcurran@mines.edu

1.0 BACKGROUND AND PURPOSE

This policy is promulgated by the Board of Trustees of the Colorado School of Mines (“Mines” or
“the University”), pursuant to the authority conferred upon it by C.R.S. §23-41- 104(1). Through
this policy, Mines outlines its expectations regarding amorous relationships between Mines’
community members. This policy shall govern if any of its provisions conflict with other Mines
policies.
2.0 POLICY
For the protection of al Mines community members, amorous relationships with inherent
conflicts of interest and significant power differentials are prohibited unless and until the
conflict of interest is disclosed AND removed.
Even if both parties to the amorous relationship appear to have consented, if the parties are in
unequal positions relative to one another, this may result in significant power differentials. The
existence of a power differential may restrict the less powerful individual's choice to participate
freely and wil ingly in the relationship due to actual or perceived coercion and/or retaliation.
Mines considers there to be three categories of amorous relationships: a) those not subject to
the restrictions below; b) those that are permitted with appropriate disclosure and conflict of
interest monitoring; and c) those that are prohibited. The latter two are discussed below.
2.1 AMOROUS RELATIONSHIPS REQUIRING DISCLOSURE AND CONFLICT OF
INTEREST MONITORING
If an amorous relationship between Mines community members does not have a current conflict
of interest or power differential, but could reasonably result in either at some point in the future,
then disclosure to and monitoring by the appropriate supervisor are required. Examples of
amorous relationships that must be disclosed include, but are not limited to:

• Employees who have an amorous relationship with another person over whom they
have indirect supervisory responsibilities (e.g., influence over assignments, oversight of
hours worked or schedules, input regarding performance, etc.)

• An Instructor who engages in an amorous relationship with a student for whom the
Instructor has no current professional responsibility, but where there is a reasonable
expectation that the Instructor may have professional responsibility for the student at
some point in the future.

2.2
PROHIBITED AMOROUS RELATIONSHIPS
The following amorous relationships are prohibited under all circumstances:
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Amorous Relationships Policy

Amended by the Colorado
Policy Contact:
School of Mines Board of
Title IX & Equity Compliance Office
Trustees July 15, 2016
krcurran@mines.edu

• No person in a Position of Trust, as defined below, shall engage in an amorous
relationship with a student.

• No Instructor shall engage in an amorous relationship with a student who is enrolled in a
course being taught by the Instructor, whose academic performance is supervised by the
Instructor, or who volunteers for or performs work of any kind for the Instructor.

• No Supervisor shall engage in an amorous relationship with a person over whom they
have direct supervisory responsibilities.

• No Mines employee shall engage in an amorous relationship with another Mines student
or employee over whom they have evaluative responsibilities, such as in the context of a
thesis or a promotion/tenure committee.

Any such relationship wil be presumed to be non-consensual by Mines. Any employee who is
aware of such a relationship is a mandatory reporter and must report the existence of a
prohibited relationship to the Title IX and Equity Compliance office.
3.0 VIOLATIONS AND SANCTIONS FOR VIOLATIONS
• Engaging in an amorous relationship that is prohibited by this policy constitutes a
violation that may result in sanctions up to and including removal of the employee’s
supervisory, instructional or evaluative responsibilities and/or termination.

• Failing to disclose an amorous relationship as required by this policy constitutes a
violation that may result in sanctions up to and including removal of the employee’s
supervisory, instructional or evaluative responsibilities, and/or termination.

• In cases where a student employee has engaged in an amorous relationship that may
have violated this policy, the matter wil be referred to the Dean of Students for
adjudication.

4.0 RETALIATION PROHIBITION AND SANCTIONS FOR RETALIATION

Mines’ employees may not retaliate against an individual for making a report under this Policy or
participating in an investigation regarding allegations that fall within the Policy. Any employee
who engages in retaliation may be subject to disciplinary action up to and including termination
and/or expulsion. Reports of retaliation wil be reviewed and investigated in the same manner in
which other allegations of misconduct are handled.

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Amorous Relationships Policy

Amended by the Colorado
Policy Contact:
School of Mines Board of
Title IX & Equity Compliance Office
Trustees July 15, 2016
krcurran@mines.edu

5.0 IMPLEMENTATION

Mines’ Board of Trustees directs the President or President’s delegates to develop, administer,
and maintain the appropriate administrative policies, procedures, and guidelines to implement
this policy.
6.0 DEFINITIONS

Amorous relationship: a romantic, dating, or sexual relationship. This definition excludes
marital or civil union relationships.
Employee: Any person employed or appointed by Mines, including but not limited to, academic
faculty, administrative faculty, state classified staff, graduate assistants, student hourly
employees, non-student hourly employees, non-paid staff, authorized volunteers, non-
remunerative appointees, and student work-study employees.
Instructor: Any person who performs any teaching, instruction, or coaching duties at Mines,
including academic faculty members, instructional staff, athletic coaches, non-remunerative
appointees and graduate students with teaching or tutorial responsibilities.
Person in a Position of Trust: Any person employed in a position that could or would
compromise the employee’s ability to perform his or her duties appropriately if they engaged in
an amorous relationship with a Student. Persons in Positions of Trust at Mines include, but are
not limited to, employees of the Admissions Office, Registrar’s Office, Student Life Division
including the Residence Life Office, Center for Academic Services and Advising (CASA), and
Public Safety Department.
Student: Any person who is applying to the University or who is currently enrolled at Mines,
regardless of age or status.
Supervisor: Any person employed at Mines who occupies a position of authority over another
employee with regard to hiring, administering discipline, conducting evaluations, granting salary
adjustments, or overseeing or assigning work.


7.0
REVIEW CYCLE AND HISTORY

The policy wil be reviewed at least every two years by the Title IX and Equity Officer.
Promulgated by the CSM Board of Trustees on February 14, 1992.
Amended by the CSM Board of Trustees on June 18, 1992.
Amended and Administratively Adopted March 2012.
Amended by the CSM Board of Trustees on July 15, 2016.(formerly known as the “Personal
Relationships Policy”)
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