University Policy 6.3
Consensual Relationships
Policy Statement
Romantic or sexual relationships between students or postgraduates (as defined by this policy) and faculty members, staff members, or others in positions of authority over them are prohibited whenever those relationships have the potential to interfere with an individual’s right or ability to pursue academic, training, research, or professional interests.
Reason For Policy
The university strives to protect the integrity of the university experience of students and postgraduates, with the freedom to pursue academic, training, research, and professional interests in an environment without preferential or unfair treatment, discrimination, harassment, bias, or coercion. In addition, the university expects faculty, staff, and others in positions of authority to manage their responsibilities appropriately and with sound professional judgment and impartiality. Finally, the university supports an overall educational environment that is free from conflicts of interest.
Entities Affected By This Policy
- Ithaca-based locations
- Cornell Tech
- Weill Cornell Medicine (“WCM”), which will administer this policy under separate procedures.
Who Should Read This Policy
- All members of the university community
Related Resources
University Policies and Information Applicable to All Colleges and Units
- University Policy 4.6, Standards of Ethical Conduct
- University Policy 4.14, Non-Research Conflicts of Interest and Commitment
- University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related Misconduct
- FAQs for Policy 6.3: Consensual Relationships
University Policies and Information Applicable to All Colleges and Units Except WCM
- SHARE (Sexual Harassment and Assault - Response and Education)
- Faculty Handbook
University Policies and Information Applicable to Only WCM
- Academic Staff Handbook
Contacts - All Colleges and Units Except WCM
Direct any general questions about this policy to your college or unit administrative office or human resources representative. If you have questions about specific issues, contact the following offices.
Contacts, All Colleges and Units Except WCM
| Subject | Contact | Telephone | Email/Web Address |
|---|---|---|---|
Policy Clarification and Interpretation
| College/Unit Human Resource Representative | Unit-specific | Find Your HR Rep |
| Cornell Office of Civil Rights (COCR) | (607) 255-2242 | titleix Cornell Office of Civil Rights | |
| Office of Dean of Faculty | (607) 255-4843 | deanoffaculty | |
| Office of Dean of Students | 607) 254-8598 | dean_of_students Office of the Dean of Students | |
| Office of Dean of Graduate School | (607) 254-7374 | dean_gradschool | |
| Office of Vice President of Human Resources | (607) 255-3621 | vp_of_hr | |
| Counseling and Psychiatry (for all students) | Counseling & Psychological Services (CAPS) – Cornell Health | (607) 255-5155 | cornellhealth Cornell Health |
| LGBT+ Health and Sexuality | LGBT Resource Center | (607) 254-4987 | lgbtrc@cornell.edu LGBT Resource Center |
| Reporting Criminal Behavior | Cornell University Police Department (CUPD) | (607) 255-1111 | cu_police |
| Sexual Harassment | Cornell Office of Civil Rights (COCR) | (607) 255-2242 | titleix Cornell Office of Civil Rights |
| Support for Faculty and Staff | Faculty and Staff Assistance Program (FSAP) | (607) 255-2673 | fsap@cornell.edu Faculty & Staff Assistance Program |
| Gender Equity | Gender Equity Resource Center | (607) 255-1406 | GenEq Gender Equity Resource Center |
Contacts - Weill Cornell Medicine
Direct any general questions about this policy to your college or unit administrative office. If you have questions about specific issues, contact the following offices.
Contacts, WCM
| Subject | Contact | Telephone | Email/Web Address |
|---|---|---|---|
| Policy Clarification and Interpretation | WCM HR Solution Center Office of Institutional Equity (OIE) | (646) 962-9247 (718) 619-5527 | hrsc equity |
| Counseling and Psychiatry (for students) | Student Mental Health | (914) 997-8691 (646) 962-6942 (after-hours answering service) | pam2029 studentmentalhealth |
| Counseling and Psychiatry (for any WCM community member) | Employee Assistance Program (EAP) | (212) 461-1769 | eapc |
| Sexual Harassment | Office of Institutional Equity (OIE) | (718) 619-5527 (917) 623-4280 | equity shc4038 |
Definitions
These definitions apply to terms as they are used in this policy.
| Consensual Relationship | Romantic and/or sexual relationship willingly undertaken by the parties. |
|---|---|
| Faculty | Academic titleholder who is not a postgraduate, including, but not limited to, those whose titles are modified by “visiting,” “courtesy,” “acting,” “adjunct,” “clinical,” “affiliate,” or “emeritus.” Includes librarians, lecturers, senior lecturers, research associates, senior research associates, and any other Cornell academic titleholders. |
| Staff | Employee of Cornell University who is not a faculty member or a student. |
| Position of Authority | Position that exercises authority over students or postgraduates, including, but not limited to, a:
Note: Position titles and responsibilities may differ from those on the list above; for clarification on whether authority may exist, contact the Cornell Office of Civil Rights. |
| Postgraduate | Postdoctoral fellow, postdoctoral associate, visiting critic, or visiting fellow; veterinary intern or resident; or medical intern, resident, or fellow. |
| Student | Undergraduate student, graduate student, high school student, student intern, or other individual engaged in an educational or academic program at Cornell. |
Responsibilities
The major responsibilities each party has in connection with this policy are as follows:
| All University Community Members | Refrain from exercising academic or professional authority over any student or postgraduate with whom the community member has, or has had, a sexual or romantic relationship. |
|---|---|
| Faculty Member, Staff Member, or Other in Position of Authority | Disclose existing relationships, as directed under this policy, to the Cornell Office of Civil Rights. Refrain from engaging in romantic or sexual relationships that are prohibited under the provisions described in the Prohibited Relationships section of this policy. |
| Cornell Office of Civil Rights (For Weill Cornell Medicine, all references to “Cornell Office of Civil Rights” refer to Weill’s Human Resources and the Office of Institutional Equity (OIE)) | Serve as the primary resource to the university community for guidance and enforcement of this policy. Receive disclosures of relationships, as required by this policy. In consultation with appropriate campus colleagues, determine whether recusal plans are necessary. Assist in the development of recusal plans, where appropriate. |
Principles
| Overview | As an institution where any person can find instruction in any study, Cornell
Regardless of their outcome, relationships between students or postgraduates and faculty members, staff members, or others in positions of authority over them can linger within the careers of all parties, potentially driving the student or postgraduate from a discipline or hampering the student’s or postgraduate’s academic and professional progress. |
|---|---|
| Terminology and Scope | This policy is about sexual and romantic relationships that are consensual and have a dynamic that involves power imbalance. This means that one individual in the relationship (the person in a position of authority) can or could influence the academic or professional progress of the other (the person in the subordinate role). University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related Misconduct, addresses bias, discrimination, harassment, and sexual and related misconduct. Some situations may implicate both this policy and University Policy 6.4. The university has the discretion to determine which policy and procedures best apply to a situation, and it will notify affected parties promptly regarding the applicable policy and as relevant, procedures. |
| Prohibited Relationships | Romantic or sexual relationships between students or postgraduates and faculty members, staff members, or others in positions of authority and are prohibited under these provisions: Provision 3 |
| Relationships That Are Not Prohibited, but That Require Disclosure | Because a graduate or professional student’s educational pursuits may evolve and that student may become academically aligned with a large number of faculty members or others who are affiliated with the same graduate field or degree program, the university discourages all intra-field/degree program relationships that are romantic or sexual in nature. When a sexual or romantic relationship develops under these circumstances that may not directly violate Provisions 1-4 (see the previous section), it is nonetheless important that the faculty member, staff member, or other person in authority promptly disclose the relationship to the Cornell Office of Civil Rights and that an appropriate recusal plan is developed. |
| Relationships Requiring Disclosure | Faculty members, staff members, or others in positions of authority must disclose a sexual or romantic relationship with a student or postgraduate under any of these circumstances:
Promptly disclosed relationships in violation of this policy are handled on a case-by-case basis by the Cornell Office of Civil Rights, with a focus on protecting the student’s or postgraduate’s educational and professional opportunities and addressing conflict of interest concerns for all parties. Prompt and honest disclosure is the only method to mitigate such violations of this policy, but does not provide immunity from discipline for violations. |
Procedures, All Colleges and Units Except WCM
| The Disclosure Process | If a student or postgraduate has any concern that a sexual or romantic relationship may be impacting their educational or employment environment, the Cornell Office of Civil Rights can offer guidance and resources. Employees who are aware of a relationship in violation of this policy are encouraged to disclose that information to the Cornell Office of Civil Rights. The individual in a position of authority is responsible for disclosure, and that individual should inform the student or postgraduate beforehand. Students and postgraduates are not obligated to inform the Cornell Office of Civil Rights of prohibited relationships or those requiring disclosure. However, any party may make the disclosure. If a student or postgraduate is the individual in a position of authority (for example, because of a teaching, laboratory, or other supervisory role over a student), then timely disclosure should be made to the individual’s supervisor (or the Cornell Office of Civil Rights). Thus, a graduate student working in a laboratory or serving as a teaching assistant in a course must disclose the potential for conflict of interest to the director of the laboratory or to the faculty member who is teaching the course. The individual and the supervisor must develop a Recusal Plan and promptly seek approval of the plan from the Cornell Office of Civil Rights. The purpose of disclosure is to set in motion a Recusal Plan that protects the individuals involved and the university environment. Disclosures reveal personal and potentially private information. The university will carefully consider the privacy and other interests of persons affected by disclosures when taking action under this policy. |
|---|---|
| The Recusal Plan | When a disclosure is made, the Cornell Office of Civil Rights, in consultation with appropriate campus colleagues (department chair, college human resources, Dean of the Faculty, etc.), develops a Recusal Plan or determines that one is unnecessary. The Cornell Office of Civil Rights (or other appropriate office, in consultation with the Cornell Office of Civil Rights) contacts the student or postgraduate in order to inform them of the disclosure, to seek their input on the proposed Recusal Plan, and to advise them of relevant resources. The Recusal Plan identifies and addresses conflict of interest and other problems inherent in sexual or romantic relationships where one individual has authority over another. It identifies the individuals responsible for its enforcement and the terms for its review and as necessary, renewal. The plan also specifies the individuals (in the department, lab, or other environment) who will be advised of the plan. The Recusal Plan should be approved and signed by both parties. It is filed at the Cornell Office of Civil Rights and in the college or unit Human Resources office. |
| Violations of This Policy | Violations of this policy include: failure to make a required disclosure in a timely manner, failure to adhere to a Recusal Plan, participation in a prohibited relationship, and retaliation against any person who, while acting in good faith, provides information about a suspected violation of this policy. The university may take disciplinary action as appropriate if an individual is found to have violated this policy. Violations of this policy are subject to discipline up to and including termination or expulsion. The Cornell Office of Civil Rights serves as the point of contact for complaints regarding, and investigation of, alleged violations of this policy. This policy is implemented consistent with existing Human Resources and disciplinary processes for faculty and staff. |
Procedures, Weill Cornell Medicine
| The Disclosure Process | If a Weill Cornell Medicine (WCM) student or postgraduate has any concern that a sexual or romantic relationship may be impacting their educational or employment environment, the associate dean, student affairs or associate dean, graduate school (hereinafter referred to as “associate dean”) and the WCM Human Resources (HR) office can offer guidance and resources. Employees who are aware of a relationship in violation of this policy are encouraged to disclose that information to WCM HR. The associate dean is an advisory resource along with WCM HR for those seeking guidance on whether to report a suspected policy violation. If a WCM student or postgraduate is the individual in a position of authority (for example because of a laboratory or other supervisory role over another student), then timely disclosure should be made to the individual’s supervisor (or the associate dean or WCM HR). Thus, a graduate student working in a laboratory must disclose the potential for conflict of interest to the director of the laboratory or to WCM HR. The individual and the supervisor should develop a Recusal Plan and promptly seek approval of the plan from WCM HR. Disclosures reveal personal and potentially private information. WCM will carefully consider the privacy and other interests of persons affected by disclosures when taking action under this policy. |
|---|---|
| The Recusal Plan | When a disclosure is made, WCM HR, in consultation with appropriate campus colleagues (department chair, associate dean, vice dean, etc.), develops a Recusal Plan or determines that one is unnecessary. WCM HR contacts the WCM student or postgraduate in order to inform them of the disclosure, to seek their input on the proposed Recusal Plan, and to advise them of relevant resources. The Recusal Plan identifies and addresses conflict of interest and other problems inherent in sexual or romantic relationships where one individual has authority over another. It identifies the individuals responsible for its enforcement and the terms for its review and as necessary, renewal. The plan also specifies the individuals (in the department, lab, or other environment) who will be advised of the plan. The Recusal Plan should be approved and signed by both parties. It is filed in WCM HR. |
| Violations of This Policy | Violations of this policy include: failure to make a required disclosure in a timely manner, failure to adhere to a Recusal Plan, participation in a prohibited relationship, and retaliation against any person who, while acting in good faith, provides information about a suspected violation of this policy. Pursuant to this policy, all reports of allegedly nonconsensual relationships will be referred to the associate dean. WCM may take disciplinary action as appropriate if an individual is found to have violated this policy. Violations of this policy are subject to discipline up to and including termination or expulsion. WCM HR serves as the point of contact for complaints regarding, and investigation of, alleged violations of this policy. In consultation with the vice dean and university counsel, WCM may develop and publish protocols and procedures to implement this policy. |
Responsible Office and Policy Administration
| Policy Clarification and Interpretation | Phone | Email/Web Address |
|---|---|---|
| Cornell Office of Civil Rights | (607) 255-2242 | titleix@cornell.edu |
Responsible Executive
| Unit | Title |
|---|---|
| Human Resources | Vice President and Chief Human Resources Officer |
Revision History
| Date Issued | August 24, 2018 |
|---|---|
| Date of Full Review | December 21, 2018 |
| Date Last Updated | June 12, 2025 |
| Revision Notes | Non-Substantial Revision - transfer to HTML; name change of Office of Institutional Equity and Title IX to Cornell Office of Civil Rights |