“The faculty member in the next office could easily be the next department chair or dean or head of the faculty personnel committee,” he said.“Being a supervisor in higher ed is often more fluid than in many other industries.Anita Levy, associate secretary for tenure, academic freedom and governance, said the issue rarely if ever comes up. Bates Distinguished Chair in Law at the University of Houston Law Center and director of its Institute for Higher Education Law and Governance, and former general counsel for the AAUP, said that’s probably true, and that cases like the one at Stanford make news because they’re rare.
Still, adhering to policy didn’t inoculate Saloner from being implicated in a lawsuit, or the related media scrutiny -- including a story in .
And outside experts said they weren’t surprised, since these relationships transcend regulation.
Instead, experts said, best practices should be applied.
The Council of Colleges of Arts and Sciences, a national association for arts and sciences deans, for example, has no official statement or position on faculty-dean relationships. Mc Cord, a member of the organization’s board of directors and dean of the College of Liberal Arts and Sciences at Northern Illinois University, addressed the issue based on his experience working within public universities.
He said most institutions are “very sensitive to power relationships” and “also keenly aware that university communities can be home to many complicated personal relationships.” So they’re also aware of the problems that can arise when those two concerns mix.
At Northern Illinois, Mc Cord said, administrators “tend to manage the intersection of consensual personal relationships and workplace relationships as conflict-of-interest issues.” Separate from that, he added, there are also much stronger policies on sexual harassment, which can be invoked “if someone attempts to abuse their power in the workplace or classroom to force a personal relationship on someone.” Mc Cord said he thought Northern Illinois’s stance -- trying to manage relationships rather than ban them -- was “fairly typical.” He noted that the institution also has a nepotism policy that requires an alternate supervision plan when family members are in an employee-supervisor relationships.
Cotton said most institutions don’t have a firm policies articulating these concerns.
But he said avoiding employee-supervisor relationships is certainly a “best practice.” (As a side note, Peter Capelli, the George W.
The closer administrators get to the faculty, the more complicated things become, however, Olivas said.
For example, he took issue with the idea that all faculty members “report” to deans. "I love my dean and give him the time of day but I've been here 33 years and outlived six or seven deans.
Taylor Professor of Management at the Wharton School at the University of Pennsylvania and director of Wharton's Center for Human Resources, said colleges and universities might be more likely than other kinds of businesses to have formal rules about employee dating.