The policy does not create a contract implied or expressed, with any Vanderbilt employees, who are employees at will.Vanderbilt reserves the right to modify this policy in whole or in part, at any time, at the discretion of the University. However, employment of family members in situations where one family member has direct influence over the other's conditions of employment (i.e., salary, hours worked, shifts, etc.) is inappropriate.For the purpose of this policy, family members are defined as spouse, domestic partner, daughter, son, parent, grandparent, grandchild, sister, brother, mother-in-law or father-in-law.These relationships must not jeopardize the effective functioning of the University by the appearance of either favoritism or unfairness in the exercise of professional judgment.In relationships with students, the employee is expected to be aware of his/her professional responsibilities and to avoid apparent or actual conflict of interest, favoritism or bias.Supervisors may approve non-routine visits that do not interfere with an employee's ability to perform his/her work functions or the productivity of a work unit.As a large employer, Vanderbilt does have members from the same family who work at the University.
Employees may bring children to appropriate University-sponsored programs and activities.These relationships, even if consensual, may ultimately result in conflict or difficulties in the workplace.If such a relationship currently exists or develops, it must be disclosed: C. When employees interact with students, staff are in a position of trust and power.If questions or concerns arise regarding potential harassment or discrimination, the employee should contact the EAD.This policy is intended as a guideline to assist in the consistent application of University policies and programs for employees.In some cases, a concern over conflict of interest may arise involving other close relatives - such as aunts, uncles, cousins, or relatives by marriage.In any case, when employees are unsure about a potential conflict, they should fully disclose the circumstances in writing to their supervisor.Employees who engage in personal relationships (including romantic and sexual relationships) should be aware of their professional responsibilities and will be responsible for assuring that the relationship does not raise concerns about favoritism, bias, ethics and conflict of interest.In cases of doubt, advice and counsel should be sought from the next level of administrator, Employee Relations or the Employee Opportunity, Affirmative Action and Disability Services (EAD). Romantic or sexual relationships between employees where one individual has influence or control over the other's conditions of employment are inappropriate.Digital technology and smartphones in particular have transformed many aspects of our society, including how people seek out and establish romantic relationships.Few Americans had online dating experience when Pew Research Center first polled on the activity in 2005, but today 15% of U. adults report they have used online dating sites or mobile dating apps.