Original Date: 6/24/2026
Policy Contact: Vice President, Human Resources
Policy
To maintain a healthy and respectful educational and work environment, Bellevue College prohibits romantic or sexual relationships between an employee and an individual over whom the employee has a position of academic or professional authority. In some cases, a written management plan may be entered when the relationship is promptly disclosed, and management is feasible. This policy does not restrict employees’ legal rights as citizens, including those of association and expression and protection from discrimination based on marital status. However, when the exercise of those rights conflicts with the institutional necessity of impartiality in academic and employment decisions, and a relationship creates a conflict of interest that cannot be effectively managed through an acceptable management plan, the college may take corrective action in accordance with the terms and conditions of employment governing the employee’s employment relationship with the college.
Violations of this policy, including failure to report, comply with directives, or retaliation of any kind will be subject to relevant disciplinary procedures under collective bargaining agreements, the student conduct code, and other college polices.
Principles
Romantic relationships between and among Bellevue College employees and/or students can lead to a conflict of interest that is detrimental to the functioning of the college because, if present, the professional authority under which employees’ decisions are made may be called into question. Romantic relationships where one person holds authority over another can create conflicts that interfere with the college’s responsibilities and obligations. Examples include the following:
- Risk of sexual harassment concerns. Concerns may arise when an employee in a position of authority has a romantic relationship with, or makes romantic advances toward, another employee or a student. When the employee has the power to influence the individual’s access to education, employment, or professional opportunities, it may call into question the individual’s ability to freely consent to the relationship.
- Risk of a hostile or offensive environment. A romantic relationship or advance may create a hostile or offensive academic or work environment if it is, or becomes, unwelcome and the employee fails to separate personal interests from professional responsibilities.
- Limits on access to educational or work opportunities. When an employee has, or may later have, decision-making authority over another employee or a student, the employee must step away from related decisions. This required recusal can limit the other individual’s access to educational programs, employment opportunities, or professional assessment, guidance, or decision-making.
- Impact on others. Romantic relationships between employees, or between employees and students, may also impact other students or colleagues by creating actual or perceived bias, favoritism, or unfair influence.
The college recognizes the importance of personal, consensual relationships but emphasizes the need to prevent negative consequences that may arise from romantic or sexual relationships within the college community, including but not limited to:
- Conflicts of interest.
- Power imbalances.
- Abuse of power.
- Coercion.
- Deterioration of morale.
- Exploitation.
- Favoritism; and
- Unfair treatment of others.
Definitions
Consensual romantic or sexual relationship
A consensual relationship is when individuals mutually consent to a romantic, physically intimate, and/or sexual relationship, whether casual or serious, short- or long-term. For purposes of consent to sexual activity, the definition of consent is provided in procedure 1445P Title IX Sexual Harassment Complaint (Procedures).
Hostile or offensive environment
A hostile work environment occurs when unwelcome conduct based on a protected characteristic is severe or pervasive enough to create a work environment that a reasonable person would consider an intimidating, abusive, or offensive workplace.
Position of academic or professional authority
An employee has a position of academic or professional authority over another person when the employee has or may reasonably anticipate a future responsibility for the following actions involving another individual:
- Supervise.
- Direct.
- Oversight.
- Recommend.
- Instruct.
- Coach.
- Mentor.
- Compensate.
- Evaluate.
- Grade.
- Advise.
- Discipline.
- Provide benefits to, or have some other control or influence on:
- Employment
- Educational status
- College-owned housing; or
- Professional future.
This definition applies to off-campus, curricular, co-curricular, and extracurricular activities.
Responsibilities
This policy applies to all Bellevue College employees, full-time and part-time, including:
- Classified and Exempt Administrative employees.
- Faculty (all ranks, including emerita).
- Officers.
- Student employees
- Residence hall staff.
- Contingent workers.
- College employees assigned to BC-affiliated entities; and
- Volunteers.
This policy applies to consensual relationships. When there is a concern regarding sexual harassment, sexual misconduct, or discrimination, policy 1445 Title IX Sexual Harassment or other policies may also apply.
Prohibited Relationships
Unless an approved management plan is in place, romantic or sexual relationships between an employee and an individual over whom the employee has a position of academic or professional authority are prohibited. For example:
Faculty, other employees, and volunteers are prohibited from engaging in romantic or sexual relationships with students they currently or in the foreseeable future will:
- Teach.
- Advise.
- Supervise.
- Evaluate; or
- Have some other form of influence or control over.
Faculty, other employees, and volunteers are prohibited from engaging in romantic or sexual relationships with employees or other faculty whom they:
- Oversee.
- Supervise.
- Direct.
- Evaluate; or
- Have some other form of influence or control over.
All faculty, classified and exempt administrative employees, and all other types of employees, including student and temporary hourly categories, are strongly discouraged from entering romantic and/or sexual relationships with students.
Student – student relationships are subject to the Student Code of Conduct policy 2050, WAC 132H-126.
Retaliation
Retaliation against any individual because that person has made a report or assisted with a report or investigation under this policy is prohibited and may constitute an independent basis for corrective or disciplinary action. Reporters are protected from retaliation under policy 1440.
Retaliation includes:
- Threats.
- Coercion
- Interference; or
- Any adverse action that negatively affects the individual’s employment, reputation, or other interest and is intended to dissuade a person from engaging in a protected activity.
First amendment protected activities are not considered retaliation. (See policy 6120 Expressive Activities WAC 132H-142).
Relevant Laws and Other Resources
- 1440 Discrimination, Harassment and Retaliation
- 1445 Title IX Sexual Harassment
- 1450 General Complaints
- 2050 Student Conduct Code (WAC 132H-126)
Revision History
Original 6/24/2026
Approved By
Board of Trustees
Last Updated July 13, 2026