Single Comprehensive Source of Information
Preventing abuse of power
We are committed to fostering a safe, fair and supportive environment for both our employees and students. To support this commitment, steps are taken to ensure there is no abuse of power.
<p dir="ltr">We understand that positive relationships, whether between employees or employees and students, are built on trust, respect, and integrity. These connections can often grow into meaningful academic, creative and professional partnerships, and this policy is not intended to limit the many respectful and constructive ways students and employees engage with each other. The policy is designed to safeguard both employees and students by addressing potential power imbalances and mitigating risks such as abuse, impropriety, bias, or harassment which can occur within intimate and close personal relationships.</p>
<p dir="ltr">In summary all staff members are required to declare any potential or actual conflicts of interest and personal relationships with the following additional caveats:</p><ul><li dir="ltr"><p dir="ltr"><strong>no relationships are permitted</strong> with students under the age of 18 or those that remain in compulsory education*</p></li><li dir="ltr"><p dir="ltr">members of the Vice Chancellors Executive (VCE) <strong>are prohibited</strong> from personal relationships with staff and students** </p></li><li dir="ltr">staff are <strong>strongly discouraged</strong> from student relationships where they:<ul><li dir="ltr"><p dir="ltr">have a direct engagement with the student’s teaching or assessment e.g. the students Lecturer, Technical Tutor, Course Leader (the same course of study) or moderator</p></li><li dir="ltr"><p dir="ltr">are otherwise providing direct support and advice e.g. Careers & Employability, Learning Development, Student Support</p></li></ul></li><li dir="ltr"><p dir="ltr">the University will typically expect practical adjustments to be made to line management and assessment of performance/study as a minimum, in cases where staff or students declare a relationship or conflict of interest where there is a position of power such as direct engagement with students as a teacher or advisor, or line manager</p></li><li dir="ltr"><p dir="ltr">the line manager and the Human Resources team will assess the declaration to consider whether any mitigation or adjustments are required to prevent favoritism, bias, abuse of power and for the safeguarding of both parties </p></li><li dir="ltr"><p dir="ltr">declarations should be made where there is an ongoing conflict and cases where something has occurred that is still relevant i.e. in the past academic year where a student remains enrolled/staff member remains within employment</p></li><li dir="ltr"><p dir="ltr">failure to declare a personal relationship or unreasonable refusal to enforce the adjustments required may result in disciplinary action as part of the University’s policy.</p></li></ul>
<p dir="ltr">* this is a legal requirement (save the statement extended to compulsory education)</p>
<p dir="ltr">**the recommendation is made on the basis that VCE are the highest authority in the University and whilst they may not directly manage someone they are ultimately in a position of power across all students and staff.</p>