5.1. Following receipt of a disclosure, the Head of Institution or equivalent post-holder will ensure as appropriate that the student is aware of the disclosure and that any appropriate alternative arrangements are put in place to avoid the member of staff having any professional connection with the student.
5.2. In all circumstances the Head of Institution or equivalent post-holder will deal with the situation in a manner that protects the privacy of all parties and may seek advice on a confidential basis from local institutional HR and/or the relevant HR Business Partnering Team.
5.3. Those involved will be expected to comply with any decision, action and/or steps taken.
5.4. It is expected that any alternative and/or protective measures will have the effect of avoiding conflicts of interest by ensuring the member of staff ceases to have, or does not acquire, any responsibility for the student. This may involve any of the following:
a. acknowledging receipt of the disclosure in writing, and signposting the member of staff to support that may be helpful;
b. treating the notification in confidence as far as is possible;
c. consulting with the member of staff and the student to identify any impact their relationship may have, or may already have had, within the institution, wider University and potential impact on other staff and students;
d. re-organising the member of staff’s duties to ensure they are not teaching, supervising, tutoring, mentoring, assessing, examining, providing welfare/pastoral support or participating in administration or management of any activities in which the student is involved; e. the member of staff withdrawing from writing references and recommendations, or being involved in any decision concerning admissions, awards/prizes, scholarships, or bursaries for the student;
f. considering whether they should notify the member of staff’s College.