6.1. After any alternative arrangements and/or protective measures have been put in place, the Head of Institution should consider whether any further actions might be necessary, which may include:
a. ensuring that any people affected are aware of the University’s support services;
b. where there is a failure to comply with the Policy and/or arrangements put in place, taking appropriate action under the relevant Disciplinary procedures;
c. maintaining appropriate records and making sure that any relevant correspondence between the Head of Institution and member of staff is saved on the person’s personnel file; and
d. learning lessons for the future, for example, if the disclosure has raised any concerns about appropriate boundaries in the Institution, considering interventions such as training.
6.2. There may be exceptional circumstances where it is difficult to avoid a member of staff having or maintaining some responsibility for a student even though a close personal relationship has arisen and been declared. For example, where a student is conducting research in a very specialist area and/or where no supervisor is available. In such circumstances, the Head of Institution or equivalent post-holder shall consider engaging an external supervisor, and a non-specialist co-supervisor, at no additional cost to the student, to ensure that the student and other students are treated equitably and consistently.
6.3. Under no circumstances may a Relevant staff member who is involved in, or has had an intimate relationship with a student, take on, or continue in any supervisory or tutoring role for them, even if the relationship predated introduction of the Policy and was declared within the Policy timescales.