3 FAM 1500
THE MERIT SYSTEM AND PROHIBITED PERSONNEL PRACTICES
CONSENSUAL RELATIONSHIPS
(CT:PER-1237; 07-07-2025)
(Office of Origin: S/OCR)
3 FAM 1511 POLICY
(CT:PER-1237; 07-07-2025)
(State)
(Foreign Service employees, Civil Service employees, and Locally Employed
Staff)
a. This policy sets out Department guidance on consensual relationships between supervisors and subordinates within the same supervisory chain.
b. Consensual relationships are dating or sexual relationships willingly undertaken by the parties. This definition applies to all such relationships, regardless of the sexes of those involved.
c. The Department of State is committed to a workplace free from conflicts of interest, favoritism, and the potential for sexual harassment.
d. Consensual relationships between supervisors and subordinates within a direct supervisory chain have the potential for creating harm. Such relationships may create the appearance of impropriety, call into question a supervisor's objectivity, result in actual or perceived preferential treatment, or affect office morale and efficiency. In some cases, such relationships may lead to allegations of sexual harassment.
e. To prevent such harms, Department policy prohibits employees from directly supervising or evaluating an employee with whom they are having a consensual relationship.
f. When employees are engaged in a consensual relationship in which one employee serves as the first- or second-line supervisor of the other, both employees are responsible for initiating arrangements to address potential conflicts of interest. This requires employees to contact the principal deputy assistant secretary (PDAS) or PDAS-equivalent of the bureau in which the employees' office is located, or, at a post abroad, the deputy chief of mission (DCM). Domestic employees at locations outside of Main State, such as regional passport offices, should contact the highest-ranking official at that location.
g. Any PDAS, DCM, or their regional equivalents who are themselves involved in such a relationship must contact their supervisors. Failure to notify the appropriate official in order to initiate arrangements may result in admonishment or the imposition of discipline.
h. The employees involved in the relationship and the notified official must then fashion arrangements to avoid potential conflicts of interest. Although appropriate arrangements will vary according to the particular circumstances, at a minimum, the supervisor may no longer rate or review the employee with whom he or she has a relationship.
i. This policy does not apply to employees who are in different supervisory chains or who are peers in the same chain (i.e., who do not have supervisory responsibilities over one another). Nonconsensual relationships are covered under the Department's policy on sexual harassment.
j. Nothing in this policy contravenes other relevant regulations such as standards for appointment and continued employment (see 3 FAM 4130); and standards of ethical conduct for employees of the executive branch (see 5 CFR Part 2635), including the prohibition on use of public office for private gain (see 5 CFR 2635.702), and the requirement for impartiality in performing official duties (see 5 CFR 2635.501 and 2635.502).
k. Questions regarding this policy or regarding options available for resolving issues arising under this policy should be referred in the first instance to the Bureau of Global Talent Management, Office of Employee Relations (GTM/ER). Allegations of sexual harassment should be referred to the Anti-Harassment Program (see 3 FAM 1520). Questions regarding the application of this policy to LE Staff should be referred to the Office of Overseas Employment (GTM/OE).
3 FAM 1512 through 1519 unassigned