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Nepotism/Employment of Relatives

Policy Number: HR-46
Effective Date: July 2002
Revisions: June 2002, July 2000, September 2007
Responsible Officer: Vice President for Human Resources

PURPOSE

This policy was established to ensure compliance with Equal Employment Opportunity guidelines and to preserve and promote non-discrimination regarding hiring, promotion, and employment practices.

I. POLICY

The University regulates the reporting relationships of individuals who are related by blood or marriage in order to avoid the appearance of conflict of interest, influence, or favoritism.

II. ELIGIBILITY

This policy applies to all University employees who are not affiliated with collective bargaining units.

III. DEFINITIONS

Relative is defined as any of the following including those by virtue of blood, marriage, or remarriage: spouse, children, parent, grandparents, siblings, aunts, uncles, nieces, nephews, and cousins.

IV. GUIDELINES

  1. Individuals who are related may be employed by the University provided there is no direct reporting relationship between the relatives.
  2. It is considered to be an unacceptable reporting relationship when an employee works under the immediate supervision of a relative or in any position for which a relative could participate in the decision to employ, promote, recommend or approve salary adjustments, or terminate employment of that employee.

V. PROCEDURES

  1. The University will not allow relatives to be placed or promoted into supervisor/manager reporting relationships.
  2. In the case where two employees marry, continuing employment is available for both spouses provided that there is no direct reporting relationship or decision-making influence on conditions of employment.
  3. If such relationships exist, the employees must disclose the relationship immediately and the employees must be separated (physically or organizationally), so that one does not have any direct or indirect responsibility, authority or control, real or perceived, over the other. Any and all steps taken to eliminate any real or potential authority or control one employee has over the other must be set forth in writing by the applicable senior administrator and filed in the employees’ personnel files.

Additional Information: See Section 2.2 of the Code of Conduct for more information on relationships between employees and HR-5 Personal Relationships. Inquiries regarding this policy can be directed to the Human Resources Department.