Nepotism- Employment of Relatives and Family Members

To avoid situations such as conflict of interest or favoritism, the University has established guidelines for employment of relatives. This extends to practices involving employee hiring, promotion, and transfer. No immediate family member or close relatives may be employed in positions where they will be subject to close supervisory authority of other relatives/family members or where a relative/family member, in the ordinary course of business, makes decisions or plays a significant role in making decisions concerning work assignments, duties, and responsibilities. 

Immediate family/close relative is defined as husband, wife, father, mother, father-in-law, motherin-law, grandfather, grandmother, son, son-in-law, daughter, daughter-in-law, uncle, aunt, nephew, niece, brother, sister, brother-in-law, sister-in-law, step relatives, and cousins. It may also include other close relationships similar to that of a relative.

If employees begin a dating relationship or become relatives of the same household, and if one party is in a supervisory position, that person is required to inform management and Human Resources of the relationship. 

This policy applies to full-time, part-time, temporary, and student employees. The University reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between employees, even if there is no direct-reporting relationship or authority involved. Any exceptions must be approved by the President and be subject to annual review.