Employment of Relatives

No.  3-6   Rev.  3-18-14  Date   8-17-77    

 

 

 

 

I. PURPOSE
 

To outline the University's policy toward employment of relatives and to minimize the negative impact on productivity and job satisfaction created by nepotism or the perception of nepotism.
 

II. DEFINITION
 

Immediate Family
 

For the purpose of this policy immediate family is defined as fathers, mothers, spouses, sons, daughters, brothers, sisters, uncles, aunts, nieces, nephews, first cousins, fathers-in-law, mothers-in-law, brothers-in-law, sisters-in-law, daughters-in-law or sons-in-law.
 

III. POLICY
 

A. University policy prohibits any individual holding a position for which payment is made from funds administered by the University to employ, appoint or vote for the appointment of members of his/her immediate family, in or to any position or employment, when the salary, wages, pay or compensation of such appointee is to be paid out of such funds. Subordinate supervisors may not hire the immediate family of their superiors, neither may supervisors employ two individuals of the same "immediate family" to positions for which the supervisor is responsible.
 

B. Exceptions to this policy require signature approval of the supervising vice president. If the exception pertains to a member of a vice president's immediate family, the exception must be approved by the president. Special consideration will be given in the case of tandem teams of faculty personnel involving husband/wife combinations where the employment of both offers a unique academic program advantage.
 

When exceptions are requested, a written request must be submitted to the supervising vice president explaining the family relationship and the reasons for the exception. This memo, with the vice president's approving signature, must accompany the payroll action request form used to implement the appointment. At the time an exception is granted, a clear, written understanding must be reached as to how salary changes will be implemented, how evaluations and promotions will be handled and how general supervision will be accomplished.  These exceptions must be reviewed for renewal every two years.
 

C. In the event a pre-existing relationship is discovered or a new family relationship develops among employees, a clear, written understanding must be reached as to how salary changes will be implemented, how evaluations and promotions will be handled and how general supervision will be accomplished.