Purpose

The employment of relatives can cause various problems including but not limited to charges of favoritism, conflicts of interest, family discord and scheduling conflicts that may work to the disadvantage of both the university and its employees.

Scope

This policy applies to all faculty, staff, and individuals employed by or seeking employment with the University.

Policy

For the purposes of this policy the term “relative” shall include the following relationships:  relationships established by blood, marriage or legal action.  Examples include the employee’s: spouse, mother, father, son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, stepparent, stepchild, aunt, uncle, nephew, niece, grandparent, grandson or cousin.  The term also includes domestic partners (a person with whom the employee’s life is interdependent and who shares a common residence) and a daughter or son of an employee’s domestic partner.

It is the goal of the university to avoid creating or maintaining circumstances in which the appearance or possibility of favoritism, conflicts, or management disruptions exist.  The university may allow existing personal relationships to be maintained or employ individuals with personal relationships to current employees under the following circumstances:

• They may not create a supervisor/subordinate relationship with a family member;
• They may not supervise or evaluate a family member;
• The relationship may not create an adverse impact on work productivity or performance;
• The relationship may not create an actual or perceived conflict-of-interest.