Operating Policies and Procedures Manual

Effective Date:  07/01/91
Policy Number:  07-07
Section:  Human Resources
Subject:  Nepotism
 

POLICY

To avoid potential or perceived conflicts of interest that may arise when an employee participates, formally or informally, in decisions to hire, retain, promote, or determine the salary of a related person, the university has adopted the following guidelines.

No employee should have any direct or indirect supervision or direction over any employee to whom they are related by marriage or blood.  No employee should participate in any peer judgment or administrative review of any employee to whom they are related by blood or marriage.

Provided, however, in some extraordinary and narrowly limited circumstances it may be in the best interest of the university to allow an employee to hold a supervisory position notwithstanding the concurrent employment of a spouse or relative.  In such cases, appointment to such a position is only available upon the prior recommendation of the president of the university and approval of the Board of Trustees.  In such cases, the President and the administrative head of the campus or service area shall develop written procedures to protect the employees involved, and the university, from the appearance of bias, prejudice or favoritism.

Adopted by the Board of Trustees February 16, 1995.

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Last updated on 01/29/2004