This nepotism policy reflects the realities of today’s multi-professional, dual-career families in a manner that addresses nepotism concerns but does not inhibit the ability of the University to hire the best qualified individuals. Nepotism is generally inconsistent with the University’s longstanding policy of making employment decisions based solely on unit needs and individual qualifications, skills, ability, and performance.
Nepotism is generally prohibited within the University community. Nepotism means actions by a member of the University community that shall directly influence, benefit, or cause detriment to the University employment (e.g., hiring, promotion, supervision, evaluation, and determination of salary) of any other member who is a relative. Relative means a person’s father, mother, brother, sister, husband, wife, son, daughter, aunt, uncle, son-in-law, daughter-in-law, and step-relatives in the same relationships.
The employment of relatives within the University is not precluded, as long as the employment is in compliance with all University policies regarding employment qualifications, performance, promotion, and management of situations where nepotism, or the appearance of nepotism, is possible. See Governing Regulation X, Regulations Affecting Employment, and Human Resources Policy and Procedure 19.0, Nepotism, for additional University policies and procedures related to nepotism and the appropriate management of situations involving the employment of relatives within the University.