Employment of Relatives | University Policy Library

Visit the Human Resources Contact Us info page if you have questions about an HR policy or a related matter

Quick Links

Human Resources website HR policies under review or recently updated ABOR Policy Manual Appropriate Use of IT Resources Conditions of Faculty Service Conditions of Service for Academic Professionals Conditions of Postdoctoral Service Conditions of Service for Service Professionals Consensual Romantic or Sexual Relationships Electronic Mail Tobacco-Free Campus Whistleblower Protection Weapons on Campus

Use the feedback form to provide input about a policy document or this library

Human Resources

1.05 Employment of Relatives

This policy defines and prohibits undo nepotism in the hiring, promoting, compensating, and supervision of University employees.

Origination date: 10/1/93
Revised: 1/1/2000
Applicability: All Employees

To avoid conflicts of interest and other issues related to nepotism, the University permits the employment of family members only in compliance with the following restrictions. No University official or employee may hire or employ; suggest the hiring or employment; direct or promote the hiring or employment; suggest, promote, or direct the promotion; or directly or indirectly supervise the work, evaluate the performance, or influence the compensation or other employment-related benefit for any family member within the third degree of relationship. No University employee may work for or report to any family member within the third degree of relationship.

The third degree of relationship includes:

parents/parents-in-law
son-in-law/daughter-in-law
brother/sister
grandparents/great grandparents
spouse
grandchildren/great grandchildren
son/daughter
aunt/uncle
brother-in-law/sister-in-law
niece/nephew

Members of the same family may be employed in the same department or other comparable administrative unit, except in the following situations:

When one member of a family is responsible for making decisions in personnel matters involving the appointment, retention, or salary level of another member of the same family;
When one member of a family is responsible for supervising, evaluating, or auditing the work of another member of the same family; or
When other circumstances exist which place members of the same family in situations of actual or reasonably foreseeable conflict between the interests of the University and the family members.

In addition to applying to legally-recognized familial relationships, this policy will also be applied in situations where a conflict of interest could occur in relationships which are not legally recognized but where employees maintain a relationship that is in essence similar to the relationships enumerated above.