RESPONDING TO NEPOTISM AND PERSONAL RELATIONSHIPS

Related Policy – Nepotism and Personal Relationships

About This Procedure

University Procedure

Responding to Nepotism and Personal Relationships
Whenever a person recommending, or considering the acceptance of, an appointment to a staff, faculty, or other position has reason to believe that a familial or personal relationship as described in this policy exists or may exist in the potential employment situation, they must report the facts to the appropriate university official so that a determination may be made prior to the actual appointment.

1. When a prohibited instance of nepotism is created while existing employment, the employees and/or supervisor must promptly notify the relevant dean or director.
2. The dean/director must inform the Office of Human Resources for assistance in developing an approved management plan.
3. The Office of Human Resources will consult with the president, Senior Leadership Team, Board of Regents, and general counsel, as appropriate.
4. Management plans must be reviewed and signed by the involved parties, the relevant dean/director, the appropriate vice president, and the director of human resources.
5. Final copies of all approved management plans must be forwarded to the Office of Human Resources which will retain copies.
6. The Office of Human Resources, in cooperation with the relevant unit, will review all approved management plans periodically for effectiveness, but no less than every three years, or as conditions change.