1.14 Employment of Related Persons
If the employment relationship between relatives could reasonably lead, or appear to lead, to business-related conflicts of interest, improper influence, favor, or consideration, the University does not permit the concurrent employment of close relatives. For purposes of this policy, a relative means a husband, wife, father, father-in-law, mother, mother-in-law, brother, sister, son, daughter, uncle, aunt, nephew, niece, cousin, or grandchild, and their respective spouses, whether the relationship is established by blood, marriage, or otherwise. Some examples of such prohibited situations are:
where one relative has, or would have, the authority or practical power to supervise, appoint, remove, discipline, or alter the terms or conditions of the other's employment;
where one relative would be responsible for auditing the work of another; or
where other circumstances exist which would place a relative in a situation of actual or reasonably foreseeable conflict between the University's interests and their own.
In addition, the University will generally not hire or continue to employ the close relatives of employees of other organizations or of individuals with whom the University does business, when such employment might lead to the reality or appearance of improper influence or favor, or to a breach of confidentiality.
If it becomes necessary because of this policy to terminate the employment of one or more related employees, the University will usually permit the employees to decide which will terminate employment. If the related employees do not promptly decide, the University will generally make the selection after balancing the interests of the employees and the University.
Employees should not be allowed to participate in decisions relating to conditions or terms of employment for any relative who also works at the University.