To establish guidelines regarding the employment of members of the same family.

Faculty and staff members should not be in the position of supervising, directing, setting the pay, or making final decisions regarding the terms and conditions of employment and/or compensation for their spouses, children, and other close relatives, or University-registered, same-sex domestic partners. This applies to all University staff employees, regardless of classification or status.

Guidelines:

1. When a staff employee is in a situation that may place him/her in violation of this policy, an individual with supervisory responsibility should bring the relationship issues to the attention of the appropriate Dean, Director or Administrative Officer in writing. It is the responsibility of the Dean, Director or Administrative Officer to promptly address any complaint involving relationship issues and to consult with University Human Resources Management (UHRM).
   
   In general, if one of the related parties is uniquely qualified to work for the other based on unique qualifications for a position and performs work in direct support of teaching or research, the related persons may continue to work together, provided the Dean, Director or Administrative Officer arranges for others to oversee all matters related to compensation, expense approval, and performance evaluations. In other circumstances one of the related parties may be reassigned.
2. The University recognizes that family relationships within the same work area, regardless of reporting relationship, have the appearance of favoritism and may affect other employees or group work settings. Complaints about such relationships should be submitted either to UHRM or to the Provost's Office. All such complaints will be treated confidentially and will be addressed by UHRM or the Provost’s Office.