Nepotism

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Policy No.: 1101
Effective Date: 09/22/09
Revised Date: 03/30/16
Reviewed Date: 03/30/16

Nepotism Policy

Purpose

1.1 To provide guidance regarding the employment of family members within the University of Nebraska Medical Center (UNMC) campus.

Scope

2.1 This policy is applicable to all UNMC staff and faculty.

Basis of the Policy

3.1 University of Nebraska Board of Regents Bylaws section 3.2.2.

Authorities and Administration

4.1 The Board of Regents has overall responsibility across the University of Nebraska.

The Chancellor is responsible for policy adherence and approval of any exceptions at the campus level.

The Assistant Vice Chancellor, Executive Director for Human Resources and Associate Vice Chancellor, Academic Affairs along with the Division Director, Staffing, Compensation, Records, & HRIT are responsible for the administration of this policy.

Business unit management is responsible for policy adherence within their departments.

Policy

5.1 Except as authorized in section 5.2 of this policy, an official or employee in the University of Nebraska Medical Center shall not engage in nepotism and no employee shall hire or supervise a family member.

For the purposes of this policy:
(a) Family member means an individual who is the spouse, child, parent, brother, sister, grandchild, or grandparent, by blood, marriage, or adoption, of a University official or employee;
(b) Nepotism means the act of hiring, promoting, or advancing a family member in the University or recommending the hiring, promotion, or advancement of a family member in the University, including initial appointment and transfer to other positions in the University; and
(c) Supervisor means an individual having authority, in the interest of the University, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline employees, responsibility to direct them or to adjust their grievances, or effectively to recommend any such action, if the exercise of such authority is not merely of a routine or clerical nature but requires the use of independent judgment.

In addition to the other penalties provided by law, any University employee violating the provisions above may be subject to disciplinary action.

5.2 Under normal operating circumstances there will be no exceptions to this policy. Should the situation warrant, an exception request to this policy may be submitted to the Chancellor. If approved the exception will be submitted to the President of the University of Nebraska for filing with the State of Nebraska Accountability and Disclosure Commission. For detailed directions regarding the exception request process, see UNMC Procedures No. 1101, Nepotism.

5.3 In the event of an approved exception, UNMC requires recusal (the relinquishment of the supervisory role) when supervisory or evaluative relationships exist between members of the UNMC community and family members. This includes, but is not limited to, persons in the following professional relationships: line officers and faculty; faculty and students; tenured and non-tenured faculty; graduate assistants and students; supervisors and the employees they supervise; and student or employee and administrator, advisor, counselor, or other staff member who has supervisory responsibility for that student or employee. Recusal must occur regardless of the status of the individuals involved.

5.4 An employee who becomes a supervisor to his or her family member other than by means of nepotism shall notify his/her immediate supervisor as soon as possible and follow the steps outlined in UNMC Procedures No. 1101, Nepotism.

Notice of Non-Discrimination

Please see UNMC's Notice of Non-Discrimination regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment.

Additional Information

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