Nepotism

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Policy No.: 1101
Effective Date: 09/22/09
Revised Date: 10/11/10
Reviewed Date: 12/10/13

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 Sec. 81-108 RRS. Nebraska and Sec. 49-1401 and 49-1499.03 RRS. Nebraska, University of Nebraska Board of Regents Bylaws section 3.2.2, University of Nebraska Administration Human Resources Handbook for Policies

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, the following shall apply:

  • Employees of UNMC shall not engage in nepotism.
  • 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.
  • Employees of UNMC shall not act as a supervisor to his or her family member.
  • Supervisor means an individual having authority, in the interest of the University, to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward, or discipline employees, responsibility to direct them or to adjust their grievances, or effectively to recommend any such action.
  • 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.
  • 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 members of their immediate family. 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 may occur without explanation, but it 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.

Equal Employment Opportunity

6.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.

Additional Information

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