Employment of Close Relatives (Nepotism)

Handbook of Operating Procedures 5-1260

Employment of Close Relatives (Nepotism)

The University of Texas at Austin
Executive Sponsor: Senior Vice President and Chief Financial Officer
November 1, 2001

 


Section I. General Policy Guidelines

 

  1. Policy Statement

It is the policy of The University of Texas at Austin to prevent conflicts of interest and appearances of favoritism that result from the appointment, reappointment, and/or supervision of an employee by a close relative.

 

  1. Scope

This policy applies to all employees of The University of Texas at Austin.

 

  1. Definitions
  1. A close relative is an employee's spouse, son and daughter (including stepchild), son-in-law and daughter-in-law, parents (including stepparents), father-in-law and mother-in-law, brother and sister (including stepbrother and stepsister), brother-in-law and sister-in-law, aunt, uncle, niece, nephew, grandparent, grandchildren, great grandparent, and great grandchildren.
  1. Supervision means the exercise of authority or responsibility with regard to appointment, reappointment, promotion, managing performance, work assignments, salary administration, termination or other terms and conditions of employment.

Section II. Obligations

 

  1. Avoidance of Nepotism

No University employee may approve, recommend, or otherwise take action with regard to the appointment, reappointment, promotion, salary or supervision of a close relative as defined by this policy.

 

  1. Disclosure Responsibility

Employees are required to fully disclose the existence of any relationship that may create a conflict of interest at the time of employment, or that develops at any time during employment.

 

Section III. Management Options for Avoiding Conflicts of Interest

 

  1. Limiting Applicant Pool

If an applicant for employment in a department is a close relative of another departmental employee, and the hire of the applicant would place him or her under the supervision of a close relative, the head of the hiring unit may omit the applicant from those being considered for the available position.

 

  1. Alternative Supervision
  1. If an appointment, reappointment, or promotion of a person places him or her under the supervision of a close relative, all actions with regard to the terms and conditions of employment of the supervised employee, including the annual performance evaluation, shall be the responsibility of the next highest administrative supervisor.
  1. The performance evaluation must be in writing and submitted for review and approval to the Associate Vice President for Human Resources in the case of classified employees. In the case of faculty or administrative and professional employees, the performance evaluation shall be submitted for approval to the chief administrative officer.

Section IV. Miscellaneous

 

  1. Reporting to System

Pursuant to the Regents' Rules and Regulations Rule 30106, The University of Texas at Austin shall annually report all nepotistic relationships to The University of Texas System.

 

  1. Employment of Board of Regents' Relatives

No close relative of a Regent of The University of Texas System shall be eligible for employment in any position within the University. An exception to this rule is made when the related employee has been continuously employed with the University for thirty (30) days prior to the appointment of the related Regent, as provided for in the Regents' Rules and Regulations, Rule 30106.

 

For Assistance: Questions regarding nepotism should be directed to the Human Resources, Compensation Section, or to the website: http://www.utexas.edu/hr/.

 

Previously HOP 4.A.1