All University employees.
The purpose of this policy is to promote a fair and measured approach to employment of Relatives and avoids the conflicts that can arise from nepotism.
Employee: includes all employees of the University.
Relative: is considered as husband, wife, mother, father, mother-in-law, father-in-law, son, daughter, brother, sister, brother-in-law, sister-in-law, son-in-law, daughter-in-law, uncle, aunt, niece, nephew, first cousin, grandparent, granddaughter, and grandson. In addition, the definition includes any other related person or non-related person who is part of the employee’s household, or someone whose relationship with the employee is similar to that of a relationship described herein.
Thomas More University hires the most qualified employee available. However, it is necessary that good judgment be used in the placing of employees who are closely related. As such, employment, transfer, promotion, or the change of employee status may not be accomplished if it results in the placement of an employee, including student employees, under the direct supervision of a Relative or in a position where the Relative may influence status considerations, either favorably or unfavorably. Exceptions may be made by the President on the recommendation of the vice president for the division concerned.
If a relative relationship or dating relationship is established after employment between employees who are in a reporting situation described above, it is the responsibility and obligation of the supervisor involved in the relationship to disclose the existence of the relationship to Human Resources. The individuals concerned will be given the opportunity to decide who is transferred to another available position. If that decision is not made within 30 calendar days, the appropriate administrator will decide who is to be transferred or, if necessary, terminated from employment.
The intentional disregard of this policy by employees will be addressed in accordance with applicable University discipline policies and procedures, which may include disciplinary actions up to and including termination from the University
Conflict of Interest Policy
Consensual Relations Policy
Whenever a person recommending, or considering the acceptance of, employment to a staff, faculty, or other position has reason to believe that Relative relationship as described in this Policy exists or may exist in the potential employment situation, they must report the facts to the relevant vice president so that a determination may be made prior to the actual employment.
When a violation of this Policy is created during the course of existing employment, the employees and/or supervisor must promptly notify the vice president for the department, who in turn will confer with the President.
This is a new policy, replacing language from the Staff Manual (May 2014) and the Faculty Policy Manual (2011).
There are no appendices to this Policy.
Laura Custer, Director of Human Resources
Dr. Kathleen Jagger, Acting President