10.66 Nepotism Policy
No person who is related by blood or marriage to any member of the Board of Curators shall be appointed to any position in the University as officer, member of any faculty, or employee. A relative includes, but is not limited to, spouse, child, grandchild, greatgrandchild, great great-grandchild, parent, grandparent, great grandparent, great great grandparent, brother/sister, aunt/uncle, great aunt/uncle, niece/nephew, grand niece/nephew, and cousin. All relationships are included, whether full, half, step, foster, adopted, or in-law. No exceptions shall be made to this rule.
No University employee may be involved in the hiring process of a job applicant related by blood or marriage to the employee or who has a relationship with the employee that would be considered a personal conflict. A relationship that would be considered a personal conflict includes, but is not limited to: domestic partners or significant others; individuals who are cohabitating, including roommates; individuals who are dating; individuals who are involved in a personal relationship; or individuals who are involved in a business relationship that might be construed as being a conflict of interest. The hiring process includes the search and screening process as well as the signature authority required to hire an applicant, unless granted an exception from the Board of Curators.
No restriction on employment of persons related to other employees of the University will be made unless the employment would result in an employee having supervisory capacity over a relative (of any degree), either immediate or within the direct chain of command. Only the Board of Curators can grant an exception to the rule.
If approved by the Board of Curators, supervisors are expected to remain objective in the hiring, evaluation, and discipline of the employee. If a supervisor is deemed to not remain objective due to supervising a family member, the President may provide progressive discipline, demote, reassign, or terminate the supervising employee.
No University employee may be involved in the hiring process of a job applicant related by blood or marriage to the employee or who has a relationship with the employee that would be considered a personal conflict. A relationship that would be considered a personal conflict includes, but is not limited to: domestic partners or significant others; individuals who are cohabitating, including roommates; individuals who are dating; individuals who are involved in a personal relationship; or individuals who are involved in a business relationship that might be construed as being a conflict of interest. The hiring process includes the search and screening process as well as the signature authority required to hire an applicant, unless granted an exception from the Board of Curators.
No restriction on employment of persons related to other employees of the University will be made unless the employment would result in an employee having supervisory capacity over a relative (of any degree), either immediate or within the direct chain of command. Only the Board of Curators can grant an exception to the rule.
If approved by the Board of Curators, supervisors are expected to remain objective in the hiring, evaluation, and discipline of the employee. If a supervisor is deemed to not remain objective due to supervising a family member, the President may provide progressive discipline, demote, reassign, or terminate the supervising employee.
Effective Date
Approved by Board of Curators: January 15, 2026