Employment of Relatives and Cohabitants Policy
To establish a policy pertaining to nepotism, or employment of immediate family and cohabitants, in the workplace.
All faculty and staff.
Northern Michigan University strives to create a work environment for all employees that is fair and equitable. This includes an environment where employment related decisions are made based on relevant criteria, policies and procedures.
Therefore, no employee should initiate or participate in employment decisions involving members of their immediate family or those with whom they live (cohabitants).
Immediate family is defined as wife, husband, son, daughter, mother, father, brother, brother-in-law, sister, sister-in-law, son-in-law, daughter-in-law, mother-in- law, father-in-law, aunt, uncle, niece, nephew, stepparent, or stepchild. Cohabitants are defined as individuals residing in the same household.
Employment-related decisions include but are not limited to: hiring, performance evaluation, compensation, promotion, professional development, discipline and separation.
Employment related decisions shall be based on relevant criteria, policies and procedures. Employees cannot supervise immediate family members or individuals with whom they live.
Exceptions to this policy can be submitted in writing to the Head of Human Resources and may be granted only by the University President. Approval of any request will be based on the necessity of the working relationship and the effectiveness and impact of the relationship in accomplishing the University’s and department’s goals. If approved, the Head of Human Resources will work with appropriate leadership to remedy any potential conflicts of interest. Should the University President determine at any time that the working relationship between family members within the worksite is ineffective, the President may revoke the approved exception to the policy.
Consensual Relationship Policy
|Oversight Unit:||HUMAN RESOURCES|