Nepotism

Report concerns to:
Rhea Dever, Assistant Vice President- Human Resources (906) 227-2333 or rdever@nmu.edu

Date Approved:1-31-2006
Last Revision:1-31-2006
Last Reviewed:1-31-2006
Approved By:President
Oversight Unit:HUMAN RESOURCES
This policy has a related procedure. Click to view the procedure below.
Purpose

To establish a policy pertaining to nepotism in the workplace.

Applicability

All faculty and staff.

Policy

Northern Michigan University reaffirms its desire to create a work environment for all employees that is fair, humane, and responsible. This includes an environment which supports, nurtures, and rewards career goals on the basis of such relevant factors as ability and work performance. Furthermore, the University will not condone favoritism of individuals in the workplace due to family or cohabitation relationships.

Therefore, it is Northern Michigan University’s policy that faculty and staff should neither initiate nor participate in institutional decisions involving a direct benefit (initial appointment, retention, promotion, salary, leave of absence, etc.) to members of their immediate families or those with whom they live.

 

 

 

 


University Procedure On Nepotism

Procedure

Employment and advancement at the University shall be based solely on professional qualifications and abilities without regard to family or personal relationships. Concurrent employment in a department or division of immediate family members or individuals who live together is prohibited when one member is in the supervisory chain of command of the other. Immediate family shall be 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.

Exceptions to this policy can be submitted in writing to and may be granted only by the University President. Approval of any request will be based on the necessity of establishing such a working relationship between family members in relationship to the effectiveness and the impact of the relationship in accomplishing the University’s and worksite’s mission. 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.