3.04 Employment of Relatives

Last Revised: 2 Oct 2019

Refer Questions to: Executive Director, Human Resources

Scope

This policy applies to all offices and divisions of Gallaudet University.

Policy

Gallaudet University often benefits from employee referrals of relatives for employment at the University. Relatives and household members may work at the University provided they meet employment standards and as long as they do not directly participate in or approve institutional decisions involving a direct benefit (initial appointment, retention, transfer, promotion, salary review, leave of absence, performance evaluation, supervision, work assignments, etc.) to members of their family. An employee may not directly supervise or have any actual or potential influence over the terms and conditions of employment (e.g., compensation, performance evaluations, promotions, etc.) of the employee’s relative or household member or individual with whom the employee has a romantic or sexual relationship. Departments are expected to avoid even the appearance of impropriety.

For the purpose of this policy, relatives are defined as husband, wife, registered domestic partner, son, daughter, father, mother, brother, sister, grandparent, uncle, aunt, first cousin, nephew, niece, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half-brother, half-sister. Household member refers to anyone who regularly shares a residence with an employee.

If individuals foresee the possibility of becoming in violation of this policy, the individual with supervisory authority or influence must notify Human Resources immediately, which can take appropriate action to address the conflict.

Approved by: Gallaudet University Administration