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University of Houston - Victoria

Office of the Vice President for
Administration and Finance

HUMAN RESOURCES INDEX: C-6

SUBJECT: NEPOTISM

POLICY

It is the policy of the University of Houston-Victoria to prevent conflicts of interest and the appearances of favoritism that may result from employment relationships with relatives.

This document states the University’s policy on nepotism and applies to all positions, full and part-time, regular and temporary, in all component university programs and areas of operation, regardless of source of funding. Employment conditions affected, remedies upon discovery of a violation, and possible sanctions are described.

This policy complies with UH Board of Regents Policy 57.07, UH System Policy 02.A.21, and UHV Policy C-8, Employee Standards of Conduct. (References)

An employee who violates this policy is subject to reassignment and/or disciplinary action up to and including dismissal. If there is a violation of the nepotism statutes, it is a misdemeanor involving official misconduct. Violations can occur by knowingly approving the hiring of a relative, being hired by a relative, or knowingly working for a relative.

Definitions

Nepotism: Favoritism shown to a relative by employment on the basis of the relationship

Relative: For the purposes of this policy, the following are considered relatives:

  • the employee’s spouse
  • the employee’s or the spouse’s natural and adopted children, grandchildren, and great-grandchildren; parents (including stepparents), grandparents, and great-grandparents; brothers, sisters, half-brothers, and half-sisters (stepbrother or stepsister); aunts, uncles, nieces, nephews, first cousins, second cousins; and persons married to them

Supervision: Supervision means the exercise of authority or responsibility with regard to appointment, reappointment, promotion, managing performance, work assignments, salary administration, termination or other terms and conditions of employment.

PROCEDURE

Employees are required to fully disclose the existence of any relationship that may create a conflict of interest at the time of employment, or that becomes known during employment. Disclosures may be made to the Director, Human resources/Affirmative Action.

Relatives of UHV employees shall not be employed in positions where the employee has the official authority to hire, recommend, or approve the hiring, salary, or promotion of the relative.

Relatives shall not be employed in a supervisor-subordinate relationship, even if it results from marriage after the employment relationship was established. The supervisor-subordinate relationship shall be interpreted to include all levels of line administrative supervisors, from the lowest to the highest, not just the immediate supervisor.

Relatives of members of the Board of Regents or the Chancellor shall not be employed by UHV, unless the employment preceded the appointment of the Board member or Chancellor by one year.

When making hiring decisions, employees with hiring authority will not hire relatives in positions that are in violation of this policy, to the extent any family relationship is known. Where questions exist regarding the appropriateness of hiring a known relative of a UHV employee, the hiring authority must consult with the Director HR/AA before considering the applicant for the available position or making an offer of employment.

When nepotism situations result from changes in employment status or marriage or when family relationships between employees are discovered, the department head is responsible for reporting the potential nepotism situation to the Director of HR/AA. The Director HR/AA will work with the department head, and where necessary, the cabinet level supervisor and President. If it is determined that a nepotism violation exists, a decision shall be made as to whether the situation can be remedied by transferring one employee or changing the reporting relationship. Where no remedy is feasibly available, the university has the authority to terminate the employment relationship with one or both of the employees.

References:

(1) UH Board of Regents Policy, 57.07, Nepotism

(2) UH System Policy 02.A.21, Nepotism

(3) UHV Policy C-8, Employee Standards of Conduct

 

Approved by:

Signature Obtained
Philip Castille, Ph.D.
President

04/15/2013
Date


Origination: Human Resources Department
Next Review Date: April 2016

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