Policies & Regulations
Employment of Relatives
Major Revision of Existing Regulation
Minor/Technical Revision of Existing Regulation
Reaffirmation of Existing Regulation
President's Office / Human Resources
I. OBJECTIVE & PURPOSE
The purpose of this regulation is to prevent conflicts of interests, actual or perceived, regarding the employment of relatives at the University.
For purposes of this regulation “relative” means individuals who are related as father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, grandparents, father-in-law, mother-in-law, grandparents-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half brother, or half sister.
III. STATEMENT OF REGULATION
A. Selection Committees: Employees should avoid situations where they may influence the decision to hire a relative at the University. A conflict of interest would exist, for example, if employees serve on a selection committee or in a decision-making chain where a relative has applied for employment. In such a scenario, employees should disclose their familial status to the chair of the selection committee or the Vice President for Human Resources prior to the candidate’s interview and recuse themselves from any deliberations regarding their family member.
B. Supervision: Employees are not permitted to supervise relatives as a conflict of interest may exist in situations such as assigning duties, determining pay, conducting performance appraisals or other supervisor-employee scenarios.
References: 1001.74, FS.; 1001.75, FS. and relevant Collective Bargaining Agreements
History: NEW 2-1-06; Repealed 6C9-4
Adopted by the University of North Florida Board of Trustees as part of the University’s Personnel Program on January 26, 2006.