Policies & Regulations
Human Resources

Employment of Relatives
Number: 4.0050R

New Regulation

Not Checked

Major Revision of Existing Regulation

Not Checked

Minor/Technical Revision of Existing Regulation

Not Checked

Reaffirmation of Existing Regulation

Not Checked

Repealed Regulation

Effective Date: 2/1/2006
Revised Date:
Responsible Division/Department:
President's Office / Human Resources


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.

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History: NEW 2-1-06; Repealed 6C9-4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.