Office of Human Resources - HR Advisor
Employment
Nepotism
SPP 205 (Nepotism) provides procedures for the employment and supervision of relatives or members of the employee’s established household (also referred to as “relatives” in this policy). This policy applies to classified, service professional and administrative employees.
QUESTIONS?TEMPE/POLYTECHNIC |
| POLICIES SPP 205 Nepotism SPP 901 Grievance Process |
FREQUENTLY ASKED QUESTIONS
Can an employee's relatives apply and be considered for university employment?
Individuals related to current university employees may apply for and be considered without prejudice for any advertised positions at ASU. However, an ASU employee related to an applicant cannot participate in the hiring process and we do not recommend that relatives work in the same university department or unit.
Why shouldn't relatives to work
in the same university department or unit?
Work-related issues may arise that can negatively affect the department/unit.
Can an employee supervise and/or participate in key decisions that involve a relative who is also a university employee?
No, an alternate administrator must be assigned who is higher in administrative rank than either relative (in some cases it is necessary to assign someone of an equal rank). This arrangement must be documented and placed in the personnel file of each relative.
Can an employee supervise the day-to-day assignments of a university employee who is their relative?
Yes, however, the alternate administrator should periodically monitor to avoid actual or perceived biases.
How should complaints about bias be handled?
Conflicts of interest and perceived bias can be discussed with the alternate administrator. Please review Day-to-Day Assignments within SPP 205 for further information.
Can a grievance be filed once a complaint has been made in regard to bias?
Yes, the complaining party may file a grievance following the guidelines in SPP 901 (Grievance Process).
DEFINITIONS
Alternate administrator
An administrator from another department or unit or at a higher rank than a supervising administrator, who will assume the responsibilities of the supervising administrator for key decisions involving a relative of the supervising administrator
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Day–to–Day Assignments
Actions involving assignments on course work, office space, travel, and other benefits.
Key decisions
Actions involving initial appointment, hire, renewal of appointment, retention, probationary review, annual and other performance evaluations, evaluation for promotion, salary determination, and merit or other salary adjustment