PG-22 Employment of Relatives

DEFINITION OF AN EMPLOYEE:

Types of employment appointments are defined in Morehead State University Personnel Policies. For purposes of this policy, graduate assistants, federal and institutional work study students, and scholarship work study students are employees of the University and are subject to this policy. 

DEFINITION OF A RELATIVE:

As used in this policy, relative means a person's father, mother, brother, sister, husband, wife, son, daughter, stepson, stepdaughter, grandson, granddaughter, aunt, uncle, nephew, niece, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.

DEFINITION OF OTHER CONFLICTING EMPLOYMENT RELATIONSHIPS:

There are several conflicting employment relationships applicable to this policy. These include the following:

• Supervising and/or paying another individual outside the University with whom there is a relative relationship, amorous relationship, or domestic partnership. It also includes business partnerships and agreements.
• An amorous relationship exists when individuals mutually and consensually understand the relationship to be romantic and/or sexual in nature.
• A domestic partnership is an arrangement in which two people live together and are in a committed relationship without being legally married.

POLICY:

The University recognizes the possible advantages of employing those who happen to be relatives of current employees and/or those in other conflicting employment relationships. Selection, placement, promotion, and all other matters pertaining to employment of academic and support staff, including work study students and graduate assistants, shall be made without regard to the relationship status of the individual. Supervisors and administrators will consider each person on personal merits, qualifications, and skills. However, as detailed in PG-61, the quality of one’s decisions can be adversely affected when they concern those with whom one has a personal relationship. Therefore, the University requires full written disclosure to the next level supervisor, Vice President of the division and the Director of the Office of Human Resources, before applicant interviews take place. Under no circumstances may the relative or individual in a conflicting employment relationship serve on the search committee for a vacant position. Therefore, with these safeguards in place, relatives and those in other conflicting employment relationships can exist at this institution and within the same department, upon review/evaluation by the Vice President of the division and the Director of the Office of Human Resources.

In the event an applicant for a position is either the relative or involved in a conflicting employment relationship with the supervisor for the position, or through the application process may become an up-line supervisor, the Office of Human Resources, after receiving notification by those parties, will excuse the supervisor from any involvement in the hiring, promotion, or other employment decisions process.

Prior to the final selection and appointment of an applicant to a position in which the relative or individual involved in a conflicting employment relationship serves in or applies to a direct or up-line supervisory position, the Office of Human Resources will specify in writing that the up-line supervising relative or individual involved in a conflicting employment relationship will be removed from matters pertaining to the subordinate’s supervision, to include, but not limited to terms of appointment, salary, future salary, evaluations, promotions, tenure, and discipline. Such an arrangement shall be signed by all involved parties, the appropriate Vice President (or the President in areas without a Vice President) and the Office of Human Resources, and shall remain in effect during employment. Self-disclosure of the relationship is critical to this process and is also governed by PG-61, Ethical Principles and Code of Conduct, which addresses personal relationships and conflicts of interest. If one of the relationships defined by this policy occurs after employment by the University, the relationship must be brought to the attention of the immediate supervisor, appropriate Vice President (or President in areas without a Vice President), and the Office of Human Resources.

The Office of Human Resources and the appropriate Vice President (or the President in areas without a Vice President) will likewise specify in writing the supervisory arrangement for an employee and supervisor who become related through marriage.

In the event a relative or individual involved in a conflicting employment relationship with the President of the University is being recommended for hire, the President shall be required to obtain a majority vote of the Board of Regents before the hire can be made.

Offices with graduate assistants and/or student worker assignments shall not hire relatives or individuals involved in a conflicting employment relationship to work in the same immediate unit, in order to ensure a reasonable separation of supervisory duties. Graduate assistants and student workers seeking employment opportunities should explore the University’s careers page for employment opportunities.

Kentucky state law governs the employment of relatives of the Morehead State University Board of Regents members (i.e. KRS 164.360(2) and 164.830(1)(a)).