POL 5.445 Nepotism

Kirtland Community College (Kirtland) believes that an environment where employees maintain clear boundaries between employee personal and business interactions is most effective for conducting business.  Individuals in supervisory relationships or other influential roles are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information, and their ability to influence employment decisions.

No employees of the institution who are immediate family members or involved in a close personal relationship shall be placed within the same direct line of supervision whereby a Kirtland Employee is responsible for supervising the job performance or work activities of another immediate family member or someone with whom they are in a close personal relationship; provided, however, that to the extent possible, this policy shall not be construed to prohibit two or more such persons from working for the institution.

In searching for qualified candidates for a new or vacated position, persons responsible for recruitment shall evaluate each individual on his/her merits without consideration of their relationship to another employee.  Prior to hiring any individual, the department wishing to hire the individual must conduct an analysis to assure compliance with policy.

 Adopted June 21, 2016

5.445 Nepotism Procedure

1. The nepotism policy applies to any person who is employed as a full, part-time, student, or temporary employee by the institution.
2. The employment of immediate family members is permitted; however, no employee shall participate in the process of review, recommendation, and/or decision making in any matter concerning hiring, opportunity, promotion, salary, retention, or termination of an immediate family member as herein defined.
3. Immediate family is defined as spouse, child (including biological, adopted, foster, step, or legal ward), parent (including step and in-laws), brother, sister, son-in-law, daughter-in-law, grandparent (including step and in-laws), grandchild, aunt or uncle.
4. When employees of the institution become in violation as a result of marriage, the violation shall be resolved by means of reassignment within the institution, restructuring of reporting, or resignation as may be necessary to remove the violation.  Kirtland shall apply the foregoing in a non-discriminating manner and shall ensure that the implementation of this policy does not adversely affect employees of one sex over those of the opposite sex.  The provisions of this policy are not to be construed to limit the hiring, promotion, or employment opportunities of any particular group of applicants.
5. Pursuant to this provision, an immediate family member may serve an administrative function so long as the duties do not require or include participation in the process of review, recommendation, and/or decision making in any matter concerning hiring, opportunity, activities, promotion, salary, retention, or termination of an immediate family member.
6. An administrator shall not make employment decisions and/or recommendations which impact an immediate family member individually; however, the policy does not prohibit an administrator who does not otherwise violate the nepotism policy from making recommendations that pertain to all faculty and/or staff members at an institution while he/she has an immediate family member who is a faculty or staff.
7. An employee who is involved in a personal relationship with another employee may not occupy a position in the same department as, work directly for, or supervise the employee with whom he or she is involved.  Personal relationship is defined as a relationship between individuals who have or recently (one year’s time) have had a continuing relationship of a romantic or intimate nature.  Kirtland reserves the right to take prompt action if an actual or potential conflict of interest arises concerning individuals who occupy positions at any level (higher or lower) in the same line of authority that may affect employment decisions.  Matters such as hiring, firing, promotions, performance management, compensation decisions, financial transactions, etc. are examples of situations that may require reallocation of duties to avoid any actual or perceived reward or disadvantage.  Student workers may be employed in the same department as an immediate family member but may not be supervised by an immediate family member.

Adopted June 21, 2016