Nepotism Policy 2.6-1

Introduction

During the past decade, the Board of Control of Saginaw Valley State University has acted to eliminate policies or practices which prohibit or limit the simultaneous employment of two members of the same family. This policy contains only two significant restrictions and neither, on its face, is related to the question of discrimination based upon sex, race, ethnic origin, religion or age.

Definitions

1. Relationship - The words "related", "relative" and "family" as used in this policy statement refer to the following types of relationships:
   • By Blood : Parent, child, grandparent, grandchild, brother, sister, half-sister, half-brother, uncle, aunt, nephew, niece, first cousin.
   • By Marriage : Spouse, step-parent, step-child, brother-in-law, sister-in-law, father-in-law, mother-in-law, son-in-law, daughter-in-law, uncle, aunt, nephew, niece.
2. Supervision - The directing and controlling of the functions of an employee(s) who is in a subordinate relationship. This could include the analysis and recommendation of a subordinate(s) competence for hire, retention, promotion and salary.

General Provisions

1. Relative of Board of Control Members 
   No person shall be employed, other than from student employment funds, who is related by blood or marriage to a member of the Board of Control of Saginaw Valley State University.
2. Supervision of Relatives 
   No person whether a full-time, part-time or temporary employee, including student employee, may be employed in or transferred to a position within the scope of supervision or authority of a member of the same family.
3. Financial Control 
   No relative may be employed in any office or operation where internal financial control would be jeopardized according to standards set by the American Institute of Certified Public Accountants.
4. Exclusion of Financial Aid 
   Scholarships, grants and awards to students shall not constitute employment within the provisions of this regulation.
5. Marriage Between Employees 
   In the event of marriage between University employees creating a relationship not in accord with the general provisions in numbers two and three above, one of the persons affected must give up that position by the end of the fiscal year or within six months from the date the relationship was established, whichever is the greater period, but may be transferred or re-employed in another position compatible with the general provision of this policy. If the individuals do not make a decision, the University retains the right to make this decision.
6. Questionable Relationships 
   A person recommending, or considering the acceptance of, an appointment to a staff, faculty or other position who has reason to believe that a relationship by blood or marriage of the kind described herein exists, is to report the facts to the Director of Human Resources and to the Special Assistant to the President for Diversity Programs so that a determination may be made prior to the actual appointment.

Exceptions to the Nepotism Policy

Any exceptions to this policy are to be made at the discretion of the Board of Control.