“Domestic partnership” refers to two individuals of the same or opposite sex who meet the criteria as defined in the University’s affidavit of domestic partners. The Policy does not, however, prohibit the University from simultaneously employing relatives or closely related persons altogether when the employment relationship does not create actual or potential conflicts of interest and where the employee has no influence over the terms or conditions of the related person’s employment. This Policy is intended to prohibit employees who are related from working in direct reporting or supervisory relationships. No employee involved in employment decisions may make, participate in, or attempt to influence employment or evaluative decisions involving a relative or closely related person. The Policy is intended to ensure effective supervision, internal discipline, trust, and positive morale in the workplace, and seeks to avoid the appearance of, or potential for, favoritism, conflicts of interest, the appearance of impropriety, and conflicts of loyalty associated with nepotism. Nepotism is inconsistent with the University’s policy and practice of making employment decisions based solely on University needs and individual qualifications, skills, ability, and performance. Nepotism in the workplace occurs when relatives or closely related persons are favored in employment decisions. Disclosure and Reporting of Relationships

Question as to Whether an Individual Qualifies as A Relative Under this Policy Departmental Administrative Responsibilities Senior Administrative Officers and Deans, Directors and Department Heads

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