The following are commonly asked questions regarding the Employment of Relatives Policy. Please click on the question to be directed to the relevant policy section.
- What is the university’s Employment of Relatives Policy?
- To whom does the employment of relatives policy apply?
- Is there a conflict of interest regarding the employment of relatives?
The University of Puget Sound (the “university”) allows the simultaneous employment of more than one member of the same family or household. University employment of more than one member of the same immediate family or household is handled in such a way as to avoid conflicts of interest or potential conflicts of interest.
For purposes of this policy, “immediate family” includes a staff member’s spouse or domestic partner; siblings or siblings-in-law; parents, legal guardians, stepparents or parents-in-law; grandparents; children; and grandchildren.
The following are examples of situations where employment of more than one member of the same immediate family or household may be limited:
- Where an individual would have the authority or practical power to supervise, appoint, remove, or discipline a member of the same immediate family or household;
- Where an individual would be responsible for auditing the work of a member of the same immediate family or household;
- Where other circumstances exist which would place members of the same immediate family or household in a situation of actual or reasonably foreseeable conflict between the university’s interest and their own; and
- To avoid improper influence or favor, or to protect its confidentiality, the university must limit the employment of relatives of policy-level officers of competitors, regulatory agencies, or others with whom the university deals.
In some cases, concern over conflict of interest may arise involving other close relatives such as aunts, uncles, cousins, or relatives by marriage or unrelated persons who share housing with a staff member. In these cases, a staff member should fully disclose the circumstances in writing to their supervisor. Such circumstances should be addressed on a case-by-case basis in consultation with Human Resources.
Employment of relatives may be permitted on a case-by-case basis at the sole discretion of the university.
Origination date: January 2012.