Section 100, Proc. 115
To outline a procedure for review of situations with potential conflict of interest due to kinship in reporting relationships.
Who is affected:
This procedure potentially affects anyone who is in a reporting structure, whether in a supervisory or employee role.
For the purposes of this procedure, relative shall mean a parent, foster parent, parent-in-law, brother, sister, foster sibling, grandparent, grandchild, son or daughter-in-law, or any other family member who lives in the same household.
When a situation arises in which an employee is supervised by or in the direct chain of command of a relative, Employee Relations should be contacted immediately.
Where possible, the employee being supervised by his/her relative should immediately be moved into a reporting relationship within the department which is outside of the relative’s chain of command.
If a situation arises in which a university employee must directly supervise the performance and/or work activities of a relative, the situation must be remedied be either an intradepartmental or interdepartmental transfer of at least one of the employees.
If the employees are unable to agree upon any such alternative within 60 days, then the next higher administrative officer, with the approval of Human Resources, shall take appropriate action to remedy the situation. Such action may include an involuntary transfer or termination of employment.