Memorandum 43 – Nepotism and Relationships: Avoidance of Supervisory Conflicts

Revised August 2016

Purpose

This policy addresses conflicts of interest or the perception of such conflicts in the hiring/ supervision of relatives at the University.

Policy

Relationship by family, domestic relationship or marriage shall constitute neither an advantage nor a disadvantage with respect to employment at Norwich, provided the individual meets and fulfills the standards for the position as established by the University.

However, no full-time or part-time faculty or staff member shall be assigned to a department or unit over or under the direct or indirect supervision of a relative who has or may have a direct or indirect effect on the individual’s initial appointment, reappointment, promotion, pay, approval of time/leave reports, work assignments, working conditions, discipline or performance appraisal. For purposes of this policy, staff also encompasses student and temporary workers.

For purposes of this policy, the term relative is described as below:

Immediate Family- Includes mother, father, children, sister, brother, spouse, any step-relation, domestic partner, grandparents, uncles, aunts, and cousins, and in-laws of the same relation as any of the foregoing.

Household- Includes anyone with whom the employee shares a house, apartment, or other living arrangement.

Personal Relationship- Includes a romantic/intimate relationship or other relationship in which there is strong bond between the individuals.

Failure to advise the University of the existence of one of these circumstances may result in a withdrawal of an offer of employment or actual discharge from employment.

Faculty members will not have relatives enrolled in a class where they are the instructor of record.

Exceptions to this policy may be made with the agreement of the SVPAA and Dean (for faculty) or by the appropriate Department Head and cabinet member (for staff) when there are compelling circumstances. Provisions will be made for the evaluations/performance development process. Any exceptions must be approved by the Director of Human Resources.

Responsibility

The Office of Human Resources is responsible for ensuring that this policy is adhered to.

Contact Offices

  • Office of Human Resources: Ext. 2075

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