E01.2 Nepotism

RIT is committed to the principle of objective, fair, and equitable treatment of all employees. Nepotism is inconsistent with the university’s policy of making employment decisions based solely on unit needs and individual qualifications, skills, ability, and performance, and making academic decisions based solely on individual achievement, performance, and potential. Nepotism also erodes trust in decisions made by university leadership.

The purpose of this policy is to ensure fairness in evaluative decision-making that involves Immediate Family or Relatives. The policy also provides procedures to avoid or manage circumstances that create or appear to create conflicts of interest based on Nepotism, and establishes the expectation for their consistent administration throughout the university.

This policy applies to circumstances involving business or evaluative relationships between individuals who are immediate family or relatives. The policy applies to (1) applicants for employment, (2) all regular and temporary faculty and staff, and (3) student employees (including, but not limited to, undergraduate or graduate students performing administrative or support work, teaching assistants, and graduate assistants) in all areas of the university. (See, Policy E01.0, Employee Classifications and Status). It also applies to unpaid volunteers, interns, visiting scholars, and temporary employees.

1. Immediate Family or Relatives means (familial relationships) that have any of the following current or prior connections between them by virtue of a blood relationship within a family of the same descent, marriage or re-marriage, adoption, or domestic partnership:

• spouse or domestic partner
• child, guardian/ward, step-child, foster child
• mother, father, step-mother, step-father, mother-in-law, father-in-law,
• brother, sister, step-brother, step-sister, half-brother, half-sister, brother-in-law, sister-in-law,
• aunt, uncle, first cousin, niece, nephew,
• grandparent, great-grandparent, grandchild,
• domestic partner’s mother, domestic partner’s father, domestic partner’s child, or any member of the employee’s household including co-habitation.

2. Domestic Partnership refers to two individuals who meet the criteria as defined in the university’s affidavit of domestic partners.

3. Evaluative Decisions means the full spectrum of academic actions or employment-related decisions that impact or may affect an individual’s professional or academic standing with RIT. These academic and employment actions include, but are not limited to:

• Hiring and selection
• Performance appraisal
• Compensation and promotion
• Work schedules and location
• Disciplinary matters
• Instruction and assignment of grades
• Supervision
• Assignment of workload
• Admission or enrollment to any degree-granting program or program of study or fellowship
• Resource allocation

4. Nepotism means favoritism in the workplace based on familial relationship and ordinarily consists of making employment or evaluative decisions based on a current or prior family relationship. It also can manifest itself in academic decisions based on that familial relationship.

1. Current Employees.

   1. Faculty, staff, and student employees shall not initiate, make, participate in, or attempt to influence evaluative decisions (e.g., initial appointments, promotions, tenure review, salary/merit, leaves, disciplinary actions, or awards, or assignment of grades) that directly affect a current or prior member of their immediate Family or Relative.

   2. Faculty, staff, and student employees shall not be in a position in which they have a direct or indirect reporting relationship with a current or prior Immediate Family Member or Relative.

2. Applicants. Individuals who have a familial relationship with any RIT faculty, staff, or student employees are eligible for employment at the university and are considered in the same manner as all other applicants. Applicants are expected to disclose current or prior relationships at the time they become aware of the circumstance if the position for which they are applying is in the same department, college, division and/or is within the chain of command of the Immediate Family Member or Relative.

1. Consultation. It is the responsibility of employees to consult with their supervisors or Human Resources if there are questions about the application or effect of this policy to a familial relationship in which they are or may become involved, or in which employees they directly or indirectly supervise are or may become involved.

2. Disclosure. Faculty, staff, and student employees are required to disclose evaluative decisions in a timely manner to their immediate supervisor and next-level supervisor before they make, participate in, or attempt to influence decisions prohibited by this policy, or immediately upon becoming aware of actions or decisions that are prohibited by this policy. Employees must disclose the situation or circumstances to their immediate supervisor and the next level supervisor within ten (10) business days of becoming aware of violation of this policy.

3. Supervisor Action. If such a circumstance should develop, the next-level supervisor of the affected employees shall immediately assume responsibility for employment-related decisions or actions involving the affected employees.  In addition, the next-level supervisor shall immediately initiate actions to comply with this policy, in consultation with Human Resources.  Circumstances and appropriate actions to be taken will be considered on a case by case basis. If an evaluative relationship exists, the supervisor must create a management plan, which will be reviewed and approved by the next-level supervisor and stored in the online software that records annual disclosures of conflicts of interest.

An individual is considered in violation of the policy when the disclosure or corrective action for which they are accountable has not occurred.  The Head of Human Resources, or designee, will coordinate an investigation of alleged violations of this policy in conjunction with the appropriate college and/or division supervisors.  If any of these individuals are included in the report of a potential violation, they are excluded from the investigative process and determination.

Other university policies and statements with content related to this policy include:

• P03.0 Honor Code

• P04.0 Core Values

• C04.0 Individual Conflict of Interest and Commitment Policy

• C23.0 Policy on Consensual Romantic or Sexual Relationships

Responsible Office: Department of Human Resources

Policy History:
Approved 6/1/84
Revised 12/13/2000
Edited October 2010
Revised 5/18/2016

Revisions throughout policy approved April 23, 2025 by University Council