Working with Relatives-Nepotism

View the Nepotism Policy (# 1:02:23) 

Jacksonville State University’s Nepotism Policy operates in accordance with the State of Alabama’s nepotism statute, Alabama Code, Section 41-1-5 (1975). The purpose of this policy is to ensure that standards for new hires, evaluations, promotions, reappointments, terminations, and general employment decisions are based on experience, qualifications for the position, performance, ability, and other objective standards, and that the university avoids favoritism, the appearance of favoritism, discrimination, the appearance of impropriety, a hostile or uncomfortable work environment, or conflict of interest in all employment decisions. No employee is permitted to work within the chain of command when work responsibilities, salary, hours, career progress, benefits, or other terms and conditions of one relative could be influenced by the other relative. 

The hiring of a relative as defined by the Nepotism Policy is prohibited if the employment of an individual would result in a direct supervisor/subordinate relationship. Therefore, the hiring of an employee’s relatives in any position that has a review, evaluation or control relationship to the employee’s job is not allowed. Relatives include spouse, parent, child, sibling, in-law, grandparents, grandchildren, aunt, uncle, cousin, or step relative. Also, the University reserves the right to refuse employment to an individual in the same unit wherein his/her relationship to a current employee has the potential for an adverse impact on supervision, safety, security, morale, or conflict of interest. Should a personal or family relationship develop during employment, both parties may retain their positions, unless a direct supervisory relationship is created. The University leadership reserves the right to decide on reporting structure based on operational needs. Any exceptions to this policy require administrative approval.

Back to Handbook Table of Contents