Nepotism Compliance

Division: 

Administration & Finance

Department: 

Human Resources

Contact Information: 

Jeannette Peralta / Director of Talent Management & Compensation Solutions / (415) 338-7187 / peralta@sfsu.edu & Labor Relations / (415) 405-3712

Effective Date: 

Sunday, July 1, 2012

Authority: 


Objective: 

There shall be no bars to the appointment of immediate family members in administrative, faculty or staff employment categories, in the same or different units or department, as defined by the standards.


Statement: 

It is the practice of SF State to seek for its Administrators, Instructional Faculty and Support Staff, the best possible candidates through appropriate search procedures, appointments and promotions. To this end, there shall be no bars to the appointment of immediate family members in administrative, faculty or staff employment categories, in the same or different units or department, so long as the following standard is met:

 

No CSU employee shall vote, make recommendations or in any way participate in decisions about any personnel matter which may directly affect the selection, appointment, evaluation, retention, tenure, compensation, promotion, termination, other employment status or interest of an immediate family member as defined below.

 

In each of the following circumstances, special written provisions must be prepared for review and approval by the head of the organizational unit (e.g. Dean or Director) before an individual may be appointed: (1) If the individual is to be assigned to a position under the supervision or control of an immediate family member who has or may have a direct effect on the individual’s progress or performance; or (2) If the individual is to be assigned to work for the same immediate supervisor as another immediate family member.

 

The special written provisions shall include a plan to ensure that personnel matters including evaluation, retention, tenure, promotion, wages, hours and other terms and conditions of employment, will not be decided based on the relationship as an immediate family member. The plan should provide that the head of the organizational unit is to review all decisions on personnel matters. In those cases where related employees will be working for the same immediate supervisor, the plan should include steps to be taken to alleviate any pressures toward favoritism that could occur as a result of supervising members of the same immediate family. The head of the organizational unit shall be responsible for investigating concerns about conflicts of interest or favoritism involving members of the same immediate family.

 

For the purpose of this policy, immediate family member is defined as:

 

. . .a close relative including: parent, child, grandparent, grandchild, sibling, uncle, aunt, nephew, niece, first cousin, spouse, registered domestic partner, stepparent, stepchild, brotherinlaw, sisterinlaw, fatherin law, motherinlaw, soninlaw, daughterinlaw and by guardianship and/or adoption or a person residing in the immediate household except livein household employees or roomers. Relatives of domestic partners shall be treated as relatives of spouses.

 

Procedures:

 

Nepotism Policy

http://hr.sfsu.edu/Labor_Compliance_ProfDev/emp_relations/hr_Directives/P101

 

Nepotism Compliance

http://hr.sfsu.edu/sites/sites7.sfsu.edu.hr/files/Nepotism%20Compliance.pdf

 

Nepotism Compliance Form

http://hr.sfsu.edu/sites/sites7.sfsu.edu.hr/files/Nepotism%20Compliance.pdf

http://hr.sfsu.edu/hr/files/assets/online_forms/employment/nepotism.pdf