Policy 410.20 - Employment of Family Members and Individuals with Personal Relationships
ORIGINATOR: Office of Human Resources
SUBJECT: Employment of Family Members and Individuals with Personal Relationships
This policy is adopted in accordance with the University System of Maryland Board of Regents Policy VII-2.10 on Employment of Members of the Same Family, approved on February 28, 1992 and amended on December 12, 2008. This Policy 410.20 applies to all UMUC staff and permits the employment of family members and individuals who share personal relationships as defined below. However, a supervisor-subordinate relationship between family members or individuals with personal relationships is prohibited. Family members and staff who have personal relationships also shall not advocate for, exercise jurisdiction, control or influence with respect to appointment, conditions of employment or promotion for each other.
Definitions for the purpose of this policy.
"Family member" means:
parent of employee or spouse;
sibling of employee or spouse;
grandparents or grandchildren of employee or spouse;
aunts and uncles of employee or spouse;
nephews and nieces of employee or spouse;
brothers-in-law and sisters-in-law of employee or spouse;
sons-in-law and daughters-in-law of employee or spouse and
"Personal Relationship" includes, but is not limited to, relationships by virtue of blood, marriage, adoption, cohabitation or any such other relationship that would give rise to a substantial appearance of impropriety or lack of reasonable objectiveness if a supervisor/subordinate relationship existed.
Family Members or Individuals with Personal Relationships Recommended to Work for the Same Supervisor
When family members or individuals with personal relationships are recommended to work for the same supervisor, the supervising UMUC employee must immediately notify the Chief Human Resources Officer or designee. The arrangement shall be approved in advance by the appropriate Chief Human Resources Officer or designee. No appointment of family members or individuals who have personal relationships with the supervisor may be made without such prior approval. Failure of the employee to disclose family or personal relationships may result in disciplinary action.
Development of a Supervisor/Subordinate Relationship after Employment
If a supervisor/subordinate relationship develops among family members or staff with personal relationships during employment, the employees involved must immediately notify the Chief Human Resources Officer or designee. The Chief Human Resources Officer or designee will take action to ensure that the supervisor-subordinate relationship does not exist; such action may include transfer, reassignment, or removal of one or more family members or individuals. Failure of the employees to disclose family or personal relationships may result in disciplinary action.