Employment of Relatives
Effective Date May 1, 2016
|Applicable Employee Classes:||Revised Date:||Approved by:|
|All Florida Tech Employees||July 2021||Dr. T. Dwayne McCay, President|
Florida Tech is committed to a policy of employment and advancement based on qualifications and merit and does not discriminate in favor of or in opposition to the employment of relatives.
Due to potential for perceived or actual conflicts, such as favoritism or personal conflicts from outside the work environment, which can be carried into the daily working relationship, the university will hire relatives of persons currently employed only if: a) candidates for employment will not be working directly for or supervising a relative, and b) candidates for employment will not occupy a position in the same line of authority in which employees can initiate or participate in decisions involving a direct benefit to the relative. Such decisions include hiring, retention, transfer, promotion, wages and leave requests.
This policy applies to all current employees and candidates for employment.
A relative is defined as a spouse, domestic partner, parent, child, sibling, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law and grandparent, or grandchild of the employee. Relatives also include relationships arising out of marriage, such as stepchild or stepparent.
A supervisor is a staff or faculty member who oversees, directs or evaluates the work of others.
Faculty members who are married or domestic partners of another faculty member may be employed within the same department as long as there is not a supervisory relationship. Any relative other than a spouse or domestic partner will not be hired within the same department, nor in a different department if the hire would create a supervisory relationship or conflict of interest.
Relatives of staff will not be hired within the same department, nor in a different department if the hire would create a supervisory relationship or a conflict of interest.
Relatives are not permitted to be hired in any circumstance when associated with a Vice President or executive level position.
The hiring supervisor is responsible for ensuring policy compliance. Department directors are responsible for monitoring changes in employee reporting relations after initial hire to ensure compliance with this policy. Employees are responsible for immediately reporting any changes to their supervisor.
If any employee, after employment or change in employment, enters into one of the above relationships, one of the affected individuals must seek a transfer or a change in the reporting relationship. Such changes must be approved by the Vice President of HR. If a decision cannot be made by the affected employees within 14 days of reporting, reassignment will be made on direction of the department director and the Vice President of HR.
Any exceptions to this policy must be approved by the University President. Violations of this policy are subject to disciplinary or other corrective actions, up to and including dismissal.