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Ethics

Nepotism (III.B.3)

Volume III: Ethics
Chapter B: Conflicts
Responsible Executive: President
Responsible Office: Office of the Vice President for Ethics and Compliance
Date Issued: September 29, 2014
Date Last Revised: N/A

TABLE OF CONTENTS

Contacts
Statement of Policy
Reason for This Policy
Individuals and Entities Affected by This Policy
Exclusions
Responsibilities
Definitions (defined terms are capitalized throughout the document)
Related Documents, Forms and Tools
Website Address for This Policy
History and Updates
Appendix

CONTACTS

Subject 

Contact

Telephone

Email/Web Address

Policy Clarification

Vice President for Ethics and Compliance

765-494-5830

vpec@purdue.edu

Campus Specific Questions

Calumet: Chancellor

219-989-2204

webs.purduecal.edu/chancellor/contact/

Fort Wayne: Chancellor

260-481-6103

chancellor@ipfw.edu

North Central: Chancellor

219-785-5433

www.pnc.edu/co/

West Lafayette: Vice President for Ethics and Compliance

765-494-5830

vpec@purdue.edu

STATEMENT OF POLICY

No person is permitted to be employed by or continue employment with Purdue University in any position that places him or her under the Administrative Supervision of another employee to whom he or she has a Personal Relationship. An exception to this policy may only be granted in the event the employment of an individual under the above circumstances would be for the benefit of the University or serve a useful purpose consistent with the mission of the University (see Responsibilities section for approval authority).

REASON FOR THIS POLICY

Employment and other opportunities within the University are not and should not be based upon or influenced by family relationships. Indiana statute prohibits the practice of nepotism. This policy guards against employment relationships from which nepotism or charges of nepotism might arise and includes provisions for reasonable exceptions.

INDIVIDUALS AND ENTITIES AFFECTED BY THIS POLICY

All hiring supervisors and unit heads.

EXCLUSIONS

There are no exclusions to this policy.

RESPONSIBILITIES

Vice President for Ethics and Compliance (VPEC)

  • Review for determination all requests for exceptions to this policy, except those involving the VPEC.
  • Review all approved exceptions annually thereafter for continuation of employment.
  • Upon granting an exception, include with the approval alternative procedures for setting salary, determining promotion, etc.
  • Submit exceptions to this policy to the Board of Trustees and file approved exceptions with the state of Indiana.

Colleges, Schools and Other Academic Units

  • Submit a written request for an exception to this policy to the VPEC if employment of the individual would be to the benefit of the University or serve a useful purpose consistent with the University’s mission. The request must be made prior to the individual’s employment and have the approval of the Dean and the Vice Chancellor for Academic Affairs (regional campuses) or Vice Provost for Faculty Affairs (West Lafayette campus). If a change in employment status or relational status occurs after both individuals are employed by the University, a request must be submitted, as above, promptly upon such change.
  • Adhere to alternative procedures for setting salary and determining promotion, etc., if an exception is granted.

Administrative and Other Non-Academic Units

  • Submit a written request for an exception to this policy to the VPEC if employment of the individual would be to the benefit of the University or serve a useful purpose consistent with the University’s mission. The request must be made prior to the individual’s employment and have the approval of the applicable Vice President, Vice Chancellor or Vice Provost. If a change in employment status or relational status occurs after both individuals are employed by the University, a request must be submitted, as above, promptly upon such change.
  • Adhere to alternative procedures for setting salary and determining promotion, etc., if an exception is granted.

DEFINITIONS

All defined terms are capitalized throughout the document. Additional defined terms may be found in the central Policy Glossary.

Administrative Supervision
For purposes of this policy, a person is considered to be under the Administrative Supervision of his or her immediate supervisor and of all supervisors at higher levels within the organizational lines of the particular department or unit of employment. For example, a faculty member is deemed to be under the Administrative Supervision of the head of the department in which such faculty member is employed, the dean of the college/school to which the department belongs, the Chancellor (with regard to Regional Campuses), the Provost, the President and the Board of Trustees.

Personal Relationship
A relationship between two individuals by blood, adoption, marriage or domestic partnership to the degree listed below.

  • Blood or adoption: parent, child, brother, sister, uncle, aunt, niece, nephew, grandparent or grandchild.
  • Marriage or domestic partnership: husband, wife, Domestic Partner, step-parent, step-child, step-brother, step-sister, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law or the equivalent for individuals in a domestic partnership.

The above is not to be considered an exhaustive list; other close, personal relationships between two individuals could be considered on a case-by-case basis to be subject to this policy.

RELATED DOCUMENTS, FORMS AND TOOLS

Nepotism Exception Request Template [TBA]

WEBSITE ADDRESS FOR THIS POLICY

www.purdue.edu/policies/ethics/iiib3.html

HISTORY AND UPDATES

September 29, 2014: This policy supersedes the University Policy Concerning Nepotism (Executive Memorandum No. C-37), dated July 21, 1995. It has been updated to include Domestic Partners and approval authority for exceptions by the VPEC.

APPENDIX

There are no appendices to this policy.