Policies,Administrative,UWMF,UWMF-wide,Human Resources

Employement of Relatives & Friends Policy (Nepotism and Consensual Relationships) (108.036)

Employement of Relatives & Friends Policy (Nepotism and Consensual Relationships) (108.036) - Policies, Administrative, UWMF, UWMF-wide, Human Resources


Human Resources
Employment of Relatives & Friends Policy
(Nepotism and Consensual Relationships)

Review Date: 06/15/2005
Supersedes Policy Date: 08/01/2003


Employment and opportunities within University of Wisconsin Medical Foundation
(UWMF) are not and shall not be based upon or influenced by familial or consensual
relationships. Having a personal relationship with a subordinate is likely to interfere with
the ability of a supervisor to act and make decisions fairly and without favoritism. Even if
the supervisor is able to avoid being biased, other persons in the workplace are likely to
see themselves as being less favored and as disadvantaged by the personal
relationship. In addition, the damage can continue long beyond the actual time span of
the relationship.

This policy is written to complement and coincide with University of Wisconsin policies
on Nepotism and Consensual Relationships.


There shall be neither favoritism toward nor discrimination against any individual in
employment, appointment, promotion, wages, hours, or other conditions of employment
based upon that individual’s being a relative of or having a close personal relationship
or external business relationship to another person employed by UWMF. All persons in
supervisory positions are responsible for maintaining objectivity in their work
relationships, and avoiding situations that raise the question of favoritism or
discrimination prohibited by this policy.

If an individual enters into a consensual relationship, outside the workplace, with a
subordinate, that individual is immediately responsible to notify his/her supervisor. At
that time the supervisor will confer with the Department Administrator/Director who will
notify the Vice President of Human Resources to determine reassignment of the
employee to a new supervisor. Failure by an individual to inform his/her supervisor of a
consensual relationship will be grounds for disciplinary action, including termination.

Employment of immediate family members and significant others of current employees
will be considered as long as the applicant is qualified for the position and the position
opening would not require the supervision, evaluation, or direction of the work of
another individual in the relationship.