Original Issuance Date: October 1, 2023
Last Revision Date: January 22, 2026
1. Policy Purpose
To establish clear guidelines and mechanisms for addressing and preventing favoritism or conflicts of interest arising from the hiring or promotion of family members and those that have a close personal relationship.
2. Responsible University Officer
Chief Human Resources Officer
3. Scope and Responsivities
This policy applies to all UW-Eau Claire employees.
4. Background
Mitigating the risks associated with nepotism plays a crucial role in ensuring transparency and fairness at UW-Eau Claire. By prohibiting favoritism or undue preference in hiring and promotion processes promotes a level playing field for all qualified individuals. Mitigating these risks also enhances public trust and maintains the integrity of UW-Eau Claire, ultimately contributing to our reputation for Excellence.
5. Definitions
Family or Close Personal Relationship: Persons related genetically; or by marriage; adoption or foster care; domestic partnership; consensual sexual or romantic relationship; or close personal friendship. Examples include but are not limited to: spouse, partner, parent, grandparent, sibling, child or step-child, aunt, uncle, niece, nephew, cousin, in-laws (mother-, father-, brother-, sister-, son-, or daughter-in-law).
Nepotism: Occurs when an individual within an organization uses their power or influence to favor particular individuals on the basis of familial or close personal relationships.
6. Policy Statement
A. Requirements
To avoid any conflict of interest, a university appointing authority, tenure committee member, or supervisor must not participate in any decision to hire, manage, retain, pay, promote, supervise, or grant tenure to an individual with whom they have a familial or close personal relationship. In the event such a relationship exists between a university appointing authority and a job applicant or between a supervisor and an employee reporting directly to them, the appointing authority or supervisor shall immediately notify their dean or director (or supervisor, by another title) and the Department of Human Resources.
Prior to any appointment or employment action being taken, the dean or director shall work in consultation with the Department of Human Resources to develop a plan to manage or eliminate any conflicts of interest and to mitigate adverse effects on the involved parties and any third parties.
Such plans shall, at a minimum, provide for the transfer of decision-making authority regarding appointment, management, pay, promotion, supervision, or tenure, from the appointing authority or supervisor to another person with university appointing or supervisory authority. When two related individuals are members of the same department, and one of them is chairperson of the department, the dean of the college will make employment decisions that the chairperson would customarily make.
In addition, an employee shall refrain from participating in or influencing votes or decisions that may reward or penalize a family member or close personal relation (such as votes or decisions regarding tenure and/or promotion).
B. Management Plan
Human Resources will work with employees to complete and approve a Nepotism Management Plan.
C. Violations
If an employee fails to make a disclosure, and/or fails to comply with the remedial measures, they may be subjected to one or more of the following actions: transfer, reassignment, and/or disciplinary action including dismissal. If an employee performs an act that constitutes a conflict of interest, they may be subjected to disciplinary action including dismissal. Any employee who has a concern about potential non-compliance with this policy may contact their supervisor, their supervisor’s supervisor, Human Resources, or Affirmative Action to discuss the matter.
Retaliation against an employee for reporting such a concern in good faith is prohibited.
7. Related Documents
Wis. Admin. Code ER-MRS §§24.04, Standards of conduct
Wis. Admin. Code UWS § 8.03, Nepotism
Regent Policy Document (RPD) 20-22, Code of Ethics
8. Policy History
Revision 1: January 22, 2026
First approved: October 1, 2023
9. Scheduled Review
October 2028