Nepotism Policy

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This policy addresses the potential perception of favoritism, preferential treatment or the appearance of conflicts in hiring relatives for faculty, staff and students.

Policy Statement

Adelphi University is committed to ensuring that employment and academic decisions are based solely on merit, qualifications, and performance. Personal or familial relationships must not influence or appear to influence hiring, supervision, evaluation, promotion, or any employment or academic action.

Reason for Policy

This policy prevents favoritism, bias, and conflicts of interest that may arise when related individuals or those in close personal relationships work or study within the same reporting structure or when one has influence over another’s employment or academic status.

Who Is Governed by this Policy

Faculty, Students, and Staff where applicable

Policy

Prohibited Relationships

Employees may not hire, supervise, evaluate, promote, discipline, or otherwise influence the employment or academic status of a relative or an individual with whom they have a close personal relationship.

Direct or indirect reporting relationships between such individuals are prohibited. Indirect supervision is also prohibited, which includes any relationship within the same chain of command. Exceptions require specific prior approval.

Academic Settings

Faculty may not teach, supervise, or evaluate students with whom they have a familial or close personal relationship. Department Chairs and Deans must assign alternate evaluators or instructors when such conflicts occur.

Disclosure Requirements

Employees, students, and applicants must disclose any covered relationship:

  1. During recruitment or selection;
  2. Before accepting a transfer, promotion, or new supervisory assignment; or
  3. When a new relationship develops that may create a conflict.

Concerns about favoritism or potential policy violations may be reported to:

Reports will be addressed promptly and confidentially. Retaliation for good-faith reporting is strictly prohibited.

Procedures

Disclosures must be submitted in writing to the Office of Human Resources using the Nepotism Compliance Agreement at humanresources@adelphi.edu.

All disclosures will be kept confidential and shared only with those responsible for assessing the situation.

Conflict Review and Exceptions

Human Resources, in consultation with the relevant Executive Leader or designee, will review disclosures and determine whether a conflict exists and how it should be mitigated.

Exceptions may be granted when in the University’s best interest, provided a written management plan removes all supervisory conflicts. Plans will be reviewed annually.

Oversight

Human Resources will:

  • Maintain records of disclosures and compliance agreements;
  • Periodically review this policy to ensure alignment with best practices and legal standards.

Violations

Failure to disclose a covered relationship or comply with this policy may result in disciplinary action, up to and including termination.

Definitions

  • Relative: A spouse, domestic partner, child, stepchild, parent, stepparent, grandparent, grandchild, sibling, stepsibling, in-law, aunt, uncle, niece, nephew, or any person residing in the employee’s household or otherwise closely related.
  • Close Personal Relationship: Romantic, intimate, dating, or significant personal relationships that could create the appearance of bias.
  • Supervisory or Evaluative Relationship: Direct or indirect authority over another’s hiring, pay, performance, assignment, promotion, or academic evaluation.

Forms

Nepotism Compliance Agreement must be completed for all instances where an employee is a relative of or have a close personal relationship within a department or school.

Related Information

Document History

  • Last Reviewed Date: November 15, 2025
  • Last Revised Date: November 15, 2025
  • Policy Origination Date: July 13, 2019

Who Approved This Policy

Policy Owner and Executive Leadership

Policy Owner

Policy Expert

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