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

Policy Description

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

Reason for Policy

Adelphi welcomes applicants for employment from members of current staff’s families; applicants will be considered for employment on the basis of their qualifications, skills and abilities. The hiring decision is based on the best qualified candidate as determined by management.

However, the employment of relatives may result in various conflicts including the perception of favoritism, conflicts of interest, workplace discord, distraction of students, and other conflicts that may disadvantage both the university faculty and staff.

For purposes of this policy, the term “relative” shall include relationships established by blood, marriage or legal action. Examples include the employee’s spouse or domestic partner, mother, father, son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, stepparent, stepchild, aunt, uncle, nephew, niece, grandparent, grandson, granddaughter or cousin.

Who Is Governed by this Policy

Faculty and Staff and Student Workers


It is the goal of the university to avoid creating or maintaining circumstances in which the perception, appearance or possibility of favoritism exists. The university may allow existing family relationships to be maintained, or employ individuals who are related to current staff under the following circumstances:

  • Individuals may not work under the direct supervision of a related manager;
  • They may not create a supervisor/subordinate relationship with a family member;
  • They may not supervise or evaluate a family member;
  • The relationship will not create an adverse impact on work performance;
  • The relationship may not create an actual or perceived conflict-of-interest;
  • For students who are in a class taught by a relative, grades must be evaluated by a non-relative.

This policy must be applied to any employment or student action including but not limited to hiring, promoting, transferring, ranking, rating, grading, tenure, retention, impact on pay, judging for or allocation of awards or scholarships, allocation of office space or any other employment decision of any kind.

There are some departments that are small enough to warrant recusal of a manager, chair, dean or authorized decision-maker from employment-related decisions.  In these cases, a proxy for a manager can be identified jointly with the Office of the Provost and the Office of Human Resources.

Relationships by blood, marriage or legal means addressed within this policy should be identified for (1) candidates for employment, (2) current employees, and (3) students in classes taught by a relative. In these cases, the matter should be immediately reported to Human Resources, using the Nepotism Compliance Agreement form.


Please see the above policy section.


It is the responsibility of every staff member to identify to Human Resources, any existing family relationship that falls under the definition provided in this policy.  In this manner, we can assure appropriate controls are in place to avoid the perception of favoritism and conflict of interest.  In the event that a parent is teaching a student, this information must be disclosed to the Office of Human Resources immediately. Failure to adhere to this policy may lead to disciplinary action up to and including discharge, where appropriate.


The Nepotism Compliance Agreement must be completed for all instances where an employee is related to an immediate family member within a department or school.

Related Information

There is no other related information at this time. Periodically, policies are updated and we will determine if additional information should supplement this policy.

Document History

  • Last Reviewed Date: March 14, 2023
  • Last Revised Date: March 14, 2023
  • Policy Origination Date: July 13, 2019

Who Approved This Policy

John Siderakis, Chief Administrative Officer

Policy Owner

Secondary Contacts

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