Nepotism Compliance

WT employees are responsible for reporting covered relatives who also work for WT.  We have updated the process to make it easier to report these situations with this form:  Nepotism Compliance Agreement

According to TAMUS Policy 07.05 - Nepotism

2. EMPLOYEE COVERED RELATIVES

2.1 Although the definition of “public official” in state nepotism laws does not include employees of institutions of higher education, it is the policy of the system that employees who have authority to make or confirm appointments be held to the standard described in Section 1 of this policy. Therefore, a system employee shall not approve or confirm a covered relative’s appointment, reappointment, employment, reemployment, change in status, compensation, or discipline, including dismissal.

2.2 A member may employ an employee’s covered relative or two covered relatives (see Appendix) provided that:

(a) neither relative has responsibility for direct or indirect supervision of the other, or authority over any term or condition of the other’s employment, including salary or wages as provided in Section 2.2.1; and

(b) the member’s chief executive officer (CEO) or designee has authorized the employment in writing, including a determination that the covered relatives’ supervision complies with this policy.

2.2.1 The supervision of covered relatives shall meet one of the following conditions: (a) each relative must be outside the other’s reporting structure; or (b) each relative must be supervised by an employee at an equivalent or higher, more senior level than either relative. For covered relatives within the same reporting structure, this supervision requirement can be satisfied through a primary or secondary supervisory relationship. A secondary supervisory relationship means that a covered employee’s primary supervisor reports to a secondary supervisor meeting the requirements of this subsection for all matters relating to the covered employee’s employment. Examples of primary and secondary supervisory relationships that comply with this policy are found in the Appendix.

2.2.2 The written authorization of a covered relative’s employment and supervision and the details of the covered employee’s supervision must be maintained in both relatives’ personnel files.

2.3 The conditions described in Section 2.2 apply to both initial appointment and continuation of employment.

TAMUS Policy 07.05.001 Consensual Relationships – Addresses relationships between individuals who are not related, but are in a relationship with another employee that may be reported as well.  It states:

1. The employment or supervision of spouses or close relatives is addressed in System Policy 07.05, Nepotism.  This regulation does not apply to a consensual relationship between an employee and the employee’s spouse.   -   
2. The consensual relationships covered by Sections 3 and 4 of this regulation are characterized by a difference in actual or perceived power that creates the potential for any of the following:  (a) a conflict of interest; (b) allegations that the relationship resulted from coercion, exploitation and/or harassment; or (c) allegations of favoritism and/or unfair treatment.  Prohibited Consensual Relationships 
3. Employee/Undergraduate Relationships

A system university employee is prohibited from pursuing or having a consensual relationship with an undergraduate student at that institution.  A consensual relationship in violation of this section may result in disciplinary action against the member employee, up to and including dismissal.  An employee may request an exemption from the prohibition set forth in this section from the president or designee of the member for whom the employee works.  Exemptions may be granted only in exceptional circumstances.  Documentation of an exemption will be signed by the president or designee and placed in the employee’s personnel file.