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HRM - Anti-Nepotism


Subject Area: Workplace Policies
Policy Title: Anti-Nepotism
Policy / Procedure No: HRM028
Responsible Office: HRM

PURPOSE: To define the University's anti-nepotism policy.

SCOPE: Entire University community.


It is the goal of Northeastern University that all staff and faculty appointments and advancements be made on the basis of merit. Thus, it is inappropriate to bar from University employment someone with meritorious qualities simply because a close relative of the individual happens to be in the employ of the University. It is similarly contrary to University policy that individuals should be appointed because of a close family relationship with some member of the University faculty or administration.

In order to guarantee that individuals will be considered solely on the basis of individual merit, the following regulations are enforced:

1. No member of the University administration or faculty shall participate in any final decision or recommendation relating to the appointment, promotion, retention, tenure, or other condition of employment at Northeastern University of a close relative such as a parent, child, spouse, same sex spousal equivalent, sibling, parent-in-law, child-in-law, or stepchild.

2. In instances when it is proposed that close relatives be employed in the same department, the Office of Affirmative Action and Diversity will ensure that the anti-nepotism policy has not been violated.

Policy Statement on Consensual Relationships

Consensual romantic or sexual relationships between supervisors and employees and between faculty or staff and students are potentially exploitative and must be avoided. They raise serious concerns about the validity of the consent, conflict of interest, and unfair treatment of others.

The University's anti-nepotism policy precludes individuals from evaluating the work performance of others with whom they have intimate familial or close personal relationships, or from making hiring, salary, or similar financial decisions concerning such persons. The same principles apply to supervisor-employee, staff-student, or faculty-student relationships in the context of work or academic evaluation.

Therefore, no faculty or staff member involved romantically or sexually with a student may teach or supervise that person either individually or as part of a group in any activity connected to the University. In addition, a supervisor will be prohibited from evaluating an employee's job performance if he she is romantically or sexually involved with that employee.

Violations of the University's Consensual Relationship Policy, if proved, will result in the imposition of corrective actions and/or disciplinary sanctions, up to and including dismissal from the University's employ.