IS - 2020 Nepotism Human Resources
Release Date: 10/9/00
Revision 1: 3/15/07
Policy

CNM Board Policy

Governing Board Policy Handbook 5.03, Nepotism
 Employee Handbook 4.04, Nepotism

Administrative Directive

Introduction

Relatives of current employees generally are considered for employment on the basis of their qualifications. However, where the hiring or employment of an employee’s relative would result in a prohibited employment relationship or a conflict of interest, Central New Mexico Community College (CNM) does not consider such applications for employment.

1. Prohibited Employment Relationships

1.1 The hiring, promoting, transferring, demoting or reassigning of relatives is prohibited if the employment of such an individual would result in the creation of:

1.1.1 A supervisor/subordinate relationship between a relative and an employee. If a direct supervisory or managerial relationship would be established, relatives of a current employee cannot be considered as an applicant for an open position.

1.1.2 An actual conflict of interest or the appearance of a conflict of interest. No person who is related to a member of the CNM Governing Board may be hired in any position with the exception of work-study positions.

1.2 Human Resources reviews employment applications for possible prohibited relationships or conflicts of interests based on the information provided by the applicant on the employment application form.   If a conflict exists, the applicant is accordingly notified of their disqualification for employment at CNM.

2. Marriage between Employees

2.1 Employees who marry may continue in their current positions as long as a prohibited employment relationship is not created.

2.1.1  Notify immediate supervisor of marriage or employment action within 30 days when the marriage or employment action creates a prohibited employment relationship.  The supervisor notifies Human Resources of the prohibited employment relationship by memorandum.

3. Classifications Covered by this Policy

3.1 This policy applies to hiring and employment decisions affecting all job classifications except where noted.

4. Notification

4.1 Any employee whose status has changed due to marriage or other action which falls under this policy must inform his/her supervisor within 30 days or as soon as practical.

5. Employment Action

5.1 All decisions and personnel actions taken as a result of this policy must be reviewed and approved by the Human Resources Department.

6. Definitions

Change of Status An event which changes an employee's status, such as marriage.
Conflict of Interest A situation in which an employee or Governing Board member has a private or personal interest sufficient to appear to influence the objective exercise of his or her official duties.
Employment Action Any action which results in a change affecting employment, i.e., promotion, pay raise, transfer, etc.
Nepotism Favoritism, whether shown or inferred, to a relative on the basis of relationship.
Prohibited Employment Relationship  A supervisor/subordinate relationship between a relative and an employee.
Relatives For the purposes of this policy, relatives include the following: spouse, parent or stepparent, child or stepchild, sibling or step-sibling, father in-law, mother in-law, sister in-law, brother in-law, grandparent, grandchild, aunt, uncle, or nephew or niece.

                                

Forms:      Employment Application
Support Materials:      N/A
Reference Materials:      Employee Handbook 4.04, Nepotism
Governing Board Policy Handbook 5.03, Nepotism