Human Resources

Texas Woman's University Staff Handbook
Staff Employment Policies & Practices: Nepotism (Employment of Relatives)

No person shall serve in a capacity when it is the duty of any relative employed by the University to act in any official capacity upon such appointments or promotions, regardless of the source of funds for payment of salary; nor shall any appointment or promotion be made if either person would have any voice in recommending salary increases or promotions.

Supervisors may not employ relatives in subordinate positions. In addition, the nepotism law applies to individuals hired as private contractors. 

Relatives of the Board of Regents shall not be appointed for employment to the University.

A relative is defined as a husband, wife, father, mother, son, daughter, brother, sister, grandparent, nephew, niece, cousin and their in-law and step-relative counterparts, or any other person within the second degree of affinity or the third degree of consanguinity.  Please refer to the chart below.

If two employees of the University marry, both may not continue to hold such positions beyond 90 days of the marriage date, if the employment of the married persons will violate the nepotism guidelines.

When an employee is allowed to continue in a position because of an exception to the nepotism rules, the appointing official (who is a relative) cannot participate in decision making regarding the employee unless such deliberations affect a class or category of employees.

Return to Table of Contents