Tulane University's standards for employment decisions such as hiring, promoting, reappointing, evaluating, awarding salary and terminating employees are based on qualifications for the position, ability and performance. The University attempts to avoid favoritism, the appearance of favoritism and conflicts of interest in employment decisions and reserves the right to take action when relationships or associations of employees impact its mission. It is against University policy for an employee to supervise a relative or to work in positions that have an audit or control function over a relative except in circumstances as indicated below.
The employment of relatives is permissible if the following general principles are applied. For purposes of this policy, "Relative" means a connection between persons by blood, marriage, adoption, domestic partnership, or other personal relationship including co-habitation.
Employment of Relatives in the same unit or department or under the same supervisor is authorized only with the prior written approval of the head of the unit or department and the Office of the Provost for faculty members on the uptown campus, Office of the Chancellor for faculty members of the Medical Center or the Office of Human Resources for all staff members, as appropriate. In addition, Relatives should not participate in roles which have the potential for influencing employment decisions.
Decisions about individual cases should be made on the basis of these principles. In cases where the application of a principle is disputed, the administrator at the next level may be asked to assist in resolution. If resolution cannot be achieved, an employee can follow the established procedure for filing a grievance. The President shall have final approval regarding application of the general principles to particular cases. Not every relationship that can create favoritism or the appearance of favoritism can be listed here. Whenever an employee enters into a relationship with another employee, s/he should ask whether the appearance of nepotism or whether an audit or control function may be compromised.
Tulane University, New Orleans, 504-865-5720 firstname.lastname@example.org