Revision Date:

The University seeks to foster a working environment in which people are treated with respect and fairness and without any potential for conflict of interest or an appearance of favoritism. In keeping with this workplace philosophy, the University prohibits situations where relatives of employees might be hired, transferred, or promoted to positions where one relative might have influence over another relative's employment, performance review, salary administration, promotion, or other employment-related decisions.

If a relative relationship develops during the course of employment that would violate this policy, the Department of Human Resources will work with the affected department(s) and individuals involved to resolve the situation. In all cases, the needs of the University will determine the resolution.

The University requires full disclosure of any relationship as defined herein at the time of initial employment or at any time that it occurs during the course of employment.

For purposes of this policy, relatives are defined as an employee's spouse, children, parents, grandparents, great-grandparents, brothers, sisters, nieces, nephews, aunts, uncles, grandchildren, great-grandchildren and in-laws or step-relatives of same.

In compliance with KRS 164.360, no family member may be employed at the University if a relative (father, mother, brother, sister, husband, wife, son, daughter, aunt, uncle, son-in-law, daughter-in-law) serves as a member of the Board of Regents unless that person has been employed for at least thirty-six (36) months prior to the Regent's appointment to the Board.

While this policy prohibits certain workplace relationships, the University does recognize the possible advantages of employing members of the same family and is supportive of such when not in violation of this policy.