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Employment of Related Persons Regulation 608

I. Purpose

It is the policy of the State of North Carolina, The University of North Carolina, and the ��������Ƶ that persons considered for employment or promotion shall be evaluated on the basis of individual merit including training, experience and qualifications without reference to considerations of race, gender, color, creed, religion, disability, age, national origin or any other factors not involving personal professional qualifications and performance.

This regulation is designed to avoid the possibility or perception of a conflict of interest or favoritism based upon family or personal relationship. In general, due to the size of ��������Ƶ and the potential for a conflict of interest or for an appearance of a conflict of interest, managers are discouraged from hiring employees that are related to each other.

II. Scope

This regulation applies to all ��������Ƶ employees including Faculty, Employees Exempt from the Human Resources Act, SHRA, temporary and other employees on special assignment.

III. Definitions

A. “Immediate Family” means that degree of closeness in relationship such that problems might be created within the work unit, or that the public’s perception of fair play in providing equal opportunity for employment to all qualified individuals would be violated. Immediate Family includes:

1. spouse, parent, sibling, child, grandparent, grandchild, aunt, uncle, niece, nephew, first cousins, guardian and ward;

2. the step-, half-, and in-law relationships to those listed in (1); and

3. others living within the same household or otherwise so closely identified with each other including persons engaged in amorous or dating relationships, significant others, sexual partners, and those engaged to be married.

IV. Regulation

A. Two members of an Immediate Family shall not be employed within ��������Ƶ if such employment will result in one of the individuals directly supervising the other individual.

B. Two members of an Immediate Family shall not be employed where one member occupies a position that has influence over the other’s employment, evaluation, transfer, promotion, salary administration or other related management or personnel considerations. This will include participating either individually or as a member of a screening committee or other committee, which may recommend personnel considerations of the other related person.

C. A member of the Immediate Family of a current ��������Ƶ employee may not be employed in a position that is exempt from the State Personnel Act in the same school or academic department unless no other candidate for the position possesses qualifications superior to those of the immediate family member under consideration for the position.

D. In order to avoid the appearance of favoritism based on a family or personal relationship, employees are expected to self-report to their supervisor any relationship that would fall under the definition of Immediate Family, as defined in this regulation so that appropriate steps may be taken to ensure compliance with this regulation.

E. The Associate Vice Chancellor and Chief Human Resources Officer shall report annually to the Board of Trustees, at the regular meeting falling closest to the date of commencement, concerning all specific cases to which the regulation was applied during the preceding year.

V. Revision History

A. February 17, 2011 – Adopted by Board of Trustees as part of ��������Ƶ Policy Manual

B. March 17, 2025 - Revised to align with UNC System and OSHR policies and guidelines.