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EMPLOYMENT OF MEMBERS OF SAME FAMILY AS CLASSIFIED OR ADMINISTRATIVE EMPLOYEES

 1.      Members of the same family (spouses, siblings, or parents and offspring) may be employed by Western Washington University within the same unit or division of the university’s classified and/or administrative structure except under the following circumstances:

 a.       When one member of a family would be responsible for institutional decisions involving possible direct benefit (including initial appointment, retention, promotion, salary, leave of absence, etc.) to another member of the same family; or

b.       When one member of a family would be responsible for supervising, evaluating, or auditing the work of another member of the same family; or

 c.       When other circumstances exist which would place members of the same family in a conflict of interests of the employer and the interests of the family members.

 2.      In those instances in which two members of the same family are excluded from employment on the classified staff or administrative staff of Western Washington University pursuant to this policy, the university shall permit the family members to decide which member will continue in employment with the university.  If the family members fail to make a decision within a reasonable time, the university shall use a neutral standard to determine which family member will continue in employment with the university.

Adopted by the Board of Trustees on May 8, 1975

 NON-DISCRIMINATION IN APPLYING NEPOTISM RULES

 Preamble. Federal Executive Order #11246, as amended, requires federal contractors to ensure that their personnel policies and practices do not discriminate against employees or applicants on the basis of race, color, religion, sex or national origin. Among those practices which may have the effect of discriminating against individuals on the basis of sex are anti-nepotism policies.

Policy. Western Washington University is committed to ensuring that anti-nepotism policies do not discriminate against individuals on the basis of their sex. The institution may set reasonable restrictions on an individual's capacity to function as judge or advocate in specific situations involving a member of his or her immediate family. Those restrictions, however, shall not have the effect of denying equal employment opportunity to one sex over the other.

Adopted by the Board of Trustees on April 12, 1996