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Employee Relations

Office of Human Resources

PPP-29 Nepotism Policy

pdf iconPPP-29 Nepotism Policy


General Statement

The nepotism policy is designed to prevent occurrences whereby relatives who are employees of the university are in direct supervisory line with respect to each other. In order to guard against these practices the university prohibits university full, part-time, student or temporary employees who are relatives from being placed within the same line of supervision where one relative is responsible for supervising the job performance or work activity of another relative.


  1. Effective July 1, 1980, no employees who are relatives shall be placed within the same direct line of supervision whereby one relative is responsible for supervising the job performance or work activities of another relative; provided, however, that to the extent possible, this policy shall not be construed to prohibit two or more such relatives from working for the university. For the purposes of this policy, a "relative" means a parent, parent-in-law, child, spouse, brother, foster brother, sister, foster sister, grandparent, grandchild, son-in-law, brother-in-law, daughter-in-law, sister-in-law, or other family member who resides in the same household.
  2. When employees of the university become in violation of subsection (a) as a result of marriage, the violation shall be resolved by means of transfer within the university, transfer to another institution or school, or resignation as may be necessary to remove the violation. If transfer alternatives are available, the employees shall be given the opportunity to select among the available alternatives; provided that if the employees are unable to agree upon any such alternative within sixty days, the University President shall take appropriate action to remove the violation.
  3. In the case of employment relationships which would otherwise violate subsection (a) but which were in effect prior to July 1, 1980, the employment of the employees shall not be affected by this policy, provided that the university takes appropriate action to insure that employees neither initiate nor participate in university decisions involving a direct benefit (retention, promotion, salary, leave, etc.) to a relative.
  4. The university shall apply the foregoing in a non-discriminating manner, and shall insure that the implementation of this policy does not adversely affect employees of one sex over those of the opposite sex 

Source:  Tennessee Board of Regents Personnel Policy No. 5:01:00:06; Chapter 789 of the Tennessee Public Acts of 1980 (T.C.A. 8-31-101, et.seq.); Tennessee Board of Regents Personnel Guideline P-090.

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