EFFECTIVE DATE: August 20, 2018
ISSUE #: 14
PRESIDENT: Juan Sánchez Muñoz
1.1 Nepotism in employment is a violation of state law, University of Houston System
Board of Regents Policy, and University of Houston System Policy. This Policy
Statement describes the employment conditions that are covered by these regulations
and the sanctions for violation of these regulations.
1.2 This policy statement has been developed to avoid possible conflicts of interest, which
could result from related persons exercising peer judgment or administrative review of
matters pertaining to employment, retention, promotion, or salary determination.
2.1 Nepotism: Nepotism is defined as favoritism shown to a relative by employment on the
basis of relationship.
2.2 Relative: For purposes of this policy, relative is defined as anyone related to the
employee within the second degree of kinship or the third degree of lineage and includes
the following relations:
2.2.1 The employee’s spouse;
2.2.2 The employee or the spouse’s natural and adopted children, parents, grandparents,
great-grandparents, brothers, sisters, half brothers and sisters, grand-children,
great-grandchildren, aunts, uncles, nieces, nephews, first cousins, and second
cousins; and persons married to them.
3.1 Relatives of members of the University of Houston System Board of Regents shall not
be employed by the University of Houston-Downtown (UHD) unless the employment
took place at least one year prior to the appointment of the Board member.
3.2 Relatives of other University of Houston System and UHD employees shall not be
employed by UHD in positions where the employee has the official authority to hire,
recommend or approve the hiring, salary, or promotion of the relative.
3.3 Relatives of UHD employees shall not be employed by UHD in a supervisorysubordinate relationship even if it results from marriage after the employment
relationship was formed.
3.3.1 The supervisory-subordinate relationship shall be interpreted to include all levels
of line administrative supervisors, from the lowest to the highest, not just the
3.3.2 If two UHD employees marry, both may not continue to hold such positions
beyond the specific appointment period if the continued employment of the
married persons violates the supervisory-subordinate relationship policy.
3.4 The provision of the nepotism policy applies to all positions, full-and part-time, regular
and temporary, regardless of funding source.
3.5 Violation of the nepotism statute is a misdemeanor. Employees violating the statute are
subject to a fine and are subject to reassignment and/or disciplinary action up to and
including termination. Violators may constitute one of the following:
3.5.1 An employee knowingly approves the employment, reemployment, change in
status, compensation or dismissal of a relative,
3.5.2 An employee who doesn’t divulge he/she is a relative of a prospective employee,
3.5.3 An applicant who doesn’t divulge he/she is a relative of a current UHD employee
or a relative of one of the Board of Regents.
3.6 This policy in no way affects the fundamental provisions of equal employment
opportunity at UHD.
3.7 The responsibility for checking applications to ascertain that all who are hired at UHD
meet the requirements of the University’s nepotism policy shall rest with the hiring
manager or supervisor.
3.8 The Vice President for Employment Services and Operations (VPESO) is responsible
for interpreting the UHD nepotism policy.
3.9 The VPESO is responsible for including the University’s nepotism policy in the staff
3.10 The Senior Vice President for Academic and Student Affairs and Provost, or designee,
is responsible for including the University’s nepotism policy in the faculty handbook
and a reference to the University’s nepotism policy in the student handbook.
4.1 The responsibility for checking if applicants for faculty, staff and student positions meet
the requirements of the University’s nepotism policy shall rest with the hiring manager.
4.1.1 Applicants for employment at UHD (for faculty, staff, temporary and student
worker positions) are required to declare if they are related by blood or marriage
to UHD employees, as well as the University of Houston-System Board of
Regents . The hiring manager must ensure that applicants are screened carefully
to avoid violating this policy.
4.1.2 Employment Services and Operations will verify that hiring managers are in
compliance with this policy when extending an employment offer.
Responsible Party (Reviewer): Vice President for Employment Services and Operations
Review: Every three years on or before February 1 st .
Signed original on file in Employment Services and Operations.
Issue #1: 08/11/81
Issue #2: 08/11/83
Issue #3: 10/19/84
Issue #4: 05/15/85
Issue #5: 06/11/86
Issue #6: 09/15/88
Issue #7: 12/20/94
Issue #8: 08/09/99
Issue #9: 04/08/02
Issue #10: 05/24/04
Issue #11: 11/26/08
Issue #12: 02/17/11
Issue #13: 03/09/15
UH System Administrative Memorandum 02.A.21
UH System Board of Regents Policy 57.07
Texas Government Code Chapter 573