Employment of Relatives Policy

Effective Date: July 1, 2009

Board Approval: June 9, 2009

1. Purpose

1.1. To outline the Tooele Technical College (TTECH) policies and procedures related to the employment of relatives.

2. References

2.1. Utah Code 52-3-1, 53-3-2, Prohibiting Employment of Relatives

3. Definitions

3.1. For the purpose of this policy, relatives will include father, mother, husband, wife, son, daughter, brother, sister, uncle, aunt, niece, nephew, father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, first cousin, grandparent, grandchild, or step-relatives in these categories.

4. Policy

4.1. College policy prohibits any individual holding a position for which payment is made from funds

administered by the College to employ, appoint, or vote for the appointment of relatives of his or her

family, in or to any position or employment, when the salary, wages, pay or compensation of such

appointee is to be paid out of such funds. This prohibition extends further in that a subordinate

supervisor may not hire a relative of a superior at any level.

4.2. Relatives may not be employed in situations where they will work in close proximity to one another,

either in terms of an administrative relationship or location, and they will not be employed where to do

so would cause administrative concern. Examples of situations that could cause administrative concern

include, but are not limited to, situations that create the opportunity for preferential treatment of the

relative in hiring, promoting, allocating salary, assigning duties, arranging schedules, allocating equipment or facilities, matters which involve discipline or termination, etc.

4.3. Upon employment, and employee and his/her relative may not work in the same department or lowest organizational unit.

4.4. Any applicant who withholds or gives false information regarding personal relationship shall be

terminated. A supervisor who knowingly violates this policy is subject to disciplinary action.

4.5. This policy is not retroactive, and does not apply to employment and supervisory arrangements that were in place prior to the effective date of this policy. This policy applies to all new appointments (including transfers) made on or after the effective date of the policy, and to any changes in employment or relationship status on or after the effective date of the policy.

5. Exceptions

5.1. The College President may grant exceptions to this policy when it is determined to be in accordance with applicable law and in the best interest of the College to grant an exception.