NEPOTISM POLICY 
  
Purpose 
The Department of Human Services is an equal opportunity employer that hires based 
on an individual’s qualifications and ability to perform the duties of the position for which 
they apply. This policy is being implemented in the interest of maintaining an objective 
workplace and promoting equity and transparency, while eliminating the appearance of 
or conflict of interest, It is intended to prevent potential issues involving immediate family 
relationships in the workplace. 
  
Policy 
The Office of Human Resources and Labor Relations relies on self-disclosure during the 
interview and selection process by providing the opportunity for individuals to identify any 
family relationships that can create possible conflicts. If this information is not disclosed 
or identified during the interview process, and later discovered during the course of 
employment, the employee may be found to be in violation of this policy. If the concern 
or conflict arises after employment, steps will be taken to eliminate the conflict. 
  
Procedures 
1. A member of an employee’s immediate family will be considered for employment, 
or an employee will be considered for promotion, transfer or reassignment, if the 
applicant possesses all of the qualifications for the position. 
 
2. An immediate family member may not be hired, or an employee may not be 
promoted, transferred or reassigned; however, if the employment opportunity: 
a. Creates either a direct or indirect supervisor/subordinate relationship with a 
family member; or 
b. Creates an actual conflict of interest or the appearance of a conflict of interest. 
   
3. Employees who marry or become members of the same household may continue 
employment as long as there is not: 
a. A direct or indirect supervisor/subordinate relationship between the 
employees; or 
b. An actual conflict of interest or the appearance of a conflict of interest. 
 
4. Should one of the above situations occur, the Department will review the matter 
to determine whether the actual or perceived conflict of interest can be resolved 
through restructuring of reporting relationships or other reasonable administrative 
measures. As part of this review, the affected employee may apply for a suitable 
vacant position within the Department, if available. If this is not feasible, the 
affected employees will be permitted to determine which employee will resign.  
 
 
 
Nepotism Policy 
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Non-Compliance 
Employees found to be in violation of this policy may be subject to disciplinary action, up 
to and including termination of employment. 
Definitions 
For purposes of this policy, “immediate family” includes the employee’s spouse, 
brother, sister, mother, father, stepmother, stepfather, children, stepchildren, father-in-
law, mother-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law and any 
other member of the employee’s household. 
Policy Review 
This policy shall be reviewed every three years, or sooner if warranted by law, the Employee 
Handbook, or Agency needs. 
Acknowledgement 
By signing below, employee acknowledges receipt of this policy and understands that 
any questions or concerns about the policy may be directed to the Office of Human 
Resources and Labor Relations. 
_____________________________________ 
Employee Name (Print) 
_____________________________________ 
______________________ 
Employee Signature  
Date 
Approved By: 
___________________________________  
_____________________ 
Deputy Commissioner HR & Labor Relations 
Date Approved 
____________________________________ 
_____________________ 
Commissioner  
Date Approved 
06/23/26
6/23/2026