Human Resources Policies (ADM)

Nepotism Policy

Policy Purpose

To communicate the college's policy regarding CSN's employees concerning the employment and other related activity of relatives of CSN employees. CSN is committed to providing a fair and equitable working environment free from potential conflicts of interest, both perceived and actual, and potential favoritism and preferential treatment, both perceived and actual. CSN believes employees should be evaluated on the merits of their work without improper influence or the potential for improper influence or favoritism in employment decisions and other related activities involving relatives of CSN employees. This policy identifies relationships of employees that may impact CSN's mission.

Policy Statement

  1. It is the policy of CSN that no college employee may hire or cause to be hired, nor supervise or have direct control or significant influence over any relative of the employee within the third degree of consanguinity or affinity in employment decisions.

  2. An employment decision will be defined as including, but not limited to the following:

    1. Hiring
    2. Promotions
    3. Reappointments
    4. Evaluations
    5. Awarding of Salaries
    6. Terminations
    7. Discipline


    The above employment decisions will be based on qualifications, abilities and work performance for the position. To avoid favoritism and conflicts of interest, actual and perceived, in employment decisions, CSN reserves the right to take action when relationships of employees impact on CSN's mission. If such a situation occurs, it is considered to be "Nepotism" and is prohibited.

    Any individual found in violation of this policy may be subject to disciplinary action. Exceptions to this policy, excluding violations, must have prior approval of the President.

  3. Nevada Revised Statute (NRS) 281.210 prohibits a CSN employee, with authority to employ others, from employing, re-employing or recommending for employment at CSN, any of their relatives within the third degree of consanguinity or affinity.
     
    1. Relatives Consanguinity applies to:
      1. Parent
      2. Child
      3. Grandparent
      4. Grandchild
      5. Brother
      6. Sister
      7. Half Brother
      8. Half Sister
      9. Uncle
      10. Aunt
      11. Nephew
      12. Niece
      13. First Cousin
         
    2. Relatives Affinity applies to:
      1. Husband
      2. Wife
      3. Step Parent
      4. Step Child
      5. Step Brother
      6. Step Sister
      7. Brother-in-Law
      8. Sister-in-Law
      9. Father-in-Law
      10. Mother-in-Law
      11. Son-in-Law
      12. Daughter-in-Law
      13. Uncle
      14. Aunt
      15. Nephew
      16. Niece

NAC 284.375 prohibits a CSN employee from being the immediate supervisor of or in the direct line of authority of their relatives who are employed at CSN.

Consensual relationships not within the third degree of consanguinity or affinity, but still under the scope of this policy, are covered under the Consensual Relationships Policy.

Procedure

  1. Any employee affected by this policy must provide written notification within ten (10) working days of the inception of one of the following:
    1. Any CSN employee, during the course of their employment at the college, becomes related to another individual at the college (employee or student), either by consanguinity or affinity, thereby creating a professional power imbalance between the individuals.
    2. Any CSN employee in an existing relationship of consanguinity or affinity with another individual at the college enters into a position of authority over that individual.
  2. The employee must send the written disclosure notification via CSN email to their immediate supervisor, Human Resources, and the appointing authority. The disclosure must include:
    1. The names, titles, and relationships of all involved parties,
    2. The date of inception of the relationship and/or professional power imbalance,
    3. The description of the professional power imbalance, and
    4. A request that action be taken to ensure that one employee does not continue to hold positions in which they are the immediate supervisor or in the direct line of authority of the other.
  3. Pursuant to the Board of Regents Handbook, Title 4, Chapter 3, Section 7, the appointing authority shall ensure that, as soon as practicable, the related employees do not continue to hold positions in which one of the employees is in the direct line of authority of the other employee.
    1. The appointing authority may request a recommendation from each of the employees for appropriate action to be taken to alter the line of authority. In determining the manner in which to comply with this policy, the appointing authority is not required to accept a recommendation from the employees involved.
    2. Any supervisorial duties that cannot be reassigned for logistical or impracticable reasons (e.g. scheduling of classes/lab, classroom assignments, clinical assignments, office assignments - in agreement with the Office Request Policy), shall remain with the supervisor, but shall be reviewed and approved by the next-level supervisor, in consultation with the corresponding appointing authority.
    3. Within ten (10) working days of the receipt of the initial disclosure notification sent by the employee, the appointing authority shall respond to all involved parties, in writing via CSN email, with an action plan that outlines any and all steps to be taken, therein.
  4. Exceptional circumstances may exist under which the consanguinity or affinity relationship described in this policy involves a student at the college. Per this policy, any such relationship must be reported in accordance with Section III.A above.
    1. The Chief Human Resources Officer, in consultation with the President and the appointing authority, will determine whether exceptional circumstances exist and if administrative measures must be taken to mitigate the impact of the relationship upon the student's educational experience.
    2. When possible, the student in question will be placed in a class taught by another instructor with whom no such relationship exists.
  5. If any current relationship described under this policy existed prior to the professional employment or academic pursuits at CSN, the involved parties shall report the relationship in accordance with Section III.A above, to ensure compliance with this policy.

Authority and Cross Reference Links

  • Nevada Revised Statute 281.210
  • Nevada Administrative Code 284.375
  • Nevada Administrative Code 284.377
  • NSHE Board of Regents Handbook, Title 4, Chapter 3, Section 7

Most Recent Changes

Version 2:

  1. Changed from 10- to 12-point font, in accordance with the ADA
  2. Minor grammatical changes throughout
  3. I - Revised the Purpose as per the recommendation of General Counsel
  4. II.A - Added per General Counsel.
  5. II.B.2 - Clarified that consensual relationships not within the third degree of consanguinity or affinity are covered under the Consensual Relationships Policy.
  6. III.A-B - Altered the procedure, replacing a non-existent form with email notification.
  7. III.C-E - Established reassignment procedures for supervisorial duties in the event of a standing consensual relationship that becomes a relationship of affinity.

Disclaimer

The president has the discretion to suspend or rescind all or any part of this policy or related procedure(s). The president shall notify the appropriate CSN personnel, including the Executive Sponsor and shared governance leaders, of the suspension or rescission.

Questions about this policy should be referred to the Executive Sponsor.

Attachments

History

  • Version 2:
    • 09/05/2025: Approved by CSN President (F. Zaragoza)
    • 09/05/2025: Reviewed by General Counsel
    • 09/03/2025: Recommended by Executive Vice President of Academic Affairs
    • 09/05/2025: Recommended by Chief Human Resources Officer
    • 12/09/2022: Recommended by Senate Chair (T. Sherman)
    • 12/06/2022: Revision Submitted by the Ethics Committee (E. Moreau)
  • Version 1:
    • 07/11/2013: Approved by CSN President (Mike Richards)
    • 07/09/2013: Reviewed by General Counsel (R. Hinckley)
    • 07/08/2013: Associate Vice President for Human Resources (T. Brown)

Glossary

Consanguinity: Blood relation

Affinity: Marriage or other legal relationship (such as adoption) formally recognized by the State of Nevada