STAFF CONFLICTS OF INTEREST (Nepotism)
Revised: 9-14-05, 3-8-17
No employee of the South Sanpete Board of Education shall obtain or maintain any other employment which may interfere with or substantially impede discharge of duties under the individual’s employment with the District. Employees shall not engage in work of any type where the source of information concerning customer, client, or employer originates from any information obtained through the school system.
No employee may directly supervise an appointee who is a “close relative” or cohabitant when the salary, wages, pay, bid, or compensation of the relative will be paid from public funds, unless:
- The relative was appointed or employed before the District employee assumed his or her supervisory position; or
- The appointee will be employed for a period of 12 weeks or less; or
- The appointee will be compensated from funds designated for vocational training; or
- The appointee is a volunteer as defined by the District; or
- The appointee is the only person available, qualified, or eligible for the position; or
- The Board determines that present administrator is the only person available or is the best qualified to perform supervisory functions for the appointee.
For purpose of this policy, “close relatives” shall defined as father, mother, husband, wife, son, daughter, sister, brother, uncle, aunt, nephew, niece, first cousin, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, grandfather, grandmother, grand child of an employee, or any relative or cohabitant living in the immediate house of the employee.
Utah Code § 52-3-1(1)(d) (2015)
When a District employee supervises a relative under the preceding section, the employee shall make a complete written disclosure of the relationship to the Board. The District’s employee may not evaluate the relative’s job performance or recommend salary increases for the relative.
The rules of this policy apply to employees paid with public funds, regardless of the source of those funds, including employees paid with funds from a federal grant.
The provisions of this policy may be waived by the Superintendent if the job has had reasonable public notice and the assignment or placement of both relatives is of such a nature that no reasonable alternatives are available.