University of Rochester
    Situatii la angajare (nepotism)
    
    I. Politica:
    In general, angajarilor sau prelungirilor de contract le sunt impuse restrictii minime, si acestea doar in cazul in care intervine conflictul de interese. Angajarea este restrictionata doar atunci cand este necesara evitarea conflictului de interese si se prevad asigurari ca fiecare angajat sa isi poata desfasura activitatea conform pozitiei ocupate. Atunci cand angajarea unei persoane intra in conflict cu prevederile listate mai jos, situatia poate fi evitata uneori prin ajustarea indatoririlor de serviciu a uneia sau ambelor parti implicate in conflict, ori prin modificarea relatiilor pe linie administrativa ce decurg din pozitiile ocupate angajatii implicati. Asemenea modificari pot fi facute cu acordul partilor; ele sunt insa inacceptabile daca duc la aparitia unor efecte adverse in evaluarea pozitiilor sau buna functionare a departamentului ori birourilor unde sunt angajate persoanele implicate.
    
    II. Reglementari
    A. Definire: Conflictul [de interese] la angajare apare atunci cand intervin relatii de rudenie[cu un alt angajat] - parinti, frati/surori, fii/fiice, rude prin alianta (socri, cumnati, gineri), bunici, nepoti. De asemenea logodnici/logodnice, copii vitregi, tutori, parteneri de viata se considera a intra in sfera aceluiasi conflict la langajare.
    
    B.Corpul profesoral si functionari superiori ai aparatului administrativ: Persoanele care se afla in relatie [de rudenie] - conform definitiei de mai sus , ce intra sub incidenta conflictului de interese - cu functionari superiori din administratie sau ai corpului profesoral nu vor fi angajati pe nici un post in Universitate. In aceasta reglementare, in categoria functionarilor superiori din administratie intra: Presedintele, Directorul (de colegiu), asistentii Presedintelui/Directorului, Trezorierul (impreunacu asistentii/asociatii), Secretarul Universitatii, si directorii de la Resurse Umane, Finante, Buget si Control.
    
    C. Decani, directori si sefi de departament: Persoanele care se afla in relatii (definite de A) cu decani, directori sau sefi de departament nu vor fi angajate in cadrul scolii, colegiului, departamentului sau diviziei conduse sau prezidate de acei decani, directori sau sefi de departament.
    
    D. Relatiile supervizor/subordonat: Nu este permis a se angaja persoane pe pozitii in care se cere supervizarea sau care necesita a fi subordonat angajatilor cu care se afla in relatii descrise de A. si nici pe pozitii in care persoanele in relatie se vor raporta aceluiasi supervizor.
    
    E. Responsabilitati administrative in cadrul departamentului: Persoanele ce detin responsabilitati administrative in cadrul unui departament si care au relatii descrise de A cu alti angajati ai Universitatii nu vor fi angajate pe pozitii in care una din parti sa trebuiesca decida asupra bugetelor, achizitiilor sau personalului - pe baza recomandarilorsau initiativelor celeilalte parti, sau care sa o afecteze pe aceasta. De asemenea nu este permisa angajarea unei astfel de persoane in conditiile in care o ruda [cf.A] a sa ar avea putere de decizie asupra rapoartelor administrative, cererilor de fonduri sau proiecte, ori acces la dosarele eventualilor colegi sau superiorului acesteia.
    
    F. In cazul in care este clar in interesul Universitatii si unde angajarea nu este intreprinsa din cauza unor relatii descrise de A, se poate cere o exceptare de la prevederile de mai sus. Decanul sa directorul vor inainta o cerere scrisa catre Directorul de la Resurse Umane. In cazul in care in partile implicate se afla decani, directori sau sefi de departamente este necesar si concursul Presedintelui [Universitatii].
    
    III. Procedura
    
    A. Aplicarea acestor reglementari intra in responsabilitatea Decanului si Directorului in cooperare cu Directorul de Resurse Umane. Daca o astfel de relatie apare sau este anticipata, atunci Decanul, unul din functionarii administrativi superiori sau Directorul de Resurse Umane vor fi instiintati.
    
    B. In aplicarea acestor reglementari trebuie avut in vedere sa nu se faca discriminari pe considerente de sex sau varsta. De exemplu, cand apare o situatie ce cade sub incidenta conflictului de interese [descris mai sus], NU este de presupus ca cea mai tanara dintre partile implicate ori, daca una din parti e femeie, atunci femeia e cea a care pozitie va avea de suferit, sau numire pe o functie - ori promovare - va fi schimbata sau neaprobata.
    
    C. Deciziile vor fi luate pe baza cerintelor fiecarei pozitii in parte, a calificarilor celor ce urmeaza a fi angajati, a intereselor Universitatii si integritatii sale administrative.
    
    The University of Rochester
    Personnel Policy/Procedure Policy: 121
    Revised: 6/98
    
    Subject:
    Conflicting Employment Relationships (Nepotism)
    
    Applies to:
    All Faculty and Staff
    
    
    I. Policy: In general, there are only minimal limitations of employment or continued employment of any person because of a conflicting relationship with another member of the University faculty or staff. Employment is limited only when necessary to avoid conflicts of interest and provide reasonable assurance that each person can carry out the responsibilities of his or her position as objectively as possible. Where employment would be in conflict with the guidelines below, the problem may sometimes be avoided by adjustment of the duties assigned to one or both of the individuals or by modification of the administrative relationships of their positions, or both. Such adjustments may be made whenever reasonable but are not acceptable if they will have significant adverse effect on the evaluation of the positions or on the orderly operation of the department or other offices concerned.
    II. Guidelines:
    A. Definition: Conflicting employment relationships include parents, brothers and sisters, sons and daughters--including in-laws in each case--husband, wife, grandparents, and grandchildren. In addition, fiancés/fiancées, step children, guardians, wards and live-in significant others will constitute conflicting relationships.
    B. General University and Senior Administrative Officers: Individuals who may have conflicting employment relationships (as defined in II A above) with general University and senior administrative officers should not be employed in any capacity in the University. For purposes of this policy, general and senior administrative officers include President; Provost; Assistant to the President/Provost; Vice Presidents, Provosts and Associates; Treasurer; Associate and Assistant Treasurer; University Secretary; and directors of Human Resources, Finance, Budget and Audit.
    C. Deans, Directors or Department Heads: Individuals who may have conflicting employment relationships (as defined in II A above) with deans, directors or department heads should not be employed in the school, college, department, or division over which the dean, director, or department head presides.
    D. Supervisor-Supervisee Relationship: Individuals should not be employed in positions which involve supervising, or being supervised by individuals who may have a conflicting employment relationships (as defined in II A above) nor in positions which report to a common supervisor.
    E. Departmental Administrative Responsibilities: Individuals with departmental administrative responsibilities who may have conflicting employment relationships (as defined in II A above) should not be employed in positions where one will have responsibility for reviewing and approving financial, budgetary, purchase, or personnel actions initiated by, recommended by, or affecting the other. Neither should one such individual be employed where the other has responsibility for approving or acting on his or her administrative reports, project or grant requests, nor in positions involving independent access to personnel files of such an individual or that individual's supervisor or co-workers.
    F. Where it is clearly in the University's interest and where the employment is not undertaken because of the relationship with another University employee, an exception may be requested. A dean or director should provide a written request to the Director of Human Resources. The concurrence of the President will be required for any such excepted appointment involving officers, deans, directors or department heads.
    III. Procedure:
    A. Administration of this policy is the responsibility of the Deans and Directors in collaboration with the Director of Human Resources. If such a relationship is established or is anticipated to be established, the Dean or Administrative Officer or the Director of Human Resources should be contacted.
    B. In administering this policy, care will be taken to avoid sex- or age-based discriminatory effects. For example, where a conflicting relationship is or will be established, it is not to be presumed that the younger of the two persons or, (if one is female) that the woman will be the one whose job is to be altered or whose appointment or promotion is to be modified or denied.
    C. Decisions are to be guided by the content and requirements of the jobs, the qualifications of the individuals, the interests of the University's work, and its administrative integrity.