Personal Relationships in the Workplace Policy - New York, District of Columbia, and California
- Personal Relationships in the Workplace Policy – New York, District of Columbia, and California (PDF)
Statement of Policy
This Policy applies to Personal Relationships in the Workplace at New York University-New York, Washington, D.C., and California (collectively, “NYU” or the “University”).
To Whom the Policy Applies
This Policy covers all prospective and current employees at the University.
Policy and Procedures
The University encourages employees to recommend friends and relatives for jobs at NYU, subject to the following conditions:
- A supervisor/employee relationship may not exist at the time of hire or at any time thereafter between members of the same family or household.
- Members of the same family or household cannot otherwise work in close association or within the same department without the requisite prior approval. Note: The School Dean must provide prior approval for Faculty or Professional Research Staff, with notification of the arrangement to the Office of Academic Appointments. The AVP, Talent Learning and HR Services must provide prior approval for Administrators and Professionals, or for employees covered under the collective bargaining agreements between the University and Local 1, 30, 153, 810, and 3882.
(Collectively, “covered relationships.”)
*Note: An employee also may not make decisions or recommendations concerning a member of the same family or household with regard to compensation, benefits, promotion, or any other terms and conditions of employment.
*Note: “Member of the same family” includes a: child (biological, adopted, foster child, step child, legal ward, child of an employee standing in place of a parent); grandchild; great-grandchild; spouse or registered domestic partner; parent (including step-parent or guardian); grandparent; great-grandparent; sibling (including a half, adopted or step sibling); child, sibling, parent, or grandparent of an employee’s spouse or registered domestic partner; spouse or registered domestic partner of an employee’s child, sibling, parent, or grandparent; or aunt, uncle, niece, or nephew.
Prospective employees will be required to disclose any covered relationships when completing their employment application. If a prospective or current employee enters into a covered relationship at any time thereafter, he or she must immediately disclose the relationship to the appropriate Human Resources Officer/Business Partner.
In accordance with University policy and applicable law, the University may choose to take appropriate action where the disclosed relationship would or does create an impermissible arrangement under this Policy.
Other University Policies
Consensual Intimate Relationships. Sexual, dating, or romantic relationships in the workplace are subject to the University’s Policy on Consensual Intimate Relationships.
Conflict of Interest Policies. Prospective or current personal relationships in the workplace—whether covered or not under this Policy—also may be subject to the terms and conditions set forth in the applicable employee conflict of interest policy.
- Dates of official enactment and amendments: Not Available
- History: Jan 18, 2019; Jan 26, 2018; Apr 1, 2000; Supersedes the Employment of Members of the Same Family/Household Policy
- Cross References: N/A
About This Policy
Effective Date Supersedes Jan 26, 2018 Issuing Authority Executive Vice President Responsible Officer Human Resources