Policy on the Employment of Family Members

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Policy Category:  Executive

Effective Date: 9/25/2025

Responsible Officer: Vice President and Chief Human Resource Officer  

History: New policy

Responsible Office: Human Resources  

Location:  https://wit.edu/about/policies/employment-family

Purpose

This policy is intended to provide guidance to Wentworth Institute of Technology (henceforth known as “the university” or “Wentworth”) related to the employment of family members

Scope/Applicability

This policy applies to all members of the Wentworth community, students, faculty, staff, and affiliates.

Legal

N/A

Policy

Individuals who are related to current employees may apply and be considered without prejudice for any posted/advertised position.  

No employee of the university may hire, evaluate, supervise, direct, promote, or participate in any decision involving the recruitment, retention, leave of absence, supervision, discipline, promotion, evaluation of compensation of a relative.  

For parties who are in a consensual relationship, please see the Policy on Consensual Relationships. 

Definitions

Relative: Means spouse, child (including step-child), parent (including step-parent), grandparent, sibling, father or mother-in-law, brother or sister-in-law, son or daughter-in-law; includes an individual residing in the same household as an employee (excluding individuals in a landlord-tenant relationship or individuals who reside in the same residence as roommates) and an individual to whom the employee serves as a legal guardian.

Indirect Supervision: Means when relatives are employed within the same department but there is only one level of supervision between the relatives.

Procedure(s) 

Notification

If two employees become members begin residing in the same household or become related (as defined above), both parties must notify Human Resources.

Separately, those who are in a consensual relationship, please see the procedures outlined in the Policy on Consensual Relationships.  

Response

Upon receiving a report, Human Resources will take prompt action, as necessary and appropriate, to minimize or eliminate any potential conflicts of interest

It is likely that both may retain their positions, provided one is not under direct or indirect supervision of the other. In those cases, Human Resources will work with the interested parties to mitigate any potential conflicts of interest. 

Additional Information & Related Documents  

Interpretation & Revision

Any questions of interpretation regarding this policy shall be referred to the Vice President and Chief Human Resources Officer. They will be the final authority regarding the interpretation of this policy.  

This policy shall be reviewed every 3 years; however, minor changes and updates can be made at any time.    

Wentworth will typically apply the policy in place at the time it receives a report concerning the respected policy.  

Review and Revision History  

This policy was drafted by representatives from Human Resources and Inclusive Excellence. This policy was reviewed by Cabinet and approved by the President on  9/26/25.