Chapter C - Human Resources
Part 10.0 Hiring
Section 10.1 Hiring or Financial Interest of Relatives
Paragraph 10.1.1 Nepotism

Policy Statement:

Definitions

American Preparatory Academy school officer: a member of the governing board, a member of a board, or an officer of a nonprofit corporation under which a charter school is organized and managed; or the chief administrative officer of a charter school.

Employment: a position in which a person's salary, wages, pay, or compensation, whether as an employee or contractor, is paid from American Preparatory Academy school funds.

Relative: a 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, son-in-law, or daughter-in-law.

Prohibiting Nepotism

American Preparatory Schools prohibits nepotism in employment matters and shall avoid creating circumstances in which the actuality or appearance of favoritism, conflicts of interest, or management disruptions exist.

In the interest of fair hiring practices and to avoid workplace nepotism within American Preparatory Academy, the following will be adhered to in matters directly involving employment, assignment, promotion, compensation, discipline, suspension or dismissal of relatives. A relative of an American Preparatory Academy employee may be employed at the charter school provided the following:

• following a fair and impartial recruitment process, it is determined that the candidate is the only or best person available, qualified, or eligible for the position;
• the district's employment application provides a space for the disclosure of a relation to an APA school officer;
• no employee shall be placed in a position in which he/she would be in direct supervisory relationship with a relative or immediate family member.

An American Preparatory Academy school officer is authorized to reassign employees for the purpose of administering this policy.

A relative of a charter school officer may be employed at the charter school provided the above, and that the charter school officer:

• discloses the relationship, in writing, to the other charter school officers;
• submits the employment decision to the charter school's governing board for the approval, by majority vote, of the charter school's governing board;
• abstains from voting on the issue; and
• is absent from any meeting when the employment is being considered and determined.

An annual review will be conducted by the Human Resources Director to ensure all employee relationships are compliant with state nepotism laws.

Legal Reference: Utah Code Title 52, Chapter 3, Prohibiting Employment of Relatives

Supportive Research: Salt Lake City School District Board Policy P-3, Nepotism Prohibited