Nepotism

Paramus Public Schools is committed to maintaining equitable, impartial, and non-discriminatory employment practices. In support of this commitment, and to avoid actual or perceived conflicts of interest, the District prohibits any form of nepotism in the workplace.

Definition of Nepotism

Nepotism is defined as the practice of providing preferential treatment in employment decisions—including hiring, promotion, supervision, evaluation, or compensation—to family members or individuals with whom an employee has a close personal relationship.

Prohibited Employment Actions

No employee, Board member, or administrator may participate in or influence decisions involving the:

Hiring
Assignment
Promotion
Evaluation
Disciplinary action
Compensation

Any existing or potential circumstance that could be construed as nepotism must be promptly disclosed to the Human Resources Department. The District will review and resolve such matters in accordance with applicable state laws and regulations, ensuring fairness and transparency.

Personal Relationships in the Workplace

Employees who are in close familial relationships, domestic partnerships, dating relationships, or who reside in the same household may not occupy positions where one individual has direct or indirect supervisory authority over the other. This restriction is designed to preserve the integrity of the work environment and prevent any perception of impropriety or bias.

Definition of Close Relatives

For the purposes of this policy, “relative” includes, but is not limited to:

1. Spouse or domestic partner
2. Father, mother, or step-parent
3. Father-in-law or mother-in-law
4. Grandparent or grandchild
5. Son, daughter, or step-child
6. Son-in-law or daughter-in-law
7. Brother or sister
8. Brother-in-law or sister-in-law
9. Uncle, aunt, nephew, or niece
10. Cousins
11. Relatives of a domestic partner

Duty to Disclose Changes in Relationship Status

If a personal relationship develops between two employees—such as becoming relatives, partners, dating, or members of the same household—and one party holds a supervisory or evaluative role over the other, both individuals are required to disclose the relationship to the Office of Human Resources immediately. The District will determine appropriate actions, which may include reassignment, transfer, or modification of supervisory responsibilities to eliminate any conflict of interest.

Promotion Restrictions

Employees with relatives currently employed by the District are ineligible for promotion to any position that may create a conflict of interest due to a familial or personal relationship.

Board Member and Administrator Relatives

No relative of a Board of Education member, Superintendent of Schools, or any administrator shall be employed in the District, except under the following conditions:

If the relative was employed by the District on or before the effective date of this policy or the date the relationship was established due to a new Board member or administrative appointment, continued employment or promotion shall not be prohibited, provided no conflict of interest arises.

Discretionary Application of Policy

The District reserves the right to enforce this policy in any circumstance where an actual or perceived conflict of interest exists—regardless of whether a direct reporting relationship is present. This includes situations where a relationship may undermine workplace morale, objectivity, or the integrity of the District’s operations.

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