Human Resource Services

It is inappropriate and illegal to ask candidates about their marital status or domestic arrangements during a hiring process. Candidates are under no obligation to raise spousal or partner employment issues before or after receiving a job offer. However, to pursue an accommodation, the candidate must raise the issue voluntarily at some point in the process. The candidate should discuss the matter with the responsible administrator when they feel comfortable doing so.

Once a request is raised, the responsible administrator reviews potential opportunities with the Provost (for academic positions) or the appropriate department (for non-academic positions). The type of opportunities available depends on the nature of employment sought and the needs of the relevant division. 

Possible arrangements may include: 

• Temporary positions that may lead to permanent appointment 

• Splitting one full-time position into two part-time positions 

• Tenure-track or extended-term-track positions if a suitable vacancy exists 

If an opportunity is identified and agreed upon, the responsible administrator submits a request for the position. For academic positions, the Provost facilitates the approval process. For non-academic positions, the responsible administrator contacts the Associate Vice President of Human Resource Services.

The hiring administrator submits the accommodation request for review under the University's conflict of interest policies. All employees hired through this process are subject to these policies as well as all other applicable University personnel and employment policies. 

No. It is inappropriate and illegal to ask candidates about their marital status or domestic arrangements. The candidate must raise the issue voluntarily. Hiring decisions may not be predicated on whether a candidate has a spouse or partner seeking employment.

The University generally fills positions through competitive searches. The spousal accommodation process provides a mechanism for making an exception when circumstances warrant, but this exception requires approval and compliance review. The partner's qualifications and the institutional need for the role remain relevant factors. 

Opportunities depend on the needs of the relevant division and the decisions of the responsible Vice President. The process will differ depending on whether the partner seeks academic or non-academic employment. The responsible administrator will work with the appropriate parties to explore what may be available.

No. When accommodations are made under this policy, a spouse or partner may not supervise or evaluate the other in any way, either directly or indirectly.