Subject: Nepotism
Policy: The employment of relatives can cause various problems including but not limited to favoritism, conflicts of interest, family discord and scheduling conflicts that may work to the disadvantage of both the Schmitt Woodland Hills and its employees.
Definitions:
For the purposes of this policy the term “relative” shall include the following relationships: relationships established by blood, marriage or legal action. Examples include the employee’s: spouse, mother, father, son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in- law, daughter-in-law, stepparent, stepchild, aunt, uncle, nephew, niece, grandparent, grandson or cousin. The term also includes a person with whom the employee’s life is interdependent and who shares a common residence, and relatives of that person, as defined above.
Procedure:
1. It is the goal of Schmitt Woodland Hills to avoid creating or maintaining circumstances in which the appearance of favoritism, conflicts or management disruptions exist. Schmitt Woodland Hills may employ individuals with personal relationships to current employees except under the following circumstances:
a. They may not create a direct supervisor/subordinate relationship with a relative;
b. The relationship will not create an adverse impact on work productivity or performance;
c. They may not evaluate or review in any manner the individual’s work;
d. They may not be employed by Schmitt Woodland Hills as a Department Head or in a Management position if a relative as defined above is a voting member of the Schmitt Woodland Hills Board of Directors.
2. Other relationships not covered in this policy may be prohibited by legal or regulatory mandate.
3. This policy must be considered when hiring, promoting or transferring any employee.
4. Should relationships addressed within this policy be identified with either candidates for employment or, current employees the matter should be immediately reported to the Director of Human Resources and the Executive Director and the following policies and procedures will be followed:
a. A determination will be made whether the relationship is subject to Schmitt Woodland Hills Nepotism policy based on the conditions described above.
b. If the relationship is determined to fall within one or more of the conditions described in this policy the HR Director, the Executive Director, and the Department Head(s) that will be affected will consult with the affected employees. A resolution will be attempted to resolve the situation through the transfer of one employee to a new position or identifying some other action (e.g., Supervisory reassignment) which would eliminate the conflict.
5. A determination will be made whether the relationship is subject to Schmitt Woodland Hills Nepotism policy based on the conditions described.
6. If the relationship is determined to fall within one or more of the conditions described in this policy the HR Director, the Executive Director and the Department Head/s that will be affected will consult with the affected employees. An attempt to resolve the situation through the transfer of one employee to a new position or identifying some other action (e.g. Supervisory reassignment) which would eliminate the conflict.
Schmitt Woodland Hills reserves the right to exercise appropriate managerial judgment to take such actions as may be necessary to achieve the intent of this policy. Schmitt Woodland Hills reserves the right to vary from the guidelines outlined in this policy to address unusual circumstances on a case-by-case basis as approved by the Executive Committee of the Board of Directors.
It is the responsibility of every employee to identify to Schmitt Woodland Hills HR Director any potential or existing personal relationship which falls under the definitions provided in this policy. Employees who fail to disclose personal relationships covered by this policy may be subject to disciplinary action up to and including the termination of employment.