Policy

The company hires and promotes employees based on their qualifications and merit, whereas it does not discriminate against or oppose family employment.

In order to minimize the potential for conflicts, such as perceived or actual favoritism or other personal issues outside the workplace that can affect daily work relationships, the company hires relatives of current employees only if: candidates for employment will not be working directly for or supervising a relative, and/or candidates for employment will not occupy a position in the same line of authority in which employees can initiate or participate in decisions involving a direct benefit to the relative. Employment, retention, transfers, promotions, wages, and leave requests all fall under this category.

It is our goal to avoid discrimination during our hiring process. If we believe that the person is the best fit for a position, we may hire a relative of one of our employees. Additionally, we may accept referrals from our employees.

In both supervisory and managerial positions, employees must disclose all relationships with a candidate before the hiring process begins to their direct report and to human resources. Candidates and current employees must comply with this policy.

A "family member" is defined as a spouse or significant other, parent or stepparent, child or stepchild, grandparent, grandchild, uncle, aunt, nephew, niece, first cousin, in-laws (father, mother, son,  daughter, brother and/or sister).

Procedure

Compliance with policy must be ensured by the hiring supervisor. It is the responsibility of the General Manager and/or Human Resource Manager to ensure that the reporting relationships between employees are not changed after initial hire. Whenever there is a change in an employee's status, the manager/supervisor should be notified immediately.

An employee who enters into one of the above relationships after employment or change in employment must apply for a transfer or a change in reporting relationship. A change of this nature must be approved by the human resource department. When the employees cannot reach a decision within 14 days of reporting, they will be reassigned by human resources.

No exception to this policy will be made without the written consent of the Human Resource Manager. 

It is necessary for the employee to complete and return a Disclosure of Employment of Relative Form to the Human Resources Manager. 

Employment of Relative Disclosure Form.pdf