| Policy | Employment of Relatives |
| Department | Human Resource |
| Last Updated | April 2025 |
Policy
To promote fairness, integrity, and a professional work environment, this policy outlines the company's position on the employment of relatives. While the company does not prohibit family members from working together, we require that certain boundaries are maintained to avoid conflicts of interest, favoritism, or perceived bias.
Employees may not supervise, manage, or be in a position to influence employment decisions—including hiring, scheduling, compensation, evaluation, promotion, or discipline—over a relative.
For the purposes of this policy, a "relative" is defined as a spouse, domestic partner, parent, child, sibling, in-law, grandparent, grandchild, aunt, uncle, cousin, niece, nephew, or any individual residing in the same household.
Procedures
All employees must disclose relationships with other employees to their direct manager and/or supervisor upon hire or if such relationships develop during the course of employment. Exceptions to this policy must be reviewed and approved by Human Resources and the General Manager. Violations may result in reassignment or, if necessary, additional actions up to and including termination.
During onboarding or at the time a relationship arises, employees must notify any relative employed by the company. The General Manager will evaluate the reporting structure and ensure no direct or indirect supervisory relationship exists.
If a supervisory relationship is found, Human Resource will work with the departments to reassign roles or duties to comply with this policy. If no suitable reassignment is possible, one of the related employees may be asked to transfer or voluntarily resign.
Any request for exception must be submitted to the General Manager in writing and will be reviewed by the Human Resource Department.